Cycle of Violence Sample Clauses

Cycle of Violence. Based on her interviews with over 400 abused women, feminist scholar Xxxxxx Xxxxxx (1979) first employed the term ‘cycle of violence’ to explain the three- phase cyclical nature of incidents of domestic violence: (1) the tension-building stage; (2) the acute battering incident, and (3) loving-contrition (Xxxxxx, 1979). The cycle usually develops following an initial courtship period, where the abuser is seen to be highly charming, attentive and loving; adopting behaviours that act to bond the woman to the relationship. This is followed by the tension-building stage, a gradual escalation of internal pressure and tension in the abuser, leading them to become increasingly hostile and to act out in ways that cause friction within the relationship (e.g. expressing dissatisfaction, name-calling). As the internal pressure increases, the abuser experiences an “uncontrollable discharge of tensions” (Xxxxxx, 1979, p 59) that results in the acute battering incident, characterised by eruptions of physical violence or verbal assaults; it is during this phase that the survivor is most at risk of harm. Once the aggression has been vented it is replaced by loving-contrition, whereby the abuser makes pleas for forgiveness, shows remorse and displays kindness and loving affection. Often abusers profess that they will not act violently again and the woman, who is delighted at the restoration of affection, invariably forgives the abuser and places hope in their ability to change; until the cycle is activated again (Xxxxxx, 1979). Other research with abused women lends support to this three-stage cycle of violence (Xxxxx & Xxxxxxxxx, 1996; Xxxxxxx & Xxxxxxxx, 2010; Xxxxxxxxx, 2008), which also manifests in post-separation stalking behaviours (Xxxx & Xxxxxxxx, 2008; Xxxxxxx, 1997). Xxxxxx adopted the term ‘learned helplessness’ to explain the sequelae of the repetitive cycle of violence and why abused women find it difficult to terminate an abusive relationship (Xxxxxx, 1979). The theory of ‘learned helplessness’ was first developed by the psychologist Xxxxxx Xxxxxxxx (1975) to explain why people exposed to uncontrollable aversive events - who learn that their responses and outcomes are independent of each other - develop an expectation that future events will also be uncontrollable. As a result of this learning people frequently display decreased motivation, negative affect and develop coping deficits for future aversive but escapable situations (Xxxxxxxx, 1975). Xxxxxx adapte...
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Cycle of Violence. 2 You have a very important role to play in supporting survivors of violence in your community. It is very possible that being screened for GBV at an NGO may be the first time the survivor has been able to speak freely in a private setting with someone who is not directly linked to his/her abuser. Conducting GBV screening routinely and universally with clients coming for HIV counseling and testing (HCT) services and with people living with HIV (PLHIV) coming for care and support services will help to identify survivors and give you the opportunity to offer appropriate referrals to health, protection, and psychosocial services. Moreover, screening can help all organizations involved in support and protection to better understand the types, frequency, and severity of GBV being experienced by women, MSM, TG individuals, PLHIV, and others.

Related to Cycle of Violence

  • Violence (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub- article (a) only, employees as referred to herein shall mean all employees of the Employer.

  • Workplace Violence Prevention A. In order to provide a safe and healthy workplace for employees, the State agrees to develop and implement "Workplace Violence Prevention" policies and programs.

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public.

  • Workplace Violence Prevention and Crisis Response (applicable to any Party and any subcontractors and sub-grantees whose employees or other service providers deliver social or mental health services directly to individual recipients of such services): Party shall establish a written workplace violence prevention and crisis response policy meeting the requirements of Act 109 (2016), 33 VSA §8201(b), for the benefit of employees delivering direct social or mental health services. Party shall, in preparing its policy, consult with the guidelines promulgated by the U.S. Occupational Safety and Health Administration for Preventing Workplace Violence for Healthcare and Social Services Workers, as those guidelines may from time to time be amended. Party, through its violence protection and crisis response committee, shall evaluate the efficacy of its policy, and update the policy as appropriate, at least annually. The policy and any written evaluations thereof shall be provided to employees delivering direct social or mental health services. Party will ensure that any subcontractor and sub-grantee who hires employees (or contracts with service providers) who deliver social or mental health services directly to individual recipients of such services, complies with all requirements of this Section.

  • Staffing Levels to deal with Potential Violence The Employer agrees that, where there is a risk of violence, an adequate level of trained employees should be present. The Employer recognizes that workloads can lead to fatigue and a diminished ability both to identify and to subsequently deal with potentially violent situations.

  • Domestic Violence 29.01 The Employer and the Union agree that all Employees have the right to be free from domestic violence. Domestic violence, which may involve physical or psychological violence, stalking or economic abuse against a current or former intimate partner, is a widespread societal problem which must be prevented.

  • Violence in the Workplace (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub-article (a) only, employees as referred to herein shall mean all employees of the Employer notwithstanding Article 2.12.

  • Family Violence Leave Family Violence Leave as provided for by the Holidays Act 2003 is in addition to other leave allowances within the collective agreement.

  • Violence Against Women The parties hereby recognize and share the concern that women uniquely face situations of violence or abuse in their personal lives that may affect their attendance or performance at work. A woman who is in an abusive or violent personal or domestic situation will not be subjected to discipline without giving full consideration to the facts in the case of each individual and the circumstances surrounding the incident otherwise supportive of discipline. This statement of intent is subject to a standard of good faith on the part of the Employer, the Union and the affected employees and will not be utilized by the Union or the employees to subvert the application of otherwise appropriate disciplinary measures.

  • Domestic Violence Leave Domestic or Sexual Violence Leave will be granted in accordance with the Employment Standards Act as amended from time to time.

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