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Industry and commerce in the UK are at a critical point. In the last 25 years our share of the world market in manufactured goods has more than halved. At the same time new technology is changing Britain's industry beyond recognition, while takeovers, mergers, buyouts and a fluctuating world economy are forcing a widespread reappraisal in business planning.

The purpose of this paper is to investigate the predictors of punitive attitudes towards young offenders among police officers. This included an examination of variables such as officers’ coping styles, mental health, rank and age. It was predicted that indirect coping styles, mental health difficulties, higher age and higher rank would negatively impact on punitive attitudes towards young offenders. Officers reporting direct coping strategies, low levels of mental health difficulties, lower rank and lower age were expected to have less punitive and more rehabilitative attitudes towards young offenders.

A sample of 83 police officers and community support officers from the UK completed standardised self-report measures.

Indirect coping strategies, high levels of mental health difficulties and high rank were all associated with more punitive attitudes, whilst age had no impact.

Results are discussed with regard to their research and real world implications. These include an impact of these findings on the job performance, community safety, approaches to policing, and the well-being of police officers. The importance of mental well-being, direct coping and positive attitudes towards young offenders is indicated in order for police officers to employ more proactive, consistent and fair behaviour with this group, leading to less punitive outcomes for young offenders, as well as improved police-youth relations.

The research findings link mental health, coping styles and rank to officers’ attitudes towards young offenders, which had not been fully examined in the literature previously. Results suggest that mental well-being and direct coping styles may serve as a protective factor against the development of punitive attitudes. This highlights the importance of providing support for mental well-being, as well as training in the areas of effective coping styles and issues surrounding young offenders.

Effective menstrual management is essential for the mental and physical well being of women. However, many women in low-income countries lack access to the materials and facilities required. They are thus restricted in their activities whilst menstruating thus compromising their education, income and domestic responsibilities. The paper aims to discuss these issues.

This study describes the menstrual management challenges faced by women in an emergency situation in Uganda. Totally, 50 interviews and focus group discussions were conducted with women from villages, internally displaced person (IDP) camps and schools so that the menstrual management of the host population could be compared with the IDPs.

This study showed that in IDP camps there was a significant lack of materials including soap, underpants and absorbing cloth, and facilities like latrines and bathing shelters. As a consequence women in IDP camps suffer with poor health and diminished dignity. There is also a lack of education about menstruation and reproductive health and practices are strongly influenced by cultural taboos.

This is the first time that the menstrual management of women in IDP or refugee camps has been studied.

An extensive case study has recently started within a major UK company that undertakes engineering process solutions, operating on a project management basis with multi‐disciplinary teams of professional engineers. The organisation recently piloted the introduction of an electronic document management system, that resulted in considerable implementation problems for the company. The consequence of such problems may be such that the system fails to achieve its original objectives. This highlighted the clear need for risk evaluation prior to implementation. The purpose of this current work was to understand management’s view of risk, identify methods adopted to highlight potential risk, and explore possible risk assessment in project management. The research is nearing completion and final results will soon be published.

Little research has explored individual experiences of cyberbullying in working contexts. To start bridging the gap in our current understanding, we used Interpretative Phenomenological Analysis (IPA) to explore individuals' shared experiences of cyberbullying encountered through work. In-depth interviews, conducted with five cyberbullied workers from the pharmaceutical, charity and university sectors, resulted in five superordinate themes: attributions of causality; crossing of boundaries; influence of communication media richness on relationship development; influence of communication explicitness and openness; and strategies for coping. Overall, some similarities emerged between cyberbullying experiences and traditional bullying research, yet the complexities associated with managing relationships, both virtually and physically, were central to individuals' subjective experiences. Practical implications in developing effective leadership and business policies to support virtual groups and manage behaviours are discussed.

This paper aims to evaluate the longer-term impact of the 12-month Welsh clinical leadership fellowship.

Semi-structured interviews with 10 out of 14 trainee doctors who were fellows between 2013-2016, exploring how leadership knowledge and skills were used in clinical practice, impact on patient care and influence on careers. Data, gathered in 2017 when participants had completed the fellowship between 1-3 years, were analysed thematically.

All found the fellowship rewarding. The experience was felt to advantage them in consultant interviews. They gained insight into the wider influence on organisations and the complexity of issues facing senior clinicians. Although subtle, the impact was significant, equipping fellows with negotiation skills, enabling them to better influence change. Indirect impact on clinical practice was evidenced by enhanced confidence, teamworking skills and progression of improvement projects. However, the use of skills was limited by lack of seniority within teams, demands of medical training and examinations. The negativity of others towards management and leadership was also noted by some.

Small participant numbers limit generalisability.

The fellowship is designed to equip participants with skills to lead improvements in healthcare delivery. Those more advanced in their medical training had greater opportunity and seniority to lead change and were better placed to apply the learning. This has implications for whom the training should be targeted.

A rare study exploring the longer-term impact of a leadership programme on later clinical practice, which adds to the body of knowledge of impact and efficacy of leadership training programmes in healthcare environments.

The professional challenge the chapter addresses is Black, Asian Minority Ethnic Chief Executive Officers (BAME CEOs) who lead Multi-academy Trusts (MATs) in England need to navigate turbulence to assure all schools within their MATs are high performing. In the investigation of this issue, the structures of MATs themselves emerge as causing turbulence. Evidence revealed the BAME CEOs with track records of improving failing schools to outstanding schools interviewed in this research are working in partnership with their communities. These BAME CEOs sustain their high achieving MATs and/or take on more schools that need improving and lead their change to outstanding schools with BAME communities, non-BAME communities and diverse communities. However, they were not given the opportunities to build capacity for high-performing schools by the current MAT structures. Rapid change to the organisation of Public Education Governance Systems has shifted power from local authority governance to public corporation governance without addressing any of the old problems in the change (Brighouse, 2017). The rapid change has led to a clash of cultures between those with the values of generic Public Governance Systems who have not been democratically elected by the public and do not require professional educational credentials, a track record of being ethical teachers, and a track record of leading ethical teachers in ethical communities in school improvement from ‘Needs Improvement’ to ‘Good’ or ‘Outstanding’. The rapid change has been hallmarked by a lack of full and free interactions and cooperation of the public in how the change in public education is being implemented. There has been no referendum on whether parents want their schools organised by their representatives they have elected in local councils or organised by public corporations financed by Private Finance Incentive (PFI) and Private Finance 2 (PF2) and operated by public corporations like Carillion.