Repercusiones del acoso laboral en el desempeño de los funcionarios públicos de la alcaldía de Maicao (Guajira) durante los años 2023 y 2024
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Fecha
2024
Autores
Howard Sjogreen, Kisel Haszuny
Iguarán Montiel, Jesús Andrés
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Ediciones Universidad Simón Bolívar
Facultad de Ciencias Jurídicas y Sociales
Facultad de Ciencias Jurídicas y Sociales
Resumen
El acoso laboral en las instituciones públicas colombianas es un problema persistente que impacta negativamente la salud mental, la productividad y el ambiente de trabajo de los funcionarios, aunque la Ley 1010 de 2006 busca regular esta situación, la implementación efectiva de la normativa enfrenta múltiples desafíos, aún existen brechas en la aplicación de la ley debido a la falta de recursos, capacitación y voluntad política, lo que genera dificultades para que las víctimas puedan probar los casos de acoso; además, la cultura organizacional en muchas instituciones tiende a minimizar o justificar este tipo de conductas, lo que se agrava por el temor de las víctimas a sufrir represalias, como la pérdida de empleo, si deciden denunciar, encontrándose que las sanciones que se imponen suelen ser leves, y las compensaciones para las víctimas, limitadas.
Las causas del acoso laboral en el sector público están relacionadas con estructuras jerárquicas rígidas que facilitan el abuso de poder, la ausencia de canales de denuncia eficaces y confidenciales, y la falta de capacitación en temas de acoso laboral, estos factores contribuyen a la creación de una cultura de silencio, donde el miedo a represalias y el estigma detienen o disuaden a las víctimas de denunciar o exponer los casos.
Las consecuencias del acoso son profundas, afectando la salud mental de los trabajadores con síntomas como ansiedad, depresión y estrés, a nivel laboral, se reduce la productividad, se deteriora el clima laboral, y en muchos casos, las víctimas terminan abandonando sus empleos, lo que implica una pérdida de talento para las instituciones, además impactando las relaciones personales y familiares del empleado por las afectaciones físicas y mentales que debe cargar inclusive en su hogar. Para combatir este problema, se proponen diversas medidas. Es crucial fortalecer el marco legal revisando y actualizando las normativas para ofrecer mayor protección a las víctimas. También es fundamental implementar programas de capacitación obligatorios para los funcionarios, que incluyan la prevención y detección del acoso. Se debe garantizar la existencia de canales de denuncia seguros y confidenciales, así como diseñar protocolos claros y objetivos para la investigación de las denuncias. Las sanciones deben ser efectivas y disuasorias para los acosadores, a la par de la promoción de una cultura organizacional basada en el respeto, la igualdad y la tolerancia. Asimismo, es esencial brindar apoyo psicológico y legal a las víctimas y monitorear de manera continua la efectividad de las medidas adoptadas.
Workplace harassment in Colombian public institutions is a persistent problem that negatively impacts the mental health, productivity, and work environment of employees. Although Law 1010 of 2006 seeks to regulate this situation, the effective implementation of the law faces multiple challenges. There are still gaps in the application of the law due to a lack of resources, training, and political will, making it difficult for victims to prove cases of harassment. Additionally, the organizational culture in many institutions tends to minimize or justify this type of behavior, which is exacerbated by the fear of victims suffering reprisals, such as job loss, if they decide to report it. The sanctions imposed are often mild, and compensation for victims is limited. The causes of workplace harassment in the public sector are related to rigid hierarchical structures that facilitate the abuse of power, the absence of effective and confidential reporting channels, and the lack of training on workplaceharassment issues. These factors contribute to the creation of a culture of silence, where fear of reprisals and stigma prevent or discourage victims from reporting or exposing cases. The consequences of harassment are profound, affecting the mental health of workers with symptoms such as anxiety, depression, and stress. At the workplace level, productivity is reduced, the work environment deteriorates, and in many cases, victims end up leaving their jobs, resulting in a loss of talent for institutions. Additionally, it impacts the personal and family relationships of the employee due to the physical and mental effects they must bear, even at home. To combat this problem, various measures are proposed. It is crucial to strengthen the legal framework by reviewing and updating regulations to offer greater protection to victims. It is also essential to implement mandatory training programs for employees that include the prevention and detection of harassment. Safe and confidential reporting channels must be guaranteed, as well as clear and objective protocols for investigating complaints. Sanctions must be effective and dissuasive for perpetrators, while promoting an organizational culture based on respect, equality, and tolerance. It is also essential to provide psychological and legal support to victims and to continuously monitor the effectiveness of the measures adopted.
Workplace harassment in Colombian public institutions is a persistent problem that negatively impacts the mental health, productivity, and work environment of employees. Although Law 1010 of 2006 seeks to regulate this situation, the effective implementation of the law faces multiple challenges. There are still gaps in the application of the law due to a lack of resources, training, and political will, making it difficult for victims to prove cases of harassment. Additionally, the organizational culture in many institutions tends to minimize or justify this type of behavior, which is exacerbated by the fear of victims suffering reprisals, such as job loss, if they decide to report it. The sanctions imposed are often mild, and compensation for victims is limited. The causes of workplace harassment in the public sector are related to rigid hierarchical structures that facilitate the abuse of power, the absence of effective and confidential reporting channels, and the lack of training on workplaceharassment issues. These factors contribute to the creation of a culture of silence, where fear of reprisals and stigma prevent or discourage victims from reporting or exposing cases. The consequences of harassment are profound, affecting the mental health of workers with symptoms such as anxiety, depression, and stress. At the workplace level, productivity is reduced, the work environment deteriorates, and in many cases, victims end up leaving their jobs, resulting in a loss of talent for institutions. Additionally, it impacts the personal and family relationships of the employee due to the physical and mental effects they must bear, even at home. To combat this problem, various measures are proposed. It is crucial to strengthen the legal framework by reviewing and updating regulations to offer greater protection to victims. It is also essential to implement mandatory training programs for employees that include the prevention and detection of harassment. Safe and confidential reporting channels must be guaranteed, as well as clear and objective protocols for investigating complaints. Sanctions must be effective and dissuasive for perpetrators, while promoting an organizational culture based on respect, equality, and tolerance. It is also essential to provide psychological and legal support to victims and to continuously monitor the effectiveness of the measures adopted.
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Palabras clave
Acoso laboral, Instituciones públicas, Prevención, Denuncia, Afectación psicológica
