MOBBING IN ORGANIZATIONS: THE TYPOLOGICAL-STRATEGIC APPROACH

INTRODUCTION The dynamics of changes in social relations in Ukraine, despite complaints about their morbidity, inconsistency, slowness, is still accelerating. This leads, among other things, to intensification of competitiveness in the labour market. On the one hand, the objective need for competent specialists able to work in accordance with modern professional requirements grows, and on the other hand, it triggers personal motivation to preserve and enhance own status, prestige, influence on other people, control over own life, etc. Contradictions exists between the interest of society in maximal progressive transformations and enhanced production productivity, as well as in improved state and corporate governance, better education, science, culture, medicine, stronger defence and law enforcement agencies, etc., from one side, and an ordinary citizen’s personal, often subconscious, resistance to “start a causal series form him/herself”, his/her naturally predisposed tendency to minimize efforts, from the other side; these contradictions generate tension in the professional environment, leads to conflicts and their non-constructive devolution, such as mobbing 1 . Paradoxically, people encounter mobbing during the most productive period of their lives, when they acquire a profession, gain professional experience and reach the tops of their professional skills, the so-called, acme-period. It is assumed that professional development, as a rule, is synchronized with personal maturity that is characterized by a developed axiological sphere, prosocial behaviour,