In Chapter 13, “Neurotic Disorders in the Workplace,” of Horney’s book *Neurosis and Human Growth*, the negative impact of neurosis on human “work” is explained in detail from a psychoanalytic perspective.
The main points of this chapter can be summarized into the following four points:
1. The Discrepancy Between the “Real Self” and Work
Horney believes that for healthy individuals, “work” is a voluntary and constructive activity that allows them to exercise their abilities, express their creativity, and achieve self-realization (human growth). However, neurotic individuals are alienated from their “real self” and cannot work based on their true interests, concerns, or abilities. For them, work becomes a means to maintain their “idealized self-image (pride)” or to satisfy their inner compulsions of “should.”
2. Specific Manifestations of Work-Related Obstacles
When neurotic psychology affects work, it manifests as the following specific behaviors and symptoms (obstacles):
• Paralysis of Ability and Inefficiency: A compulsive “tyranny of the should”—the belief that “it must be perfect” and “failure is unacceptable”—operates internally. This can lead to a fear of failure, preventing the individual from starting work (procrastination), or excessive focus on details, leading to wasted energy and significantly reduced efficiency.
• Loss of Intrinsic Interest: The motivation for the work is not “liking” or “wanting to do” it, but rather “the pursuit of glory”—the desire for “praise from others” and “to become successful.” As a result, the individual cannot enjoy the work process itself and constantly experiences inner emptiness and boredom.
• Excessive Competitiveness and Fragile Pride: Viewing colleagues and superiors as “competitors threatening oneself” makes it difficult to build cooperative relationships. When they experience criticism or setbacks that even slightly wound their “neurotic pride,” they fall into intense self-loathing and depression.
3. Impact on Work Based on Neurotic Types
Horney points out that the way obstacles to work manifest differs depending on the type of coping mechanism (defense mechanism) used for neurotic tendencies.
• Expansionist (seeking dominance and victory): Extremely ambitious in the workplace, excessively pursuing success and power. However, they are unable to acknowledge their own limitations and try to bring others down, which often leads to overwork and breakdowns in workplace relationships.
• Self-extinguishing (seeking love and obedience): Underestimates their own abilities and tries to depend on others. They fear being entrusted with responsible work and are unable to assert themselves, so even if they are capable, they do not receive commensurate results or positions, and tend to accumulate dissatisfaction.
• Detached/Regressive (seeking freedom and isolation): They try to completely distance themselves from competition and responsibility in the workplace. Because they have an extreme aversion to being bound by organizations, they find it difficult to sustain constructive efforts, which can result in social withdrawal and apathy.
4. Conclusion: Waste of Constructive Energy
As a conclusion to this chapter, Horney emphasizes that “neurosis is a process that significantly wastes the constructive energy (energy for growth) that humans inherently possess.” Numerous obstacles at work are not simply due to incompetence or laziness, but rather evidence that energy is being drained by an intense conflict between one’s “ideal self” and “real self.” Therefore, in order to resolve work troubles, Horney argues that it is necessary to recognize one’s own neurotic pride and inner obsessions, and to reclaim one’s true self (personal growth), rather than relying on immediate techniques.
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