Theoretical approaches regarding the mobbing phenomen

Abstract

All work situations can potentially generate conflicts, which can lead to risks of abuses, aggression. In any organization, there are divergences of opinion, conflict, power struggle as normal manifestations of the organization. Some of these conflictual situations are solved, but another can degenerate into aggression. Mobbing is that form of psychological aggression, exercised over a period of minimum several months by one or more colleagues over another, through a series of actions designed to discreditate and isolate that person. The role of the employee in the organization and his/her professional capacities are deliberately underestimated through various discredits, humiliations, in order to remove the person from organization. Victims of mobbing in most cases end up resigning because they no longer deal with pressure. Repercussions are psychical and social: falling confidence in professional skills, stress, deteriorating family relationships on the background of stress but also physical: depression or health problems. Also, there are consequences for the working environment of the organization regarding work performance and employee relationships. Therefore, organizations should take preventing measures to tackle this problem, as behaviour codes, prompt response to such behaviours from HR leaders.