There are a number of measures, which have been shown to be effective in these situations on a practical level, although at present there are not yet any research results available confirming these scientifically. Nevertheless, practical experiences in Sweden are numerous. Due to the fact, that the National Board of Occupational Safety and Health (NBOSH) in Stockholm distributes pedagogical material since 1989 (video, overhead, manual, books etc.), about 300 Swedish companies have used it, according to information from NBOSH in November 1995. In fact, the educational video and additional material has been a best seller since 1989. I have myself used this material in about 100 companies. The information below is based on these practical experiences and other verbal information from educational staff (see also Leymann, 1993a).

When it comes to selecting a measure, it is essential to know what phase in the mobbing process is present. There are different measures available with regard to preventing it´s development, stopping it, or rehabilitating a subjected individual.

Prevention: It should be in the employers interest to establish a policy in preventing conflicts from escalating into dangerous states. It seems to be nearly sufficient if the employer proclaims, that dangerous escalation of conflicts are not in the organizations interest and that top management considers prevention by supervisors and managers as a rule. Education of management at all levels in the art of conflict management and training in using the policy of the company appropriately is one preventative measure. In addition, policy rules concerning how to act if a conflict has reached a state where conflict management becomes very demanding should exist.

Early Management Interventions: In order to intervene early, a supervisor must be capable of reading the first signs of a developing mobbing process. Top management should also appoint one or more individuals in the organization, to whom employees in danger can turn to for advice. It is essential that management delegates authority to these officials, in order to allow them to become active in the single case. Case studies thus far (see e.g. the case of Eve) show very clearly that inactivity at these levels also involves the supervisor being very insecure in his or her organizational role in such a conflict. A company policy should also give clear information pertaining to this. One way of early prevention and intervention is to straighten out organizational matters in the company and shape organizational order and ethics in behavior (see the above mentioned pedagogical material. See also, as an example the policy of a German university hospital).

Vocational Rehabilitation: As a mobbing process develops, it should be the obligation of supervisors and managers to protect the individual in danger. Stigmatizing of the individual must be prevented, and he or she must be able to keep up his or her previous reputation and abilities. Should the person be urged to take a sick leave, vocational rehabilitation should be offered. Present research in Sweden and Germany will reveal effective methods at a later state. However, letting an unhappy person go through a mobbing process and thereafter just dumping him or her should be classified as a major management failure.

Law: Three Scandinavian countries recognize the employee´s right to remain physically and mentally healthy at work (Sweden, Finland and Norway). The Swedish National Board of Occupational Safety and Health has, on top of this legislation, submitted three ordinances in order to enforce this act, one of them especially regarding mobbing. One ordinance enforces the employer to internal control of the work environment on a regular basis in order to be able to take measures at an early stage (AFS 1992:6). Another ordinance enforces direct interventions as mobbing occurs at the workplace (AFS 1993:17). A third ordinance in this area enforces the employer´s responsibility for vocational rehabilitation once an employee has been on sick leave very often during one year or has been on sick leave for at least one month (AFS 1994:1).

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