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The purpose of this paper is to describe the experiences of non-clinical staff working in psychiatric settings, particularly in relation to exposure to context-specific hazards, and perceived safety.

Qualitative interviews with 23 administrative and operational staff were analysed using a framework approach.

Analysis demonstrated extensive exposure to occupational violence, including assault and verbal abuse within and/or beyond the workplace and concern about infectious disease. Impact of exposure was wide ranging, dependent on type and circumstances of violence and personal resources, with several participants experiencing ongoing psychological distress. Participants employed a range of problem- and emotion-focused strategies, typically seeking support from peers, to manage work-related stress but felt neglected by the organisation. They sought inclusion in or access to processes, such as supervision and debrief, routinely available to clinicians and to information about risk associated with patients.

Generalisability is constrained by conduct of this study in a particular setting with non-random sample.

The findings of this paper indicate a pressing need for administrators to ensure efforts to address safety encompass all staff, and the need for further research. Particular attention should be given to enabling non-clinical staff to examine ethical questions, ensuring access to support mechanisms and development of an inclusive culture.

While exposure to, and impact of workplace violence on clinical staff have been extensively studied, this paper is the first to qualitatively examine the safety of a commonly forgotten workforce.

The purpose of this paper is to examine the experience and impact of targeted training involving simulation of auditory hallucinations on attitudes and practice of professionals working with people with mental illness.

Pragmatic mixed-method study. Data were collected from 83 professionals who completed training using cross-sectional survey and focus groups. Descriptive, comparative and thematic analyses were performed.

Training was associated with changes in thinking and attitude related to working with people who hear voices. Participants, who commonly found the simulation confronting, drew on the experience to deepen appreciation of coping with voices that are distressing and develop a new frame of reference for practice. They positioned themselves differently and described adopting a range of practices consistent with the recovery approach. Environmental constraints variously impacted on capacity to enact these practices.

The study was conducted in one centre using a bespoke survey instrument with a sample intrinsically motivated to complete training. Hence, caution should be exercised with regard to generalisability. However, findings are consistent with the limited published literature and the mixed-method approach provided a comprehensive understanding.

The paper demonstrated that the training employed can support development of patient centred, recovery-oriented practices. These are likely essential to optimising patient and service outcomes. Further research is needed to examine the impact of training on a broader cross section of professionals and the outcomes for patients.

The paper provides important new insights regarding the mechanisms by which training can contribute to development of patient-centred care.

This paper presents evidence to suggest that despite obstacles that made predatory pricing essentially impossible, the National Cash Register Co. (N.C.R.) managed successfully to deploy an arsenal of non-price predatory strategies that permitted it to consolidate and maintain a nearly complete monopoly of the cash-register trade. N.C.R. took actions to raise the costs and reduce the revenues of its rivals, actions that made sense only to the extent that N.C.R. could recoup their costs through the maintenance of monopoly rents. Our analysis suggests that antitrust prosecution was a significant threat to N.C.R., and ultimately forced the company to agree to abandon its most objectionable practices.

This paper aims to explore not only the greatness of Patterson but also some of the mistakes he made along the way.

The study traces the career of John Patterson, founder and president of the National Cash Register (NCR) from 1884 to 1922. Data from many different sources, some only recently available through the HathiTrust Digital Library, are analyzed to provide a systematic and focused examination of Patterson’s greatness, as well as some errors in judgment he during his lengthy leadership at NCR.

John Patterson recognized the potential development of a new global industry before it existed and went to work creating it. After he bought the original patents for the cash register, he spent huge sums on research and development and secured hundreds of additional patents on the device. He also spent a fortune on educational advertising to create market demand where none previously existed and invested heavily in developing his salesforce through a strong focus on training, professionalism and high commissions. He also engaged in many unsavory sales practices to try to keep others from encroaching on what he considered his exclusive right to the cash register market. At one point, he was convicted in a criminal proceeding for those efforts and sentenced to prison.

This is the first paper to provide a balanced review of Patterson’s contributions to the business history of that era from a sales and marketing perspective. The paper may be of interest to marketing scholars and practitioners, as well as business historians.

Knight's Industrial Law Reports goes into a new style and format as Managerial Law This issue of KILR is restyled Managerial Law and it now appears on a continuous updating basis rather than as a monthly routine affair.

Investigates the differences in protocols between arbitral tribunals and courts, with particular emphasis on US, Greek and English law. Gives examples of each country and its way of using the law in specific circumstances, and shows the variations therein. Sums up that arbitration is much the better way to gok as it avoids delays and expenses, plus the vexation/frustration of normal litigation. Concludes that the US and Greek constitutions and common law tradition in England appear to allow involved parties to choose their own judge, who can thus be an arbitrator. Discusses e‐commerce and speculates on this for the future.

The racial makeup of the United States' elementary school population is in flux. While much discussion addresses the shrinking White population and the growing Latinx population, less highlighted is the growing number of individuals who identify as belonging to two or more races. This group of individuals currently constitutes the youngest, fastest growing racial subgroup. According to the US Census' projections, the two or more races population will grow by 226% between 2014 and 2060, almost double the Asian population, the next fastest growing subgroup. Though individuals with multiplicity to their racial backgrounds have existed in the United States since its inception, only recently has the government provided the option for individuals to quantify their self-reported belonging to multiple races. The resulting statistics alert educators to the fact that individuals identifying as biracial and multiracial are going to be an increasingly sizable group of students requiring, as all children do, individualized care and support within school walls. In this chapter, I draw upon Black-White biracial women's elementary school recounts to help educational practitioners understand lived experiences that inform young girls' navigations of the intersections of their Blackness and Whiteness in schooling spaces.

This 26th volume of REA focuses on the economics of health and wellness, and in doing so attempts to bring together two fields of research – economic anthropology and public health – that tend not to merge as often as they should. The volume includes 10 chapters that explore the general theme of the economics of health and wellness in an anthropological fashion and in a variety of settings and ways. All of them passed a selection process that included double-blind peer-review, and have been revised to various degrees based partly on the suggestions of the referees. On this note, I would like to extend my gratitude to the various scholars who took time out of their very busy schedules to review manuscripts for this volume. The chapters here all benefited greatly from their anonymous comments and recommendations.

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).

The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides: