Mobbing in Contemporary Management of the Company. Legal Aspects and Methods of Prevention

Abstract

The phenomenon of mobbing has definitely existed for a long time. However, only in the twentieth century the researchers dealing with interpersonal relationships and human resource management processes in the organization distinguished particular kinds of behavior in the workplace which were called mobbing. In the light of the organizational culture norms it is defined as a pathology which has a negative influence on the individual and the entire organization. Mobbing has become not only the subject of scientific studies, but also a significant topic for discussions of journalistic nature. In Poland it has found is reflection in the provisions of the Labour Code only in 2004. The person responsible for the employee’s mental state is the employer or the managing person who is supposed to be respected by the employees. The tools for combating mobbing are in the hands of the organization managers and in the hands of the employees themselves. Irrespective of the personality of an individual, every indication and every mobbing act harms the psychological condition of an individual at the initial stage, leading to stress and ending with severe health problems. The functions of the enterprise are governed by the internal policy of human resources management. Any developing pathologies and phenomena, i.e. mobbing are a proof of bad policy.However, an important aspect in the functioning of the policy is the organization and its culture, created by the employees. The culture covers all behaviors, norms, values and behaviors created by a social group, i.e. organization’s employees.