Utjecaj organizacijske kulture i stilova rukovođenja na pojavu mobbinga na radnom mjestu

Dragičević-Vugrinec, Tanja. (2008). Utjecaj organizacijske kulture i stilova rukovođenja na pojavu mobbinga na radnom mjestu. Diploma Thesis. Filozofski fakultet u Zagrebu, Department of Sociology. [mentor Galić, Branka].

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Abstract

The subject of study of my diploma paper is a phenomenon of mobbing at workplace. Mobbing is a pathological social phenomenon which may disturb interpersonal relations at work. This phenomenon of psychological abuse of employees/workers represents one of the most serious forms of work stress, which may result in permanent consequences to both psychological and physical heath of an individual. Mobbing has been scientifically studied since the 1980’s. In this paper my research work is directed to find out which type of organizational culture is cultivated by the organizations where mobbing occurs. Mobbing often occurs in work environments with highly hierarchical organization, poor horizontal and vertical communication channels, with the presence of a high level of stress. Researches show that in a work organization the managers most usually appear as mobbers/abusers. Mobbing performed by the managers is the most common when an autocratic management style and an authoritative way of solving the conflicts are concerned. Mobbing causes huge and severe consequences not only to an individual person, being the victim of mobbing, but also to the work organization and the entire social community. Mobbing can exist only in those organizations where it is approved by the management and the board. The managers’ failure to recognize and intervene in the cases of mobbing may indirectly send a message that such behaviour is acceptable. Thus, the managers are the ones most responsible for its prevention and development of the culture of nonviolence at workplace. After obtaining adequate education, they have to create a positive work environment which diminishes the probability of mobbing occurrence. The paper further proceeds with presenting the guidelines for promoting a positive work environment. At the end of the paper I submit the conclusions reached by studying the reference literature.

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