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Cornwall has implemented significant changes to the way that it delivers its safeguarding adults training. This paper outlines the benefits of combining safeguarding adults, the Mental Capacity Act 2005 (HM Government, 2005a) and equality and diversity training within a human rights framework. It examines the notion of learning transfer and considers how the design and delivery of training can improve the transfer of learning into practice. Finally, it highlights the importance of a receptive workplace culture to promote effective learning transfer.

The purpose of this paper is to clarify the relationship between safeguarding adults training, staff knowledge and confidence.

A total of 647 responses from a cross sectional postal sample survey of the health and social care sector in Cornwall, were analysed.

Differences in knowledge and confidence around safeguarding were observed between staff groups and agencies. Training contributed to an approximately 20 per cent increase in knowledge and a ceiling effect was noted. Confidence linked knowledge and action. More confident staff offered more sophisticated responses regarding improving safeguarding processes.

Low response rates and the specific context limit generalisability. Knowledge and confidence measures were simplistic. Further research is needed on the mechanism of action by which safeguarding adults training is effective.

Safeguarding adults training and a targeted approach to the analysis of learning needs should be debated in the context of training transfer. Training should be evaluated to ascertain its effectiveness.

This is the first major multi‐agency UK survey of its kind. Findings provide a baseline for further research.

It's not enough to simply acquire alternative and small‐press materials. They must also be made easily accessible to library users by means of accurate, intelligible, and thorough cataloging.

Max Weber called the maxim “Time is Money” the surest, simplest expression of the spirit of capitalism. Coined in 1748 by Benjamin Franklin, this modern proverb now has a life of its own. In this paper, I examine the worldwide diffusion and sociocultural history of this paradigmatic expression. The intent is to explore the ways in which ideas of time and money appear in sedimented form in popular sayings.

My approach is sociological in orientation and multidisciplinary in method. Drawing upon the works of Max Weber, Antonio Gramsci, Wolfgang Mieder, and Dean Wolfe Manders, I explore the global spread of Ben Franklin’s famed adage in three ways: (1) via evidence from the field of “paremiology” – that is, the study of proverbs; (2) via online searches for the phrase “Time is Money” in 30-plus languages; and (3) via evidence from sociological and historical research.

The conviction that “Time is Money” has won global assent on an ever-expanding basis for more than 250 years now. In recent years, this phrase has reverberated to the far corners of the world in literally dozens of languages – above all, in the languages of Eastern Europe and East Asia.

Methodologically, this study unites several different ways of exploring the globalization of the capitalist spirit. The main substantive implication is that, as capitalism goes global, so too does the capitalist spirit. Evidence from popular sayings gives us a new foothold for insight into questions of this kind.

The management of reputation and status is central to creative professional service firms (CPSFs) rendering the internationalisation process a particular challenge. The authors build on arguments that internationalisation requires moving from outsidership to insidership within client networks and focus on how CPSFs build signals about quality to start this process. The paper aims to discuss these issues.

The exploration draws from the international business, professional services and organisational status bodies of literature. A multiple case study design was developed comprising ten Irish architecture firms. In-depth semi-structured interviews were conducted.

The findings clarify how relationships start in the internationalisation process through signal building about quality. This allows CPSFs to join client networks moving from outsidership to insidership. The findings systemise three different approaches for CPSFs: from outsidership to insidership within a local market network, within a global industry network and within a global project network.

Research within other sectoral and geographical contexts could support transferability of the findings.

The study has implications for international business strategies as it identifies multiple paths to relevant network insidership and the tactical responses managers can use to achieve this.

The authors believe that incorporating signal-building mechanisms into the internationalisation process is a novel approach to theorizing about how CPSFs move from outsidership to insidership. The authors offer important theoretical insights into the international business, professional service firm and organisational status literatures. CPSF business leaders should benefit as it helps them to focus on a portfolio of signal-building approaches that can start the internationalisation process.

Hospitals in North America consistently have employee injury rates ranking among the highest of all industries. Organizations that mandate workplace safety training and emphasize safety compliance tend to have lower injury rates and better employee safety perceptions. However, it is unclear if the work environment in different national health care systems (United States vs. Canada) is associated with different employee safety perceptions or injury rates. This study examines occupational safety and workplace satisfaction in two different countries with employees working for the same organization.

Survey data were collected from environmental services employees (n = 148) at three matched hospitals (two in Canada and one in the United States). The relationships that were examined included: (1) safety leadership and safety training with individual/unit safety perceptions; (2) supervisor and coworker support with individual job satisfaction and turnover intention; and (3) unit turnover, labor usage, and injury rates.

Hierarchical regression analysis and ANOVA found safety leadership and safety training to be positively related to individual safety perceptions, and unit safety grade and effects were similar across all hospitals. Supervisor and coworker support were found to be related to individual and organizational outcomes and significant differences were found across the hospitals. Significant differences were found in injury rates, days missed, and turnover across the hospitals.

This study offers support for occupational safety training as a viable mechanism to reduce employee injury rates and that a codified training program translates across national borders. Significant differences were found between the hospitals with respect to employee and organizational outcomes (e.g., turnover). These findings suggest that work environment differences are reflective of the immediate work group and environment, and may reflect national health care system differences.

Occupational injury in the health care sector in the United States rates among the highest of all industries. Specific to hospital support service workers (e.g., Food & Nutrition, Environmental Services), studies have shown that injury rates for support service workers tend to be among the highest of hospital personnel, and yet there is a shortage of research investigating the safety climate of these workers. Therefore, the purpose of this study is to examine safety perceptions of support service workers. Surveys were used to measure safety climate leadership factors (per the AHRQ's Survey of Patient Safety Culture) to determine if they are related to individual safety perceptions, as well as ratings of work unit safety. Following established safety climate research, we examined the role of the work environment (e.g., supervisor support and work unit culture) on safety perceptions. We found that both supervisor and organizational safety leadership are positively related to individual safety perceptions and supervisor support. Organizational safety leadership and work unit culture were positively related to work unit safety rating. Our findings demonstrate that the antecedent factors and pathways that promote a positive safety climate among health care providers functions in a similar manner for support service workers. These findings contribute to a better understanding of occupational safety of this understudied work group and provide evidence to hospital administration that developing a strong safety climate among support service workers is not entirely different from what is required to promote a robust safety climate across an organization.

The ineffectiveness of flood control in climate-impacted majority-world cities like Jakarta highlights the need for policies that integrate local knowledge and embrace water harmony rather than resistance. This study explores flood adaptation in North Jakarta's kampungs (urban informal settlements), aiming to enhance the efficacy of current flood disaster management. The outcomes of the participatory planning mechanism simulation that we propose are expected to provide valuable insights for the urban planning approach in that city.

We employed focus groups and design charrettes with a bottom-up approach to explore how local knowledge can enhance spatial flood management and urban planning policies. In total, 17 diverse participants, covering various ages and professions, engaged in these activities. Our methods aimed to be culturally sensitive and inclusive, embracing indigenous values like musyawarah and gotong royong. The research methodically examined flood implications and adaptations in informal settlements, progressing through preliminary understanding, data triangulation, and a reflective synthesis of the findings.

Amid worsening global changes like sea level rise, community-focussed, collaborative planning can help create tailored flood-resilience solutions. The research reveals that partnerships between communities and organisations promote city-wide, flood-adapted environments, aligning policy with the needs and goals of those most affected by flooding. This collaboration enhances flood disaster management and planning policies.

This research focusses on Jakarta's flood adaptation and urban planning, reflecting on historical situations relevant to urbanising majority-world countries. Whilst specific to Jakarta, it offers perspectives on managing global environmental challenges such as sea level rise. Subsequent research should prudently consider each locale's distinct geographic and social milieu and the trust in planning systems in applying these findings, methodologies and approaches.

This study clarifies the relationship between disaster management, policy and flood adaptation, focussing on local knowledge in North Jakarta, pertinent to urbanising majority-world nations. Jakarta's historical and modern dynamics, including globalisation, reveal specific prospects and obstacles to applying vernacular knowledge to planning and disaster response. It highlights crucial points for policymakers in the majority of the world to address growing flood risks and create strategies that integrate local and traditional wisdom.