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Title:Trpinčenje na delovnem mestu v osrednjeslovenski regiji
Authors:ID Šuklje, Neža (Author)
ID Marič, Miha (Mentor) More about this mentor... New window
Files:.pdf VS_Suklje_Neza_2018.pdf (761,08 KB)
MD5: 0F8796B10DDD2BDE57A9C2652DC5F52E
PID: 20.500.12556/dkum/d823721e-89d7-407f-910c-a97b8afd439e
 
Language:Slovenian
Work type:Bachelor thesis/paper
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:Trpinčenje na delovnem mestu je vse bolj prisotno v podjetjih ter s tem negativno vpliva na organizacijo in na produktivnost delavcev. Kot posledica pa se kaže v slabi organizacijski klimi, zapuščanju delovnih mest ter slabi komunikaciji med zaposlenimi. Pomembno je, da se vsak delodajalec zaveda kakšne posledice le-ta lahko prinese. Zato je potrebno stalno spremljanje odnos zaposlenih, ter sprotno reševanje konfliktov, ki nastanejo. Saj vsak ne rešen konflikt med zaposleni lahko privede do trpinčenja na delovnem mestu bodisi s strani sodelavcev, nadrejenega ali podrejenega. Posledice, ki nastanejo zaradi trpinčenja na delovnem mestu, so lahko uničujoče od različnih psihosomatskih motenj, do odpovedi pogodbe o zaposlitvi. Še posebej tu nastane problem, če gre za zaposlenega z že tako nizkimi prihodki, je odpoved pogodbe za njega lahko neugodna. Poznamo horizontalno, vertikalno in zunanje trpinčenje na delovnem mestu. Horizontalno trpinčenje na delovnem mestu opisuje trpinčenje s strani sodelavcev, vertikalno se nanaša na podrejene – nadrejene, poznamo pa tudi zunanje trpinčenje ta oblika se pogosto pojavlja v šolstvu s strani učitelj – starš. Teorijo smo pridobili iz že obstoječe literaturo, za pridobitev podatkov iz praktičnega dela pa smo izvedli raziskavo. V teoretičnem delu smo zajeli celotno teorijo, ki opisuje kaj je trpinčenje na delovnem mestu, kdaj se pojavlja, kakšni so vzroki, kako odreagirati ter kdo so storilci. V praktičnem delu pa je bila izvedena anonimna anketna raziskava, v kateri so sodelovali anketirani, ki živijo v osrednjeslovenski regiji. Namen raziskave je bilo ugotoviti kdo najpogosteje izvaja trpinčenje na delovnem mestu, ali so to podrejeni, nadrejeni ali skupina sodelavcev. Katera oblika trpinčenja se najpogosteje pojavlja ter h komu so se žrtve obrnile po pomoč. Zanimalo nas je tudi kdo je le – temu bolj izpostavljen moški ali ženske. Skozi raziskavo smo ugotavljali poznavanje trpinčenja na delovnem mestu, koliko ljudi je trpinčenje že občutilo, koliko izmed njih je že bilo prisotnih pri trpinčenju, ali so poiskali pomoč, kakšne posledice je trpinčenje pustilo na zaposlenih, kdo je bil izvajalec ter kdo je najpogostejši izvajalec trpinčenja po njihovem mnenju. Ugotovili smo, da so bili v večini trpinčeni s strani nadrejenega, po njihovem mnenju pa prav tako trdijo, da so največkrat izvajalci nadrejeni. Tako smo tudi predvidevali, saj imajo nadrejeni nek vpliv v podjetju zaradi česar se jim večina izmed zaposlenih ne želi upirati. Zato se velikokrat zgodi, da večina izmed žrtev TDM, tega sploh ne pove oziroma o tem ne želi govoriti. Saj imajo strah pred še hujšim trpinčenjem ali pa pred odpovedjo pogodbe. Vendar pa se taki zaposleni ne zavedajo, kakšne so posledice takega vedenja, zato je pomembno, da so zaposleni o tem ozaveščeni in, da na tako vedenje znajo pravilno odreagirati. Preden pride do posledic, ki jih le – ta povzroča se je potrebno pogovoriti z nekom iz podjetja ali organizacija ter poiskati pomoč. Potrebno je ugotoviti zakaj je do tega prišlo in stvar rešiti do konca. Na vodji je, da je dovolj organiziran, da redno spremlja odnose med zaposlenimi ter, da če že pride do kakršnegakoli konflikta, privede oba zaposlena oziroma vse osebe, ki so v konflikt vpletene na sestanek, ter zadevo rešijo. Potrebno se je zavedati, da je večjih organizacijah in podjetjih, kjer dela veliko ljudi toliko več možnosti, da pride do konfliktov. Zato morajo tudi zaposleni stremeti k temu, da se določen konflikt, ki se je rešil in zaključil, ne omenja več. Delavci se morajo truditi, da se konflikti ne začenjajo ter, da se nesoglasja rešuje, kulturno s pogovorom. Tako lahko uspešno ohranjajo svoje odnose s sodelavci.
Keywords:- trpinčenje na delovnem mestu - žrtev - konflikt - delovno mesto - psihosomatske motnje
Place of publishing:Maribor
Year of publishing:2018
PID:20.500.12556/DKUM-71086 New window
COBISS.SI-ID:8042003 New window
NUK URN:URN:SI:UM:DK:NOHVTUXL
Publication date in DKUM:30.08.2018
Views:1884
Downloads:142
Metadata:XML DC-XML DC-RDF
Categories:FOV
:
ŠUKLJE, Neža, 2018, Trpinčenje na delovnem mestu v osrednjeslovenski regiji [online]. Bachelor’s thesis. Maribor. [Accessed 12 April 2025]. Retrieved from: https://dk.um.si/IzpisGradiva.php?lang=eng&id=71086
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License:CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International
Link:http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:10.07.2018

Secondary language

Language:English
Title:Mobbing in the central slovenian region
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.
Keywords:-mobbing -victim -conflict -job -psychological disorders


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