Prevention of mobbing in service groups

The research subject is the prevention of mobbing in labor relations. The condition caused by the victim of mobbing (stress, tension, fear, guilt, etc.) affects how he/she copes with work responsibilities and what decisions one makes. There is also a negative impact that mobbing has on the team : the deterioration of the climate in the team, the consolidation of unethical behavior, distraction from the work performed, etc., which also affects the decrease in the effectiveness of the team and the socio-psychological degradation. In this regard, it is advisable to study the possibilities of preventing mobbing in organizations. The main research methods are theoretical methods (analysis, synthesis, generalization of literature on the problem and prevention of mobbing in service teams). The method of theoretical modeling was also used (development of a model for the prevention of mobbing in service groups). In the conducted research, it was found out that mobbing often begins with the submission of the head (consciously or unconsciously, when, for example, the head encourages competition). It is proposed to distinguish the specific measures of the mobbing prevention model in the organization into two stages (preparatory and basic). Within the framework of these stages, we propose three areas of prevention of the mobbing: regulatory, organizational and managerial, as well as socio-psychological. We have developed recommendations to the head on the prevention of mobbing in service teams. We have developed a model for the prevention of mobbing in an organization that combines and systematizes existing ideas about measures to prevent this form of psychological violence. The actions of the mobbing prevention in the organization are divided into two stages (preparatory and basic) and three directions (normative, organizational and psychological). The following tasks of the organization's activities were identified within the framework of the model of mobbing prevention in the organization: 1. Implementation and consolidation of corporate ethics standards in local regulatory documents of the organization. 2. Maintaining a favorable socio-psychological climate in the team. 3. Development of managerial skills and managerial culture of managers.