Ethical Research Protection Of Human Subjects Essay

Ethical Issues in Research: Protection of Human Subjects Ethical guidelines and considerations in research experiments involving human subjects are a fairly new construct. Prior to the twentieth century, elaborate set of rules and regulations regarding the use of human subjects in experiments merely did not exist. However, one of the most critical elements of research are ethical considerations, and the goal of a research experiment is to discover new information to broaden the knowledge of the human society. Therefore, distorting, falsifying, or misinforming research participants for the purpose of manipulating different reactions is highly unethical, and the values that research ethics rely on including integrity, accuracy, and objectivity are always violated. The Milgram Experiment on Obedience and the Stanford Prison Experiment are examples of two of the most intriguing and widely discussed social psychology experiments that have violated the basic principles of research ethics involving human subjects. The Milgram experiment and the Stanford Prison experiment still continues to receive a large amount of criticism and is widely considered ethically controversial. Stanley Milgram, a psychologist at Yale University, conducted his obedience experiment in 1961, to research the effect of authority on obedience. Milgram (1963) defines obedience as â€Å"†¦ a psychological mechanism that links individual action to political purpose† (p. 371), and the goal of his experiment was toShow MoreRelatedEthical Principles And Guidelines For The Protection Of Human Subjects Of Research1005 Words   |  5 PagesIn 1979 the National Commission for the Protection of Human Subjects of Biomedical and Behavioral Research drafted The Belmont Report: Ethical Principles and Guidelines for the Protection of Human Subjects of Research. Within this report, the National Commission identified three ethical principles that are the foundation for research ethics and the field of bioethics. These princi ples are respect for persons (also known as autonomy), beneficence and justice. While these three principles are supposedRead MoreThe Common Rule and Human Research Essay1512 Words   |  7 PagesHuman research done in the United States nowadays is regulated by the Common Rule. The Common Rule is a policy on the topic of Human Subject Protection created by a number of agencies specifically the National Commission for the Protection of Human Subjects for Biomedical and Behavioral Research developed in 1974 to address detection of serious maltreatment of human subjects from the Syphilis Study at Tuskegee (Iltis, 2011). Some key requirements of the Common Rule are: assuring compliance by researchRead MoreThe Role of the Institutional Review Board and the Protection of Human Subjects663 Words   |  3 Pageswhat has evolved to how we conduct research today and just as important, how the participants of such research are shielded and protected against the consequences that may be exper ienced as a result of these studies. We live in a world that is continuously changing and as we move forward, it is past experiences that influence how things are done in the present, and what may become in the future. The Institutional Review Board (IRB) exists to protect research subjects and ensure their rights are safeguardedRead MoreBasic Ethical Principles in Epidemiology1254 Words   |  5 PagesBasic Ethical Principles The three basic ethical principles generally accepted principles in the U.S. cultural tradition include the principles of respect for persons, beneficence, and justice. The principles of respect for persons ensure that human subjects treated as autonomous agents and persons with diminished autonomy are provided protection (CDC, n.a.). The protection relates to when human subjects may lack coherence under certain medications, sickness, or physical conditions in which the researcherRead MoreHistory And Progression Of Untreated Syphilis931 Words   |  4 Pagespanel was created. (Brandt, 1978) There are several ethical issues that can arise when conducting research. A few of these are field of study dilemmas, the researchers’ integrity, social and economic issues, physical and psychological issues. Field of study refers to areas of research that are controversial in nature. Ethical dilemmas that can arise under fields of study are contentious topics such as embryo research and fetal tissue research (National Institute of Health, 2008). Studies suchRead MoreRelevant Laws And Legal Authority1277 Words   |  6 Pagesauthority The conduct of biomedical research that involves the human subjects deals with many ethical and legal issues and these issues must be handled by the law to make sure transparency in the research. The legal issues have concerned lawyers, policy makers, researchers, philosophers, scientists, and clinicians for many years and the end result was the formulation of laws in conductance of human subject research.(Kapp, 2006). In July 12, 1974 the National Research Act was signed into law and the organizationRead MoreEnvironmental Health Research On Humans - Ethical Issues1656 Words   |  7 PagesEnvironmental Health Research on Humans – Ethical Issues Since the United States approved the regulations that controls the research on human subjects in 1970s, there have been many discussions and arguments concerning this approval on research on humans; the issues focuses clinical research like the risk management, the use of substances (drugs) with no therapeutic effect – placebos in a group, selecting random sample of a population, informed consent, adverse events and investigation on susceptibleRead MoreA Research Study On Nutrition And Treatment Of Blood Glucose1621 Words   |  7 Pagesfor granted the amount of research, time, effort, and money that went into the development of medications or medical treatment. When someone reaches for the aspirin bottle to relieve a pounding headache or that lifesaving injection of insulin used daily to treat and manage levels of blood glucose are both the end results of long and costly research. Without research the awareness of vitamin deficiencies, treatments for cancer, organ transpl antation, and vaccines for humans and animals would ceaseRead MoreThe Adopted Codes of Conduct for Psychological Research Essay1135 Words   |  5 PagesConduct for Psychological Research There is a belief among psychologists that by carrying out an experiment we should be lead to understand ourselves better and to the enhancement of the human condition and promotion of human welfare. This can onlyRead MoreThe Ethics Of The Clinical Trials1584 Words   |  7 Pagesnumber of clinical trials, the ethical issues related to clinical trials have also increased. Furthermore, the ethics of the clinical trials were violated on several occasions in last few decades. Nazi experiments with World War II initiated the world leaders to implement a code of conduct that protects the autonomy of the clinical trial subjects. Therefore, the Nuremberg Code was initiated in the year of 1949. However, this Code failed to protect the human subjects in clinical trials. Tuskegee syphilis

Alexanders Vast Accomplishments as a Conquerer - 953 Words

The first matter to consider is what constitutes â€Å"greatness†. There are no set standards no checklist, to apply to a person, to determine it they are â€Å"great.† The simplest way that I could conceive to decide whether this title should apply to Alexander was to determine if he was, in some way, superior to the rulers that came before or after his reign. The most obvious place for me to start my consideration is with Alexander’s vast accomplishments as a conquerer. Alexander inherited an impressive military from his father and a stable kingdom; he also followed his father’s plans to invade Asia. Does this detract from his own accomplishments with the Macedonian army? I would argue that it does not. It does not matter how large†¦show more content†¦Alexander understood truths about society that other’s of his time either did not grasp or care to entertain. He knew to separate battles and keep destruction from the cities. This served a few purposes. Alexander could award the riches of the conquered lands to his soldier and this gave the conquered people a reason to respect him. This highlights what is probably the most genius aspect of Alexander’s military prowess; he knew how to separate military strategy from political aims on the battlefield, but how to exploit his military prowess for his political gain. Alexander’s battlefield skills are exalted in much of the writings that we have, yet it is his uncanny ability to know how far to push the violence in battle, or when to back down that truly represents his greatness. Alexander was brilliant in the management of war - he knew which areas to attack, where to lead the battle, and when to pull back; he was able to determine how best to direct the wars that he waged. Alexander was able to use his excellent battlefield skills in conjunction with his outmatched management style to literally pushed the limits of the Macedonian empire to the ends of the known world. He exhausted his men and resources; faced down mutiny with within his own ranks, twice; fought off more than one disease, and yet he continued time and again to be successful. Not only did Alexander achieve a massive empire, he did so in just

Interview with My Grandmother Essay Example For Students

Interview with My Grandmother Essay Me: What is your full name? G: Koralina Rosa Mahogany Patterson (*Interesting factoid: All of my grandmothers daughters have the middle name, Mahogany and so do all of their daughters.) Me: What things make you happy? Why? G: seeing my family strive makes me feel happy. As a young girl growing up in, I didnt have much opportunity to better myself until the latter yours of my life. To see my grandkids and my great grandchildren doing well in school and getting good jobs I feel like I have made some type of good impact on the world. Me: What lessons has life taught you that you would want your children or grandchildren to understand and learn from? How did you learn these lessons? G: Nothing in life comes cheap. If you want something you have to go out and get it. There is no person that is gonna bring you what you need or want on a silver platter, life just isnt like that. Nowadays children are getting things without working for them and its a shame. I was taught to never take favors from anyone. Thats a value that needs to be instilled into the younger generations. Me: What is the accomplishment that you are most proud of in your life? G: Maybe having six children (she laughed) Six healthy, accomplished children. They were very good kids. I put my heart into nurturing those kids, and I tried to give them the right speeches Still to this day, I couldnt ask for better kids. Me: How do you view the idea of beauty? What do you wish younger women knew about beauty? G: If youre beautiful it comes from your soul. You can tell from just being around other people. As for advice to younger people I hope that they remember that there are lots of ways to be attractive, use your words, your mind. Beauty isnt only your face or your body. Be happy with yourself and other people will follow. There is nothing more attractive than confidence and self-respect. Me: What tools have you used to work through the hard times in life? G: I prayed, and I felt 100% better. I remember one particular time when I was pregnant with my fourth child (my aunt) and had to be on bed rest for four months. When youve got three kids to take care of, thats hard. John and the kids cooked. I was bored out of my mind John was teaching Sunday school at the time, and hed record the lessons. And all week long I would play those taps over and over again. The more Id hear those teachings, the more I loved him Those recordings meant so much to me. Me: How would you like to be remembered? G: Great question .I want to be remembered for someone who tried to do things in life with righteous faith. as someone who could be both honest and kind; sometimes we can pride ourselves on being brutally honest, Id like to be remembered as being honestly kind. I read something in an article a few days ago,it said that people wont remember you for what you said or what you did, they will remember you for how you made them feel. I want people to remember me making them feel happy and appreciated. Me: Any more advice for us young people? G: Everybody needs to appreciate life. See the amusing side of things, and release that laughter. Its good for the spirit. It doesnt hurt to smile. And not to give up hope. We hear an awful lot on the news and in the paper, and it seems like its all corrupt, but I have a great deal of belief in young people today. They are our future and there are a lot of noble young people out there doing a lot of respectable things and there are a lot of elder people doing good things, too. We just dont hear about these things. Also, I believe in passing it on. Just a small thing sometimes means a lot to somebody.

Organizational Change Management Innovation Implementation

Question: Discuss about the Organizational Change Management for Innovation Implementation. Answer: Introduction The innovation implementation behaviour concerns with the commitment of the employees in using a particular innovation product or process. It deals with the usage of the innovation in the day to day functioning of the employees. The charismatic leadership concerns with the leadership qualities of the senior management. The affective commitment to change deals with the desire to implement the change process. This study demonstrates the factors driving the innovation implementation behaviour- trust in top management and charismatic leadership. These two factors are influenced by the affective commitment to change. Discussion The topic of the article deals with the innovation implementation behaviour. It is a psychological process by virtue of which employees are inclined to use innovative practices. They feel motivated to use the implemented technology in the organization. This motivation level is influenced by two factors, namely the role of charismatic leadership and employees trust in the top management. This article is concerned with analyzing these factors. It also discusses the role of affective commitment to change to understand the psychological mechanisms in the employees of an organization. The objective of the article is to investigate the background of charismatic leadership as well as the trust of the employees in the top management of an organization. The article explores the effect of these two factors on the changing patterns of the innovation implementation behaviour in the employees of organizations (Chaudoir, Dugan Barr, 2013). There were individual studies to evaluate the effect of each of these factors on the overall behaviour of the employees regarding the implementation of innovation. The study also aims to identify the emotional processes of the employees that lead them to display innovation implementation behaviour. The study also strives to expand the existing literature on the innovation implementation behaviour. The methodology used in the study is the quantitative approach. This type of research is used for the purpose of generation of the numerical data which can be transformed logically to gather useful statistics (Creswell, 2013). This type of method is used to gather information related to the attitudes, behaviours, mental abilities and other parameters of the sample population (Punch, 2013). In this study, the data was collected from employees who were working in an automobile firm in Germany. The firm had implemented a new computer software, which was based on the email program of the corporation. The employees had the alternative to use this software for various purposes such as address, calendar, audit, absence planning and others. This study aimed to find out the level of implementation of the new software by the employees. In other words, this survey measured the attitude of the employees towards an innovation or new technology implemented by the top management. The mode of data c ollection was through an online survey. The employees were sent a link containing an online questionnaire, which they were supposed to fill out within a time frame of four weeks. The participation of the employees was optional and kept confidential. The study considered the responses of 194 employees out of the total 270 employees. The data collected was analyzed by Brislins translation back translation procedure (Shuttleworth Cowie, 2014). The multifactor leadership questionnaire or the MLQ 5x short was used to analyze the types of charismatic leadership from the leaders of the organization (McCord, 2014). This technique was used to determine the admiration of the employees for the organizational leaders. A three item scale (proposed by Cook and Wall) was used to measure the degree of trust on the top management of the firm. The six item scale devised by Herscovitch and Meyer was used to measure the affective commitment to change (Kool, van Dierendonck, 2012). The study measured the adaptive attitude of the employees in the implementation of the new software with the help of a scale proposed by Choi and Price. The primary data analysis tool used was structural equations modelling or AMOS 16.0 (Byrne, 2013). There was an inclusion of four dummy coded control variables in the structural model. The study argued that affective commitment to change acts as an intermediary between the innovation implementation behaviour and the charismatic leaders (Bligh Kohles, 2013). The top leaders are in a position to motivate their employees or followers by providing them with a compelling vision. It has also measured the positive correlation between trust in the top management and the affective commitment to change. The attitude of the employees towards the top management of the organization is vital for the success of implementation of the new software (Rafferty, Jimmieson Armenakis, 2013). If the employees feel that the top management has a major role in the change process, then the employees would also like to apply it in their day to day functioning. This is because, the employees are certain about the good intentions of the management and assume that they will benefit from the new technology. The study presented some interesting findings regarding the topic. The effectiveness of the charismatic leaders is directly proportional to the behaviour of innovation implementation. The leadership qualities are directly linked to various factors such as the creativity of the subordinates, social change, improvement oriented attitude and the organizational innovation. The study confirmed that an increase in the employees trust in the management also increases the affinity to implement the innovative practices of the organization. The most vital contribution of the study included the physiological parameter that connects charismatic leadership and the employees trust in the top management with the subsequent behaviour concerning the implementation of change or innovation. There are situational factors such as sentiments that influence the behaviour of the employees towards a new process or technology. The findings focus on the need of enabling leadership for fostering innovation acce ptance with the means of formal managerial framework. The companies need to enhance the employees trust in the top management for better adoption of the organizational change process (Cameron Green, 2015). The trust factor can be imbibed in the employees by several ways, such as leadership guidelines, reward system, company policies and others. It is important for the companies to keep aside budget for delivering leadership training as well as ideal recruitment of the charismatic leaders (Cameron Green, 2015). The managers should take into account the psychological aspects of their employees, which would make them more adaptable to organizational changes (Cameron Green, 2015). The leaders should also be trained so that they can be role models to the employees. They should also articulate a captivating vision to the employees. The strength of the arguments include the relevancy of interrelation between the key parameters such as charismatic leadership, innovation implementation attitudes, trust in senior management and affective commitment to change. They are the vital factors that influence how a new process or technology is accepted by the employees of the organization. The charismatic leadership of the top management would induce trust among the employees, which in turn would make them committed to change in the process. The affective commitment to change would lead to the improved behaviour of the employees towards the new process and they would try their level best to make it successful (Cameron Green, 2015). The weakness of the arguments include that there are several factors that increase the trust factor of the employees apart from the charismatic leadership of the senior management. The senior management may display excellent leadership qualities, yet the employees may not be satisfied. There may be several reasons of employee dissatisfaction such as a poor compensation package, poor working environment, excessive burden and others. There can be other possibilities such as non-conformance to change since many employees prefer to follow the traditional procedures. They do not embrace change easily. In such cases, the employees may not accept the innovation even if the senior management performs an excellent job. This would eventually lead to resistance towards the new innovation policy. This study was conducted on a single department of one organization. There can be different views of the people working in other industries and job roles. Conclusion The organizational change, leadership and behaviour concerning the implementation of the innovation are crucial fields of study for the researchers. This study served the purpose of integrating the three vital factors in question. It showed that charismatic leadership as well as the trust in top management influences the innovation implementation behaviour and the affective commitment to change. The study also aimed to closely bind the key concepts and aid in future investigations regarding this topic. References Bligh, M. C., Kohles, J. C. (2013). Do I Trust You to Lead the Way? Exploring Trust and Mistrust in LeaderFollower Relations.The Wiley-Blackwell Handbook of the Psychology of Leadership, Change, and Organizational Development, 89. Byrne, B. M. (2013).Structural equation modeling with AMOS: Basic concepts, applications, and programming. Routledge. Cameron, E., Green, M. (2015).Making sense of change management: a complete guide to the models,tools and techniques of organizational change. Kogan Page Publishers. Chaudoir, S. R., Dugan, A. G., Barr, C. H. (2013). Measuring factors affecting implementation of health innovations: a systematic review of structural, organizational, provider, patient, and innovation level measures.Implementation Science,8(1), 1. Creswell, J. W. (2013).Research design: Qualitative, quantitative, and mixed methods approaches. Sage publications. Kool, M., van Dierendonck, D. (2012). Servant leadership and commitment to change, the mediating role of justice and optimism.Journal of Organizational Change Management,25(3), 422-433. McCord, J. M. (2014).An examination of self-perceived transformational leadership of Texas superintendents and high school graduation rates. Lamar University-Beaumont. Punch, K. F. (2013).Introduction to social research: Quantitative and qualitative approaches. Sage. Rafferty, A. E., Jimmieson, N. L., Armenakis, A. A. (2013). Change readiness a multilevel review.Journal of Management,39(1), 110-135. Shuttleworth, M., Cowie, M. (2014).Dictionary of translation studies. Routledge.