Pro-Social Organizational Management Mechanisms as Mobbing Protector
Journal Title: International Journal of Contemporary Management - Year 2010, Vol 9, Issue 1
Abstract
The author’s interest in the phenomenon of workplace mobbing (in both an academic and clinical context), understanding its idiosyncrasies, causes and consequences, are the result of several years of research. Clinical studies, as a result of work in Wroclaw’s Stowarzyszenie Antymobbingowe (Anti-Mobbing Society) have given the author a detailed understanding of the essence and specifi cs of moral abuse in the workplace. Having conducted a large number of critical interviews with the victims of mobbing in the polish workplace, having analyzed systematically numerous mobbing cases, in association with academic exploration of the phenomenon (through analysis of the international literature and scientifi c research) the author was equipped with solid basis for the formation of an original model of workplace mobbing. Furthermore, the author has developed a diagnostic tool (called SDM Questionnaire) for mobbing detection, conducted extensive quantitative and qualitative mobbing research, directed mainly towards diagnosing its socio-organizational factors. Among the most important theoretical principles upon which the author’s model is based are: the interdisciplinary approach, interactive character of mobbing, heterogeneity and the phase nature of the above phenomenon (mobbing as a process). Due to the extensive nature of mobbing, whose abundant aspects are beyond the scope of this article, the author recommends readers interested in the details of the authors’ model: its psychological (individual) and social (group) mechanisms to see her earlier publications, as indicated in the bibliography. If the social mechanisms, by which the author describes the dynamics of mobbing (mainly as a result of social conformism, authoritative obedience, misattributions etc…) are applied to organizations as a workplace, then the onus is on the organization’s management to avoid mobbing practices. The author hypothesized that the incidence of workplace mobbing as well as other accompanying pathologies are strongly related to existing, facilitating conditions, and the relation of certain socio-organizational factors, which in general may be called the organizational culture, climate and environmental factors. In other words the mobbing behaviours may appear and escalate only in certain conducive circumstances. A healthy, well-organized and properly managed system (organization) should prevent the workplace and its employees from pathological practices such as mobbing.
Authors and Affiliations
Katarzyna Durniat
Keywords
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