CHAPTER 1 nurses. The nursing profession should educate society through the media on the effects of negatively stereotyping male nurses in the nursing profession. Contribution/value-add: There is limited research done within the nursing profession regarding occupational gender-role stereotypes especially from a South African perspective, and therefore a contribution to South African literature is being made. The research study elicits and arouses a thinking process among individuals to become aware of their stereotypes and the damaging effects on male nurses.

Various psychological trauma management programs (PTMPs) are offered to assist employees who have been exposed to a traumatic event in the workplace. There is, however, limited literature available on how employees in high-risk occupations experience these programs. This study qualitatively explored the experiences of PTMPs from the perspective of employees working in three high-risk occupations. The purpose of this study was to explore the experiences of the participants in order to compile a framework that could help support and improve the productivity and wellbeing of employees affected by work-related trauma. The study used a qualitative research design based on an approach informed by interpretivism and social constructivism. A multiple-case study was used as research strategy to incorporate three sectors in South Africa, namely mining, policing, and emergency medical services. Data were gathered through semi-structured interviews and focus groups, and analyzed using thematic analysis. The findings across the three sectors showed effective strategies considered by participants to manage psychological trauma. These strategies include multiple counseling sessions, face-to-face counseling, regaining control, and receiving support. Strategies that were viewed as ineffective include inability of counselors to relate to the participants' work environments, lack of involvement, lack of supervisor support, unavailability of counseling and specialized skills, premature resuming of duties, and a single-dimension approach. Based on the findings, an intervention framework is proposed to address psychological trauma in high-risk occupations.

When individuals are in the workplace, IM can be used intentionally and strategically, employees may consciously create a specific image, such as likeability, and competence amongst employees Orientation: Impression management (IM) tactics are displayed by Afrikaans Coloured individuals in formal settings. The formal setting (workplace) entails interactions with colleagues and supervisors. Research purpose: Explore and identify IM tactics displayed in the Afrikaans Coloured culture in a formal setting. Motivation for the study: This study forms part of a bigger research project where research has been conducted on different cultural groups (e.g. White Afrikaans, Zulu and Tswana) in order to develop a social desirable measuring instrument specifically for the South African context.Research approach, design and method: A qualitative research design was utilised based on a phenomenological approach, following an emic perspective. The sample consisted of (n = 11) Afrikaans Coloured individuals, with a tertiary qualification within South African organisations that comprised employees more than 50 people, situated in the Western Cape and Northern Cape provinces. For data collection, semi-structured interviews were conducted. Qualitative data analysis steps of Creswell was used to analyse data. Main findings:Results indicate that Africans Coloured individuals use different tactics when impressing colleagues and supervisors in the workplace. Practical/managerial implications:This study provides the management of organisations the essential knowledge on the IM tactics that Afrikaans Coloured employees display in a formal setting. Contribution/value-add:This study contributed to the body of knowledge regarding IM tactics that Afrikaans Coloured employees display. This study might enable organisations to better understand and manage individuals from this cultural group.

The aim of this study was to explore the unique contributions of different cultural groups in the workplace.Motivation for the study: One cannot appreciate diversity if one does not know what there is to appreciate. Empirical research regarding the unique contributions of different cultural groups in South Africa is lacking.Research approach/design and method: A qualitative descriptive design was followed. The sample comprised of nurses (N = 17) from two hospitals within the North West Province. The data were collected by means of semi-structured interviews. Main findings:The participants did not have a clear understanding of what constitutes culture. Most participants were unaware of the unique contributions their colleagues from different cultures can offer to the workplace. The vast majority of participants expressed a need for cultural training in an attempt to improve colleague relationships and to foster an appreciation for cultural contributions.Practical/managerial implications: Participants do not have a clear understanding of what unique contributions different cultures bring to the workplace. This is alarming and poses great threats for the effective management of diversity. Contribution/value-add:This study identifies a lack of appreciation for cultures as one explanation for poor diversity management. This study highlights the need for training and other diversity initiatives to foster an appreciation for diversity.