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Today, when a part of employees is afraid to lose a workplace and a part – wishes to make a career in any way, the topic of mobbing become more actual than ever before. I want to identify situation of mobbing in the collective as situation that needs improvements, because it provokes people to waste their time on unnecessary things and destroy relationships in the collective.
The situation of mobbing has the next character. One part of the collective is aggressive to other members of it and it provokes conflicts between co-workers, managers and subordinates. I think that it is necessary to define term “mobbing”, because its determination will help us to be objective in reasoning. Mobbing is characterized by very sophisticated behaviours such as socially isolating the victim, gossiping, deliberate misjudging, hiding the information, etc. In other words, this term is designate purposeful pursuit or unfair attitude toward a worker from the side of colleagues or the authority. Nobody wants to listen to other people in collective and aggressive type of communication became normal. Power in collective is divided between opposite “camps of co-workers” and such situation has destructive character. I think that such situation needs immediately improvement, because it destroys not only relationships, but also mobbing badly influences on psychical health of employees and leads to disappearing of business contacts that can create firm destruction.
Thinking about mobbing problem with more details, it is possible to say that although a self word “mobbing” appeared recently, the phenomenon which it designates existed always. Practically every employee even one time in life ran into one or another display of mobbing on the working place. Now the theme of mobbing actively comes into question in the western press. Annually in Europe millions of employees of different enterprises confess to the psychologists with appeal against unfairly treating at the work. Horowitz (2001) stated that according to German statistics, the half of personnel of companies in Germany undergoes mobbing. Moreover, the number of mobbing victims increases from year to year.
Thinking about outcomes of the mobbing we see that first of all the consequences of mobbing greatly influence on a health and mental state of the “victim”. They can result nervous diseases, heart attacks and even suicide. Nevertheless, obviously, that an unhealthy atmosphere in a collective, intrigues and disagreements of employees are reflected on financial indexes: the labour productivity falls, fluctuation movement of personnel increases, a collective becomes less joined. Therefore leaders cannot underestimate this phenomenon, and to encourage it. Through the prism of psychodynamics, it is necessary to say that according to Freud, a psyche was described as battlefield between irreconcilable instincts, reason and consciousness. His psychoanalytical theory exemplifies psychodynamic approach. The concept of dynamics implies in his theory, that the behaviour of man is fully determined, and unconscious psychical processes has big value in control of personal behaviour.
Analysing situation in above presented collective it is necessary to say that the signs of mobbing cause different reaction of leaders. Sometimes the authority is not nearly receptive to them, and sometimes – publicly or privately encourages a rivalry. Both in that and in other case a situation, as a rule, gets out of hand, even if the leader think that he manages it. In my opinion situation of mobbing has deep psychological roots and according to LeMouse (2009) “one of the key concepts of Sigmund Freud’s approach to psychology (or the ‘psychodynamic approach’) is that the psyche is split into three separate entities. These entities are the ‘id’, the ‘ego’ and the ‘superego’, with the first and last being largely unconscious. The id is the childlike, animalistic side of our personality that’s driven by its sex drive and desire for gratification, food and warmth. This is then kept in check by the ego and the superego, with the superego being the opposite of the id – a highly controlling and anxious entity that seeks to act in a socially acceptable manner, almost like a conscience. The ego is then trapped somewhere in the middle.”
I think that in this concrete collective problem could be solved through productive manager’s actions, because exactly managers, foremost, are under an obligation to understand importance of healthy psychological climate for normal work of employees in the company. That is why their participating in the decision of productive conflicts is necessary. In my opinion a competent leader will do all possible, to recover the peace and stop unhealthy relations between employees. Thus, overcoming of similar problems is assisted by their open discussion with all participants of mobbing. It is important to remember, that in a conflict situation a leader should be objective, however, he sympathized with one of parties. Leader must listen to all complaints and in every case to define the degree of participating in the decision of problem.
Basing on all above presented information it is possible to conclude that the problem of mobbing in a working collective existed always, and while it is not found single recipe of fight against this phenomenon. However, sincere interest to life of the subordinates and fundamental position of guidance on this question will allow to find a deserving exit from this not simple situation.

References
Horowitz, M. (2001). Cognitive Psychodynamics – from Conflict to Character. Wiley.
LeMouse, M. (2009). Sigmund Freud’s Psychodynamic Theories. Retrieved from http://www.healthguidance.org/entry/10736/1/Sigmund-Freuds-Psychodynamic-Theories.html
Scontrino, P. (1994). “The Psychodynamics of Work and Organizations: Theory and App”. Personnel Psychology, Vol. 47.