Mobbing – emotional abuse in the workplace at company x

Mobing ali psihično nasilje na delovnem mestu v sodobnem svetu postaja resen problem, ki se žal pojavlja v mnogih organizacijah. Mobing ima negativen vpliv na zaposlene, zato je pomembno, da se vodje s problemom čim prej soočijo in ga poskušajo v najkrajšem možnem času odpraviti. Posledice mobinga so lahko zaskrbljujoče, saj zaposleni lahko izgubijo delovno vnemo, se začnejo zapirati vase, doživljajo psihične in zdravstvene težave, ki vplivajo tudi na sam potek in rezultate dela. Žrtvam mobinga je treba ponuditi strokovno pomoč in podporo, ter se z njimi pravočasno in pravilno pogovoriti. Diplomsko delo je razdeljeno na teoretični in praktični del. V teoretičnem delu smo opredelili mobing, pogledali razvojne stopnje mobinga, preučili njegove posledice in ukrepe za omejevanje oziroma preprečevanje mobinga. V praktičnem delu pa smo izvedli anonimno anketo, v kateri je sodelovalo 24 zaposlenih. Raziskavo smo izvedli v podjetju X, z njo pa smo želeli opozoriti na resnost problema mobinga, poiskati rešitve, ki bi ga lahko preprečile ali omejile, ter ugotoviti, kakšne so njegove posledice. Naša raziskava je pokazala, da je bilo v danem podjetju več kot tretjina zaposlenih žrtev mobinga, od tega kar 66,67 odstotka žensk. Zaposleni ocenjujejo, da je za mobing v podjetju v največji meri krivo nespoštovanje, slaba komunikacija in slabi medsebojni odnosi. Kot največjo posledico mobinga pa navajajo slabšo produktivnost in pomanjkanje zbranosti na delovnem mestu. Menimo, da bi se mobing v podjetjih dalo omejiti, in sicer z dodatnimi izobraževanji in usposabljanji delavcev, ustvarjanjem kulture sodelovanja in zaupanja med zaposlenimi ter zavedanjem vodij, da so prav zaposleni njihovo največje bogastvo, ki ustvarja uspeh organizaciji. Prav tako menimo, da na organizacijsko klimo pozitivno vplivajo neformalna druženja, kot so team buildingi, saj gradijo zaupanje, zmanjšujejo konflikte in spodbujajo komunikacijo ter sodelovanje med zaposlenimi.Mobbing or psychological violence at workplace in modern world remains a prevalent issue, which unfortunately occurs in many organizations. Mobbing has a negative impact on employees, so it is crucial that managers handle the problem and eliminate it in a timely manner. Consequences of mobbing can be alarming, as employees can lose their workforce, they start to close themselves off, they experience mental and health problems, which consequently also influences the workflow and results of work. Victims of mobbing need to be provided with professional help, support and well timed conversation. The thesis is divided into a theoretical and practical part. In the theoretical part we defined mobbing, investigated development stages of mobbing, examined its consequences and measures to limit or prevent mobbing. In the practical part, we implemented an anonymous survey, which involved 24 employees. We conducted the research at company X to identify the problem of mobbing, specify its consequences and find solutions that could lead to prevention or restriction of the latter. Our survey showed that more than one third of employees in the given company were victims of mobbing, of which 66,67% were women. Employees estimate that mobbing in the company is mostly due to disrespect, poor communication and poor mutual relations. As a major consequence of mobbing, they indicate poor productivity and lack of concentration in the workplace. We believe that mobbing in companies could be limited by additional education and training of workers, creating a culture of cooperation and trust among employees, and awareness of leaders that the employees are their greatest asset, that creates success of the organization. We also believe that organizational climate is positively influenced by informal socializing, such as team building which builds confidence, reduces conflicts, improves communication and cooperation between employee