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The purpose of this paper is to describe the work of the Children and Young People's Programme of Time to Change, which is England's biggest campaign to end the stigma and discrimination that surrounds mental health.

The paper draws upon research into the nature and effects of mental health stigma and discrimination on young people and also outlines the strategy of the Time to Change campaign and its initial outcomes.

The paper includes testimonies from young people with lived experience of mental health problems about the stigma and discrimination they have faced. It also outlines the aims, objectives and stages of implementation of the Time to Change Children and Young People's Programme. The paper particularly focuses on the campaign work undertaken in secondary schools, the social leadership programme for young people with lived experience of mental health problems and the process of designing effective campaign messaging for social media.

Time to Change is England's biggest campaign to end the stigma and discrimination that surrounds mental health. This paper provides a unique insight into the process of developing and rolling out an anti-stigma campaign for young people.

Attempts to transform health systems have in many countries involved starting to pay healthcare providers through a DRG system, but that has involved managerial workarounds. Managerial workarounds have seldom been analysed. This paper does so by extending and modifying existing knowledge of the causes and character of clinical and IT workarounds, to produce a conceptualisation of the managerial workaround. It further develops and revises this conceptualisation by comparing the practical management, at both provider and purchaser levels, of hospital DRG payment systems in England, Germany and Italy.

We make a qualitative test of our initial assumptions about the antecedents, character and consequences of managerial workarounds by comparing them with a systematic comparison of case studies of the DRG hospital payment systems in England, Germany and Italy. The data collection through key informant interviews (N = 154), analysis of policy documents (N = 111) and an action learning set, began in 2010–12, with additional data collection from key informants and administrative documents continuing in 2018–19 to supplement and update our findings.

Managers in all three countries developed very similar workarounds to contain healthcare costs to payers. To weaken DRG incentives to increase hospital activity, managers agreed to lower DRG payments for episodes of care above an agreed case-load ‘ceiling' and reduced payments by less than the full DRG amounts when activity fell below an agreed ‘floor' volume.

Empirically this study is limited to three OECD health systems, but since our findings come from both Bismarckian (social-insurance) and Beveridge (tax-financed) systems, they are likely to be more widely applicable. In many countries, DRGs coexist with non-DRG or pre-DRG systems, so these findings may also reflect a specific, perhaps transient, stage in DRG-system development. Probably there are also other kinds of managerial workaround, yet to be researched. Doing so would doubtlessly refine and nuance the conceptualisation of the ‘managerial workaround’ still further.

In the case of DRGs, the managerial workarounds were instances of ‘constructive deviance' which enabled payers to reduce the adverse financial consequences, for them, arising from DRG incentives. The understanding of apparent failures or part-failures to transform a health system can be made more nuanced, balanced and diagnostic by using the concept of the ‘managerial workaround'.

Managerial workarounds also appear outside the health sector, so the present analysis of managerial workarounds may also have application to understanding attempts to transform such sectors as education, social care and environmental protection.

So far as we are aware, no other study presents and tests the concept of a ‘managerial workaround'. Pervasive, non-trivial managerial workarounds may be symptoms of mismatched policy objectives, or that existing health system structures cannot realise current policy objectives; but the workarounds themselves may also contain solutions to these problems.

Discusses the effective use of 360‐degree feedback for enhancing managers’ self‐awareness and challenging them to engage in developmental work. Such feedback is instrumental for an unfreezing process in which managers are motivated to rethink their behaviour and its impact on others. A number of factors are important for maximizing the developmental potential of 360‐degree feedback: providing the manager with good data from multiple perspectives, encouraging openness to hearing and accepting feedback, a developmental plan that is acted on, and organizational support for development. In short, 360‐degree feedback needs to be embedded in a larger management development process.

In this chapter, we explore the use of participatory and community-based research (CBR) strategies within institutional ethnography. Reflecting on our current, past, and future projects, we discuss the utility of community-based and participatory methods for grounding one’s research in the actualities of participants’ lives. At the same time, we note ontological and practical differences between most community-based participatory action research (PAR) methodologies and institutional ethnography. While participants’ lives and experiences ground both approaches, people’s perspectives are not considered as research findings for institutional ethnographers. In an institutional ethnography, the objects of analysis are the institutional relations, which background and give shape to people’s actualities. The idea is to discover something through the research process that is useful to participants. As such, the use of community-based and participatory methods during analysis suggests the greatest utility of this sociological approach for people.

This paper aims to propose using human senses as a means of thinking about the contributions of this research.

Based upon the metaphor of human senses, the model describes different aspects of research, such as topic selection, theory and method, providing suggestions for enhancing relevance and expanding the audience for the research. The model is applied to a current working paper on cyber security and then more broadly to provide suggestions for researchers who are interested in conducting research on risk.

The model can be used to frame different types of research projects in a way that helps to increase the interest in and impact of this research.

The model in the paper is ad hoc but provides a fresh way to view this research.

Increasing interest in accounting research can result in a broader audience for this work.

The paper provides a means for researchers to step back from their research and think about what makes their research original and interesting.

Process-oriented guided-inquiry learning (POGIL) is a student-centered instructional strategy to actively engage students in the classroom in promoting content mastery, critical thinking, and process skills. The students organize into groups of three to four, and each group member works collaboratively to construct their understanding as they proceed through the embedded learning cycle in the POGIL activity. Each group member has a specific role and actively engages in the learning process. The roles rotate periodically, and each student has the opportunity to develop essential process skills, such as leadership skills, oral and written communication skills, team-building skills, and information-processing skills. The student groups are self-managed, and the instructor serves as a facilitator of student learning. A POGIL activity typically contains a model that the students deconstruct using a series of guided, exploratory questions. The students develop concepts (concept invention) as the group members reach a valid, consensus conclusion. The students apply their concepts to new problems completing the learning cycle. The authors implemented POGIL instruction in several chemistry courses at Jackson State University and Tuskegee University. They share their initial findings, experiences, and insights gained using a new instructional strategy.

The research analyzes the presence of two global brands – Fiat and International Federation of Association Football – in Brazilian demonstrations in conjunction with the 2014 World Cup. The purpose of this paper is to extend the brand cultural resonance construct and highlights its boundary-straddling nature. The analysis reveals the dynamics of brand meanings established including why some brands have their meanings enriched through collective appropriation, while others become vessels of negative content and targets of anti-consumption movements.

A multimethod approach, which included observation, analysis of cultural texts and in-depth interviews with 21 demonstrators, was adopted for the study.

The study extends the construct of brand cultural resonance proposing an additional facet, named Institutional Resonance. This dimension relates to the meanings that arise from a brand’s institutional role and interactions with other social institutions, like governments, the economy, religious, and educational systems. Institutional Resonance occurs when a certain brand becomes the archetypal representation of a social institution. This study also presents two forms of brand cultural resonance: arrows or targets. As arrows, brands lend their symbolic resources to the construction of protesters’ messages helping them to communicate their ideas. As targets, brands become social enemies and represent negative poles of social contradictions.

This study investigates consumer appropriation of marketers’ actions. The research depicts Institutional Resonance as an interactive and acute phenomenon which promotes a social negotiation on a playing field where different agents forge brand meanings and reputations.

This chapter revisits a debate about the relationship between work and family and the conditions under which workers believe their jobs in the new economy offer an escape from families.

In contrast to prior research, the chapter uses multiple methods, including a random sample survey, intensive interviews with 221 respondents, and 615 hours of observations at eight sites in the health care sector.

The chapter shows that low-wage women nursing assistants – more than those in other health care occupations – develop strong connections to coworkers and patients whom they come to talk about as “family.” It finds that more than doctors, nurses, or EMTs, the CNAs seek an escape from home and a pull to people at work not only because they develop strong relations on the job and have more inclusive notions of family, but also because they face more difficulties at home. These difficulties at home are created in part by the unpredictable schedules and low wages offered by their jobs. These make home life more difficult, which paradoxically leads them to turn to their jobs.

The analysis and findings show the ongoing power of unequal social relations – organized around class and gender and their intersection – in shaping the recursive relationship of jobs and families.