4/30/2013· Research Methodology
Research Methodology: An Innovative Approach to a Venerable Course
This paper outlines a number of innovations that we have recently implemented in the Research Methodology Course at the University of Michigan's School of Public Health.
3/29/2013· Surveys
Getting the Truth Into Workplace Surveys
THERE'S NO DOUBT that companies can benefit from workplace surveys and questionnaires. A GTE survey in the mid-1990s, for example} revealed that the performance of its different billing operations, as measured by the accuracy of bills sent out, was closely tied to the leadership style of the unit managers.
2/26/2013· Statistical Analysis
Who, What, and Where: Guidelines for the Statistical Analysis of Disparate Impact in EEO Litigation
This might come as a shock: Employees in large corporations sometimes mistakenly believe that they have been discriminated against. Admittedly, discrimination does occur, both in society and in the workplace. And as most attorneys know, many discrimination cases concern claims of either adverse treatment or adverse impact.
12/27/2012· Statistical Analysis
Merged Datasets: An Analytical Tool For Evidence-Based Management
Effective evidence-based managelnent requires analyzing data from a broad array of sources and conducting carefully designed pretest-posttest comparisons. However, our experience suggests that few businesses take that process to the next level by building merged datasets that can be used for rigorous pretest-posttest comparisons and meaningful statistical analyses.
10/10/2012· Surveys
Companies are replacing paper surveys with Web-based versions that can dangerously distort the results.
6/25/2012· Statistical Analysis
Statistical Analysis: Critical Evidence for Proving Causality to Non-statisticians in Court
No contemporary guide exists for using statistics to prove causality in court. We outline a new theory explaining comprehension of causal graphs, and claim four hallmarks of causality are critical: Association, Prediction, Exclusion of Alternative Explanations, and Dose Dependence.
4/23/2012· Social Issues
We distinguish between reverse discrimination and over-correction, arguing that the former should be used only to describe cases where well-qualified non-minority applicants are unjustifiably denied positions in organizations run by and/or staffed by minorities. Similarly, we argue over-correction should be used to describe well-qualified non-minority applicants who are unjustifiably denied positions in organizations run by non-minorities.
by Stephen M. Zamucen
by Frank Ferrese, PhD
by Donald Sanders, DVM, DACT, PAS
