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The purpose of this paper is to outline the initial development of a framework to assist in clinical case formulation for individuals diagnosed with autistic spectrum disorder (ASD) who have been convicted of violent and other offences.

The proposed framework obtains information on the presence of ASD features from an individual’s developmental history, index offence and offence paralleling behaviours. Through obtaining information across these three domains the framework helps the practitioner make an informed assessment of the possible contribution of ASD to offending.

The framework aims to assist the practitioner to develop a clinical formulation based on hypothesised linkages between these domains for use in forensic assessment reports and to aid treatment planning. The use of the proposed framework is illustrated through a reference formulation based on a fictive case example.

The framework is still in the early stages of development and has not been tested. The next stage is to utilise case information data to assess the validity of the items. This does not preclude the use of the framework by practitioners as an aid to generating clinical hypotheses about the possible link between autism and offending as the development of the tool has been informed by research on ASD and offending.

The framework may be used in conjunction with structured professional judgement tools. For example, the recently published third version of the HCR-20 includes pervasive developmental disorders as a historical risk item. This possible relevance of this item in terms of forensic risk could be presented using information obtained from the framework outlined in this paper. This in turn could be used to inform the formulation section of the HCR-20 and in the generation of treatment plans. In the longer term, the framework may help inform our understanding of possible relationships between violence risk and ASD and therefore aid effective assessment and treatment planning.

In the longer term, the framework may help inform our understanding of possible relationships between violence risk and ASD and therefore aid effective assessment and treatment planning.

Although there is an emergent body of research on ASD and offending this has not yet been translated into a tool to help practitioners. This paper sets out an approach to do this and therefore makes an original contribution to the literature.

The purpose of this paper is to explore the consequences of a managerial approach to renewal for a union’s behaviour by analysing the UK’s fourth largest trade union – The Union of Shop, Distributive and Allied Workers (USDAW).

The findings draw on in-depth semi-structured interviews with union officials.

The research findings show the significance of a managerialist approach to UDSAW’s renewal strategy and its correlation with existing renewal strategies of organising and partnership. However, this approach was not immune to context, with tensions between agency and articulation challenging the basic concept of managerialism and influencing union behaviour.

The data were collected from a single case with a small sample size.

The authors’ findings suggest that tensions between bureaucracy and democracy will mediate the extent to which managerialist approaches can be used within unions adding support to the strategic choice theory and underlying arguments that unions can influence their fortune. However, institutional and external pressures could see managerialism becoming more prevalent, with oligarchic and bureaucratic forces prevailing, which could be particularly applicable to unions operating in challenging contexts, such as USDAW. The managerialisation of unions has consequences for union officers; with officers facing increasing pressure in their roles to behave as managers with attendant implications for role conflict, identity and motivation.

If managerialism is becoming more prevalent with unions, with oligarchic and bureaucratic forces prevailing, this has potentially wider societal implications, whereby collectivism and worker-led democracy could become scarcer within unions and the workplace, thus irretrievably altering the nature of the employment relationship.

This paper brings together disparate themes in the literature to propose a conceptual framework of three key elements of managerialism: centralised strategies; performance management and the managerialisation of union roles. The authors’ findings demonstrate how there is scope for unions to adopt a hybrid approach to renewal, and to draw upon their internal resources, processes and techniques to implement change, including behavioural change. Consequently, theories and empirical studies of union renewal need to better reflect the complexities of approaches that unions are now adopting and further explore these models within the agency and articulation principles that underpin the nature of unions.

This chapter challenges middle-class bias in work-life literature by examining work-life balance dynamics through a social class perspective. It reveals class-based disparities in physical, temporal, and psychological outcomes, including the role of economic capital in work-life balance and the challenges encountered by the socially mobile in achieving psychological balance. It emphasizes the need to acknowledge social class implications for work-life balance and urges organizations to address class-based inconsistencies and inequalities in their practices.

The purpose of this paper is to examine the interplay between the role of front line managers (FLMs) and their contribution to the reported gap between intended and actual human resource management (HRM).

The findings draw on case study research using 51 semi-structured interviews with managers across two UK retail organisations between 2012 and 2013.

This paper argues that FLMs are key agents in people management and play a critical role in the gap between intended and actual employee relations (ER) and HRM. The research found that these managers held a high level of responsibility for people management, but experienced a lack of institutional support, monitoring or incentives to implement according to central policy. This provided an opportunity for them to modify or resist intended policy and the tensions inherent in their role were a critical factor in this manipulation of their people management responsibilities.

The data were collected from only one industry and two organisations so the conclusions need to be considered within these limitations.

Efforts to address the gap between intended and actual ER/HRM within organisations will need to consider the role tensions of both front line and middle managers.

This research provides a more nuanced understanding of the interplay between FLMs and the gap between intended and actual HRM within organisations. It addresses the issue of FLMs receiving less attention in the HRM-line management literature and the call to research their role in the translation of policy into practice.

The purpose of this paper is to describe the discovery of the application of DNA profiling to the criminal justice system.

Researching the origins of the discovery of the application of DNA to the criminal justice system via an analysis of the first case in which it was applied to.

It was discovered that the first application of DNA profiling to the criminal justice system meant that a young man with intellectual disabilities was saved from wrongful prosecution. The case study also raises ethical issues concerning the mass screening of targeted populations by way of DNA.

The case study is descriptive in nature and draws from earlier work describing the events which unfolded.

Parental advocacy is an emerging area of research and policy interest in Wales and across the UK. Although there is little research in the UK context to date, international research has indicated that parental advocacy can improve the relationship between parent and professional in the field of child protection social work. This paper aims to ascertain how the implementation of a parental advocacy programme supports parents to play a meaningful role in decision-making when children’s services are working with them and their families.

This study used interviews, surveys and focus groups to obtain qualitative data from 18 parents, seven parent advocates, two advocacy managers and four social workers, to explore the potential impact of parental advocacy on decision-making. The study identified challenges in implementing parental advocacy, particularly relating to awareness of the service. Participants also discussed experiences of the child protection system and how parents are supported by advocates.

Despite challenges surrounding implementation, initial findings were encouraging, and generated examples of how parental advocacy services have helped parents to understand children’s services and develop relationships of trust with social care professionals. In doing so, this study identified potential mechanisms that may be useful to support future service delivery.

This paper and research is novel as it explores parental advocacy within the Welsh context. Although there has been research conducted into parental advocacy, this has largely come from the USA. This research comes from the evaluation of an innovative and promising parental advocacy scheme in Wales.

The purpose of this paper is to develop a conceptual framework to explain the firm growth process based on an integration and extension, through empirical research, of Penrose’s theory of the growth of the firm and the resource-based view. Theoretical development within the firm growth literature has been noticeably limited. Firm growth studies use different theoretical bases and what is needed is integration of multiple theories and empirical testing of these to form a new conceptual framework capable of explaining the modern growth process fully.

The key perspectives are critically reviewed and integrated and empirical qualitative research is undertaken analysing the process of growth in two firms. Semi-structured interviews, participant observation and analysis of company documentation are utilised.

The key insight this research provides is detailed information with regard to which resources, mediators and outputs are vital to firm growth, how they need to be developed and why this is the case. The study shows that these act in a cyclical nature to enable firm growth and development.

These findings could be used by practitioners to determine which part of the conceptual framework requires the most amount of improvement and which are developed to an acceptable state, enabling them to make plans for the achievement of growth.

This research is able to reconceptualise two dominant theoretical perspectives resulting in the generation of a new firm growth framework, thereby addressing a distinct gap in the firm growth literature.