Psychoanalytical Diagnostics of Anxiety and Social Defenses in the Company with the Transitional Organizational Structure

Anxiety is still on the list of ineffective manifestations in organizations, to deal with it, many trainings and business books are developed. There are enough topics for employees anxiety: lack of confidence in their correspondence to the job profile, increasingly high requirements to the roles, constant changes in companies, unification of transitional objects, economic instability, personal circumstances - all this raises the level of anxiety and the question remains, how is the whole company and their employees are functioning? The aim of this work is to conduct a psychoanalytic study of anxiety and social defenses using the example of a department, which is a temporary organizational structure, to determine what allows employees to stay and be effective in such structure. What drives people to choose such an unstable structure? Primary anxieties in the organization, protective mechanisms that are most often used by employees were identified, and as a result, twelve social defenses were determined, which are both a response to anxiety and the main sources of anxiety in the organization. All these defense mechanisms form rather aggressive infantile environment in which employees do not have the space to grow, their growth is constantly reset to zero with each round of changes, which allows them to be kept in an infantile position. At the same time, this creates a strong dependence from organization, because without the ability to grow, there is no way to separate and leave. In addition to the feeling of dependence, the organization creates a space for games, creativity, self-realization with a very low degree of responsibility - this is perhaps the main reason why employees are held in the company, they are interested. As a general conclusion, I can say that the company plays the role of a mother who does not know how to love, who does not know how to acknowledge her feelings and contain the feelings of her employees, and the easiest way is to try to buy them off with games, money, gifts, a constant stream of information that will distract attention. As a recommendation, it was suggested that the game strategy can be an effective strategy in a changing environment and become a transitional object for employees, provided that the company does not ignore part of the experience and is aware of the true value of employees.