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That patients should be able to receive a copy of any letter written about them is part of the British Government's policy to increase patients' involvement in their care and treatment. All National Health Service (NHS) organisations are expected to implement this by April 2005. This paper aims to describe how one acute Trust has used basic change management principles to implement the initiative.

Examines the approach of the Salisbury Health Care NHS Trust, where initially a survey of all consultants, senior nurses and allied health professionals was carried out.

Initial concerns that patients would not understand the letter were generally unfounded with 98.9 per cent of patients saying that they understood their letter. Of patients, 96.9 per cent said that they found receiving a copy letter useful.

The research demonstrated a high percentage of patients wanting a copy letter, which has huge resource implications in terms of secretarial time, additional stationery and postage costs. Change is difficult and an emotionally charged issue however, using examples of good practice and taking a multi‐faceted approach to the change process the initiative has been successfully implemented.

This chapter presents a contextual model of human resources management (HRM). The hallmarks of this model are that (1) the most advantageous HRM practices vary conditionally upon strategic considerations; (2) each organization has multiple substrategies within it, and each substrategy is aligned with a unique bundle of HRM practices; (3) within each organization, three substrategies are associated with three subsystems; and (4) in terms of contributing to sustainable competitive advantage, the innovation subsystem is the most valuable regardless of the organization in question.

Corporations are coming round to the fact that people, like other assets, must be managed for the long term. Any company that can’t prove it’s sustainable beyondthe near‐term is going to have trouble gaining investor confidence. HR professionals need to be thinking in the same way about people by building long‐term talent depth and bench strength within the organization. This issue of Strategic HR Review brings you examples of leading‐edge companies that have faced these challenges and achieved bottom‐line results.

The aim of this paper is to understand how resilience builds to achieve a management model for sustainable resilience, as advocated by sustainable development goals (SDGs), in distressed communities. The topic is addressed with the case of Macerata, an Italian city located at the epicentre of the devastating earthquake in 1997 and later, in a short time interval between August 2016 and January 2017. Necessary knowledge on modes and places of engagement and collaboration is delivered in the attempt to demonstrate that social and cultural factors have stronger impacts on devastated communities as they contribute to resilience for future incidents.

The paper uses a quantitative econometric approach. It unfolds in two steps. The first uses the estimation method through factor analysis of an index of resilience, a latent variable, and reveals that it comes from social, cultural, political and economic latent factors. The second uses a reduced equation model that elaborates and integrates two models: the one estimating the relationship between the level of development and the impacts due to natural disasters and the other containing the index of resilience, but only its most relevant ones. A rotated component matrix, which is the elaboration of the model, will be created.

Although measuring resilience, in practice, is hampered by both conceptual and methodological challenges, including finding reliable and meaningful data, the attempt to measure resilience in this research has helped in testifying two important research hypotheses. According to H1, resilience is a fundamental variable to ensure faster economic recovery and has a negative impact on the dependent variable (deaths); hence, it is considered statistically significant. According to H2, social resilience develops and increases at the event’s recurrence and leverages on the adaptive, self-organising community capacities in recovering from traumatic circumstances and episodes of distress.

The limitation of this paper is that the comparison between the two earthquakes is biased by the interviewees’ misleading responses on the provided questionnaires due to lack of memory about the 1997 shock and a more higher perception of the latest quakes that occurred recently in 2016 and 2017. There is a strong awareness of the fact that future research will improve the analysis suggested in this paper by attempting a quantification of the perception about the difference between the two occurred earthquakes by replacing the dummy variable (β₆ improvement) with a cluster analysis.

The paper fills the gap in the empirical literature on risk management and organisational resilience. This research represents a guide to support and accelerate building resilience by people engagement and empowerment, enthusiasm and commitment in a way that conventional politics is failing to do. In particular, it aims to support public organisations and policymakers at the front by providing them with reliable information on the factors and concerns that need to be considered to increase community’s level of resilience, coherently with their endogenous characteristics, to ensure a steady, stable and sustainable recovery from the crisis.

This research teaches that resilience depends on the existence of minimum preconditions for building resilience – political and economic opportunities, as well as cultural and social factors – as the measurement of tangible factors such as assets and financial capital may not capture everything that influences resilience. However, although it is common sense that disaster recovery processes are significantly hard to bear, it is important to acknowledge that they can offer a series of unique and valuable opportunities to improve on the status quo. Capitalizing on these opportunities means to well-equip communities to advance long-term health, resilience and sustainability and prepare them for future challenges.

This paper contributes to the discussion over the development of sustainable cities and communities by providing a resilience measurement framework in terms of indicators and dimensions of resilience. It emphasises on the endogenous adaptation capacity of territories partially analysed in the empirical literature with regard to resilience. The originality relates to the suggested model being a tool for social and territorial analysis, useful for ensuring a summary and comprehensive assessment of socioeconomic resilience; comparing different timelines (the first earthquake occurred in 1997 and the other two, occurring in a short time interval from one another, in August 2016 and January 2017).

Understanding occupational boundaries is vital in the contemporary economy, in which knowledge-based work is a central feature. The purpose of this paper is to identify and decipher boundary work which affects the cooperation and demarcation between human resource (HR) managers and external organization development (OD) practitioners during organization change processes.

Data are based on in-depth interviews with HR managers and external OD practitioners in the Israeli business sector.

Encounters between HR managers and external OD practitioners are potentially volatile given mutual experiences of occupational threat. Three distinct patterns of boundary work for negotiating OD-HR jurisdiction are identified. These yield differential occupational and organizational outcomes.

This study is based on a medium-sized sample of practitioners of HRM and OD in the Israeli business sector. The data focused on one-sided descriptions of occupational relations.

The findings shed light on boundary work associated with fruitful HRM-OD partnerships. This may greatly advance the success of costly organization change and development interventions which demand the collaboration of both parties. Implications are offered regarding the academic education and practical daily management of both groups of practitioners.

Despite their growing relevance, empirical investigations of daily HRM-OD interfaces are scarce. This exploratory research addresses this gap in the literature and offers theoretical and practical insights.