Why???

Let’s begin by emphasizing that mobbing is not solely caused by individuals; the organizational structure may either support mobbing or fail to incorporate elements that could prevent it. According to Leymann, mobbing stems from four problems: insufficient work planning, inadequate leadership behaviors, the victim's lack of protection, and insufficient moral standards within the organization.

What could be the organizational causes?

Negative organizational climate, weak relationships, a strong hierarchical structure, competition, job complexity, uncertainty, time pressure, a non-human-centered structure, Machiavellian leaders, communication problems, lack of effective communication channels, lack of team collaboration, and ignoring the causes of conflicts...

What could be the mobber's causes?

The mobber (harasser) may be envious, ill-intentioned, intolerant, prejudiced, possess narcissistic, paranoid, obsessive, or antisocial personality traits, seeking to compensate for social exclusion in their personal life by asserting dominance in their work life, believing they have privileges, wanting to take revenge for what they cannot possess, enjoying hostility, or seeking excitement out of boredom...

Who is at risk of being a victim?

Creative, innovative, well-meaning, highly skilled, extremely successful, new employees, those who are different, those with low self-confidence, individuals with weak social skills, those who have received praise or recognition from management, those with a strong sense of justice, and employees who have previously been subjected to mobbing...