MOBBING: HARASSMENT AT WORK

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Mobbing is a type of workplace violenceThe aim of this practice, which is carried out systematically and over a prolonged period of time by persons irrespective of gender, is to deliberately causing harm.

Harassment at work is commonly known as mobbing: 'to besiege', 'to harass', 'to corner in a group'. It is both the action of a harasser or several harassers aimed at producing fear, terror, contempt or discouragement in the worker concerned towards his or her work, and the effect or illness it produces in the worker. A situation of harassment over a long period of time, in addition to illnesses or psychological problems, can lead to extreme situations, in the victim's suicide.

Workplace mobbing, also known as workplace harassment or workplace bullying, refers to the a situation in which an employee is subjected to repeated and prolonged negative, hostile, humiliating or intimidating behaviour by one or more colleagues, superiors or even subordinates. This form of harassment can cause a significant deterioration in the emotional well-being, mental health and work performance of the person concerned.

HOW CAN IT MANIFEST ITSELF?

Workplace mobbing can manifest itself in different forms, such as insults, mockery, public humiliation, social exclusion, unfair or excessive task allocation, sabotage, defamation, among other abusive behaviour. The consequences can be serious, including chronic stress, depression, anxiety, low self-esteem, sleep problems and even suicidal ideation.

It is important for entrepreneurs to be aware of the existence of mobbing at work and to take measures to prevent it and deal with it appropriately in their work environment. This involves promote a safe, respectful and harassment-free work environment, establish clear anti-harassment policies, encourage open communication and support among employees, and provide channels for reporting and protection for victims.

It is also essential to educate and raise awareness among employees about mobbing at work, its consequences and the importance of reporting any harassment they witness or experience. Training programmes in communication skills, conflict resolution and stress management can also be implemented to promote a healthy work environment.

If situations of mobbing at work are detected, it is essential to act quickly and effectively. This involves investigating the allegations, providing support and protection to the victim, taking disciplinary action against the aggressors and, in some cases, seeking legal advice.

It is important to emphasise that mobbing at work is a problem that needs to be addressed at both the individual and organisational level. Everyone in the company, from managers to employees, has a responsibility to promote a positive and respectful work environment. The eradication of mobbing at work will contribute not only to the well-being of employees, but also to the growth and success of the company.

Mobbing can occur in any work environment, including entrepreneurship. Although entrepreneurship is associated with the creation of a dynamic and motivating work environment, it is not exempt from bullying and harassment. Mobbing in the context of entrepreneurship can take many forms and have a significant impact on entrepreneurs and the development of their projects.

Some mobbing situations that may arise in entrepreneurship include:

1. Devaluation of ideas and contributions: Entrepreneurs may face minimisation or disparagement of their ideas by partners, collaborators or investors, which undermines their confidence and commitment.
2. Social exclusion and isolation: Entrepreneurs may be deliberately excluded from important meetings, decisions or activities, which makes them feel isolated and displaced in their own project.
3. Manipulation and sabotage: Some partners may act in a manipulative manner, interfering with the progress of the venture or undermining its efforts to succeed.
4. Constant criticism and humiliation: Entrepreneurs can be subject to negative and unjustified criticism, as well as humiliating or degrading comments that affect their self-esteem and self-confidence.
5. Overwork and excessive pressure: Entrepreneurs can be subjected to excessive workloads and unrealistic demands, leading to an unsustainable level of stress and burnout.
6. Defamation and smear: On occasions, other actors in the entrepreneurial ecosystem may defame or discredit entrepreneurs with the aim of damaging their reputation or the success of their project.

It is essential that entrepreneurs are aware of the possibility of mobbing occurring in their work environment and take measures to prevent and deal with it appropriately.

SOME ACTIONS THAT CAN HELP INCLUDE:

1. Establish an organisational culture based on respect and collaboration, where harassment has no place.
2. Encourage open communication and dialogue between all team members.
3. Implement clear anti-harassment policies and provide confidential reporting channels.
4. To provide emotional and psychological support to entrepreneurs affected by mobbing and connect them with specialised resources and professionals.
5. Promote a healthy work-life balance, avoiding work overload and burnout.
6. Seek legal advice in case the bullying persists or intensifies.

Bullying in entrepreneurship can be particularly challenging due to the lack of formal support structures and the level of personal involvement of the entrepreneurs in their projects. However, Addressing and preventing workplace bullying is essential to ensure a healthy working environment conducive to the growth and success of enterprises.

HERE ARE SOME CLEAR EXAMPLES OF MOBBING SITUATIONS IN A NEW COMPANY:

1. Social exclusion: A new employee is deliberately excluded from social activities, meetings or informal events by colleagues or superiors. He or she is constantly ignored and made to feel like an outsider in the work environment.
2. Defamation: Colleagues or superiors spread false rumours or negative information about the new employee, with the aim of damaging their reputation or credibility within the company. This can undermine their confidence and make them feel isolated.
3. Intentional work overload: The new employee is constantly assigned to excessively difficult tasks or projects, with tight deadlines or unrealistic expectations. This constant pressure can lead to excessive stress and negatively affect their job performance.
4. Teasing and humiliation: Colleagues or superiors mock, ridicule or humiliate the new employee in public. This may include derogatory comments, insults or constant criticism of their work or person.
5. Isolation and ostracism: The new employee is deliberately excluded from social and professional interactions by co-workers. They are ignored in meetings, not informed of important decisions or excluded from conversations and collaborations relevant to their position.

It is important to keep in mind that these examples are just a few situations of mobbing and that bullying can manifest itself in different ways in each case. If you find yourself in a similar situation, it is essential to seek help and take steps to address the problem as soon as possible.

Tackling mobbing in a new company can be challenging, but it is important to take steps to stop harassment and create a healthy working environment.

HERE ARE SOME STEPS YOU CAN FOLLOW:

1. Recognise the problem: Identify the signs of mobbing, such as hostile or aggressive behaviour towards an individual, social exclusion, defamation or intimidation. It is crucial to recognise the problem in order to deal with it effectively.
2. Document incidents: Keep detailed records of incidents of bullying, including dates, descriptions of what happened and possible witnesses. This will provide a solid basis when addressing the problem with management or human resources.
3. Seek support: Talk to trusted people in the company, such as colleagues or superiors who can provide emotional support and counselling. If possible, form alliances with other employees who are also experiencing mobbing to address the problem together.
4. Informs management or human resources: File a formal complaint with management or the company's human resources department. Provide the documentation you have collected and clearly describe the incidents of bullying you have witnessed or experienced. It is important to communicate the negative impact that bullying has on the well-being and productivity of employees.
5. It participates in awareness-raising and training programmes: Advocating for awareness-raising and training programmes on bullying in the company can help prevent future cases and promote a safe and respectful working environment. This may include workshops, lectures or training on workplace bullying and its consequences.
6. Seek legal advice if necessary: If the company does not take adequate measures to address the bullying or if the situation worsens, consider seeking legal advice to protect your employment rights and explore available legal options.

Remember that dealing with mobbing in a new company requires courage and perseverance. Keep communication open and seek a working environment that promotes respect and dignity for all employees. Always prioritise your well-being and do not hesitate to seek outside help if necessary.

ChatGPT, as an AI-based virtual assistant, can provide support and guidance to individuals who suspect they are experiencing mobbing in their work environment.

While ChatGPT cannot replace human intervention and counselling, it can provide useful information and resources to address the problem.

HERE ARE SOME WAYS IN WHICH CHATGPT CAN HELP:

1. Provide information on mobbing: ChatGPT can provide a clear definition of mobbing and explain the different types of behaviour that can constitute mobbing. This can help people understand if they are experiencing mobbing in their environment.
2. Suggest preventive measures: The ChatGPT can provide tips and strategies to prevent mobbing in the workplace. This can include fostering a culture of respect and collaboration, establishing clear anti-bullying policies and promoting open communication between team members.
3. Provide guidance on how to deal with bullying: If someone suspects they are being bullied, ChatGPT can provide information on steps they can take to address the situation. This may include talking to a trusted superior or supervisor, documenting the incidents, seeking emotional support and considering formally reporting the harassment.
4. Provide additional resources: The ChatGPT can recommend additional resources, such as books, articles or websites, where people can learn more about mobbing and find additional support. It can also provide information on relevant labour legislation and bodies responsible for the protection of labour rights.

It is important to bear in mind that if you are experiencing mobbing in the workplace, it is essential to seek support and advice from professionals specialised in human resources, legal advice or psychology. ChatGPT can be a starting point for general information and guidance, but should not be considered as a replacement for professional help when it comes to dealing with bullying situations.