20.500.12556/DKUM-46529 PREPREČEVANJE MOBINGA V DELOVNEM OKOLJU PREVENTION OF MOBBING IN THE WORKPLACE Mobing je vedenje, ki je za delovno okolje nedopustno in postaja vse aktualnejše. V magistrskem delu smo podrobneje opisali vrste, dejanja in oblike mobinga. Pojasnili smo tudi posamezne faze, simptome in motive za nastanek mobinga. Žrtev in izvajalec mobinga je lahko vsakdo, ne glede na spol, starost, izobrazbo, delo in hierarhični nivo v organizaciji. Obstajajo pa psihološke značilnosti o najpogostejših izvršilcih in žrtvah mobinga. Posledice mobinga občuti žrtev, prav tako pa tudi okolica. Pokažejo se v slabih medsebojnih odnosih, nizki učinkovitosti, nezadovoljstvu zaposlenih, zdravstvenih težavah itd. Zakon o delovnih razmerjih določa, da je mobing v delovnem okolju prepovedan, v primeru pojava ga ustrezno sankcioniramo. Pojav mobinga ni pokazatelj slabe organizacije, lahko je tudi prednost in priložnost za izboljšanje, da se zaposleni med seboj povežejo in naučijo medsebojnega spoštovanja. Problem mobinga v delovnem okolju se da rešiti, vendar je lahko reševanje dolgotrajno. Za reševanje mobinga v organizaciji je potrebno imeti kader z ustreznim znanjem in pristopom. Organizacije bi se morale truditi, da bi mobing že preventivno preprečevale. O mobingu bi bilo potrebno podrobneje ozaveščati javnost in zaposlene. S strategijami preprečevanja mobinga, osebnimi obrambnimi strategijami, neformalnimi in formalnimi ukrepi in internim pravilnikom o prepovedi mobinga bi lahko preprečili pojav problema mobinga v organizaciji. Velikokrat se zgodi tudi to, da si zaposleni ne upajo razkriti, da so žrtve mobinga, saj se bojijo, da bi to za njih imelo negativne posledice. Komunikacija in dobri odnosi med zaposlenimi sta ključna dejavnika, s katerima lahko že vnaprej preprečimo mobing. Ključne besede: mobing, delovno okolje, žrtve mobinga, izvršilci mobinga, posledice mobinga, preprečevanje mobinga. Mobbing is a behavior that is unacceptable for the working environment and it is becoming more and more popular. In master thesis, we have described in detail the type, actions and forms of mobbing. We have also explained the individual stages, symptoms and motives for the emergence of mobbing. The victim and the artist of mobbing can be anyone, regardless of gender, age, education, work and hierarchical level in the organization. But there exist psychological characteristics of the most common actors and victims of mobbing. The consequences of mobbing are felt by the victims and the surroundings. The consequences are shown in poor interpersonal relations, low efficiency, employee dissatisfaction, health problems, etc. The Employment Relationship Act defines that in the workplace mobbing is prohibited, in case it appears, appropriate sanctions should be used. The phenomenon of mobbing is not an indicator of poor organization, it can also be an advantage and an opportunity for improvement, so that the employees get connected with each other and that they learn mutual respect. The problem of mobbing in the workplace can be solved, but the solving can take a long time. For solving the problem of mobbing in the organization, staff with appropriate knowledge and approach is needed. Organizations should seek to prevent mobbing prematurely. Public and staff should be informed about the details of mobbing. With the strategies of preventing mobbing, personal defense strategies, informal and formal measures and with the internal rules on the prohibition of mobbing the organization could prevent the existence of the mobbing problem in this organization. Many times it happens that the employees do not dare to reveal that they are the victim of mobbing. Mostly because they fear that confessing would have negative consequences for them. Communication and good relations among employees are the key factors that can be used in advance to prevent mobbing. mobing delovno okolje žrtve mobinga izvršilci mobinga posledice mobinga preprečevanje mobinga. mobbing working environment victims of mobbing mobbing actors the consequences of mobbing prevention of mobbing. true true false [M. Fekonja] Slovenski jezik Angleški jezik Magistrsko delo/naloga 2014-10-06 17:28:08 2014-11-18 14:20:30 2022-05-18 03:06:57 2021-05-05 03:27:28 2014 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 331.4 11858204 URN:SI:UM:DK:YWYQHJHX MAG_Fekonja_Martina_2014.pdf MAG_Fekonja_Martina_2014.pdf 1 91366DED7D4AA4983CB6E8313B5179CD 2de40f7e89eb8ad05e515a9249f03dbe3588ab2cdf33f6fe45707968b0cc653c 5b5bdb96-7c0b-11eb-bb7a-00155d0001ca https://dk.um.si/Dokument.php?lang=slv&id=68252 Ekonomsko-poslovna fakulteta 0 0 0