NLP (Neurolinguistic Programming) and work stress. Intervention techniques in the prevention of occupational risks

The purpose of this work is to try to make a contribution on my part to the great debate in the world of work about one of the causes or factors psychosocials that have the greatest influence on the production of Work Accidents, and considered one of the worst diseases of the 21st century, which is Stress labor.

Based on the conviction of the great contribution that the techniques of the P.N.L. (Neurolinguistic Programming) can contribute to the reduction of levels of stress and minimization of such psychosocial risk in causing accidents in the work environment, I intend with this work to open a broad debate on the Techniques of intervention of the PNL, both in Organizations or Companies, as well as in individuals so that sooner or later within the centers of work can be achieved by establishing adequate strategies for communication, detection and prevention of states that generate Work Accidents and Diseases Professionals; this in the search for its reduction and minimization of its consequences.

In this PsychologyOnline article, we will talk about the NLP (Neurolinguistic Programming) and work stress. Intervention techniques in the prevention of occupational hazards.

Index

1. Introductory Summary
2. What is stress?
3. Language as a Communication Technique for Prevention
4. Language as a Communication Technique for Prevention
5. P.N.L. and Prevention of Occupational Risks. Contributions
6. NLP, prevention of work stress and intervention techniques
7. Mobbing
8. Burnout syndrome
9. Conclusions

In Chapter 1 of this Paper, on what is stress?, I have omitted a greater depth on everything concerning Stress, since at present there are already numerous publications that define, although nevertheless it was a mandatory reference for me to provide some definitions, make a reference to the facts that cause and the diseases that constitute their "somatization" and of course, the slight reference to the recommended techniques for minimizing their effects.

In Chapter 2, I do a assessment of the situation in which Labor Stress is regulated by the Spanish labor law and the diverse jurisprudence created by the various Social Courts; to go more directly into Chapters 3, 4 and 5 to value contribution that the P.N.L. (Neurolinguistic Programming) contributes in the fight against the already considered disease of the XXI century, as previously indicated and the obligatory reference that I also make to two concepts derived from Work Stress, which are: "Mobbing" and "Syndrome of Burnout ".

In Chapter 6, I allow myself to do some final evaluations that constitute the final Conclusion of this Work.

This Work is but one modest contribution to the existing debatee in society and specifically in the world of work, in the idea of ​​achieving greater awareness in the prevention of risks derived from work stress and that probably constitute the basis of the majority of accidents that occur in the field of job.

Since that student of the 1930s, Hans Selye, established the name "Syndrome of being Sick" to what he later called "Stress", numerous have have been the definitions that have been given to this term from the various disciplines in whose study they are involved, such as Medicine, Biology and Psychology.

Hans Selye himself defined Stress as "the non-specific response of the body to any demand from outside".

Other authors define it in different ways:

"Stress is a substantial imbalance (perceived) between demand and response capacity (of the individual) under conditions in which failure to meet this demand has important consequences (perceived) "(01).

"It is the anxiety response that a person experiences when he has to face some demands of the environment that are excessive", to clarify that Stress "is an individual process, a subjective perception, that is, the person evaluates his situation and her capacities, and it is her opinion and not reality that matters for her "(02)

"For me it is nothing more than a great disharmony, a battle that the person fights between what he is and what he does, between his Internal Being and his life in the world, is in short what we call a forward flight that pushes us to do more, more and more continuously, without stopping, without stopping " (03).

Apart from considering the result of many investigations, in the sense of accepting the belief as valid proven that there are certain personal characteristics that predispose certain human beings to suffer Stress; it is considered adequate to affirm that job demands that turn out to be the cause of Stress in people, are the following:

• Work overload
• Pace of work imposed
• Role ambiguity
• Role conflict
• Training gaps
• Unsafe future in employment
• Bad personal relationships
• Lack of participation
• Dangerous physical context
• Great responsibilities
• Performing dangerous tasks

As diseases that occur as a result of Stress, most authors agree that they are classified into two large groups (04):

Acute Stress Diseases (short and intense exposure):

• Stress Ulcer
• Shock states
• Post Traumatic Neurosis
• Obstetric neurosis
• Post-surgical status

Chronic Stress Pathologies (of exposure for months or years):

• Dyspepsia
• Gastritis
• Anxiety
• Accident
• Frustration
• Insomnia
• Nervous colitis
• Migraine
• Depression
• Aggressiveness
• Family Dysfunction
• Anguish Neurosis
• Sexual disorders
• Labor Dysfunction
• Arterial hypertension
• Myocardial infarction
• Addictions
• Cerebral thrombosis
• Antisocial Behaviors
• Severe Psychosis

What Techniques to control the physiological effects of stress, in order to reduce the symptoms and the creation of anxiety that it entails, there are:

1. Relaxation Techniques
2. Breathing Techniques
3. Meditation and Mental Relaxation Techniques

In accordance with the provisions of the European Union Framework Directive on Health and Safety, every business organization is required to assess how many factors affect the risk of occupational accidents (and among which Stress is found) (05). Spain, as a member country of the C.E.E., approved in 1995 the so-called Law of prevention of labor risks in which Article 18.1 established such obligation on the part of the companies and whose subsequent development established in a manner imperative the obligation on the part of any business organization to establish adequate measures to eliminate or reduce all occupational risk, through appropriate prevention, organizational, protection and training measures regarding their own workers (06).

However, and despite the fact that work stress constitutes precisely an important cause in the production of risk and provocation of the Work Accident, This pathology does not refer to the labor legislation expressly.

In Spanish labor law, the concept of "Work Accident" is defined as "any bodily injury that the worker suffers on the occasion or as a result of work that he executes as an employee "(07), although in a broader way the consideration of an occupational accident also extends to those damages derived with the purpose of labor developed; that is: occupational diseases, pathologies or injuries suffered (wounds or blows).

Having said the above, it must also be said that the so-called "Occupational Diseases"They are considered in the Spanish labor law as"Work accident"properly speaking, although they enjoy a particularized protection regime. In such case, they constitute "Occupational Diseases"Those that have the same cause as the Occupational Accident, that is, they are contracted on the occasion of work carried out as an employee. To enjoy such consideration, such diseases must be among those previously established in a "disease table" "listed" by activities and fruit of certain substances also included in the "table of substances or elements" indicated for each type of disease (08).

Curiously, it is necessary to highlight that Stress is not in the "Disease Chart" indicated above, so that such a pathology "normally" when suffered by the worker, this is usually attributed to consequences and occasions other than the workplace.

Despite what has been said above, and although at present it is not expressly regulated that Stress constitutes a disease labor, many Courts in recent years have been establishing the "presumed employment" of injuries occurred in the place and time of work, such as brain hemorrhage, certain heart injuries, nervous excitement, and even certain stressful situations in the job. This is so, inasmuch as such Social Courts, in the cases indicated, have been considering that the proof of the absence of labor circumstances The trigger must be proven by whoever alleges it, which constitutes a "reversal of the burden of proof" in favor of the employment status of such pathologies (09).

In recent years, theses that consider the existence of certain harmful stressors such as derived directly from work and that the worker may find himself subject to certain psychosocial factors in his own environment work that can lead to the stress situation that he may suffer and suffers in certain cases. In fact, in recent months, it has been manifested by representatives of the Ministry of Labor and Social Affairs, the commitment to proceed to review such situation and update the aforementioned "table of diseases", adapting it more appropriately to the times current.

It would not be difficult to suppose that such an "update" of the labor legislation will soon be a fact, especially if one takes into account that a study recently carried out by the European Agency for Safety and Health at Work (created by the Union European Union), it is stated that within the European Union one in three workers experiences stress and other disorders associated with this one (10).

The Puff Pastry Tray (Anonymous Story)

"A wise stranger came to Aksehir. He wanted to challenge the most learned man in town and they introduced him to Nasrudin.

The sage drew a circle on the ground with a stick. Nasrudin took the same stick and divided the circle into two equal parts.

The sage drew another vertical line to divide it into four equal parts. Nasrudin made a gesture as if he took the three parts for himself and left the fourth for the other. The sage shook his hand to the ground. Nasruddin did the opposite.

The competition is over and the wise man explained:

-This man is incredible! I told him that the world is round, he replied that the Earth's equator passes through the middle. I divided it into four parts, he told me "the three parts are made of water, the fourth is made of land". I asked him "why is it raining?" He replied "the water evaporates, rises to the sky and turns into clouds".

The citizens wanted to know the version of Nasrudín:

-What a gluttonous guy! He told me: "if we had a tray of puff pastry", I told him "half is for me."

He asked me "if we divided it into four parts?", I replied "I will eat all three parts". He proposed to me "if we add ground pistachios?", I said "good idea, but you need a high heat. He was defeated and left... "

After reading the previous Oriental tale, it will not be difficult for us to agree that each person is the victim of their own interpretations. Communication is of vital importance for all human beings, since "we are always communicating" something, and it is really important to do it in such a way that our message is properly "interpreted" by our interlocutors. That is, we need our message to be adequately transmitted, understood and perceived.

Language is so important that even with the proper use of it, programs for the relief of chronic stress are carried out. and associated ailments such as headaches, insomnia, high blood pressure, stomach problems, anxiety, depression, etc... and as Dr. Matthew Budd states, "Linguistic acts have the power to alter the state of the body. From our daily experience, if someone yells "fire," our pulse quickens and the rate of our breathing increases rapidly. " The aforementioned Dr. continues that "just as we have somatic or emotional habits, we also have language habits. These habits have a life of their own. Don't expect miracles while making observations about your "self talk" and your conversations with others. As your ability to observe yourself increases, new possibilities may become available to you "(11).

Communication is very important in the development of occupational risk prevention activities, since an aspect of enormous interest constitutes the true sensitization to interested agents on the convenience of putting the necessary means and interest in the due protection for the avoidance of accidents If the problem that affects the prevention of occupational risks is not treated and transmitted in the Appropriate "language", the policies or activities developed in this regard will be aimed at failure.

To transmit and raise awareness of "prevention", the people responsible for carrying out such objective must have sufficient "sensory acuity" to become true communicators. With the techniques of the P.N.L., this will allow them to "connect" with the "System of Representation" (sight, hearing, smell, taste, tact or common sense) of both employers and workers, so that they internalize such sensitivity in this matter.

"Our presupposition is that any human being who comes in saying" help, I need help "has already tried all his conscious resources and failed miserably. However, we also assume that somewhere in your personal history you have some set of experiences that can serve as resources to help them get exactly what they want in this situation particular. We believe that people have the resources they need, but they have them unconsciously and they are not organized in the right context... All we have to do is take the resources from there, where they are, and place them where you need them. "

John Grinder and Richard Bandler

What is the P.N.L.?

The P.N.L. is a Discipline whose field of action is the structure of the subjective experience of the human being, that is: how we organize in our mind what we see, hear and feel, and how we review and filter the outside world through our senses, also exploring how we describe it with language and how we react (whether intentionally or not) to produce certain results.

It was created in the early 1970s by Richard Bandler and John Grinder, who took the scientific study of treatments used by certain model therapists such as Fritz Perls, Virginia Satir and Milton Erickson (among others) who were distinguished by their extraordinary results, as well as by having managed to improve or cure people who suffered from diseases incurable. These two creators started from the Observation, then they put their observations to the test and later they built a Model that gave rise to a set of Techniques and Work Procedures that can be used immediately with enormously effective results. satisfactory.

The acronym for P.N.L. (Neurolinguistic Programming) "baptism" of its authors, respond to three terms:

- P: Programming: Term that refers to the process that our system of sensory representations follows to organize our mental strategies or in other words, the mental "programs" that each person has established. All behavior of the person derives from a "mental program" that he or she possesses.

- N: Neuro: Term that starts from the idea that every action and every behavior of each person is the result of a neurological activity (mental activity) since each one "works" by executing its "programs" by means of impulses. Neurons, nerve pathways are the basis of all brain programming of the person.

- L: Linguistics: Term that refers to the fact that the mental activity of the person and the organization of their Operational "strategies" are externalized through communication in general and language in particular. Language, as indicated previously, constitutes a distinctive characteristic of the human being since we continually communicate with the outside and with ourselves.

Until today, the P.N.L. has been developed both by its creators and by a series of scholars of the subject and enriched with a series almost limitless of techniques that make it come to be considered as a modern and effective Therapy (Personal Therapy, Organizational Therapy, etc ...). Such is their degree of importance that these techniques are extremely useful in all areas of the knowledge (and for all professions), its effectiveness being confirmed in the following fields:

• THERAPY: Anxiety, Stress, Phobias, Relationships, Lack of confidence / self-esteem, Parent-child relationship problems, addictions, abnormal, complex behaviors, sexuality, future approaches, etc ...
• PERSONAL DEVELOPMENT: Achievement of personal goals, improvement of self-esteem, establishment of success strategies, etc ...
• EDUCATION: Teaching and communication techniques to increase capacities and performance in learning, techniques to "learn to learn", etc ...
• WORK / COMPANY: Motivation, stress control, use of resources, creativity, development and achievement of objectives, leadership, competition, negotiation, etc ...
• ORGANIZATIONAL APPLICATIONS: Programs, unblocking negotiations, convincing communication systems, persuasion, conflicts, preparing interviews, etc ...

What can the P.N.L. to the Prevention of Occupational Risks?

The statement that the human factor is responsible for 100% of Work Accidents, constitutes a unanimous sentiment in all those who have been dedicating themselves to the development of accident prevention tasks labor. This is also stated by Professor José María Cortés Díaz in his book "Techniques for the Prevention of Occupational Risks", who even qualifies that "behind a technical failure, ultimately, we always find the human factor" (12).

In numerous studies carried out on the importance of the human factor in the production of accidents, it is considered proven that out of every 100 accidents, 85 are normally due to to unsafe practices, compared to one that normally occurs due to unsafe conditions (on which it is also stated that such a condition is caused precisely by somebody). In reference to the remaining 14, it is stated that these were produced by a combination of both causes; which undoubtedly would have to lead us to the conclusion of the responsibility of the human being in 100% of the accidents produced.

Such data shows us the importance of "communication" in preventing such situations, since through the establishment of the appropriate "communication channel", many of the accidents that occurred could have been avoided.

Having come to this place in this work, it is worth noting that the Labor Administration itself is convinced of the enormous utility that the P.N.L. can contribute in the establishment of a series of factors that are decisive in the improvement of the conditions of job. This is so, if we proceed to read the account of certain Technical Prevention Notes (N.T.P.) that implicitly or explicitly refer to such techniques as "favoring" the preventive "message" and among which we should specifically highlight the N.T.P. Numbers 423 and 424 that deal with "Neuro-Linguistic Programming (NLP): applications to the improvement of the conditions of work "(13).

In the aforementioned notes, it is expressly indicated that "it would seem strange to speak of Neurolinguistic Programming when dealing with occupational risk prevention issues, especially since it has always been associated this "school" or this theory to the world of therapists and teachers who teach "improvement" courses (personal control over problems that prevent or hinder the developing). However, lately the P.N.L. has had a great relevance in the world of communication. The P.N.L. has contributed to the complex world of personal relationships, which always involve a communicative situation, ideas and instruments for to be able to better analyze the data "transfer" process and, above all, to be able to more actively influence the efficiency of the transmission ".

In the studies that have been carried out in matters of Work Safety and in the reduction or elimination of accidents, the National Institute of Safety and Hygiene at Work (Agency dependent on the Ministry of Labor and Social Affairs) is considered What Adequate Safety Operational Technique, acting on the Human Factor in the following areas: Personnel Selection, Training, Training, Advertising and Group Action.

In this regard, the P.N.L. You can make the following contributions with respect to each of the indicated areas:

1. Staff pick.-Adjustment of the human being to the job that is more in line with his personal characteristics. Carrying out all this through the "Metaprograms".
2. Training.- Improvement of knowledge about the work that is done through the development of the system of "Adequate and dynamic learning" for students. workers in order to act on their "behavior", avoiding risks and making work safer, since "Thinking" of the proper way is to see something important that makes us see what we had not seen, which also allows us to see what is not even visible.
3. Training.- Teaching and development of their own resources, abilities, skills, knowledge and behaviors to adequately perform their work; or failing that, "modeling" of those that are necessary for this purpose, since to acquire communication skills, organization and leadership that define success is only necessary (in addition to having one's own will), having the method suitable.
4. Propaganda.- Change of attitude in individuals through information provided, through a process of "internalization" in the various "representation systems" that are predominant in the recipient subject Of the same. This through the proper use of language.
5. Group action.- Psychological techniques of group dynamics through the use of "perceptual positions" and development of "Rappord" techniques, which in turn favors continuous improvement within the organization or business.
6. Incentives and Discipline.- Techniques to increase motivation so that every worker can behave appropriately in the avoidance of accidents and favoring the appropriate state of mind and body at your disposal Act. This with techniques such as the "Metamodel" or the "Metalanguage".

"It is totally ineffective to want to help someone by telling them what to do, since the only effective help they can receive and about All accepting consists of allowing him to find for himself the solution that suits him through the undertaking of a dialogue constructive".

Catherine Cudicio

There are a series of diseases produced by psychic and social agents, the result or consequence of automation, division of labor and specialization in tasks Simple and repetitive that lead to the dehumanization of work, monotony and lack of interest of the workers, as well as a series of other social factors such as: wages, work organization methods, promotion policy, etc... that can produce certain types of psychosis, depressions, neurastemias, etc... and among those that stands out especially for its importance, work stress.

However and despite the enormous advances that have been taking place in the field of risk prevention at work, since the Law was approved in 1995 Prevention of Occupational Risks, both by the Administration, Social Agents, or by the Accredited Entities for the Evaluation of Risks Labor, even today there is a great lack for the development of instruments for evaluating the psychosocial factors that can produce such accidents There are practically nonexistent organizations or companies that have specific programs to face such risks, even if there is currently a real lack "sensitivity" by not considering as a priority the prevention and fight against this type of risk by all those direct protagonists, which are businessmen and women. workers.

Among the important occupational risks motivated by the conditions and circumstances in which the work is carried out develops, as I have indicated previously, still today not sufficiently fully addressed effective; are the "Stress" at work, certain types of pathologies inherent to certain "Addictions at work", the sensations of "Isolation" in workers who work shifts, "Mobbing" (psychological violence), "Burnout Syndrome" ("burnout" syndrome), "Sexual harassment" in the workplace. job; and even extreme situations such as the one known as "Karhosl" ("Sudden death").

The repercussions of such "ailments" constitute a great relevance in the normal development of the activities of the Organizations or Companies and in the personal and family life of human beings that are affected by such situations.

Without a doubt, as most authors point out, the best way to overcome stress is to avoid it, but the big question is how?

The intervention techniques for the elimination of work stress, are developed through two types of specific interventions:

1. Intervention about the individual
2. Intervention about the Organization

Intervention on the Individual

The N.T.P. No. 349 (13), establishes as intervention techniques for the prevention of Stress, the treatment of behavior problems in the person of the worker in order to promote the adaptation capacity of the individual, classifying these techniques as: General, Cognitive, Physiological and Behavioral.

The contribution of the P.N.L. In the effective achievement of these intervention techniques, it would be patent and its performance in the different classifications developed by the indicated N.T.P., would be as follows:

• Technique of General Intervention: With the development of techniques and various exercises of P.N.L., the individual would not find it to specifically define those resources that he himself would need to "mobilize" to face such a situation of Stress, or to ensure that it is not produce.

• Technique of Cognitive Intervention: With the development of PNL techniques, the individual would obtain a position at the disposal of the situation, with observation of it from different points of view, or in other words, another way, finding on the part of the protagonist the situation of Stress, of his self-observation both from his own position, from a different one, and even from that of an objective third party. This would have the consequence of changing your perception and your own "stressful" way of observing reality, your interpretation from other "perspectives" that had not been considered up to now and their own evaluation and self-evaluation of the problem.

• Technique of Physiological Intervention: Both the physical relaxation exercises, those of breath control and the "disconnection" that are part and accompany in your performance of all the techniques and exercises of PN.L., already by themselves constitute an adequate intervention technique that, being associated with the determination of certain "submodalities" in the subject, favor the achievement of the proposed objective regarding the control of situations stressful.

• Technique of Behavioral Intervention: The techniques of the P.N.L., precisely favor the promotion of adaptive behaviors "chosen" by the subject himself as the most adequate to face the situation, since they are pre-experienced by the interested party through exercises of "bridges to the future" in which it is the subject himself who "experiences" in a non-traumatic way the usefulness of his free behavior selected.

On this subject, it should be concluded that the development of the techniques of the P.N.L. in the business environment and taking the individual as the subject of the intervention, they would not only be adequate for the purpose of prevention and elimination of work stress in the person of the worker, but would even favor the resolution of problems of another type that would also have an impact on the action of their position of job.

B) Intervention on the Organization

The N.T.P. No. 438 (13), clearly stands out as the main intervention technique on the Organization, the action on two different levels: 1. Through the study and scientific research, such as with the analysis of job redesigns, introduction of flexible hours, and even participation in decision making decisions. 2. Through the development of other types of methodologies not scientifically proven, such as improvement of environmental conditions, enrichment of the tasks carried out by the person, change of schedules, changes in management styles, increase in training, adequate management of human resources, introduction of new technologies and redefinition of the structure and the climate organizational.

As a fundamental contribution of the P.N.L. In his intervention on organizations or companies, it must be said that regardless of that type of intervention indicated For individuals who must maintain its development and application, organizations or companies will also have to establish a system of "mobilization" of "means". Such "resources" could well be those of "Choice", "Congruence" and "Challenge", as some authors and researchers point out (14). With the development of PNL techniques, the following objectives can be achieved:

• The chose": Understood as the ability and willingness to respond in different ways, achieving the balance or middle ground between resources available in the company and the difficulties, establishing in this case adequate measures of control and influence over their areas of interest.
• The "Congruence": With the establishment of methodologies that allow to "sensitize" all the personnel in their entirety in favor of the common objectives, achieving a interconnection between the general and particular objectives of all its components, all in the same direction and ending situations of conflict and lack of communication.

• The challenge": Through the achievement of final proposed objectives and through the "check" of certain partial objectives through the Test-Operation-Test-Output.

Say about the techniques of P.N.L. for intervention in organizations, which are very suitable, since all The company constitutes a "system" and as such, any modification of any of its "components" favors a "turn" in the direction of different. The development of the P.N.L. in the business world it favors creativity and the obtaining of new methodologies in all the areas that constitute it and this, without a doubt, would be very useful in the prevention of risks labor.

Next, we will make special mention of two types of stressful situations Due to their increasingly frequent manifestations in the workplace, they require a differentiated mention: "Mobbing" and "Burnout Syndrome".

"Mobbing", also qualified in various ways such as "psychological violence", "psychological harassment at work"," Workplace harassment "," Workplace psychoterror "; In short, the presistance exercised by bosses and co-workers, out of envy, competition and selfishness, about any new employee in any job position.

Heinz Leymann stated about "Mobbing" that "the concept of mobbing is defined by chaining over a period of time quite short of attempts or hostile actions consummated, expressed or manifested by one or more people towards a third: the objective " (15). Such an appreciation, also coinciding with another of the authors who have developed studies on this subject, the Professor Iñaki Piñuel y Zabala, who affirms that "in the workplace, mobbing indicates the continuous and deliberate verbal and modal abuse that a worker receives by another or others, who behave with him cruelly with a view to achieving the annihilation or psychological destruction of him and to obtain his exit from the organization through different procedures "(16).

In the N.T.P. No. 476 (13), several ideas are provided with the intention of contributing to the prevention of this problem, emphasizing the importance of its consequences and the need to identify it in time, giving it a solution in its earliest stages through the following performances:

• Procure for the affected the achievement of "social support"
• Carry out a design of social relations in the company, taking into account the relationships independent of own work
• "Training" of workers in interpersonal relationships.
• Articulate representation systems. Reception and integration of people newly incorporated, without forgetting the consideration of the culture of the company in the selection of personnel.
• Activity developed by the internal psychology services, as a permanent service of assistance to workers.

But without a doubt, in my opinion, the great contribution to the reduction or elimination of "Mobbing" is carried out through an extensive study of this problem by Professor Iñaki Piñuel y Zabala, who proposes a whole methodology to face this situation by the affected people (16). For the monitoring and implementation of this methodology, I am of the opinion that the techniques of the P.N.L. as indicated below, in accordance with the sections established for said method:

1.º Identification of the problem such as "Mobbing" or "workplace harassment": Identification of the problem by the affected person and their awareness that such fact is taking place, it constitutes an action that is simple to carry out through various techniques of "visual / kinesthetic dissociation" and through the "Metalanguage" developed by the P.N.L., favoring the high self-esteem that such precise person.

2.º Emotional deactivation: Awareness and identification by the person of the "negative" feelings that the aforementioned harassment produces in him, with techniques of P.N.L. that allow him to "regain" "control" over her reactions, "observing herself from various positions perceptual.

3.º Elaboration of the answer to psychological harassment through extrojection: Development of the person's own internal resources and of his own self-esteem and self-confidence, determining which of those of the resources developed throughout his life are those that he will have to "put into play", "recovering them" in the "Timeline" in which they were manifested successfully.

4.º Overcoming the problem and integration of the vital perspective of the victim: "Taking control" of their own life by the affected person and development of techniques that allow the establishment of a "bridge to the future", through which said person "ceases to affect him" in the way how it has been affecting you and seeing, feeling, hearing and even smelling your own control and that of your own personal life and professional.

To beat "Mobbing", the P.N.L. has a set of techniques through which the subject assumes their own responsibilities in the achievement of his objectives and in everything that he depends on and in an "ecological" way, for his own benefit and without harming third parties.

The Burnout syndrome or "Burning syndrome"Due to work, it constitutes an ailment that already has as a precedent in our country, the recognition in 1999 by a Court of Justice (the Superior Court of Justice of the Basque Country) of such suffering by a worker and whose conclusion or sentence establishes the recognition as Work stress regarding the work accident suffered by the worker in question.

Although in the resolution the aforementioned Court ruled in favor of a worker in a production workshop, the legal reasoning of the aforementioned judgment could be equated to another type of Professions. In the aforementioned judgment, the Court understands and thus considers it proven, that the profile of the worker who carried out his work in said workshop, and I narrate verbatim, "is a very characteristic type of stress that occurs in those professions of those who carry out their work in contact with other people who, due to their characteristics, are subjects of help, such as teachers, health personnel or assistants social". In this case, the worker was dedicated to organizing the production of a workshop directing the disabled employees and had as functions "to obtain an acceptable level of productivity and efficiency labor".

In 1998, the worker's general practitioner extended his medical leave arguing sleep disorders and physical-mental exhaustion. Faced with such symptoms, it was his own GP who referred him to a mental health center, where he was diagnosed with "a wear and tear syndrome. personal or burnout ", being described as" a chronic adaptive disorder with anxiety as a result of the interaction of work or situation labor".

The contribution that the P.N.L. can take effect in such cases, it is not different from those techniques that are applicable for the recovery of those workers victims of work stress, despite the fact that workers affected by this type of stress, the "burnout syndrome", constitutes a type of chronic emotional stress with traits very marked of physical and mental exhaustion, cold and depersonalized attitude towards others in their environment, feelings of personal dissatisfaction with the tasks to perform.

"Many people believe that they are" slaves of the past "and that" "psychological wounds leave scars for life". I have a few physical scars that never hurt a bit; when I look at them, they are just reminders of what happened to me in the past, letting me know what to avoid in the future. Fortunately, the mind can heal itself even more quickly and completely than the body; the unpleasant events of the past can be transformed into resources for a present and future well-being ".

Connriae and Steve Andreas

Throughout this work and in a very basic way, the issue of the contribution of the P.N.L. (Neurolinguistic Programming) a intervention techniques in the Prevention of Occupational Risks and more specifically in terms of its application in the elimination of Stress labor.

The contributions of the P.N.L. they are many and practically reach all areas of knowledge, since Communication constitutes the basis fundamental of all interrelation between human beings and their environment, being precisely in this area where these techniques reach their greatest achievements. Needless to say, the techniques of the P.N.L. they turn out perfectly compatible with other types of techniques that could be used in the achievement that we can propose for the elimination of work stress.

As of today, as stated throughout the content of this work, it has not yet taken roots in society and in the world of work adequate sensitivity to address with the necessary effectiveness the issue of Stress in the centers of job. Still today, the enormous relationship between this growing disease of the 21st century and the production of accidents at work, despite the enormous efforts made by various professional societies to eradicate such situations (17).

Also on the other hand, we also began to be protagonists of the tasks that on the other hand the union organizations try to develop in this matter (18 and 19).

But all this might not seem enough in light of the results of the "chilling" data that the reports Specialists reveal: Increased costs of Stress at work and the increasing incidence of depression (20).

The P.N.L. in this case constitutes an instrument, from my point of view very valid for the employment of him in the reduction of work stress, against which undoubtedly should not be spared in the use of means for its elimination.

This article is merely informative, in Psychology-Online we do not have the power to make a diagnosis or recommend a treatment. We invite you to go to a psychologist to treat your particular case.

If you want to read more articles similar to NLP (Neurolinguistic Programming) and work stress. Intervention techniques in the prevention of occupational risks, we recommend that you enter our category of Coaching.

1. Mc. Grath (1970).
2. Tender, Barnabas (2,000). "The psychologist at home". Madrid Spain. Today's Issues Editions.
3. Carrión López, Salvador A. (2.001). "Practitioner Course in P.N.L." Barcelona, ​​Spain. Obelisco Editions.
4. Ref. http://www.medspain.com
5. The aforementioned Framework Directive, in its reference to organizations or companies, specifically establishes that the employer "must guarantee the safety and health of the workers in all aspects related to work (...) in accordance with the following general prevention principles: avoid risks, assess risks that are not avoid, combat risks at their source, adapt the work to the person, in particular with regard to the design of jobs, as well as the choice of work equipment and methods of work and production, with a view, in particular, to lessen monotonous and repetitive work and to reduce the effects thereof In the health".
6. Law 31/1995 of November 8, Law on the Prevention of Occupational Risks and which was developed by Royal Decree 39/1997 that established the Regulation of Prevention Services.
7. See Article 4.º of Law 31/1995 and Article 115.1 of the General Law of Social Security of 1994.
8. See the provisions of Article 116 of the General Law of Social Security of 1994. The aforementioned "Table of Diseases" is regulated by Royal Decree 1.995 / 1.998).
9. The following judgments can be read as references: Judgment of the Supreme Court dated 04-14-1998, Sentence of the Superior Court of Justice of Madrid of 18-03-1.991 and of the Superior Court of Justice of Andalusia of 19-10-1.994).
10. This is the Report of the European Agency for Safety and Health in &