Ethics in Psychological Research

Introduction There is a significant difference between ethics and law. Most societies develop laws and policies which to enforce moral principles. Actions can be two faceted, legal but unethical or illegal but ethical. For the purpose of interpreting law, ethical principles can be utilized, however in the last century, most of the socialists forced citizens to not follow the law in procession to which they believed as immoral and unethical (Dyer 1995).Advertising We will write a custom essay sample on Ethics in Psychological Research specifically for you for only $16.05 $11/page Learn More Protests which are peaceful are a moral way of expressing views against political non justifications. Ethics can also be defined as a discipline that encompasses values, religion, decree, psychology, or sociology. For instance someone who maintains ethical standards is termed as a medical ethicist. Ethics can be defined as a technique, formula, or viewpoint for the pur pose of deciding actions and analyzing difficult problems and matters (Koocher and Keith-Spiegel 1998). Therefore, in view of a difficult matter such as global warming, an individual may take a monetary, environmental, biased, or moral viewpoint on the crisis. On the other hand, an economist will inspect the price and advantages of many policies that are in conjunction to the issue of global warming, whereas an environmental ethicist will consider the values and principles of ethical nature which are at risk (Vendemiati 2004). A History of the Construct of Obedience in Psychology The idea of obedience is rooted in psychology and most of previous literature boasts of the positive impact of obedience in psychological research. The idea was developed in the literature sought in the works of psychologist Theodule Ribot (1891), who asserted that obedience is rooted in the framework of determination, mentioning that â€Å"it is only through the will [that] one man gains an irresistible i nfluence over others† and that â€Å"it is only a strong will that demands obedience† (p. 95). Koocher and Keith-Spiegel (1998), discussed obedience to be a result of implication or hypnosis, and tagged it as automatic obedience. This term was a source to Milgram (1964) acknowledgement of the concept of obedience in this book. Thus, obedience can be seen to have multiple meanings in the filed of psychology and the work of Ribot (1891) and Koocher and Keith-Spiegel (1998) turn out to be the source of Milgram’s definition of obedience that is rooted in the intellectual history of the world of psychology.Advertising Looking for essay on ethics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Milgram studies obedience in a manner which dominates the current world and clarifies the research on obedience in totality (Banyard 2010). Most researchers agree that the concept could not be simulated today under the circumstances that Milgram engaged in particular the ethical guiding principle now in power. It is significant to distinguish that Milgram’s measures almost certainly did not infringe the study on ethics in the early part of 1960 (Milgram 1964). Baumrind’s (1964) criticized that Milgram should have abandoned his study once he realized the degree of anguish resulting from his research, and certainly if we observe closely she was not wrong about it. But Milgram openly conveyed that the results he sought were not minor results and were of utmost importance, rather shocking (Banyard 2010). It is not easy to consider any research being abandoned even though it has a capacity to create an impact on comprehending the human state, especially when they are believed to have debriefed the methods of dealing with the individual suffering of the subject being studied. The force of Milgram’s studies on obedience was more of an urgent and expressive psychological nature (Banyard 2010). Kimmel (1 998) stated that â€Å"The Milgram experiments ultimately may have less to say about destructive obedience’ than about ineffectual and indecisive disobedience† (p. 103), and this resulted in forcing many research programs to study the negative behaviors and actions rather than the positive ones. After Milgram’s study of obedience, a more stringent code of conduct for carrying out researches was developed by the IRB. This caused a fast shift to studies that had inferior investigational practicality and higher unexciting pragmatism, more and more of which were carried out of the laboratory (Banyard 2010). A History of the Construct of Attachment in Psychology Harry Harlow conducted some renowned researches in the 1950s covering the deprivation of maternal care in rhesus monkeys. These proved to be the milestone not only in primatology, but also in the development of scientific aspects of attachment and loss (Custance 2010). Harlow also treated his human subjects f or the same deprivation and globally compared his experimental findings with concerns to love and growth of affection in human beings simultaneously. These experiments had strong impact on concepts such as separation, attachment, mothers and infants, adoption and childrearing generally (Vendemiati 2004).Advertising We will write a custom essay sample on Ethics in Psychological Research specifically for you for only $16.05 $11/page Learn More The observations of Harlow’s experiments concerning bare wire mothers implicated that child love was not an easy retort to the fulfillment of physiological requirements of an individual. Attachment does not only require fulfillment of hunger or thirst in individuals and therefore cannot be concentrated to nursing only (Custance 2010). Modifications in Harlow experiments allowed him to make another observation. He removed the choice of mothers and allowed the infants to remain separated thus dividing them into two different groups. He observed that all rhesus’ consumed same amount of milk and physically developed at the same ratio. However, no similarities were seen after this observation. Soft and tactile teddy cloth mothers were seen to be more preferable than the hard wired mothers. This led him to deduce a hypothesis that emotional and psychological attachment which was not present in the second group was an important feature. This led them to grow at a slow rate or not develop at all (Vendemiati 2004). Later on, his experiments proved that sooner or later, monkeys required some sort of attachment which was necessary for their growth. Permanent damage was seen in monkeys which were deprived and kept in isolation for a couple of months (Kimmel 1998). This deprivation was subjected to human beings and was seen to have lasted for over six months before signs of any damage were seen, whereas in monkeys this deprivation lasted for no more than 90 days before permanent damage could be seen (Custance 2010). Other researchers who carried out research on attachment such as Mary Ainsworth also concluded that comfort and security were elements required for any infant to grow properly. Harlow’s experiments were a vital proof of the fact that love and affection are the foundations of growth and development and deprivation can only lead to devastation sooner or later and sometimes can even lead to death (Kimmel 1998). Harlow’s work was a great influence on researches led by Bowlby and Ainsworth, who further helped develop proper ethical guidelines for services such as â€Å"orphanages, adoption agencies, social services groups and child care providers who approached utter care of children† (Dyer 1995). A History of the Construct of Memory in Psychology The earlier period of eyewitness memory research has been distinguished by dispute and a development of process (Koocher and Keith-Spiegel 1998). During the past number of years, the argument over t he environmental soundness of the research has taken a greater focus, as was evident in the early researches in the same century.Advertising Looking for essay on ethics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The present account of this argument centers on the association among the memory as it functions in labs and other various other contexts of memory (Baumrind 1964). Some have disputed that remembrance and memory is best researched and analyzed in a laboratory environment where utmost power and accuracy are likely. Although there are many issues related to this dispute, one evident issue is the incapability to create various conditions in the laboratory. For instance, for the sake of evident ethical reasoning, powerful poignant reactions or great levels of distress cannot be stimulated in laboratories. Researchers covering the association among emotions stress and memory must, do so outside the lab environment in places where reactions can be evident (Dyer 1995). When it comes to psychology, researching cognition is similar to dealing with experiences and facts, which can include insight, concentration, remembrance, philosophy and speech that are not evident and do not become part of experimental observations directly (Ribot 1891). The association among loss of psychological function and deterioration of any part of the brain is unswervingly and exclusively accountable for performing that function (Pike and Brace 2010). Only with the advent of latest techniques such as brain imaging and so on, has it been likely to achieve a more precise understanding of the multifaceted character of the association between the brain and cognition (Vendemiati 2004). Memory is deficient. That is why we usually tend not to see things which are accurate firstly. However, even if we try to retain a reasonable amount of information coming from an experience, it does not mandatorily retain in our memory tactfully (Vendemiati 2004). The best example of this can be at our workplace. With the passage of time, and with proper willingness to do something we learn to perform a certain task. However, there are distorting elements that allow us to forget the facts and undergo a certain loss of memory. Even in the majority gifted among us is memory thus impressionable (Pike and Brace 2010). Conclusion Most of the dissimilar orders, establishments, and vocations have various rules for performance that ensemble their meticulous aims and objectives. These usually help members of the restraint to synchronize their proceedings or actions and to set up the public’s conviction of the authority. For example, ethical norms rule behavior in fields of law, business, management and engineering. Above all they are seen to play an important role in the field of medicine. Ethical norms also act as research objectives and relate to people who perform methodical exploration of academic or imaginative actions. List of References Banyard, P., 2010. Just following orders? In Brace, N. and Byford, J. Discovering Psychology. Milton Keynes, The Open University. Ch. 2. Baumrind, D., 1964. Some Thoughts on Ethics of Research: After Reading Milgram’s, Behavioral Study of Obedience. American Psychologist, 19(6), pp.421-23. Brace, N. and Byford, J., 2010. Discovering Psychology. Milton Keynes, The Open University. Custance, D., 2010. Determined to Love? In Brace, N. and Byford, J. Discovering Psychology. Milton Keynes, The Open University. Ch. 5. Dyer, C., 1995. Beginning research in Psychology. Oxford: Blackwell Publishers Ltd. Kimmel, A.J.a.P.E., 1998. Ethics and values in appled social research. In Nunn, J. Laboratory Psychology. East Sussexx: Psychology Press Ltd. Koocher, G.P. and Keith-Spiegel, P., 1998. Ethics in Psychology. New York: Oxford University Press. Milgram, S., 1964. Issues in the study of obedience: A reply to Baumrind. American Psychologist, 19, p.848–852. Pike, G. and Brace, N., 2010. Wtinessing and Remembering. In Brace, N. and Byford, J. Discovering Psychology. Milton Keynes, The Open University. Ch. 9. Ribot, T., 1891. Heredity: A psychological study of its phenomena, laws, causes, and consequences. New York, NY: D Appleton and Co mpany. Vendemiati, A., 2004. In the First Person, An Outline of General Ethics. Rome: Urbaniana University Press. This essay on Ethics in Psychological Research was written and submitted by user Paityn Cantu to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Evaluate training and development methods that may assist organisations in meeting their strategic objectives essay

Evaluate training and development methods that may assist organisations in meeting their strategic objectives essay Evaluate training and development methods that may assist organisations in meeting their strategic objectives essay Evaluate training and development methods that may assist organisations in meeting their strategic objectives essayIn the contemporary business environment, training and development play an important part because they become the major drivers of the organisational development. More important, today, training and development are essential for the survival of organisations in the highly competitive business environment because knowledge and learning play the key part in determining the competitive position of organisations. As a result, many organisations invest into their training and development, while the concept of the learning organisation becomes more and more popular today. At the same time, the development of the training process raises the problem of the development of effective methods and strategies of training, the correlation between actual needs of organisations and the training and development process, and many other issues. In actuality, there are different views on the training and development process but there is no homogeneous approach to training and development and each organisation tends to develop its own training and development methods and strategies. Training and development is a complex process that may involve the application of different methods the choice of which depends on the specificity of the organisation, its human resources, marketing goals and objectives, and resources available to the organisation.The training and development process normally includes several key stages. The first stage is reviewing and consultation which aim at the revelation of current training needs of the organisation and the development of the further training strategy respectively to the training objectives of the organisation. Reviewing and consultation allows determining urgent needs of the organisation on the ground of which the organisation can develop its training methods and strategies. Such reviewing and consultation helps to identify weak point s in the organisational development and training and eliminate existing weaknesses or drawbacks.The second stage of the training and development process is questioning that involves the analysis of possible alternatives to the behaviour, skills and functions required from employees that are going to be involved in the training process. The next stage of the training and development process is agreeing. This stage involves the close interaction of the manager responsible for the training and development of human resources with colleagues and employees of the organisation to receive feedback from them concerning current needs of employees and the organisation at large. Furthermore, the following stage is modelling, which implies the analysis of the available models and methods of learning and training that can be applied to the particular organisation (Reid 2007: 138). The next stage of the training and development process is negotiation, which involves the agreement of key points of the training and development model introduced in the organisation with all key stakeholders, such as employees, managers, coaches, and others. The final stage of the training and development process is the implementation of the developed plan and respective method of training.Furthermore, training methods should focus on three levels which meet respective training needs of organisations: organisational level; department level and individual level. Â  At each level, the training relies heavily on human resources, who are involved directly in the training and development process. However, the scope of the training and development differs depending on the level. For instance, at the individual level, an employee develops specific skills required for his/her position and specific tasks and functions the employee performs on the regular basis. At the department level, employees should focus on the training and development to work as a team within their department to optimize and enhance the performance of the department that means the improvement of their interaction within the department and better communication within the department. At the organisational level, employees have to focus on the training and development that help them to develop their strategic thinking to understand the vision and mission of their organisation and develop required skills and focus their performance to reach strategic goals of the organisation through their individual performance.Training and development policies conducted by organisations may differ consistently. Organisations can use training and development policies oriented on the continuous professional development that means that employees keep developing new skills and improving existing ones in the course of their career all the time. In this regard, the life-long learning the preferable scheme for many organisations as well as employees because such learning and training of employees involves the improvement and developmen t of professional skills of employees during their life time. Therefore, employees always keep progressing. Such life-long training and development requires a lot of efforts from the part of organisations but such approach is highly beneficial in a long-run perspective. If the organisation manages to retain the personnel and prevent high turn-over rates, the organisation can enhance its competitive position due to the steady rise of the qualification level of its employees, the improvement of their performance and, therefore, the growth of the customer satisfaction.However, a substantial drawback of the lifetime learning is the high costs of such training policy and different learning skills and abilities of individuals at the different age. For instance, younger employees are more successful in learning than older ones that means that training will be more effective for young employees than older ones. The high costs of this approach to the training and development process may be a ggravated by the risk of the high turn-over rate among employees of organisations that actually makes such strategy useless because well-trained and highly qualified employees will just abandon their organisations and transfer to other organisations.In addition, there is vocational education training which focuses on the specific training for specific professionals working in their organisation for the development of the required professional skills and abilities. Vocational education training is efficient for the training of required professionals to fill the particular positions in the organisation. At the same time, this approach is not always efficient, if organisations need to have universal employees that can perform multiple functions, although vocational training admits the possibility of training employees for specific jobs but such training needs time and costs.Moreover, it is worth mentioning the induction training which implies the development of job-specific competences and skills, for instance IT training. This approach to the training and development is quite controversial. On the one hand, this approach allows training employees, who are well-qualified and trained to perform their specific functions perfectly. On the other hand, such approach to the training and development process limits functionality of employees and prevents organisations from employing and training professionals, who can perform different functions and take different positions. The narrow specialisation of training becomes unpopular today because the fast progress of technology, fast change of the business environment and other changes require organisations to train and develop universal employees, who can perform tasks that they face at the moment, regardless of their initial specialisation.Evaluate training and development methods that may assist organisations in meeting their strategic objectives essay part 2