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Ethical concerns about the use of the Mental Health Act (MHA) have led to calls for developmental disorders to be removed from the list of mental disorders for which individuals can be detained. In parallel, there are long-standing concerns of ethnic disparity in the application of the MHA. Nonetheless, the impact of the intersections of developmental disorder diagnosis, adolescence and ethnicity on the application of the MHA is unknown. This study aims to explore ethnic differences in MHA sections and the factors accounting for this, in an adolescent inpatient developmental disorder service.

File reviews were conducted to explore differences in MHA status, as well as demographic, clinical and risk factors that may account for this, between 39 white British and ethnic minority adolescents detained to a specialist inpatient developmental disorder service.

Consistent with adult literature, adolescents of an ethnic minority were overrepresented in the sample and were significantly more likely to be detained on Part III or “forensic” sections of the MHA than White British counterparts, with five times greater risk. Analyses revealed no significant differences between ethnic minority and white British participants on demographic variables, clinical needs, risk behaviours, risk measures nor application of restrictive practices and safeguarding procedures.

National audits exploring patterns of detention under the MHA across adolescent developmental disorder populations need to include analysis of intersections to ensure that the MHA is used as a means of last resort and in an equitable manner.

To the best of the authors’ knowledge, this paper is the first comprehensive exploration of the impact of ethnicity on detention patterns in ethnic minority and White British populations.

The purpose of this paper is to describe healthy lifestyle initiatives in a secure psychiatric facility and the evidence base for these interventions.

Following a detailed review of the literature on the physical health of psychiatric inpatients, a trans-diagnostic approach to behaviour change is advocated in selected areas.

Lifestyle strategy proposals were produced that incorporate the principle of “libertarian paternalism” in making changes to eating and exercise behaviour; a programme of motivational and reinforcement strategies; and facility-specific environmental restructuring to include maximising the therapeutic use of green space.

Instituting described changes needs to be accompanied by a programme of evaluation to assess intervention-specific physical health changes.

This paper provides a synthesis of findings in key areas of behaviour change relevant to improving the physical health of psychiatric patients in secure settings. It is a co-ordinated and interlinked lifestyle strategy that has applicability to similar services.

Although Australia and English Canada share common British colonial origins, they have not evolved into identical cultures. This is likely because they do not share an identical pattern of cultural values. Research has shown that, while common values certainly exist, each nation's dominant values are neither identical for all values nor are specific common values necessarily shared to the same degree. The purpose of this paper is to compare and contrast seven key values studies and considers their managerial implications.

This review of comparative values studies helps identify, through analysis and comparison with other cultures, subtle differences between Australian and Canadian cultural values.

Distinct Australian and Canadian value profiles emerge when each culture is contrasted with other, especially Anglo‐based, cultures. However, the studies in this review do not explore in great detail how such values became prominent cultural markers. This review therefore suggests that the impact of Anglo‐Celtic immigrants during each nation's formative periods may be a primary underlying cause that deserves further study.

The studies rely on various value scales to identify cultural similarities and differences. Such studies are cross‐sectional and do not analyze the results from a longitudinal or historical perspective. Nonetheless, reviewing these values studies contributes to the understanding of contemporary Australia, English Canada, and their respective managerial cultures. This review does not examine French Canadian values studies because of this analysis' focus on Anglo cultures to determine distinctions among dominant values and to suggest reasons for differences among those sharing a common British colonial heritage.

This review informs practicing managers in Australia, Canada, and others considering entering these cultures, which values haven proven culturally important and how local values could impact managerial decision‐making behavior.

Given a lack of research directly comparing Australian and Canadian cultural and/or managerial values, this review of significant comparative values studies helps identify distinctions worthy of further investigation. The critical discussion considers limitations of the current literature, as well as areas for future research that include ethno‐cultural factors in organizational research that are important for domestic enterprises and multinational corporations entering each market.

This paper aims to answer following three important but not well-answered or unanswered questions in the extant trust literatures: What is the true magnitude that trust impacts on performance? Is there any consistency among the effects of trust on performance at different levels? How does vertical distance affect the trust-performance relationship?

It captures the law between trust and performance at different levels by conducting a meta-analytic examination consisting of 238 independent empirical studies, 586 effect sizes and 110,576 independent samples.

It makes a periodic conclusion that trust significantly promotes performance. Specifically, trust not only has stronger positive correlation with team performance than individual and organizational performance inside organization, but also strongly facilitates organizational performance between organizations. Moreover, consistency exits in the effects of trust on performance at different levels. On one hand, trust has stronger positive correlation with performance of contextual type than performance of innovative type than performance of task type at different levels. On the other hand, promotion effect of trust on performance strengthens when the vertical distance between trustors and trustees diminishes. Additionally, three potential moderators including publication status, measurement tool and common method variance moderate the focused relation, but moderating effect is not thorough for regional culture. Moderating directions of the above four potential moderators are highly consistent.

This paper answers the three important but not well-answered or unanswered questions.

The purpose of this paper is to investigate the effect of choices of model structure and scale in development viability appraisal. The paper addresses two questions concerning the application of development appraisal techniques to viability modelling within the UK planning system. The first relates to the extent to which, given intrinsic input uncertainty, the choice of model structure significantly affects model outputs. The second concerns the extent to which, given intrinsic input uncertainty, the level of model complexity significantly affects model outputs.

Monte Carlo simulation procedures are applied to a hypothetical development scheme in order to measure the effects of model aggregation and structure on model output variance.

It is concluded that, given the particular scheme modelled and unavoidably subjective assumptions of input variance, that simple and simplistic models may produce similar outputs to more robust and disaggregated models. Evidence is found of equifinality in the outputs of a simple, aggregated model of development viability relative to more complex, disaggregated models.

Development viability appraisal has become increasingly important in the planning system. Consequently, the theory, application and outputs from development appraisal are under intense scrutiny from a wide range of users. However, there has been very little published evaluation of viability models. This paper contributes to the limited literature in this area.

It is now common place for mental health services to operate using multidisciplinary teams (MDTs) where several health professionals simultaneously maintain their disciplinary distinctiveness and assume complementary professional roles. This requires awareness of other team members' disciplines and good team‐work skills. Yet in Australia, the preparation of health professionals continues to occur primarily in single‐discipline programs, where interaction with other disciplines often only occurs in an ad hoc, time‐limited way during clinical placement. This paper seeks to provide serious reflection on preparing students for the multidisciplinary practice within the mental health system.

The authors introduce a student placement preparation learning package that was developed and trialled with a range of health professional students at two Australian universities. Transformative learning principles underpinned the development of the education materials and related activities, which were designed to sensitise students to the potential problems that arise within MDTs and to equip them with communication strategies for use in their university placement experiences, as well as in their future professional practice.

The very large majority of student placement preparation workshop participants rated the workshop activities as extremely helpful. After participating in the activities, the very large majority of participants strongly endorsed the workshop learning objectives of understanding the different roles of MDTs members, skills required for working in MDTs, principles of collaborative team‐work and respectful, positive attitudes to MDTs members.

The transformative learning approaches to education of health professionals which are described in this paper help students to examine ways to think more critically and constructively about MDTs.

Virtual teams are comprised of members who are located in more than one physical location. This team trait has fostered extensive use of a variety of forms of computer‐mediated communication that enable geographically dispersed members to coordinate their individual efforts and inputs. Perhaps even more important, however, is the reality that virtual teams need to effectively collaborate to harness their full performance capabilities in order to compete in the highly competitive environments of contemporary organizations. This paper seeks to address the topic of virtual team collaboration from a “back door” perspective by identifying conditions that need to be present in order for it to effectively occur.

This paper looks at how the depth of relationships, trust, and shared understandings among the team members feed into a team's collaborative ability, based on a thorough review of the literature. It also examines the interrelationships among these factors while suggesting that each of these antecedents is important and that the existence of one without the others results in a suboptimal collaboration model.

Using the theoretical and conceptual underpinnings presented, a model of virtual team collaboration is developed.

The paper has suggested that developed relationships, shared understanding, and trust serve as important antecedents of virtual collaboration. This raises the possibility that organizations can help create a context for team members to achieve increased levels of virtual collaboration by focusing on these potentially important factors. This, in turn, may promote subsequent innovation and performance.

This study examines the relationship of a supervisor's affect‐based trust and cognition‐based trust to a subordinate employee's self‐ratings of enterprising behavior, which includes creativity, risk taking, initiative, motivation, and assertiveness, and to the supervisor's and coworker's ratings of the subordinate's enterprising behavior. The extent to which the power distance and in‐group collectivism cultural variables moderate the relationship between affect‐based trust and enterprising behavior is assessed.

Survey responses of US, Turkish, Polish, and Russian supervisor‐subordinate‐coworker triads were collected in a number of firms. Regression results were employed to test the research hypotheses.

The findings of this study show that the supervisor's cognition‐based trust and affect‐based trust of the employee are associated with that employee's enterprising behavior. Significant two‐way interactions indicate that the relationship between affect‐based trust and enterprising behavior is stronger in the three collectivist countries than in the individualist USA. The moderating effects of power distance, on the other hand, appear to be negligible.

The main implication of this study's results is that human relations theories, which are based on the supervisor's top‐down trust of the subordinate employee, may be more effective in collectivist cultures than in individualist cultures.