Mobing – nasilje na delovnem mestu

Velov, Sandra

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Title:	Mobing – nasilje na delovnem mestu
Authors:	ID Velov, Sandra (Author) ID Miglič, Gozdana (Comentor) ID Marič, Miha (Mentor) More about this mentor...
Files:	VS_Velov_Sandra_2018.pdf (952,91 KB) MD5: 681230F0A6F910DD81D7A6FE1387767E PID: 20.500.12556/dkum/ae175fa6-328f-4d5f-addd-1328c93749a0
Language:	Slovenian
Work type:	Bachelor thesis/paper
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	V teoretičnem in raziskovalnem delu smo preučili tematiko mobinga oz. nasilja na delovnem mestu. V teoretičnem delu smo pojasnili, kaj je mobing ter kakšne vrste in oblike mobinga poznamo. Nato smo prikazali, kateri so možni vzroki za pojav mobinga ter njegove posledice. V nadaljevanju smo opredelili, kateri so izvajalci in žrtve mobinga ter predlagali nekatere ukrepe za preprečitev mobinga. V raziskovalnem delu nas je zanimalo, koliko je mobing prisoten v Biotehniškem centru Naklo, kateri so najpogostejši vzroki za pojav mobinga, kdo so največkrat njegove žrtve, kakšne so lahko posledice ter kdo so največkrat njegovi izvajalci. Zanimalo nas je tudi, kakšne oblike mobinga so zaposleni v Biotehniškem centru Naklo doživeli oz. opazili ter kakšni ukrepi obstajajo za njegovo preprečitev. Ugotovili smo, da je mobing prisoten v organizaciji, najpogosteje v psihični obliki. Prav tako smo ugotovili, da slabo vodstvo in časovni pritiski največkrat povzročajo mobing. Izkazalo se je, da so žrtve mobinga moški in ženske. Povzročitelji so največkrat nadrejeni ter sodelavci. Prav tako smo ugotovili tudi možne posledice, ki se pojavijo kot rezultat mobinga in kako te posledice vplivajo na organizacijo in na zaposlene. Izkazalo se je, da so splošna utrujenost, nezmožnost koncentracije pri delu ter razočaranje največkrat posledice mobinga. Kot pomoč pri preprečevanju mobinga smo predlagali preventivne ukrepe s strani posameznikov in s strani organizacije. Anketiranci menijo, da sta zaupati nadrejenemu ter nagovor napadalca najbolj ustrezna ukrepa za preprečitev mobinga s strani posameznika. Prav tako se je izkazalo, da sta ukrepa sankcije zoper napadalce ter izobraževanje zaposlenih o mobingu in njegovih posledicah najbolj ustrezna za preprečitev mobinga s strani organizacije.
Keywords:	mobing, trpinčenje, psihično nasilje, Biotehniški center Naklo, konflikt
Place of publishing:	Kranj
Year of publishing:	2018
PID:	20.500.12556/DKUM-71405
COBISS.SI-ID:	8049427
NUK URN:	URN:SI:UM:DK:MSHVPUC8
Publication date in DKUM:	13.09.2018
Views:	2565
Downloads:	275
Metadata:
Categories:	FOV
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Licences

License:	CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International

Link:	http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:	The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:	09.08.2018

Secondary language

Language:	English
Title:	Mobbing – workplace abuse
Abstract:	Through the theoretical and research part, we examined the theme of mobbing or violence in the workplace. In the theoretical part, we explained what mobbing is and what types and forms of mobbing there are. Then we showed the possible causes of mobbing and its consequences. Furthermore, we identified who are the performers and the victims of mobbing and listed some measures to prevent mobbing. In the research part, we were interested in how much mobbing was present at the Naklo Biotechnical Centre, which are the most common causes of mobbing, who are mostly victims of it, what the consequences might be and who are its performers most often. We were also interested in what forms of mobbing were experienced in the Biotechnical Centre Naklo and what measures are there to prevent it. We found that mobbing is present in the organization, most often in the physical form. We also found that bad leadership and time pressure mostly cause mobbing. It turned out that the victims of mobbing are men as women and the perpetrators are mostly superiors and colleagues. We have also identified possible consequences that arise as a result of mobbing and how these consequences affect the organization and employees. It turned out that general fatigue, inability to concentrate at work, and disappointment are most often the consequences of mobbing. To help prevent mobbing, we proposed preventive measures both from individuals and from the organization. Respondents believe that trusting the superiors and having a conversation with the attacker is the most appropriate measure to prevent mobbing from the individual’s side. It also turned out that the sanctions measures against attackers and the education of the employees on mobbing and its consequences are the most appropriate for preventing mobbing from the organization’s side.
Keywords:	mobbing, bullying, physical violence, Biotechnical Centre Naklo, conflict

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