BOSSES AND CORPORATE BULLYING IN THE BUSINESS ENVIRONMENT

The aim of the work is to study corporate bullying and develop recommendations for their elimination. Analyzing, systematizing and summarizing the scientific works of many scientists, it was noted that corporate bullying is a problem of the XXI century. The paper investigates the essence and significance of corporate bullying at the enterprise. It is substantiated that corporate bullying forms, grows and develops managers at the enterprise — heads of departments and divisions, managers and other persons who have power over employees. Corporate bullying includes tantrums, coercion, yelling, humiliation, insults, nagging, ridicule, gossip, denunciation, damage to personal belongings, as well as verbal, psychological and physical harm to their employees. It has been determined that corporate bullying is a form of violence against colleagues in an enterprise, carried out by a person who has power over personnel, is the boss. The study of the property to the boss and its cancellation from the leader in the corporate culture of the enterprise made it possible to determine that the boss is a person who has not learned to take responsibility for his behavior and does not want to know about other ways of working and does not want to admit that there are more effective ways of working. Generalized and systematized such types of corporate bullying at the enterprise as verbal, frightening, refers to labor productivity, appropriate and institutional. It has been noted that in an entrepreneurial environment where bullying is the norm, most people become either bosses or victims. The article identifies and systematizes the early warning signs of corporate bullying. It has been substantiated that the elimination of corporate bullying in an enterprise is possible by solving this problem in two directions, namely, on the part of the employee (employee) (admit that there is a problem, document the behavior, focus on treatment and support, develop a strategy, act, you — your priority) and on the part of the employer (view available data and current corporate policy, start a dialogue with existing employees, act). It is noted that further scientific research is related to the determination of the main manifestations and consequences of bossing in the work collective, as well as recommendations for the prevention of this phenomenon.