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mechanisms performed under which it arises, and the consciousness of its presence (or lack of) within the relational event under which it begins to unfold. Its nature is now not limited to therapy only, but to evaluative processes, situations where one’s success depends on the relationship qualities held with another whom success is somehow (trusted to be) placed. The other oppositional requirement of the transference is the counter-transference which is the distortion of the relationship via the person in charge, or the reaction of the transference by “how” the one transferring is being perceived, and what “actually” is going on to hatch insightful response on behalf of the one on whom transference is effected. This is a bit complicated, however the reader is asked to bear with the writer for this will begin to make sense as I unravel the precariousness of this two-fold relationship. I do this by first articulating the conceptual understanding, and the potential for its presence to hallmark the world of business especially.
Ubertrang (Freud, 1905): the original German concept defined by Sigmund Freud in 1905 describes this as the “…to carry forward…from the past!” As time has evolved considering this phenomenon, the particulars of this concept also depend on certain factors available to expedite the circumstances in which transference unfolds between two people via the relationship. They depend on the following:
The lack of reflexive capacity to understand the moment by moment happening.
The extremity of the thought pattern in regards to the actors defined relationally by hierarchy: ie, all “Supervisors” are out to get me or all “employees” just want a hand-out (this may be the counter transference the one in authority is apt to feel as a response to the transference of the supervisee/employee.
The presence of lack of empathy in the situational account.
The history of the employment pattern (with regard to both of the actors present).
The transference or counter-transference is more striking if the one of the participants has a personality disorder.
Preventing the breakdown of these relationships depends upon the ability of one or both of the participants to afford the evaluation of the moment an insightful delegation of neutrality. Meaning, the only way to transcend a particularly strained or difficult relational circumstance is to: use silence and time to distance the reactive self from an immediate reaction.
(End of excerpt, Copyright 2014. Dwight Thompson MSW RSW All Rights Reserved!)
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