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According to Leyman, mobbing has 5 development phases:
1) Conflict - As a potential basis of mobbing, there is an unresolved conflict among associates, which ultimately results in a disorder in interpersonal relations. The original conflict is soon forgotten, and the remaining aggressive tendencies are directed towards the chosen person.
2) Aggressive Behavior - Pushed aggression escalates into a psychotherapist. In the whirlwind of intrigues, humiliation, threats and psychological abuse and torture the victim loses his professional and human dignity and begins to feel and becomes a less valuable subject who loses his reputation, support, and voting rights in his working environment.
3) Involvement of management - In this phase of mobbing involves management. Unfortunately, management generally misjudges the situation. Management instead of providing support to the victim begins the isolation of the victim or denies the problem of the mobbing victim.
4) Stigmatization of the victim - At this stage the victim is already characterized as "severe" or even "mentally disturbed" person. It becomes a "duty culprit" for all omissions in a work organization. The fourth phase is characteristic of the desperate "survival struggle" of the victim, where burnout at work occurs at the time, chronic burnout syndrome, psychosomatic or depressive disorders.
5) Exclusion of the victim from the workplace - After many years of exposure to terror, the victim suffers from chronic illness, disorder, eventually voluntarily or forcedly leaving work or even attempting self- service.
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