20.500.12556/DKUM-57343 PREPREČEVANJE MOBINGA V INSTITUCIJAH JAVNEGA SEKTORJA PREVENTING MOBBING IN PUBLIC SECTOR INSTITUTIONS Predvsem vse večje zahteve s strani uporabnikov, nadzornih organizacij oziroma trga posledično vodijo v vse večje zahteve s strani poslovodnih oseb / predstojnikov in hkrati tudi v zmanjšanje pravic delavcev, kot postranski rezultat pa se kaže tudi splošno nezadovoljstvo v organizacijah ter navsezadnje znižanje produktivnosti oziroma učinkovitosti tako zaposlenih kot samih institucij (Ovsenik in Ambrož, 2000). Delovna produktivnost/učinkovitost in zadovoljstvo pa sta dva pomembna elementa za organizacijo javnega sektorja in javnega uslužbenca, mobing oziroma trpinčenje pa je eden izmed pojavov, ki oboje znižuje. V okviru diplomskega dela smo izvedli raziskavo o značilnostih mobinga v javnem sektorju, raziskali vzroke zanj ter identificirali načine za uspešno preprečevanje obravnavanega pojava. Omenjeno smo dosegli s pomočjo teoretičnega in raziskovalnega (anketnega) dela, na podlagi česar smo ugotovili, da se mobing v preučevani slovenski populaciji (torej v javnem sektorju) pojavi predvsem zaradi slabega delovnega vzdušja, slabih odnosov v kolektivu in negativnih karakternih lastnosti sodelavcev, kar nakazuje hkrati na slabo organizacijo dela in vodenja institucije. Takšne oblike vedenja oziroma ravnanja pa prinašajo negativne posledice tako na zaposlenega (zdravstvene, fizične in psihične težave), na celotni kolektiv (pojav cinizma, otopelosti), kot tudi na organizacijo kot takšno (povečanje stroškov zaradi postopkov v zvezi z mobingom, zmanjševanje ugleda, itd.). Da bi vse slednje negativne posledice in vzroke zanje preprečili, pa je pomembna kombinacija preventivnih in represivnih aktivnosti, predvsem pa vzpostavitev dobrega vzdušja v organizaciji, osveščanje zaposlenih in nadrejenih o mobingu, višje in učinkovitejše sankcije, boljši delovni pogoji ter opredelitev mobinga v načrtu integritete. Above all, increasing demands by users, monitoring organizations and the market consequently lead to growing demands by the heads and at the same time to reducing workers' rights. As an indirect result with this regar, there is increasement of general dissatisfaction by workers in organizations and ultimately a reduction of the productivity and efficiency of both the staff and the institutions themselves (Ovsenik and Ambrož, 2000). Labour productivity, efficiency and satisfaction are three important elements for the organization of the public sector and public servants, but mobbing is one of the phenomena that all three decreases. With this regard, we conducted a study on the characteristics of mobbing in the public sector, with the aim to investigate its causes and identify appropriate ways to prevent said phenomenon. Aim of the study was achieved with the help of theoretical and research (survey) work. Based on mentioned, we found that mobbing in the Slovenian population (i.e. the public sector) occurs mainly due to poor working atmosphere, bad relations amongst co-workers and negative traits of employees, which at the same time indicates poor work organization and management. Such behaviour could bring negative consequences to the employee (health, physical and mental problems), the entire staff (the phenomenon of cynicism, apathy), as well as the organization as such (cost increases due to the procedures relating to mobbing, reducing reputation, etc.). To avoid the latter, it is important to use combination of preventive and repressive activities, in particular: the creation of good atmosphere in the organization, raising-awareness of employees and superiors of mobbing, higher and more effective sanctions, better working conditions and defining of mobbing in the Integrity plans. mobing trpinčenje preprečevanje mobinga javni sektor nezadovoljstvo delavcev mobbing harassment preventing mobbing public sector dissatisfaction of workers true true false Slovenski jezik Angleški jezik Diplomsko delo/naloga 2016-02-16 15:43:14 2016-04-01 09:08:27 2022-06-14 03:06:02 2022-06-15 03:06:23 2016 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 7552787 URN:SI:UM:DK:YFNLMZWV VS_Skrbec_Natasa_2016.pdf VS_Skrbec_Natasa_2016.pdf 1 D98CA2F7BB734EC64B07CAAFC2161025 28d8b05928979e9e5f1c573f583aba2286e5258d9d8b5dbcfcc2a538725ab259 eacb62f5-7c0b-11eb-bb7a-00155d0001ca https://dk.um.si/Dokument.php?lang=slv&id=86297 Fakulteta za organizacijske vede 0 0 0