But other than her comment that professionalism and a strong sense of family identity was helpful in emotionally coping with racism, her remarks were not specifically insightful about working in a global, international organization in a formerly segregated area of the world. Conclusion

The conclusions of the article regarding what organizational forces positively impact and do not impact identity seem fairly vague and generalized, despite the advantage that a case study format can have in terms of studying a highly specific context. Communication is suggested as the key to broaching identity conflicts, as well as having formal sensitivity training and grievance procedures. Although these conclusions seem warranted and sound, it also seems like an opportunity was missed...

Even though qualitative research often takes the format of a subjective case study or anecdotal format, for conclusions to be drawn outside of the immediate, specific context, adequate categorization is required. If categorization is overly broad, as in this case, the utility of the research is limited.
Reference

Mayer, Claude H. (2009). Managing conflicts through strength of identity. Management Revue.

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