| Abstract [eng] |
51 pages, 12 tables, 7 figures, 73 references. The main objective of this master's thesis is to identify the actions taken by the human resources department to prevent mobbing in the workplace and, if it occurs, to minimise its impact. The thesis consists of three main sections: an analysis of the scientific literature, research and empirical results, and conclusions and recommendations. The literature review provides an overview of mobbing in the workplace, the definitions of terms associated with mobbing and the types of mobbing that occur in the workplace. The process through which workplace mobbing occurs and the conditions that influence the occurrence of mobbing are described. The consequences and effects of mobbing are discussed. The focus is on the human resources department. In an organisation, this department must be responsible for the prevention of mobbing and, if it occurs, for the minimisation of its impact. The author conducted research on mobbing in the workplace. A qualitative study was carried out, interviewing ten respondents. The respondents disclosed that they themselves had been victims of mobbing or had observed mobbing in their workplaces. Several of the respondents were themselves responsible for human resources management in the organisation. The main objective of the study was to find out what influence the organisation's human resources department, consultant or psychologist has on the management of the mobbing phenomenon. Content and Interpretive phenomenological analysis were used to discuss the qualitative research. The study showed that the human resources department plays an important role in preventing mobbing within the organisation. This department should develop a range of measures to prevent mobbing, from surveys to training to the development of information publications. The study also revealed that small companies usually do not have a human resources department or consultant to help them resolve mobbing cases and problems arising among employees. The conclusions and recommendations summarise the main concepts of the literature analysis and the results of the study. The author believes that the study results could provide useful guidance for small and large organisations alike, because human resource management is a very complex process. |
