This thesis seeks to examine how the integration of play, small toys specifically, and the use of solution-focused brief therapy techniques can affect the outcomes for primary school aged children undergoing counselling. The setting is a counselling agency in Christchurch, New Zealand. A qualitative research approach is used and the data analysed using a narrative inquiry approach. The context of this study is the counselling service of an agency where young children, adolescents and their families are helped and supported through a variety of life issues. The counselling the participants are offered uses a combination of a solution-focused and play therapy where the purpose is to encourage clients to find exceptions to their presenting problems and identify their preferred future. The aim of this study is to help the children navigate their problem through a better understanding of and the gaining of personal skills and strengths. Participants were invited to be part of this study through the agency waiting list. The four included presented with a variety of reasons for coming to counselling yet these proved similar to that which the agency has been routinely presented with in the aftermath of the Canterbury earthquakes from 2011 to present day. Each participant had the consent of their parents or caregivers to engage in this project. The participants themselves separately agreed to engage in a solution- focused counselling process where the counsellor also integrated the use of small toys as part of the course. Counselling sessions were audiotaped, aspects photographed and analysed with a specific focus on client engagement. Four key themes emerged as the participants explored their personal narrative. Firstly, the “I’m OK” theme depicted in their first scaling activity, secondly a recognition that things could indeed be better and they needed help. Thirdly, a realisation of their own strengths and skills and finally that the future was an optimistic place to look forward to. These themes are described and explained through descriptions of the participant’s stories as well as self-reflection by the researcher. Transcriptions of sessions are included as are excerpts from the research journal and photographs of the use of the small toys by the children.
Voluntary turnover has been the subject of scholarly inquiry for more than 100 years and much is understood about the drivers of turnover, and the decision-making processes involved. To date most models of voluntary turnover have assumed a rational and sequential decision process, initiated primarily by dissatisfaction with the job and the perceived availability of alternatives. Operating within a strong predictive research agenda, countless studies have sought to validate, extend and refine these traditional models through the addition of distal antecedents, mediators, moderators, and proximal antecedents of turnover. The net result of this research is a large body of empirical support for a somewhat modest relationship between job dissatisfaction, perceived alternatives, turnover intentions, job search behaviour and actual turnover. Far less scholarly attention has been directed at understanding shock-induced turnover that is not necessarily derived from dissatisfaction. Moreover, almost no consideration has been given to understanding how a significant and commonly experienced extra-organisational shock, such as natural disaster, might impact turnover decision making. Additionally, the dynamic and cumulative impacts of multiple shocks on turnover decision making have to date not been examined by turnover researchers. In addressing these gaps this thesis presents a leaver-centric theory of employee turnover decision making that is grounded in the post-disaster context. Data for the study were collected from in-depth interviews with 31 leavers in four large organisations in Christchurch, New Zealand; an area that experienced a major natural disaster in the form of the Canterbury earthquake sequence. This context provided a unique setting in which to study turnover as the primary shock was followed by a series of smaller shocks, resulting in a period of sustained disruption to the pre-shock status quo. Grounded theory methods are used to develop a typology of leaving which describes four distinct patterns of turnover decision making that follow a significant extra-organisational shock. The proposed typology not only addresses the heterogeneous and complex nature of turnover decision making, but also provides a more nuanced explanation of the turnover process explicating how the choice of decision path followed is influenced by four contextual factors which emerged from the data: (1) pre-shock motivational state; (2) decision difficulty; (3) experienced shock magnitude; and (4) the availability of resources. The research findings address several shortcomings in the extant literature on employee turnover, and offer practical recommendations for managers seeking to retain employees in a post-disaster setting.
