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This study aims to evaluate a training in mental health crisis support for non-mental health professionals who work in urgent care settings. The training consists of an e-learning module, a one-day face-to-face (F2F) interactive study day and simulation training.

This multi-methods study collected data pre and post training and at three to six months post training. Validated questionnaires, rating scales and open-ended questions were used to measure self-efficacy in health-care skills, attitudes towards mental illness and knowledge and confidence in working in mental health. A subsample of participants was interviewed post training about how they had used the knowledge and skills learned.

A total of 706 staff completed the e-learning, 88 attended the F2F training and 203 attended simulation training. Overall satisfaction with the training was high, with F2F and simulation training preferred. Statistically significant improvements in self-efficacy for health-care skills, positive attitudes towards mental illness, and mental health-related knowledge and confidence were found post training. Qualitative analyses of interview and survey data indicated that participants had translated learning to practice through improved attitudes and behavioural changes when working with patients experiencing a mental health crisis.

This training improved mental health-related knowledge, confidence and self-efficacy and reduced mental health-related stigma in professionals who provide urgent care to people in mental health crisis. Participants reported changes to their practice following training; this is important as care has been inadequate for this group. Workforce planners and leaders should consider implementing this or similar training widely.

THE WHITEHAVEN PUBLIC LIBRARY, in common with most municipal public libraries, has built up over the years a fairly comprehensive collection of books and pamphlets on the history of the community and surrounding area which answer most local queries, but in addition there are notebooks and letter files that form a sort of department of dead ends, queries that have petered out. Families die out and their personal papers are destroyed, or they move away and take their records with them; accidents happen to church records so that there is a gap of greater or lesser magnitude just at the point at which one is interested. There are dozens of ways in which one can come up against a stone wall, and find further progress impossible. Then some time later, sometimes years later, a clue or the answer will turn up.

This chapter reflects on how ethics was managed in Basque educational ethnographic research. Specifically, it addresses researcher positionality when relating to research collaborators in an attempt to manage inclusive ethics in situ. Nowadays, most research is evaluated by an ethical review board that ensures adequate research practice. However, unexpected fieldwork events need to be managed in the field, and this chapter addresses the impact of these events on the relationship between researchers and collaborators. Influenced by a post-qualitative stance we posit that research collaborators should be included in the research process. It reflects on the data collected during an ongoing ethnographic study with higher education students. The method used includes several interview meetings between researchers and collaborators, multimodal representations of collaborators' learning, and participants' self-observations. In the interviews, participants' discourses, representations, and self-observations were collaboratively analysed. The ethnographic data from these meetings show how researchers use a collaborative approach to practise ethics. Through such meetings, the knowledge derived from the ethnographic data is co-constructed in a research relationship where participants engage in dialogue and negotiation about the discourse created around them. Based on this relationship, we propose the concept of inclusive ethics as a process requiring an honest, inclusive, and collaborative relationship with the research subject.

Highly educated and skilled contract workers come from a range of occupations, have different worker characteristics, and work under organizational practices that are precarious in varied ways. Our current understanding of the experience of contract work does not fully encompass this diversity. This chapter focuses on early-career contract workers who contract across national borders – an increasingly prevalent but little understood phenomenon – to broaden our understanding of contract work. I draw on an analysis of 38 in-depth, semi-structured interviews with 30 international and early-career contract workers in the United Nations (UN) system in Geneva, Switzerland. Eight participants were included in follow-up interviews. I find that my participants demonstrate flexibility to their employer. They accept uncertain and short-term contracts, because they hope to secure longer-term positions within the prestigious UN system. Demonstrating flexibility impacts them, their relationships, and has financial implications as participants center the demands of their contracts. At times, participants place limits on how much uncertainty they will bear. This chapter thus illuminates the experiences of an understudied group of contract workers – early-career workers in transnational settings – who fall within the broad umbrella of contract workers. It highlights how even elite workers experience challenges as they engage in contract work.

The latest information from the magazine chemist is extremely valuable. He has dealt with milk‐adulteration and how it is done. His advice, if followed, might, however, speedily bring the manipulating dealer before a magistrate, since the learned writer's recipe is to take a milk having a specific gravity of 1030, and skim it until the gravity is raised to 1036; then add 20 per cent. of water, so that the gravity may be reduced to 1030, and the thing is done. The advice to serve as “fresh from the cow,” preferably in a well‐battered milk‐measure, might perhaps have been added to this analytical gem.

The purpose of this paper is to use an affordance approach to understand how university faculty use and value their workspace and respond to proposed spatial changes.

A mixed method survey was given to faculty in the college of engineering at a large public American university. Data were analyzed using an affordance lens.

The analysis indicates that the majority of engineering faculty highly value private offices and appears resistant to non-traditional workspace arrangements.

The authors performed the analysis with a relatively small sample (n=46).

University administrators need to communicate with faculty and take their opinions on spatial changes seriously. Changes to space may affect STEM faculty retention.

This paper could affect the quality of work life for university faculty.

The paper provide needed research on how faculty use and value their workspace while discussing the implications of alternative workspaces within the academy. Theoretically, the authors contribute to ongoing research on relationship between material and social aspects of organizational spaces.

Labor process research has documented a shift in the nature of control – from techniques that aim to limit worker discretion to consent-oriented controls that are believed to generate greater effort by increasing intrinsic rewards or bonding employees to managers and/or the firm. Over the past several decades, however, growing pressure to increase profits has prompted firms to adopt cost-cutting strategies that have eroded job security, relationships with management and commitment to organizational goals. This study investigates how a changing labor process and rising job insecurity shape workers’ orientations toward work, managers and the firm, and in turn influence workplace behavior. Analyses of content-coded data on 212 work groups confirms that discretion-limiting controls (supervision, technology and rules) are associated with more negative orientations and/or reductions in effort (with variations across distinct forms of control), while investment in workers’ human capital (but not involvement of workers in decision-making) has the reverse effect – ­generating more positive orientations toward work, managers and the firm, and (in turn) promoting discretionary work effort and limiting covert effort restriction. Implications of insecurity are more complex. Both layoffs and temporary employment reduce commitment to the organization, but layoffs generate conflict with management without reducing effort, whereas temporary employment limits effort without producing conflict. We illuminate underlying processes with evidence from the qualitative case studies.

The Milk and Cream Standards Committee, of which Lord WENLOCK is Chairman, have commenced to take evidence, and at the outset have been met by the difficulty which must necessarily attach to the fixing of a legal standard for most food products. The problem, which is applicable also to other food materials, is to fix a standard for milk, cream and butter which shall be fair and just both to the producer and the consumer. The variation in the composition of these and other food products is well known to be such that, while standards may be arrived at which will make for the protection of the public against the supply of grossly‐adulterated articles, standards which shall insure the supply of articles of good quality cannot possibly be established by legal enactments. If the Committee has not yet arrived at this conclusion we can safely predict that they will be compelled to do so. A legal standard must necessarily be the lowest which can possibly be established, in order to avoid doing injustice to producers and vendors. The labours of the Committee will no doubt have a good effect in certain directions, but they cannot result in affording protection and support to the vendor of superior products as against the vendor of inferior ones and as against the vendor of products which are brought down by adulteration to the lowest legal limits. Neither the labours of this committee nor of any similar committee appointed in the future can result in the establishment of standards which will give a guarantee to the consumer that he is receiving a product which has not been tampered with and which is of high, or even of fair, quality.

The Milk and Dairies (Scotland) Order, 1925.—This Order, framed under Section 12 of the Act, and applying to Scotland as a whole, was issued along with the model dairy byelaws. It prescribed the form of register of dairies and dairymen, and contained provisions for the ascertainment of infectious disease at dairies, for the prevention of contamination of milk at railway stations, on the street, by means of unsuitable conveyances or unsuitable surroundings, or through insulticient protection from dust or exposure. The colouring or thickening of cream was prohibited by the Order; me use of wooden vessels, except for buttermilk, was prohibited; milk vessels for transit were required to nave marked on them the name and address of the owner, to have a proper lid, and to be locked or sealed. The Order also filled a gap in the administrative provisions of the Act by requiring every person about a dairy, if he became aware that any person in his household was suffering from an infectious disease, to notify the dairyman immediately. The dairyman must then notify the medical officer of health.

This chapter outlines the history of ethical regulation and considers how the position of ethics has shifted. The intent of this book is to explore novice and accomplished ethnographers ‘everyday, real-life’ ethical challenges and considerations against a backdrop of theoretical and ethical guideline scrutiny.