Mobbing: identification, control and prevention

Pastaraisiais metais Lietuvoje vis daugiau dėmesio skiriama disfunkcinius, diskriminuojančius santykius darbo aplinkoje apimančiam reiškiniui – mobingui. Mobingą galima apibūdinti kaip neefektyvius darbuotojų santykius ir bendradarbiavimą, asmeniui, organizacijai ir valstybei keliančius žmogiškųjų ir materialiųjų nuostolių grėsmę, kaip apimantį intensyvų, ilgai trunkantį psichologinį terorizavimą, pažeidžiantį organizacijos klimatą, psichologinę ir fizinę darbuotojo sveikatą. Reiškinys sukelia nuostolius, ir jų norint išvengti būtina suprasti patį reiškinį.Nowadays Lithuania is increasing its focus on mobbing – a dysfunctional, discriminational relationship developed in working environment. This relationship includes an intensive, long-lasting psychological harassment at work which disturbs organizational climate, psychological and physical health of workers. In addition to this, organizations which do not pay sufficient attention to mobbing, its recognition and prevention, suffer from higher staff turnover, lower labour productivity, decline of quality, worker psychosomatic ailments which have an impact not only on the organization but also on the country. This shows that mobbing is not only personal but also organizational state-level problem, and actions to control or prevent it must be taken into consideration. In order to achieve this, there are some mobbing prevention models from which the best results can be achieved through a comprehensive model that addresses the problem from both organizational and individual level