Özet:

The person who is also known as psychological harassment is exposed to a kind of manifestation of the organization culture. Mobbing is a very common type of violence in organizations. Public or private can be seen in many institutions, organizations and. The institution or organization culture, which is a reflection of the general culture, is significantly effective in the emergence of harassment. The organization’s culture is in a structure that gives possibility and opportunity to conflict in such cultures, and there is a very high probability of harassment. Since the organization culture determines the ways and methods of employees communicate with each other, there is a direct relationship between the organization culture and the mobbing. It is inevitable that employees in a non-human-focused organization also feel invaluable. Instead of a mutual love and respect-based communication culture, it is inevitable that molestation occurs in an organization where the culture of fear and digestion is dominated. A management culture that does not value its employees may also neglect or support the harassment practices. Such organizations are organizations that have not yet started or completed the process of establishment. The manager who wants to fight the harassment must first change the institution culture. In this article we will try to reveal their ties with the development or continuation of organizational culture, the abuse.

Özet:

The person exposed to mobbing, also known as psychological violence, is exposed to a sort of manifestation of organizational culture. Mobbing is a common form of violence in organizations. It can be seen in public or private institutions, organizations and enterprises. The culture of the institution or organization, which is a reflection of the general culture, is a significant factor in the emergence of mobbing. Organizational culture, in a structure that gives opportunities and opportunities to conflict, the probability of mobbing in such cultures is quite high. Organizational culture has a direct relationship between mobbingle and organizational culture, as it determines the way and ways in which employees communicate with each other. In an organization that does not work in a human-focused manner, it is inevitable for employees to feel worthless. Mobbing is inevitable in an organization dominated by a culture of fear and intimidation rather than a culture of mutual love and respect. A management culture that does not value its employees can ignore or support mobbing practices. Such organizations are organizations that have not yet started or have not completed their institutionalization process. The manager, who wants to fight or destroy Mobbingle, must first change the corporate culture. In this article, we will try to reveal the connections between organizational culture and the emergence or continuation of mobbing.

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