Please use this identifier to cite or link to this item:https://hdl.handle.net/20.500.12259/966
Type of publication: research article
Type of publication (PDB): Straipsnis kitose duomenų bazėse / Article in other databases (S4)
Field of Science: Vadyba / Management (S003)
Author(s): Vveinhardt, Jolita
Title: Mobingo intervencija individo, organizacijos ir sociumo lygmenyse: kompleksinio modelio struktūra
Other Title: Mobbing intervention on the levels of individual, organization and socium: complex model structure
Is part of: Organizacijų vadyba : sisteminiai tyrimai. Kaunas : Vytauto Didžiojo universiteto leidykla, 2012, T. 61
Extent: p. 129-142
Date: 2012
Keywords: Mobingas;Intervencija;Individas;Organizacija;Sociumas;Mobbing;Intervention;Model;Individual;Organization;Socium
Abstract: Intervencija suvokiama kaip išankstinė nuostata, leidžianti spręsti mobingo sukeltas krizines situacijas. Straipsnyje analizuojami mobingo kaip diskriminacijos darbuotojų santykiuose intervencijos būdai trijuose lygmenyse: individo (siūlomi pokalbiai, parama), organizacijos (rekomenduojama specialistų pagalba, informavimas, apmokymas, atmosferos kūrimas) ir sociumo (kultūrinio socialinio turinio pokyčiai). Pateikiamas autorės sukonstruotas mobingo kaip diskriminacijos darbuotojų santykiuose intervencijos kompleksinis modelis, numatant intervencinio poveikio priemones
Intervention policy in organization cannot be limited to the attitude towards conflicts as a solution of local problems. Intervention mechanisms in organization serve as means of active prevention that do not allow new conflicts to arise in the future. Mobbing intervention conception is based on systemic attitude that embraces three levels: individual, organizational and social. On the level of individual mobbing interventions include such tactic means as coping strategies, conversation, help of experts and psychologists, training of self-confidence, stress management, services of mobbing consultants, lawyers, etc. The most effective strategy of intervention on the individual level that is orientated towards pre-conflict phase of employees’ relationships is individual training of social competence. On the organizational level the content of intervention is double – these are organizational means to solve arisen problems (such methods as training leadership, working group support method, care and observation of professional activity, mediation method, conflict regulation, consulting and training of organization, juridical assistance, conciliation procedure, employment of discharged) and active actions of preventive content that ensure transparence among the employees of various links and clear out functions, responsibility, guarantee publicity and openness. Intervention content on the level of organization correlates with purposefully developed organization culture. On the social level problem institutionalization, training of tolerance, development of the values, which make the content of social responsibility and influence of social groups in organization on running processes become the basis of intervention. Social context formulates organizational behavior, leadership and culture standards. [...]
Internet: https://www.vdu.lt/cris/bitstream/20.500.12259/966/1/ISSN2335-8750_2012_N_61.PG_129-142.pdf
https://hdl.handle.net/20.500.12259/966
Affiliation(s): Vadybos katedra
Vytauto Didžiojo universitetas
Appears in Collections:Organizacijų vadyba: sisteminiai tyrimai / Management of Organizations: Systematic Research 2012, nr. 61
Universiteto mokslo publikacijos / University Research Publications

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