As it should be: more questions than answers for applied researchers

Article Abstract:

Ethical issues abound in the area of human research. Applied researchers who assess the effects of interventions are faced with questions such as: Should individuals who could benefit from a treatment be placed in a control group which precludes them from receiving the treatment? Is voluntary participation truly voluntary when ill patients agree to be involved in a study carried out by the clinicians upon whom they depend? Who is accountable for the use of a study's results? Can researchers always protect the anonymity of a study participant? In ''Ethics and Values in Applied Social Research'' (1988), Allan J. Kimmel addresses such questions in a book targeting a reading audience of advanced undergraduates, graduate students and applied researchers. He begins by discussing the differences between basic and applied science, general ethical problems involved in social science research, and the underpinnings of governmental and professional guidelines. He then describes issues and problems in the areas of informed consent, participant selection, privacy and confidentiality, and implications of the value of the peer review process. Although very comprehensive in scope, the book is cumbersome at times because of several extensive philosophical digressions. Nevertheless, it is a very useful resource manual for those interested in applied research, as it makes the reader aware that all researchers must ultimately resolve the ethical issues which are applicable and unique to their own research. (Consumer Summary produced by Reliance Medical Information, Inc.)

Ethical aspects, Social science research, Social scientists

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Training is the answer ... but what was the question? 20 questions to make sure your training really works

Article Abstract:

Training experts offered pointers that human resources directors can use when designing an employee training program. These guidelines should help them avoid wasting precious resources on ineffective training programs. Among the issues to consider are the reasons for conducting training, the availability of solutions other than training, solutions used in the past, expected outcome of training, intended trainees, and time and budget constraints. Human resources managers should also look into the history and reputation of training in the company, the people who will be involved in the selection and evaluation of training, the recruitment of in-house or outside trainer, delivery of the training content, and the opportunity for multidimensional learning. Other worthy considerations are opportunities for active learning, realistic problem solving, corporate culture, and materials to be used.

Employee Training

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Problem drinkers' perceptions of whether treatment goals should be self- selected or therapist-selected

Article Abstract:

Problem drinkerswere surveyed on their preference of treatment goals, specifically with regard to self-selected or therapist-selected goals. The results showed that most problem drinkers prefer goal self-selection. In particular, more subjects with at least a university level education preferred self-selected goals compared toless educated subjects. However, subjects with more serious drinking problems are apt to choose therapist-selected goals.

Research, Beliefs, opinions and attitudes, Motivation (Psychology), Alcoholics, Goal setting

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