**4. Conclusion**

For the creation of healthy and harmonic workplace relationships it's necessary to continuously observe the atmosphere and climate in the organisation and systematically recognize eventual sources of conflicts and try to prevent them and in the case of a formation, removing them.

If there's an unsuitable and bad atmosphere at the workplace, hostile and disfunctional environment forms, team breaks up and decrease in creativity of workers, bad attendance and fluctuation all appear. Decrease in morality of the entire company occurs. Performance of workers and quality of work and productivity decrease and the costs increase. Disfunctional communication between the head employee and their subordinates and the absence of information towards the subordinates evoke a feelings of neglect and even injustice.

Occurrence of unethical behavior is in fact proportional to dissatisfaction at the workplace, poor social climate at the workplace and occurs at workplaces with a low level of ethics. It occurs there, where's competitive pressure, fighting for a better position, fighting for more benefits, there, where's existential uncertainty and fear of losing employment. Relationships between workers in such places and very weak and intolerant [12].

"Cleaning" the atmosphere can be helped by setting a style of managing, corporate vision, mission, rules of cooperation and principles of a collective contract in a way, that makes (or at least restricts) the creation of socially unsuitable work relationships impossible [5].

When problems persist it's necessary to be consistent: for example establish a crisis centre, name a corporate ombucman (a person who is responsible for solving conflicts among the company's employees). A responsible person, independent of the corporate hierarchy and who doesn't work in the company but is well acquainted with the situation in the company and is eligible to solve negative situations, has the necessary jurisdiction and is able to use legislative tools, corporate norms and moral principles of organizational behavior [5].

A basic communication tool in a company should consist of clear and understandable rules, delimitation of rights and obligations, responsibility of the participating and declaration of what behavior is expected and what behavior won't be tolerated of the employees. For rules clarify relationships and prevent unnecessary misunderstandings and feelings of injustice [12].

Corporate philosophy/culture which represents a set of values that are expected and norms of behavior is helpful in prevention of socially unsuitable phenomenons and relationships at the workplace.

And the behavior of head employees is either consciously or subconsciously mimicked by their subordinates [12].

Managers could use anonymous questionnaires, monitoring of satisfaction of the employees, their evaluation of the quality of the relationships at the workplace, monitoring the employees' evaluation of the quality of communication and use "Questionnaires of negative acts", to monitor specific phenomenons.

Despite above mentioned reasons, why we should combat any behavior that shows signs of bulling in any of its form, according to Machálkové [2] more than 40% of czech employees in the years from 2007 to 2011 used any of the following practices:


*Impacts of Mobbing and Bossing in Human Resource Management DOI: http://dx.doi.org/10.5772/intechopen.97539*


From a psychological research it follows that Czech people have double standards when it comes to unethical behavior. When someone else breaks the rules they easily condemn them, but when they act the same way they find an excuse and an intellectual justification. Rationally explaining and upholding own unethical conduct is inherent to the human psyche. [2].

The standard in the European union in mobbing is 5-8% of bullied people [23]. In the year 2012 16% of Czech employees experienced, according to a research, mental abuse at the workplace. Most threated are newcomers and people who don't feel the need to socialize. If victims don't have evidence at hand lawyers aren't much help – domestic laws don't know about bullying at the workplace [2].
