Recent innovations of organizational design have been in three areas. Team-based organizations, matrix organizations and virtual organizations. Team-based organization have taken the team concept a step further and instead of using teams only at certain times the organizations are completely comprised of organizational teams. This team structure allows for more interaction and support of each other within the workings of the organization while giving everyone a chance to be involved. The matrix organization design is comprised of two individual organizational structures that overlap and support each other. The first structure will include traditional organizational departments while the second structure will consist of brand, department, or project based groups that may or may not include employees from the first structure. The virtual organization design is signified by the goal of reducing costs for the organization by outsourcing the work to be done by other organizations. The organization may be producing a product in which someone else is providing key components to the manufacturing.
Although the team-based organization is most appealing to me because it gives opportunity for community support and developing of employees I find the matrix organizational design most interesting. The ability to design an organization in which different sectors of the organization are managed and developed in such a way as to support each other while also ensuring their own department is functioning presents a challenge. This delicate balancing act presents a challenge and opportunity to grow as a leader and expand my understanding of organizational discernment.
November 28, 2009
Contingency Organizational Theory
The director of a school I once attended told his students in every class that, 'all meaning is context dependent.' There is not one type of leadership style that is affective over all others. Different leadership styles can be affective in different situations and with different people. In this same way organizations need to create an organizational theory that is supportive of the type of organization, the goal of the organization and the people that make up the organization. There is not a cookie cutter formula for all organizations.
For these reasons I believe the contingency organizational theory is the most applicable and useful. Each organization has a different focus that it is trying to achieve and therefore needs to be able to develop theories that are appropriate to it's situation. Contingency theories allow leaders of organizations to develop strategies that can be of the most benefit and usefulness to the organization. Without the ability to adjust for the context of the situation it could feel like a square peg going into a round hole. The theories just don't work and no matter how much effort is put out the result may not change.
I believe the contingency theory gives me the best opportunity to use my leadership skills in developing an organization that allows it's employees to grow, develop and succeed. I can develop strategies which serve my leadership styles and support the goals of the organization while establishing a system that will support these aims.
Stealing a phrase from my former director, 'all theories are organizationally dependent.' I don't think he'd mind.
For these reasons I believe the contingency organizational theory is the most applicable and useful. Each organization has a different focus that it is trying to achieve and therefore needs to be able to develop theories that are appropriate to it's situation. Contingency theories allow leaders of organizations to develop strategies that can be of the most benefit and usefulness to the organization. Without the ability to adjust for the context of the situation it could feel like a square peg going into a round hole. The theories just don't work and no matter how much effort is put out the result may not change.
I believe the contingency theory gives me the best opportunity to use my leadership skills in developing an organization that allows it's employees to grow, develop and succeed. I can develop strategies which serve my leadership styles and support the goals of the organization while establishing a system that will support these aims.
Stealing a phrase from my former director, 'all theories are organizationally dependent.' I don't think he'd mind.
Organizational Development in Today's Society
While advances in business technology have limited some of the impact of traditional business tactics organizational psychology is still an area that requires attention for businesses to be successful. Organizational development serves several purposes within an organization. The first area in which organizational development can be useful is in business survival. When businesses are struggling to compete and stay relevant in their given market organizational development seeks to analyze and determine where changes need to be made. The next area is in affecting organizational performance. Organizational development strategies work to develop methods of affecting performance to illicit a more productive and motivated response. The last area is to address plans for organizational change. Businesses grow and develop where the use of organizational development strategies can be used in implementing and development plans for changes that need to take place.
In today's society with how unexpectedly things change the need to be able to roll with the punches is a huge asset for organizational success. The understanding and application of organizational development techniques will support organizational leaders in being able lead effectively for the personal and professional development of the organization and those who are employed by it.
In today's society with how unexpectedly things change the need to be able to roll with the punches is a huge asset for organizational success. The understanding and application of organizational development techniques will support organizational leaders in being able lead effectively for the personal and professional development of the organization and those who are employed by it.
November 25, 2009
New Members: Good or Bad
In regards to bringing in new members to a team it can be a benefit. In my experience if a team is closed off to new members coming in it can result in the team becoming complacent and content with where they are. New members to the team will bring in new ideas and energy that may be necessary to keep the team growing and developing.
I think a good example is churches. There are many churches who have older leaders and they are committed to their traditions and rules that they have always followed. The problem is that these same leaders do not welcome new young leaders to join the team. In time the church ends up dying off because it has become content in it's own safety and security.
I think a good example is churches. There are many churches who have older leaders and they are committed to their traditions and rules that they have always followed. The problem is that these same leaders do not welcome new young leaders to join the team. In time the church ends up dying off because it has become content in it's own safety and security.
November 21, 2009
Cohesiveness in a Group setting
Cohesiveness is the ability of people to work together towards a common goal. Understanding each others strengths and weaknesses along with their personal and professional motivations builds a sense of comradery that unifies a team. Cohesiveness brings a group together and develops them into a team that believes in and supports each other. People who are part of a cohesive team with have a more positive behavior at and about work. The behavior will be reflective of the fact that people will feel like they are cared about and understood because of the connections they have with their team.
The success or failure of a group is not dependent on the cohesiveness but it can be a benefit. A more cohesive group will succeed as a team with everyone contributing to the success. When the group is not as cohesive they can still succeed but there may be a sense that the success was at the expense of some of the team members. Cohesion is not necessary but is beneficial.
The success or failure of a group is not dependent on the cohesiveness but it can be a benefit. A more cohesive group will succeed as a team with everyone contributing to the success. When the group is not as cohesive they can still succeed but there may be a sense that the success was at the expense of some of the team members. Cohesion is not necessary but is beneficial.
Groupthink, What is it & How to avoid it
Groupthink involves the members of a particular group deciding to make a group decision and avoiding any sense of conflict. This most often means that individual concerns and opinions are not shared within the group. Either those within the group do not want to make waves so they don't raise any opposing views or the members of the group do not give time and opportunity for concerns to be discussed. Groups work this way when they are under a strict timeline that has created a sense of urgency with the decision making process.
Avoiding groupthink is done by creating an environment that gives all group members an opportunity to voice concerns and opinions about the discussions within the group. Many times managers do not allow this type of interaction because of the potential for conflict and delays in the decision making process. Allowing interaction amongst group members will not only reduce the opportunity for issues of groupthink to arise but will also give members of the group an opportunity to have more ownership of the decisions the group makes. This will reduce the opportunity for members to feel like their opinion is not relevant or appreciated within the organization.
Avoiding groupthink is done by creating an environment that gives all group members an opportunity to voice concerns and opinions about the discussions within the group. Many times managers do not allow this type of interaction because of the potential for conflict and delays in the decision making process. Allowing interaction amongst group members will not only reduce the opportunity for issues of groupthink to arise but will also give members of the group an opportunity to have more ownership of the decisions the group makes. This will reduce the opportunity for members to feel like their opinion is not relevant or appreciated within the organization.
November 19, 2009
Group vs. Team
In the midst of the current NFL season lies an example of group and team differences. There is an NFL owners group which works together to make the NFL a fair and just organization that they can all participate in. Each one of those owners represents a team which has the sole purpose of winning every game they play against the other teams in the league. The owners group has a common bond but the team members have a common goal.
I believe that a team is a more unified and focused group in which all the members are working together, supporting each other in their weakness, and striving for a common goal. This is why online blogs are called discussion groups and not discussion teams. The members of the blog share a common bond of one type or another but they may not all share a common goal. Leadership teams that are designed and functioning properly consist of members that appreciate each others strengths and weakness. The leadership team also works together to understand how the members of the team can better serve each other as they strive to achieve their goal.
I believe that a team is a more unified and focused group in which all the members are working together, supporting each other in their weakness, and striving for a common goal. This is why online blogs are called discussion groups and not discussion teams. The members of the blog share a common bond of one type or another but they may not all share a common goal. Leadership teams that are designed and functioning properly consist of members that appreciate each others strengths and weakness. The leadership team also works together to understand how the members of the team can better serve each other as they strive to achieve their goal.
Transformational Leadership
At an organization I once worked at I had a manager who understood and fulfilled what it meant to be a transformational leader. He told all his staff that the sign that he was a good manager was to train others below him to be better equipped for the job than he was. He never felt threatened by any of his staff that if they learned more than him that his job might be in jeopardy but rather embraced the idea that he could develop new managers. He trained us, mentored us, and released us to do the work.
Transformational leaders see the big picture and the needs of the organization. They are not concerned with personal glory and recognition but want to see the team succeed above all else. There is a sense that although they know the next step to take they are more interested in others finding the right path also. Everything they do is about making everyone around them better, not just themselves.
I think of the Dr. House character on the House TV show. Although he seems to know the next step to be done he is always engaging his staff and encouraging them to determine the response for themselves.
Transformational leaders see the big picture and the needs of the organization. They are not concerned with personal glory and recognition but want to see the team succeed above all else. There is a sense that although they know the next step to take they are more interested in others finding the right path also. Everything they do is about making everyone around them better, not just themselves.
I think of the Dr. House character on the House TV show. Although he seems to know the next step to be done he is always engaging his staff and encouraging them to determine the response for themselves.
November 12, 2009
Methods for Coping with Stress
Effectively coping with stress will help to create an environment full of well rested and focused employees. To assist in coping with stress organizational psychologists have several tools at their disposal. Stress management techniques that encourage productive and positive stress reduction are essential to coping with stress. Fitness and gym membership programs will give employees an outlet on to release stress and increase their wellness at the same time. Stress can also be monitored and reduced through staff mentoring programs, open-door policies, and peer reviews. The ability of employees to feel comfortable that they can discuss stresses they have, both personal and professional, without fear of repercussion will go a long ways towards reducing the opportunity for stress to become a factor in the day-to-day work environment.
Organizational psychologists also have the opportunity to affect stress through the development of practices and policies that contribute to a healthy and stress free work environment. Doing theis behind the scenes work is critical to the success of the organization and happiness of the employees.
Organizational psychologists also have the opportunity to affect stress through the development of practices and policies that contribute to a healthy and stress free work environment. Doing theis behind the scenes work is critical to the success of the organization and happiness of the employees.
Affect of Wellness on Performance Excellence
Achieving performance excellence requires employees to be focused on and physically able to perform. The wellness of an employee is a factor in this performance in both the physical well being and psychological well being. It is not enough for someone to be physically able to perform they must also be mentally free of distractions and focused on the task at hand. Wellness is essential for the success of an organization. Many organizations have gone to changing out vending machines with more health conscious food with the intention of affecting the wellness of their employees. In the same context organizations have developed fitness programs that they encourage their staff to participate in for their physical well being. The psychological aspect of the organization is monitored through peer evaluations and counseling services.
One of the best examples of this balance is with athletes. You can have the most physically gifted athlete but if their mind is not clear they will not be achieve to achieve the excellence they seek. Distractions such as family issues, injury concerns, and external factors can all be facets of psychological wellness that may affect performance excellence.
One of the best examples of this balance is with athletes. You can have the most physically gifted athlete but if their mind is not clear they will not be achieve to achieve the excellence they seek. Distractions such as family issues, injury concerns, and external factors can all be facets of psychological wellness that may affect performance excellence.
November 8, 2009
Organizational Psychologists Working w/ Employees
Organizational psychologists can work with employees to assist them in developing their own path to success. Developing a path that gives employees a way to analyze and develop their professional and personal skills will create an environment in which employees will grow to understand their potential for success. This potential will work as a motivator for reaching for success.
Organizational psychologists can use tools such as personality and gifts testing to inform employees of where their strengths lie and which areas need to be developed for success. The self-understanding of an individuals personality and gifts can be freeing to allow employees and employers to put people into positions that are the most appropriate for them.
Another aspect that OP's can contribute to is to in working with managers to develop incentive programs that reward employees for success. Success can be measured by training levels, achievement of goals, and productivity. Incentive programs can be great motivators as long as they are managed in such a way as to not pit one employee against another but rather to encourage the success of everyone.
Organizational psychologists can use tools such as personality and gifts testing to inform employees of where their strengths lie and which areas need to be developed for success. The self-understanding of an individuals personality and gifts can be freeing to allow employees and employers to put people into positions that are the most appropriate for them.
Another aspect that OP's can contribute to is to in working with managers to develop incentive programs that reward employees for success. Success can be measured by training levels, achievement of goals, and productivity. Incentive programs can be great motivators as long as they are managed in such a way as to not pit one employee against another but rather to encourage the success of everyone.
November 5, 2009
Satisfying Internal & External Customers
External customers want to work with organizations that are changing and developing new products / services. Organizations need to stay on top of trends so that they can keep customers apprised of and current with modernizations. If an organization does not continue to develop new services and grow with modern changes customers will go to organizations that will. Customers look for the best return on investment and if an organization is not modernizing with the changes in culture the return on investment could be very low.
Just as important are the internal customers. The employees, the stockholders, and the owners are all internal customers of the organization that look for the organization to keep growing, developing, and producing procedures that ensure future success and growth of the organization. If the internal customers are not satisfied with the organization then it will be difficult for the external customers to be satisfied either.
Modern organizations face challenges of new and challenging methods of motivation, encouragement, and rewards. Understanding the modern culture of business and what internal and external customers expect is critical so ensuring proper customer satisfaction.
Just as important are the internal customers. The employees, the stockholders, and the owners are all internal customers of the organization that look for the organization to keep growing, developing, and producing procedures that ensure future success and growth of the organization. If the internal customers are not satisfied with the organization then it will be difficult for the external customers to be satisfied either.
Modern organizations face challenges of new and challenging methods of motivation, encouragement, and rewards. Understanding the modern culture of business and what internal and external customers expect is critical so ensuring proper customer satisfaction.
Motivation from Organizational Psychologists
Workers need to be challenged to be constantly learning how to do their job better. Organizational psychologists can develop reward programs that encourage workers to further their educations, through both internal and external educational opportunities. Further seeking to understand the professional and personal goals of the employees will help organizations relate to and support their employee development. With education programs in place that increase employees abilities there will be an increased level of flexibility in adjusting to changes in cultural and economical fluctuations.
Motivation can come in many different forms. With everything from financial bonuses to community perks employees can be motivated to excel and push themselves to new heights. The challenge in motivation employees to stay current in the modern organization is to show them that learning and keeping up with modern changes in business will keep themselves relevant and modern also. Flexibility requires people to be willing and able to change. Organizational psychologists should seek to understand and develop systems for changes that limit the negative aspects for employees and encourage growth and promotion.
Motivation can come in many different forms. With everything from financial bonuses to community perks employees can be motivated to excel and push themselves to new heights. The challenge in motivation employees to stay current in the modern organization is to show them that learning and keeping up with modern changes in business will keep themselves relevant and modern also. Flexibility requires people to be willing and able to change. Organizational psychologists should seek to understand and develop systems for changes that limit the negative aspects for employees and encourage growth and promotion.
October 31, 2009
Practicing vs. Research Organizational Psychologists
Although the roles of practicing and research organizational psychologists vary as to what aspects of the organization they directly affect they are both in it for the long-term success and growth of the organization. The day to day organizational functions that include recommendations to management on personnel issues, hiring strategies and staff productivity are handled by the practicing organizational psychologist. In contrast, those aspects of the organization that pertain to future strategies and recommended procedures for future growth and staying competitive and relevant to their customers are tasks done by research organizational psychologists.
October 30, 2009
Expectations of Organizational Psychologists
As a manager of an organization that is directly involved in the day to day operations of the organization there are certain aspects of the staff chemistry, personnel policies and leadership effectiveness that it would be tough to measure while being directly involved. The goal of bringing in an organizational psychologist is to receive feedback on the personality differences within the staff and how best to utilize the differences for the overall success of the organization. The organizational psychologist can also interview staff and observe staff to measure the effectiveness and adherence to personnel policies. Most importantly, as a manager, the psychologist can give direct feedback to myself and other leadership staff on our effectiveness with dealing with and handling the personnel challenges we face.
While the benefits of an organizational psychologist are great the cost can also be high. To measure the need of an organizational psychologist strictly off of the financial feasibility is to miss the point of their worth. Organizational psychologists are not typically staff personnel but rather contract personnel that are brought in when needed. Because of the role of organizational psychologists to keep them on staff, while financially unfeasible, is also not a benefit to their functionality in the organization because if they are involved in the daily operations of the organization they will be at a disadvantage to analyze the organization in an unbiased manner.
While the benefits of an organizational psychologist are great the cost can also be high. To measure the need of an organizational psychologist strictly off of the financial feasibility is to miss the point of their worth. Organizational psychologists are not typically staff personnel but rather contract personnel that are brought in when needed. Because of the role of organizational psychologists to keep them on staff, while financially unfeasible, is also not a benefit to their functionality in the organization because if they are involved in the daily operations of the organization they will be at a disadvantage to analyze the organization in an unbiased manner.
October 23, 2009
"Don't Know" Responses in Research
When researchers encounter 'don't know' responses they need to have a system for handling them. A don't know response can be because of a couple different things. If a researcher responds don't know they may truly have no response or idea on how to answer the question. The other thing could be that they do not understand the question. Either scenario could have negative affects on the research results. If they subject truly doesn't know the answer then the best course of action is to not include the response in the results. If the subject does not understand the question then the question can be restated to be clearer. If the question is restated then it may be best to return to the question later in the survey rather than directly following the initial ask.
Another possibility with 'don't know' responses is that the subject may be unwilling or uncomfortable answering the question. This is where it is critical to explain the contents of the survey ahead of time and also to word the questions in such a way as to not make the subjects any more uncomfortable than necessary. Also, designing the questions as to illicit the appropriate response will include wording to avoid 'don't know' response.
Another possibility with 'don't know' responses is that the subject may be unwilling or uncomfortable answering the question. This is where it is critical to explain the contents of the survey ahead of time and also to word the questions in such a way as to not make the subjects any more uncomfortable than necessary. Also, designing the questions as to illicit the appropriate response will include wording to avoid 'don't know' response.
October 11, 2009
To Church or not to Church
I have struggled for the past year and a half on the issue of attending church. It is not a question of whether it is important or not but rather the questions of where, why and what.
Where should I attend? My wife and I attended Vineyard churches from 1995 until 2006. During this time I came to a deeper understanding of the function and purpose of church. I attending school through the Vineyard and became a Pastor. All of this lead to us joining a church that was joining the Vineyard Association and we felt called to partner with them in the process. 2 years later we leave the church, amongst disagreements with the leadership, and it still was not a Vineyard (in name or function). This was in January of 08 and I have yet to go back to church. There have been several occurrences (that we'll save for another blog) that lead to me feeling rejected by the church as a whole. Where do I go now? The other Vineyards in the area are lead by men I have great respect for but there is no need for my services there and / or calling for me to go. I can't bring myself to go to a church of another denomination because of how rigid and programmatic they tend to be. Not sure what to do.
Why go to church? I don't believe in attending church just to be able to say you went. I don't believe in compromising my understanding and beliefs of what church should be so that I can feel comfortable attending. I can't attend somewhere that I could not see myself serving in some capacity. So why attend? I want to attend because I feel a calling to the vision, mission and ministry of the church. I want to feel like I could, if needed, step up and serve in the ministry of the church. I want to attend where I am proud to be part of the body and not hesitant about telling others of it. There are many good reasons to go to church but I want to be part of church, contribute to church and be a representative of the church. Why go to church when we are the church? I want to be part of a community that concerns itself more with being the church rather than going to church.
What is church supposed to be? A building, a program, a social club, a closed in group, a ministry of politics or a cultural status measurement. I look forward to the church that proclaims and lives out resisting all these things. The church needs to be relevant to the culture it serves in such ways that it doesn't define itself by the building or programs it runs. The church needs to resist temptation to close its doors to outsiders so that it keeps its members safe. The church is not a tool for developing good cultural images or a social club that doesn't produce fruit. The church needs to prohibit leadership or influence through political maneuvering that is of no benefit to the mission of the church.
I may have unrealistic expectations of what to expect out of church but I have seen what church should and could be and will accept nothing less any more. I will not compromise my understanding of church just to attend church. To church or not to church is not the question. The question, for churches, is "To be The Church or not be The Church?"
Where should I attend? My wife and I attended Vineyard churches from 1995 until 2006. During this time I came to a deeper understanding of the function and purpose of church. I attending school through the Vineyard and became a Pastor. All of this lead to us joining a church that was joining the Vineyard Association and we felt called to partner with them in the process. 2 years later we leave the church, amongst disagreements with the leadership, and it still was not a Vineyard (in name or function). This was in January of 08 and I have yet to go back to church. There have been several occurrences (that we'll save for another blog) that lead to me feeling rejected by the church as a whole. Where do I go now? The other Vineyards in the area are lead by men I have great respect for but there is no need for my services there and / or calling for me to go. I can't bring myself to go to a church of another denomination because of how rigid and programmatic they tend to be. Not sure what to do.
Why go to church? I don't believe in attending church just to be able to say you went. I don't believe in compromising my understanding and beliefs of what church should be so that I can feel comfortable attending. I can't attend somewhere that I could not see myself serving in some capacity. So why attend? I want to attend because I feel a calling to the vision, mission and ministry of the church. I want to feel like I could, if needed, step up and serve in the ministry of the church. I want to attend where I am proud to be part of the body and not hesitant about telling others of it. There are many good reasons to go to church but I want to be part of church, contribute to church and be a representative of the church. Why go to church when we are the church? I want to be part of a community that concerns itself more with being the church rather than going to church.
What is church supposed to be? A building, a program, a social club, a closed in group, a ministry of politics or a cultural status measurement. I look forward to the church that proclaims and lives out resisting all these things. The church needs to be relevant to the culture it serves in such ways that it doesn't define itself by the building or programs it runs. The church needs to resist temptation to close its doors to outsiders so that it keeps its members safe. The church is not a tool for developing good cultural images or a social club that doesn't produce fruit. The church needs to prohibit leadership or influence through political maneuvering that is of no benefit to the mission of the church.
I may have unrealistic expectations of what to expect out of church but I have seen what church should and could be and will accept nothing less any more. I will not compromise my understanding of church just to attend church. To church or not to church is not the question. The question, for churches, is "To be The Church or not be The Church?"
October 3, 2009
Environmental Factors in Interviews
Environmental factors can make or break an interview. When interviewees are made to feel welcome and comfortable they will be more likely to respond with honest and complete answer to questions. One of the main goals of an interview is to get the interviewee to talk over and above the context of the questions being asked. Asking simple open-ended questions will eliminate the ability for yes/no responses thus requiring the answers be more elaborate.
There is value in the setting of the room where the interview is taking place in that it needs to be free of distractions and interruptions. Within the setting of the room those conducting the interview must present themselves in a position of authority and respect. This can be done in such a way that it does not cause discomfort to the subject of the interview but still elicit a level of response that will indicate how the subject responds to and respects authority.
Overcoming the environmental factors can be done through the setting of a comfortable and welcoming yet respectful interview location. During the interview the asking of questions that elicit responses other than strictly yes or no will give the interviewer a better understanding of the subject.
There is value in the setting of the room where the interview is taking place in that it needs to be free of distractions and interruptions. Within the setting of the room those conducting the interview must present themselves in a position of authority and respect. This can be done in such a way that it does not cause discomfort to the subject of the interview but still elicit a level of response that will indicate how the subject responds to and respects authority.
Overcoming the environmental factors can be done through the setting of a comfortable and welcoming yet respectful interview location. During the interview the asking of questions that elicit responses other than strictly yes or no will give the interviewer a better understanding of the subject.
October 1, 2009
Research Styles - Compare & Contrast
Exploratory research vs Formal study -
Exploratory research and formal study rely on each other to be effective. Exploratory research is designed to determine what actions need to be taken depending on what questions need to be asked. Once the question(s) have been asked a formal study then looks for an eventual solution to those questions. Exploratory research is a free form that changes for the circumstances whereas in a formal study there is a hypotheses to test that relies on a set structure.
Experimental vs Ex Post Facto research -
In experimental research the variables of the research are modified whereas in ex post facto the variables stay the same. The goal of experimental research is to determine how changing the variables affects the results of the research. Ex post facto research seeks to analyze the results of the study not how the individual variables affect the outcome.
Descriptive vs Casual -
Descriptive and casual studies seek to describe the situation by asking questions with the only difference being what questions are asked. In descriptive studies the questions are who, what, when, where and how much. The missing question of why is what is asked in the casual study. A descriptive study looks to determine the results of the set variables while the casual study looks at why the variables have the affect they do.
Exploratory research and formal study rely on each other to be effective. Exploratory research is designed to determine what actions need to be taken depending on what questions need to be asked. Once the question(s) have been asked a formal study then looks for an eventual solution to those questions. Exploratory research is a free form that changes for the circumstances whereas in a formal study there is a hypotheses to test that relies on a set structure.
Experimental vs Ex Post Facto research -
In experimental research the variables of the research are modified whereas in ex post facto the variables stay the same. The goal of experimental research is to determine how changing the variables affects the results of the research. Ex post facto research seeks to analyze the results of the study not how the individual variables affect the outcome.
Descriptive vs Casual -
Descriptive and casual studies seek to describe the situation by asking questions with the only difference being what questions are asked. In descriptive studies the questions are who, what, when, where and how much. The missing question of why is what is asked in the casual study. A descriptive study looks to determine the results of the set variables while the casual study looks at why the variables have the affect they do.
September 26, 2009
Ethical Considerations in Business Research
Business research must be conducted in a manner that results in quality results to assist in making productive decisions. In order for the research to be of good quality there are some ethical considerations that must be taken into consideration.
The rights of the participant or subject must be protected so that, during the course of the research, no one suffers any physical harm or embarrassment. There also must be a level of safety for the researcher, sponsor and participants to know that any sensitive information is guaranteed to be kept safe and the right to personal privacy will be upheld. After the research is complete psychological evaluations must be done to ensure there are no long-term negative affects from the research.
Sponsors of the research must receive ethically conducted and reported research. Adhering to this consideration will reduce the opportunity for participants to form biased opinions and answers. As part of this effort the research design needs to be appropriate for the questions asked in order to maximize the value of the resources being used. The final piece to be considered in making sure that the research is conducted in an ethical manner is to ensure that all parties involved adhere to a level of personal integrity for the purpose of instilling confidence in the results of the research.
The rights of the participant or subject must be protected so that, during the course of the research, no one suffers any physical harm or embarrassment. There also must be a level of safety for the researcher, sponsor and participants to know that any sensitive information is guaranteed to be kept safe and the right to personal privacy will be upheld. After the research is complete psychological evaluations must be done to ensure there are no long-term negative affects from the research.
Sponsors of the research must receive ethically conducted and reported research. Adhering to this consideration will reduce the opportunity for participants to form biased opinions and answers. As part of this effort the research design needs to be appropriate for the questions asked in order to maximize the value of the resources being used. The final piece to be considered in making sure that the research is conducted in an ethical manner is to ensure that all parties involved adhere to a level of personal integrity for the purpose of instilling confidence in the results of the research.
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