Author: Mario Luiz Furlanetto Junior
With the update of Regulatory Standard No. 1, organizations will need to create measures to prevent and treat psychological illness. What the expansion of NR-1 proposes is this cycle of continuous improvement, something that happens systematically and continuously, so that these measures are sustainable and actually protect the mental health of workers. As of May 26, 2025, the text will include the mandatory recognition and management of psychosocial risks in the workplace. According to the World Health Organization (WHO), these are the employment factors that can affect the mental health of workers.
Companies already had risk management systems geared towards common risks, such as physical, chemical and biological risks, but not psychological risks. And now comes this major change, which is very important for health and safety management. It is not just the chair and the desk that can make workers sick. The requirement will come into effect on May 26th of next year, but organizations need to create a process for managing psychosocial risks. The WHO Guidelines for Mental Health at Work estimate that 12 billion workdays are lost each year worldwide due to depression and anxiety.
An analysis of mental health policy studies identified increased mental health resources, the promotion of mental health programs and self-care support, and the reduction of barriers to access to mental health treatment, and show the limitations. The clinical neuroscience of Zoé Syndrome has real potential to be a reference in prevention, diagnosis, and treatment mechanisms. The ONCs Connectome is activated in occupational environments among peers, due to neuromirroring and amygdala activation among peers. This neurobehavioral mechanism is called Occupational Schema. The typical clinical presentation of Zoé Syndrome is professional negligence due to interpersonal relationships with little synchrony, automated and thus superficialized. There is a deficit of emotional attention to the client, which can reflect with distraction and decrease the quality of the service provided. Neurodysfunctional judgments, intercommunication deficits, and dissatisfaction between client and professional can also occur. It justifies behaviors of aversion, punishment, and persecution among workers. It is a maladaptive mechanism of Occupational Neuropsychodynamics.
It is associated with depression, burnout, conflicts in the workplace, and differential treatment among workers.
Another meta-analysis reviewed several studies of occupational mental health interventions and observed how diagnoses for participants in the studies ranged from work-related stress to work-related PTSD after exposure to a psychologically traumatic event in the workplace. No significant differences were found for meta-analyses that examined return-to-work rates, absenteeism, depression, stress, and quality of life. However, with in-depth empirical studies and etiological identification, there is a greater likelihood of technical success and effectiveness in interventions.
The name Zoé was a tribute to the ancient history of the Zoé tribe of indigenous people, when the chief traveled with the Portuguese in search of new lands, and when he returned he identified his alienated tribe working for the Portuguese, and ended up awakening the tribe. The current Zoé phenomenon was described from psychoanalytic clinical observation associated with the causal link of accumulated neuroscience data, and will be further developed by CPAH, a pioneer in the subject.
Bibliographic References
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