How Peer Review Works in the Social Sciences

How Peer Review Works in the Social Sciences Peer review, at least in intent, is the way the editors of academic journals attempt to keep the quality of articles in their publications high, and assure (or attempt to assure) that poor or fallacious research does not get published. The process is tied up with political and economic issues involving tenure and pay scales, in that an academic who participates in the peer review process (whether as author, editor, or reviewer) gets rewarded for that participation in an increase in reputation which can lead to an increase in pay scales, rather than direct payment for services rendered. In other words, none of the people involved in the review process is paid by the journal in question, with the sole exception (maybe) of one or more editorial assistants. The author, editor, and reviewers all do this for the prestige involved in the process; they are generally paid by the university or business that employs them, and in many cases, that pay is contingent upon obtaining publication in peer-reviewed journals. The editorial assistance is generally provided in part by the editors university and in part by the journal. The Review Process The way academic peer review works (at least in the social sciences), is that a scholar writes an article and submits it to a journal for review. The editor reads it over and finds between three and seven other scholars to review it. The reviewers selected to read and comment on the scholars article are chosen by the editor based on their reputations in the specific field of the article, or whether they are mentioned in the bibliography, or if they are personally known to the editor. Sometimes the author of a manuscript suggests some reviewers. Once a list of reviewers is drawn up, the editor removes the name of the author from the manuscript and forwards a copy to the chosen stout hearts. Then time passes, a lot of time, generally, between two weeks and several months. When the reviewers have all returned their comments (made directly on the manuscript or in a separate document), the editor makes a preliminary decision about the manuscript. Is it to be accepted as is? (This is very rare.) Is it to be accepted with modifications? (This is typical.) Is it to be rejected? (This last cases is also fairly rare, depending on the journal.) The editor strips out the identity of the reviewers and sends along the comments and her preliminary decision about the manuscript to the author. If the manuscript was accepted with modifications, it is then up to the author to make changes until the editor is satisfied that the reviewers reservations are met. Eventually, after several rounds of back and forth, the manuscript is published. The period from submission of a manuscript to publication in an academic journal generally takes anywhere from six months to over a year. Problems with Peer Review Problems inherent in the system include the time sink between submission and publication, and the difficulty obtaining reviewers who have the time and inclination to give thoughtful, constructive reviews. Petty jealousies and full blown political differences of opinion are difficult to restrain in a process where no one is made accountable for a specific set of comments on a particular manuscript, and where the author has no ability to correspond directly with her reviewers. However, it must be said that many argue that the anonymity of the blind review process allows a reviewer to freely state what he or she believes about a particular paper without fear of reprisal. The burgeoning of the internet in the first decade of the 21st century has made a huge difference in the way articles are published and made available: the peer review system is often problematic in these journals, for a number of reasons. Open access publishingin which free draft or completed articles are published and made available to anyoneis a wonderful experiment that has had some hitches in getting started. In a 2013 paper in Science, John Bohannen described how he submitted 304 versions of a paper on a bogus wonder drug to open-access journals, over half of which were accepted. Recent Findings In 2001, the journal Behavioral Ecology changed its peer review system from one which identified the author to reviewers (but reviewers remained anonymous) to a completely blind one, in which both author and reviewers are anonymous to one another. In a 2008 paper, Amber Budden and colleagues reported that statistics comparing the articles accepted for publication before and after 2001 indicated that significantly more women have been published in BE since the double-blind process began. Similar ecological journals using single-blind reviews over the same period do not indicate a similar growth in the number of woman-authored articles, leading researchers to believe that the process of double-blind review might assist with the glass ceiling effect. Sources Bohannon J. 2013. Whos afraid of peer review? Science 342:60-65. Budden AE, Tregenza T, Aarssen LW, Koricheva J, Leimu R, and Lortie CJ. 2008. Double-blind review favours increased representation of female authors. Trends in Ecology Evolution 23(1):4-6. Carver M. 2007. Archaeology journals, academics and open access. European Journal of Archaeology 10(2–3):135–148. Chilidis K. 2008. New knowledge versus consensus – a critical note on their relationship based on the debate concerning the use of barrel-vaults in Macedonian tombs. European Journal of Archaeology 11(1):75–103. Etkin A. 2014. A New Method and Metric to Evaluate the Peer Review Process of Scholarly Journals. Publishing Research Quarterly 30(1):23-38. Gould THP. 2012. The Future of Peer Review: Four Possible Options to Nothingness. Publishing Research Quarterly 28(4):285-293. Vanlandingham SL. 2009. Extraordinary Examples of Deception in Peer Reviewing: Concoction of the Dorenberg Skull Hoax and Related Misconduct. 13th World Multi-Conference on Systemics, Cybernetics and Informatics: International Symposium on Peer Reviewing. Orlando, Florida. Vesnic-Alujevic L. 2014. Peer Review and Scientific Publishing in Times of Web 2.0. Publishing Research Quarterly 30(1):39-49. Weiss B. 2014. Opening Access: Publics, Publication, and a Path to Inclusion. Cultural Anthropology 29(1):1-2.

The Admissibility of Expert Witnesses Essay Example | Topics and Well Written Essays - 5000 words

The Admissibility of Expert Witnesses - Essay Example The battle of dueling experts has become somewhat counterproductive, with the reputations and persuasiveness of the experts involved becoming more important than the objective evidence they can provide. It is now possible to join The Society of Expert Witnesses in the UK. The motto of the organization, quisque ad praestantiam nitens is, ironically, translated with a lack of expertise to "each towards excellence striving" - when "each striving towards excellence" is surely the correct wording in modern English. The Society was only founded in 1995, but the Latin motto shows that it is attempting to suggest that it is somehow an established part of the legal system rather than a relative newcomer. Of course brevity of existence is no judgment of quality, but the attempt to create the sense of history that does not exist perhaps is. The definition of an expert witness has gone through a long development. Formal education in a subject is not necessarily needed, as was established as early as R. v. Silverlock (1894), in which a solicitor who had studied handwriting for more than ten years was accepted as an expert even though he had no formal training in the subject. R. V. Robb (1991) established a similar principle and qualified it through saying that the finder of fact (Judge or Jury) should be the one that decides how much weight to give to it. Thus the degree of "expertise" (or otherwise) shown by the expert witness should be decided by the finder of fact. The Society gives a succinct description of both expert and expert witness on its welcome page on the Internet. While these are not formal definitions found within the law, they are at least a starting point for the consideration of contributors to the trial whose role is somewhat uncertain. There is no comprehensive definition of "expert witness", so the Society may well be a help in studying such: An expert is anyone with knowledge or experience of a particular field of discipline beyond what is expected of a layman. An expert witness is an expert who makes his or her knowledge available to a court (or other judicial or quasi-judicial body) to help it understand the issues of a case and reach a sound and just decision. 1 The definition of expert would seem to be extraordinarily broad, and would include large segments of the population within an increasingly specialized society. No mention is made of educational qualifications, let alone the graduate degrees that might be expected for one who calls herself an expert. The Society seems to be attempting to have as broad a definition as possible for "expert", which is logical as its first listed aim is to assist "members in running their expert witness business by any suitable means."2 The fact that being an expert witness can now become a full time source of self-employment may be starkly contrasted to the early days of expert witnesses in the early to mid Twentieth Century, when they were experts within their fields (often scientific or forensic in

Human Resource Strategy Case Study Example | Topics and Well Written Essays - 2750 words

Human Resource Strategy - Case Study Example This company is a worker co-op. It is one of the most exemplary companies when it comes to implementation of best practice strategies. This is because all the employees within the organisation are part owners of the organisation. The organisation focuses on addressing all their needs whether in the reward section or elsewhere. On the other hand, the employees pay back these efforts through commitment and best performance. Best practice has formed one of the organisation's key strengths. John Lewis partnership has made sure that training is part of its human resource and development efforts. This is because it realises the value of this best practice strategy. Pfeffer and Velga (1999) explain the importance of training and development of skills within any organisation. A company that takes its employees through training solidifies their contribution to the company. This is because such employees get equipped with the ability to make decisions in their work. On top of this, such employees have high levels of initiative and will try their utmost best to improve their organisational contribution. Skill development is a characteristic part of the John Lewis Partnership because employees who feel the need to improve their skills are given opportunities to do so through training schemes. Youndt et al (1996) emphasise that training is one of the most fundamental aspects of best... They claim that no amount of training will contribute towards organisational development if employees are not granted the permission to practice those acquired skills. This means that an organisation should try its best to grant work autonomy to its employees and to empower them through training. John Lewis has achieved this very well. In other retail companies, line managers are given minimal responsibilities. Most of them are expected to consult with higher authorities in order to decide on issues. However, the company under study has eliminated that problem by training those members of staff (so that they can have necessary skills) and then allowing them to make independent decisions. They believe that this is a form of investment into human capital since most of these employees feel valued. According to the Classical and Human relations approach, an organisation's structure and operation are affected by certain situational factors such as technology, size and environment. However best practice advocates like Burnes (2000) came up with a contingency theory. He believes that a reward system within any company can affect the way it operates or how it is structured. Pfeffer (1994) believes that best practice companies should have a structure that places staff members into groups. Those groups should be such that they have the ability to make their own decisions. Another aspect of best practise firms is that they ought to have reward systems that are compact in nature. This implies that there should be minimal differences between different members of staff so that most employees within the organisation operate in a relatively independent manner with the ability to make their own decisions. John Lewis' strategic capability in this aspect of structure is

Need For Effective Leadership Consequences Of Ineffective Leadership Management Essay

Need For Effective Leadership Consequences Of Ineffective Leadership Management Essay Leadership can be viewed as a process of influencing activities and actions of an organized group or team in its efforts towards setting goals and achieving goals. (Stogdill, 1990). A leader is an individual who considerably affects the thoughts, feelings, and behaviours of a considerable number of individuals. (Gardner, 1995). Leadership is a process; it is comprised of more than the leader and the situation (Church, 1998). When viewed in the terms of organizations leadership is considered to be a special contribution because it makes a significant difference to the success of the organization. (Tjosvold and Wong, 2000). When leadership is effective in an organization ordinary can be transformed into extraordinary and this leads to satisfaction of customers, employees and top management, i.e. all are content and satisfied. (Tjosvold and Wong, 2000). The four Vs of Leadership have been considered as critical when defining it; they are vision, values, value-Added, and vitality. (Shaw, 2006). There are various viewpoints from which leadership has been defined previously, including individual traits, behaviours, contextual perspectives, and combinations of these viewpoints. (Taormina, Robert. J, 2008). Need for Effective Leadership- Consequences of Ineffective Leadership Leadership in an organization must focus on the essential actions and behaviours of the leaders if view of the following ill consequences and hence it is extremely important to develop the quality of leaders and continuously improvise on managers abilities to lead the organizational teams. (Georgenson, 2009) 1. Leaders not providing SMART (Specific, Measurable, Achievable, Realistic and Time) targets to their employees: o Low synchronisation of personal and organizational objectives o Workforce may become unproductive o Lack of clarity regarding what is to be achieved o Frustration may build among the workforce (Source: www.learnmarketing.net) 2. If leaders are not providing clear, positive and instant opinion about the employees work standard and results achieved. o Reluctance among the employees regarding managers interest in the work. o Unproductive behaviours may persist leading to long term loss in productivity of workforce. 3. If leaders do not provide continuous improvement avenues. o Employees waste time looking for ways to become better o Employees employ irrelevant activity for improvement o Development of employees is restricted leading to less productive workforce 4. If leaders are unable to provide for effective performance appraisal o Continuation of poor performance o Employees consider their current performance as acceptable o Problems in meeting targets set for future (Georgenson, 2009) Beyond achieving performance related organizational goals effective leadership makes an organization capable of meeting contemporary challenges in todays business environment such as need for competitive advantage, ensuring ethical behaviour and achieving productivity through a diverse workforce in global companies in a fair and equitable manner. (Jones George, 2004) Teamwork- The Spirit of Successful Organizations A team is a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable. (Katzenbach and Smith).Teamwork not only promotes a sense of comradeship within an organization, it is also transmitted to all clients or customers who do business with the organization. (Twomey Kleiner, 1996). Teamwork may have two kinds of objectives: co-ordinating and innovating. Teamwork can be a measure to open the horizontal communication among the hierarchies, and it adds to the flexibility of the whole organization. (Nurmi, 1996). Combining Teamwork and Leadership Teamwork facilitates management and leadership, and it helps improve communication and saves the time of both the employees and management. Teamwork in companies is structured. A team has a team leader who coordinates with the team members in defining and achieving other roles, objectives, accountability, schedules and deadlines. (Nurmi, 1996). In present day companies and in modern management teamwork is a necessity. There is a necessity of teamwork in a functional organization where they are needed for the co-ordination of different departments because all the departments in the organization are partly responsible for the collective performance of the whole organization as a unit. (Nurmi, 1996). Challenges for leadership A research conducted by C.D. McCauley, Ohlott Ruderman, 1999 helped in identifying five basic categories of challenges for leadership. (C.D. McCauley, Ohlott Ruderman, 1999, cited in: Antonakis, John, Ciancolo, Anna. T., Sternberg, Robert, 2004). These are: a) Creation of a change by taking the organization in new directions; addressing problems of previous leadership and decide in the face of uncertainty. b) Management at higher levels of responsibility and commitment as the leaders decisions guide the organizations moves. c) Management of issues related to leaders authority on other people. d) Effective management of diversity within an organizational culture. e) Being unflappable during job transitions, change of responsibilities and building relationships. I as a Consultant- Advices and Suggestions My advices in relation to the improvement of leadership and enhancing teamwork skills and performance levels and productivity. I will be predominantly citing examples from the global outsourcing and consulting giant; Infosys Technologies Ltd. My suggestions for improvement of leadership levels would be the following. They have been categorized into several strategic intentions and actions towards developing the leadership skills. They are: 1. Leaders need to build self esteem among the employees who follow them. They must seek their advice on the issues and make them feel important. In this way the employees will feel that they are needed and will be more than willing to work for the leaders. Its also important for the leaders to understand the employees needs for appraisal and motivation in several forms. Being a good leader means that they understand the people they work with and respect them for their contribution. Infosys points out that moral intelligence is new to the analytical playing field, and highlights four key principles that can sustain moral intelligence: Integrity; Responsibility; Compassion; Forgiveness. (Ethics, success and leadership the Infosys way, 2006) 1. Integrity is creating harmony between what we believe and how we act, doing what we know is right (and this definitely includes telling the truth at all times). 2. Responsibility is a person who is willing to take responsibility for their own actions, and the consequences only by taking this responsibility do you stay true to core values. 3. Compassion is broadened to include caring about others, which then shows our respect for others. It also has a boomerang effect, because generally when a compassionate person is in trouble, we return compassion to them. 4. Forgiveness is a key principle because without a tolerance for mistakes and acknowledgement of human imperfection, we are likely to be rigid and inflexible, thereby reducing the common good.

A Comparison of Crime and Punishment and Othello :: comparison compare contrast essays

A Comparison of Crime and Punishment and Othello      Ã‚  Ã‚  Ã‚  Ã‚   In both Crime and Punishment and Othello there is a theme of necessary balance.   Crime and Punishment's theme that man must be balanced in order to function properly is very similar to Othello's theme that, tragically, jealousy is destructive, even to the one that holds it.      Ã‚  Ã‚  Ã‚  Ã‚   In Crime and Punishment, Raskolnikov's extreme intellectualism caused him to stop functioning as a complete and balanced individual which ultimately cost him his freedom.   For Othello, it was his extreme jealousy that caused him to become emotionally unbalanced, which cost him both Desdemona and his own life.   In both cases the extremes create unbalance which ends up costing a lot.   There is a difference, however, and that too lies in the extremes; while Raskolnikov is too intellectual and lacks emotion, Othello is a rage of emotions and requires some intellect or rationality.      Ã‚  Ã‚  Ã‚  Ã‚   One stylistic device both authors used to demonstrate this unbalance is foreshadowing.   On page 84 in Crime and Punishment, Raskolnikov says, "If they question me, perhaps I will simply tell.   Fall to my knees and tell."   This foreshadows Raskolnikov's confession to the police and his subsequent sentencing to Siberia.   Raskolnikov is obviously unbalanced if he can detachedly hypothesize about his confession. Similarly, Desdemona's willow song foreshadows her own death.   In this way we realize Othello must be extremely unbalanced if his wife can foresee her own death when they are still newly wed. Both foreshadowed events would usually be considered as negative.   The main difference is that while Raskolnikov's imprisonment is temporary, Desdemona's death is permanent.      Ã‚  Ã‚  Ã‚  Ã‚   The interesting thing about both foreshadowed events is their irony. While both events are usually construed as negative, good things come from both. Not until he has been in Siberia a year does Raskolnikov finally renounce his overman theory and become complete and balanced once again.   Also, Desdemona will be able to forgive Othello and be with him throughout eternity.   What makes these happenings different is their justness.   Raskolnikov was rightfully imprisoned for his crime, while Desdemona was unjustly murdered for a crime she did not commit.      Ã‚  Ã‚  Ã‚  Ã‚   Finally, both stories include a very important epiphany. Raskolnikov's acceptance of love and God at Sonya's feet is both similar and dissimilar to

Marxism in the Grapes of Wrath

In The Grapes of Wrath by John Steinbeck, Steinbeck uses Marxist ideals to plot the long struggle experienced by the Joad family. The Joads’ experiences prove that the Bourgeoise abuse their power in order to control the Proletariats, alienating and exploiting their class to prevent revolution by forcing them to work for barely enough money. Families who had lived and worked on their land their whole lives became workless as the bank repossessed homes to sustain profit. The bank had become a â€Å"monster† led by the Bourgeoise to exploit the families for their houses and jobs, leaving them with almost nothing.People were often forced to work with this monster in order to feed their own families, it was known for â€Å"making people do what it wants† (Steinbeck 34), despite who would be hurt in the process. This was a tool used to prevent the Proletariats from forming a union, because the â€Å"bank isn’t like a man† (Steinbeck 33) and there was no person to punish for doing them wrong. Pushed off of their land, the families moved west where they were promised work and an easier life in return for having to give up their homes.The Bourgeoise’s promises fell short as more and more families migrated west, minimizing the number of jobs and money available. Their pay was repeatedly cut, reducing it to too little to feed their families. Outside of working, the workers were kept from each other in order to prevent unity, the first step to a rebellion. This need to control stemmed from the Bourgeoise’s extreme greed to keep their power and their money by taking away anybody else’s. A divided nation is easier to control then one united. To avoid the consequences of unity, the police would â€Å"make them fear, hate, suspect each other† (Steinbeck 151).This growth of alienation among the lower class was the Bourgeoise’s tool of exploitation to avoid rebellion against those of higher social status. The laws in the area were bias and only in place to benefit the Bourgeoise. If such a place of social equanimity existed, the local police forces tried to find ways to sabotage and abuse the area to break the forming union. Even when migrating from place to place, members of the Proletariat were unable to escape the greedy control of the Bourgeoise. They abused their powers of endless wealth and legal freedom to maintain their high status at the expense of those who occupied the poorer classes.

Essay about different types of leadership styles - 9138 Words

3. Among the different types of leadership styles, which style would be suitable to a democratic country like India to become superpower in business? Justify your answer. LEADERSHIP The only definition of a leader is someone who has followers. To gain followers requires influence but doesnt exclude the lack of integrity in achieving this. Indeed, it can be argued that several of the worlds greatest leaders have lacked integrity and have adopted values that would not be shared by many people today. (Peter Drucker) Leadership is focused much more on the individual capability of the leader: Leadership is a function of knowing yourself, having a vision that is well communicated, building trust among colleagues, and taking†¦show more content†¦HLL has taken much initiative to meet the challenges in the environment. * Ashvin Dani, Vice - Chairman and Managing Director, Asian paints is a prochanger and innovator. According to him,anyone who refuses to change and meet emerging challenges will be wiped out. His vision is to become a major player in several emerging economies globally, consolidating APLs position as a strong multinational company. He believes that continuous improvement is the need of time. For him there is always a scope for strengthening the core areas of business. He wants to come out with new products and services with faster pace to keep costs down. * K.K. Kamath is the man responsible for making ICICI what it is today a top financial institution and a brand 8S ubiquitous and powerful.as perhaps any in independent India. He is a man with clear vision He believes in speed His ambition is to make ICICI a global financial powerhouse. He is also an avid reader and an intrepid traveler, besides being a keen observer, always ready to learn. * R. K. Krishna Kumar, the CEO of India Hotels, is a man of crisis. 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If a company or organization s uffers from poor, none, or the wrong leadership styles, everyoneRead MoreDifferent Types Of Leadership Styles1799 Words   |  8 PagesLeadership Styles Different leadership styles There are many different types of leadership styles that are adjusted to suit different roles of jobs. All leadership styles have a direct reasoning to provide direction, as well as motivating individuals. Authoritarian Leadership (also known as autocratic) has a high level of control. It empowers people to follow the directions given. It is frequently considered a classic leadership style and is used when the leader wants to take as much control asRead MoreDifferent Types Of Leadership Styles1288 Words   |  6 Pagesthorough research work in how they define leadership and leadership behavior. Leadership students and researchers have described many different types of leadership styles. 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