Impacts of mobbing and bossing in human resource management

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F60076658%3A12510%2F21%3A43903745" target="_blank" >RIV/60076658:12510/21:43903745 - isvavai.cz</a>

Nalezeny alternativní kódy

RIV/60076658:12220/21:43903745

Výsledek na webu

<a href="https://www.intechopen.com/search?term=Beyond%20Human%20resources" target="_blank" >https://www.intechopen.com/search?term=Beyond%20Human%20resources</a>

DOI - Digital Object Identifier

<a href="http://dx.doi.org/10.5772/intechopen.97539" target="_blank" >10.5772/intechopen.97539</a>

Jazyk výsledku

angličtina

Název v původním jazyce

Impacts of mobbing and bossing in human resource management

Popis výsledku v původním jazyce

Nowadays, every organisation is looking for new approaches and ways that lead to the optimal usage of workforce and potential of workers which in turn leads to improved status of the business subject within the competitive environment. A still unappreciated element in business management is the level of relationship between the managers and employees and among the employees tmehselves. Good social relationships, open in-house climate and quality communication significantly influence the behaviour of employees and their performance, contribute to participation of employees in fulfilling the organisation’s goals and by that increasing the performance of the workers and the organisation as a whole. This sphere of social relationships, in-house climate and quality of communication is a stabilizing or unstabilizing element in businesses. In and unsatisfactory and stressul environment, undesirable fluctuations in the employees‘ performance occur. Harmful practices (bullying), which prevent the optimal usage of the workforce, lead to the creation of an unfriendly and disfunctional Environment, breakup of teams, they lower the creativity of the employees and encourage bad attendance and fluctuations. A decline in morale of the whole company occurs and the performance, quality of work and productivity of workers also decreases. In spite of the aforementioned reasons why we should fight against these harmful practices which show signs of bullying, more than 40% of Czech employees between 2007 ad 2011 have experienced some form of bullying.

Název v anglickém jazyce

Impacts of mobbing and bossing in human resource management

Popis výsledku anglicky

Nowadays, every organisation is looking for new approaches and ways that lead to the optimal usage of workforce and potential of workers which in turn leads to improved status of the business subject within the competitive environment. A still unappreciated element in business management is the level of relationship between the managers and employees and among the employees tmehselves. Good social relationships, open in-house climate and quality communication significantly influence the behaviour of employees and their performance, contribute to participation of employees in fulfilling the organisation’s goals and by that increasing the performance of the workers and the organisation as a whole. This sphere of social relationships, in-house climate and quality of communication is a stabilizing or unstabilizing element in businesses. In and unsatisfactory and stressul environment, undesirable fluctuations in the employees‘ performance occur. Harmful practices (bullying), which prevent the optimal usage of the workforce, lead to the creation of an unfriendly and disfunctional Environment, breakup of teams, they lower the creativity of the employees and encourage bad attendance and fluctuations. A decline in morale of the whole company occurs and the performance, quality of work and productivity of workers also decreases. In spite of the aforementioned reasons why we should fight against these harmful practices which show signs of bullying, more than 40% of Czech employees between 2007 ad 2011 have experienced some form of bullying.

Druh

C - Kapitola v odborné knize

CEP obor

—

OECD FORD obor

50204 - Business and management

Projekt

—

Návaznosti

I - Institucionalni podpora na dlouhodoby koncepcni rozvoj vyzkumne organizace

Rok uplatnění

2021

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název knihy nebo sborníku

Beyond Human Resources - Research Paths Towards a New Understanding of Workforce Management Within Organizations

ISBN

978-1-83969-272-7

Počet stran výsledku

12

Strana od-do

107-118

Počet stran knihy

195

Název nakladatele

IntechOpen

Místo vydání

Londýn

Kód UT WoS kapitoly

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