Identyfikacja mechanizmów obronnych menedżerów
The identification of defense mechanisms of managers
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The main purpose of this paper is to present the issues related to organizational change in the context of the challenges faced by both managers and other employees of a company. The proposed view is anchored in the psychodynamic approach to organization and management. This article is focused on the superior-subordinate relationship in the context of change, presenting it from the perspective of intrapsychic processes. The author makes an attempt of characterizing both rational, conscious processes and the processes that occur beneath the surface of consciousness, which are automatic and unconscious. The latter usually conceal strong emotions, both positive (hope and curiosity) and negative (anxiety, anger, disappointment), as well as the beliefs and motives of actions undertaken by organization members. The defence mechanisms questionnaire (DSQ) was used to identify the automatic application of mechanisms to cope with difficult situations. The results indicate that neurotic mechanisms dominate among the surveyed managers, specially idealization, but also pseudoaltruism gains high level. However, more dangerous and counterproductive from the perspective of team work, are such mechanisms as projection, denial, isolation and displacement. Interviews with managers made it possible to develop a picture of the organizational change from the perspective of managers.
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