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Ambulance services staff worldwide have long been at risk of encountering violence and aggression directed towards them during their work. Verbal forms of violence and aggression are the most prevalent form, but sometimes incidents involve physical injury, and on rare occasions homicides do occur. Exposure to such violence and aggression can have a lasting negative impact upon ambulance staff and has been associated with increased levels of stress, fear, anxiety, emotional exhaustion, depersonalisation and burnout syndrome. Despite the significance of this issue, little progress has been made to tackle it. The purpose of this paper is to describe this multi-agency approach being taken in Wales (UK) to reduce such harms from violence and aggression directed towards ambulance services staff.

An interpretative post-positivist narrative methodology and policy analysis approach was followed. Snowball methods of gathering data were used to construct this narrative involving meetings, telephone calls, review of policy documents, legislation and academic literature.

The authors report how tackling violence and aggression directed towards emergency workers has become a priority within Wales (UK), resulting in policy developments and initiatives from groups such as the UK and Welsh Government, the Welsh Ambulance Services National Health Services (NHS) Trust, Health Boards, the NHS Wales Anti-Violence Collaborative and the Joint Emergency Services Group (JESG) in Wales. This has included changes in legislation such as the Assaults on Emergency Workers (Offences) Act 2018 that came into force on 13th November 2018 and policy changes such as the obligatory responses to violence in health care and the JESG #WithUsNotAgainst Us campaign. Our study however reflects the complexity of this issue and the need for further high-quality research.

The experiences and activities of Wales (UK) reported in this paper adds to the international body of knowledge and literature on violence and aggression directed towards ambulance services staff.

• Connecting with customers at the organizational frontline is not only a matter of transaction but is also a matter of emotional connection

• Customers interact with retailers to seek social contact in order to recover their affective and cognitive balance

• Chatbots are well suited to resolve simple problems; they keep social interactions simple, and they provide cognitive clarity and personalized answers without engaging customers in socioaffective interactions

• Chatbots must develop the ability to read customers' emotions in order to identify the exact point at which the conversation must be managed by a human agent

Connecting with customers at the organizational frontline is not only a matter of transaction but is also a matter of emotional connection

Customers interact with retailers to seek social contact in order to recover their affective and cognitive balance

Chatbots are well suited to resolve simple problems; they keep social interactions simple, and they provide cognitive clarity and personalized answers without engaging customers in socioaffective interactions

Chatbots must develop the ability to read customers' emotions in order to identify the exact point at which the conversation must be managed by a human agent

Reliance on third-party judgments are common in efforts to identify and reduce workplace sexual harassment (SH). The purpose of this paper is to identify whether a workplace emphasis on inclusion as a cultural value is related to third-party labeling of and response to an exchange between a male manager and his female subordinate.

Participants (n=308) in an online survey experiment were randomly assigned to a workplace that emphasized inclusion or one that emphasized individual achievement as a cultural value. They read a vignette describing a workplace interaction between a male manager and his female subordinate and responded to a series of questions.

Organizational emphasis on inclusion is unrelated to third-party labeling of the interaction as SH, but positively associated with labeling the female’s intention to pursue harassment charges as an overreaction, and support for the female subordinate in a claim of SH against her manager. Culture is unassociated with willingness to defend the male manager in a SH claim.

Identifying how workplace culture shapes third-party reaction to harassment can help employers use third-party witnesses and cultural value statements as tools to reduce SH.

A workplace’s cultural emphasis on inclusion is positively related to third-party support for SH victims implying the importance of workplace context in the fight against workplace SH.

The paper presents the first experimental analysis of how a workplace cultural emphasis on inclusion affects the third-party observers’ reactions to SH.

The purpose of this essay is the provision of a conceptual approach for a manager-as-coach to use for instructional purposes with an employee. Using scenistic materials (cases, incidents, stories), the aim of the essay is to assist the practitioner apply a practical and relatively adaptable instructional approach. While it is intended for application with a single employee, the approach, with modifications, may be used in a small group environment.

The methodology was directed to the study of manager-as-coach, application of a class of instructional tools, theories of constructivism and situated cognition and the joint (manager–employee) implementation of an action guide aimed at learning and performance improvement. Review and coordination of these areas resulted in a detailed guide for action.

Use of scenistic materials for instructional purposes adds to the repertoire of tools for a manager desiring to act in a coaching capacity. A step-by-step program of activities is offered for practical application. Created for experimentation and use is a research result-driven practical guide/action plan.

The design of the approach expressed requires the manager-as-coach to prepare for instruction and participate in it to the extent that the manager likely contributes to her/his own knowledge and skills in the areas under study. The step-by-step design not only guides the instructional process, it demands that the participants are fully engaged in creating new knowledge, assumptions and examples of practical implementation of what has been learned.

Currently, there is little information or research available to guide a manager in a coaching capacity in the use of situation-based (scenistic) instructional materials. The approach offered in this essay not only considers employee knowledge apprehension but also aims at performance3 improvement in a particular context. Additionally, the approach presented requires dialog, negotiation and focused application, all of which may help the participants improve the quality of their relationship.

The purpose of this paper is to show how manufacturers evolve when aiming at increasing customer value via the service addition path. More specifically, it aims to identify drivers and inhibitors as well as trajectories to reach “ideal” service addition types.

This paper employs a multiple case study design. In total 12 in‐depth interviews were conducted with managers from machine building manufacturers resulting in five longitudinal case studies of “best practice” companies. The paper is grounded in the “integrated solutions” research paradigm.

Four types of service addition can be identified based on this multiple case study. Diverse drivers push companies to higher degrees of customization and to less tangible offerings via different trajectories. On these trajectories, though, they are likely to encounter inhibitors.

The qualitative nature of this paper acts as a basis for future research efforts. On the one hand this paper has traditional shortcomings typical of interpretive studies. On the other, future research is stimulated as the exploratory but rich and longitudinal findings suggest further testing and development.

A strategy of service addition is frequently used by industrial companies to seek customer value and escape price pressure. This paper offers a framework that helps managers chose from the potential set of service addition types. The paper also identifies difficulties (the so‐called “inhibitors”) companies might encounter when pursuing this strategy.

The rich case‐based methodology enables the development of a preliminary model that identifies types of service addition and corresponding transition trajectories. The paper adds to the emergent “theory on service business for manufacturing firms” by offering a typology and an industry‐specific view on drivers and inhibitors of service addition along the different transition trajectories.

DURING the past fifteen years technical literature has garnered as much information as in all previously recorded history, and man has grown very adept at quickly converting this knowledge into machines and processes. Doing so has provided him with more material comforts than the greatest in the land enjoyed a few centuries ago. This increase in knowledge and the employment of sophisticated technology over a broad field means that every industrialized country can echo the old Swiss boast: ‘Got any rivers they say are uncrossable? Got any mountains you can't tunnel through? We specialize in the wholly impossible, doing the things that no others can do.’

With more corporations using the Malcolm Baldrige National Quality Award as a benchmark, any change in the award's criteria is significant. New for 1995: Money talks. This year's version of the Baldrige standards incorporates a new segment on financial results and more assessments of future‐oriented activities.

Tomorrow's corporation will have to be like a butterfly, says Beverly Goldberg, vice president of the Twentieth Century Fund and Siberg Associates, both in New York. “The organization of the future is going to be a constantly evolving entity,” she notes drawing the comparison to the diurnal insects in the order of Lepidoptera.