Patologie relacji interpersonalnych w organizacjach a relacje władzy – mobbing jako problem „ponadpokoleniowy”
Dysfunctions in Organisational Interpersonal Relations and Power Relations – Mobbing as a Cross-Generational Problem

Summary/Abstract: The reflections presented in the paper are based on the assumption that dysfunctions in the employee teams relations can lead to the intentional strategies of particular organisational actors to gain or stay in power or informal control in the institution. There arekey ideas of the classical organizational game theory by Michel Crozier and Erhard Friedberg presented in the paper. They constituted the basis for the mobbing research conducted by the author of the paper. Assuming that team action represents a perpetual politics particular emphasis was made on the power and informal control mechanisms that coexist in the institutions influencing the organisational culture. As a result of the research in academia mobbing is defined as a dysfunctional mechanism of power and informal control. It is also demonstrated that mobbing is initiated by mobber in the situation when his or her positionin an organisation is under the threat, and mobbed persons are mostly those organisational actors that have the strongest resources

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