Have you ever been exposed to simple tasks by your managers or colleagues in your business life or, on the contrary, have you been exposed to excessive workload? Maybe you didn’t even know about the meetings you had to attend. All these and more may point to “Mobbing”, known as mobbing behavior in the workplace.

Mobbing is generally known as the intimidation behavior applied by colleagues and managers against the employee in the workplace. It was first defined by Leymann as psychological terror and behavior carried out with hostile and unethical communications systematically directed by one or more persons towards a person. In order for certain aggressive and destructive behaviors to be considered as mobbing, it must include a certain period of time. Such behavior should occur once a week and should continue for at least 6 months. In addition, the victim must have difficulty coping with the situations experienced. All this should not be confused with the conflicts and rivalries of two employees of equal status. If there is someone who is trying to take the executive chair with you, what you do against him is not considered mobbing. This situation should not be interpreted as increasing the severity of your actions, but should be interpreted as that competition is not bad within ethical limits.

If we summarize mobbing behaviors, we can divide them into 5 main titles.
· To prevent self-disclosure and communication formation: Interruption, constant criticism, etc.
· Attack on social relationships: No one talks to you, an isolated workplace, etc.
· Assault on your reputation: Speaking badly behind your back, unfounded rhetoric, etc.
· Assault on quality of life and occupational status: Giving low-quality jobs, constantly changing jobs.
· Direct attack on one’s health: Physical exertion, etc.

In a study by Einarsen, Raknes, and Matthiesen, intense mobbing was found to be associated with low job satisfaction, role ambiguity, and leadership styles. In addition, many studies show that mobbing has a much more destructive effect than other stress factors. For example, the situation resulting from mobbing can be more intense and destructive than an employee who has problems with their wages. As a result of mobbing, the victim may face serious consequences ranging from severe job dissatisfaction, absenteeism to decreased productivity. In addition, they may experience serious problems such as insomnia, anger, apathy, social withdrawal, depression, lack of concentration, alcohol addiction, and increased thoughts of leaving work.

In a study conducted in England, it was shown that 58% of the participants were exposed to mobbing in business life, and even more interestingly, 78% of them witnessed these events. If we testify after reading all this information, it seems that it is not right for us to remain silent. In addition, revolutionary research shows that psychological commitment at work is much more important than physical conditions. In that case, preventing mobbing will increase our job satisfaction and enable us to work in a happier and more peaceful environment.

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