The border between common and vexation matter of person behaviour we are accustomed to is very slight. The topic of my diploma paper "Vexation at the workplace" becomes very actual and constantly the bigger problem in the contemporary modern society. Everyday mentally terror at the workplace, vexation among the colleagues, systematically made malignancies through which the superiors attack their inferiors (or vice-versa) is a problem that belongs serious incoveniences both to its victims and the company. My diploma paper is above all focused on the sophisticated and malicious area of work-vexation that is called the mobbing. Marginally I mention other forms of vexation and the bossing. I made my exploration at the public service environment as the work-vexation is usually put together with it. Primarily I point the legal and moral side of the mobbing and its psychological and social aspects. Secondarily I mark the mobbing as a job-psychological phenomenon, its influence to the company itself and consequences between it and some modern society trends (teamwork, power, burn-out syndrome, internet technologies). Supposing to become the managers we should make effort to eliminate the mobbing. As only the workplace without the vexation brings the satisfaction that can results in higher level of the work productivity, economic profit and the the incapacity of work decreasement. Thereby the mobbing affects the whole life of its victim and also that anyone of us can become the victim it is necessary to solve this problem urgently and constantly.

Wir begegnen ihm täglich, ob in Pausenräumen, auf Bürofluren oder im Gespräch mit Freunden und Bekannten: dem Klatschgespräch. Jeder von uns hat sich schon daran beteiligt und war bewusst oder unbewusst einmal Opfer, denn das Erzählen von eigenen erlebten Geschichten, Begebenheiten oder besonderen Situationen ist ein menschliches Grundbedürfnis.

In der vorliegenden Arbeit wurde einem Phänomen nachgegangen, das bislang nur wenig wissenschaftliche Beachtung erfahren hat: der Stigmatisierung von leistungsstarken SchülerInnen als Streber. Da sich bislang kaum Forschung mit der Streber-Etikettierung beschäftigt hat, wurde in der vorliegenden Arbeit versucht, anhand quantitativer Studien ein umfassendes Bild von der Etikettierung, ihrer Prozesse und ihrer Konsequenzen zu erfassen. In diesem Rahmen wurde folgenden Fragen nachgegangen: 1) Welche individuellen Faktoren sagen die Etikettierung als Streber und die Stigmatisierung anderer SchülerInnen als Streber vorher? 2) Welche Prozesse liegen der Stigmatisierung als Streber zugrunde? 3) Mit welchen Konsequenzen geht die Stigmatisierung einher? 4) Welche Faktoren tragen zur sozialen Akzeptanz von SchülerInnen mit herausragenden schulischen Leistungen bei? Die vorliegenden Befunde deuten darauf hin, dass es sich dabei um ein relevantes Phänomen handelt, welches mit individuellen Faktoren nebst schulischen Leistungen verbunden ist, durch den Klassenkontext determiniert wird und zudem mit aversiven Konsequenzen für die Betroffenen einhergeht. Neben dieser eher negativen Konnotation zeigen die Befunde aber auch auf, dass es Möglichkeiten zum Umgang und zur Lösung gibt. Mit der vorliegenden Arbeit konnte ein wichtiger Schritt zur Schließung einer Forschungslücke getan werden. Nichtsdestoweniger zeigen die Befunde auch, dass für eine allumfassende Erklärung des Phänomens Streber weitere Forschung dringend benötigt wird.

Si le signalement du prédateur provoque le plus souvent la fuite des proies, il induit parfois un comportement particulier incitant la proie à s’approcher du prédateur et le harceler pour provoquer son départ plutôt que de se mettre hors de sa portée. Ce comportement de harcèlement s’accompagne de l’émission d’un signal hétérospécifique conduisant de nombreuses espèces à venir harceler le prédateur. L’objectif de mon travail de thèse est de comprendre comment est régi le transfert d’informations entre plusieurs espèces de passereaux dans le cas du comportement de harcèlement d’un prédateur. Mes travaux montrent que le comportement de harcèlement des passereaux face à un rapace nocturne dépend du risque de prédation posé par ce prédateur. Par ailleurs, les résultats indiquent un transfert d’informations entre les espèces et mettent en évidence une propension variable des différentes espèces à se rallier autour du harceleur. Les variations observées dans la réponse aux cris de harcèlement émis par des individus hétérospécifiques peuvent dépendre de la similarité acoustique, des relations interspécifiques et des variations saisonnières. Mes résultats indiquent aussi que la connaissance préalable des signaux de harcèlement n'est pas indispensable pour induire une réponse, même si un processus d’apprentissage associatif favorise sa mise en place. Mon travail suggère également une évolution convergente des cris de harcèlement, générant des signaux dont la structure permet une localisation rapide de l’émetteur, indispensable pour rameuter des proies potentielles lors du harcèlement. L’ensemble de ces avancées nous oblige désormais à considérer la communication acoustique chez les passereaux en prenant en compte le risque de prédation, les interactions hétérospécifiques et la complexité des signaux acoustiques / Signaling the presence of a predator most often causes the escape of prey, but it sometimes induces a particular behaviour prompting prey to approach and harass the predator to cause his departure. This mobbing behaviour is associated with the emission of signals leading individuals from different species to come harass the predator. The objective of this thesis is to understand how the transfer of information between several passerine species is organized in mobbing behaviour against predators. My work shows that the mobbing behaviour of passerine birds against a nocturnal raptor depends on the predation risk imposed by this predator. In addition, my results indicate a transfer of information between species and highlight a variable propensity of different species to rally around the harasser. The observed variations in the response to heterospecific calls depended on acoustic similarity, interspecific relationships and seasonality. My results also indicate that prior knowledge of harassment signals is not essential to induce a response, even if an associative learning process promotes its implementation. My work also suggests a convergent evolution in mobbing calls, generating signals with a structure that allows the emitter to be quickly located, an essential parameter to rally potential prey during harassment. My thesis consequently shows that to better understand acoustic communication in passerine birds, it is necessary to consider predation risk, heterospecific interactions and the complexity of acoustic signals

Workplace bullying (WPB) is a pervasive problem in contemporary society, inflicting detrimental repercussions upon employees, employers, and organizations alike. It affects the physical, psychological, and financial wellbeing not only of its victims, but also their families, their communities, and society as a whole. Research into this phenomenon has evolved significantly over the past two decades. While related to the physically violent phenomenon of schoolyard bullying, WPB is primarily a psychological phenomenon, manifesting as abusive power in workplace relationships, rather than as interpersonal conflict. Bullying at work comes in many forms, has many faces, and occurs in many places. It ranges from subtle to overt acts, with subtle forms occurring more regularly. The rubric of bullying can include: harassment, mobbing, scapegoating, social exclusion, repudiation, humiliation, and/or workplace mistreatment or abuse. Corresponding to a lack of attention on bullying among adults, WPB seems to occur everywhere—from businesses and factories to colleges and hospitals. To address this phenomenon, this study a) explored the prevalence of WPB in Kuwait and its association with employee demographics, b) evaluated the sample’s views regarding professional social workers in the workplace, and c) explored the relationship between these variables and absenteeism. This non-experimental, quantitative study employed a cross-sectional survey with correlational analyses and prediction research designs. Using the snowball sampling method via social media platforms, the researcher distributed the Negative Acts Questionnaire-Revised (NAQ-R) survey and a demographic questionnaire to an anonymous, non-randomized sample of employees. The target sample included any adult, volunteer participant who was working in Kuwait for at least six months before receiving the survey. From a total of 8,531 recorded surveys, 3,725 surveys with missing data and 119 surveys that did not meet the inclusion criteria were excluded, leaving 4,687 (53.9%) complete surveys used for the analysis. The majority of participants were males ranging between 30-39 years old. The vast majority were Kuwaiti, married, bachelor degree graduates, employed in lower-level positions within the governmental sector, earning 800-1,399 KD monthly income. Seventy percent of targets were dissatisfied with management, compared to 50% of the general participants. Similarly, 50% of targets were dissatisfied with their daily supervisors, compared to 35% of the general participants. Around two-thirds of both targets and general participants agreed with the importance of having a social worker or psychologist at the workplace to address WPB. The vast majority of targets were bullied by their immediate superiors (50%) or other superiors (45%). Based on a criterion of a minimum of three negative acts monthly, the results of this study indicated a 39% prevalence rate of WPB in Kuwait. This percentage corresponded with the percentage of the targets who labeled themselves as victims. Regarding demographics, a large majority of targets reported being bullied by someone of the opposite gender. Among female targets, 92.7% were bullied by male perpetrators, and among male targets, 82.8% were bullied by female perpetrators. Females were more often reported as perpetrators, and males more often as targets. Non-Kuwaiti employees, the young, the divorced, those working in low-level positions, and those earning low income had the highest rate of exposure to WPB. Regarding prediction, those more likely to experience WPB included: females, the young, non-Kuwaiti employees, and workers in middle-level positions with low education or low income, who were dissatisfied with management, their daily supervisors, or their own jobs, and those who expressed a need for a counselor in the workplace. In terms of predicting WPB-related absenteeism, males, the divorced, and those working in lower-level positions with low income, low education, dissatisfaction with their job, or dissatisfaction with their daily supervisors were more likely to report high absenteeism. The high rate of WPB has implications in the workplace, calling for concerted efforts to identify the elements that trigger and escalate WPB. This study was the first of its kind to measure such elements of WPB in Kuwait. By using the NAQ-R scale, the demographic questionnaire, and a modified operational definition of WPB, this study has provided a template for needed research in the Arabian Gulf region.

<p>I mitt examensarbete har jag valt att skriva om värdegrunden. Anledningen till detta är den brist på respekt hos eleverna jag ser i skolorna idag. Skolmiljön skiljer sig idag markant från när jag växte upp. Jag är uppfostrad till att visa respekt och empati, det var en självklarhet och är det fortfarande för mig. Man ska bry sig om sin omgivning och vara tacksam för det man har. Alla gör vi klavertramp och det hoppar grodor ur munnen ibland, men då ber man om ursäkt och går vidare i livet. Man hade respekt för de vuxna i skolan och även sina kamrater.</p><p>Värdegrundscentrum, VGC i Umeå, delar in värdegrunden i fem områden: ”demokrati, etik, jämställdhet, mobbing och mångkulturalism”. Jag har speciellt valt att titta på värdegrunden ur ett religionsfilosofiskt perspektiv, därmed kommer jag att koncentrera mig på etik och mångkulturalism.</p><p>Mitt arbete bygger på tidigare forskning omkring värdegrunden från synpunkterna kristen etik och västerländsk humanism. Hur framställer man dessa synpunkter i en multikulturell skola där det finns elever som inte är kristna och delar våra värderingar? Genom mina egna erfarenheter har jag jämfört den kommunala skolan med Montessoripedagogiken.</p><p>Jag har tittat på vad kristen etik och västerländsk humanism innebär och även hur VGC:s fem områden framställs i skolan idag.</p> / Examensarbete på Grundskollärarprogrammet 4-9 ht 2004.

<p>Evolution is fuelled by independent reproduction events. Yet, the offspring of at least three percent of all bird species postpone dispersal and forego independent reproduction. The Siberian jay, <i>Perisoreus infaustus, </i>is such a species where some<i> </i>offspring are philopatric and remain in their natal territory for up to three years, forming family groups. The main finding of this thesis is that nepotistic anti-predator behaviour displayed by parents provided philopatric offspring benefits, which could be an incentive to stay and forego independent reproduction. Predation, (hawks - 80 % and owls - 15% of deaths observed) is the main cause of mortality. Parents increased their vigilance nepotistically; they were more vigilant against surprise predator attacks, and gave alarm calls when attacked when feeding together with offspring. However, the two parents differed in their behaviour. Mothers gave calls only when together with their offspring, while males also warned unrelated immigrants. Sitting predators were approached and mobbed more intensely by parents in the presence of philopatric offspring. The vocalisation of Siberian jays provides information about predation risk. Specific calls are given for hawks and owls, and calls also varied with hawk behaviour. The nepotistic anti-predator behaviour of parents is a benefit, which the offspring can gain only “at home”, and such behaviour appears to promote offspring to forego dispersal and independent reproduction. This was confirmed in an experimental manipulation; philopatric offspring dispersed when fathers were removed and replaced by a despotic, immigrant stepfather. From a life-history perspective, parents have an incentive to protect their reproductive investment. Nepotistic anti-predator behaviour create a safe haven in the natal territory for philopatric offspring and provides direct fitness benefits. Without such direct fitness benefits offspring may disperse and wait for a breeding opening elsewhere. </p>

Evolution is fuelled by independent reproduction events. Yet, the offspring of at least three percent of all bird species postpone dispersal and forego independent reproduction. The Siberian jay, Perisoreus infaustus, is such a species where some offspring are philopatric and remain in their natal territory for up to three years, forming family groups. The main finding of this thesis is that nepotistic anti-predator behaviour displayed by parents provided philopatric offspring benefits, which could be an incentive to stay and forego independent reproduction. Predation, (hawks - 80 % and owls - 15% of deaths observed) is the main cause of mortality. Parents increased their vigilance nepotistically; they were more vigilant against surprise predator attacks, and gave alarm calls when attacked when feeding together with offspring. However, the two parents differed in their behaviour. Mothers gave calls only when together with their offspring, while males also warned unrelated immigrants. Sitting predators were approached and mobbed more intensely by parents in the presence of philopatric offspring. The vocalisation of Siberian jays provides information about predation risk. Specific calls are given for hawks and owls, and calls also varied with hawk behaviour. The nepotistic anti-predator behaviour of parents is a benefit, which the offspring can gain only “at home”, and such behaviour appears to promote offspring to forego dispersal and independent reproduction. This was confirmed in an experimental manipulation; philopatric offspring dispersed when fathers were removed and replaced by a despotic, immigrant stepfather. From a life-history perspective, parents have an incentive to protect their reproductive investment. Nepotistic anti-predator behaviour create a safe haven in the natal territory for philopatric offspring and provides direct fitness benefits. Without such direct fitness benefits offspring may disperse and wait for a breeding opening elsewhere.

Många problem i skolan har sin grund i kamratrelationer. Som lärare ställs man inför barnen och deras uppfattningar om tillvaron. Man vet väldigt lite om barnens tankar kring kompisskap men måste trots allt i rollen som lärare handskas med ovanstående problem. Därför vill vi genom att ställa frågan ”Vad gör en kompis till en kompis?” synliggöra barnens tankar om kriterierna vid val av kompis. Att få reda på barnens tankar vid kamratval gör en själv bättre rustad för att kunna hjälpa elever att lyfta fram sådana egenskaper som främjar goda kamratrelationer. Goda kamratrelationer motverkar ett tufft klimat i skolan. / Examensarbete på Grundskollärarlinjen med inr mot åk 1-7 ht 1992.Roger Nieminen har senare bytt efternamn till Norman.

Seguendo l’approccio metodologico della grounded theory sono stati esplorati i dati relativi a 32 relazioni psicodiagnostiche a fini peritali per casi di disadattamento lavorativo. I dati sembrano evidenziare ipotesi teoriche riguardanti dinamiche e caratteristiche intrapsichiche coinvolte nei processi di fronteggiamento degli eventi avversativi in ambito lavorativo, come ad esempio il mobbing. In particolare il costrutto di resilienza e le concettualizzazioni tipiche della psicologia dello sviluppo lungo l’arco di vita sembrano essere elementi teorici che integrati nelle tradizioni di ricerca sul disadattamento lavorativo tipiche della psicologia clinica, psicologia sociale e medicina legale possono apportare nuove prospettive, ipotesi di ricerca e proposte operative. Parallelamente viene presentato uno studio di caso singolo che comprende un arco temporale di osservazione di più di 3 anni dal termine di un mobbing fino a due anni dopo il termine di un percorso psicoterapeutico cognitivo-comportamentale. / According to grounded theory methodology 32 psychodiagnostic assessments of compensation claimants who present with complaints of bullying, burnout or work related stress. Data analysis shows possible new theoretical hypothesis about intrapsychic dynamics and characteristics involved in coping with occupational stressor. Resilience and life-long developmental theories fit with data and emerging hypothesis. This theoretical development and traditional research approach in fields like clinical psychology, social psychology and forensic medicine, when integrated on each other give new prospectives, research hypothesis and working proposals. At the same time a single case study is analyzed. A 3 years long monitoring of a bullying victim started up at the end of the harassment and concluded 2 years after the end of a Cognitive and Behavioural Therapy.