Discrimination between mobbing and conflict is crucial for identifying and addressing those social phenomenon in the workplace. Although both situations may involve confrontations and negative behaviors, there are some key characteristics that differentiate them.
Mobbing involves repeated, intentional, and deliberate behavior that threatens the physical and mental health of the victim. It is characterized by a power imbalance, primarily on an emotional level, as the victim is unable to defend themselves against the perpetrator. This negative behavior can manifest through verbal attacks, unfair criticism, social isolation, and other forms of harassment aimed at humiliating and demeaning the victim.
In contrast, conflict can happen incidentally and usually does not have serious consequences. It is a possible and normal interaction in any workplace and does not involve the power imbalance that characterizes mobbing. In a conflict, the participants are typically equals, and the relationship between them can be friendly or professional. Differences are resolved through dialogue and negotiation, without the intention of imposing or humiliating the other person.
Furthermore, one of the key differences between mobbing and conflict in the workplace is the intention of the individual to behave in this specific negative way. In mobbing, the behavior is planned, intentional, and deliberate, whereas in conflict, disagreements and confrontations arise accidentally and without the intention to cause long-term harm. The premeditated nature of mobbing “enforces: us to take the appropriate measures regarding its handling. Bullies are fully aware of their actions and carry them out to exert power and control.
Another important feature of mobbing, is the duration and the repetition of the negative actions. The perpetrator’s behavior persists over long periods, while a conflict may occur only once or over short periods. Continuous and prolonged attacks create an environment of fear and uncertainty for the victim, while conflict, being temporary, does not have the same impact.
In mobbing, there is often a tendency to place the blame on the victim. The bully often tries to justify their actions by accusing the victim of causing the situation. In contrast, in a conflict, the participants usually acknowledge their responsibilities and attempt to resolve their differences with mutual concessions and remorse.
Understanding these differences is crucial for developing effective strategies to prevent and address this phenomenon in the workplace. Organizations need to educate and train their employees to recognize the signs of mobbing and encourage the reporting of incidents without fear of retaliation. Cultivating and maintaining a safe and supportive work environment is essential. The role of the leader and the leadership team is pivotal in this phenomenon.
In summary, while conflicts in the workplace are inevitable and can be resolved through dialogue and negotiation, mobbing constitutes a serious violation of individual rights and requires immediate and decisive action to protect victims and ensure a healthy work environment.
