VLOGA KADROVSKEGA MANAGEMENTA PRI PREPREČEVANJU MOBINGA

• Main Author: Valant, Barbara
• Other Authors: Florjančič, Jože
• Format: Bachelor Thesis
• Language: Slovenian
• Published: 2012
• Subjects: mobing; nasilje; kadrovski management; zaposleni; mobbing; violence; human resources; employees; sami
• Online Access: https://dk.um.si/IzpisGradiva.php?id=22252; https://dk.um.si/Dokument.php?id=28664&dn=; https://plus.si.cobiss.net/opac7/bib/7037715?lang=sl

Raziskala sem mobing v različnih organizacijah v tem kriznem času, ki ga trenutno doživlja naša država. Zanimalo me je predvsem, kako organizirana kadrovska služba vpliva na preprečevanje mobinga in kako mobing doživljajo zaposleni v tistih organizacijah v katerih je kadrovska služba slaba oziroma je sploh ni. V prvem delu diplomske naloge sem opisala, kaj mobing je in kaj ni, kako mobing poteka in njegove razvojne stopnje, vzroke za nastanek, značilnosti za žrtve, napadalca ter organizacijo dela. Opisala sem vrste in oblike mobinga ter ostale oblike nadlegovanja. Drugi del pa obsega empirični del naloge in njegove rezultate, ki sem jih dobila s pomočjo anketnega vprašalnika. V tem poglavju je na začetku opisan namen in cilj, metodologija, vprašanja raziskave ter rezultati vprašalnika. Za vsako zastavljeno vprašanje sem naredila graf in pod grafom kratek komentar oziroma moje mnenje glede dobljenega rezultata. Pri sami analizi vprašalnika sem ugotovila, da se mobing največkrat izvaja nad mladimi, ki so se komaj zaposlili. Zanimivo je tudi to, da zaposleni v mikro in majhnih podjetjih mobinga ne občutijo, kljub temu da nimajo prav posebej organizirane kadrovske službe, ki bi skrbela za dobre odnose. V tem primeru je posebnost manjša zaposlenost in dobro poznavanje zaposlenih med seboj. Glavna ugotovitev diplomske naloge pa je, da ima zelo veliko podjetij oddelek s kadrovsko službo, vendar je žal le-ta zelo slabo organizirana. Saj večina kadrovskih služb ne vodi letnih razgovorov z zaposlenimi, velik procent anketiranih ne pozna kariernih načrtov. Prav nič optimističen pa ni rezultat o načinu in klimi dela, saj je pri obeh vprašanjih rezultat negativen. Skoraj vsi ljudje, ki so odgovarjali na anketo, poznajo pojem mobinga, od vseh anketiranih pa sem naletela na pet oseb, ki so mobing spoznale tudi kot žrtve. Žal se od teh petih nihče ni obrnil na vodstvo podjetja, čeprav bi s tem naredil veliko dobrega za sodelavce in podjetje samo. Žrtve so največkrat mlajše ženske s poklicno izobrazbo. Pobudniki so prav tako ženske, vendar starejše z višjo izobrazbo, storilci pa so starejši moški z največkrat višjo, visoko ali univerzitetno izobrazbo. Diplomsko delo se konča s povzetkom dobljenih rezultatov in sklepno mislijo. I researched mobbing in different companies in the time of crisis which is currently present in our country. I was mostly interested in how organised human resources departments can influence the preventing of mobbing and how the employees see mobbing in companies where the human resources department does not work properly or does not exist at all. In the first part of my diploma paper I described what mobbing is, how it is carried out, its stages, causes for it, as well as its characteristics for the victim, the attacker and the company itself. I presented the types and forms of mobbing as well as other kinds of harassment. The second part comprises the empirical part of my paper and the results I got with the help of a questionnaire. At the beginning I described the purpose, the goal, the methodology used, the questions used in my research and the results. Each question is accompanied by a chart and a short comment or opinion on the result. In analyzing the questionnaire I found out that the victims of mobbing are usually young people who have just been employed. It is also interesting that employees in micro and smaller companies do not feel the mobbing although these companies do not have special human resources department, but the number of employees is small and they know each other well. One of the most important conclusions of my paper is that a lot of companies have a special human resources department which is unfortunately very badly organized. Most of these special human resources departments do not have regular annual interviews with their employees and many people are not familiar with career plans. The results about the ways of working and the work atmosphere are worrying as both turned out to be negative. People who were included in this survey mostly know the term mobbing, and five of them have already been the victims of mobbing. Unfortunately none of them turned to the management for help although by doing that they would have helped others as well as the company. The victims are usually young women with vocational school degree. Initiators are also women, but older ones with two- or three-year college degree, while the offenders are older men, usually with finished two- or three-year college degree or university degree. My diploma paper finishes with a summary of the results and a conclusion.