|Abstract:||Mobbing is increasingly present in companies and this has a negative impact on the organization and workers’ productivity. As a result, it is reflected in the poor organizational climate, leaving jobs and poor communication among employees.
It is important that every employer is aware of the consequences it can bring. It is therefore necessary to constantly monitor the attitude of employees, and to promptly solve the conflicts that arise. Any unsettled conflict between employees can lead to harassment at work either by colleagues, superiors or subordinates.
The consequences of mobbing can be devastating of various psychosomatic disorders, up to the termination of the employment contract. In particular, there is a problem when it comes to an employee with already low incomes, cancellation of a contract for him may be unfavorable.
We also know horizontal, vertical and external mobbing. Horizontal mobbing means mobbing by colleagues; vertical mobbing includes subordinates - superiors, and we also know external mobbing; this form often occurs in schools in the teacher – parent relationship.
We obtained the theoretical part from the existing literature, and we carried out a survey to obtain data from a practical part. In the theoretical part we have covered the whole theory that describes what is mobbing, when it occurs, what are the causes, how to react, and who the perpetrators are. In the practical part, an anonymous survey was conducted, in which respondents living in the central Slovenian region participated.
The purpose of the study was to find out those who are most often performing mobbing, whether a subordinate, superior or a group of colleagues. What type of harassment most often occurs and to whom the victims turn to help. We also wanted to know who was more exposed to mobbing, men or women.
The aim of our survey was to found out how much the employees are acquainted with the knowledge of mobbing, how many people have already experienced it, how many of them were already present in mobbing, whether they sought help, what consequences caused malpractice to employees, who was the contractor, and who is the most frequent torture contractor in their opinion.
We found that in most cases they were maltreated by the superior, and they also claimed that their superiors are the most frequent perpetrators of it. Besides this, we also assumed that the perpetrator of the mobbing has some influence in the company, which is the reason why most of the employees do not want to resist it.
That's why it often happens that most of the victims do not even denounce it, or they do not want to talk about it. They have a fear of mobbing or that of the cancellation of the contract. However, such employees are not aware of the consequences of such behavior, therefore it is important that employees are aware of this and that their superiors are supposed to properly react to such behavior.
Before the consequences caused by mobbing turn up, it is necessary to talk to someone from the company or organization in order to seek help. It is necessary to find out why this has happened and the matter should be resolved to the end. The leader is the one who is sufficiently organized to regularly monitor the relationships between employees to find any conflict, bring both employees or all persons involved in the conflict into the meeting and resolve the matter.
It is necessary to be aware that in larger organizations and businesses, where many people are employed, there is also greater opportunity for conflicts. Therefore, employees also need to be careful not to mention anymore the conflict that has been solved and concluded.
Workers must work hard to avoid conflicts and to resolve disagreements culturally with a conversation. So they can successfully maintain their relationships with the colleagues.|