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Ethical Issues In Mentor's Research

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This chapter will introduce the reader to a wide variety of ethical problems and issues that can arise within the laboratory environment. Sometimes mentors refuse to give mentees proper credit for their contributions. Something like this probably happened when Millikan failed to give Fletcher credit for suggesting that he perform his experiment with oil drops. Sometimes a mentor may try to put excessive blame on his mentees when his research is found to be in error. A graduate student might “take the fall” for erroneous or dishonest research. A mentor may also use his or her position to obtain personal or even sexual favors from mentees. Mentors may require mentees to spend so much time working on the mentor’s research that the mentees have little time left for their own research. Many graduate students report abuses relating to work conditions and expectations (PSRCR 1992). One reason why mentors may exploit their mentees is that this relationship is unbalanced: mentors have more status, knowledge, expertise, training, and …show more content…

Mentoring of all underrepresented groups can be improved by recruiting and hiring more people from those groups. Harassment although we tend to think of scientists as civil, respectful, and courteous, various forms of harassment can occur in a laboratory setting. Types of harassment that have been reported include insults, verbal or physical intimidation, vandalism, theft, physical assaults, and sexual harassment (PSRCR 1992; Eisenberg 1994). It almost goes without saying that all of these actions are unethical; they …show more content…

Sexual harassment can be loosely defined as any type of conduct that uses sex to demean, exploit, or offend people. Beyond this vague definition, there has not been a broad consensus concerning the types of conduct that might be considered sexual harassment. Behaviors that have been viewed as sexual harassment include rape and unwanted sexual advances, requests for dates, quid pro quo arrangements, dirty jokes, sexual teasing, and lewd looks (Webb 1995). We lack consensus on this issue, in part, because men and women have different perspectives on sexual harassment. This issue has become a battleground for opposing viewpoints and attitudes on the relations between the sexes. Sexual harassment should be avoided in science because it violates science’s principle of mutual respect, it can interfere with scientific education and cooperation, and it can make it difficult for victims of harassment to advance in science. Sexual harassment in employment and education is also legal in the United States and other

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Additionally, sexual harassment is not always from a man to a woman. While society portrays men as the abusers, there have been instances of women sexually harassing men. Moreover, it is hard to define creepy behavior. The term quid pro quo sexual harassment is a favor exchanged for sexual favors. To be defined as a creeper a woman may doubt his motives, his character, and how he perceives her.

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Sexual Harassment: Chartrand .Vanderwell Contractors Ltd. The definition of Sexual harassment in the AHRC is a form of forced unwanted sexual behaviour: verbally, and physically. The effects of this type of harassment infringes the rights of a person. In reference to a workplace: an employee’s position is threatened, elimination of any promotions/salary increases; reduces chances of employment.

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This report discusses a case study evaluation of Safelite Glass Company from North Carolina. The company is facing Equal Employment Opportunity Commission charges due to a female employee allegations against an Human Resource manager that sexually harassed her, she reported it and the company didn’t took the initiative to investigate or handle properly the complaint. In this case, the female employee (Lee Lavaliere-Steele) was hire as Human Resources assistant. During her time as Human Resources assistant, Lavaliere-Steele suffer from sexual harassment from the manager in which “frequently made sexual remarks, including complimenting her breasts and asking for the color of her panties, even at once occasion her boss rubbed her shoulder and attempted to pull her onto his lap”.

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In addition, students would be treated as equals by professors, with interaction and mentoring encouraged. Finally, Steele’s findings that stereotypes lowered

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To contribute to his argument, John Barry divulged the aspects of those who do practice diligence in their work by creating a scenario that makes the reader ponder about credibility and uncertainty among scientists. In order to make the reader envisage the results of negligence, John Barry depicted a situation of poor diligence to allow the reader to be acknowledged of the negative consequences of remiss research. According to Barry, he advocated that shoddy research leads to appalling repercussions, leaving colleagues to “pave roads over the path laid”. In other words, Barry suggesting that once a scientist has gathered “accurate” information, researchers will believe the scientists, thus creating more conflict over time. The author intentionally included this scenario in order to enlighten and startle the audience of the negative possibilities that can occur when one’s work is not proven evident and accurate.

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The EEOC rules express that it is illegal to bug an associate, potential worker, director, or subordinate in a sexual way. The provocation does not need to be sexual in nature for it to be unlawful, yet it can incorporate comments that are constituted as unsavory; to incorporate annoying in view of a man 's sex. Not all lewd behavior is illicit; it is just unlawful when it so over the top that it makes issues that influences the working environment. It likewise expresses that a lady who has been verbally hassled yet not touched can record a body of evidence against lewd behavior under Title VII of the Civil Rights Act of 1964. The locale EEOC officer would make a disciplinary move against Griffin taking into account the dissension from Susan Pope.

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After the in-class interviews and investigation, our team agrees that Charlie Cook did sexually harass Sarah Server. According to the textbook (Steingold, 2015), “illegal sexual harassment occurs when unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature creates a hostile or abusive work environment” (p. 362). In this case, Charlie has sexual harassed Sarah by making verbal and physical behaviors that created an abusive work environment. The facts and evidences we found during the investigation are listed as below.

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In her article “How to be a Woman Programmer,” Ellen Ullman said, “I endured a client--a sweaty man with pendulous earlobes--who stroked my back as I worked to fix his system. At that moment I expected him to snap my bra.” She also described a man that kept interrupting her in a meeting saying, “Gee, you sure have pretty hair” (Ullman, 727). Although, obviously, some male employers in the field want to know if their employee male or female can do their job well and they will hire them based on that, according to a Computerworld interview, “We found that 63% of women in science, engineering and technology have experienced sexual harassment“ (Melymuka, K.). However, out of the seven women I surveyed at GRU, only one said that she was harassed.

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Checks and balances must be in place to defend against improper expert testimony and junk science practices. Misconduct and negligence in forensic laboratories have led to wrongful convictions in several states. To help combat this scientist must continue to increase the trustworthiness of their work. It has also been suggested that a government regulated forensic oversight commission be adopted as a necessity in laboratory and field environments to help reduce

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Ethics Concerning Human Research Ethical conduct is not only necessary but crucial while doing a research that involves human. That is so because significant risks are involved while doing a human research; harms may occur due to ethical insensitivity, disregard or neglect. While a research participant places full trust on the person that conducts research; this necessitates that researcher never deviates from ethical conduct regardless of what kind of research compulsion he or she faces. Having recognised the fact that research participant contributes towards betterment of society and humanity at large; the researcher must behave ethically in their conduct and practices.

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This led female participants to harbor anxiety in regards to future career possibilities, to question their position in the doctoral program and the field, and caused departments to lose a number of female doctoral students. While there were only four students of color participating in the study, Gardner found a generally shared feeling of dissatisfaction, and a struggle to fully integrate for this group of students. She discovered that older students were extremely aware of the their ages, and also struggled to build connections with their peers. Participants with children reported experiencing difficulty with balancing their time between doctoral work and quality time with their children. They described their experiences as isolating and had trouble building relationships with their peers due to conflicting schedules.

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Ethical concerns in clinical trials The goal of clinical research is to develop knowledge that improves human health or increases our understanding of human biology. People participating in clinical research make this scarce knowledge available to scientists. The way to find out if a new drug or treatment is safe or effective, for example, is to test it on patient volunteers. But this clearly puts a human life at risk for the betterment of others.

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The females with authority likely define these instances as sexual harassment, due to their education and knowledge of harassment. The relationship between femininity and harassment is significantly less than the relationship between authority and sex because women who identify as feminine don’t report harassment as often. Females with authority in male-dominated workplaces experience more harassment because they are a threat to male positions. Males and females are more likely harassed in male-dominated workplaces because it is a way to enforce gender-appropriate behaviour (ie. Women don’t belong at the top, this isn’t a place for women, and guys don’t act that way).

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Sexual Harassment in the Workplace Sexual harassment in the workplace is an issue that affects many due to the high rise in reported and unreported cases. Both men and women across the U.S and worldwide are being affected directly and indirectly. Certain measures are needed to prevent sexual harassment from arising in the workplace, and it is only through an effective education that this will be achieved. According to the National Women 's Law Center (2000), “Harassment can poison the work atmosphere and negatively impact other workers who are not themselves harassed.

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Sexual harassment and sexual assault are very serious issues happening today in the workplace. Women or men have suffered from unsolicited sexual behaviors that are typically provoked by someone “higher” in position. “Sexual harassment especially has been a fixture in the workplace since women began to work outside their homes” (Fitzgerald, 1993). It is solely the responsibility of the employer to ensure that all employees within are aware and are very cautions of laws, misconduct, and liabilities. Employers must enforce the Policy Prohibiting Discrimination and further extend those laws and guidelines to their employees.

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