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Organizations are often analysed as open systems interdependent, interconnected or interrelated with the referential environment, where the resources, results, processes are evaluated as organizational environment, structure, dynamics and culture. „In a workplace environment that is built on a narrative that values staff needs for identity, belonging, and social interaction, workers are humanized. Cooperation, compassion, empathy, and mutual aid are engendered and employees work together to meet mutual goals, becoming allies rather than threats. Instead of viewing each other as competitors for scarce resources, organizational members are seen as collaborators; and differences in work styles and skills are valued, not feared. Thus, the context, in general and the organizational context, in particular, lays its prints on the development of individuals in a situational frame they perceive differently, choosing the terms of adaptation, costs and benefits, social rituals and beliefs, the set of values, norms and status, the best modality of dealing with the others, with their leaders, the preference for a certain type of management appealing to the personality of the people involved. In such organizational context the existence of conflicts within organizations generates bullying practices that has now become identified as a serious issue in the workplace context. [ABSTRACT FROM AUTHOR]