PSYCHOLOGY OF ORGANIZATIONS AND WORK
PROFESSIONALS, COMPANIES, INSTITUTIONS
PSYSTEMIC: OUR ACTIVITIES WITH COMPANIES AND INSTITUTIONS
WORKING ORGANIZATIONS
The firm works with companies and organizations that are in the process of optimizing their organization. It offers the means to make more flexible and to reason the transformations concerning human and / or logistical resources or recruitment strategies. We thus help them to transform and reorganize themselves to gain in efficiency, to maximize the creation of value from the point of view of human intelligence adapted to the context. Through the support provided, we ensure that they are endowed with sustainable competitive advantages by focusing heavily on the development of the skills of their managers and of management and human resources professionals, and, more broadly, of theirs.
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In terms of analysis, the approach is based primarily on the reality on the ground from systemic approaches.
Regarding the resources and interventions deployed, beyond performance, we help our customers to build a healthy organization, by equipping themselves with the assets and skills that will allow them to maintain this performance over time.
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The interventions are always based on the needs and the laws in force in terms of occupational health.
PSYCHO-ORGANISATIONAL DIAGNOSIS
This is a process of systemic analysis and identification of opportunities and areas for improving the quality of life of employees. This diagnosis is carried out collectively, in collaboration with all the professionals concerned / impacted: it includes the evaluation of the prevention threshold but also the proposals and recommendations promoting the coherence of the organization and the health of the employees, a sensible environment conducive to collective intelligence and the development of the activity (for example, with the means of informational desaturation, facilitation of the professional identity of actors for a more natural cohesion, analysis of the psychocial impacts of digital tools, etc.).
Supervision of psychologists, strategy, occupational health, crisis management, performance, psychosocial risks
PREVENTION OF PSYCHOSOCIAL RISKS
The quality of life at work is an asset and a priority for each actor concerned. The health of the players in an organization also contributes to better collective performance. Prevention of health and therefore psychosocial risks (PSR) includes degrees of prevention, more precisely 3 levels at which it is possible for us to act:
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Primary prevention of RPS: this corresponds to all the actions aimed at identifying and eliminating the factors of these risks at their source. The point here is to avoid problems before they arise. It includes the acts, co-developed collectively, intended to prevent the appearance of mental disorders linked to work and / or its conditions. It calls for collective prevention measures through the diagnosis of the quality of life at work and the analysis of the conditions of achievement (mental load, workload, organizational consistency, ergonomics of work spaces and tools, type of management etc).
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Secondary prevention of RPS: the aim is to limit the consequences of RPS on people already showing symptoms. It is a prevention called " corrective »Which intervenes only on some of the factors of the organization which were identified after the implementation of an approach to detect PSR.
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Tertiary prevention of RPS: it consists of intervening on one or more groups of people already affected so that their condition does not worsen (see crisis management). It also encompasses urgent actions to help actors unable to resume their work
Crisis management is carried out when an unexpected and unforeseeable situation endangers the safety and / or the health of the actors evolving within an organization. It may be an accident, a health and / or security crisis or even an event that imminently endangers a company and / or an institution and their actors. It consists of several parallel actions:
- the preservation of the continuity of services through the implementation of a work organization adapted to the management of the situation (adapted work processes, temporary reorganization of certain tasks or activities)
- the preservation of the safety of actors through the establishment of collective instructions
- prevention and preservation of the mental health of the actors concerned, directly or indirectly, by the event (debriefing, dissemination, individual support).