Specifics of mobbing

Straipsnyje pristatoma mobingo samprata diskriminacijos darbuotojų santykiuose aspektu. Išryškinami lietuviškojo mentaliteto bruožai atliekant įvairių tautų kultūros skirtumų teorinę analizę. Straipsnyje pažymima, kad ne visuomet užsienio šalyse taikomi modeliai, absoliučiai tinka bet kuriai tautai. Lietuviškojo mentaliteto bruožų apžvalga išryškina savybes, kurios gali turėti įtakos mobingo procesų valdymui ir intervencijos taikyti būdų taikymuiIn the article the notion of mobbing is presented from the aspect of discrimination in employee relations. The features of Lithuanian mentality are pointed out with the help of theoretical analysis of cultural differences in various cultures. The goal of the article is to reveal the specific of mobbing phenomenon through the prism of Lithuanian mentality. It is pointed out, that the models which are applied in the foreign countries suit to any nation. The study of the Lithuanian features point out many qualities, which could have influenced the peculiarities of mobbing processes and apply different ways of intervention. In the social and cultural system there was performed the research of mobbing, before stating the correlation characteristics of mobbing as discrimination in employee relations and the characteristics of climate it is necessary to evaluate the features of Lithuanian mentality. It is important to state the Lithuanian relation with the outer environment, the opinions which prevail and value standards, as well as prognosis of conflict. A big influence has Soviet ideology which influenced the system of values and distorted the social relations. […] Discrimination in employee relations can be influenced by a plenty of factors, such as attitude towards the value, ethnocentrism, the level of cooperation and closure, etc. That is why the study of the mentality allows modulating different processes of interpersonal relations in organization. Summing up the post communistic xenophobia, the labelling, the stigmatization of the foreigners, stereotypes, which have their roots in Soviet time, we should think of its power. For example the majority of the repatriates are accepted as experts, but they collide with the biased hostile attitude of the colleagues. Even if there exists a tradition to divide discrimination according to physical, ethical and cultural features, beliefs, opinion etc., we can widen the mechanisms of the discrimination with the help of minority study and the study of varieties, for making the notion that the discriminative activity is any behaviour which is hostile, unequal or insulting and which is connected to the peculiarity of the object against which it is applied. That means that the discriminative behaviour at the work place can be connected to the professional features of the person, which make him different from the others. On this ground the notion of mobbing as discrimination in employee relation is being formulated. But the main issues of the notion become psychological or with some exceptions the violence nature, the length, the intensity and there exists a notion that the phenomenon is characterized by the quantity - not less than once per week and not shorter that once per month. In the survey research the time border is not stated for the processes of mobbing as discrimination in employee relations. The conflict is escalated for several years, and which ends only with the withdrawal of the victim from the organization. The chosen method- the detailed analysis of the discrimination and mobbing description as well as synthesis allows to look at the reasons of the phenomeno