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Title:MOBING - TRPINČENJE NA DELOVNEM MESTU V ORGANIZACIJI X
Authors:Bosančić, Svetlana (Author)
Ovsenik, Marija (Mentor) More about this mentor... New window
Files:.pdf VS_Bosancic_Svetlana_2010.pdf (1,18 MB)
 
Language:Slovenian
Work type:Undergraduate thesis (m5)
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:Mobing ali psihično nasilje na delovnem mestu je pojav, ki prizadane vse več delavcev po vsem svetu. V različnih kulturah ga poimenujejo z različnimi izrazi kot so : ''mobbing", "bullying", teroriziranje, viktimiziranje, trpinčenje, šikaniranje. Prav za vsemi temi izrazi pa se skriva podoben pomen: sistematično slabo ravnanje s podrejenimi, sodelavci ali nadrejenimi, ki lahko, če se ponavlja ali poteka kontinuirano, povzroči žrtvam resne socialne, psihične in telesne zdravstvene težave. Prav tako se posameznikove obremenitve prenašajo tudi na njegovo domače okolje. V današnjem, hitro naravnanem času smo lahko prav vsi žrtve raznih oblik nasilja na delovnem mestu. Ljudje se zaposlujemo v različnih delovnih organizacijah. Organizacijo sestavljajo ljudje, ki skupaj opravljajo delovne naloge, vsakodnevno med seboj komunicirajo, rešujejo probleme in ob tem prihaja med zaposlenimi tudi do neizbežnih medsebojnih konfliktov, ki jih skupaj premagujejo na različne načine. Zaradi vse večjih zahtev in obremenitev tako do vodstva in lastnikov kot tudi do delavcev, pa prihaja na delovnih mestih do vse večjih pritiskov, ob tem pa do različnih konfliktov. Konflikt je nekaj naravnega in kot takega ga moramo tudi sprejeti, saj nima vedno le negativnega predznaka, temveč lahko podjetju pomeni tudi pozitivno spremembo in taki konflikti prinašajo podjetju spodbude za nove ideje ter omogočajo pridobivanje novih spoznanj. Če so konflikti negativni, se lahko zelo hitro stopnjujejo in se sprevržejo v resnejšo obliko osebnega napada, ki ga drugače imenujemo mobing oz. trpinčenje na delovnem mestu. Nastanka konfliktov ne smemo tajiti, temveč se jih moramo naučiti reševati oz. sprejemati prav s stališča spremembe. V diplomski nalogi sem obravnavala negativne vrste konfliktov, ki se razvijejo do te stopnje, ko se človek že počuti ogroženega. Takšen pojav imenujemo mobing, ki predstavlja ponavljajoče se psihično maltretiranje z različnimi aktivnostmi na sistematičen način, s ciljem ali posledico degradacije delovnih pogojev, ki lahko privedejo do kršitev človekovih pravic. Predstavila sem teoretična izhodišča o konfliktih ter mobingu — trpinčenju na delovnem mestu (v nadaljevanju TDM) in izvedla neposredno raziskavo o mobingu na delovnem mestu v organizaciji x. Iz izvedene raziskave sem povzela sklepne ugotovitve ter predloge. Namen mojega diplomskega dela je bil preučiti in se poglobiti v to zelo aktualno problematiko, saj v teh, vedno bolj negotovih časih, ki so dodatno okrepljeni še s t.i. recesijo in napovedih o več kot 100.000 nezaposlenih v letošnjem letu v naši državi, lahko pričakujejo še večji pritiski na zaposlene in še pogostejši pojav različnih oblik mobinga.
Keywords:konflikt, delovno mesto, komunikacija, mobing.
Year of publishing:2010
Source:Maribor
COBISS_ID:6627859 Link is opened in a new window
NUK URN:URN:SI:UM:DK:MKCSVWF9
Views:3481
Downloads:492
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Secondary language

Language:English
Title:MOBBING - HARASSMENT AT THE WORKPLACE WITHIN THE ORGANIZATION X
Abstract:Mobbing or psychological workplace violence is a type of a behavior which is affecting more and more employees around the world. Different cultures call it differently - mobbing, bullying, terrorizing, victimizing, tormenting, and vexing. All these words share the same meaning - systematically bad treatment of subordinates, coworkers or superiors, which can, if recurrent or continuous, lead to the victim’s serious social, mental and physical issues. Furthermore, these problems can transfer to the victim’s home environment. In today’s fast lifestyle we are all possible victims of any kind of workplace violence. People find work in all kinds of employment organizations. Employees of these organizations do their tasks together, communicate with each other on a daily basis and solve problems. This is why so many conflicts occur, which they try to solve in different ways. The pressure and the number of conflicts between employees as well as managers and owners are increasing due to the increasing demands and burdens put on them. Conflict is something natural and we have to accept it as such. It does not always have a negative connotation; it can also bring a company a positive change. Such conflicts can stimulate a company to find new ideas and recognitions. On the other hand, negative conflicts can enhance and eventually become a serious form of a personal attack, which we call mobbing or workplace bullying. We should learn to solve or accept these conflicts as something positive (such as a change), not keeping it a secret. In this diploma I discussed the negative types of conflicts – those which are developed to such a degree that a person feels threatened. Such a phenomenon is called mobbing and it represents recurrent systematical psychological bullying with different activities. Its purpose is to degrade the working conditions. This can lead to the violation of human rights. In the first part of this diploma I presented the theoretical origin of conflicts and mobbing (workplace bullying) and did a research on workplace mobbing at one particular organization. I also gave my findings and suggestions based on the results of my research. The purpose of my diploma was to study this topical problematic theme in detail. During these insecure times - the recession and the announcement of over 100.000 people being unemployed in our country by the end of this year - we can expect even more pressure to be put on the employees and even more types of mobbing to occur.
Keywords:conflict, workplace, communication, mobbing.


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