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Licensed therapist and narcissism expert Vanessa M. Reiser offers a guide to identifying narcissistic abuse, especially in interpersonal relationships, sharing practical strategies for healing. Gaslighting. Love bombing. Hoovering. Triangulating. These are all insidious weapons in the narcissist's toolkit. Narcissism can be hard to diagnose, but it is one of the hallmarks of abusive relationships. As a therapist specializing in narcissism and domestic abuse, Vanessa M. Reiser has strategies to help victims to identify, understand, and heal from abusive relationships. With a blend of information, education, and stories, Reiser defines what narcissistic abuse is, breaks down how it's a form of domestic violence and how narcissists think and operate, uncovering their mindset and motivations, so readers can spot a narcissist more accurately, avoid toxic relationships, escape dangerous situations, and heal from mental, emotional and/or physical trauma. Readers will learn how to: Identify dangerous behaviors and warning signs of narcissistic abuse Create an exit strategy to safely escape from an abuser Heal from the psychological damage and trauma. Explaining narcissistic personality disorder, clarifying common misconceptions about narcissism, and detailing how narcissism works on a spectrum of benign to malignant, Narcissistic Abuse gives readers a clear picture of what narcissistic abuse entails, using specific situations and examples to show how narcissistic traits translate into real-life behaviors. Reiser describes the five stages of narcissistic abuse (luring, love bombing, mask slipping, discarding, and the smear campaign) and lists common stages and emotions that come after the relationship with a narcissist has been severed (including devastation, confusion, sadness, anger, understanding, and healing). With practical tools and a warm, empathetic tone, Narcissistic Abuse provides a clear path for readers to break the cycle and find a path back to themselves.

Whether it's a disagreement between colleagues, a dispute with management or large-scale industrial action, conflict at work is a perennial problem for organizations, their people and profits.The second edition of Managing Conflict shows HR professionals how to tackle these problems by not only resolving current issues, but also preventing future instances of conflict. It includes the latest research and case studies showing how conflict management has been impacted by hybrid working models and digitalization. There are also updates to reflect how resolution is a driver of trust in organizations, enabling people to disagree more constructively in a safe environment.This book covers the causes and costs of conflict, the impact of the psychological contract and the legal framework for managing workplace disputes both in the UK and internationally. It shows how to design a conflict management strategy, develop a formal resolution process and engage stakeholders and training managers in resolution and mediation skills. Packed with best practice examples from organizations such as Tesco, Burberry and Nationwide Building Society as well as conflict resolution resources and toolkits, this book is essential reading for all HR professionals looking to resolve conflict in the workplace.

The De Gruyter Handbook of Organizational Conflict Management offers insightful contributions covering a myriad of conflict management topics ranging from fundamental issues, such as emotional intelligence and cultural differences, to cutting-edge themes such as political conflicts and mindfulness training. Renowned conflict management scholars and leading practitioners have contributed chapters to this handbook based on their research and their practical experience in the field of confl ict management. Many of the authors have influenced the topic of conflict management as it has become both a fi eld of academic study in universities and a necessary leadership skill. The handbook is organized in four sections. The first section covers interpersonal conflict management and focuses on perceptions, conflict styles, emotional intelligence, psychological safety, and change. The second section includes ethnic and cultural issues in organizational conflict management, such as microaggressions, ethnicity and religion, and political conflicts. The third section offers methods for managing organizational conflicts, including mediation, negotiation, ombudspersons, and conflict coaching. This section also offers guidance on developing an organizational conflict management system and discusses HR's role in managing conflicts. The fourth section introduces chapters on special topics in conflict management, such as workplace bullying, gender issues, birth order personality, human connections, and forgiveness. This handbook is an essential reference for scholars and practitioners. It offers organizational leaders insights into the causes and solutions to organizational conflict management. In addition, it is an excellent textbook for undergraduate and graduate courses in organizational conflict management.

Interpersonal Violence Against Children and Youth uses empirical research to provide an overview of the risk factors, different types of violence against children and youth, their victimizations (online and offline), as well as prevention practices and strategies. Pulling together researchers, practitioners, and educators from around the world, this book addresses the various practices and efforts different countries use to protect children and prevent interpersonal violence. These forms of violence include parental or caregiver initiated, actions of peers, intimate partner-related, or that among strangers and are not limited to maltreatment, bullying, emotional strife, sexual assault, or homicidal violence. This book would be of interest to those studying criminology, criminal justice, sociology, social work, law, forensic pathology and others.

There are many types of interpersonal violence that can lead to short- and long-term physical and psychological effects on those involved. Reducing Interpersonal Violence reflects on the World Health Organization's stance that interpersonal violence is a public health problem and considers what steps can realistically be taken towards its reduction.Clive Hollin examines interpersonal violence across a range of settings, from bullying at school and in the workplace, smacking children and partner violence in the home, to sexual and other forms of criminal violence in the community. This book summarises the research on evidence-based strategies to reduce violence and shows that reducing interpersonal violence can have a positive effect on people's wellbeing and may save a great deal of public expenditure.This book is an invaluable resource for students and researchers in the fields of psychology, criminology, law, and police studies, as well as professionals such as probation staff and forensic psychologists.

Conflict in the workplace is a perennial problem for organizations. Whether it's a disagreement between colleagues, a dispute with management or large-scale industrial action, conflict negatively affects both people and profits as employee morale and productivity fall. Endorsed by the CIPD, Managing Conflict is an essential guide for HR professionals needing to tackle these problems by not only resolving current issues, but also preventing future instances of conflict. Going beyond interpersonal conflict, the book also looks at resolving board room disputes, disputes with shareholders, in the supply chain, commercial disputes and customer complaints.The first part of Managing Conflict covers the causes and costs of conflict, the impact of the psychological contract and the legal framework for managing workplace disputes both in the UK and internationally. The second part of the book provides a blueprint for redefining resolution and building a culture of constructive conflict management, from designing a conflict management strategy and developing a formal resolution process to embedding mediation, engaging stakeholders and training managers in resolution and mediation skills. This book also includes conflict resolution toolkits for managers, HR teams, employees and unions to help tackle conflict and bullying at work. Packed with best practice case studies from major UK and global organizations, this is an indispensable guide for all HR professionals looking to resolve conflict in the workplace. Online supporting resources include a conflict health check tool, conflict cost calculator, and checklist for developing an internal mediation scheme.

This book introduces a process called The Exchange that will make ones job easier. It is about the kinds of conflicts that drive a manager or supervisor crazy. The book is intended for the designated problem solvers, whether official or unofficial.

If your goals include not only the enhancement of your company or organization as an entity, but a complete improvement of every department's performance? It is time for you to discover innovative ways to improve the workplace stress and atmosphere around you. These changes need to be conducive to achieving company and personal goals. In order to see the goals you have set actually come to bear fruit you will need to identify and cope with any type of conflict that exists in any situation!This book will help everyone in the company by providing you techniques that will enable everyone to clear up disagreements and conflicts. You will even be given tools that can convert disagreements into a creative force that benefits your company or organization.

Contemporary worklife builds upon a foundation for teamwork among skilled and dedicated people. Despite the utility of supportive working relationships and despite extensive consulting activity on leadership and team building, employees complain extensively about mistreatment by their bosses and colleagues. Analyzing and Theorizing the Dynamics of the Workplace Incivility Crisis presents a theoretic framework for considering the fundamental issues of group dynamics and individual psychology that lie behind this ongoing workplace incivility crisis. It contextualizes the need for belonging as a motivation that shapes expressed social behaviour and intensifies received social behaviour. Looking at cognitive elements as well as rudeness rationales that pertain to workplace incivility and its justification, this work maps social constructs, including the role of team leadership, that lead to setting implicit social norms. In addition to formulating a theoretical framework, Analyzing and Theorizing the Dynamics of the Workplace Incivility Crisis considers methods to address the dynamics that perpetuate incivility at work and actively points at setting an action agenda to evaluate their impact.

his book gives an understanding of the origins and nature of conflict, and enables the reader to find solutions through open communication and mutual trust and respect. It offers a simple structure which will allow all parties to reach the magic of win-win.