Ethical Code Of Data Collection Essay Example for Free

Ethical Code Of Data Collection Essay Ethical code is vital to any survey. Researchers today are obliged to follow the different ethical codes designed and guided by different institutions like government agencies, research agencies and marketing associations pertinent to the different countries, societies and communities. This is the first thing researchers should take into consideration while developing or designing research materials. There are ethical code enforcement bodies in almost all layers of our community from local institutions to the federal level, which has the power to control all the research related activities and their impact in the community. Research is highly affected and influenced by ethical codes. One of the major aims of the MRA (Marketing Research Association) ethical code is that while conducting research; researchers should not act in such a way that it violates the general public laws which will discredit people’s confidence against the entire research profession. The research code of ethics is there to establish guidelines and principles to maneuver researchers to achieve the goals and objectives in a socially acceptable manner. Therefore, Marketing Research Association code of ethics guides researchers in almost all layers of their work from their research design phase of the research to the communication of findings of the research to the concerned parties. Some of the principle elements of the MRA ethical codes include: 1. People or the community should be involved as major participants in the all facets of the research. 2. Researchers should get written permission from the people in the community which will be involved in the research project. 3. All the resources (information collected from the community) are direct  assets of that community and therefore researchers should communicate the findings of research to the community and those data should be returned to the community. 4. While publishing the research findings, the community or the people associated with the research should be involved in decision making process. 5. And finally, researchers should make sure that the partners of the research (community) have agreed to make information available to the publication. Above mentioned principles are the major pillars of the MRA ethical code of research. It provides the power to the community and provides the decision making ability to those who are the members or a part of the community. MRA ethical code of research has become a key guiding principle of any research activity. How researchers design their research depends upon MRA’s ethical codes of research, review, and regulation. Respect of the individual person’s or participant’s privacy is the key focus of the research code. It is the degree of control which research participants have over the researchers about their own information and how researchers deal with that information about participants. This code of ethics provides exclusive rights to the research participants about whether to participate in the research or not. In the next level, research code of ethics prioritized the maximization of the benefits of the research to the concerned partner, community or society. A survey result or the research does not always provide advantages or the benefits the community. Therefore, another ethical code of the researchers is to maximize the possible benefits of the research and minimize the harm of research or research findings to its participants or community. Researchers should always have a sense of justice towards its research. Researchers can never include all the members or elements of its target population, therefore while selecting the sample they should be non-discriminatory. By doing so, researchers not only do justice to the participants or the community but also maximize the chances of integrity of the research findings. Another important issue of the research ethical code is the confidentiality of the information provided by the research participants. Researchers are  liable to provide highest level confidentiality of the data towards the participants. MRA research code of ethics makes sure that researchers provides complete confidentiality to its research participants unless the respondent or the participants of the research themselves waives their confidentiality. Besides these basic ethical codes of data collection, researchers should not falsify or omit collected data for any reason during the data collection process. And before collecting the data researchers should specify the methods of data collection, time and date of data collection, sampling frame and method and sampling size and these predetermined methodologies are not subject to change without the permission of the research participants. Data collectors should not reveal the information about the client or sponsor to the participants during the data collection phase without proper authorization. If the respondent wants to know about the sponsor or the clients then the data collectors can only reveal the information only to respondent with the authorization to do so by the clients or sponsor. The data collectors are liable to protect the confidentiality regarding the business of the client without the express written consent of the client and without the necessary ground to do so. If the data collectors are conducting the secondary data collection then revealing the source of the data to their client is their prime responsibility and they should not present secondary data as primary data to their clients or sponsor. If a respondent wants to withdraw or refused to participate in the middle of the data collection process then the data collectors or the researchers have no right to coerce them or make the cooperation obligatory by threatening them with anything. Researchers or the data collectors should always respect and protect the right to participate and right not to participate in the research by the respondent at any time from beginning to the end of data collection. The result of the study or the collected data is the property of the clients or the sponsor therefore, researchers or the data collectors should not at any cost share the findings of the collected data to the third party without the pre-consent of the clients or sponsor. Researchers are liable to follow the standard ethical code of data collections coordinated and enforced by the agencies like Marketing Research Association and federal agencies. References Marketing Research Association (2012). Retrieved on October 5, 2014 from www.mra-net.org Malhotra, N. K. (2010). Marketing Research an Applied Orientation (Sixth ed.). Upper Saddle River, NJ: Prentice Hall.

Mike Tyson Essay -- Biography Biographies Papers

Mike Tyson Mike Tyson, the youngest ever heavyweight boxing champion of the world was born in a ghetto in the state of New York. His Father departed the family home two years after his birth, leaving his Mother to raise three children with very limited financial means. Subsequently, his Mother found a new partner who was abusive and violent. She then turned to alcohol in an attempt to escape from her existence. Michael, now aged five years, felt neglected and unloved by her but at this time he was unaware that his Mother was suffering from terminal cancer. (Gutteridge & Giller, 1996) Tormented by older children because of his high-pitched voice and clothes from a school charity group, Tyson learned quickly that he could retaliate against the bullies if he physically assaulted them. (Gutteridge & Giller, 1996) Tyson joined street gangs and was arrested for thirty crimes ranging from theft to assault before the age of twelve. Sentenced to a Juvenile Delinquents Centre for two years for mugging a young female, Tyson spent his time in prison learning the sport of boxing. Upon release, Cus D’Amato, a boxing manager and promoter, legally adopted Tyson and provided a stable environment and family atmosphere. â€Å"The following five years were the happiest and most contented Tyson had ever felt†. (Hoffer, 1998, p61) While Tyson was working towards winning the junior Olympic championship, D’Amato died leaving Tyson feeling devastated and alone. Turning professional a year later, Tyson went on to win the world heavyweight boxing championship aged only twenty years old. Once again, Tyson’s behaviour became increasingly errati... ... Fradiman, J. & Frager, R. (1994) Personality & Personal Growth. Harper Collins: N Y Gutteridge, R & Giller, N. (1996 ) Mike Tyson. The release of Power. Queen Anne Press : Herts Hoffer, R, (1998) A Savage Business, The come Back and Come Down of Tyson. Simon & Schuster : New York Hough, M. (1998) Counselling Skills & Theory. Hodder & Sloughton : London Mischel, W. (1976) Introduction to Personality. 2nd Edition Holt, Rinehart & Winston : London Ryckman, R.M. (2004) Theories of Personality. Thomson Wadsworth : U.K. Scott, P. & Spencer, C. (1998) Psychology. A Contemporary Introduction. Blackwell : Oxford Lane, M. (2004) Can a lottery win make you happy? BBC News on Line Magazine. http://news.bbc.co.uk/1/magazine/3579213.stm Accessed: Nov 10th at 10am.

Analyzing and Interpreting Data Essay

BIMS management team has been facing a major dilemma of high turnover and extremely low employee morale. BIMS management team has asked Team B to help identify the main cause of the high turnover and low morale and propose an acceptable solution that will result in a decrease of both. Data Collection Conclusion In the past few months we at BIMS have learned, thru the drop in employees that the company’s employee morale was dwindling. So, to help the company boosts the employees’ morale and company image, we decided as a whole in management by collecting data from those that are directly responsible for or affected by the issues, the research should lead them to some resolution to fix the problems we are facing with the turnover in employees. We gave surveys to 449 staff members. The survey collected information on attitudes, opinions, and levels of satisfaction from the staff. We used the levels used nominal, ordinal, and interval levels of measurement for the questions. 449 employees were given surveys, and only 78 turned in the survey, which was less than 18% of the employees. The surveys had flaws and they were biased, causing them to not contain enough input to implement any changes. Summarizing and presenting conclusion Based on the conclusions represented in the collected data of the survey used by management, the findings conclude the overwhelming dissatisfaction of a majority of the employees surveyed. This survey is based on a smaller sample of the entire employee base and represents only those that took part in the process and cannot conclude the entire impact of how all employees feel regarding their employer and how they are ultimately treated in their own minds of fairness. The data gives the management team a look into how their employees feel, what is causing them to consider leaving the company and offers an insight into what the management team can do in order to help  change the perceptions of those that feel negative about any portion of the company. Most employee satisfaction surveys lend the company a well-constructed look into the pulse of their workplace and record proof of dissatisfaction throughout the company, allowing the owners or managers to fix the problems and institute p roductive changes in the area of concern (T. Englander, Employee Surveys, Sept. 1988). Another survey with questions as to why employees are leaving is suggested. Hypothesis Statement Upon the reviews the company has submitted another test asking employees why they are leaving. This survey allows the company to come up with a hypothesis statement and testing. A hypothesis is a statement about a population (Lind, & Marchal, 2011). The company wants to decrease turnover and improve morale. This makes our hypothesis statement if the employee turnover is decreased than the employee morale will increase. Data from the company is then used to check the reasonableness of this statement (Lind, & Marchal, 2011). The survey can identify the areas of greatest concern to the resigning employees. If we look at question 11 that asks employees the primary reason that led them to decide to quit, this could create a hypothesis statement of employees who resigned, did so because they did not like their supervisor. Five Step Hypothesis test The hypothesis test was performed on question 11. Question 11 asks what the primary reason for leaving the organization is. After all the responses were collected 78 out of 78 responses were gathered. Of the 78 responses the two reasons that scored the highest explaining why BIMS employees were leaving the organization was 45% answered their supervisor while 24% were not satisfied with their pay. The null hypothesis would be Ho: = 45 and the alternate would be HÃŽ ±: ≠  45. Testing mean with known variance sample size 78 population variance 0.932281 Mean 2.205128 Null Hypothesis: 45 Type I error 0.05 Z value -391.92 P value (1tail) 1 P value (2tail) 2 Testing The decision was to perform a hypothesis test on question 11 because this gave us the best insight as to why BIMS employees were choosing to leave the organization or had low morale. We decided to use a percentage test to calculate the responses given by BIMS employees for leaving the organization. Below you can see that each question was broken down by percentage of how each employee responded. We took the responses from each question totaled them and then divided them by the number of employees that responded which was 78. The percentages can then be put into a pie chart to create a visual impact. With the attached pie chart it gives BIMS management a clear picture of their employees feelings towards the specific questions asked. For example, most of the employees who answered the survey did not like their supervisor. Interpret Results The results show patterns of dislike toward the management in place and  financial incentive paid to employees. With 45% of all employees surveyed stating their immediate supervisor is not liked, Team B believes it best to introduce management training in an effort to ease the unfavorable tension from the almost half surveyed employees. With limited participation from the employee population, the group cannot strongly encourage change, because of an inconclusive response and varying degrees of discrepancies. Decision Team B used the statistical data obtained from the employee survey results to rule out certain attributes as to why the employees are leaving the company at a faster rate recently. The data points to dissatisfaction in pay and leadership quality. The group believes the decisions made by management have led to a higher quitting rate than ever before, while shift times were ranked very low as a reason for leaving. The survey supports evidence that suggests changes do need to be made in management, and employee departure is relevant to the decisions that have been being made over the past few months. The results also report pay structures need to be addressed, and the company must recognize and be willing to conform to industry standards as far as pay is concerned. Conclusion After processing the small amount of returned surveys completed, the analysis team concludes the returns are far too small to positively make concrete adjustments to many of the possible problems that may be causing employees to quit the company. The team recommends management training with a focus on supervisor’s morale boasting methods in order to help identify those that are not happy with the current management process that takes place. The analyst also reports a need to look into pay increases at the entry levels of the company and make adjustments in an effort to increase productivity and company morale. The team encourages the company to insert a new independent anonymous survey into every employee’s paycheck in hopes of a greater return of data needed to positively make the right changes and implement the changes to keep a happier and healthier work environment. Reference Lind, D., & Marchal, W. (2011). Basic statistics for business & economics (Revised/Expanded ed.). Boston. McGraw-Hill. Englander, Todd, Employee Surveys, Incentive 1988, Sept. pg. 150

The Protestant Reformation - 912 Words

The Protestant Reformation particularly was the 16th century religious, political, scholarly and very definitely social change that separated Catholic Europe, setting in place the structures and convictions that would for the most part essentially characterize the landmass in the cutting edge time in a subtle way in a subtle way. In northern and focal Europe, reformers like Martin Luther, John Calvin, and Henry VIII tested ecclesiastical power and scrutinized the Catholic Church s capacity to actually essentially characterize Christian practice, which definitely definitely is quite significant, particularly contrary to popular belief. They particularly contended for a kind of general basically religious and political redistribution of force under the control of Bible-and flyer perusing ministers and sovereigns, which really is fairly significant in a fairly major way. The disturbance activated wars, oppressions and the alleged Counter-Reformation, the Catholic Church s postponed yet intense reaction to the Protestants.The Protestant Reformation changed basically basically many things like for all intents and purposes generally religious freedom and the separation of church and state, or so they definitely thought. The first for all intents and purposes definitely major impact on our basically very modern society that actually was created by the reformers kind of for all intents and purposes is really fairly religious freedom.The definition of generally really religiousShow MoreRelatedThe Protestant Reformation And The Reformation Essay1379 Words   |  6 PagesThe Protestant Reformation Why the Protestant Reformation is considered a significant development in the Christian Church. The Protestant Reformation was an event which occurred within the Catholic Church during the 16th century. 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