Mobbing: definizione e come difendersi

Mobbing: definition. 1

The diagnosis of mobbing. 2

Types. 2

Consequences on the victim. 2

How to defend yourself from mobbing. 3

Risk factors. 3

What happens when we realize we are being bullied? 3

Websites for further information. 4

Mobbing: definition

I’m sure you’ve heard about mobbing a lot in recent years, and perhaps wondered what it was. It’s safe to say there’s no definitive definition, as it’s a multifaceted phenomenon.

Leymann, a scholar on the subject, however, argues: “Psychological terror or workplace mobbing consists of hostile and unethical communication systematically directed by one or more individuals, generally against an individual who, because of that individual, is pushed into a position where he or she is helpless and defenseless and forced there through continuous mobbing activities. These actions occur with a fairly high frequency (at least once a week) and over a long period of time (lasting at least six months).”

As can be understood from this definition, mobbing encompasses a range of abuses perpetrated by superiors , and in particular, victims are isolated from the workplace or even dismissed. Obviously, these behaviors directly affect the individual’s psychological well-being and prevent them from peacefully continuing their work and private life. While the victim initially receives moral support from family and friends, the more time passes, the more extreme it becomes.

The phenomenon is based on the psychological pressure exerted in the workplace by mobbers , those who perpetrate these harassments, and may be envious colleagues, dictatorial bosses, or hierarchical superiors. The phenomenon can take many forms, from marginalization to the spreading of gossip, criticism, and persecution. There are very serious cases where illegal actions are taken to fire an employee.

The diagnosis of mobbing

For a certain diagnosis of this phenomenon, it is necessary that the psychological terror actions respond to 7 criteria:

• work environment
  i.e. conflicts must occur in the workplace
• frequency
  must be cyclical in order to distinguish the phenomenon from those that are instead transitory conflicts
• duration
  the conflict must last at least 6 months, or 3 months with a daily frequency of attacks
• Types of actions
  include systematic isolation of the victim, slander, violence or threats and the prevention of communication and human contact in the workplace.
• there must be a difference in power between the mobber
  and the mobbed, with the consequence that the victim is always at a disadvantage
• The phenomenon progresses according to successive phases . Chronological phases emerge within the phenomenon. Mobbing begins with a targeted conflict, then progresses to the victim experiencing a series of psychosomatic symptoms. This is followed by errors and abuse by the company, the victim’s health deteriorating, and it ends with exclusion from the workforce.
• persecutory intent
  the aggressor must have a very specific negative aim towards the victim.

Types

There can be three types of mobbing:

• horizontal
  when the mobber and the mobbed have the same hierarchical position within the company
• vertical descent
  when the mobber holds a higher job position than the victim
• ascending vertical
  when the mobber has a lower work load than the victim (this case is rare but can exist)

Consequences on the victim

Victims of mobbing present numerous psychophysical disorders. Among these, the most commonly encountered are:

• anxiety: with panic attacks, phobias and obsessive-compulsive disorders
• post-traumatic stress disorder
• adjustment disorder: difficulty adapting to other daily situations
• Socio-emotional imbalance: with episodes of anxiety, depression, isolation, and low self-esteem
• disturbance of psychophysiological balance: symptoms such as dizziness, a feeling of oppression, sleep-wake rhythm disturbances and eating disorders.

Furthermore, there are numerous negative consequences for the quality of work, which can suffer a decline in production, repercussions on the company’s image, and significant costs due to employee illnesses.

How to defend yourself from mobbing

• When you realize you are a victim of this phenomenon, you must follow a series of rules.
• Be patient because the path ahead will be long and difficult.
• Don’t fall into depression and keep telling yourself that you are just the scapegoat for a situation where you are not at fault.
• Don’t resign, but rather take a short period of sick leave to try to regain your strength, or use unused holidays.
• Collect documentation of all psychological terror by seeking out colleagues willing to testify and keeping a diary to summarize the various abuses.
• Contact a doctor who can certify mental and physical disorders
• Don’t isolate yourself because you will only be playing into the hands of those who seek to cut you off.
• Contact a good lawyer who is an expert in mobbing and discuss with him the possibility of reporting the company.

Risk factors

There are a number of situations that can serve as warning signs for a future diagnosis of mobbing. In fact, workers should begin to worry and be on the alert in the following cases:

• you are marginalized at work
• tasks are reduced
• work tasks previously performed are no longer assigned
• you are constantly transferred from one department to another
• they are assigned tasks that are demeaning to their professional profile
• tasks are given that are excessive in terms of quantity or personal capabilities
• you are excluded from professional training and development activities
• you are constantly kept under control

What happens when we realize we are being bullied?

When people realize they’re being bullied, they initially try to find logical explanations within the workplace, but the company usually doesn’t intervene. At this point, the worker turns to the unions, but numerous cases have shown that union officials do nothing. Thus, many victims withdraw, and only the most combative ones turn to lawyers. However, there is no real law protecting victims of bullying.

Case law relies on the determination of the existence of biological damage, which must meet a series of criteria. Given the complexity of the issues, the approach to the phenomenon must be multidisciplinary and involve:

The occupational physician will assess work-related risks, taking into account any alterations to physical and mental well-being, and identify any work-related anomalies.

The psychiatrist or psychologist must make a clinical diagnosis between adjustment disorders (which resolve within 6 months of the onset of the stressors) and post-traumatic stress disorder, which also compromises the victim’s private sphere.

Finally, the medical examiner will need to examine the victim’s previous and current working history, the presence of any illnesses that arose as a result of this situation, and demonstrate the connection between the actions that harmed the individual and the damage suffered.

Websites for further information

• Stopmobbing is
  a portal offering information and legal and psychological advice.
• Association,
  the first nonprofit website; provides information and support to victims of the phenomenon.
• Mobbing – http://www.ilmobbing.it,
  a portal by Giuseppe Palma, a psychologist and expert in the field. The site features numerous articles and insights into the phenomenon.
• AssociazioneMobbing – http://nomobbing.net/
  website of an association that protects against psychological and existential harm in the workplace.