Anne Crafford

A Qualitative Study of the Multiple Impacts of External Workplace Violence in Two Western Cape Communities

We explore the individual, organisational, familial, and community impacts of external workplace violence in a South African telecommunications company, as perceived and experienced by victims of such violence and the members of management mandated to manage and prevent it. Exposure to violence while working dramatically and directly affected the lives of the individual victims. Moreover, its impacts were felt across and within the organisational, familial, and community settings in which these individuals are located daily. The use of conventional crisis management strategies that are traditionally directed at addressing the individual impacts of trauma through specialised psychological interventions were perceived to be ineffective by all of the research participants. Our findings therefore call into question current understandings of the psychologists role in managing violence in the workplace. Accordingly, ways of re-conceptualising the role and requisite skill set of psychologists working with or in organisations, where violence while working is an everyday reality, are suggested.

The Process of Identity Work: Negotiating a Work Identity

Identity work is an important process in negotiating, regulating and maintaining a coherent sense of self-(identity). In this chapter we discuss how identity work is particularly useful in establishing a work identity. The crux of the discussion in this chapter is based on the qualitative phase of the Work Identity Project and consists of four parts. The first deals with the conceptualisation of the terms identity work and work identity. The second part provides an overview of models for work identity negotiation and outlines a framework developed in the context of the Work Identity Project. This is used to explore key concepts and processes of identity work and, more specifically, the concepts personal identity, individual agency, social identity, social practices and job and role context. The third part of the chapter outlines various studies of identity work strategies and introduces nine different strategies developed as part of the Work Identity Project. These are grouped according to four different themes that people may follow to develop and maintain their work identities. These four themes are personal philosophies, relationships, career management and negotiating balance. Thereafter, a framework for classifying identity work strategies is proposed. Finally, the chapter provides a summary of conclusions and implications for practice.

Die verband tussen interpersoonlike behoeftes en konflikhanteringstyle

The relationship between interpersonal needs and conflict-handling styles. Various factors such as behavioural tendencies, interpersonal preferences and personality characteristics play a role in conflict-handling styles. The aim of this investigation was to determine the relationship between interpersonal needs and conflict-handling styles. Opsomming Verskeie faktore soos gedragstendense, interpersoonlike voorkeure en persoonlikheidseienskappe speel n rol in konflikhantering. Die doel van hierdie studie was om die verwantskap tussen interpersoonlike behoeftes en konflikhanteringstyle te bepaal.