Dissociative Disorder in Organizational Settings - Essay Example

Dissociative disorder in organizational settings affiliation Dissociative disorder in organizational settings In multicultural organizations, people always feel excluded from the organizational culture or setting if they feel excluded from social gatherings. The situation is made worse if a person is criticized of discriminated. The scenario may be possible in organizations where people from numerous cultures may be employed. In an instance where a person is discriminated for their culture they develop a voluntary or involuntary mechanism that would enable them fit in the environment. Lynn (2012) is of the assumption that it is human nature to be able to fit in an environment that provided difficulties to the normal personality. However, this mechanism alters a person personality. Prolonged cases lead to dissociative disorder. In this particular organization, people from numerous cultures are employed. The company has employed people from numerous cultural and religious affiliations. However, majority of employees are whites and Christians. This environment creates a need to have a coping mechanism for minority groups. For instance, Hispanics and American Indians make up the minority of the employees. For this reason, they face dissociation with the employees. For them to fit in the organizational culture, they have to alter their personalities to embrace an external culture. The development of dissociative disorder is determined by the ability of a person to cope or fit in a different culture that may challenge their personality (Boysen, 2011). In addition, a person is required to embrace their personality and personal beliefs regardless of the environment they are exposed to. However, organizational settings provide numerous personality challenges to minority groups. What are the symptoms and causes of dissociative disorder in the organization setting? How effectively can organization address the problem in a multicultural setting? What role does culture play in the issue? The main characteristic of the disorder in the organization is that employees from minority groups have dissociated from their personalities to fit in the culture. In addition, they are on most occasion subject of discrimination. This creates the need to develop a personality fit mechanism. The long term effects on employees are significant. One major effect is the personality alteration. In an argument by Boysen (2011) if employees suffer from personality alteration, the human resource output is significantly affected. Moreover, employees suffer from lack of self-esteem. This significantly affects their ability to perform exemplarily. The employee ay fail may also fail to perform simple tasks after a prolonged case of personality alteration. From a personal perspective, From a more personal perspective, an employee may suffer from psychological distress. This is based on that the employees are subjected to discrimination. For this reason, they may develop ways that may enable them cope with the problem. This may include separating themselves from other employees. Moreover, they may develop characteristics that do not suit their personality. These factors create a psychological burden and distress that may severely affect the employee. Steiner et.al (2002) asserts that the relationship between the employee and the organizational culture should be based on its ability to promote their ability to function under their real character trait. The author further points out that, if this is affected the performance and psychology of employee is affected (Steiner et.al, 2002). The addressing and interpretation of these symptoms may vary from one culture to another. Lynn (2012) is of the assumption that different employees may suffer differently from dissociation. This is because the effects leading to the disorder differ. For instance, a white employee may be facing different challenges from a Hispanic employees based on their relationship with their colleagues. While addressing the problems facing the two employees, one should focus on the causing factors. In addition, the interpretation of the symptom may also vary. The disorder of personality alteration is, however, based on the ability of a person to control their ability of self-realization. From a general perspective, the disorder may affect any person regardless of their culture. Culture is only considered when addressing the causing factors. Boysen (2011) asserts while addressing the problem one should consider the environmental causes on the disorder. In addition, the role of social interaction should also be considered. This is based on that a person may only develop an alternative personality if they seek to fit in their current environment or a social group. From the argument, Lynn (2012) asserts that possible solutions for the disorder are to alter the current environment of the affected. The author further points out that this should be done before a person suffers from the psychological effects of the disorder (Lynn, 2012). By changing the environment an employee is enabled to perform under normal circumstances. In addition, they can be able to perform under their real personality. However, cultural preferences should also be considered while selecting the environment that may be suitable for a person affected by disorder. In an organizational setting, addressing the issue by changing the environment may be a difficult task. This is based on that the organizations lack numerous environments that may suit different employees from varying cultures. However, the form of social interactions in the setting may be made employee friendly. For instance, an organization may develop zero tolerance policies on racism and discrimination. This may increase the performance of minority groups in the organization. In addition, it may hinder the need for employee to alter their personalities to fit in the organizational setting. However, the need to change the environment of the affected employee may present numerous challenges to the organization. For instance, if more than one employee suffers from the disorder as caused by the normal organizational environment; more than one alternative environment should be created. This may promote separation and more dissociative cases in the organizational setting. Steiner et.al(2002) points out that the need to create a safe environment should be based equality towards all employees. Providing special treatment to some employee may not solve the problem. From the argument, one may be of the assumption that personality alteration is significantly influenced by the environment and social interactions of a person. Changing the two factors to suit the personality of a person prevents occurrence of the disorder. References Boysen, G. (2011). The scientific status of childhood dissociative identity disorder: A review of published research. Psychotherapy and Psychosomatics,80, 329–334. Lynn, S. (2012). Dissociation and dissociative disorders: challenging conventional wisdom. Current Directions in Psychological Science,21 (1), 48–53. Steiner, H., Carrion, V., Plattner, B. &Koopman, C. (2002). "Dissociative symptoms in posttraumatic stress disorder: diagnosis and treatment". Child and Adolescent Psychiatric Clinics North America,12, 231–249. Read More