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The purpose of this paper is to report an analysis of arrangements in English mental health trusts to meet the needs of adult service users who are homeless. Homelessness is associated with various forms of mental ill-health, yet homeless people are not always well-served by statutory mental health services. In recent years, practice guidance seeking to improve health outcomes for the homeless has emphasised the need for NHS services to improve care pathways and professional provision for this service user group, in part by collaborating more closely with homelessness organisations.

Responses to freedom of information requests sent to trusts were analysed. The requests asked trusts for information concerning partnerships with external agencies, particular projects/staff, training available to trust professionals, referral pathways, and intervention models/approaches informing work with homeless service users.

In total, 49 trusts provided information that could be used in the analysis. Just under half of these had dedicated arrangements or resources, including outreach teams and clinical staff co-located in accommodation and support services for the homeless. The remaining trusts indicated that they either had some limited specific arrangements, such as links between local agencies working with the homeless and existing services, or no dedicated arrangements in place. Training to improve staff awareness around, and knowledge in, working with homeless service users tended to be minimal if provided at all.

This analysis further evidences gaps in the way the needs of the homeless population are addressed by statutory mental health services and adds support to concerns about the homeless having equitable access to care and treatment.

The purpose of this paper is to set out an approach to innovation in criminal justice settings that gives service users a “voice” through the co-production of digital content designed for services that promote desistance. The authors describe the benefits and challenges of involving service users in co-creating mediated digital content within a co-production framework.

This paper presents a new methodology for developing desistance-oriented programmes. The authors draw on a distinctive co-production exemplar within a prison setting that captures the perspectives of people who have shared their voices and the authors begin to explore the impact that co-production has had for them and for the service.

The testimonies of service users involved in this exemplar provide insights into the benefits and challenges of co-production in the criminal justice system more broadly.

Co-production is a credible service design strategy for developing digital services in prisons and probation; Complementary Digital Media (CDM) provides a promising pedagogical approach to promoting desistance; CDM enables service users to share their voice and stories to assist their peers. Digitally enabled courses to promote desistance can be well suited to peer support delivery models.

CDM is a novel approach that uses co-production to create highly tailored content to promote desistance in discrete target groups. CDM can be used to digitalise processes within traditional offending behaviour programmes (OBPs). It can also enable the development of innovative toolkit approaches for flexible use within day-to-day therapeutic conversations between service users and criminal justice staff or peer supporters. CDM thereby offers practitioners in criminal justice settings an entirely new set of evidence-informed resources to engage service users.

Maintaining and improving productivity of product design and engineering processes has been a paramount challenge for design-driven companies, which are characterised a high degree of development of products and processes in order to meet particular customer requirements. Literature on this issue is fragmented and dispersed and a concise and systematic overview is lacking. Hence, it remains unclear, which methods are applicable for design-driven companies to improve the productivity of limitedly available engineering resources (a challenge companies and nations face currently). The purpose of this paper is to develop such a systematic overview.

An unusual approach was utilised by combining the outcomes from a systematic literature review and the results of a Delphi study. From both research approaches complementary and overlapping methods for improving the productivity of product design and engineering processes could be drawn.

The unique systematic overview presents 27 methods to increase the productivity, effectiveness and efficiency of product design and engineering processes of design-driven companies. Moreover, the study finds that methods for improving effectiveness are preferred over methods for improving efficiency and that limitations with regard to the availability of resources are often not considered.

During the development of the systematic overview, a lack of empirical evidence to assess the actual impact of productivity improvement methods was discovered. This shortcoming demonstrates the need for more conceptual and empirical work in this domain. More studies are needed to test and confirm the usefulness of the proposed methods.

Nevertheless, design-driven companies, which struggle to increase the productivity of their product design and engineering processes, can systematically select improvement methods from the overview according to their impact on productivity, effectiveness and efficiency. However, companies should keep in mind, whether effectiveness of product design and engineering can really be increased without considering limitations in engineering resources.

Therefore, the systematic overview provides a valuable map of the unexplored territory of productivity improvement methods for product design and engineering for both practitioners and researchers. For the latter ones, it creates directions for empirical investigations in order to explore and to compare methods for the improvement of productivity of product design and engineering processes.

Listening to and considering children's voices shows respectful regard for children's needs, interests and experiences, and helps discern what is meaningful for them in a particular subject or situation. Creating opportunities for the expression of children's voices implies child-centred practice: recognising children as active agents, with evolving competences and capacity to understand, think and choose with some degree of autonomy, thus being able to influence decision-making. Therefore, the commitment to listen to children's voices represents a fundamental step towards empowering children and supporting their participation rights. Importantly, children have the right to be heard and to have their voices considered from the earliest ages, in their significant relational contexts, such as early childhood education and care (ECEC). Listening to and valuing children's multiple voices in ECEC can be done in many ways, ensuring the context, children's background, characteristics and preferences are respected. In this chapter, we address the specificities of listening to children's voices and taking them into account in ECEC. We discuss common challenges that may prevent the full expression and consideration of children's voices, and ways to overcome them, to ensure children's meaningful participation in what matters to them and support them in becoming active citizens in society.

The paper develops a model for enhancing R&D productivity for Indian public funded laboratories. The paper utilizes the productivity data of five Council of Scientific and Industrial Research (CSIR) laboratories for analysis and to form the constructs of the model.

The weighted average method was employed for analyzing the rankings of survey respondents pertaining to the significant measures enhancing R&D involvement of researchers and significant non-R&D jobs. The authors have proposed a model of productivity. Various individual, organizational and environmental constructs related to the researchers working in the CSIR laboratories have been outlined that can enhance R&D productivity of researchers in Indian R&D laboratories. Partial Least Squares-Structural Equation Modeling (PLS-SEM) was used to find the predictability of the productivity model.

The organizational factors have a crucial role in enhancing the R&D outputs of CSIR laboratories. The R&D productivity of researchers can be improved through implementing the constructs of the proposed model of productivity.

The R&D productivity model can be adapted by the R&D laboratories to enhance researchers’ R&D involvement, increased R&D outputs and achieving self-sustenance in long run.

The R&D laboratories can initiate exercises to explore the most relevant factors and measures to enhance R&D productivity of their researchers. The constructs of the model can function as a guideline to introduce the most preferable research policies in the laboratory for overall mutual growth of laboratory and the researchers.

Hardly any studies have been found that have focused on finding the measures of enhancing R&D involvement of researchers and the influence of significant time-intensive jobs on researchers’ productivity.

Business performance management describes the processes, methodologies, metrics and systems needed to measure and manage the performance of an enterprise. Traditional performance management systems were based on financial and productivity measures but the alternate measures proposed in last more 25 years have strategic focus and incorporate variety of performance measures such as efficiency, effectiveness, productivity, quality, customer satisfaction, innovation and employee satisfaction in addition to financial. Globalization and modernization have created a business environment uncertain with associated risks which has necessitated the incorporation of various types of flexibilities such as strategic, technical, operational, information system (IS), etc. Critical success factors and implementation issues also need to be incorporated to succeed. The purpose of this paper is to present the strategic performance management system (SPMS) designed, incorporating flexibility and implementation issues, and its effectiveness empirically validated from Indian oil industry.

Based on literature review and gaps identified, a proposed model of enterprise performance management system incorporating flexibility, critical success factors and implementation issues was developed. Macro- and micro-level factors impacting the effectiveness of the model were identified, and hypotheses were developed and tested empirically from the survey study of Indian oil industry.

The finding met, by and large, most of the research objectives. In total, 7 macro- and 11 micro-level factors came out from the study. The strategy planning, strategy implementation, strategic flexibility (SF), SPMS design, information system flexibility (IF) flexibility, implementation issues and critical success factors, and performance feedback and learning are the macro-level factors impacting the SPMS effectiveness in measuring and managing performance of an enterprise. The SPMS implementation issues have proved to be major driver of effectiveness.

The research like many such researches had limited resources, data availability and bias of respondents. However, the model was statistically validated for its reliability and hypothesis testing. The research has added to literature on SPMS as integrated model incorporated SF, information flexibility and critical success factors. However, the effect of other types of flexibilities such as organizational, operational, HR, marketing, etc., and other stakeholders should also be studied in future research to broaden the findings.

The validated SPMS has practical implications for academics and researchers. Strategic and IF, and critical success factors have been incorporated in the integrated model to take care of business uncertainties so that it is strategically aligned and facilitate in effective SPMS use and implementation.

Though it has no direct social implication but, if adopted for social projects and not-for-profit organizations, it will have social benefits of efficient and effectiveness delivery of social projects and initiatives.

This is an original work carried out by the authors. The validated model along with interpretation is presented.

Measurement of the innovation process performance is critical for both managers and researchers. However, existing performance frameworks (PFs) neglect performance indicators (PIs) and dimensions relevant to the current innovation landscape in companies as well as lack support in the definition of action plans. Thus, this paper aims to introduce a new and updated PF for measuring innovation performance and defining improvement actions.

The proposed PF is developed from literature and action-oriented case studies in two European manufacturing companies. First, the literature review enabled the synthesis of framework elements into a “conceptual” PF capable of illustrating the current state of knowledge in the field. Then, this PF was applied in the case studies that enriched the conceptual form with empirical insights, resulting in a new and updated PF.

The review enabled the systematisation of nine dimensions and 259 PIs that were fragmented throughout the literature. In turn, empirical insights from the case studies gave rise to an actionable procedure for providing a comprehensive diagnosis of the company's situation considering the new trends as well as defining improvement actions. Although the results from the two cases cannot be generalised, the findings encourage broader applicability.

The novelty of this research resides on the fact that the PF consolidates elements from the literature but combined with empirical insights in a new actionable way that supports managers in performance measurement and provides researchers with an extensive systematisation of dimensions and PIs.

The purpose of this paper is to present a refined framework providing clarity in terms of the components of profitability and productivity change from the perspective of the firm level.

The literature is analysed with a scoping study and a systematic literature review. Productivity measurement approaches are compared using data at the product level.

The definition of total factor productivity (TFP) in the literature negatively affects the accuracy of profitability and productivity measurement. In the usual case of a dynamic output mix, TFP change encompasses biasing output mix effects relating to profitability, but not to productivity change. Therefore, this paper defines changes of a ratio of output quantities to input quantities not as TFP change, but as quantitative profitability (QP) change. A framework is proposed decomposing profitability change into price recovery and QP change, whereas the latter comprises of valid productivity change (encompassing technological, technical efficiency and productivity-related scale effects) and output mix change (encompassing proportion, quality, output switching and profitability-related scale effects).

Future research should include literature from the industrial organisation field of economics. The presented framework should be transferred to the standard production function framework used in economics.

The paper can help preventing faulty decision making or distrust due to the use of biased profitability or productivity indicators. TFP-based productivity indicators are unsuitable for most firms. To measure productivity meaningfully, firms should use adequate approaches (e.g. standard input- or adjusted total factor productivity-based ones).

The paper contributes to a more accurate performance measurement approach, as researchers and practitioners better understand the components of profitability and productivity change.

The purpose of this paper is to identify factors influencing extremely high or low research productivity for business faculty members.

Using data originating from a random sample of 236 faculty members across a wide range of accredited business schools and a web‐based survey, main effects are hypothesized and explored. The authors examine only extreme data points of high (and low) research productivity to focus on high‐performing research “stars.”

It is found that research “stars” hold higher academic rank, possess greater time management skills, individually place a high value on research, report higher time available to conduct research, enjoy higher institutional support in the form of graduate assistants and summer research support, have fewer course preparations, and work for departments with a similar priority placed on research.

The authors found that certain person‐ and situation‐level factors differentiate high and low performing faculty members’ research output.

The paper has implications for university administrators regarding recruiting, selecting, and managing faculty members’ research performance.

Research productivity and intellectual contributions continue to dominate much of higher education as a primary measure of faculty members’ success. One area that remains under‐explored in the business literature is what “makes a research star” and, to the contrary, what factors predict extremely low faculty research productivity? Shedding light on this research question provides practical benefits for universities by enabling administrators to better recruit, select, motivate, and develop productive faculty members.