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Mobing – zlostavljanje na radnom mestu

04-11-12

Mobing je poseban oblik ponašanja na radnom mestu kojim jedna osoba ili grupa ljudi sistemski psihički ponižava i zlostavlja drugu osobu, sa ciljem ugrožavanja njenog ugleda, časti, ljudskog dostojanstva i integriteta, sve do eliminacije sa radnog mesta. Mobing se uglavnom iskazuje kroz ruganje, klevetanje, pretnje, iznošenje lošeg mišljenja o načinu rada, brzini ispunjavanja radnih zadataka, intelektualnih sposobnosti, smanjivanje plate, premeštaj na lošije radno mesto i slične postupke.

Razlikuju se dva osnovna tipa mobinga i to vertikalni i horizontalni.

Vertikalni mobing ili bosing (od engleske reci boss-šef) nastaje kada pretpostavljeni zlostavlja jednog podređenog radnika ili grupu radnika, uglavnom jednog po jednog dok ne uništi celu grupu, ili kada jedna grupa radnika (podređenih) zlostavlja pretpostavljenog, što je izuzetno retko, ali moguće.

Horizontalni mobing odnosno šikaniranje između radnika na jednakom položaju u hijerarhijskoj organizaciji. Osećaj ugroženosti jednog ili grupe radnika, ljubomora i zavist mogu da podstaknu želju da se eliminiše neki saradnik iz kolektiva (doskorašnji prijatelj), pogotovu ako postoji uslov da njegova eliminacija vodi napretku u karijeri ili kada čitava grupa radnika zbog unutrašnjih problema, napetosti i ljubomore, izabere jednog radnika za žrtvu, na kojoj žele da dokažu nadmoćnost u snazi i sposobnosti. Često je žrtva ove vrste mobinga radnik koji se istice po kvalitetu i privrženosti poslu i radnim zadacima.

Moberi (zlostavljači) su uglavnom manje sposobne, ali vrlo uticajne osobe u organizaciji koje smatraju da imaju veća prava u odnosu na kolege, bez osećaja pripadnosti kolektivu. Oni često dokazuju svoju moć i obezbeđuju dominantni položaj na racun straha podređenih i/ili slabijih. Mnogi od zlostavljača to rade svesno, kako bi se pokazali nezamenjivim u organizaciji firme, prikrivajući svoju nestručnost ili druge slabosti. Vrlo često to čine iz straha da neće biti cenjeni ili da će sami postati nečija žrtva. Ostali zaposleni najčešće staju na njihovu stranu, kako bi izbegli sudbinu žrtve.

Zdravstvene posledice koje mogu da se jave kod žrtve dele se na 

  • fizičke (hronični umor, problemi sa varenjem, gojaznost ili mršavljenje, nesanica, smanjen imunitet, povećana potreba za alkoholom, sedativima, cigaretama), 
  • emocionalne (depresija, burn-out sindrom, osećaj emotivne praznine, gubitka životnog smisla, anksioznost, gubitak motivacije i entuzijazma, apatija, poremećaj prilagođavanja) i
  • promene u ponašanju (rizično ponašanje, gubitak koncentracije, zaboravnost, eksplozivnost, grubost, preterana osetljivost na spoljne stimulanse, bezosećajnost, tvrdokornost, stalna okupiranost poslom, porodični problemi, seksualni problemi, razvod braka, samoubistvo).
Navedene poremećaje prati smanjenje poslovne efikasnosti, ometanje napredovanja, učestali izostanci sa posla, lažna bolovanja, napuštanje radnog mesta, otkaz.

Zaštita od ovog oblika zlostavljanja

Nalazi se u odredbama Zakona o sprečavanju zlostavljanja na radu. Prema odredbama tog zakona, najpre možete podneti Zahtev za pokretanje postupka zaštite putem posredovanja izmedju zlostavljača i zlostavljanog lica i taj zahtev se podnosi direktoru ili preduzetniku. U slučaju da je direktor ili preduzetnik osoba koja vrši zlostavljanje, zahtev za posredovanje je nepotreban i tada se treba obratiti sudu i to u roku od šest meseci od dana kada je zlostavljanje poslednji put počinjeno.

 Stručnjaci tima pravapomoc.rs savetuju Vam da ne oklevate u pokretanju postupka protiv zlostavljača. Ukoliko za ovaj proces nađete kvalitetnu advokatsku pomoć, dobit Vam može biti višestruka, kako materijalna tako i zdravstvena.

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