While Harper emphasizes the cruelty and damaging consequences of mobbing, her organizational analysis focuses on the structural, rather than moral, nature of the organization. Moreover, she views the behavior itself, which she terms workplace aggression, as grounded in group psychology, rather than individual psychosis—even when the mobbing is initiated due to a leader's personal psychosis, the dynamics of group aggression will transform the leader's bullying into group mobbing—two vastly distinct psychological and social phenomena.
Shallcross, Ramsay and Barker consider workplace "mobbing" to be a generally unfamiliar term in some English speaking countries. Some researchers claim that mobbing is simply another name for bullying.
Workplace mobbing can be considered as a "virus" or a "cancer" that spreads throughout the workplace via gossip , rumour and unfounded accusations. Mobbing can be described as being "ganged up on. The leader then rallies others into a systematic and frequent "mob-like" behaviour toward the victim. Mobbing as "downward bullying" by superiors is also known as "bossing", and "upward bullying" by colleagues as "staffing", in some European countries, for instance, in German-speaking regions.
Following on from the work of Heinemann, Elliot identifies mobbing as a common phenomenon in the form of group bullying at school. It involves 'ganging up' on someone using tactics of rumor , innuendo , discrediting , isolating , intimidating , and above all, making it look as if the targeted person is responsible victim blaming. Kenneth Westhues ' study of mobbing in academia found that vulnerability was increased by personal differences such as being a foreigner or of a different sex; by working in fields such as music or literature which have recently come under the sway of less objective and more post-modern scholarship; financial pressure; or having an aggressive superior.
Sociologists and authors have created checklists and other tools to identify mobbing behaviour. These are referred to as "self-labeling" and "behavior experience" methods respectively.
Attenuation of mobbing behavior can further be enhanced by developing policies that explicitly address specific behaviors that are culturally accepted to result in harm or negative affect. Lack of such a framework may result in a situation where each instance of mobbing is treated on an individual basis with no recourse of prevention. It may also indicate that such behaviors are warranted and within the realm of acceptable behavior within an organization. From Wikipedia, the free encyclopedia. This article is about mobbing in relation to human bullying behaviour. For mobbing as an antipredatory animal behaviour, see Mobbing animal behavior.
For mobbing as a crime in Scots law, see Mobbing Scots law. Main article: Workplace bullying. See also: School bullying.
See also: Bullying in academia. Cyberbullying Flying monkeys psychology Group narcissism Industrial and organizational psychology Lynch mob Ochlocracy Occupational health psychology Real estate mobbing Relational aggression Scapegoating Swatting Stalking Victim blaming Victimisation.
Schwartz and Gail Pursell Elliott.
Psychology Today. D, Janice Harper 24 August Backdoor Press — via Amazon. European Journal of Psychological Assessment.
Consulting Psychology Journal: Practice and Research. Aspects of workplaces. Aspects of corporations Aspects of jobs Aspects of occupations Aspects of organizations Employment. Psychological manipulation. Rewarding : pleasant positive reinforcement.
giarosaclihochs.ga: Mobbing: Causes, Consequences, and Solutions ( ): Maureen Duffy, Len Sperry: Books. Mobbing: Causes, Consequences, and Solutions. Maureen Duffy and Len Sperry . Abstract. This book is about mobbing—a form of interpersonal abuse that.
What features of these two situations are almost identical, and why are they both classic instances of workplace and school mobbing? Mobbing is not the same as bullying, as the authors of this volume explain with cogent analysis of the organizational and contextual frameworks within which mobbing always occurs. From the Salem witch trials to workers trying to do the best they can at work, to kids whose humiliation in school has made the headlines, the authors offer numerous illustrations of mobbing, followed by insightful analyses and discussions of lessons learned.
Duffy and Sperry provide a wealth of research to demonstrate the devastating toll that mobbing takes on its victims, their families, and the organizations where it occurs. The authors painstakingly avoid simplistic solutions to mobbing, such as removing the "bad apples," and instead, move the conversation forward by showing how bold and compassionate organizational leadership is required to improve conditions for the benefit of both individuals and their organizations.
She was formerly Professor of Counseling at Barry University, where the counseling clinic is named in her honor. Currently, she is affiliated with Nova Southeastern University's program in qualitative research and with Massey University's program in discursive therapies.
Her work in the area of social justice includes multiple articles, book chapters, and national and international presentations on mobbing, ethics, and restorative justice. Duffy serves on the editorial boards of several major family therapy journals and is an editor of The Qualitative Report. He has published broadly on workplace issues, including six books on leadership and organizational dynamics, as well as articles and book chapters on workplace violence and mobbing.
He was guest editor for special journal issues on "Aggression in the Workplace" and "Workplace Mobbing and Bullying. Informations bibliographiques.