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Made available in DSpace on 2015-03-05T20:06:22Z (GMT). No. of bitstreams: 0 Previous issue date: 3 / Nenhuma / Este estudo analisa a compreensão que os trabalhadores empregados em serviços de saúde têm sobre o assédio moral no ambiente de trabalho. É um estudo exploratório, de natureza qualitativa e quantitativa. Foi realizado no Sindicato dos Empregados em Estabelecimentos de Saúde - Sindisaúde, incluindo trabalhadores de serviços de saúde de Passo Fundo e outras cidades da região. Os dados foram obtidos por dois instrumentos: uma entrevista semiestruturada com perfil socioeconômico e demográfico e vivências de violência no trabalho, além de um questionário para caracterização do assédio moral. Participaram da pesquisa 13 profissionais, dentre Técnicos de Enfermagem, Auxiliares de Enfermagem, Auxiliares de Limpeza e Auxiliares de Cozinha. Os dados foram tratados por meio da análise de conteúdo temática e cálculos estatísticos simples. Identificou-se que a compreensão de assédio moral no trabalho, para os participantes do estudo, esteve fundamentada em dois eixos principais: 1) vivências que foram chamadas inadequada / This study examines the understanding that workers employed in health services have on mobbing in the workplace. It is an exploratory study of qualitative and quantitative approach. It was carried out in the Sindisaúde - Union of Employees in Institutions of Health, including health workers in Passo Fundo and other cities of the region. The data were obtained by two instruments: a semistructured interview with socioeconomic and demographic profile and experiences of violence at work, and a questionnaire to describe the harassment. Participated in the survey 13 professionals, among Nursing Technicians, Nursing Assistants, Cleaning Assistants and Assistants for the Kitchen. The data were processed by the analysis of thematic content and simple statistical calculations. It was identified that the understanding of mobbing at work, for the participants in the study, was based on two main axes: 1) experiences that were called inadequately of mobbing (76.92%), that included management practices by injury, managemen

Práce popisuje koordinaci organizace v členění profesora Trunečka a Vodáčka (prostředí, strategie, struktura a kultura). Jednotlivé bloky jsou teoreticky charakterizovány a v praktické části popsány na příkladu podniku střední velikosti. V tomto podniku bylo také provedeno dotazníkové šetření, jenž zjišťovalo vnímání kvality života a podnikové kultury jednotlivými zaměstnanci. V závěru jsou rady a doporučení, jak problematické okruhy vylepšit.

Workplace bullying caused business owners to lose about 80 million employees' workdays each year. Workplace bullying can cost an organization up to $300 billion for increased medical claims, lost productivity, and employee turnovers, and up to $23 billion in additional expenses, such as costs for employee absenteeism and legal costs. The purpose of this single case study was to explore successful strategies to address workplace bullying used by 7 human resource (HR) managers and executives in 1, small-to-medium-sized organization in Central Florida. The HR managers and executives had 5 or more years of HR experience. The risk management framework and theory of planned behavior were the conceptual frameworks that guided exploration of the phenomenon. Data were collected from semistructured interviews with HR managers and executives and from company artifacts, such as HR and risk management policies. Member checking and transcript review strengthened trustworthiness of data analysis and interpretations. Data were analyzed using thematic analysis. Five themes emerged from the data analysis: enhanced training, encourage reporting, develop HR business partner model, implement policies and guidelines, and enforce zero-tolerance policy. The findings of this study may contribute to positive social change by building awareness of workplace bullying for employees, organizations, and society, and by providing strategies to reduce the number of bullied victims and enrich social harmony within organizations and communities.

<p>This thesis aims to answer the questions; what and were does peer mediation fit into the theoretical and practical frameworks of mediation? How does peer mediation fit into the retributive legal system as it stands today? What problems can arise with the use of peer mediation, its organizations and with the use of adolescent peer mediators, in a legal perspective? </p><p>When it comes to the question of where peer mediation has its theoretical framework the hypothesis in this thesis are that peer mediation, with respect to the practical framework, is a hybrid of the settlement driven mediation and the transformative mediation. The theoretical framework comes from the philosophy of restorative justice (RJ), primarily the victim-offender mediation in the sense that if peer mediation per se is not enough it has to bee a whole school approach for it to work. In RJ, the community is as important as the primarily parties, the offender and the offended. In school conflicts, the community is the whole school, and as such it has to bee the whole school that is involved in the conflict management program. </p><p>The method used in this thesis is the traditional method of jurisprudence combined with two case studies. The first case study is the "Peer mediations Project" that in fact was the starting point for the research. The aim with this case study is too show how peer mediation can work in Sweden, both on an organizational and a practical level. In doing so it also highlights which legal questions that is relevant for this thesis. The second case study is the "Spice conflict". This case study aims to make researcher go deeper in the legal issues as well as to illuminate a school conflict and how it can progress. </p><p>The fist chapter gives a background for peer mediation and the focus of this thesis, as well as the first contact with the two case studies. Chapter two gives a legal background for the thesis. Chapter three deals with conflict theory and chapter four with schools conflicts and the different programs there is to handle those conflicts. In chapter five the different mediations models are presented more in depth and discussed from at mediation perspective. Chapter six goes deeper into the second case study in an effort to resolve the legal issues that has arisen. In the last chapter there is a discussion which originates from the five Nordic principles of mediation, facilitative, peaceably, freely, confidently and restoratively, in conjunction whit mediation, conflict and legal theory.</p>

Den här uppsatsen handlar om mobbing ur elevers perspektiv. Jag har valt att intervjua barn i åldrarna 8-12 år, och barnen kom från två olika grundskolor i mellan Sverige. Den litteratur som används är mestadels baserad på nordisk forskning. I studien redogörs för barnens uppfattning om vilka personligheter som mobbar och vilka som offren är. Hur ser barnen på fenomenet mobbing och hur kan lärare och elever, enligt dem, arbeta tillsammans för att förebygga mobbing i skolan. Vilka blir konsekvenserna för de som deltar i dessa handlingar och för dem som blir utsatta? I undersökningen redogörs det också för fem av de antimobbningsprogram som är vanligt förekommande i landets skolor. Studien visar att alla eleverna visste vad mobbing är för dem, att det kan vara fula ord, slag och sparkar. Eleverna tror att de som mobbar är arga eller ledsna av sig, och de som blir mobbade kan vara vilka ersoner som helst. Dessa barn som drabbats av mobbing kommer troligtvis drabbas av huvudvärk, magont, dåligt självförtroende, huvudvärk och magont. Dom vill inte gå till skolan, och i värsta fall får de självmordstankar. / This essay is about bullying from the students point of view. I`ve chosen to interview children between 8-12 years old, in two schools from the central part of Sweden. The main part of the literature I´ve used is based on Nordic researches. The study reads up on children`s perception of what personalities the bullies have and who their victims are. What is bullying for them, the children I interviewed, and how can we work together to prevent bullying in schools. What are the consequences for those who participate in these acts and for those who are being abused? The investigation also reads up on five of the most common bullying programs used in scholls around Sweden. The study shows that every one of the students knew what bullying is, that  it can be nasty words, punches and kicks. The students belive that those who bully are angry and sad, and those who are being subjected can be anyone. These children most likely will get low self esteem, headache and stomach problems. They don`t want to go to school, and in worse cases they´ll get suicidal thoughts.

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.

Objektas: mobingas darbuotojų santykiuose. Problema: Koks mobingo darbuotojų santykiuose išplitimas Lietuvos turizmo organizacijose ir kaip sumažinti šio reiškinio pasekmes vidiniame organizacijos kontekste? Tikslas: Ištirti mobingo darbuotojų santykiuose raišką Lietuvos turizmo organizacijose. Uždaviniai: 1. Apžvelgti mobingo darbuotojų santykiuose konceptualią esmę. 2. Nustatyti mobingo darbuotojų santykiuose raišką organizacijose. 3. Suformuoti vadybinių priemonių rinkinį mobingo pasekmių mažinimui. Išvados: 1. Atskleidus mobingo konceptualią esmę išryškėjo, kad šis reiškinys sukelia neigiamus socialinius ir ekonominius padarinius – jis niokoja aukos psichinę sveikatą, protinę veiklą ir smukdo materialųjį gyvenimo lygį, žaloja reprodukcinę sveikatą, sukelia elgsenos sutrikimus ir, žinoma, žeidžia pagrindines žmogaus teises. 2. Nustatytas aukštas mobingo darbuotojų santykiuose raiškos lygis, t.y.:  darbuotojai neturi teisės į asmeninio gyvenimo privatumą tiek vadovų, tiek bendradarbių atžvilgiu. Nustatyta, kad darbuotojai nevengia tarpusavio konkurencijos, trukdančios jų partnerystei atliekant bendrą darbą.  dauguma vadovų nesivadovauja noro bendradarbiauti ir padėti kitiems principais, yra šališki ir akivaizdžiai nevienodai geranoriški visiems darbuotojams. Nustatyta, kad vadovai paskelbę nepagrįstai menkinančius vertinamuosius sprendimus, nesistengia ištaisyti savo klaidų, netgi jų nepripažįsta ir/arba nelaiko klaidomis. Dauguma vadovų abejingi kitų nuomonei... [toliau žr. visą tekstą] / Object: mobbing in employee relations. Problem: what is mobbing employee relations spread in Lithuanian tourism organizations, and how to minimize the effects of internal organizational context? Goal: to investigate the expression of mobbing employee relations in Lithuanian tourism organizations. Objectives: 1. Review mobbing employee relations conceptual core; 2. Set mobbing employee relations resolution organizations; 3. To develop proposals for reducing the consequences of mobbing. Conclusions: 1. The review of the mobbing conceptual essence revealed severe negative social and economic consequences - mobbing, but can destroy the victim's mental health, depress the material standard of living, can damage reproductive health, cause behavioral problems, going far beyond offending basic human rights. 2. A high level of prevalence of mobbing has been found in the workplace: - both managers and employees, do not fully enjoy privacy and compete against each other, hindering their partnership in the overall work. - most managers do not necessarily cooperate with and assist peers, and are often biased. It was found that managers posted unnecessarily belittling evaluative decisions, do not recognize or try to correct their mistakes and errors. Most managers indifferent to the opinions of others. Workers miss respect from their managers. The results show that Lithuanian tourism sector has not nurtured culture of open communication, characterized... [to full text]

Predator harassment is an anti-predator behaviour that may increase a harasser’s risk of predation but decrease the potential for predation for other members of a group. The Cape ground squirrel (Xerus inauris) is a facultative cooperative breeder from southern Africa that harasses venomous snakes. The objective of my study was to examine predator harassment to determine: 1) whether predator harassment was part of alloparental care by comparing harassment behaviour among age and sex classes; 2) how individuals adjusted their behaviour against different snake species; 3) whether olfaction was used in discrimination of snakes; and 4) if individuals possessed venom resistance against venomous snakes. I found that females with juvenile offspring harass snakes longer and more intensely than other individuals, suggesting that predator harassment was a maternal behaviour. Squirrels increased harassment, inspection and vigilant behaviours with risk when exposed to both live snakes and snake odours suggesting they can use olfaction to discriminate snake predators. I also found no venom resistance in Cape ground squirrels concluding the cost of envenomation was significant.