20.500.12556/DKUM-93832 Obrekovanje vodij s strani podrejenih Defamation of leaders by subordinates Obrekovanje vodij s strani podrejenih je pojav, ki se pogosto pojavlja v različnih organizacijah, vendar njegove posledice na same vodje pogosto ostanejo spregledane. Kadar obrekovanje temelji na neresničnih informacijah in je usmerjeno v škodovanje ugledu ter funkciji vodje, lahko predstavlja obliko psihičnega nasilja. Čeprav se lažno obrekovanje kot oblika nasilja na delovnem mestu zdi nedolžna, predvsem, ko je žrtev tega oseba na vodstvenem položaju, temu ni vedno tako. Takšna oblika trpinčenja na delovnem mestu prav tako lahko vodji, kot žrtvi povzroči konkretne težave na zdravstvenem področju in težave s socialno izolacijo. V našem zaključnem delu smo želeli na podlagi teoretičnih osnov in nekaterih predhodnih raziskav, preučiti kakšen vpliv ima lahko lažno obrekovanje splošno na posameznika, specifično na vodjo kot tarčo obrekovanja s strani svojih podrejenih in kakšne posledice lahko utrpi tarča obrekovanja. Poleg tega smo izvedli raziskavo, v katero smo vključili različne vodje z dolgoletno vodstveno kariero, da nam iz svojih lastnih izkušenj povedo kakšni so bili njihovi občutki v omenjeni situaciji. Glavni namen raziskave je bil ugotoviti, kako takšno obrekovanje vpliva na vodje in njihovo delo. Raziskava je temeljila na intervjujih z vodji, ki so se že srečali s tovrstnim obrekovanjem. Ugotovili smo, da so posledice različne, odvisne predvsem od osebnostnih lastnosti in načina vodenja posameznega vodje. Vplivi so se kazali na področju motivacije, odnosa do podrejenih, čustvene stabilnosti in stopnje stresa. Vse vodje v naši raziskavi se strinjajo, da obrekovanja ne gre podcenjevati, saj lahko resno škoduje posamezniku in delovnemu vzdušju. Zato je pomembno, da organizacije obrekovanje prepoznajo kot obliko trpinčenja ter nanj odzovejo hitro in sistematično. V namen, da bi se vodje izognile škodljivim posledicam lažnega obrekovanja s strani svojih podrejenih smo na koncu dela navedli tudi nekaj priporočil za organizacije. Naša priporočila temeljijo predvsem na vzpostavljanju že predhodnega sistema preprečevanja negativnih učinkov, ob pojavu obrekovanja zaposlenih na vodstvenem položaju iz strani podrejenih. Hkrati smo tudi poudarili pomembnost nadaljnjega raziskovanja tega področja. Raziskav in priporočil na temo, ki bi opozarjale na negativne vidike obrekovanja je bistveno malo. Poleg tega bi lahko pomagala vsem vodjam, ki se znajdejo v enakem položaju, kot so se naši intervjuvanci. Defamation of leaders by subordinates is a phenomenon that occurs frequently in different organisations, but its effects on the leaders themselves often go unnoticed. When it is based on false information and is aimed at damaging the reputation and function of the leader, it can constitute a form of psychological violence. Although false defamation as a form of workplace violence may seem innocent, especially when the victim is a person in a managerial position, this is not always the case. This form of workplace bullying can also cause concrete health problems and social isolation problems for the leader as well as for the victim. In our final work, we wanted to examine, on the basis of the theoretical background and some previous research, the impact that false defamation can have on the individual in general, on the leader as a target of defamation by his subordinates in particular, and the consequences that the target of defamation may suffer. In addition, we conducted a survey involving various leaders with long leadership careers to tell us from their own experience how they felt in the situation. The main purpose of the survey was to find out how this kind of slander affects leaders and their work. The research was based on interviews with leaders who had experienced this type of defamation. We found that the consequences vary, depending mainly on the personality traits and leadership style of the individual leader. The effects were manifested in the areas of motivation, attitude towards subordinates, emotional stability and stress levels. All the managers in our study agree that gossip should not be underestimated as it can seriously damage the individual and the working atmosphere. It is therefore important for organisations to recognise and respond quickly and systematically to defamation as a form of mistreatment. In order for leaders to avoid the harmful consequences of false defamation by their subordinates, we have also made some recommendations for organisations at the end of this work. Our recommendations are mainly based on the establishment of a pre-existing system to prevent the negative effects of the occurrence of defamation by subordinates of employees in a managerial position. At the same time, we also stressed the importance of further research in this area. There is a significant lack of research and recommendations on the subject that draw attention to the negative aspects of defamation. Moreover, it could help all leaders who find themselves in the same situation as our interviewees. obrekovanje vodja trpinčenje na delovnem mestu kadrovski management organizacijsko vedenje defamation leader workplace mobbing human resource management organisational culture true true false Slovenski jezik Angleški jezik Magistrsko delo/naloga 2025-07-23 21:27:27 2025-10-15 10:33:28 2025-10-16 03:14:40 0000-00-00 00:00:00 2025 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 253253379 MAG_Tahirovic_Doris_2025.pdf MAG_Tahirovic_Doris_2025.pdf 1 D439D05CAA0A2F2ABD281E5CB07CEBB8 b1a191a97eae8cf24269cc3d9217c88f5c156800c095cbcdc7a82c099aedc4c4 22ee0387-7759-11f0-a28d-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=195130 Fakulteta za organizacijske vede 0 0 0