Üsküdar University Founding Rector, Psychiatrist Prof. Dr. Nevzat Tarhan made an assessment about mobbing. Noting that mobbing, also called bullying or intimidation, is generally experienced in business life, Psychiatrist Prof. Dr. Nevzat Tarhan, stating that mobbing is a planned and systematic action, "It is aimed to harm the person in mobbing." said. Noting that there is no fair operation in systems where there is no quality management approach, Tarhan said, “Bullying is common in leader-oriented systems. If there is a system-oriented structure, bullying decreases.” said. prof. Dr. Tarhan said that people who practice mobbing are egocentric, Machiavellian and perfectionist.
prof. Dr. Nevzat Tarhan said that there is systematic emotional harassment in mobbing.
Noting that mobbing is also called bullying, Prof. Dr. Nevzat Tarhan said, “Mobbing is the act of a person or a group of people to harass a person or another group. In mobbing, there is emotional harassment and it is done in a systematic way. In other words, getting angry like a fire in a straw cannot be considered as mobbing. In mobbing, various behaviors are made in order to intimidate the person, that is, to reach a certain goal and to harm the person. Of course, the element of intent is at the forefront here. It is important to have the intention to mobbing here. Acting like this without an intention, that is, as a requirement of one's character, may not mean mobbing.” said.
Stating that mobbing is generally encountered in business life, Prof. Dr. Nevzat Tarhan said, “It can be encountered at workplaces from time to time. If there is an impression such as 'What if this person is obsessed with this', 'This person is dealing with the other person, it will make him crawl', it means that the person is subjected to mobbing, especially if it is seen by the manager that these behaviors are directed at an employee.” said.
prof. Dr. Nevzat Tarhan warns about psychological bullying
Expressing that the administrators, who usually hold the power but have weak social skills in persuasion, apply mobbing. Dr. Nevzat Tarhan said, “People who have weak ability to discourage the other party by convincing and developing strategies have less negotiation skills, negotiation skills, conflict resolution skills, and may act impatiently. Leaders with these characteristics or hasty and impatient managers may develop psychological bullying. In other words, they get attached to a person, they make this person busy, for example, they can shout and call these people in front of everyone. However, sometimes they don't act like physical abuse or physical abuse, but they don't greet him, they don't shake his hand, they ignore him. They don't even make eye contact with this person. They give this person too much work, they try to make him unbearable. Sometimes it prepares the ground for making mistakes in a planned way. When a person makes a mistake in the community, he says, 'Look, this is how it is'. It goes to the person. It does this in a planned way by design.” said.
prof. Dr. Nevzat Tarhan stated that mobbing should be planned and systematic.
Emphasizing that mobbing is both a crime against humanity and a crime defined in law, Prof. Dr. Nevzat Tarhan said, “However, mobbing is not easy to prove. It is important that it is planned and designed. It is systematic and aimed to harm the person. This type of mobbing is done very skillfully. There is no fair operation in systems where there is no quality management approach because the boundaries of the relationship are not clear. As such, the strong oppress the weak. If there is a Machiavellian leader, if he sees every way possible to reach the goal and only thinks about his own interests, and if these people are the majority in this system, if the system is selfish, non-peaceful competition begins there.” said.
prof. Dr. Tarhan mentioned that bullying has decreased in system-oriented structures.
Emphasizing that there is a lot of bullying in leader-oriented systems, Prof. Dr. Nevzat Tarhan said, “If there is a system-oriented structure, bullying decreases. In the leader-oriented system, everyone tries to be helpful to the leader. In systems-oriented structures, the way is cleared for those who do the best, whereas in leader-oriented systems, the way is cleared for the leader, and non-peaceful competition occurs. Everyone begins to undermine each other, tries to be nice to the leader, and acts according to the leader's weaknesses. In such cases, horizontal mobbing emerges. In other words, mobbing can be done among the chiefs in order to please the manager.” said.
prof. Dr. Nevzat Tarhan said that mobbing or bullying is seen in workplaces where there is no equity and fair functioning, and mobbing can also be seen in places where discrimination and nepotism exist.
Noting that peaceful competition is good, it provides development, but non-peaceful competition is destructive and destructive. Dr. Nevzat Tarhan said, “In a place where non-peaceful competition dominates, everyone tries to trip their friend instead of reaching a goal. Bullying, in other words mobbing, is more common in cultures where there is an understanding of pulling out. Unfortunately, mobbing also exists in our culture. How you say it is as important as what you say. Those who don't know how to say it, don't know how to cooperate, are unwittingly bullying." said.
Tarhan emphasized that managers who apply mobbing have three characteristics.
Noting that people who practice mobbing have some features, Prof. Dr. Nevzat Tarhan said, “If the character of the manager or leader in the system sees everyone who does not think like him as an enemy and only gathers them around his own interests, they have a high potential for mobbing. These types of leaders have three characteristics: they are egocentric, they only take themselves as the center. They are Machiavellian, that is, they say, 'Everything is permissible to reach the goal'. Third, they are perfectionists and have high expectations. They force themselves to reach the goal, and they also force others. They do not give importance to the concept of right and justice, they constantly change the right, they are unprincipled. Since they are egocentric, they are not system-oriented, and an institutional structure has not been formed for this. There are victims in the group and there are frequent job changes there.” said.
Noting that mobbing can sometimes be from the subordinate to the top, Prof. Dr. Nevzat Tarhan said, “In such cases, the employee sabotages the work. He says 'yes' but doesn't. He says, 'Okay, sir,' but does not follow the instructions. He deliberately does wrong. He makes his manager make mistakes and puts him in a difficult situation. He spreads false rumors about him. Sometimes it even hides information.” said.
Tarhan explained that mind reading should be avoided
Recommending that people who think they have been subjected to mobbing should get opinions from third parties, Prof. Dr. Nevzat Tarhan said, “These people should try to detect mobbing without reading intent. Get a third party opinion. Do not perceive every move as mobbing. Sometimes people who think they are being mobbed read intentions. Let's say the manager is not smiling that day. He says, 'He is obsessed with me and he doesn't laugh because of it', whereas the manager is bored with something else, he doesn't laugh because of it. You should not do mind reading in such situations. People who read minds both do mobbing and become victims.” warned.
prof. Dr. Nevzat Tarhan stated that mobbing must be resisted.
"If there are people who cannot defend themselves against mobbing, mobbing increases," said Prof. Dr. Nevzat Tarhan said that in order to combat mobbing, when a person thinks that he or she is being mobbed, he must talk to that person. Tarhan said, “It is very important for the person who has been mobbed to say no. The person who thinks that his manager is using mobbing, explained this in an appropriate language and said, 'I am very hurt by the behavior or things you said to me in public, I am very sorry. It is important here that he can say 'I want you to know'. When he says this, the other party may say, 'This person's intention was not what I thought.' If this person is mind-reading, the prejudice in his head will dissipate. The strength of bullying comes from the victim's acceptance, not resisting the intimidation.” said.
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