In April and May 2012 I wrote many kollegues, worldwide, my request:

Wich two questions would you ask (prof.) Heinz Leymann in this time,as he were still alive and even 80 years old ?“

And here are some answers they created and send me back::

 

Manuel Salvador Gomes de Araújo / Portugal

1) Dear Professor Leymann, which professional profile must have managers of
human resources for improved dignity in the workplace?

2) What can we do to make leaders more humane and respectful?

 

Pavel Beno / Czech Republic

1)  Do You think there is some correlations between percentage of mobbing (bossing, bullying) and quality of  fairness (or even demokracy?) in the society?

2)  Would You mind to call mobbing/bossing/bullying also some arts of economic violence between people (fraud, corruption…)?

3)  Were „civilcourage“ a solution to prevent  mobbing/bossing/bullying? 

 

Sarah Branch / Australia

Your question came at a very opportune time as myself and a number of other colleagues who research workplace bullying and mobbing met to discuss the current state of research in the area.

One question we would like to ask Heinz Leymann today, if he were still alive, would be:

1)  Given what we now know about workplace bullying and workplace mobbing what do you see are the differences and similarities in the two concepts, both conceptually and practically, and when would you use the two concepts?

We look forward to reading the response.

 

Torunn Dahl / Ireland & United Kingdom

1) Which key research finding since your initial findings has contributed the most to being able to stop/prevent bullying in the workplace?

2) Would you still agree that personality is not a contributory factor to why people are victims of bullying?

 

Ståle Einarsen  / Norway

I were so lucky as to meet Heinz on many occasions, and have had the opportinuty to discuss with him many things and  and also ask him the questions that I needed.

 

Evelyn Field / Australia

1)  How to treat some one who was badly injured by bullying and can’t work?

2)  How do you help a seriously bullied victim return to their pre-bullying personality?

 

Jan Reidar Gregersen / Norway

In his early writings he (Heinz Leymann) described bullying (or mobbing) as a conflict that ought to be explained from the situation the participants were in. As far as I understand, this approach was made to avoid focus on victims‘ personalities. 

1)  Provided my intepretation is correct, doesn’t this approach also hinder useful analysis of perpetrators‘ personalities, for example if they represent personality disorders?

2)  Most definitions assume that the bully (almost fully) controls the situation whereas the victim hardly does. Isn’t it then misleading to discribe such a situation as a „conflict“, indicating a two-sided struggle?

 

Paul Greiff / Norway

How would you describe the relation between conflict and bullying:

a) In school bullying?

b) In workplace bullying?

 

 Christiane Kreitlow / France

 

1)   What kind of Workplace Prevention Policy? After control and domination over the other (harassment/bullying/mobbing) should we settle for management of the other? »

Quelle politique de la prévention au travail ? Après emprise et domination de l’autre devons-nous nous contenter de favoriser une politique de gestion de l’autre ? 

2)  Does harassmen/bullyingt/mobbing at work only describe management, socio-psychological and medical issues? What other outlook can (must) we set out ? what are the requirements for more humanity at work ?

Le harcèlement moral au travail ( mobbing-bullying) relève-t-il seulement d’un problème managérial, socio-psychologique et médical ? Quelles autres perspectives pouvons(devons)-nous donner. quelles conditions pour plus d’humanité au travail ?

 

Stig  Berge  Matthiesen / Norway

 1) Will workplace bullying evolve as a problem in the workplace of tomorrow?

2) Is the mobbing/ bullying concept adequate, or should it be refined into more
clearcut and distinct subtypes?

 

Conor Mc Guckin / Ireland

1)  You have lived for 80 years and have witnessed a lot in terms of aggression between people. What do you think we will witness in the next 80 years? Will it get worse? Do we need new theories to understand aggression among co-workers?

2)  What is the single biggest personality / individual factor that we should research and understand more?

 

Florencia Peña San Martin / Mexico

1)  Do you think workplace bullying and mobbing are the same phenomena or not?

2)  Do you think that negative acts interact and overlap in workplaces?

 

 

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