Which ways and means should we encourage and promote to combat psychological harassment in the workplace? The current organizational trend is to adopt policies and propose conciliatory measures or official inquiry proceedings. First, the present paper analyses the advantages and limits of these interventions, which have a highly psychological or juridical flavour. Next, bringing the managerial processes involved in numerous harassment situations to light allows us to understand that an effective fight against harassment cannot be reduced to individual interventions leaving out the actual reality of the workplace. Interventions should therefore contribute to the strengthening of solidarity bonds weakened by organizational design and managerial processes which place people in recurrent situations of insecurity, overwork and pernicious competition. The latter interventions must allow collective action and expression.