In the last article we described what is characterized by the phenomenon of mobbing and explained what its new definition in law will consist of if the law is amended through a draft submitted by the Ministry of Family, Labor and Social Policy. You can read more about it here Mobbing at work: a new definition in the law.
The phenomenon of mobbing can have its origins both in irregularities in the employer-employee line, resulting from individual attitudes or personality traits, as well as in broader problems affecting the entire work environment. The effects of mobbing range from individual experiences, such as reduced well-being or mental health, to collective consequences such as mass job resignations or loss of trust in the employer.
Causes of mobbing
Mobbing can be divided into three main types: vertical, horizontal and diagonal. Vertical occurs when a superior torments his subordinate. Level mobbing refers to a situation in which both the perpetrator and the victim occupy similar positions in the company hierarchy. Oblique mobbing, on the other hand, is when a subordinate persecutes his superior. As you can see, this phenomenon is complicated and can affect any employee. In addition, harassment in the workplace can take a variety of forms and manifest itself in many ways.
As we mentioned above, mobbing can arise both from situations involving individuals and from the general state of the work environment or organization (these definitions were developed, among others, by the Central Institute of Labor Protection - State Research Institute).
In the first case, it is mainly about the characteristics of the mobber (that is, the person using mobbing) and the victim (that is, the person experiencing mobbing). Mobber is often characterized by authoritarianism, a lack of acceptance of criticism, a desire for power and control, and an exaggerated sense of self-esteem. Such a person commits toxic behaviors that go beyond constructive criticism or natural feedback given to the employee. However, this is not the only group of people who can be classified as mobbers. Among them there are also people with low self-esteem who, through constant criticism of others, compensate for their feelings of lack or incompetence. Often this is accompanied by fear of losing a professional position or the position itself. Another group is people who do not tolerate differences (e.g. different behavior, style of dress or views), which results in discrimination against individuals who deviate from their expectations or vision of the world. Mobbers also include people with perfectionist traits who focus on their own success by engaging others to act according to their pattern. In doing so, they use manipulation and humiliation, which leads to inflicting psychological pain.
Distinctive features of people who fall victim to mobbing are truthfulness and sincerity. They are often people who value conscientiousness and an honest approach to their duties, which makes them more susceptible to manipulation. Another group of victims are young and well-educated people, distinguished, for example, by their knowledge of foreign languages. At the same time, the lack of work experience makes them an easy target for mobbers, which may be due to the envy of older seniority of employees, afraid of losing their position. However, it is not only young people who are victims of mobbing. In the case of older workers of pre-retirement age, despite the correct performance of their professional duties, differences in their values and worldview can be an excuse to eliminate them from the team. Often, mobbing is used to force an early exit from work.
The image of the victims of mobbing is diverse. It is worth mentioning ambitious, creative and fast-moving people, against whom mobbing can take the form of delaying the implementation of projects, blocking ideas or spreading slander. This group also includes people with a high level of sensitivity or neuroticism, as well as those who differ in age, skin color, style of dress, religion or origin. It is not uncommon for people who defend others against harassment also become victims of mobbing. Such persons reveal irregularities in the organization and cases of violation of legal regulations and labor regulations.
In the second case, concerning the general condition of working environments, organizational factors play a key role. If the company has an autocratic management style, based on psychological pressure and intimidation as a form of motivation, there is a greater risk of mobbing. No less harmful is the opposite situation — excessive lack of control and accountability, leading to delays in identifying mobbing, lack of response and failure to counter this phenomenon.
Consequences of mobbing
The greatest effects of mobbing are borne by its direct victim - a person who, subjected to various forms of it, can experience a number of health consequences, seriously affecting their further functioning. Such effects include the deterioration of contacts with other people, a decrease in well-being, a deterioration in mental health (e.g. depression, anxiety neurosis), as well as the transfer of work-related emotions to private and family life. Other consequences are those related to physical health, such as sleep problems, lack or excessive appetite, headaches or back pain. Mobbing can also lead to extreme situations such as severe illness, suicide attempts, as well as the loss of a source of income or the destruction of an entire professional career.
However, the consequences of mobbing do not end with its victims - they also affect the entire organization, the rest of the employees and the image of the company. Mobbing can lead to high staff turnover, which generates additional costs associated with training new people. The injured person often demands compensation from the company, which is another financial burden. In addition, an organization that has not implemented adequate anti-mobbing structures may suffer losses in the area of teamwork efficiency and employee identification with the company.
Mobbing also has social consequences, including medical costs and the payment of social benefits, such as benefits or early pensions, that victims are entitled to. summary
Understanding the causes and effects of mobbing is crucial to effectively prevent this phenomenon and minimize its consequences, both for individuals and for society as a whole. Mobbing is a complex phenomenon that can have both individual and systemic causes, arising from relationships between employees or organizational problems. Its effects are serious and wide-ranging — they include the mental and physical health of victims, the functioning of organizations, and social costs such as treatment and benefit payments. That is why it is so important to understand its sources and potential consequences. Sources
- https://uce-pl.com/news/ponad-czterdziesci-procent-pracownikow-przyznaje-ze-doswiadcza-mobbingu?utm_source=chatgpt.com
- https://www.ciop.pl/CIOPPortalWAR/appmanager/ciop/pl?_nfpb=true&_pageLabel=P61800284591650978135826&html_tresc_root_id=300013353&html_tresc_id=300013341&html_klucz=54321&html_klucz_spis =
- https://www.gov.pl/web/premier/projekty-ustawy-o-zmianie-ustawy--kodeks-pracy
- https://www.sobotajachira.pl/przyklady-mobbingu-w-pracy-na-jakie-zachowania-nalezy-zwrocic-szczegolna-uwage/
- https://web.swps.pl/strefa-zarzadzania/artykuly/18918-o-mobbingu-w-bialych-rekawiczkach
