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This chapter provides a critical analysis of a case study of a self-managed informal collective and leftist house project in Germany, the Political Cultural Centre (PCC), drawing on observations, group discussions and biographical interviews conducted between June and December 2016. Formed in 2015 by a group of art students and left-wing activists as an alternative space housed in an old building, the PCC consisted of about 30 young people, ranging in age from 18 to 40 years of age, with the majority between 20 and 25 years at the time of our research. This chapter analyses the group’s experiences of alternative-space life through the lens of (counter)politics, focusing on how these young people dealt with the challenges of self-performative contradictions through practices of coping. In so doing, this chapter reflects on the complexities that arise from the (counter-)hegemonic idea of the centre as a political project and reconstructs the power relations and the temporality of doing counter-hegemonic politics within a capitalist society. Based on this analysis, the chapter compares the PCC experience with case studies of other social movements, specifically the Manchester-based young feminists and socialists (Chapters 5 and 6, respectively).

The purpose of this study is to explore the relationship between employee age and intimidation in the workplace. Dysfunctional employee behaviors such as harassment and aggression are harmful to the organizational work environment. Such destructive behaviors have long been viewed as negatively impacting organizational success. Additionally, the age dynamics in organizations are rapidly changing as the “graying of America” progresses, older workers remain in the workforce and younger workers delay employment.

The study utilizes data from the Federal Bureau of Investigation's National Incident-Based Reporting System (NIBRS), which is a national database containing information on crime in the US.NIBRS was used to measure the occurrence of workplace violence overall, and workplace intimidation specifically, in the restaurant industry, as well as the ages of both victims and perpetrators of work-related violence.

Results revealed that younger workers are more likely to perpetrate workplace intimidation than their senior counterparts. As victim age increases, employees are more likely to report intimidation than more serious crimes.

Workplace intimidation prevention programs do not typically include age as a factor. This study may be helpful to managers and HR managers charged with developing workplace training programs.

The results of this study contribute to the shared understanding of dysfunctional workplace dynamics. As the workforce collectively ages, organizations should acknowledge the potential impact age may have on violence in the workplace.

The purpose of this paper is to extend awareness that workplace bullying impacts on the health of individuals both within and outside the workplace and that there are implications for workplace health management.

The paper contextualises the problem of workplace bullying and workplace health management and introduces the five articles in the special issue.

Workplace health management is becoming more prominent in some organizations and workplace health management, and a corporate culture based on partnership, trust and respect, offers considerable potential to move the agenda forward. Moreover, there appears to be a paucity of knowledge available as to how workplace health management strategies and programmes impact on organizational culture and assembling and sharing such a knowledge base could be a useful step.

Further research is required to extend the studies presented and to address workplace bullying from the perspective of workplace health management.

Research is required to explore the extent to which the potential of workplace health management programmes to impact positively on corporate approaches to bullying and harassment has been realised and how those programmes have influenced corporate culture.

A partnership approach to knowledge creation and sharing has the most potential for successful outcomes and accords closely with the inferred ideals of the Luxembourg Declaration for Workplace Health promotion.

The paper addresses a perceived gap in the literature linking workplace bullying to the impact on individual health and the implications for workplace health management.