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What have you done well? On a 6 point scale, what grade do you think you have earned? Why?

Module 2 Chapter 2 Send-in: DRAFT 1 – Critical Discussion of a Short Story
Introduction
For this assignment you will write a critical essay about a short story. You will submit a
first draft, receive feedback from your teacher and then submit a final copy. You have a
choice of three topics, each based on a different short story. Read each topic carefully
before you decide which one to complete. Your essay should consist of 5 fully
developed paragraphs.
Assignment
Choose one of the following topics and write a multi-paragraph (5
paragraphs) essay. The mark for your answer will be based on the appropriateness of
the example(s) you use as well as the adequacy of your explanation and the quality of
your written expression.
Note that the marking criteria include both content and writing skill.
Instructions
Option A
Read Tillie Olsen’s story, “I Stand Here Ironing” (English 12 Readings Booklet, page
101). Write a multi-paragraph essay of about 500 words in which you discuss how the
setting and atmosphere contribute to the theme. As part of your organization and
planning, you will need to make notes on details of setting, atmosphere, and theme. As you
jot down the significant details, you should begin to make connections between the
three. Use specific examples in your essay. Select and arrange your material as thoroughly
as possible. This pre-writing process is the most important part of your writing.
Option B
Read “The Ones Who Walk Away From Omelas” by Ursula K. Le Guin (English 12
Readings Booklet, page 108). Write a multi-paragraph essay of about 500 words in
which you discuss how examples of internal and external conflict in the story help
construct the theme. Jot down the significant details in the description of Omelas and begin
to make connections between the circumstances described and the choice made by the
citizens named in the title. You will be called on to use specific details and examples in your
essay. Select and arrange your material as thoroughly as possible. This pre-writing process is
the most important part of your writing.
Option C
Read “Everyday Use” by Alice Walker (English 12 Readings Booklet, page 114). In a
multi-paragraph essay of about 500 words, identify and discuss the significance of the
symbols in the story, particularly as they relate to the story’s title. In your organization and
planning for this option, you will need to identify the main symbols in the story. You should
then consider the title of the story and its relationship to the symbols; you will need to make
direct links between the two. Pay attention as well to the irony.you see in the story as
well. Use specific details and examples in your essay. Select and arrange your material as
thoroughly as possible. This pre-writing process is the most important part of your writing.
STOP! Make a PLAN for your essay
It is a good idea to follow the writing process to ensure a strong draft. You may want to:
1. compose a thesis statement
2. brainstorm some topics for the body of the essay to support the thesis
3. select some quotations to support the points in your body paragraphs
INTRODUCTION OF ESSAY
• Begin your essay with a hook: this can be a provocative question, an insightful quote, or a
powerful insight
• In the main part of the introduction, you should hint at what the body paragraph topics
will be about. Your introduction should end with your thesis: the thing that the essay will
prove (a statement of opinion, but stated without saying “I think” or “It is my opinion that”)
BODY OF ESSAY
• Each body paragraph should have a strong controlling idea. Aim to have 3-5 strong, well
developed body paragraphs.
• In the body paragraphs, remember to begin with a topic sentence and do not wander
away from that topic in the paragraph. The topic sentence “controls” the paragraph. In
the middle of the body paragraphs think: PEE. Make a POINT; offer an EXAMPLE to
support the point; and EXPLAIN the example and how it supports the point. Try use PEE
two or three times in each body paragraph.
• Remember the “U” in CUE means unity. Make sure there is unity in your body
paragraphs. If your thesis states that “Excess is a sign of weakness”, discussing overeating,
our over-reliance on cars, and the excessively wealthy in your body paragraphs
would probably NOT create unity because the topics have little in common.
CONCLUSION OF ESSAY
• Your conclusion is essentially the reverse of your introduction: begin by restating your
thesis; review the three body arguments; end with a clever clincher statement, or quote
(but probably best not to use a question here).
If you follow this simple plan, you will be successful and the reader will get your point.
Make sure that you also include a self-reflection on your essay:
based on the instructions, the example literary essay above, and the
criteria, identify the quality elements in your essay. What have you
done well? On a 6 point scale, what grade do you think you have
earned? Why? See the rubric below for self-reflection comments.
Marks: 36
This rubric will be used to mark your assignment:
6
Content – Essay content is thoughtful, imaginative and engaging;
alternatively, content shows evidence of insight in terms of
presentation of information or quality of analysis. The topic is
appropriately limited, and supporting arguments, evidence and
descriptions strongly support the thesis statement or topic sentence.
The writing clearly demonstrates understanding of the purpose of the
literary essay; discussion is limited to analysis of the text.
Language – Vocabulary is sophisticated; language is varied and lively.
Rhetorical and language devices are used effectively to engage the
reader and enhance meaning.
Mechanics – Spelling, grammar and punctuation are correct and
appropriate; usage is sophisticated. Structure is thoughtfully crafted to
achieve a desired effect. The writing is virtually error free.
Style – Use of transitions is effective and enhances the flow of the
writing. Style is manipulated effectively to suit the purpose of and
enhance meaning in each paragraph and the essay as a whole.
5
Content – Essay content is interesting. The topic is appropriately
limited, and supporting arguments, evidence and descriptions support
the thesis statement or topic sentence. The writing demonstrates
Proficient
75% or
more
understanding of the purpose of the literary essay; discussion is limited
to analysis of the text.
Language – Vocabulary is competently handled; language is effective.
Language devices may be used to engage the reader and enhance
meaning.
Mechanics – Spelling, grammar, punctuation and usage are correct
and appropriate. Structure strongly supports the writer’s purpose. The
writing contains few errors.
Style – Use of transitions is effective and enhances the flow of the
writing. Style is appropriately varied to suit the purpose of each
paragraph and the essay as a whole.
4
Competent
60% or
more
Content – Essay content is predictable, literal or superficial. Topic may
be too general to be dealt with effectively in the essay. Supporting
arguments, evidence and descriptions may appear as lists or may not
all be supportive of the thesis statement or topic sentence. The writing
demonstrates a basic understanding of the purpose of the literary
essay; there may be some reference beyond the text.
Language – Vocabulary is predictable; language use is mechanical and
lacks variety. There is little or no use of language devices.
Mechanics – Spelling, grammar, usage and punctuation are generally
correct and appropriate. Structure is predictable and relatively
mechanical. The writing contains some errors.
Style – Some transitions are used to connect sentences. Style may be
varied to suit the purpose of each different paragraph and the essay as
a whole.
3
Barely
adequate
40% or
more
Content – Essay content is simplistic or underdeveloped. Thesis may
be too general to be dealt with in an essay or too specific to generate a
full essay. There may be a restatement of topic or repetition rather than
development. The writing may demonstrate lack of understanding of
the writing process or the purpose of the literary essay; the subject
matter includes personal or unrelated information beyond the text.
Language – Vocabulary is basic, repetitive, or may be inappropriately
used. Use of language devices is non-existent.
Mechanics – Spelling, grammar, usage and/or punctuation may be
flawed. Structure is often in the form of a list; sentences are generally
not linked by transitions. Errors begin to impede meaning.
Style – Minimal use of transitions. Style is not clearly presented.
1-2
Inadequate
15% or
more
A submission that does not include all required parts of the assignment
will receive a mark of 1 or 2.
Content – Essay content lacks coherence and unity. Content may be
inappropriate for the audience or the purpose of the essay. The thesis
may be too general to be dealt with in an essay or too specific to
generate a full essay. Content is disconnected from thesis statement or
topic sentence.
Language – Vocabulary is very basic, excessively colloquial or
inappropriate to the audience. Language conventions are misused.
Mechanics – Writing is riddled with spelling, grammar, usage and/or
punctuation errors. Structure is seriously flawed; errors impede
meaning.
Style – Transition use is minimal to non-existent. No sense of voice.

Explain the steps you used to make the computation. Use illustrations from the chapter readings and the additional information for the brief.

Purpose

To assess your ability to:

  • Compute financial ratios.
  • Explain the steps used to make the computation.
  • Use illustrations from the chapter readings and the additional information for the business brief.
  • Prepare a simple Income Statement.

Action Items

  1. Review the Grading Rubric (below).
  2. Access your eTextbookand read Chapter 15.
  3. Read the following additional information for this assignment:

For a business that sells products, the wholesale cost of the product sold is known as cost of goods sold or the cost of sales.

This assignment will present four concepts that you need to know to understand cost of goods sold. The concepts are:

  1. Cost of goods sold
  2. Standard financial statement format
  3. How inventory fits into the equation
  4. Gross profit margin

Cost of goods sold

In the accounting world, there are three overall categories of expenses: cost of goods sold, operating expenses, and extraordinary expenses. This assignment deals with the first category, cost of goods sold. Cost of goods sold is the direct cost of the products and services your business sells. This includes the cost of labor and overhead to produce the goods and freight to obtain the goods. Cost of goods sold can be directly identified in the end product. For a mason, the cost of bricks and mortar is a direct cost. These costs are directly identifiable as a part of the product produced.

The cost of insurance, fuel, and maintenance for the trucks used to carry the bricks and mortar are indirect costs. While these costs are part of the product produced and are incurred in the process of generating revenues, they cannot be identified as belonging to a specific job or product. Indirect costs such as heat, light, power, and rent are also known as operating expenses or overhead.

Operating expenses are listed under expenses in the profit and loss report (income statement). Only the direct cost of the product is included in the calculation of cost of goods sold. The cost of goods sold varies directly with the volume of goods sold; each sale adds to cost of sales. Operating expenses, on the other hand, are relatively fixed. The business will pay the same amount of rent and utilities whether 10 items or 100 items are sold.

Understanding the standard financial statement

Cost of goods sold and operating expenses are shown in separate sections of the profit and loss report. First, the statement shows revenues, followed by cost of goods sold. Cost of goods sold is subtracted from revenues to produce gross profit. Expenses are then summarized, totaled, and subtracted from gross profit to calculate net income from operations. Finally, extraordinary items – such as the gain or loss on a sale of fixed assets – are added or subtracted from net operating income to yield net income. The standard format for an income statement is therefore as follows:

The term revenue refers to amounts generated from the sale of goods and services. Cost of goods sold is the direct cost of the items sold. Operating expenses refer to the ordinary and necessary costs – other than direct costs – of running the business. These distinctions are important not only in presenting information in a standard format but also in analyzing business profitability.

How inventory fits into the equation

Calculation of cost of goods sold involves another account, inventory. When goods are purchased for resale, the cost is not recognized immediately. When goods are purchased, an increase in the inventory asset is recorded on the balance sheet. The cost of a sale is not recognized or reported on the profit and loss report until the sale is concluded. Calculation of the cost of goods sold is therefore inextricably intertwined with inventory.

The formula for calculating cost of goods sold is a logical and straightforward one:

  • Beginning Inventory + Purchases = Goods Available for Sale
  • Goods Available for Sale – Ending Inventory = Cost of Goods Sold

Purchases of goods add to the balance in inventory, and each sale reduces the inventory. We don’t know the amount of the reduction – the cost of the goods sold – without specifically identifying the cost of each item as it is sold. You can calculate the cost of goods sold by taking a physical count of the ending inventory and subtracting the cost of the ending inventory from goods available for sale.

XYZ Company, with cost of sales 2% higher than ABC Company, makes a $365,000 profit. ABC Company, with a 2% lower cost of sales, generates an additional $70,000.00, an increase of 19% in net income. Because they pay close attention to their cost of sales, ABC Company has a higher gross profit margin and is substantially more profitable than XYZ Company.

Use the following information to completed the questions in Action Items 4 – 8.

Cost of goods purchased, cost of good sold, and income statement.

The following data are for Montgomery Retail Outlet Stores. The account balances (in thousands) are for 2014.

  1. Compute the Cost of Goods Sold. Explain the steps you used to make the computation. Use illustrations from the chapter readings and the additional information for the brief.
  2. Prepare the simple Income Statement, using the information shown above in the additional information for the brief.
  3. Compute the amount of merchandise inventory to be shown on the January 1, 2015, Balance Sheet. Explain the steps you used to make the computation. Use illustrations from the chapter readings and the additional information for the brief.
  4. Consider and review the 5-step critical-thinking decision-making matrix located in the MBA Toolbox in Critical Thinking Process and adapt it to this situation.
  5. Write a 1-page analysis according to the Business Brief Guidelines. Complete sentences must be used (bullets not acceptable). Your analysis must be written using a concise writing style. Your brief should incorporate all of the answers to the questions posed above.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Compare how organisations are adapting management accounting systems to respond to financial problems.

ETC International College
International Year 1 Business Student Name/ID Number:
Unit Number and Title:
Unit 5: Management Accounting Academic Year:
2018-19 Unit Assessor:
Vidhya Babu Kanadasamy Assignment Title:
Management Accounting Principles Issue Date:
1/10/2018 Submission Date:
5/11/2018 Internal Verifier Name:
Praneeta Phadke Date:
Submission Format:
The submission is in the form of a report. This should be written in a concise, formal business style using 1.5 spacing and font size 12. You are required to make use of headings, paragraphs and subsections as appropriate. All work must be supported with research and referenced using the Harvard referencing system. Please also provide a bibliography using the Harvard referencing system. The recommended word limit is 2000+ words, although you will not be penalised for exceeding the total word limit.
Unit Learning Outcomes:
1 Demonstrate an understanding of management accounting systems.
2 Apply a range of management accounting techniques.
3 Explain the use of planning tools used in management accounting.
4 Compare ways in which organizations could use management accounting to respond to financial problems
ETC International College
Assignment Brief and Guidance: Learning Outcome 1: Demonstrate an understanding of management accounting systems.
Task 1 and Scenario:(P1 P2 M1 D1)
You are asked to give training to the group of college students who are doing their project work in your company and your are responsible to explain them the folowing:
 What is management accounting?(P1)
 What is a management accounting system?(P1)
 Why is it important to integrate these within an organisation? (P1)
 Explore the origin, role and principles of management accounting. (P1)
 Different types of management accounting systems such as cost-accounting systems, inventory management systems, job-costing systems and price-optimising systems.(P2)
 You need to evaluate the benefits of Management accounting systems and their application within an organisation context.(M1)
 Critically evalulte how management accouting systems and management accounting reporting is integrated within organisational processes.(D1)
Learning Outcome 2: Apply a range of management accounting techniques
Task 2:(P3 M2 D2)
 Calculate costs using appropriate techniques of cost analysis to prepare an income statement using marginal and absorption costs.(P3)
 Accurately apply a range of management accounting techniques and produce appropriate financial reporting documents.(M2)
 Produce financial reports that accurately apply and interpret data for a range of business activities.(D2)
Learning Outcome 3: Explain the use of planning tools used in management accounting Task 3 and Senario:(P4 M3)  You to are asked to explain the advantages and disadvantages of different types of planning tools used for budgetary control to the new worker joining in the your team.(P4)
ETC International College
 (M3)ABT Ltd is a manufacturing company which produces a fixed budget for planning purposes. Set out below is the fixed monthly budget of production costs, together with the actual results observed for the month of July Year 7. Budget Actual Units Produced 5,000 5,500 Cost: Direct Materials Direct Labour Variable production overhead Fixed production overhead Depreciation 20,000 60,000 14,000 10,000 4,000 22,764 75,900 14,950 9,000 4,000 In preparing the fixed budget, the following standards were adopted: Direct material 10 kg of materials per unit produced. Direct labour 2 hours per unit produced. Variable production overhead A cost rate per direct labour hour was calculated. Fixed production overhead A cost rate per unit was calculated. Depreciation Straight-line method is used for all assets. The following additional information is available concerning the actual output: (a) the actual usage of materials in July was 54,200 kg; and (b) the nationally agreed wage rate increased to $6.60 per hour at the start of July. Required (a) Prepare a flexible budget in respect of ABT Ltd for the month of July Year 7. (b) Analyse and comment on cost variances.
ETC International College
Learning Outcome 4: Compare ways in which organisations could use management accounting to respond to financial problems Task 4:(P5) VaGo Taxis Ltd operates a taxi service in a large local city. All of the taxis are owned by the business and all the drivers are employees rather than owner drivers. The managers wish to benchmark the operating efficiency of the business against another taxi service. A suitable taxi service has been identified and has agreed to the benchmarking exercise. It is highly successful and operates a similar business model in a nearby city of similar size. You are required to produce a checklist of ten measures of operating efficiency that could be used as the basis for the benchmarking exercise. (Hint: When identifying measures, think about the key factors of time, quality, income and costs. M4 D3:  Analyse how, in responding to financial problems, management accounting can lead organisations to sustainable success.(M4)  Evaluate how planning tools for accounting respond appropriately to solving financial problems to lead organisations to sustainable success (D3).
ETC International College
Learning Outcomes and Assessment Criteria: Pass Merit Distinction LO1 Demonstrate an understanding of management accounting systems.
P1 Explain management accounting and give the essential requirements of different types of management accounting systems.
P2 Explain different methods used for management accounting reporting.
M1 Evaluate the benefits of management accounting systems and their application within an organisational context.
D1 Critically evaluate how management accounting systems and management accounting reporting is integrated within organisational processes.
LO2 Apply a range of management accounting techniques.
P3 Calculate costs using appropriate techniques of cost analysis to prepare an income statement using marginal and absorption costs.
M2 Accurately apply a range of management accounting techniques and produce appropriate financial reporting documents.
D2 Produce financial reports that accurately apply and interpret data for a range of business activities. LO3 Explain the use of planning tools used in management accounting
P4 Explain the advantages and disadvantages of different types of planning tools used for budgetary control.
M3 Analyse the use of different planning tools and their application for preparing and forecasting budgets.
LO3 & LO4
D3 Evaluate how planning tools for accounting respond appropriately to solving financial problems to lead organisations to sustainable success.
LO4 Compare ways in which organisations could use management accounting to respond to financial problems.
P5 Compare how organisations are adapting management accounting systems to respond to financial problems.
M4 Analyse how, in responding to financial problems, management accounting can lead organisations to sustainable success.

Why it is important to listen to children in a contemporary society?

Basic Recommended Reading
Listening to children: being and becoming
• Book by Bronwyn Davies 2014
Hearing the voices of children: social policy for a new century
• Book edited by Christine Hallett; Alan Prout 2003
Children’s experiences of classrooms: talking about being pupils in the classroom
• Book by Eleanore Hargreaves 2017
Theorizing childhood
• Book by Allison James; Chris Jenks; Alan Prout 1998

Listening to children: a practitioner’s guide
• Book by Alison McLeod 2008
A handbook of children and young people’s participation: perspectives from theory
and practice
• Book edited by Barry Percy-Smith; Nigel Thomas 2010
Helping vulnerable children and adolescents to stay safe: creative ideas and
activities for building protective behaviours
• Book by Katie Wrench; foreword by Ginger Kadlec 2016
+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
Other Reading to relating to Module concept description
Childhood as a cultural and social construction, examining beliefs, images about children’
· Defining the term ‘listening’.
· Why it is important to listen to children in a contemporary society
Foucault, power, and education
• Book by Stephen J. Ball 2013
Listening to children: being and becoming
• Book by Bronwyn Davies 2014
Pedagogy of the oppressed
• Book by Paulo Freire 2017
Pedagogy of hope: reliving pedagogy of the oppressed
• Book by Paulo Freire 2014
Theorizing childhood
• Book by Allison James; Chris Jenks; Alan Prout 1998
Constructing and reconstructing childhood: contemporary issues in the
sociological study of childhood
Underlying philosophies and approaches to children’s rights, participation and protection.
· Considering the concept of Voice, participation and agency.
· Considering how children are defined in law.
· Critical reflections on children’s participatory rights
Young children’s rights: exploring beliefs, principles and practice
• Book by Priscilla Alderson; Douglas Carleton Frechtling 2008
Hearing the voices of children: social policy for a new century
• Book edited by Christine Hallett; Alan Prout 2003
Children’s rights-based approaches: the challenges of listening to taboo/
discriminatory issues and moving beyond children’s participation
• Journal by Konstantoni, K. 2013
The Constitution of Society – Chapter 1
• Book by Anthony Giddens 1984
• Playing with power: children’s participation in theory.
• Examining theories and models that have influenced thinking within the field of voice,
agency and participation.
• Exploring how this framework can support the authentic participation and values of
children.
The Constitution of Society – Chapter 1
• Book by Anthony Giddens 1984
Children’s Participation. From tokenism to citizenship
• Document
A handbook of children and young people’s participation: perspectives from theory
and practice
• Book edited by Barry Percy-Smith; Nigel Thomas 2010
Considering some of the challenges of engagement with children and young people in a
professional context.
· Why is no one listening to me? Issues of agency and structure.
· Case studies to explore hidden voices.
Ethics and politics in early childhood education
• Book by Gunilla Dahlberg; Peter Moss 2005
Nurturing a listening culture in practice for safeguarding vulnerable children.
· Working within the safeguarding and child protection remit.
Conceptualising Listening to Young Children as an Ethic of Care in Early Childhood
Education and Care in Children & Society
• Article by Caroline Bath 09/2013
Listening to young people in school, youth work and counselling
• Book by Nick Luxmoore 2000
Helping vulnerable children and adolescents to stay safe: creative ideas and
activities for building protective behaviours
• Book by Katie Wrench; foreword by Ginger Kadlec 2016
Exploring communication skills for listening.
· Debating the concept of power and interpretation.
· Nurturing a listening culture in practice
· Pedagogy of relationships and listening. Considering new ways of thinking about
and interactions with children.
· Empowerment
Conceptualising Listening to Young Children as an Ethic of Care in Early Childhood
Education and Care in Children & Society
• Article by Caroline Bath 09/2013
Listening to children: a practitioner’s guide
• Book by Alison McLeod 2008
Capturing the voices of children.
· Exploring tools and strategies for listening. Pedagogy of listening- Voices from Reggio
Emilia.
· The |Mosaic approach.
Spaces to play: more listening to young children using the Mosaic approach
• Book by Alison Clark; Peter Moss; National Children’s Bureau c2005

Listening to young children: the mosaic approach
• Book by Alison Clark; Peter Moss; National Children’s Bureau c2011
Inviting the messy: Drawing methods and ‘children’s voices’ in Childhood
• Article by Sara Eldén 02/2013
A Handbook of Children and Young People’s Participation: Perspectives from … in
Children & Society
• Article 2010

In dialogue with Reggio Emilia: listening, researching, and learning
• Book by Carlina Rinaldi 2005
Children as researchers
· Voices in education.
· Advocacy- speaking up for children and children as advocates.
Understanding research with children and young people
• Book by Open University 2014
Children’s experiences of classrooms: talking about being pupils in the classroom
• Book by Eleanore Hargreaves 2017
Listening to young children: the mosaic approach
• Book by Alison Clark; Peter Moss; National Children’s Bureau c2011
Children’s participation in decision-making
• Document
+++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
Additional reading
• Children’s commissioner
• Children’s Rights Alliance for England – Children’s rights and the law
• Children’s Rights Alliance for England – State of children’s rights in England – Review of
Government action on United Nations’ recommendations for strengthening children’s
rights in the UK
• Government is stripping UK children of rights, says report to UN (Guardian
Newspaper )
• UNICEF Children’s Rights
• Equality and Human Rights Commission
• Conceptualising listening to young children as an ethic of care in early childhood education and
care. ( Sheffield Hallam University)
• Engaging with children and young. People (Mary Kellett – Open University)
• Children’s right Alliance for England Children’s participation in decision-making
• Cambridge Journal of Education – What is a child? Children’s Perception,
the Cambridge Primary Review and implications for education (Routledge)
• Children’s commissioner: If only someone had listened – Office of the children’s
commissioner’s inquiry into sexual exploitation in gangs and groups
• I want to play – Barbados
• Its wrong but you get used to it – University of Bedfordshire
• (Childrens’ Commisioner)
A qualitative study of gang-associated sexual violence towards, and exploitation of,
young people in England
• Voices of Children in Foster Care (Children’s Commissioner)
• Promoting children’s Agency – journal
• Novitas Royal ( Research on Youth and Language) 2011,5 (1) 15-38
Angela MASHFORD-SCOTT & Amelia CHURCH
• Silence in the Context of ‘Child Voice’
Ann Lewis School of Education, University of Birmingham, Birmingham, UK
• Conceptualising Listening to Young Children as an Ethic of Care in Early Childhood Education
and Care
(Caroline Bath Department of Education, Childhood and Inclusion, Sheffield Hallam University,
Sheffield, S1 2NE, UK)
• DfE-RR239b_report: Listening to children’s perspectives: Improving the Quality of.
provision in EARLY YEARS settings
• Why and how we listen to young children – Listening as a way of life ( national
children’s bureau)
• How safe are our children-2018-report NSPCC
• The voice of the child: learning lessons from serious case reviews Ofsted 2010
• The voice of the child in the child protection system. (NCB Research Centre)
• Coram Voice – getting young voices heard
• Putting listening practice at the heart of early years practiceAn evaluation of the Young Children’s
Voices Network Rachel Blades, Vijay Kumari. ( Research Centre ncb)
• Engaging with children and young people
• The Mosaic approach
• Young children are researchers: Children aged four to eight years engage in important research
behaviour when they base decisions on evidenceEuropean Early Childhood Education Research
Journal ( Routledge)

SHOULD POSITIVE PSYCHOLOGY ADOPT A (QUASI) POSTMODERN “SOLUTION” TO ITS REALITY PROBLEMS?

1BN0ae.gr1ba1at7irv7ae/ S0S0.id2H2ee 1lod6f 7P8o0s3i2ti5v9e6 P4s5ychology ARTICLE
THE NEGATIVE SIDE OF
POSITIVE PSYCHOLOGY
BARBARA S.HELD is the BarryN.Wish Professor of
Psychology and Social Studies at Bowdoin College in
Brunswick, Maine. She is the author of Back to Reality:
A Critique of Postmodern Theory in Psychotherapy
(1995), in which she provides theoretical and
philosophical analysis of the postmodern/linguistic
turn in psychotherapy. She is currently at work on its
sequel, in which she extends her philosophical critique
to interpretive trends in psychology. She has
served on several editorial boards, including the
Journal of Theoretical and Philosophical Psychology. Her popular book
Stop Smiling, Start Kvetching: A 5-Step Guide to Creative Complaining
(2001), in which she challenges what she calls the “tyranny of the positive
attitude in America,” has garnered worldwide media attention. A clinical
psychologist, she practiced psychotherapy for many years. She lives with
her husband on the coast of Maine, although she escapes as often as possible
to New York City, where her kvetching is seen in a positive light.
Summary
This article explores three ways in which the positive psychology
movement’s construction and presentation of itself are negative.
First, the negative side is construed as the negative side effects of
positive psychology’s dominant, separatist message. Second, the
negative side is construed as the negativity that can be found within
the positive psychology movement. Here the author elaborates on
the negative or dismissive reactions of some spokespersons for the
movement to ideas or views that run counter to the movement’s
dominant message: (a) negativity about negativity itself, which is
explored by way of research in health psychology and coping styles;
and (b) negativity about the wrong kind of positivity, namely, allegedly
unscientific positivity, especially that which Seligman purports
to find within humanistic psychology. This constitutes an epistemological
position that contributes to “reality problems” for positive
psychologists. The author concludes with the implications of positive
psychology’s “Declaration of Independence” for psychology’s
9
Journal of Humanistic Psychology, Vol. 44 No. 1, Winter 2004 9-46
DOI: 10.1177/0022167803259645
© 2004 Sage Publications
much discussed fragmentation woes. She appeals to the wisdom of
William James for guidance in finding a third, more positive meaning
of positive psychology’s negative side. This third meaning can be
gleaned from a not-yet-dominant but more integrative message
emerging within the movement, one compatible with the reactions
of some humanistic psychologists to positive psychology.
Keywords: positive psychology; scientific realism; defensive pessimism;
fragmentation; postmodernism; optimism; negativity
Although positive psychologists claim to study what is good or virtuous
in human nature and call for a separate and distinct science
to do so (e.g., Aspinwall & Staudinger, 2003a; Seligman, 2002a,
2002b; Seligman & Csikszentmihalyi, 2000, 2001; Seligman &
Peterson, 2003;Sheldon&King, 2001;Snyder&Lopez et al., 2002),
there nonetheless is within that movement a negative tendency, or
what I will call a “negative side.” In this article, I explore three
senses or meanings of this so-called negative side of positive psychology.
First, the negative side is construed as the negative side
effects of the positive psychology movement, especially of its dominant,
separatist message. These side effects have been enumerated
before (e.g., Bohart & Greening, 2001; Guignon, 2002; Held,
2002a; Woolfolk, 2002), and so about these I will be brief. Second,
the negative side is construed as the negativity that can be found
within the positive psychology movement. Here I elaborate on the
negative or dismissive reactions of some (but not all) positive psychologists,
especially of some spokespersons for the movement, to
ideas or views that run counter to the dominant message of the
movement—in particular, (a) negativity about negativity itself,
which I explore byway of research in health psychology and coping
styles; and (b) negativity about the wrong kind of positivity,
namely, allegedly unscientific positivity, especially the “unscientific
positivity” that Seligman (Seligman, 2002a, 2002b; Seligman
& Csikszentmihalyi, 2000, 2001) purports to find within humanistic
psychology and that has been discussed in the Journal of
10 Negative Side of Positive Psychology
AUTHOR’S NOTE: This article is based on a paper presented at the 110th Annual
Convention of the American Psychological Association, Chicago, in August 2002, as
part of a panel entitled “Positive Psychology and the Human Condition.” I thank
David Bellows, Arthur Bohart, Rachel Hare-Mustin, Suzanne Lovett, Al Mahrer,
Julie Norem, Harvey Siegel, Hendrika Vande Kemp, and an anonymous reviewer
for helpful comments on earlier drafts.
Humanistic Psychology’s special issue on positive psychology (e.g.,
Greening, 2001, p. 4; Rathunde, 2001, pp. 146-147; Resnick,
Warmoth,&Serlin, 2001, pp. 78-80;Taylor, 2001, pp. 22-24). This is
an epistemological position that contributes to “reality problems”
for positive psychologists, problems that call for further consideration.
In my conclusion, I consider the implications of positive psychology’s
so-called “Declaration of Independence” (Snyder&Lopez
et al., 2002) from the rest of psychology for the much discussed
fragmentation woes within psychology. I also appeal to the wisdom
ofWilliam James (1902), both directly and as interpreted by Rubin
(2000), for guidance in finding a third, more positive meaning of
positive psychology’s negative side. This more positive meaning
can be gleaned from a not-yet-dominant, more integrative message
emerging within the movement.
Myaim is not to challenge the empirical findings that constitute
the positive psychology movement; there are, in my view, important
contributions to psychological science being made within
the movement’s ranks. Nor do I challenge the study of human
strengths in general, which, needless to say, is not necessarily
done in the movement’s name. Rather, my critique—or “discourse
analysis”—focuses upon the way in which those who have heretofore
spoken most vociferously on behalf of the positive psychology
movement present/promote the movement to the public and to the
profession of psychology. This “dominant discourse,” or dominant
Message with a capital “M,” as I now call it, is contrasted with a
not-yet-dominant discourse, or message with a lowercase “m,” just
emerging within the movement—or so I argue. This “second-wave”
message,as I now call it, challenges the dominant Message inways
sometimes quite consistent with challenges made by humanistic
psychologists in these pages.
MEANING 1: THE NEGATIVE SIDE EFFECTS
OF THE POSITIVE PSYCHOLOGY MOVEMENT—
THE TYRANNY OF THE POSITIVE ATTITUDE AND
POSITIVE PSYCHOLOGY’S DOMINANT MESSAGE
The Tyranny of the Positive Attitude
On a panel at the American Psychological Association (APA)
convention in 2000 entitled “The (Overlooked) Virtues of Negativ-
Barbara S. Held 11
ity,” Held (2002a) lamented what she dubbed the “tyranny of the
positive attitude,” a problem that, she claimed, dominates the contemporary
American mind-set. By this she meant that our popular
culture and now—owing to the dominant, separatist Message
of some spokespersons for the positive psychology movement (e.g.,
Seligman, 2002a, 2002b; Seligman & Csikszentmihalyi, 2000,
2001; Seligman & Peterson, 2003; Snyder & Lopez et al., 2002)—
our professional culture are saturated with the view that we must
think positive thoughts, we must cultivate positive emotions and
attitudes, and we must play to our strengths to be happy, healthy,
and wise.
The tyranny of the positive attitude lies in its adding insult to
injury: If people feel bad about life’s many difficulties and they cannot
manage to transcend their pain no matter how hard they try (to
learn optimism), they could end up feeling even worse; they could
feel guilty or defective for not having the right (positive) attitude,
in addition to whatever was ailing them in the first place. This is a
possible unintended consequence of trumpeting positivity,
whether in popular or professional circles (see Held, 2001, 2002a,
pp. 969, 986-987). For according to the wisdom of our popular culture,
what ails one in the first place might have been avoided, or at
least ameliorated, with positive thoughts. This popular message is
certainly reinforced by extensive research findings that reliably
demonstrate that optimism and positivity are linked to health and
longevity, whereas pessimism and negativity have the opposite
effect (e.g.,Brennan&Charnetski,2000;Byrnes et al.,1998;Larsen,
Hemenover, Norris, & Cacioppo, 2003; Peterson & Bossio, 2001;
Peterson, Seligman, Yurko, Martin, & Friedman, 1998; Raeikkoenen,
Matthews, Flory, Owens, & Gump, 1999; Taylor, Kemeny,
Reed, Bower, & Gruenewald, 2000). About this, more later.
Positive Psychology’s Dominant
Message and Challenges to It
Whether research about the salutary effects of positivity has
been done in the name of positive psychology, some who speak for
the movement deploy that research without nuance or ambiguity
in their dominant, polarizing Message: Positivity is good and good
for you; negativity is bad and bad for you. (Indeed, Seligman’s call
for a separate and distinct science of positive psychology rests on
12 Negative Side of Positive Psychology
this foundational assumption.) Farewell to individual differences;
one size fits all. Or so the dominant Message—especially as articulated
by Seligman,whomI quote in due course—appears to me, but
evidently not only to me: An emerging but still nondominant message
of some members of the movement (I take them to be members
in virtue of their authorship of chapters in edited books
about—or issues of the American Psychologist devoted to—the
movement’s progress) gives evidence of the dominant Message by
expressing dissatisfaction with it. This discernable but not-yetunified
voice of protest suggests to me a desire for a more nuanced
and integrative—a less separatist or polarizing—message, one
that makes contact, though only implicitly, with some of the postulates
of humanistic psychology set forth in every issue of the Journal
of Humanistic Psychology. Consider the following statements
made by authors of chapters in Aspinwall and Staudinger’s new
edited book entitled A Psychology of Human Strengths: Fundamental
Questions and Future Directions for a Positive Psychology
(2003a), and note among them the dialogical impulse for the integration,
holism, dialectic, realism, engagement, and contextuality
that characterizes the responses of humanistic psychologists to
positive psychology’s dominant, separatist Message of polarization
(e.g., Greening, 2001; Rathunde, 2001; Resnick et al., 2001; Rich,
2001).
In their own chapter, editors Aspinwall and Staudinger (2003b)
give advance notice of the emerging message:
In trying to define and study human strengths, it is crucial to
acknowledge contextual dependencies. . . . Another central task for a
psychology of human strengths is to understand whether and how
positive and negative experiences depend on each other and work
together. Thus, a call for the scientific study of . . . positive states . . .
should not be misunderstood as a call to ignore negative aspects of
human experience. That is, a psychology of human strengths should
not be the study of how negative experience may be avoided or
ignored, but rather how positive and negative experience may be
interrelated. . . . Indeed, some philosophical perspectives suggest
that the positive and negative are by definition dependent on each
other; that is, human existence seems to be constituted by basic
dialectics. (pp. 14-15)
It would be a major mistake to assume that all that is positive is
good. . . . Instead, efforts to understand when positive beliefs are
linked to good outcomes, when they may not be, and why will yield a
more realistic and balanced view. (p. 18)
Barbara S. Held 13
In a chapter entitled “Three Human Strengths,” Carver and
Scheier (2003) stated,
The picture of human strength as reflected in persistence and performance
is a familiar one. . . . Commitment and confidence interact
to foster persistence and perseverance, even in the face of great
adversity. These ideas form the cornerstone of a good part of what is
touted as “positive psychology” (e.g., Ryff & Singer, 1998; Seligman,
1999; Snyder & Lopez, 2002; Taylor, 1989). . . . Discussions of these
theories usually emphasize the positive—the idea that continued
effort can result in attaining desired goals. . . . Put simply, the
attempt is to turn pessimists into optimists. . . . [However,] a critical
role in life is also played by doubt and disengagement—by giving up.
(pp. 88-89)
Even perseverance and giving up, which seem so antithetical, may
notbe. . . .Apsychology of human strengths is no less than a psychology
of human nature. (p. 98)
In a chapter subtitled “On theVirtues of the Coactivation of Positive
and Negative Emotions,” Larsen et al. (2003) wrote,
Given that negative emotions do affect health outcomes, it is likewise
understandable that [traditional] lines of research have
treated negative emotions as something to be avoided or at least
diminished, rather than dwelled on. . . . The thesis of this chapter,
however, is that this discomfitting mode of coactivation [of positive
and negative emotions] may allow individuals to make sense of
stressors, to gain mastery over future stressors, and to transcend
traumatic experiences. (pp. 212-213)
Although positive psychology has made it clear that an exclusive focus
on negative emotions [i.e., “negative psychology”] is insufficient,
the present perspective implies that an exclusive focus on positive
emotions may also ultimately prove insufficient. (p. 222)
In a chapter entitled “Ironies of the Human Condition,” Ryff and
Singer (2003) stated,
Recently, we have witnessed a drumroll on behalf of positive psychology.
Chastised for its preoccupation with human failings, the
field of psychology has been admonished to attend to human
strengths. . . . However,we also underscore the need to move beyond
false dichotomies that separate positive and negative features of the
human condition. [We argue for an appreciation of] inevitable dialectics
between positive and negative aspects of living. (pp. 271-272)
14 Negative Side of Positive Psychology
Human well-being is fundamentally about the joining of these two
realms. . . .Positive psychology will fulfill its promise not by simply
marking what makes people feel good, hopeful, and contented, but
by tracking deeper and more complex processes. . . .We propose that
these challenges of “engaged living” are the essence of what it means
to be well. (pp. 279-282)
And last but not least, in a chapter section entitled “What’s
Wrong With a ‘Positive’ Psychology Movement?,” Carstensen and
Charles (2003) wrote,
Readers may expect that we’d be delighted by the prospect of positive
psychology. But we see as many problems as advantages.
Deconstructing the scientific status quo and revealing evidence that
negative presumptions have guided much of the research is one
thing. Carrying a banner for a movement forcing the pendulum to
swing in the other direction is quite another. . . .The lesson in this is
not to . . . join a movement to be more “positive.” Rather, it is to generate
an even-handed characterization of the problems and strengths
associated with aging. Scientific psychology should not have an
objective to prove or disprove positive aspects of life. It should
instead seek to understand psychological phenomena in their totality.
. . .We cannot do it by succumbing to a polemical movement to
search for the positive. . . . Social scientists must study the strengths
of older people, but just as surely they must understand the
problems of older people. (pp. 82-84)
The second-wave/nondominant message contained in the above
quotations makes common cause with the message contained in
the following quotations of contributors to the Journal of Humanistic
Psychology’s special issue on positive psychology. Laura
King’s quotation is especially noteworthy, given her receipt of a
Templeton Positive Psychology Prize in 2001:
Another pitfall of focusing on positive emotional experience as definitive
of the good life is the tendency to view any negative emotion as
problematic. Thus, the experience of distress, regret, and disappointment
are often viewed as negative experiences, certainly to be
avoided. How realistic is it to expect that adults will weather all of
life’s storms with nary a regret? . . . Yet, the focus on the maximization
of positive affect and the minimization of negative affect has led
to a view of the happy person as a well-defended fortress, invulnerable
to the vicissitudes of life. . . .Perhaps focusing so much on subjective
well-being, we have missed the somewhat more ambivalent
truth of the good life. (King, 2001, pp. 53-54)
Barbara S. Held 15
Humanistic psychology is also nondualistic. From its holistic perspective,
polarizing psychology into “good” and “bad” splits the fullness
of the paradox . . . and therefore misses the complexity and nuances
of the phenomenon. Holistic, humanistic psychology understands
that the good, or the positive, takes its meaning from its
dialogical relationship to “the bad” or “the negative.” (Resnick et al.,
2001, p. 77)
If we take all of the above quotations from Aspinwall and
Staudinger’s (2003a) edited book in concert as a discernable message,
we may be tempted to think (with optimism) that the rapprochement
some humanistic psychologists have called for (e.g.,
Rathunde, 2001; Resnick et al., 2001; Rich, 2001) is in reach.1Imyself
am not quite so optimistic, especially since positive psychology
leaders Seligman and Peterson (2003) reiterated the movement’s
dominant Message,with all its rhetoric of separatism/polarization,
in their chapter (entitled “Positive Clinical Psychology”) in
Aspinwall and Staudinger’s (2003a) book:
The science of positive psychology, aswe see it, has three constituent
parts: the study of positive subjective experience, the study of positive
individual traits, and the study of institutions that enable the
first two (Seligman & Csikszentmihalyi, 2000). In this chapter we
shall discuss possible changes that a science of positive psychology, if
successful in becoming a discrete approach within the social sciences,
would likely wreak on the field of clinical psychology. (p. 305)
The professional press of APA Online, the Monitor on Psychology,
and the American Psychologist has reinforced the dominant
Message (not least through announcements of Templeton Positive
Psychology Prize winners). So has the extensive popular press coverage
of positive psychology, where, for example, the positive psychology
movement made the cover of the September 3, 2001, issue
of the U.S. News and World Report and the September 16, 2002,
issue of Newsweek. The professional press is seemingly no accident:
As Eugene Taylor (2001) boldly proposed, “Seligman appeals
to science but relies on public support through the prestige of his
position in the APA” (p. 26). In due course, I give more examples of
the press coverage. Just here note that in the science section of the
New York Times on November 19, 2002, there was an article entitled
“Power of Positive Thinking Extends, It Seems, to Aging.” The
“it seems” is a clue; although one would never guess from this headline
that about half of the article was devoted to research with
16 Negative Side of Positive Psychology
opposite findings: for example, “cheerfulness . . . was linked to
shorter-than-average life span” (attributed to Dr.Howard S.Friedman),“
older pessimists were less likely than the optimists to suffer
from depression” (attributed to Dr. Derek M. Isaacowitz), “cantankerousness
. . . has been found to be a protective characteristic
among the elderly. . . . Those who were ornery and argumentative
with the nursing home staff members lived longer than those who
were not” (attributed to Dr. Morton A. Lieberman).
Is it fair to hold the movement’s leading members responsible
for the way the press presents their message? I know of no objections
from them to any of the press coverage,although somemay be
trying to mitigate the “tyrannical” tone of the dominant Message
by claiming that the science that supports it is merely descriptive,
not prescriptive (e.g., Aspinwall & Staudinger, 2003b, p. 18;
Seligman, 2002a, pp. 129, 303). This, despite Seligman’s (2002a,
pp. 130, 261) prescriptive inclinations. In any case, Snyder&Lopez
et al. (2002) expressed concern about media hype in the final chapter
of the Handbook of Positive Psychology:
In the excitement that may be associated with this new and invigorating
approach, it may be tempting to overextrapolate so as to convey
a sense of the progress that is being made. This can be even more
possible when a person from the news media is almost putting words
in our mouths about the supposed discoveries and advances that
already have occurred. Contrary to this “breakthrough” mentality,
however, science typically advances in the context of slow, incremental
increases in knowledge. Therefore . . . researchers must be very
careful to make appropriate inferences from their data. Claims that
go beyond the data are never appropriate, and they can be especially
damaging to the credibility of a new field. When one positive psychologist
makes an unwarranted claim, this undermines the trustworthiness
of all positive psychologists and the “movement” more
generally. Accordingly, we must carefully monitor both our
colleagues and ourselves. (pp. 754-755)
Which positive psychologists have made unwarranted claims? The
authors do not say, but they sound like they have some in mind. At
the least, they sound worried.
Aspinwall and Staudinger’s edited book nonetheless gives hope
that a less separatist incarnation of the movement may be on the
horizon. Chapters by Aspinwall and Staudinger, Carstensen and
Charles, Cantor, Carver and Scheier, Ryff and Singer, and Larsen
et al. all find virtue in giving negativity of one sort or another its
due—for example, finding value in a focus on problems as well as
Barbara S. Held 17
strengths, in (defensive) pessimism, in giving up, or in the
coactivation of positive and negative emotions. These authors are
critical of the dominant Message, as the quotations of them provided
earlier indicate. But their more nuanced message is not, by
my lights, the movement’s dominant Message, at least not just yet:
For example, in Authentic Happiness, Seligman (2002a) himself
finds little use for negative experience; there his remains a stance
lacking in nuance, a stance I discuss in due course.And so, a fundamental
question for some positive psychologists remains a technical
one: how to get the negatively inclined (by nature, nurture, or
both) to develop more positivity—for their own good.Yet some positive
psychologists sometimes seem to have difficulty taking their
own advice. As Taylor (2001) put it in discussing Seligman’s nowfamous
dismissal of humanistic psychology (see Greening, 2001,
p. 4; Seligman, 2002a, 2002b; Seligman & Csikszentmihalyi, 2000,
2001), “Seligman may have to cultivate a more positive attitude
toward the very movement he now wishes to exclude” (p. 27). In his
review of the Handbook of Positive Psychology,M. Brewster Smith
(2003) summed up the negativity to be found in positive psychology
succinctly: “A substantial part of the message of positive psychology
is negative” (p. 160).
MEANING 2: THE NEGATIVITY
OF POSITIVE PSYCHOLOGISTS
I amcoming to believe that lurking within the positive psychology
movement there exists a dark side—a shadow of sorts—owing
to a failure to acknowledge (its own) negativity. Because a case has
been made for “The (Overlooked) Virtues of Negativity,” first by
critics of positive psychology (Held & Bohart, 2002) and now by a
second-wave message from within the ranks of the positive psychology
movement (e.g., Aspinwall & Staudinger, 2003b;
Carstensen & Charles, 2003; Carver & Scheier, 2003; King, 2001;
Larsen et al., 2003; Ryff&Singer, 2003), this is not necessarily bad.
Negativity is, after all, a normal and at times adaptive aspect of
human nature, and so the negativity even of positive psychologists
may be said to have its virtues. The question, rather, is this: What
are some positive psychologists negative about? To be sure, some
are negative about negativity itself. And some are also negative
18 Negative Side of Positive Psychology
about the wrong kind of positivity. I call these “Negativity Type 1”
and “Negativity Type 2,” respectively.
Negativity Type 1: Negativity About Negativity
On the surface, it appears that prominent positive psychologists
hold balanced views about positivity and negativity. In Learned
Optimism, Martin Seligman (1990) said one should not be a “slave
to the tyrannies of optimism. . . . We must be able to use pessimism’s
keen sense of reality when we need it” (p. 292). In Authentic
Happiness,Seligman (2002a) said, “Positive Psychology aims for the
optimal balance between positive and negative thinking” (pp. 288-
289). And he recently reported that, among the elderly, “extreme
optimists may be more at risk for depressive symptoms than pessimists
when faced with negative life events” (Isaacowitz & Seligman,
2001, p. 262). Christopher Peterson (2000) warned of the risks of
unrealistic or blind optimism. He resolved that “people should be
optimistic when the future can be changed by positive thinking but
not otherwise” (p. 51). Lisa Aspinwall said, “It would be premature—
and likely incorrect—to say that all positive beliefs and
states are salutary” (Snyder & Lopez et al., 2002, p. 754). She later
stated,
A second caution [in developing a psychology of human strengths]
involves the possibility that there are situations and contexts where
attributes or processes that work as strengths in one setting may be
liabilities in another, and vice versa. . . . Among certain people . . .
and in some non-Western cultures . . . pessimism has been found to
be adaptive rather than dysfunctional, because it promotes active
problem solving. (Aspinwall & Staudinger, 2003b, p. 18)
Despite these nods to negativity (and acknowledgment of the
limits of positivity), when Seligman reportedly said in the Monitor
that the positive psychology movement “does not replace negative
social science and psychology, which are flourishing enterprises
that I support” (Kogan, 2001, p. 74), his pledge of support failed to
reassure. First, his professed support for so-called negative psychology
is not the same as finding virtue in the experience of negative
events and the expression of negative thoughts and feelings,
virtue which is found by various authors in Aspinwall and
Staudinger’s (2003a) edited book, who seem to be in search of a
more dialectical approach to positive psychology. Finding virtue in
Barbara S. Held 19
the experience/expression of life’s negatives is not accomplished by
Seligman, who sticks to the movement’s nondialectical dominant
Message in his chapter in that same book: “Positive emotion
undoes negative emotion. In the laboratory, movies that induce
positive emotion cause negative emotion to dissipate rapidly
(Fredrickson, 1998)” (Seligman&Peterson, 2003, p. 306).Compare
this message with the one given in Larsen et al.’s (2003) chapter,
where the independence of positive and negative emotional systems
is emphasized (Seligman himself acknowledges this elsewhere
[2002a, pp. 56-57]), as is our need for an optimal balance in
the coactivation of positive and negative emotional systems to
attain beneficial health and coping outcomes when faced with
stressors.
In Authentic Happiness, Seligman (2002a) reinforces his negative
views about negativity, including the (defensive) pessimism
and/or negative emotion in which Aspinwall and Staudinger, Cantor,
and Larsen et al. find virtue. For example, he says, “Pessimism
is maladaptive in most endeavors. . . . Thus, pessimists are losers
on many fronts” (p. 178); “Positive emotion . . . has consequences
that are broadening, building, and abiding. Unlike negative emotion,
which narrows our repertoire to fight the immediate threat,
positive emotion advertises growth” (p. 209); and “Depression
readily spirals downward because a depressed mood makes negative
memories come to mind more easily. These negative thoughts
in turn set off a more depressed mood, which in turn makes even
more negative thoughts accessible, and so on” (p. 210). He then
goes on to make the case for an “upward spiral of positive emotion”
(pp. 210-211). Larsen et al. (2003), by contrast, say we must keep
negative emotions and memories of negative events in working
memory long enough to organize and integrate them, which may
allow individuals to “transcend traumatic experiences” and “transform
adversity to advantage” (p. 213). This sounds to me like the
potential for growth from engaging the negative that Seligman
denies over and over.
Health psychology and longevity. One “trump card” of the positive
psychology movement is the empirical link between positive
affect and attitudes, on one hand, and health/longevity, on the
other hand. Indeed, as described earlier, this research forms one
foundation of the movement’s dominant Message: Positivity is
20 Negative Side of Positive Psychology
good (for you), negativity is bad (for you). Even Larsen et al. (2003),
in setting up their argument on behalf of the health and mental
health benefits of the coactivation of positive and negative emotions,
state that “one of positive psychology’s most impressive lines
of research has examined the beneficial effects of optimism on
health and well being” (p. 219).For instance, an article in the Monitor
reported that Barbara Fredrickson, winner of the top
Templeton Positive Psychology Prize in 2000, found that “positive
emotions help undo the detrimental effects of negative emotions
on the cardiovascular system” (Azar, 2000). And an APA Online
(“Psychologists Receive,” 2002) press release reported that the top
Templeton Prize in 2002 went to Suzanne Segerstrom, who found
that “optimistic dispositions and beliefs” are linked to the “functioning
of the immune system.” Here we find no hint of the secondwave,
integrative message, such as the one given by Larsen et al.
(2003). Exemplary of the popular press is this headline from the
Maine Sunday Telegram (February 27, 2000): “Happier Means
Healthier: Optimists Live Longer, and Optimism Can Be Cultivated.”
And recall the New York Times (November 19, 2002) piece
entitled “Power of Positive Thinking Extends, It Seems, to Aging.”
Particularly prominent are the much heralded findings of Shelley
Taylor’s research team: Unrealistic optimism predicts greater
longevity. According to Taylor et al. (2000),
HIV-seropositive gay men who were unrealistically [italics added]
optimistic about the future course of their infection were better
adjusted and coped more actively with their situation than those
who were less optimistic. . . . Unrealistically [italics added] optimistic
beliefs are associated prospectively with somewhat greater
longevity. (pp. 102-103)
And so optimism, especially unrealistic optimism, is to be endorsed.
(About the realism of the optimism, more later.) This, says
the hermeneutic philosopher Charles Guignon (2002), is a good example
of a particular strategy for justifying value claims:
Positing some set of nonmoral goods, such as physical health, longer
life or subjective feelings of well-being, and then trying to show that
the ideals in question are conducive to achieving or sustaining those
goals. . . . Thus, a great deal of research on optimism, hope, altruism
. . . aims at showing that there are clearly defined and precisely
measurable outcomes from expressions of these traits. (p. 90)
Barbara S. Held 21
To be sure, the waters are deeper than they seem, for there also
exists research which contradicts the well-supported link between
positivity and health/longevity. We have already considered Larsen
et al.’s (2003) “coactivation model of healthy coping” (p. 217).
Another example is Hybels, Pieper, and Blazer’s (2002) finding
that older women who are mildly depressed (i.e., they have a
subthreshold level of depression) are more likely to live longer
than nondepressed or more highly depressed women (p = .002).
The relationship did not hold for men, although Friedman et al.
(1993),who used a data set from a seven-decade longitudinal study
begun in 1921 by L. M. Terman (Terman & Oden, 1947), reported
that people (especially men) who were conscientious as children
lived longer, whereas those who were cheerful as children (defined
as optimism and sense of humor) died younger (also see Martin et
al., 2002). Moreover,Friedman et al. (1993) emphasized the importance
of attending to individual differences, by cautioning “against
overgeneralizing from short-term studies of coping to long-term
(life span) styles for reacting. Rather, analyses of the particular
challenges faced by particular individuals during their life may
provide better information about what itmeans to be healthy” (p. 184).
Even positive psychologists DavidWatson and James Pennebaker
(1989) questioned the link between positivity and health/longevity
when they said that people high in “trait negative affect”
complain of angina but show no evidence of greater coronary risk or
pathology. They complain of headaches but do not report any increased
use of aspirin. . . . In general, they complain about their
health but show no hard evidence of poorer health or increased mortality.
(p. 244)
Given the large body of data that links positivity of various
kinds to health and longevity (and negativity to illness), it would
be foolish to make too much of these contradictory findings, except
to question how such contradictory evidence is handled by spokespersons
for the positive psychology movement. My point is that
findings such as these tend not to become part of the dominant
Message, which seems to me and others to eschew the dialogical
impulse found in the movement’s more nuanced/dialectical secondwave
message and in the response of some humanistic psychologists
to the dominant Message.Moreover, if longevity is, as Guignon
(2002) suggests, positive psychologists’ criterion for cultivating
certain tendencies, then these new data should be taken seriously
22 Negative Side of Positive Psychology
by positive psychologists. But given Seligman’s negativity about
negativity, I would be surprised if Hybels et al. (2002) or Friedman
et al. (1993) were to be considered for a Templeton Positive Psychology
Prize for finding that some forms of negativity, or at least
the absence of positivity, may be conducive to longevity.
Coping styles: The case of defensive pessimism. In her many
research articles and in her book The Positive Power of Negative
Thinking, Julie Norem (2001a, 2001b) provides compelling evidence
for the benefits of the coping strategy known as “defensive
pessimism.” Defensive pessimists set their sights unrealistically
low and think about how to solve potential problems in advance of
the daunting task. Most important, Norem has found that defensive
pessimism can work to enhance task performance for those
riddled with debilitating anxiety. Her data are conclusive: Trying
to make defensive pessimists function like strategic optimists,who
set their sights high and prefer not to think about potential problems,
erodes the functioning of defensive pessimists, as does trying
to make strategic optimists function like defensive pessimists. In
short, one size does not fit all. Because constructive coping is one of
the positive psychology movement’s alleged interests, one might
expect positive psychologists to celebrate Norem’s breakthrough
findings as a positive contribution to coping. But celebration has
hardly been their response.
Instead, Norem has typically either been ignored—she is not
even cited, let alone given a chapter, in the Handbook of Positive
Psychology (Snyder & Lopez, 2002)—or she has been dismissed
explicitly. For example, in the Handbook, Carver and Scheier
(2002) andWatson (2002) speak of the possibility of changing those
with negative temperaments (whether caused by genes, early environment,
or both). Watson advocates focusing outward—doing
rather than thinking, perceiving our goals to be important, and
understanding the cycles of energy and lethargy we all experience
(p. 116). Carver and Scheier cautiously advise cognitivebehavioral
therapies to call attention to, challenge, and eradicate
the irrational, “unduly negative,” “automatic thoughts” in the
minds of pessimists (p. 240). As they say, “Once the [pessimistic]
beliefs have been isolated, they can be challenged and changed”
(p. 240). (Although Carver and Scheier, 2003, also seem to question
“the attempt to turn pessimists into optimists” [p. 89].) Never mind
that Norem’s defensive pessimism has been demonstrated reliably
Barbara S. Held 23
to be a constructive coping strategy; Carver and Scheier incline
toward an affirmative answer to their own question, “Is optimism
always better than pessimism?” (p. 239). Although, to be fair, they
seem here to be speaking of dispositional pessimism (which is
trait like) rather than defensive pessimism (which is a domainspecific
strategy to cope with anxiety). (Still, the two—dispositional
pessimism and defensive pessimism—are moderately correlated,
according to Norem, 2001a). In a previous article, Scheier and
Carver (1993) certainly acknowledged that “defensive pessimism
does seem to work,” in that defensive pessimists perform better
than “real [i.e., dispositional] pessimists, whose negative expectations
are anchored in prior failure” (p. 29). But they also went on to
say that “defensive pessimism never works better than optimism”
and has “hidden costs”: “People who use defensive pessimism in
the short run report more psychological symptoms and a lower
quality of life in the long run than do optimists. Such findings call
into serious question the adaptive value of defensive pessimism
[italics added]” (p. 29).
Norem readily admits that there are benefits and costs of both
strategic optimismand defensive pessimism(Norem, 2001b;Norem
&Chang, 2002). So we may ask why the negatives of defensive pessimism
are considered true negatives, whereas the negatives of
strategic optimism tend to be ignored by positive psychologists
who compare defensive pessimism to dispositional optimism, instead
of to strategic optimism, which is what Scheier and Carver
appear to do in the quotations of them just above. After all, comparing
defensive pessimism to strategic optimism would be the more
appropriate comparison, given that Norem’s constructs are more
situation specific than dispositional. Moreover, to appreciate the
virtues of defensive pessimism, Norem and Chang (2002) say we
must acknowledge the presence of the trait (or dispositional) anxiety
that precedes the use of defensive pessimism. That is, although
“strategic optimists tend to be more satisfied and in a better mood
than defensive pessimists,” it would be mistaken to “conclude that
strategic optimism is clearly better than defensive pessimism,
even if defensive pessimists often perform well,” because this conclusion
“ignores the crucial point that people who use defensive
pessimism are typically high in anxiety” (p. 996).Thus, they say,we
must “compare defensive pessimists to other people who are anxious
but do not use defensive pessimism” (p. 997).When Norem and
Chang make that comparison, they find that
24 Negative Side of Positive Psychology
Defensive pessimists show significant increases in self-esteem and
satisfaction over time, perform better academically, form more supportive
friendship networks, and make more progress on their personal
goals than equally anxious students who do not use defensive
pessimism. . . . This research converges with that contrasting strategic
optimism and defensive pessimism to suggest quite strongly that
taking away their defensive pessimism is not the way to help
anxious individuals. (p. 997)
Yet taking away their defensive pessimism is what Scheier and
Carver (1993, p. 29) seem to me to imply, in the spirit of the dominant
Message.
There is cause for optimism nonetheless in the more integrative,
less dismissive second-wave message: Editors Aspinwall and
Staudinger (2003a) include a chapter by Nancy Cantor (2003),who
cites the benefits of the defensive pessimism she herself researched
with Julie Norem. Still, positive psychologists who continue to
deliver the dominant Message of polarization to which humanistic
psychologists rightly object (e.g., Resnick et al., 2001, p. 77) advocate
the use of cognitive therapy to challenge and change the allegedly
automatic unrealistic negative thoughts of pessimists.
Seligman (2002a) himself advocates the “well-documented method
for building optimism that consists of recognizing and then disputing
pessimistic thoughts” (p. 93): “The most convincing way of disputing
a negative belief is to show that it is factually incorrect.
Much of the time you will have facts on your side, since pessimistic
reactions to adversity are so very often overreactions” (p. 95). But
what about the (automatic) unrealistic positive thoughts of optimists?
(More about this in the next section.) These are not the target
of challenge for positive psychologists. Indeed, Seligman extols
the virtues of “positive illusions” (p. 200), owing to their salutary
consequences: “It is [the job of Positive Psychology] to describe the
consequences of these traits (for example, that being optimistic
brings about less depression, better physical health, and higher
achievement, at a cost perhaps of less realism[italics added]” (p. 129).
Thus, the realism of the thoughts is evidently not the determining
factor in this matter. And yet, positive psychologists of all stripes
tout their dedication to rigorous science, with all the realism
and objectivity such science bestows upon their claims. Moreover,
Seligman, though actively promoting the power of positive illusions,
also finds a “reality orientation” (p. 142) in everyday knowing
to be virtuous. It therefore appears that there is equivocation
Barbara S. Held 25
about realism itself, or “reality problems,” as I shall now call them,
among positive psychologists.
Negativity Type 2: Negativity About the Wrong Kind
of Positivity: “Unscientific Positivity” and
Positive Psychology’s “Reality Problems”
The charge of unscientific positivity and the response of humanistic
psychologists. Positive psychologists ground their quest for
positivity in a modern/conventional science of psychology—with
all the warrant and conviction that scientific realism and objectivity
impart. As Sheldon and King (2001) define it in their introduction
to the special section on positive psychology in the American
Psychologist, “[Positive psychology] is nothing more than the scientific
study of ordinary human strengths and virtues” (p. 216).2 They
liken the science of (positive) psychology to other “natural and
social sciences” (p. 216). And in his introductory chapter in the
Handbook of Positive Psychology, Seligman (2002b) says, “[Positive
psychology] tries to adapt what is best in the scientific method to
the unique problems that human behavior presents in all its complexity”
(p. 4). In both quotations, the science of (positive) psychology
is set forth in conventional terms. There is, for example,no special
antirealist/antiobjectivist or postmodern meaning given to
(positive) psychological science.
Moreover, the now-famous dismissal by positive psychologists of
another movement grounded in positivity, owing to that movement’s
alleged failure to attain scientific grounding, makes the
point. In their introductory article in the January 2000 issue of the
American Psychologist devoted to the positive psychology movement,
Seligman and Csikszentmihalyi (2000) acknowledged and
appeared to praise the “generous humanistic vision” (p. 7) of the
humanistic psychology movement. But they then went on to dismiss
humanistic psychology as unscientific, lamenting its allegedly
seminal role in the nonscholarly, nonscientific, and narcissismpromoting
literature of the self-help movement that regrettably
now dominates the psychology sections of our bookstores: “Unfortunately,
humanistic psychology did not attract much of a cumulative
empirical base, and it spawned myriad therapeutic self-help
movements. In some of its incarnations, it . . . encouraged a selfcenteredness
that played down concerns for collective well being”
(p. 7).
26 Negative Side of Positive Psychology
Bohart and Greening (2001) responded to this charge persuasively,
by calling attention to the scientific research tradition and
empirically warranted knowledge base of humanistic psychologists.
About the charge of self-centeredness, they replied,
We wish that Seligman and Csikszentmihalyi (2000) themselves
had done a more scholarly job of investigating humanistic psychology.
Neither the theory nor practice of humanistic psychology is narrowly
focused on the narcissistic self or on individual fulfillment. A
careful reading of Carl Rogers and Abraham Maslow would find that
their conceptions of self-actualization included responsibility
toward others. . . . Blaming them for misinterpretations of their
ideas makes no more sense than blaming Seligman for potential
misinterpretations of his ideas on optimism (e.g., one could misuse
this idea to blame the victim for not having the proper optimistic
attitude to achieve self-improvement in the face of massive social
oppression or injustice.3 (p. 81)
In their rejoinder, Seligman and Csikszentmihalyi (2001)
repeated their dismissal of humanistic psychology nonetheless by
emphasizing positive psychology’s dedication to “replicable,cumulative,
and objective” science (p. 90): “We are, unblushingly, scientists
first” (p. 89). Seligman (2002b, p. 7) reiterates this message in
his introductory chapter in the Handbook of Positive Psychology:
“They [Allport, 1961; Maslow, 1971] somehow failed to attract a
cumulative and empirical body of research to ground their ideas.”
And he does so again in Authentic Happiness (2002a): “The reasons
for [humanistic psychology] remaining a largely therapeutic
endeavor outside of academic contact probably had to do with its
alienation from conventional empirical science” (p. 275). As Smith
(2003) put it in his review of the Handbook, “He [Seligman] refers
to the emphasis on positive functioning by Allport (1961) and
Maslow (1971) but otherwise ignores humanistic psychology as not
adequately based in research” (pp. 159-160). In my opinion, this
dismissal can be understood in the context of positive psychology’s
dominant, separatist Message: If one claims that one’s movement
constitutes a “discrete approach within the social sciences”
(Seligman & Peterson, 2003, p. 305), then one must eliminate competing
approaches that can challenge that distinction. Because
humanistic psychology cannot be eliminated on the basis of its
focus on human potential and growth, another basis must be
found. And so one was: its alleged failure to constitute a scientific
enterprise.
Barbara S. Held 27
In the special issue of the Journal of Humanistic Psychology
devoted to positive psychology, Eugene Taylor (2001) rebutted
“Seligman’s Three Marks Against Humanistic Psychology” (p. 17),
namely, that humanistic psychology “generated no research tradition”
(pp.17-21), that it “has created a cult of narcissism” (pp. 21-
22), and that it is “antiscientific” (pp. 22-24). Regarding the latter,
Taylor made this point:
After 1969 . . . the content and methods of humanistic psychology
were appropriated by the psychotherapeutic counterculture, causing
the humanistic movement in academic psychology to recede. . . .
Seligman mistakes this group for the original personality theorists
who led the humanistic movement for more than a quarter of a century
in the academy and were concerned first and foremost with
generating a “rigorous” research tradition—variously called personality,
personology, and a science of the person (Allport, 1968; Rogers,
1964). (p. 23)
Along with Taylor, some in that same issue of the Journal of Humanistic
Psychology defend the scientific status of humanistic psychology
by challenging Seligman’s/positive psychology’s allegedly
“reductionistic/positivistic” approach to knowledge acquisition, and
by calling for more epistemological discussion/debate and selfreflection
about how science should be conducted (e.g., Rathunde,
2001; Resnick et al., 2001). Although he lauds Seligman’s placement
of the “discriminating person above the blind dictates of
science” (p. 25), Taylor (2001) takes Seligman to task for failing
to grasp the contradiction (of “injecting a value judgment into
an allegedly value-free system”) that this placement carries in
the context of his alleged adoption of a “reductionistic determinism”
(p. 25):
The crux of the matter appears to be whether the scientist’s model of
reality is a better substitute for reality than one’s personal experience.
According to the humanistic viewpoint, one can only acquiesce
to the equal power of both objective analysis and subjective experience
when one’s theory becomes self-reflexive in a reexamination of
what constitutes objectivity. Reductionistic epistemology may be
required to launch a science, but in its mature phase, all sciences,
even the most exact ones, must confront the underlying philosophical
issues of the fundamental relation of the subject to the object.
Seligman’s theories about positive psychology contain no such
reflexive elements as yet, so the theory must be judged as still being
in its infant stages.4 (pp. 23-24)
28 Negative Side of Positive Psychology
This call from humanistic psychologists for positive psychologists
to reflect upon their own epistemological (and ontological)
assumptions will be addressed in due course—although just here I
confess little optimism about a positive response from Seligman to
the humanists’ call. In any case, the message of positive psychologists,
both dominant and second-wave, is clear: A conventional/
modern scientific realism/objectivism is central to positive psychology’s
claim to a new and improved approach to studying what
is good or virtuous in human existence.
Positive psychology’s “reality problems.” Despite the call for a
conventional scientific realism and objectivism and the dismissal
of humanistic psychology owing to its alleged failure to adhere to
that standard, some leaders of the positive psychology movement
proclaim the virtues of having unrealistic optimism/expectations.
Recall, for example, Taylor et al.’s (2000) report of the correlation
between unrealistic optimism and greater longevity in HIV
patients. Here, then, we may begin to explore the “reality problems”
of positive psychologists: Positive psychologists stand their
movement on the rock of scientific realism and objectivity when
they make their truth/reality claims with all the conviction that
scientific realism and objectivity warrant. But at the same time,
they sometimes tout the benefits of holding beliefs that are themselves
unrealistic. Although no contradiction emerges just yet, a
double epistemic standard surely does: The standard of securing
objective/unbiased evidence is necessary for warranting scientific
knowledge but not everyday knowledge, which requires only a
pragmatic standard ofwarrant, namely, whether one’s beliefs have
beneficial consequences (see Held, 2002b).
Positive psychologists could reply that the venerated scientific
objectivity is limited to the empirical relationships that obtain
between holding certain beliefs on one hand and well-being/
longevity on the other hand. So it does not matter whether the
(beneficial) beliefs themselves are objectively true or unbiased, so
long as the scientific findings are assuredly so. In short, they might
simply say (as in effect they do) that it is scientifically/objectively
true that people benefit from holding beliefs that are themselves
biased or not objectively true. (To the extent that scientific knowing
depends upon objectivity in everyday knowing [see Held, 1995;
Pols, 1992], what is to prevent the endorsed positive illusions from
Barbara S. Held 29
infecting their scientific knowledge?) But if the double epistemic
standard poses no reality problems for positive psychologists, then
why,we may ask, do they work hard to convince us that the positive
illusions/optimistic bias they propound are not at odds with epistemological
realism? What might motivate these efforts?
Two answers to this psychological question seem possible, and
they are not unrelated. First, by claiming that positive illusions/
optimistic bias can be realistic, or at least not all that unrealistic,
(a) the standard for everyday knowing then squares with (b) the
standard for scientific knowing; the latter is, after all, what is said
(repeatedly) to distinguish the movement from prior “positive psychology”
movements, which are judged inferior scientifically. The
double standard, though not itself contradictory, may also create
discomfort byway of its link to a bona fide contradiction, one which
provides a second possible answer to the psychological question of
why positive psychologists insist on the realism of positively
biased beliefs: (a) on one hand, positive psychologists proclaim the
benefits of positive illusions and (unrealistic) optimism in the context
of everyday knowing. Recall Seligman’s (2002a, p. 129) claim
that optimism is good for us, even at a “cost perhaps of less realism.”
Yet, (b) on the other hand, he also says that “learned optimism
. . . is about accuracy” (p. 96) and that having a “reality orientation”
in the context of everyday knowing is good. Seligman
(2002a, p. 142) lists “judgment”and “critical thinking” as strengths
(in everyday knowing) that give rise to the virtues of wisdom and
knowledge: “By Judgment, I mean the exercise of sifting information
objectively and rationally. . . . Judgment . . . embodies reality
orientation. . . . This is a significant part of the healthy trait of not
confusing your own wants and needs with the facts of the world.”
Of course, part (b) of the second possible answer to my psychological
question contradicts not only part (a) of that same answer, but
also generates conflict between the objectivity that is required for
scientific knowing and the positive (pragmatic) bias that is preferred
for everyday knowing.
Here, evidence of arguments about the alleged realism of positive
illusions and optimistic bias is in order. Snyder, Rand, King,
Feldman, and Woodward (2002), for instance, say that if their
“high-hope people” (who, according to Snyder, Sympson, Michael,
& Cheavens, 2001, share some, but not all, features of optimists)
are unrealistic, it is only mildly or slightly so:
30 Negative Side of Positive Psychology
We believe that high-hope people do make use of positive illusions
that influence their views of reality . . . but that they do not [italics
added] engage in blatant [italics added] reality distortion. . . .
[Rather, they] slightly [italics added] bias that reality in a positive
direction. It is useful to examine this “bias” in the context of Taylor’s
(1983) work on positive illusions. . . .These slight [italics added] positive
illusions include overly positive self-conceptions, an exaggerated
perception of personal control, and an overly optimistic
assessment of the future. (p. 1005)
Snyder et al. (2002) go on to say,“Having high hope means that a
person may have a slight [italics added] positive self-referential
bias, but not an extreme [italics added] illusion that is counterproductive”
(p. 1007). Here, the qualifiers “slight,” “not blatant,” and
“not extreme” are emphasized, whereas in the quotation of Taylor
et al. (2000, pp. 102-103) presented earlier, no such qualifiers are
used. There, Taylor et al. speak of “unrealistic optimism,” not of
“slightly unrealistic optimism.” Moreover, Taylor and Brown (1988)
spoke of “positive illusions” and “overly positive self-evaluations.”
Contrary to Snyder et al. (2002), Taylor and Brown referred to
these as “substantial biases” (p. 200). On the other hand, Taylor
herself has also spoken of a “situated optimism,” one that stays
within “reasonable bounds”: “Optimism, even unrealistic optimism,
is not unreasonably so”(Armor&Taylor, 1998,p. 349).There
evidently is some equivocation about just how unrealistic “unrealistic
optimism” is. For example, Sandra Schneider (2001), in seeking
a conceptual basis for “realistic optimism,” casts Taylor’s optimism
on the extreme or unrealistic end of the spectrum, whereas
Baumeister’s optimism is characterized by her as occupying a
“middle ground,” owing to his call for “an optimal margin of illusion”
(pp. 250-251). (To be sure, the question of just how much people
distort reality positively, and the correlation between the
degree of that distortion and optimal functioning, is, as Taylor and
Brown demonstrate, an empirical one.)
Other positive psychologists have dealt with impending reality
problems by going further: Those who have an optimistic bias are
found not only to be realistic without qualification but also to have
more wisdom.For example,Segerstrom said,“[Some say] optimists
are naïve and vulnerable to disappointment when they come face
to face with reality. My evidence suggests that optimists are not
naïve; they are however, wiser in expending their energies” (“Psychologists
Receive,” 2002). In the Handbook of Positive Psychology
Barbara S. Held 31
(Snyder & Lopez et al., 2002), Lisa Aspinwall, who won a Templeton
Positive Psychology Prize for her reformulation of optimism
(Azar, 2000), said, “Happier and Wiser: Optimism and Positive
Affect Promote Careful Realistic Thinking and Behavior” (p. 754),
although she also acknowledged that not “all positive beliefs and
states are salutary” (p. 754).
Even if it is indeed the case that an optimistic bias is pragmatically
useful in coping with life, the psychological question
remains:Why do positive psychologists work hard to convince that
an optimistic bias and epistemological realism/objective knowing
are not at odds? I have suggested two possible reasons, which may
be summed up in this way: If positive illusions and optimistic bias
are shown to be realistic in all senses—that is, they are not only
pragmatically useful but are also objectively grounded—then reality
problems owing to the double standard between everyday and
scientific knowing are eliminated. So too is the contradiction of
finding virtue (within the context of everyday knowing) both in
having positive illusions and in having a reality orientation, because
these then allegedly become one and the same. That is, if an
optimistic bias is compatible (enough) with an objectivist epistemology,
then any contradiction arising from the endorsement of
objectivity in everyday knowing and the endorsement of a positive
bias in everyday knowing can be said to be lessened, if not eliminated
altogether.
SHOULD POSITIVE PSYCHOLOGY
ADOPT A (QUASI) POSTMODERN “SOLUTION”
TO ITS REALITY PROBLEMS?
In an article entitled “In Search of Realistic Optimism: Meaning,
Knowledge, and Warm Fuzziness,” which appeared in the
March 2001 section of the American Psychologist dedicated to positive
psychology, Sandra Schneider took the bull of positive
psychology’s reality problems by the horns. To me, she sounds
slightly postmodern, although I am quite certain that was not her
intent. Her stated intent was to preserve the conceptual distinction
between realistic and unrealistic optimism, and so, I think, to
solve the reality problems I have just set forth. I do not think she
succeeds in her intended mission, however, because she challenges
the idea of objectivity itself, at least implicitly, a challenge that
32 Negative Side of Positive Psychology
undermines the scientific realism/objectivism of positive psychology.
Of course, many postmodernists, especially radical social constructionists
and constructivists, also challenge the idea of objectivity.
But unlike Schneider and other positive psychologists, they
reject all scientific realism and objectivity. Indeed, they happily
dismiss even the possibility of objective knowledge of reality, often
preferring a pragmatic standard of warrant (e.g., see Held, 1995,
1998, 2002a, 2002b).
Contrary to any such postmodern doctrine, Schneider (2001)
commits herself to a form of realism both by affirming a conventional
psychological science and by seeking a realistic form of optimism,
an optimism that expressly incorporates attention to reality’s
constraints (which constraints are for her and others in the
movement [e.g., Taylor, Aspinwall, Segerstrom], unlike for radical
postmodernists/constructionists, presumably knowable with some
objectivity). The latter she attempts by pleading the distinction
between “fuzzy meaning,” which “arises from interpretive latitude”
(p. 252), and “fuzzy knowledge,” which “arises from factual
uncertainty or lack of information” (p. 253). But in defining realistic
optimism, she conflates epistemology (which concerns the nature
of knowledge and of knowing) with ontology (which concerns
the nature of being or existence—of reality itself). Her conflation
derives from insisting sometimes that reality itself is fuzzy (an
ontological matter about existence), and at other times that knowledge
of reality is fuzzy (an epistemological matter about knowing),
or both. Regarding “fuzzy reality,” she speaks of “the fuzzy nature
of reality” (p. 251), “the fuzzy boundaries of reality” (p. 257), and of
how “reality can be fuzzy” (p. 252). Regarding her conflation of
“fuzzy reality” (ontology) with “fuzzy knowledge” (epistemology),
she says that “reality is fuzzy in these instances [where we lack
complete causal models] because of our uncertainty about the
situation of interest” (p. 253). Notice here that it is our lack of
certainty/knowledge (an epistemological matter) that literally
makes reality itself fuzzy (an ontological matter).5 And she goes on
to say, “One specific, objectively verifiable state of affairs may not
exist and . . . even if it did [a (partly) ontological matter about existence],
people might lack the necessary tools to become completely
aware of it [an epistemological matter about knowing]” (p. 252).
Thus, Schneider makes her case for realistic optimism either by
(a) eroding the concept of reality itself (p. 253), (b) diminishing our
cognitive access to any existing reality (fuzzy or not), or (c) both of
Barbara S. Held 33
these maneuvers. In seeing reality itself as so fuzzy/in flux that we
often cannot get (nonfuzzy) access to it (p. 252), Schneider seems to
align herself somewhat with the much more extreme philosophy of
postmodernists/constructionists, some of whom (e.g., Fishman,
1999, p. 1306) defend their epistemological antirealism (the doctrine
that we can have no objective or knower-independent knowledge
of reality whatsoever) on the basis of their ontological views.
But to whatever extent she leans in their direction, she also undermines
the realism/objectivity necessary for the nonfuzzy knowledge
(of nonfuzzy reality) that she uses to support her own truth/
reality claims about the objective existence of a realistic form of
optimism! Indeed, she subverts the objectivity of the modern/
conventional psychological science claimed by positive psychologists
to ground their movement (Held, 2002a).
To be fair, many postmodernists go much further than Schneider
by seeming to eliminate all or much of reality’s constraints in
their quest for liberation and transcendence. The philosopher
Charles Guignon (1998) summarized the appeal of such a radical
constructionist/antirealist epistemology succinctly: “Part of the
appeal, no doubt, lies in the exhilarating sense of freedom we get
from thinking that there are no constraints on the stories we can
create in composing our own lives. Now anything is possible, it
seems” (p. 566). For example, constructionist therapist Michael
Hoyt (1996) said, “The doors of therapeutic perception and possibility
have been opened wide by the recognition that we are
actively constructing our mental realities rather than simply
uncovering or coping with an objective ‘truth’ ” (p. 1) (for more quotations,
see Held, 1995, 1998, 2002a).
Optimistic, antiobjectivist claims like the one quoted just above
are not incompatible with reasons given by Schneider for a realistic
form of optimism. However, there is more direct evidence of a
convergence between positive and postmodern psychologies. One
exemplary indication of positive psychologists’ inclination to incorporate
the postmodern psychology movement into their own
appears in the Handbook of Positive Psychology (Snyder & Lopez,
2002), which contains a chapter by constructivist movement leader
Michael Mahoney (2002) entitled “Constructivism and Positive
Psychology.” There, Mahoney finds much in common between the
two movements despite constructivism’s explicit rejection of (and
positive psychology’s embrace of) the objectivist or realist epistemology
of modern (psychological) science.The editor of the Journal
34 Negative Side of Positive Psychology
of Constructivist Psychology was clear about this when he said,
“Like SC [social constructionism], constructivism takes as its point
of departure a rejection of ‘objectivist’ psychologies, with their
commitment to a realist epistemology, correspondence theory of
truth, unificationist philosophy of science” (Neimeyer, 1998, p. 141).
And working it the other way around, postmodernists Steven
Sandage and Peter Hill (2001) explicate the ways in which an
“affirmative” brand of postmodernism can help the positive psychology
movement make its alleged “constructive move beyond
some of the limitations of modernist psychology” (p. 242). Whether
positive psychologists stand ready to accept this postmodernist
antiobjectivist “help” remains to be seen. What strange bedfellows
they would make! And so it seems odd indeed that in the
Handbook (Snyder & Lopez, 2002) we find a chapter by a leading
proponent of postmodern antirealism but not by any humanistic
psychologists, some of whose epistemologies would surely be more
compatible with what positive psychologists propound (see Smith,
2003, p. 160) and towhose tradition positive psychology owes a debt.7
Of course, Seligman (2002a, 2002b; Seligman & Csikszentmihalyi,
2000, 2001) did not criticize postmodern psychology as he did
humanistic psychology. In any case, I do not foresee him reversing
himself by reaching for the helping hand that humanistically
inclined psychologists have held out to positive psychologists,
whether in a dialogical spirit of holism, dialectic, integration, cooperation,
inclusion, and rapprochement (e.g., Follette, Linnerooth,
& Ruckstuhl, 2001; Rathunde, 2001; Resnick et al., 2001;
Rich, 2001) or with a modicum of indignation (e.g., Taylor, 2001,
pp. 26-27).
POSITIVE PSYCHOLOGY’S
“DECLARATION OF INDEPENDENCE”:
MORE FRAGMENTATION FOR PSYCHOLOGY?
Prescriptions for psychology’s unification in response to its
alleged fragmentation problem abound (e.g., Henriques, 2003;
Slife, 2000; Staats, 1999; Sternberg & Grigorenko, 2001; Wertz,
1999). Michael Katzko (2002) diagnoses psychology’s fragmentation
problem on two levels. On one level, science is viewed as a
method of knowledge acquisition. Here, epistemic values prevail in
the form of “implicit values concerning proper scientific conduct”
Barbara S. Held 35
(p. 263). One example he gives of an epistemic value is the current
tendency among researchers to emphasize the uniqueness or distinctiveness
of their findings, a tendency that, Katzko says, results
in relabeling phenomena in novel terms and thus in an exaggerated
sense of theoretical disorder or fragmentation. On the second
level, science is viewed as a society in which theories function as “a
process of group formation” (p. 267). Here, for instance, ideology
and social cohesion—the power of the movement—supplant the
epistemic value of (open-ended) inquiry. This is a social/political,
not an epistemic, value, and Katzko likens its expression more to
religion and war than to science (cf. Gist&Woodall, 1998).He calls
those who adopt this social value “scientist-warriors” rather than
the “archetype of the scientist-explorer” (p. 268) in search of truth
(cf. Haack, 1996). Katzko (p. 269) suggests it is important to keep
the two values distinct rather than hiding behind the epistemic
value while enacting the social value.
Although Seligman pays at least lip service to what he calls
“negative psychology” and there is no reason to deny the honest
search for truth among the legions of “scientist-explorers” within
the positive psychology movement, he nonetheless heads a movement
with great determination. He and other spokespersons for
the movement have worked hard to differentiate their movement
not only from humanistic psychology but from the rest of psychology
(and social science) as well. Recall the separatist, polarizing
rhetoric of his chapter in Aspinwall and Staudinger’s (2003a)
edited book, where in the spirit of the dominant Message he
defines positive psychology as a “discrete approach within the
social sciences” (Seligman & Peterson, 2003, p. 305), even as
authors of other chapters broadcast their more dialogical, secondwave
message of holism and integration. So it should come as no
surprise that in their concluding chapter of the Handbook of Positive
Psychology, editors Snyder and Lopez literally declared positive
psychology’s independence: The chapter is entitled “The Future
of Positive Psychology: A Declaration of Independence” (Snyder
& Lopez et al., 2002, p. 751). There they speak of “Breaking Away”
(pp. 751, 753, 764) and refer to what used to be the discipline of psychology
as either the “weakness model” or the “pathology model,”
in contrast to the “strength model” of positive psychology:
It is our view . . . that the first stage of a scientific movement—one
that we would characterize as a declaration of independence from the
pathology model—has been completed. The broader field now real-
36 Negative Side of Positive Psychology
izes that the positive psychology perspective exists. This handbook,
which is built on our belief that a vital science and practice of positive
psychology should grow alongside the science and practice of the
pathology model, is yet another marker of this declaration of
independence. (p. 752)
The chapters themselves may contain nuance—for example, in
their chapter, Niederhoffer and Pennebaker (2002) say, “It is somewhat
ironic that the writing [about traumatic experiences] paradigm
is discussed as a feature of positive psychology. . . .Our paradigm
encourages participants to dwell on the misery in their lives.
We are essentially bringing inhibited or secret negative emotions
to the forefront” (p. 581). But one would never glean this (dialectical)
nuance from the editors’ rhetoric, which supports the dominant
Message to which Niederhoffer and Pennebaker themselves
seem to respond. Smith (2003) responded to the movement’s rhetoric
of polarization more directly in his review of the Handbook:
Spokespersons for the movement naturally exaggerate its novelty. I
think that advocates of primary prevention of mental illness had
quite similar overlapping objectives in view, although their focus on
mental illness sets off alarm bells to the more doctrinaire advocates
of positive psychology. And here I have trouble with the way the latter
polarize the contrast between their positive model and what they
call the pathological, weakness medical model or ideology. . . . The
repeated reference to the pathological, medical ideology in this
handbook strikes me as evidence that the advocacy of some [of] the
positive psychologists is more ideological than rational. (p. 162)
The rhetoric of some of positive psychology’s spokespersons
sounds to me like what we might well hear from Katzko’s (2002)
“scientist-warrior”: “A movement is defined by appropriating sets
of beliefs as its exclusive domain” (p. 267), in which the staking and
defending of territory rather than the search for similar meanings
or “descriptive generalization” obtains (pp. 266, 268). Recall that
so-called negative psychology and the weakness/pathology model
did not exist as such until Seligman, in a bold act of social construction,
so labeled and separated a large segment of the field. This
zealousness of some spokespersons for the movement may in part
account for what some perceive as the movement’s excessive or
tyrannical aspects, especially its polarizing negativity about negativity
and about all that went before (see Aspinwall & Staudinger,
Barbara S. Held 37
2003b; Bohart & Greening, 2001; Carstensen & Charles, 2003;
Held, 2002a; Smith, 2003; Taylor, 2001).
MEANING 3: THE WISDOM OF WILLIAM JAMES
In The Varieties of Religious Experience,William James (1902)
devoted two lectures to “The Religion of Healthy-Mindedness.”
This religion is surely one forerunner of the positive psychology
movement and, in my view, of the “tyranny of the positive attitude”
in general, whichmay be a side effect of both culturewide and professional
negativity about negativity, or Negativity Type 1 (Held,
2002a). These two lectures are followed by two lectures on “The
Sick Soul.” Near the end of the second of these two lectures, James
struggles with a difficult question:
We can see how great an antagonism may naturally arise between
the healthy-minded way of viewing life and the way that takes all
this experience of evil as something essential.To this latter way, the
morbid-minded way, as we might call it, healthy-mindedness pure
and simple seems unspeakably blind and shallow. To the healthyminded
way, on the other hand, the way of the sick soul seems
unmanly and diseased. . . . What are we to say of this quarrel? It
seems to me that we are bound to say that morbid-mindedness
ranges over the wider scale of experience, and that its survey is the
one that overlaps. The method of averting one’s attention from evil,
and living simply in the light of good is splendid as long as it will
work. It will work with many persons; it will work far more generally
than most of us are ready to suppose; and within the sphere of its
successful operation there is nothing to be said against it as a religious
solution. But it breaks down impotently as soon as melancholy
comes; and even though one be quite free from melancholy one’s self,
there is no doubt that healthy-mindedness is inadequate as a philosophical
doctrine, because the evil facts which it refuses positively to
account for are a genuine portion of reality; and they may after all be
the best key to life’s significance,and possibly the only openers of our
eyes to the deepest levels of truth. (pp. 162-163)
Positive psychologists might claim they do not deny “evil facts”
of any sort, that they indeed look reality right in the eye when, for
example, they strive to find “meaning in bereavement.” This meaning
is alleged to be all the more virtuous, owing to the link between
findingmeaning (in adversity) and longevity (Taylor et al., 2000,
p. 106).Positive psychologists might therefore agree that the unexamined
life is not worth living, not least because it may mean a
38 Negative Side of Positive Psychology
shorter life, if not a meaningless one. But if they face the negative
rather than deny it with “positive illusions,” as they now claim to
do when they redefine their optimism as actually being quite realistic
(Aspinwall&Staudinger, 2003b; Snyder et al., 2002; Snyder&
Lopez et al., 2002), or when, in the emerging nondominant secondwave
message, some embrace the potential for coping, health, and
growth to be found in negative experiences (e.g., Aspinwall &
Staudinger, 2003b; Carstensen & Charles, 2003; King, 2001;
Larsen et al., 2003; Ryff&Singer, 2003), then how (wemay ask) are
positive psychologists different from the negative psychologists
from whom spokespersons for the positive psychology movement
openly declare their independence? After all, when so-called negative
psychologists study what is wrong with us, they do so in the
positive hope of better living too. Whether negative psychology as
construed by Seligman consists in (a) studying what is wrong with
us or (b) finding virtue in the experience and expression of the negatives
of life, if at least some positive psychologists have begun to
advocate its inclusion in positive psychology,as I hope to have demonstrated,
then perhaps those who disseminate this second-wave
message are neither positive psychologists nor negative psychologists,
but rather positive negative-psychologists or negative positivepsychologists.
In either case, why not just call them psychologists?
As Smith (2003) concluded about the movement, “Its success
should result in its demise: Psychology in good balance would not
need advocates for positive psychology” (p. 162).
William James found virtue in negative experience, as does his
interpreter Jeffrey Rubin (2000), especially in discussing James’s
“Three Principles That Provide an Alternative to Pathologizing”
(p. 209) and his “Three Principles That Can Be Used When Pathology
Terms Are Employed by Others so That the Negative Effects
Associated With Their Usage Can Be Reduced” (p. 213). Of most
relevance is Principle 2 of the latter: “When pathology terms are
employed by others, argue against the simplistic notion that experiences
assigned a pathological label by the pathologizers are
really ‘bad’ experiences” (p. 215). Here Rubin describes the “valued
fruits” that James found in whatwas taken to be negative or pathological.
Rubin’s advice can be applied not only to Seligman’s term
negative psychology and to his tendency to pathologize negative
experiences in general, but also to my own term the negative side of
positive psychology. Accordingly, I can now find in the movement’s
second-wave message a third and more positive meaning of posi-
Barbara S. Held 39
tive psychology’s “negative side”—namely, the open acknowledgement
and appreciation of the negative side of human existence/
nature, a side that has heretofore been denied or dismissed by promoters
of the movement’s dominant Message. In this we have the
inclusive, integrative, dialectical approach many psychologists
have advocated since William James. And so this newer message
gives me hope, including the hope that positive psychology will
eventually acknowledge its debt to humanistic psychology (among
other traditions) without equivocation, just as some positive psychologists
now advocate the incorporation of negative human
emotion and thought in the movement’s science.
But if our field must remain divided along positive and negative
lines, I prefer (apropos of James) to cast my lot with the negative
psychologists. After all, Shakespeare’s tragedies are no lesser
plays than are his comedies, and his nuanced understanding of
human nature, with all its seeming contradiction, has hardly gone
uncredited.8 Making lemonade out of life’s many lemons is certainly
one way to make life meaningful, but it is surely not the only
way.
NOTES
1. I am not claiming that the ideas expressed in Aspinwall and
Staudinger’s (2003a) edited book did not exist prior to their publication
there, but rather that in virtue of their collection in this volume they have
attained a critical rhetorical mass, one that rises to the level of a
discernable message from some “faction” within the movement.
2. Sheldon and King (2001) seem to think that the focus on problems/
negativity they find in conventional psychology results from “psychology’s
reductionist epistemological traditions, which train one to view positivity
with suspicion, as a product of wishful thinking, denial, or hucksterism”(p.
216). They fail to see that reductionism favors neither positivity nor
negativity, but rather (at least in its conventional meaning) the search for
fundamental components/causes, which are often believed to be (molecular)
biological or even particle physical. That is, the doctrine of reductionism
is independent of any wish to emphasize human strengths or
weaknesses. Moreover, they imply that positive psychology breaks out of
psychology’s “reductionist epistemological traditions,” in virtue of studying
strengths. But as Eugene Taylor (2001) argued, positivism (which he
says underlies “the reductionistic epistemology of modern experimental
science”) is one of “Seligman’s three meanings” of the word positive and
constitutes a standard “Seligman invokes . . . regularly” (p. 15).
3. See Held (2002a, pp. 970-971) for more discussion of potential unintended
consequences of positive psychology.
40 Negative Side of Positive Psychology
4. See Pols (1998) and Held (2002b) for discussion of how a type of selfreflection,
that is, an inward agentic turn in the act of knowing, can help
justify the human capacity for objective knowledge.
5. Schneider (2001) could defend this by claiming that our knowledge
of reality (e.g., our discourse) determines or affects the reality we ultimately
get (see Held, 1998), but she does not make this social constructionist
argument.
6. As Fishman (1999) says about the pragmatic philosophy he propounds,
Philosophical pragmatism is founded upon a social constructionist
theory of knowledge. The world that exists independently of our
minds is an unlimited complex of change and novelty, order and disorder.
To understand and cope with the world, we take on different
conceptual perspectives, as we might put on different pairs of
glasses, with each providing us a different perspective on the world.
The pragmatic “truth” of a particular perspective does not lie in its
correspondence to “objective reality,” since that reality is continuously
in flux. Rather, the pragmatic truth of a particular perspective
lies in the usefulness of the perspective in helping us to cope and
solve particular problems and achieve particular goals in today’s
world. (p. 130)
7. Apropos of this, in the issue of JHP devoted to positive psychology,
there are articles by Laura King; by Kennon Sheldon,who like King won a
Templeton Positive Psychology Prize and who with King coedited a section
of the American Psychologist entitled “Why Positive Psychology Is
Necessary” (Sheldon & King, 2001); and by Kevin Rathunde (2001), who
“remains active in the positive psychology research network” (p. 135). Yet
to my knowledge there are no chapters or articles by humanistic psychologists
(writing as such) either in edited books about positive psychology
or in special issues of the American Psychologist devoted to positive
psychology.
8. According to literary critic William Watterson (personal communication,
July 17, 2002), Shakespeare’s comedies differ from his tragedies
not byway of character but byway of generic principles governing closure:
The tragedies end with destruction, disintegration, and death for the protagonist,
whereas the comedies end with wealth, marriage, and living
happily ever after.
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46 Negative Side of Positive Psychology

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Paper must cover the country of Bulgaria and how it relates to the united states.

1. The GBCA has only four required sections. Only the four required sections will earn credit in terms of content page count.

2. A minimum of 24-pages of content is required, this number excludes the title page, abstract, references, and conclusion. Thus each page of content is worth 12.5% of the total grade; thus, 12.5 points will be deducted for each page of content missing (refer to point 1 above).

The following questions are the four sections described above.

• What are the major elements and dimensions of culture in this region? (See Chapter 2 of the textbook for a list of the required dimensions.)

The major elements and dimensions of culture that must be covered are.

1. Communication
2. Religion
3. Ethics
4. Values and Attitudes
5. Manners and Customs
6. Social Structures and Organizations

• How are these elements and dimensions integrated by locals conducting business in the nation?

• How do both of the above items compare with US culture and business?

• What are the implications for US businesses that wish to conduct business in that region?

What role does Saudi Arabia play in Yemen? Understanding Saudi Arabia’s involvement in the civil war in Yemen.

The answer to this research question should be proven empirically. Explained on one side by a neo-realist approach. And on the other side by a constructivist approach.

Structure: 1. Introduction- briefly about Yemen crisis, the Houthi’s and their role. Moreover, the relationship btw Saudi Arabia and Iran and how Saudia Arabia was involved. Then explain the purpose of this essay, which is understanding the Saudi Arabia’s involvement in Yemen from a neorealist approach and from a constructivist approach.

2. Body part.a) First neo-realist approach on the role of Saudi Arabia’s involvement in Yemen (supported through empirical evidence, which is in this context events that happened) This means explaining these events from a neo-realist approach
b) Constructivist approach on the involvement of Saudi Arabia in Yemen

3. Personal opinion why Saudi Arabia is involved in Yemen, and summary of this paper.

IMPORTANT: NO PLAGIARISM. 7 Empirical References should be listed. Which means arguments should be empirically supported from real evidence.
Words: Times New Roman 12

RELEVANT Literature that could be used, but at least 7 empirical references are needed:
1. Karakir, I.A. (2018). Ongoing Conflict in Yemen: A Proxy War. Journal of TESAM Academy.
2.Al-Otaibi, S.Z. (2019).The impact of Arab Revolution on the security of the Arabian Gulf The
Yemeni Revolution as a model. Emerald Insight.
3. Barzegar, Keyhan and Dinan, Seyyed 2016: Iran‘s Political Stance toward Yemen‘s Ansar Allah Movement: A Constructivist-Based Study, Journal of Politics and Law 9(9), 77-83

Examine the impact of conflict on the psycho-social well-being of communities.

  1. Examine the impact of conflict on the psycho-social well-being of communities

Essay structure

Introduction (300)

Prolonged conflict as a ‘collective trauma’ (2200)

Scattered community (800)

Conclusion (200)

Reference

Key readings (these readings are just for conceptualising – use google scholar for specific reading about the subsections of each question)

  • Franko Aas, K. (2011) ‘Crimmigrant’ bodies and bona fide travellers: Surveillance, citizenship and global governance, Theoretical Criminology, 15(3) 331–346. Available at: https://journals.sagepub.com/doi/pdf/10.1177/1362480610396643
  • Ahmed, S. (2014, 2nd edition) The Cultural Politics of Emotion, Edinburgh,
  • Edinburgh University Press.
  • Bar‐Tal, D., Halperin. E. and De Rivera, J. (2007) Collective emotions in
  • conflict situations: Societal implications, Journal of Social Issues 63(2): 441-
  • Doná, G. (2014) The psychological impact of working in post-conflict
  • environments: A reflexive account on intersectional traumatization,
  • Intervention: International Journal of Mental Health, Psychosocial Work and
  • Counselling in Areas of Armed Conflict, 12 (1): 91-94
  • Eyerman, R., Alexander, J.C. and Breese, E.B. (2015) Narrating Trauma: on
  • the Impact of Collective Suffering, London: Routledge
  • Freire, P. (1963) The Pedagogy of the Oppressed, London: Penguin Books
  • Pedersen, D. (2002) Political violence, ethnic conflict, and contemporary wars:
  • Broad implications for health and social well-being, Social Science and
  • Medicine, 55: 175-190.
  • Tammam, A. and Christensen, L. (2012) ‘Psycho-social recovery’ in B. Wisner,
  • C. Gaillard, and I. Kelman (eds), The Routledge Handbook of Hazards and
  • Disaster Risk Reduction (2012): 569-579. (Google scholar)
  • Müller, T, R. (2008) Bare life and the developmental state: implications of the militarisation of higher education in Eritrea, Journal of Modern African Studies, 46(1): 111–131. Available at: https://www.cambridge.org/core/services/aop-cambridge-core/content/view/72473257AF3BB9A6B07D5CD0746444C5/S0022278X07003096a.pdf/bare_life_and_the_developmental_state_implications_of_the_militarisation_of_higher_education_in_eritrea.pdf
  • Oksala, J. (2010). Violence and the Biopolitics of Modernity. Foucault Studies, (10), pp.23-43. Available at: file:///H:/PhD%20Readings/Violence%20and%20the%20Biopolitics%20of%20Modernity.pdf
  • Salter, M. B. (2008) When the exception becomes the rule: borders, sovereignty, and citizenship, Citizenship Studies, 12(4): 365-380: Available at: https://www.tandfonline.com/doi/pdf/10.1080/13621020802184234?needAccess=true

 

Available at: https://search.proquest.com/docview/228271571/fulltextPDF/945A7B7AE4DD414FPQ/1?accountid=14540

·        The collective body: Challenging western concepts of trauma and healing https://journals.co.za/content/track2/8/1/EJC111759

 

 

Describe the places of employment of the public health workforce, how the workforce is trained, and who is licensed or certified.

◄ ◄

The Public Health Workforce
Matthew L. Boulton, MD, MPH • Edward L. Baker, MD, MPH • Angela J. Beck, PhD, MPH
LEARNING OBJECTIVES
Upon completion of this chapter, the reader will be
able to:
1. Identify professions comprising the public health
workforce and describe efforts to determine the public
health workforce size and composition.
2. Describe the places of employment of the public health
workforce, how the workforce is trained, and who is
licensed or certified.
3. Describe the efforts underway to ensure and measure
the impact of public health workforce development,
including leadership development.
4. Describe the essential public health services delivered
by the public health workforce.
5. Define leadership and be able to distinguish leadership
and management.
6. Understand theories of leadership practice a_nd
the related behaviors needed to practice effective
leadership.
7. Understand the needs for leadership development at
various career stages.
KEY TERMS
certification
competencies
enumeration
leadership
licensure
management
multidisciplinary teams
voluntary health organizations
workforce
workforce capacity
307
308
INTRODUCTION
. l forefront of the
Public health is increasmgly at t 1e d re-emergent
national and global response to new anf d adly infechealth
threats ranging from ~utbreak:ho in ~he obesity
tious diseases, to the explosive gro~ . . and vioepidemic,
to disturbing increases m mff1urt~ public
lence makm. g the nee d fo r a l1 1· ghly e ec 1ve f that
health system as vital as ever. Perhaps no part O
public health system is as important as th~ pheo~t1~
who work within it as members of the pubhc ea .
workforce. A well-trained and competent workforce is
essential to the practice of public health and. the successful
delivery of essential public health services. The
professionals and other workers who comprise the
public health workforce share a common awareness
of and commitment to improving health through a
population focus. These workers are uniquely diverse
in terms of the education, skills, and experience they
bring to the field, especially relative to other health
professions. However, unlike other health professions,
the public health workforce has actually become
smaller over the last two decades. At the same time the
variety of occupations comprising that workforce has
diversified and includes new positions such as health
informatics specialists, public health geneticists, and
emergency preparedness professionals which mostly
did not exist just a decade ago. The opportunities for
public health worker training and education have also
grown dramatically as schools and programs of public
health have undergone an unprecedented expansion.
This has been accompanied by a rapid development
of continuing education and other training, often using
distance modalities, offered through national networks
of federally funded workforce centers. These
efforts are creating an increasingly professionalized
workforce that has been reinforced and strengthened
through complementary initiatives aimed at development
of competency-based education and training
worker certification, and accreditation of public health
agencies.
Despite these exciting developments, many contemporary
c?allenges confront attempts to fully characterize
the pubhc health workforce-there is still too little known
about how many workers it contains, the disciplines they
represent, wh~re they d~liver services and how effective
they are at domg so, their demographic composition, the
reasons they enter and leave the workforce, and how th
adapt to unstable funding impacting their job security a~~
future caree~ prospects. And, we continue to wrestle with
the appropnate _benchmarks that define the ideal mix of
educ~tlon, expenence, and diversity needed to produce an
effecnve workfor~e an? how that mix contributes to overall
workforce capacity. F_mally, there is a clear need for more
research on the pubhc health workforce to address these
PART FOUR
ON OF PUBLIC HEALTH SERVICES
pROViSI
l ensure that, ultimately, we hav
. and to a so . h kill . e
many questions f eople with the ng t s s m the right
the right nu~ber ~ Pe to improve and protect the public’s
t the nght um
place a . .
health. ludes with an extensive discussion
The chapter cone ctice of leadership consists of speof
Jeaders~ip. ~~ r~ead to the realization of a shared
cific behaviors :
1
~ plementation of core strategies and
vision through t e imerational reality of specific tactics
I. tion to op . . ·
the app ica t” e of leadership consists of specific
f the prac 1c .
There ore, . h 1 d to the realizat10n of a shared vih
. s whic ea .
be avior h . plementation of core strategies and
sion thr~ug~ t ~~:perational reality of specific tactics.
the apphcatihon . s has developed regarding the skills
A oft eone
range a ct· leadership; one of the most compelneeded
for eue ive · · l d h’
. ublic health practice IS servant ea ers 1p. As
lmg for P 1 leadership development needs to change
leaders evo ve, h” d I
d b ddressed by formal leaders Ip eve opment
an can ea h’ · I
programs. In public health, leaders I•p • IS cendtr ad to a· ddressing
the challenges and opportumties nee e to improve
and protect the public’s health.
PUBLIC HEALTH WORKERS
The effective delivery of public health services is dependent
upon the availability of a skilled, competent
workforce (the population employed in a specified
occupation). A key challenge for governmental and
nongovernmental public health organizations is to
employ the appropriate number of workers who possess
the requisite skills which can be used where and
when they are needed.1 The public health workforce
c~mpri~es a_ highly varied group of professions. The
wide diversity of skills, education, and experiential
~ack~rounds that public health workers bring to the
field ~s a strength given the multitude of factors that
contribute to population health· however it also ere·
ates cha.l l.e n ges · ‘ . ‘ . lil accurately determimno the size,
composition 1• b f . 0 bl’
h I h ‘ 0 unction, and expertise of pu ic
eabtl. whorkers, both individually and collectively. The
pu ic ealth w kf
ways, wi. th a f or orce has been defined in many
the comm i°cus on population health serving as
Accord. on e ement to define a public health worker.
lie heal~~gp:~r:~:i~nstit~t~ of Medicine (IOM) , a pu?health
or a 1 n~l is a person educated in pubhc
re ated dis · 1· ·
prove health th cip me who is employed to 101·
~mportance of t~ough a_ population focus.”2 Given the
mg and protect” e p~bhc health workforce in promot·
to understand ~~~ ; health of populations, it is ke)’
ployed and what k”ll any Workers are currently et11·
gaps in Workfor s 1 s they possess as well as where
d . ce cap · . ‘ .
an retain the . h ac1ty exist and how to recruH
health settings. ng t types of Workers in all public
CHAI”‘ I t:K IO I Ht: PUBLIC HE
ALTH VvOR
KFORCE
WORKPLACE SETTIN
public health workers Gs
f
. b . . can be£
0 10 settmgs m both bl’ 0 unct in .
h
• pu 1c and a Wide
of t ese settmgs may not b private variety
as places where public h
1
e traditionally s~tors. Some
services carried out theree~! s~rvices are ~el:racterized
to the public’s health non th e important co v~red, but
· d · e eless AI h ntnbuti
summa~1ze m this chapter e · t ough the _ons
of public health workers mploy substantial settings
. , not all w k numbe
these settmgs are necessa .1 or ers em I rs
workforce. n Y part of the p u b~li co yheedal tinh
Governmental Public H ealth
The core public health workf
l
. orce is
ernm. enta settmgs ‘ includ’m g 5 9 st et mployed in g ovpubhc
heal~h agencies, nearly 3 0 a e and territorial
partments (mcluding tribal a : OO local health dedes
that contribute to a pubY~n~ies), and federal agenthe
Department of Health icd :;1th
mission such as
vironmental Protection Ao an uman Services, En-
. l oency, and D
Agncu ture, among others W’th’ epartment of
government, public health ~o k
1
m all three levels of
. f r ers are found · ‘d
vari.e ty o programs that focus on areas such m a w1 e
environmental protection c00. . , 1’ d sa1ce ty h ealth a· s energy,
(.m clud.m oo Medicaid) ‘ 1· mmum.z at1. ons’, controlm osfu irnafneccenous
dis.e ases, maternal and child health , mentaI h ealth
occupat10nal health and safety, substance abuse i
health , traffic safety, sexually transmitted infec,tir;:~:
~elfare, and zoning. Many of these programs, orig~
mally developed as part of a department or board of
?ealth, have since been relocated or combined as policy
makers shift preferences for relating programs and
people. For example, pesticide control programs now
housed in agriculture were once part of health departments,
and the function of assuring access to care for
the poor encompassed by Medicaid may have been a
part of the jurisdiction of a board of health. The IOM
described an ideal state health agency that encompasses
all of these programs. :1 However, no such agency exists,
nor is one likely to appear. Consequently, public health
professionals must work collaboratively across program
and agency lines and among public and private and
voluntary partners.
Nongovernmental Public Health
f d in a range of set-
Public health workers can be o~nhealth agencies. For
tings beyond governmental pu~l~~ . dual schools (pub~
xample, school distric~s ao<l
1
~
0
1
v~any public health
he, private, and parochial) em~ s~hool-aged children.
nurses to assure the he_a~th ~nd environmental health
They may also have nutntion_ . t wi’de level to assure
· t a d1str1c –
professionals working a
309
the healthf I Inde, pendeun tn Wesast and safet y o f sc h ool meal programs
tri c• t s also em lo er, sew. er ‘ or waste management dis-·
that standard: fo; ~~1ti’,1c :ealth professionals to assure
In addition I ic ealth protection are met.
(an industry co~ v~ _untary health organizations
fund raising for hns;;hg organizations that engage in
cation, and patiente: :related research, health edufor
public health w ekrv1ces) represent another setting
a speci.a l case of or 1e rs • The Am en·c an Red Cross is
h eal t h and care-g·a v. o untIa ry. a gency, gi.v en the public
ivmg ro e 1t pl d •
response in coord’ . ays urmg emergency
. mat1on with I I officials. It also prov· d ?ca ‘ state, and national
ti~n in many localittesesf~:tens1ve public health educash1p
of HIV/ AIDS ‘ . example, through sponsororganizations
wit/:es~ent10n trai?ing. Other voluntary
elude the A • rong pubhc health presence inCancer
_mencan Lung Association, the American
the S?c1ety, _the American Heart Association, and
th American Diabetes Association. Although each of
ese ~mploys public health personnel, they also use
extensive. networks of volunteers’ some of whom are
also fu~l-t1me public health workers in other agencies
For th~ir. volu~teers who are not public health workers:
~he trammg given for volunteer tasks results in expandmg_
the public health knowledge within communities.
To Illus~ate, few communities would be as strict in control
of mdoor tobacco smoke today were it not for the
thousands of public health volunteers workino through
voluntary associations. Local communities ltlso often
have nonprofit groups with public health and human
services missions who provide important outreach to
the population through health education, health advocacy,
and other public health efforts.
Hospitals and Healthcare Organizations
Many hospitals and health care organizations (including
staff-model and other health maintenance organizations)
employ public health professionals. Many of
the administrators of personal health care services have
earned graduate degrees in administration from programs
housed in schools of public health, and may have
developed a population focus on their work. Among the
most common public health workers in these settings
are health educators, outreach workers, and epidemiologists.
A large institutional system may have its own
sanitarians, environmental engineers, and occupational
health staff as well. Further, many localities expect that
the clinical portion of public health services, such as
immunizations or home-based education and outreach,
will be housed with other care services, and not solely
in the public health agency, and often are inc?rp?1:ate1d
seamlessly into daily practices such as a pediatncrnn s
ongoing care. Conversely, it should be remem~ered,
however, that just providing a health-related service or
PROVISION OF PUBLIC HEALTH SERVl():s
PART FOUR i;;
310
activity outside the walls of a hospital does not mak~ it
a public health activitv. The test for whether something
should be considerei part of public health is the pr~sence
of a focus on a population group or commumt!
and on a preventive strategy or a preventable outcoi~e.
As public health and health care organizations continue
to implement mandates of the Patient Protection and
Affordable Care Act of 2010 (ACA),5 some of the job
tasks of public health workers and hospital workers
may become more integrated and shared across worker
settings.
cal health departments? Enumerations
state n1ul_ lo unt the number of workers ernpl tuct.
( t dies to co · · 0 ies s u d t f agencies or orgamzations) have bY e·d
in a defined se tohe U.S. public health workforce s·een
con ducte o. n te i’ts size. More recent ef f orts esti”‘ ince
Occupational Health
For workforce and other strategic considerations, occupational
health is a subspecialty of public health practice
that may take workers into almost any other field as
a part of the organization’s infrastructure. These public
health professionals include physicians (some board certified
in occupational medicine by the American Board
of Preventive Medicine), nurses, epidemiologists, and industrial
hygienists, and are involved primarily with protection
of workers from hazardous working conditions.
Some also develop workplace-based health promotion
programs or even broader health programs for workers
and their families. Workers concerned about their
health and safety may also employ public health expertise
through unions or professional associations. For
example, occupational health advocates on the staff of
the American Nurses Association were leading activists
in supporting legislation protecting health care workers
from occupational exposure to blood-borne pathogens.
WORKER ENUMERATION
1908 to est1ma •11ated
ublic health workers per 10?,000 population in
220 p while a national enumeration_ study conducted
1. 98200,0 0 y1. e lded a total of approxim. ately 450 ,O oo 10 t· nally equivalent to a ratio of 158 pub\’ workers na 10 • 1 . 7 1c
k s per 100,000 popu at1on. These stud
health wor er f ” bl’ h ·
. d d’fferent definitions or pu ic ealth Worker”
1es use 1 d 11 t· ak’
d•ff t methods for ata co ec ion, m mg trend
and 1 eren . . 1 Th
. s over time d1fficu t. e most recent enu
comparison . 14 . 1 d .
merat.i on st udy , conducted m 20 , m· e u he s workers in
l l t te and federal health agencies w o are respono’bcla
‘ fs a th’e delivery of essent·i aI pub l1’ c h ea1t h services, s1 e or . . h d .
which is a narrower defimt10n_ t an use m previous
stu d1. es. In this study, approxim.a tely 291,000 pub- 1
.
lie health workers in 14 occupat10na categories were
enu merated using survey data collected by multiple 8 • organizations (see Table 18-1), eqmva1 ~ nt to a rate of
92/100,000 population. Half of the pubhc health workforce
worked in local health departments, which is not
surprising given that the majority of public health services
are provided at the local level; 30 percent worked
in state health departments and 20 percent at federal
health agencies. Additional detail on the recent trends
in governmental workforce data is provided in Chapter
8 (for state health departments) and Chapter 9 (for
local health departments). Enumeration studies provide
valuable information for assessing the size of the workforce,
but usually provide limited information on other
characteristics of the workforce, such as demographics,
Unlike for other health professions such as physicians
and nurses, the U.S. government does not employ a system
for continuously collecting data to count or characterize
the public health workforce. The U.S. Bureau of
Labor Statistics (BLS) produces employment and wage
estimates annually for over 800 professions. 6 Although
public health workers are included in these estimates,
most cannot be counted because they are grouped
within broader health care professions categories that
lack sufficient precision to specifically determine who is
a public health worker. As a result, public health professional
organizations and public health systems researchers
undertake national surveys and studies in an attempt
to collect information on different segments of the
workforce. Most studies are conducted with state and
local health departments because these agencies are easily
identifiable, have a clear public health mission, and
are often willing to participate in such research activities.
Among the most basic of research questions studied
is How many public health workers are employed ‘in
education and training background, and job function
because most data are collected from the organization,
rather than from individual workers.
Public Health Occupations
The occupational categories listed in Table 18-1 represent
the primary professions of public health workers.
The occupational diversity of the workforce is apparen~.
~everal disciplines, each with their own skills and
trammg requirements, work in multidisciplinary teains
t~ contribute to the overall delivery of public health services
· Ad mi·m ·s trat1·v e and clerical personnel, who in~Y
not have a degree in public health but support public
hhealth program activities in local state and federal
ealth. de partments, represent almo’s t 20 p’ ecr cent ofth e
;
0 ~~-fo~e. The largest proportions of workers trained in
(;6 ic ealth service delivery are public health nurses
ers (~ercent), followed by environmental health work-
0th percent), _and public health managers (6 percent).
er occupations w·th f l boratory workers b .1 ewer workers include ~ ‘ pu he health physicians, behav1ora
CHAPTER 18 THE PUBLIC HEALTH WORKFORCE
rJ\BLE 18-1 Public Health Workforce Occ .
upat,ons and Enumeration Estimates, 2014
occupation
Administrative/
Clerical
personnel
Public Health
Nurses
Environmental
Health Worker
Public Health
Manager
Laboratory
Worker
Public Health
Physician
Behavioral
Health
Professional
Job Description
Staff who work in bus· f·
d . . mess, inance, auditing, management,
~n accountin~; trained at a professional level in their
f1ehld of expertise before entry into public health · staff
w. o p.e rform support work ·1 n areas of busi.n ess a’ nd
financial operations; and staff who perform nontechnical
supf=’.ort wo_rk in all areas of management and program
adm1n1strat1on.
Wor~ers who plan, develop, implement, and evaluate
nursing and public h_ealth interventions for persons, families,
and_ f?0 Pu!at1o~s. at nsk for illness or disability. This includes
pos1~1ons 1dent1f1ed at the registered nurse (RN) level,
and include~ graduates of diploma and associate degree
programs with the RN license.
Staff who plan, develop, implement, and evaluate standards
and systems to improve the quality of the physical
environment as it affects health; manage environmental
health programs; perform research on environmental health
problems; and promote public awareness of the need to
prevent and eliminate environmental health hazards.
Health service managers, administrators, and public health
directors overseeing the operations of the agency or of
a department or division, including the senior agency
executive, regardless of education or licensing.
Staff who plan, design, and implement laboratory
procedures to identify and quantify agents in the
environment that might be hazardous to human health,
biologic agents believed to be involved in the e~iolo_gy of
diseases among animals or humans (e .g., bacteria, viruses,
or parasites), or other physical, chemical, and biologic
hazards; and laboratory technicians who plan, perform, and
I te laboratory analyses and procedures not elsewhere
eva ua . d ‘ I
classified, including performing routine tests 1n a me 1ca
laboratory for use in disease diagnosis and trea~ment;
prepari·n g v accines, biologics, and serums for disea. se
preven t’1 0n; preparing tissue samples for pathologists or
taking blood samples; and executing laboratory tests (e.g .,
urinalysis and blood counts).
Physicians who identify persons or groups at risk for illness
or d ‘1 sa b1T1 t y an d who develop ‘. implement, and evaluate
programs or · terventions designed to prevent, treat, or r in . . . . h risks· might provide direct medical services
ame ,orate sue , . • d ‘ I
. h’ h text of such programs, 1nclud1ng me 1ca
Wit In t e con r d . I’ d d d tor of osteopathy genera 1sts an spec1a 1sts,
octor an oc . • I h ·
f h have training in public hea t or preventive
some o w om
medicine.
h vide psychological support and assess,
Worke.r s w o pdr om onitor provision of communi·t y servi·c es f or
coo.r dinate, aI’n ts Includes soc1·a I work ers.
patients or c ,en ·
35,000
29,191
13,300
10,100
2,000
2,100
4,000
1: <
311
1 •
II I,
1· ,
I
,, 1
14,559 6,085 55,644
12,286 5,793 47,270
4,618 5,920 23,838
3,296 4,998 18,394
5,699 5,685 13,384
791 6,700 9,591
1,839 895 6,734
PART FOUR PROVISION OF PUBLIC HEALTH St1:1
“Vl~~S
TABLE lS-l (Continued)
Workers who design, organize, implement, communicate,
evaluate, and provide advice regarding the effect of
educational programs and strategies designed to support
and modify health-related behaviors of persons, families,
organizations, and communities.
Nutritionist
Epidemiologist
Emergency
Preparedness
Staff
Public Health
Dental Worker
Public Health
Informatics
Specialist
Public
Information
Specialist
Staff who plan, develop, implement, and evaluate programs
or scientific studies to promote and maintain optimum
health through improved nutrition; collaborate with
p~o~rams that have nutrition components; might involve
clm,cal practice as a dietitian.
Staff who investigate, describe, and analyze the distribution
and determinants of disease, disability, and other health
outcomes and develop the means for disease prevention
and control; investigate, describe, and analyze the efficacy
of programs and interventions.
Workers whose regular duties involve preparing for
(e.g., developing plans, procedures, and training programs)
and managing the public health response to all-hazards events.
Staff who plan, develop, implement, and evaluate dental
health programs to promote and maintain the public’s
optimum oral health, including public health dentists
who can provide comprehensive dental care and dental
hygienists who can provide limited dental services under
professional supervision.
Workers who systematically apply information and
computer science and technology to public health practice,
research, and learning (e.g., public health information
systems specialists or public health informaticists).
Staff who represent public health topics to the media and
public, act as a spokesperson for public health agencies,
engage in promoting or creating goodwill for public health
organizations by writing or selecting favorable publicity
material and releasing it through different communications
media, or prepare and arrange displays, make speeches,
and perform related publicity efforts.
Other or
Uncategorized
Worker
Public health workers in occupations not listed in the
previous categories; workers who cannot be placed in a
category due to missing data
TOTAL
6,715
5,000 1,276 223 6.499
1,800 2,476 4,276
2,900 810 3,710
2,600 356 443 3,399
2,100 729 2,829
2,100 174 2,274
30,200 35,960 20,271 86,431
147,491 86,411 57,056 290,988 ==————– SOURCE: Beck, A.J. and Boulton, M.L.
h 1th professionals, health educators, nutritionists,
e~demiologists emergency preparedness staff, public
ep1 ‘ . . f . . . l
health dental workers, pubhc health _m ormat1cs ~pecia –
1· sts, an d publi· c information specialists. Approxunately
30 percent of the workforce in this study was repre·
sented by an undesignated occupation or was unas·
signed to a category due to underreporting of workforce
information. This further supports the need for n1ore
CHAPTER 18 THE PUBLIC HEALTH WORKFORCE
stan dardized metho. dologies for collecting workforce 1· 11-
ation on a national level.
forrn
public health workers who are often excluded from
st public health workforce enumeration studies are
rn’:nrnunity health workers, individuals who conduct
co treach for medical personnel or health organizations
ou . h
irnplement programs m t e community that pro-
:ote, maintain, and improve individual and community
health . 6 Community health workers, sometimes
called lay he~lth workers or ?romotoras, depending on
the community, are a growmg segment of the public
health work_forc_e; they may_ be volunteer or paid, are
found workmg m any pubhc health setting, and generally
do not have a formal educational background
in public heal~h, but are trained to help deliver public
health services to the population. The BLS recently
began collecting data on this segment of the workforce
and estimated that 45 ,800 community health workers
were employed in the United States in 2013, excluding
self-employed and volunteer workers for which
enumeration estimates are unavailable. The number of
employed, paid workers in this discipline is similar to
the number of public health nurses enumerated in oovemmental
public health settings. This diverse grou; of
public health workers could soon represent the largest
group of public health workers in the United States.
Workforce Taxonon-1y
One method for improving the quality of data related
to enumeration and other workforce characteristics is
to develop a common system for classifying workers.
A public health workforce taxonomy was developed
in 2014 by several public health professional groups
and federal agencies providing a framework for worker
classification that could lead to a much clearer picture
regarding workplace settings, type of employment, job
tasks, funding sources for workers, educational background
, licensure and certification , and worker demographics.
9 The taxonomy’s occupational categories,
which include far more than the 14 occupations used
in the most recent enumeration study, provide more
specificity on the types of disciplines represented in the
~ublic health workforce (see Table 18-2). Broadly, pubhe
health occupations can be grouped into four main
categories: management and leadership; professional
and scientific; technical and outreach; and support services.
The workforce taxonomy provides a mechanism
for standardizing the classification of public health occupations
across different workforce surveys, which has
been a persistent challenge for workforce researchers,
~ermitting more valid comparisons while also provid~
ng a framework for ensuring collection of a set of minimum
data elements on all workers in the public health
Workforce.
313
TRENDS IN PROFESSIONALIZATION
The field of public health has been aptly described
as a “loose confederation of professions” because t~e
breadth of skills and experience needed by pubhc
health workers requires highly diverse back~round_s
representing many different disciplines. Histoncally, it
was commonplace for workers in health d~part~ents,
for example, to be primarily trained on the Job w~th no
public health degree and little or no formal educat10n or
even training in public health. However, that began to
change with the IOM’s 1988 report, The Future of Public
Health, which prominently acknowledged th~ need
for significant changes in the training and educat10n of
the national public health workforce, including acces_s
to more educational offerings. That need was dramatically
highlighted and reinforced in the follow-on 2003
IOM report, Who Will Keep the Public Healthy in the
21st Century?, which recommended that the CDC and
Health Resources and Services Administration (HRSA)
“periodically assess the preparedness of the public
health workforce, to document the training necessary to
meet basic competency expectations and to advise on
the funding necessary to provide such training.” These
ongoing efforts to further develop the skills and competence
of the existing public health workforce have increased
substantially since 2000, with greater emphasis
on certification and licensure of public health workers,
and accreditation of governmental public health departments.
Although it may have been true at one time that
public health workers learned most skills on the job and
that any worker in the health department could perform
almost any job task in a pinch, even without any training
or education in that area, that is rapidly becoming
an outmoded perspective and no longer true nor feasible
in the modern public health workforce. As several
enumeration and other workforce studies have revealed
the public health workforce is becomino increasinol~
professionalized as workers are charged
0
with carryhi~
out more complex, specialized, and technical tasks tha~
c~ll for an appropriate level of educational and profess10nal
background training. This has been driven, in
part, b! the enormous changes occurring in health informat10n
technology with the advent of advanced webbased
com?1′:1nicab~e disease surveillance systems, ever
more sophisticated immunization information systems
the ?evelo~ment of large and complex health registries:
the tncreastng use of electronic health records and th
need_ to u~ilize “big data” to improve health, all ,of whic~
r~qmre high levels of technical and professional expertise.
For example, a 2002 national study found that
over 40 percent of epidemiologists in state health depa~
tme?ts lacked any education or formal training in
ep1dem~ology;10 similarly a state health department reported
m 2006 that over 60 percent of their workforce
I 1
………
l I ,
I I
I I
314 PART FOUR PROVISION OF PUBLIC HEALTH SERVICES
TABLE 18-2 A Taxonomy for the Public Health Workforce
1.4. Management and Leadership
1.4.1. Public Health Agency Director
1.4.2. Health Officer
1.4.3. Department or Bureau Director
(subagency level)
1.4.4. Deputy Director
1.4.5. Program Director
1.4.6. Public Health Manager or Program Manager
1.4. 7. Other Management and leadership
1.4. 7. 1 . Coordinators
1.4.7.2. Administrators
1.5. Professional and Scientific
1.5.1. Behavioral Health Professional
1.5. 1.1 . Behavioral Counselor
1.5.2. Emergency Preparedness Worker
1.5.3. Environmentalist
1.5.3.1 . Sanitarian or Inspector
1.5.3.2. Engineer
1.5.3.3. Technician
1.5.4. Epidemiologist
1.5.5. Health Educator
1.5.6. Information Systems Manager
1.5.6.1. Public Health Informatics Specialist
1.5.6.2. Other Informatics Specialist
1.5.6.3. Information Technology Specialist
1.5.7. Laboratory Worker
1.5. 7. 1. Aide or Assistant
1.5.7.2. Technician
1.5.7.3. Scientist or Medical Technologist
1.5.8. Nurse
1.5.8.1. Registered Nurse Unspecified
1 .5.8.1.1. Public Health or
Community Health Nurse
1 .5.8.1.2. Other Registered Nurse
(Clinical Services)
1.5.8.2. licensed Practical or Vocational
Nurse
1.5. 9. Nutritionist or dietitian
1.2.
1.3.
1.5
1 _ 1.1. Oral Health Professional
1.1 .1.1. Public Health Dentist
1.1.1 .2. Other Oral Health Professional
1.1.2. Physician
1.1.2.1. Public Health or Preventive
Medicine Physician
1.1.2.2. Other Physician
1.1.3. Medical Examiner
1.1.4. Physician Assistant
1.1.5. Public Information Specialist
1.1.6. Social Worker
1.1 .6.1 . Social Services Counselor
1. 1. 7. Statistician
1.1.8. Veterinarian
1.1.8.1. Public Health Veterinarian
1.1.8.2. Other Veterinarian
1.1. 9. Other Professional and Scientific
1.1.1 O. Student Professional and Scientific
Technical and Outreach
1.2.1 . Animal Control Worker
1.2.2. Community Health Worker
1.2.3. Home Health Worker
1.2.4. Other Technical and Outreach
Support Services
1.3.1 . Clerical Personnel
1.3.1.1 . Administrative Assistant
1.3.1 .2. Secretary
1.3.2. Business Support
1.3.2.1. Accountant or Fiscal
1.3.2.2. Facilities or Operations
1.3.2.2.1. Custodian
1.3.2.2.2. Other Facilities or
Operations Worker
1.3.2.3. Grants or Contracts Specialist
1.3.2.4. Human Resources Personnel
1.3.2.5. Attorney or Legal Counsel
1.3.3. Other business support services
Other
SOURCE: Boulton, M.L. , Beck, A.J., Coronado, F., Merrill, J., Friedman, C. et al.
Jacked a college degree of any type. 11 However, just a
decade later a repeat of the national epidemiology assessment
revealed over 60 percent of epidemiologists
working in health departments possessed a public
health or epidemiology degree and almost 90 percent
had received at least some formal training in epidemiology
(although this may constitute just a single epidemiology
course12). The Jack of formal training within the
workforce resulted in workers who were cross-trained to
fulfill many types of duties: a public health nurse may
have also performed duties of an epidemiologist, such
as outbreak investigation; a health educator may have
also assisted with health facility inspection. Although
the public health professionals continue to work in
multidisciplinary teams (work groups composed of
or combining several usually separate fields of expertise)
and are cross-trained to some extent, public health
disciplines have become much more specialized as t~e
number of accredited schools and programs of public
health have increased in the United States (Figure 18-1).
PUBLIC HEALTH EDUCATION
The first U.S. school of public health was founded in
1916 but the process of formally accrediting these
schools did not begin until the 1940s; two decades
later, the first program of public health (outside of~
school of public health) was accredited. The number 0
schools and programs grew steadily until the 2000S nt

CHAPTER 18 THE PUBLIC HEALTH WORKFORCE 315
70 en
E e en 60
£ 50
“O
C ca en 40
0 ——
0 ~ 30 u —– 50
(/) – 0 20
.! E 10
:::I z
0
—— – – – 31
0 —- 5 — 17
9 13
6 6 5 7
1940s 1950s 1960s 1970s 1980s 1990s 2000s 2010s
Decade
\ D Programs D Schools \
FIGURE 18-1 The Growth of Schools and Programs of Public Health in the United States, 1940s-201 Os
which point a dramatic and rapid expansion occurred
(see Figure 18-1). The increased availability of public
health degree programs at the graduate level and, more
recently, at the undergraduate level, in on-campus and
distance learning formats has greatly improved the accessibility
of public h ealth education. Not all public
health graduates choose to work in public health practice;
however, it seems reasonable to expect increases
in the percentage of public health workers with formal
public health education in future years.
The academic core of a public health Master’s (MPH)
degree program, which is the most common type of public
health degree, includes courses in the following five
areas: biostatistics, epidemiology, environmental health
sciences, health services administration/policy, and social
and behavioral sciences, described in Table 18-3. All
schools and programs of public health accredited by the
Council on Education for Public Health (CEPH), the main
national accrediting body, are required to offer courses
in these areas; many also offer courses in areas such as
global public health, health information/informatics, public
health genetics, health disparities, and maternal and
child health, among other specialty areas. Some of these
areas have more recently been developed into formal degree
offerings; in particular global public health, public
health preparedness, and health information technology
are offered as MPH concentrations through a number of
schools and programs of public health.
TABLE 18-3 Knowledge Areas of the Core Academic Components of Accredited Master of Public Health Programs
Biostatistics
Epidemiology
Environmental Health Sciences
Health Services Administration
Social and Behavioral Sciences
………
SOUR.c E: C-oun-cil on Educatt. on for p u blic Health
l
Collection, storage, retrieval, analysis, and interpretation of health data;
design and analysis_ o’. health-related _surveys and experiments; and concepts
and practice of stat1st1cal data analysis
Distributions and determinants of d isease, disabilit ies and death in human
populations; the c~aracteristics and dynamics of human populations; and the
natural history of d isease and the biolog ic basis of health
Environmental factors including biolog ical , physical, and chemical factors that
affect the health of a community
Plann ing, organization, ad1;1 inistration , management, evaluation, and policy
analysis of health and public health programs
Concepts and methods of social and behavioral sciences relevant to the
identification and solution of publ ic health problems
I
316
Continuing Education
Beyond educatin_g students for future work in public
health, substantial resources have been invested by
schools of public health and other public health organizations
to train current public health workers.
The !OM reported that schools of public health have
a responsibility to ensure that appropriate, quality
education and training are available to public health
professionals, other members of the public health
workforce, and health professionals who participate in
public health activities. 2 As a result, federally funded
training centers were developed at schools of public
health across the country to train the existing public
health workforce in foundational public health skills.
A large national network of Public Health Training
Centers (funded by the HRSA) and CDC-funded Preparedness
and Response Learning Centers have offered
trainings using distance learning and a variety
of other modalities to offer instruction which is provided
by public health professionals and faculty covering
a diverse array of public health topics ranging
from short courses related to the five academic core
areas of public health, to emergency preparedness and
response. These trainings tend to be more applied in
nature in order to provide knowledge and skills that
the public health worker can integrate into his or her
daily job tasks immediately and often provide continuing
education credit to meet certification or licensure
requirements.
Licensure and Certification
In keeping with trends of greater professionalization
and training of the public health workforce, there has
been a concurrent increase in the requirement for and
monitoring of worker licensure and certification.
There are several methods for verifying that workers
are adequately trained and capable of performing the
duties required by their positions. Some health professionals
are required to obtain a state license by passing
an examination in order to practice their profession. Examples
common among public health workers include
M.D. licenses for physicians, R.N. licenses for nurses,
R.S. licenses for sanitarians, and R.D. licenses for dietitians.
Maintaining licensure generally requires the
worker to complete training courses to achieve a minimum
number of continuing education credits within
specific time intervals and then report those credits periodically
to a state licensing board. Licensure may be
an effec.tive way to ensure workers continue to hone and
maintain their skills; however, only a minority of the
overall public health workforce is eligible for licensure,
as there is no license for most disciplines within the
public health workforce.

PART FOUR PROVISION OF PUBLIC HEALTH SERVICES
Worker certification is another common method f
encouraging workforce development. Unlike licensu~r
certification is usually voluntary, ~!though_ some Pub:
lie health organizations _and a_ge?c1es m~y mdividual!y
require worker certification. Su~ilar to hcen_sure, Workers
achieve certification by pass!~g a~ ex~mmation and
maintain certification by part1c1patmg m continuin
education opportunities. _Ther~ are many examples 0~
public health worker cert1ficat10n; however, a cenification
open to public health workers of all educational
backgrounds and disciplines does not yet exist. Perhaps
the closest example of a uniform certification for public
health workers is the Cert!fied in Public Heal~h (CPH)
credential. In 2005, a Nat10nal Board of Pubhc Health
Examiners, comprising representatives from academic
and practice organizations,. was _formed to develop and
administer a voluntary cert1ficauon exam for graduates
of public health schools and programs. The CPH is intended
to distinguish public health workers who have
“mastered knowledge and skills relevant to contemporary
public health.”13 Eligibility for certification was
expanded in 2013 to include public health professionals
who have taken core public health courses at an accredited
institution and have relevant job experience or
other education. The CPH is the field’s only certification
for which all public health disciplines are eligible.
Other examples of certification in public health are
discipline specific. Physicians and nurses may achieve
board certification in public health through a combination
of completing clinical or preventive medicine
residency programs, successfully passing board examinations,
and enrolling in other advanced training
or fellowship programs. Workers with a degree and/
or substantial experience in health education are eligible
to sit for a Certified Health Education Specialist
(CHES) exam, which is also offered at a Master’s level
for advanced health educators. Finally, public health
laboratory workers are eligible for a variety of generalist
and specialist certifications within their field.
WORKFORCE COMPETENCIES
Public health education and training, whether provided
by a school of public health or through a training
center’s online offerings, is increasingly being guided
by the development of competencies. Competencies
form the cornerstone of efforts by schools and pro·
grams of public health, governmental public health
agencies, and many public health professional groups
to more systematically ensure that public health work·
ers are equipped with the appropriate level of skills
and knowledge to competently and effectively carry out
their work.
CHAPTER 18 THE PUBLIC HEALTH WORKFORCE
public health workforce competencies are the
foundational_ knowledge, ski!ls , and abilities necessary
for pubhc_ health profe~s10nals to efficiently and
ffectively deliver the services deemed essential to
;ublic h~alth . Competencies the~selves should be
action-oriented and clearly describable, observable,
and measurable. The CDC, IOM, and the Association
of Schools and Programs of Public Health (ASPPH)
have all strongly endorsed competency development
in order to strengthen the public health workforce.
Competencies improve the workforce by providing a
framework for developing educational and training
programs, delin_ea:ing worker roles and responsibilities
, and perm1ttmg a means for assessing worker
performance and organizational capacity. The first
public health workforce competencies were developed
in the 1980s; more recently many national public
health worker specialty groups including the Council
of State and Territorial Epidemiologists (CSTE) , the
Association of Public Health Laboratorians, the Quad
Council of Public Health Nursing Organizations, the
TABLE 18-4 Public Health Workforce Competency Sets
317
National Commission for Health Education Credentialing,
and the CDC, among others, have develope_d
comprehensive worker competencies specific to their
profession (see Tobie 18-4). 14-18 These practitioner and
profession-specific competencies are complemented by
more general public health competencies such as the
Core Competencies for Public Health Professionals d~veloped
by the Council on Linkages Between Academ~a
and Public Health Practice-developed for all public
health workers19-and the more academically oriented
public health core competencies for MPH students enrolled
in academic degree programs, developed by the
ASPPH Education Committee. For educational accreditation
, CEPH requires academic programs to clearly
identify the competencies expected of their graduates
and to indicate how course-specific learning objectives
will lead to the acquisition of these competencies.
2° Competencies are further addressed in detail in
Appendix B.
A common basis for many of these public health
worker competencies is the 10 Essential Services of Public
Competency,~~:~ Lead Organization -·=• ‘ -· ·~ ·’ · · – –~ ., Date’· Notes ·
Bioterrorism and Emergency Readiness: Columbia University School of Nursing 2002
Competencies for All Public Health Center for Health Policy & Centers for
Workers Disease Control and Prevention
Applied Epidemiology Competencies Council of State and Territorial 2006 Three tiers: Beginner,
Epidemiologists Midlevel, and Senior
Epidemiologist
Master’s Degree in Public Health Core Association of Schools of Publ ic Health 2006
Competency Development Project (v. 2.3)
Competencies for Public Health Centers for Disease Control and Prevention & 2009
lnformaticians University of Washington Center for Public
Health Informatics
Areas of Responsib ility, Competencies, National Commission for Health Education 2010
and Subcompetencies for Health Credentialing, Inc.
Education Speciali sts
Ouad Council Competencies for Public Quad Council of Public Health Nursing 2011
Health Nurses Organizations
Guidel ines for Biosafety Laboratory Centers for Disease Control and Prevention 2011
Competency
Competency Guidelines for Publ ic Health Centers for Disease Control and Prevention & 2014
Laboratory Professionals Association of Publ ic Health Laboratories
Core Competencies for Pub lic Health The Council on Linkages Between Academia 2014 (This is the newest
Professionals and Public Health Practice version)
/’ I I’
I’ I
• I
I
318
Health (ESPH) (Tobie 18-5), described earlier in this text?
ook (see, e.g., Chapters 1, 2, and 11). First formulated
m_ 1994 by the Public Health Functions Steering Com’.~
ttee, these 10 key services summarize the major activities
of ~he workforce in carrying out the responsibilities
of pubhc health and form the core from which necessary
worker knowledge, skills, and abilities are derived. For
example, the CSTE Applied Epidemiology Competencies
and the six national capacity assessments based on those
competencies focus on them largely in the context of carrying
out just four ESPH which are perceived to have a
significant epidemiological focus: ESPH 1 (Monitoring),
2 (Investigate), 9 (Evaluate), and 10 (Research).
PUBLIC HEALTH WORKFORCE
CAPACITY
There have been an increasing number of researchers,
practitioners, and policy makers acknowledging the
need to identify factors that contribute to workforce
capacity, or the ability of the public health workforce
to perform the necessary tasks to effectively deliver the
essential public health services. Deficiencies in organizational
capacity have been theorized to negatively impact
TABLE 18-5 The 10 Essential Public Health Services
1. Monitor health status to identify community health
problems.
2. Diagnose and investigate health problems and
health hazards in the community.
3. Inform, educate, and empower people about health
issues.
4. Mobilize community partnerships to identify and
solve health problems.
5. Develop policies and plans that support individual
and community health efforts.
6. Enforce laws and regulations that protect health and
ensure safety.
7. Link people to needed personal health services, and
assure the provision of health care when otherwise
unavailable.
8. Assure a competent public health and personal
health care workforce.
9. Evaluate effectiveness, accessibility, and quality of
personal- and population-based health services.
1 O. Research for new insights and innovative solutions to
health problems.
SOURCE: Centers for Disease Control and Prevention
PART FOUR PROVISION OF PUBLIC HEALTH SERV1ces
the ability to sustain public health programs and i
ventions 21 -22 an d work fo rce capac1• t y contri.b utesn te.r –
nificantly to the overall capacity of an organizatio sig.
deliver services. ~~ny f actors can contn’b u te to Wno rtko.
force capacity. Ind1v1dual factors such as educational
training background , J.O b experi.e nce, an d J. o b satisfactain d
may play a role, as well as organizational factors such on
whether the organization suppor.t s c.o ntinu. ing educati· oans
for employees. Workforce capacity 1s an ~mportant concept
that needs further research to determme how it m
h t t . . ay
be enhanced and to w at ex en orgamzational performance
may be improved as a result. Consensus amon
public health systems and services researchers and publi~
health practitioners as to how and what to measure in order
to most accurately assess workforce capacity remains
elusive although interest in this area continues to grow.
Public Health Department
Accreditation
Accreditation is the process by which health department
performance is assessed against a set of nationally recognized,
practice-focused and evidence-based standards
that are continually developed and revised. Ultimately,
the goal of the national accreditation program is to improve
and protect the health of the public by advancing
the quality and performance of tribal, state, local,
and territorial health departments while also increasing
value and accountability to public health stakeholders.
The Public Health Accreditation Board (PHAB), a
nonprofit entity charged with developing accreditation
standards and measures as well as evaluating health departments’
abilities to achieve them, strongly supports
development of the nation’s governmental public health
workforce. In addition to the various standards and
measures that detail tasks and responsibilities expected
of public health workers, there are also accreditation criteria
that focus on ensuring that a sufficient number of
workers are staffing health departments, and that those
workers are well-qualified. PHAB encourages the development
of a competent workforce by requiring health
departments to regularly assess staff competencies and
address gaps through training opportunities. 23-24 The
PHAB standards and measures include a domain focused
on maintaining a competent public health workforce.
The two standards within this domain require
health departments to: encourage the development of
a sufficient number of qualified public health workers;
and, ensure a competent workforce through assess·
me_nt_ of staff competencies, the provision of individu~
t~ammg and professional development, and the pr~vi·
s1on of a supportive work environment. 24 Accreditation
measur~s such as these promote the development of _a
well-tramed workforce that can effectively deliver public
health services in health departments.
CHAPTER 18 THE PUBLIC HEALTH WORKFORCE
WORKFORCE RESEARCH
Research on the public health workforce is typically inJuded
under the broader umbrella of public health sere.
es and systems research (PHSSR) which is defined as
VlCfi eld of study t h at exami.n es t h e organization, finance,
and delivery of public health services in communities
:nd the impact of these service~ on public health.
In the last few years especially, numerous national
workgroups have been convened, meetings held, and papers
written on public health workforce research needs.
Recently, a number of central themes have been developed
to guide the public health workforce research agenda25
and public health workforce has been specifically identified
as one of the four main thematic areas of PHSSR in
a 2012 journal supplement (as shown in Tobie 18-6).2<>
The progress in the conduct of research on these themes
varies and, for example, while the evidence base on public
health worker enumeration and competency development
have both rapidly advanced, in contrast we have
made very little headway in examining issues around (the
Jack of) workforce diversity and disparities, or in addressing
the clear lack of diversity in the current public health
workforce, especially in leadership positions. Nonetheless,
these themes provide a research roadmap that hopefully
will establish a basis for guiding future efforts to develop
a competent, sustainable, and diverse public health workforce
through evidence-based training, career and leadership
development, and strategic workforce planning to
improve population health outcomes.
LEADERSHIP
Leadership is the “process of persuasion or example by
which an individual influences a group to act toward a
common goal.”27 In this definition emphasis is placed
on the processes associated with the practice of leadership
(rather than the personality of the leader)• It
then follows that effective leadership is characterized by
TABLE 18-6 Public Health Workforce Research
Priority Areas
Worker enumeration
Demand, supply, and shortages
Diversity and disparities
Recruitment and retention
Workforce competencies
Educational methods and curricula
SOlJR.CE: Consortium from Altarum Institute, CDC: th~ Robert
Wood Johnson Foundation, and the National C00rdmat1ng Center
for Public Health Services and Systems Research
319
adherence to certain behaviors which can contribute to
improved performance by “followers” and to increased
organizational effectiveness.
In this section, some of the theoretical resea_rch
on leadership practice will be reviewed with a parti_cular
emphasis on applicabilit~ to publ_ic heal~h pract1
::~
Since an emphasis on practice and 1mprovn1:g lea~
ship behaviors flows from that research, a d1scuss10n
of various programs desigi:ied to enh_ance p~blic healt~
leadership development will be provided. Fmall~, som
guiding principles and best practices will be delmeated
as a guide for future leader development.
Leadership versus Management
The processes of leadership and manage~e~t ar~ different.
The process of leadership has been d1stmgm~hed
from the process of management by the aphons~:
“leadership is doing the right thing, management 1s
doing things right.”28 Perhaps the most useful framework
for distinguishing the two processes came from
Kotter. 29 In his formulation, management is designed
to provide order and consistency; leadership is designed
to provide change and movement. To accomplish these
goals, management consists of planning and budgeting,
organizing and staffing, and controlling and problem
solving. Leadership is about providing direction, aligning
people, and motivating and inspiring. 29
Another approach to distinguishing the practices
of management and leadership30 focused on the role
of leaders as providing a compelling vision and core
strategies while management involved translating strategies
into operational reality using specific tactics. In
this formulation, a vision should be “something you can
see”-a visualizable mental picture that is easily communicated
to others. Strategies provide the logic and limited
details for how the vision can be achieved. In public
health, programs are created to operationalize the strategies
and apply concrete tactical solutions to problems.
Theories of Leadership Practice
The commonly used statement that “leaders are born
and not made” derives from a trait perspective toward
leadership.27 As a result of this emphasis, early research
on leadership practice focused on the personal attributes
of effective leaders, leading to the erroneous view
that a basic set of unique traits could be delineated and,
as a result, aspiring leaders should be assessed with respect
to those ideal traits. Selection for leadership positions
then utilized an assessment and matching process.
In the mid-twentieth century, this point of view
was called into question as an era of leadership development
began. Since the trait theory of leadership provides
a very static view of what a leader is and should
I
320
be, ~ystematic development of leadership skills and be~
aviors was devalued. Once this static view was called
mto question, the research field expanded to consider
a range of theoretical foundations that led into formal
approaches to developing leaders.
The Skills Approach
Seminal research31 •32 in the mid- to late-twentieth century
created a useful framework for the elucidation of
the skills needed for effective leadership. Katz’s 1955
paper considered the skills needed at various levels
of an organization. At the supervisory level, technical
and human skills are needed to a greater degree than
con~~ptual skills. As one moves “up” into a managerial
position, ~II ~h~ee skill areas take on equal importance.
Once_ an m~1vidual reaches a top leadership position,
techmcal skill becomes less important while human and
conceptual skills are paramount.
. Mui:nfo_r~ went further by focusing on the relationship
of md1V1dual attributes and competencies as they
relat~ to leadership outcomes, such as effective problem
solvmg and enhanced performance. 32 In his formulation,
there are four key individual attributes:
► General Cognitive Ability
► Crystallized Cognitive Ability
► Motivation
► Personality
These attributes contribute to specific leadership
competencies:
► Problem-solving skills-especially when dealing
with novel and ill-defined problems
► Social Judgment skills-the capacity to understand
people and social systems
► Knowledge-the accumulation of information
needed to apply skills to a particular situation,
along with the ability to mentally structure and
communicate that knowledge
This skills-based framework has fostered the use of a
range of educational approaches designed to enhance
creative problem solving, conflict resolution, listening,
and teamwork. 27
The Situational Approach
Building upon the skills approach, research then evolved
to consider ways in which leadership styles should be
adapted to different situations, particularly as they relate
to the developmental level of the follower. 33 This approach
takes into account the degree to which leaders should focus
energy and attention on tasks versus the development
of relationships. For example, in situations where the “follower”
is less developed, a directive is called for; whereas,
more developed followers can be supported or delegated
to. A central challenge of this approach lies in the ability
PART FOUR PROVISION OF PUBLIC HEALTH SERViqs
of the leader to correctly assess the developmental le
hi /h ve 1o r another person and to adapt s er style according! y.
Transformational Leadership
A more popular, recent theory of leadership practi· .
transformational lea de rs h1. p, wh 1′ c h .ts contrasted wce· ihs
transactional leadership. As described by Burns :J.1, t It . . ‘ ransformational
leadership taps the motives of followers
establishes an interactt.o n be tween Ie a de rs and followaenrds
toward achieveme.n t of .a common goal. In contrast , tr~” nsactional
leadership rehes on the exchange of some ty
of contingent reward from the leader in order to elicitpc
behavior on the part of t_h e 1c 0I I ower:’ lo Tr ~nsformationaal
leadership is seen as evoking a more endunng level of motivation
and a level of performance beyond expectations
Kouzes and Posner36 articulated a set of five fund~mental
practices which p~ovide strategies for practicing
transformational leadership:
► Model the Way
► Inspire a Shared Vision
► Challenge the Process
► Enable Others to Act
► Encourage the Heart
This practice-oriented approach emphasizes that certain
behaviors can lead to better organizational outcomes
and can be learned by the developing leader.
Servant Leadership
Robert Greenleaf in his classic book, Servant Leadership,37
articulated a view of leadership that has resonated for
many:
Servant leadership begins with the natural feeling
that one wants to serve, to serve first … . The
best test is: do those served grow as persons and
will the least privileged in society benefit. 37
Servant leadership behaviors can then be described as
including listening, showing empathy and awareness,
committing to the growth of others, and building com·
munity. 38 Within the context of public health practice,
the servant leadership philosophy has had particular
resonance as a foundation for various approaches to
the development of public health leaders.
Leadership Development
in Public Health
As theories of leadership evolved and an emphasis on developing
leaders increased, organized programs were created
to develop public health leaders beginning in 1990,
The National Public Health Leadership Institute
Following the IOM report on The Future of Public
Health, 3 the CDC, under the leadership of Director
j
CHAPTER 18 THE PUBLIC HEALTH WORKFORCE
or. William Roper, c~n~mitted to an extensive effort
to strengthen the pub~ic mfrastructure in 1990. Within
this conte~’t, leadership de~elopment_was identified as
top priority and the National Pubhc Health Leader-
31 •p Institute (PHLI) was formed in 1991. The mission
s1f1 the PHLI was to provi’ d e top pub h. e health leaders 0 ‘th a high-quality development opportunity in which
M .
they were exposed to new perspectives related to the
ractice of leadership within the public health system.
i’he pHLI program was initially designed and managed
by a team of California public health leaders; the proaram
was later managed out of the University of North
0 Carolina.
Over the 20 years of its existence (1991-2011),
the Public Health Leadership Institute included nearly
1,000 scholars in top public health leadership positions,
including a former U.S. Surgeon General, top
CDC and other federal health agency leaders, numerous
state and local health directors, the National Association
of County and City Health Officials (NACCHO)
and Association of State and Territorial Health Officials
(ASTHO) presidents, the current Food and Drug Administration
commissioner, the CEO of CARE, a senior
vice president of a major health foundation, presidents
and executive directors of the American Public Health
Association, Association of Schools of Public Health,
Public Health Foundation, Association of Public Health
Laboratories, deans and professors in schools of public
health, and leaders in many other major health
organizations. 39
An evaluation40,41 of the impact of the PHLI prooram
revealed that 81 percent of PHLI graduates de:
eloped a better understanding of leadership principles
and practices; 73 percent developed ne~ o~ better
leadership skills and behaviors, such as skills m leading
collaborations and managing teams; 82 percent developed
an enhanced awareness of their own personal
leadership behaviors through the use o~ 360 de~re~
assessment, team interaction, and executive coachi?g,
55 percent developed a professional knowle~ge-shar~ng
network focusing on public health leadership practice,
which continued for many years after gradu~t.wn; and
19 percent obtained new or higher level positions as a
result of PHLI participation. PHLI grad_u~tes also led
the creation of new policies and laws gmdmg the practice
of public health such as increasing cigarette taxes,
developing a state trauma registry system, and passage
of a smoke-free workplace act. Finally, gra_duates
increased funding for public health programs mcludi.
n g legislation providing $ 1. 9 mi·1 1·i on for loca.l pu.b –
11.c health departments and an ·m creas e in funding for
school nurses. was the
Another benefit of the PHLI prof~ H alth
creation of an alumni network, the u hic e h
Le adership Society (PHLS), w hi. c h broug t toget er
321
PHLI alumni and alumni of other similar prog~am~ to
enhance lifelong learning. An important contnbutwn
of the PHLS was the creation of a Public Health Code
of Ethics,42 which is discussed in greater detail in
Chapter 5.
The National Public Health Leadership
Development Network
In 1994 the National Public Health Leadership Network
(le’d by the Saint Louis University College for
Public Health and Social Justice) was formed to share
information and to develop collaboration across the
growing number of state, regional, and national public
health leadership institutes. The network of leade_rship
institutes ultimately expanded through academ~c
and practice collaboration among schools of pubhc
health and state public health departmen~s, ~esulting
in the establishment of 1~ state~ba~ed mst1tutes,
10 regional institutes, 6 national mst1tutes, and 3
international institutes. As a result, 4 7 states plus the
District of Columbia and Puerto Rico had access to
a state, regional, or national public health leadershi_P
program. These programs graduated over 6,000 pubbc
health practitioners from across the world. A full report
on these public health leadership programs can be accessed
through http://www.heartlandcenters.slu.edu.
Furthermore, the network created a competency
set which guided the design and development of public
health leadership institutes for over a decade. -i-3
The National Leadership Academy
for the Public’s Health
The National Leadership Academy for the Public’s
Health (NLAPH) began in 2011 to provide training to
four-person multisector teams from across the country
to advance their leadership skills and to achieve health
equity in their communities. The program, managed by
the Public Health Institute in Oakland, California, uses
an experiential learning process that includes webinars,
a multiday retreat, coaching, peer networking, and an
applied population health project.
In its first year, NLAPH was successful in advancing
participants’ leadership skills, strengthening team functioning,
increasing intersectoral collaboration, and helping
teams make progress on their community health
improvement project. Through 2014, 69 teams from 33
states along with two national teams have participated
in the NLAPH pmgram.
Schools of Public Health and Academic
Public Health Programs
Some schools of public health and academic public
health programs have included courses in the curriculum
related to leadership theory and practice. Often ,
I
322
graduate public health students may have access to
leadership development experiences through business
schools within their own university. Some schools (e.g.,
University of North Carolina at Chapel Hill, University
of Illinois at Chicago, and Harvard) have developed
doctoral programs in public health leading to DrPH
degrees that focus on leadership practice and provide
opportunities to develop leadership skills as part of a
fom1al degree program.
In 2009, the Association of Schools of Public
Health developed a set of competencies for DrPH
programs which included specific leadership competencies
to develop the ability to create and communicate
a shared vision for a positive future; inspire trust
and motivate others; and use evidence-based strategies
to enhance essential public health services. (More information
can be found at http://www.aspph.org by
searching “DrPH Model.”) Graduates of such DrPH
programs are expected to acquire the following leadership
skills:
► Communicate an organization’s mission, shared
vision, and values to stakeholders.
► Develop teams for implementing health initiatives.
► Collaborate with diverse groups.
► Influence others to achieve high standards of
performance and accountability.
► Guide organizational decision making and planning
based on internal and external environmental
research.
► Prepare professional plans incorporating lifelong
learning, mentoring, and continued career progression
strategies.
► Create a shared vision.
► Develop capacity-building strategies at the individual,
organizational, and community level.
> Demonstrate a commitment to personal and
professional values.
These competencies now provide a basis for curriculum
development and course creation in schools of public
health and academic public health programs.
Lea~ership Development Programs Sponsored by
National Public Health Organizations
PRovisioN OF PUBLIC HEALTH SERVicl:’. .. l· PART FOUR Q
. h lth directors in a mentoring relationshi’
with new ea d J h d p.
d
. f m the Robert Woo o nson an de Beau
Fun mg ro · l ·
mont Fo un d a ti·ons has been essentla to support the se
programs.
Leadership Development Needs at Stages
of Career Development
As leaders develop, they may evolve through a series
of stages in which devel?pmental needs differ.44 The
emerging leader (sometimes refe~red ~o as a “rising
star”) needs to be identifie? an~ assisted m developing a
personal awareness of their umque talents and abilities.
Further these emerging leaders benefit from exposure
to lead~rship concepts and theories ~as noted above)
and involvement in a formal mentormg relationship.
Emerging leaders should seek out a mentor, rather than
hoping one will come along.
At a later stage, often when a young leader enters a
full-time job situation, needs evolve as she/he enters the
stage of the “early leader.” In this stage, technical skills
are often central in public health occupations (e.g., epidemiology);
however, leadership development must
also advance skills in adaptive change. At this stage, formal
360 degree assessments are useful along with participation
in formal leadership development programs
of the type noted above. Peer networks are also of great
value as ways to share lessons learned and promote lifelong
learning.
As leaders progress to becoming established leaders,
they will continue to benefit from activities noted
at earlier developmental stages and should take note
of the need for ongoing peer-to-peer interaction with a
struc~red approach to formal executive coaching. Often,
established leaders fail to commit to leadership develop·
~~°:t as the? _bec~me saddled with increasing responsi·
bihties. Pa~c1pat10n in some type of formal development
program swted to their needs can offset the tendency to
procr~stinate with regard to ongoing leadership learning.
Fmally, as leaders enter the emeritus stage of their ca·
reers, they may be uniquely qualified to serve as coaches
and m_ent?r~ to those at early career stages. In this way,
these mdividuals may pass on the wisdom of experi·
ence tha.t goes b eyon d fo rmal courses or programs ·in
leadership.
Both ASTHO (http://www.astho.org) and NACCHO
(~ttp://www.naccho.org) have sponsored programs designed
to enhance leadership skills in directors of state
or local health departments. ASTHO has also created
a leadership development experience designed for senior
deputies. Each of these programs relies on a competency-
based format and a cohort model in which
peer learning and network development is enhanced.
The NACCHO program-the “Survive and Thrive
Program”-pairs experienced local health directors
PROFILES IN PUBLIC HEALTH
LEADERSHIP
Many of the princi 1 exemplified d .
1
. P es and practices noted above arc
Two example:
1
(f;:~he work of public health lea~ersd
here) are useful . many hundreds not describe
practice of publicm h p roviding 1 f the 1 h concrete examp es o .
Exhibit 18-1. eat leadership, as shown beloW 111
CHAPTER 18 THE PUBLIC HEALTH WORKFORCE
tXlllBIT 18-1 Leadership Profiles
f c•j=• § liii) # ;l =!M: ~
As Director of the Massachusetts Commission of Public
Health, John Auerbach led efforts to capture and codify
the role of public health in the Massachusetts Health Reform
effort that has served as a national model for health
system change. In an article titled: “Lessons From the
Front Line: The Massachusetts Experience of the Role
of Public Health in Health Care Reform,” 45 he stated five
key principles that enabled public health contributions to
landmark health policy change:
1. Get a Seat at the Table
2. Take an Open Minded and Critical Look at What Public
Health Does Now
As Director of the Kane County (Illinois) Health
Department, Paul Kuehnert was faced with a daunting
challenge during the Great Recession of 2008. Budget
cuts prompted an in-depth reassessment of the role
of the public health agency that ultimately led to the
transfer of personal health services out of the health
agency into three federally qualified health centers and
SUMMARY
The public health workforce comprises a diverse group
of health professionals who are uniquely varied in terms
of the education, skills, and experience they bring to the
job, although all share a common awareness of and commitment
to improving health through a population fo~s.
Over the last decade the public health workforce, unhke
?ther health professions, has grown smaller while also
increasing in occupational diversity to encompass n_ew
fields such as health informatics, public health genetics,
~nd emergency preparedness. The opportunities for public
health training and education have never been greater
as the number of programs and schools of publ~c health
have rapidly expanded along with more o~tions for
continuing education. The result is an increasmgly p~ofessionalized
public health workforce that has been further
~trengthened by enhancements to co~pe~ency-basecl
t~ainings, worker certification, and accred1tatJOn °_f pu~hc
health agencies. Despite these advanc~s, too httle 18
known about the number and type of pubhc healt~ workers
and the reasons they enter and leave ~he workfo~ce. ,
. A key concept related to workfare~ is that of lea~ership,
defined as the “process of persuaswn or example by
Wh1· ch an m. d1. v1. dual i. nfluences a gr oup to act tow. ard. a
cornrnon goal.” Leadership is essential to the reahzat10n
323
3. Defend the Traditional Public Health Approach When
Called For
4. Keep on the Lookout for Opportunities
5. Envision a Better Model and Take Steps to Make It
Real
These principles, which were instrumental in leading
the Massachusetts Health Reform effort, reflect the
leadership attributes described in this section and are
broadly applicable to other public health challenges and
opportunities.
a reduction in the agency workforce by 50 percent.46
This case study exemplifies the practice of front line
leadership within a public health agency (in addressing
major organizational changes) as well as leadership outside
the agency (to navigate major political challenges
related to accomplishing unprecedented organizational
change).
of a shared vision, and a number of theories have been
developed regarding the skills required for effective leadership,
although “servant leadership” is an especially
compelling model. Outstanding leadership for the public
health workforce will be needed to successfully address
the challenges and opportunities to improve and
protect the public’s health in the twenty-first century.
REVIEW QUESTIONS
1. What are some of the professions that comprise
the public health workforce and what do they share
in common’?
2. What are some of the key trends in public health
worker professionalization ‘?
3. What are competencies and why are they valuable’?
What are some of the public health professions
which have developed profession-specific
competencies’?
4 . How does the practice of leadership differ from the
practice of management’?
5. What are the key feahires of servant leadership’?
6. What do “early leaders” need to enhance their own
leadership skill development’?

“Do you think the theories of Hamilton and Parker are more appropriate to my work than those of Taylor and Blake?”,

School of Design
Faculty of Arts, Design and Humanities
DISSERTATION
GUIDEBOOK
2019/2020
FBUY3003/4
FMAN3003
BA (Hons)
Fashion Buying with Marketing
Fashion Buying with Merchandising
Fashion Management
ii
Good research be like ..
iii
Poor research be like ..
iv
Contents
Contents …………………………………………………………………………………………………………………………………………….. iv
Introduction …………………………………………………………………………………………………………………………………………. 1
Module Aims …………………………………………………………………………………………………………………………………… 1
Module Team …………………………………………………………………………………………………………………………………… 1
Module Details …………………………………………………………………………………………………………………………………. 2
Study Tools ……………………………………………………………………………………………………………………………………… 2
Assessment ………………………………………………………………………………………………………………………………………….. 4
Assessment Schedule and Weighting …………………………………………………………………………………………………… 4
DMU Assessment Procedure ………………………………………………………………………………………………………………. 5
Turnitin …………………………………………………………………………………………………………………………………………… 5
Teaching and Learning …………………………………………………………………………………………………………………………. 7
T&L Rationale …………………………………………………………………………………………………………………………………. 7
T&L In Practice ……………………………………………………………………………………………………………………………….. 7
T&L Schedule ………………………………………………………………………………………………………………………………….. 8
T&L Pre-sessional Learning Tasks …………………………………………………………………………………………………….. 10
Further Faculty Documentation …………………………………………………………………………………………………………….. 12
Project Practicalities ……………………………………………………………………………………………………………………………. 13
Topics ……………………………………………………………………………………………………………………………………………. 13
Project Supervisor and Meetings ……………………………………………………………………………………………………….. 13
Planning and Recording Progress ………………………………………………………………………………………………………. 15
Timetabling and Access to Resources ………………………………………………………………………………………………… 15
Collection and Analysis of Data ………………………………………………………………………………………………………… 15
Research Ethics ………………………………………………………………………………………………………………………………. 16
Writing Up and Typing ……………………………………………………………………………………………………………………. 16
Presentation and Style of Thesis ……………………………………………………………………………………………………………. 17
Language ……………………………………………………………………………………………………………………………………….. 17
Word Count ……………………………………………………………………………………………………………………………………. 18
Layout and order of sections ……………………………………………………………………………………………………………… 19
Page Layout …………………………………………………………………………………………………………………………………… 21
Confidentiality ……………………………………………………………………………………………………………………………….. 22
Binding and Presentation …………………………………………………………………………………………………………………. 22
And Finally …. ………………………………………………………………………………………………………………………………. 24
Appendix A – Autumn Project ……………………………………………………………………………………………………………… 25
Background ……………………………………………………………………………………………………………………………………. 25
Task ………………………………………………………………………………………………………………………………………………. 25
Plan ………………………………………………………………………………………………………………………………………………. 25
Support ………………………………………………………………………………………………………………………………………….. 26
Appendix B – Full Project Plan …………………………………………………………………………………………………………….. 27
Background ……………………………………………………………………………………………………………………………………. 27
Task ………………………………………………………………………………………………………………………………………………. 27
Marking Criteria ……………………………………………………………………………………………………………………………… 27
Submission Details …………………………………………………………………………………………………………………………. 27
Appendix C – Literature Review …………………………………………………………………………………………………………… 28
Brief ……………………………………………………………………………………………………………………………………………… 28
Task ………………………………………………………………………………………………………………………………………………. 28
Notes …………………………………………………………………………………………………………………………………………….. 28
Marking Criteria ……………………………………………………………………………………………………………………………… 28
Submission Details …………………………………………………………………………………………………………………………. 28
Appendix D – Sample Title Page …………………………………………………………………………………………………………… 29
Appendix E – School Staff Details ………………………………………………………………………………………………………… 30
Appendix F – SI Units ………………………………………………………………………………………………………………………… 31
Appendix G – Assessment Criteria and Procedure …………………………………………………………………………………… 32
Appendix H – Warning, It’s The Internet! ………………………………………………………………………………………………. 34
Appendix I – Further Reading ………………………………………………………………………………………………………………. 35
Essential Reading Material ………………………………………………………………………………………………………………. 35
v
Recommended Further Reading Material ……………………………………………………………………………………………. 35
Appendix J – Assessment: Difference Between Formative And Summative ……………………………………………….. 38
Appendix K – What Does It Mean: Good Research …………………………………………………………………………………. 39
Appendix L – What Does It Mean: Poor Research …………………………………………………………………………………… 40
vi
Science Definitions Research
Researcher Dissertation
1
Introduction
Welcome to your final year project module. This is your time to shine, to follow a path that interests
you personally and/or professionally: to choose a topic, develop a research plan, undertake the
research, analyse it, draw conclusions and present it. Easyozy.
This handbook is your guide to the purpose and operation of the module. It contains a teaching plan,
assessment information, the assignment briefs (Appendices B and C), staff contact information (E),
some research activities (K and L), further reading (I), writing guides, workshop access information
and other useful information. You should print this and use it as the basis for the module, and you will
be notified as and when it is updated on BlackBoard.
It is supported by additional content on BlackBoard, such as Learning Materials, presentation slides,
DMUReply recordings, Turintin submission points and various Tools (Email and access to Module
Resources Lists).
Module Aims
The module provides you with the opportunity to undertake an in-depth investigation into an area of
personal interest related to your course of study. It is the ideal culmination to your studies as it allows
you to draw upon the knowledge, understanding, skills and experience of your previous 2 or 3 years
undergraduate work.
The module aims to :-
• Provide students with the opportunity to demonstrate their ability to retrieve and sift
information, think critically and analytically, make informed decisions and communicate
effectively.
• Provide opportunities for undertaking an independent research investigation in an area
related to one of the main study areas of the programme and hence to demonstrate an
appropriate level of knowledge and investigative skills in an area of fashion, textiles,
business, retail, marketing, merchandising or technology, or any combination of these.
Projects that do not exactly fit this may be undertaken if they are thought to be appropriate
through discussion with, and with the full agreement of, the Module Leadership team.
The module is entirely student led. To support you in this, lectures, seminar sessions, tutorial advice
and guidance are available to help you to choose, direct and successfully undertake a project that is
relevant to your individual interest and academic strengths. The result of the approved programme of
work will be presented in the form of a ready-to-bind dissertation.
Module Team
Module leadership team Dr. Mark Bradshaw and Helen Burbidge.
Module staff team Fiona Bailey, Dr. Mark Bradshaw, Helen Burbidge,
Pippa Clarkson, Dr. Angela Davies,
Professor Carolyn Hardaker, Kaye Herriott,
Karen Hickinbotham, Lianne Lewin, Julia Ling,
Siobhan Merrall, Dr. Claire Orwin, Professor Jim Shen,
Dr. Edward Smith.
2
Module Details
This is predominantly a one term, in depth module that allows you to focus all your attention on your
own project. You will engage with lectures and seminars to inform and challenge your thoughts about
research, and 1-2-1 tutorials to direct your work.
The module actually incorporates 3 different modules, full details of which are shown in Table 1,
which also shows the detailed assessment plan. Please note that :
1. Lectures and seminars. All students undertake the same programme of study and all
students are expected to attend all timetabled lecture and seminar sessions. This will be
further clarified in the first lecture.
2. Assessments and differentiation. The modules are differentiated by the number and
weighting of assessments. It is recommended that all students undertake and submit work for
each assignment so that you can receive summative and/or formative feedback on it.
3. Support materials. Teaching materials and module information and are located in the
Fashion Buying programme shell W23051 Fashion Buying on Blackboard, not in the three
individual module shells.
4. Turnitin. All Turnitin assessment points are in the individual module shells and not in the
programme shell.
5. Tutorials. The timetabled tutorial sessions will be updated once students are allocated to
their supervisors. You will only need to attend the ones allocated to your supervisor.
For the purposes of this handbook, and to avoid any further confusion between the 3 modules, this
module will henceforth be solely referred to as the Project module.
Study Tools
There are a growing number of excellent tools to support you in your studies. It is recommended that
you learn to use the following resources as their use is built into the module study programme and
you will be expected to use those marked * and use those not marked as and when needed.
Mendeley *
Excellent online tool for storing, organising and annotating your information sources, including books,
web sites, journals, videos, TV programmes, etc. You can use it via a web browser or download a
desktop app, and an extremely useful feature allows you to install a Web Installer button on your
browser for easy importing of source data. Go to www.Mendeley.com, create an account and use
some of their excellent online guides to learn it.
Mind View *
An excellent mind mapping tool that is available for download via the DMUHub. It allows you to
capture your thoughts and visually organise and link them together in various ways. Learning and
training resources are available from https://www.matchware.com.
Microsoft Office *
Wherever possible, you should use Microsoft Office as your document tools, whether you use a Mac
or PC. While other tools are available, such as Pages, LibreOffice, OpenOffice and many others,
DMU has an extensive suite of campus computers, support mechanisms (eg, training, online guides)
and experience with Microsoft Office, having recently updated everything to Office365. You can
download desktop, online and mobile versions from the My365 Student Portal.
Microsoft Planner/Sharepoint Project in Office 365 *
This will help you to plan, schedule and manage your project, keeping your supervisor informed of
your progress.
3
Nvivo
Nvivo is a Qualitative Data Analysis tool and is available for download from the DMUHub. This is very
specialised analysis software, and although it can take some time to learn and master, it offers
another dimension of data analysis via a relatively intuitive interface. It is used extensively by PGT an
PGR students.
4
Assessment
The project is an important component of the final year’s work for Honours students and contributes
either 60, 45 or 30 credits that are used in the calculation of the degree classification, depending upon
which module you are taking. Lectures and seminars on research methods and associated topics
introduce project planning, investigative methods, critical thinking, data analysis and reporting and are
designed as a support for the research and to help you develop the framework required for your
project. These aspects of your work are assessed in a variety of formats.
Assessment Schedule and Weighting
Table 1 shows the module assessment details. Please note the difference between formative and
summative feedback, as visualised in figure 1.
Module
code
Module
name
Credit
value
Programme Assessments
Project
Plan
Literature
Review
Dissertation
FBUY3003 Dissertation 60 BA Fashion Buying with
Marketing/Merchandising
15%
Summative
Formative
15%
Summative
Formative
70%
Summative
12000 – 15000
FBUY3004 Dissertation 45 BA Fashion Buying with
Marketing/Merchandising
with a 15-credit language
20%
Summative
Formative
Formative
80%
Summative
9000 – 12000
FMAN3003 Research
Project
30 BA Fashion Management
Formative
Formative
100%
Summative
6000 – 9000
Project Plan. Appendix B.
Week 11, Friday 13th December 2019
Literature Review. Appendix C.
Week 19, Friday 7th February 2020
Dissertation.
Week 31, Monday 27th April 2020
Table 1. Module and Assessment Structure
Figure 1. Formative and Summative Assessments. Source:
https://www.bookwidgets.com/blog/2017/04/the-differences-between-formative-and-summativeassessment-
infographic )
5
DMU Assessment Procedure
Assessment is an important part of your learning and development and DMU operates a
comprehensive assessment and quality control procedure.
Assignments
Assignments are marked in the first place by the assessing tutor. A sample of 10%, and all failed
work, is then moderated by a member of the module team, to ensure parity with standards. The
assessors discuss the marks and arrive at agreed provisional marks, which are then passed to the
external examiner for moderation, who will select a sample of assignments to read.
Dissertation
A collective process is adopted to assess the written thesis. There are two assessors for each
dissertation: the supervisor, and a second staff member selected from the module team who will mark
the project without seeing the first mark. The assessors discuss the marks and arrive at an agreed
provisional mark, which is then passed to the external examiner for moderation, who will select a
sample of dissertations to read. The comprehensive nature of the marking process means that strictly
comparable standards of marking are achieved for projects of widely differing character and content,
yielding marks that are well correlated between assessors.
Assessment Boards
All marks awarded by staff and returned to students are provisional until ratified by the Faculty
Assessment Board, which sits in June. Only then are the marks finalised.
The electronic version of your dissertation will be added to the School database of final year projects
for reference by staff and future students. The university no longer requires submission of a hard copy
of any written work, including the dissertation. You may, however, wish to create a bound copy of
yourself and details of this can be found later in this handbook.
Turnitin
All work for this module is to be submitted via Turnitin, with the exception of any practical work. To
ensure that Turnitin does not mess up your layout and images, it is strongly recommended that you
always submit your work as a PDF file and not a Word or Pages file. A PDF file fixes the location of
images and tables ensuring that they do not move or get relocated in your documents when we open
them. Note the following regarding Turnitin.
The ABCs of Turnitin
Note Good practice Poor practice
Submit your work as a PDF file – the
Turnitin Viewer can mess up the layout
of Word documents.
Submit as a PDF. Submit as something else.
Submit your work as many times as you
want to.
This module allows unlimited submissions on
each of the assignments and the final
dissertation. The last version submitted will be the
only one that we can access.
Submit the first draft of your
work when it is complete.
Make further use of submissions as
needed.
Submit only once.
Or not at all.
All Turnitin submission uploads need to
be complete BEFORE 12 midday on
the deadline date.
Begin your final submission by
11am at the latest on the
deadline date.
Begin your final submission
between 11 and 11:59am on
the deadline date.
Submission
6
This is DMU policy and is immutable. Any work
submitted after this will be penalised in
accordance with university policy.
Enjoy the glow that comes from
knowing you have successfully
submitted your work.
If you are late submitting, whether
through missing the deadline or by
having an extension, you need to
submit via the appropriate LATE
submission point which is located in
the module shell.
These submission points will close
FOUR weeks after the original date
but remember that each piece of work
is date and time stamped and will be
assessed accordingly. Therefore,
successful submission is not a
guarantee that the work will be
accepted.
Work submitted up to 2 weeks late will
be capped at 40%. After that, work will
be failed.
It can take many minutes to upload your
work. You need to allow time for the
busyness of the network connection,
Turnitin, etc.
Your work is stamped with the date and
time of submission and this is visible to
assessors.
All work submitted after the original
deadline date is to be submitted via the
appropriate LATE submission point.
Turnitin merely finds text matches from
published textual materials.
It compares your work to billions of textual
sources, including books, journals, magazines,
newspapers, web sites, previous student work,
PhD theses, Standards, government reports, etc.
In fact, pretty much anything that has ever been
published. Consequently, if you copy from a
source, Turnitin will find and highlight it.
The Similarity Index is colour coded
Green (< 25%), Amber (25-49%) and
Red (>= 50%).
Ignore the colour coding. Change your work and
resubmit.
Each time that Turnitin finds a match
with a source, it increases the Similarity
Index.
Turnitin will highlight similarities even if
you have cited them correctly.
Turnitin is fairly ‘dumb’ and only finds text
matches – it cannot determine whether you have
cited or quoted appropriately.
Read and learn to interpret the
full Turnitin feedback report.
Turnitin’s Similarity Index score is
indicative only. It means little and
should not be taken as a guide to the
quality or overall similarity of your work.
The full report uses colour coding to
highlight matched work in the text and
displays where it found the work in the
right-hand column, along with an
indicative Similarity Index for that
specific match. Note that this is not
necessarily the original source, it is
merely where Turnitin matched it to.
Usually, a Similarity Index of 1 or 2%
for a single match is acceptable, but
more than 2% is questionable. The
overall Similarity Index is the sum of all
the individual Similarity Indices.
Ignore the feedback or only
check the Similarity Index.
A Similarity Index score of 5% is not
an indication that your work is suitable
and appropriate. For instance, it could
relate to a large chunk of copied text,
which is very bad practice, or it could
be a specific quotation that is fully
cited.
Turnitin generates a feedback report
and makes it available to you.
Turnitin generates your feedback report quickly
for your first submission to a Turnitin submission
point. Any subsequent submissions to that
submission point may take upto 24 hours. This
does not affect the acceptance of your
submission.
The Turnitin report gives no indication
of the quality of the work.
Turnitin makes no attempt to rate the quality of
your work – it merely finds text matches. This is
why the summary score on its own is of little
importance.
Table 2. Turnitin Information
Turnitin Similarity Index
Interpreting Turnitin Report Submission
7
Teaching and Learning
T&L Rationale
The teaching and learning on this module contains 4 distinct aspects, as presented in the schedules
shown in Tables 4 and 5. This will engage you in a broad range of sessions and activities that support
each other,
1. The Lectures, where we will cover some of the key theories and thinking surrounding
research and its application in an undergraduate dissertation.
2. The Seminars, where we will undertake a range of activities to unpack aspects of the taught
curriculum and assignments.
3. The Tutorials, where we will support and guide you in your individual project direction.
4. The Pre-Sessional Learning tasks. These form an integral part of your learning and you will
notice that there are unique tasks for Lectures (eg, Lec1) and for seminars (eg, Sem1). It is
important that you engage with this fully as they are pre-requisites for the subsequent
session, which will follow on and build from them.
For instance, referring to Table 4 shows that the pre-sessional learning for the seminar on
week 10 is Sem1, and referring to Table 5 shows that this requires you to do 2 things:
a. To create and investigate a range of project ideas.
b. To create your own critical framework for research.
These are time consuming tasks and you should not leave them to the last minute.
T&L In Practice
The university expects that a module should occupy the following amount of your time:
Module
credit
value
Lectures Seminars Tutorials
Total
scheduled
time
Self-directed
study time
Total study
time
30 credits
2 hours/week
for 7 weeks =
14 hours
2 hours/week
for 7 weeks =
14 hours
13 sessions,
each one 20
minutes = 4
hours
32 hours
268 hours = 13
hours/week 300 hours
45 credits 418 hours = 20
hours/week 450 hours
60 credits 568 hours = 27
hours/week 600 hours
Table 3. Teaching and Learning Commitments
You can clearly see that there is a lot of self-directed time for you to spend on your studies. It is
anticipated that some of the pre-sessional tasks could take you 5-10 hours each, which still leaves
you much time in which to read, plan and undertake other aspects of your work.
8
T&L Schedule
Week Lectures Seminars Tutorials
3
Introduction to module
Module handbook, layout of resources.
Dissertation topics, previous projects.
Project ideation.
4 Purpose and philosophy of research
Originality.
Project planning.
Introduction to research methods.
10
Research paradigms
Worldviews, including frameworks for criticism.
Consideration of quantitative vs qualitative approaches, deductive or inductive.
Project planning as part of your research.
Critiquing the work of others using the Critiquing Research Proposal
Template.
11
Research process and methods
Types and consequences of research data.
From research idea to research question (Uwe Flick).
Overview of data collection methods.
Critique your own research proposal using the template.
Submission of Assignment 1, Project Plan. Friday 13th December 2019. Summative for FBUY3003/3004, formative for FMAN3003.
12 – 14 Christmas Vacation
15
Literature review
Literature sourcing and critique, its purpose.
Research ethics.
Exercise on literature critique.
Exercise on completing an Ethics Form.
ü
16 Survey research methods
Survey (including questionnaire), interview,
Developing your own methods – 1 ü
17
Further research methods
Focus group, experimentation
Mixed methods research, triangulation
Developing your own methods – 2 ü
18
Netnography
Using online tools for research
‘E-research’). Alis Iacob.
ü
19
Data analysis
Quantitative analysis, eg, surveys
Qualitative analysis, grounded theory and coding
Analysis of research dataset ü
Submission of Assignment 2, Literature Review. Friday 7th February 2020. Summative for FBUY3003, formative for FBUY3004/FMAN3003.
20 – 21 ü
22 Enhancement Week
23 – 27 ü
28 – 30 Easter Vacation
9
Key: Lectures Seminars Pre-sessional work Tutorials No scheduled contact
31 Submission of Dissertation, Monday 27th April 2020. Summative for all.
Table 4. Teaching and Learning Schedule
10
T&L Pre-sessional Learning Tasks
These tasks are designed hand in hand with the lecture and seminar sessions and will support the work and activities of that particular session. Engagement
with them is not just desirable – it is essential in maximising your learning and developmental opportunities. Some of these tasks will clearly take a long time,
so plan them into your work schedule and start them early.
• Where the work requires you to read, make plenty of notes and bring these with you.
• Where the work requires you to complete forms or templates, print your work out and bring these with you.
• Where the work requires you to think, write and create a document, print your work out and bring these with you.
If you have a mobile device that allows you to access your work, you can bring this too, but you should not rely solely on this.
NB
1. You will notice that the contents of this table are still a work in progress – please check back regularly to see the latest updates to the pre-sessional
work. The work written in light blue has yet to be finalised.
2. Where the work relates to particular text books (eg, Nicholas Walliman’s Research Methods: The Basics), you can gain online access to these via the
Module Reading List, which is located in the MODULE shell on BlackBoard (ie, FBUY3003/3004 or FMAN3003) in the Learning Materials menu item.
Description of pre-sessional work to be undertaken and brought to the session
Week Lectures Seminars
3
1. Download for digital annotation and/or print a copy of the Module Handbook.
Bring this with you to the lecture.
2. Read Chapter 1: Research Basics, in Nicholas Walliman’s book Research
Methods: The Basics.
Download and begin to complete the KWORTS form. Bring this with you to class.
4
1. Find materials on rationalism and empiricism – ask students to read and make
notes on what each is.
2. Read Chapter 3: Structuring The Research Project, in Nicholas Walliman’s
book Research Methods: The Basics.
Download and complete the Project Planning Template. Bring a printed copy with you to class.
10
1. Complete first draft of Autumn Project, Appendix A in the Module Handbook.
2. Read all 4 sections under Foundations – Philosophy of Research menu in the
Research Methods Knowledge Base (RMkb at
http://socialresearchmethods.net/kb/index.php ).
Select 3 of the sample Project Plans on BB (Learning Materials, Week 10) and complete a
Research Proposal Critique Template for each. Choose what you consider to be a top/middle/low
quality plan and justify your reasoning.
11 1. Read Chapter 6: The Nature of Data, in Nicholas Walliman’s book
Research Methods: The Basics.
In light of last week’s work, complete:
11
2. Read Chapter 6: Data and the Nature of Measurement, in Grazio and
Raulin’s book Research Methods: A Process of Enquiry.
1. An updated version of your Project Plan.
2. A completed Research Proposal Critique Template for your own project plan.
3. A Critiquing Your Own Work Template for your own plan.
12 – 14 Christmas Vacation
15
1. Read Chapter 4: Research Ethics, in Nicholas Walliman’s book Research
Methods: The Basics.
2. Read Chapter 5: Finding and Reviewing The Literature, in Nicholas
Walliman’s book Research Methods: The Basics.
Literature Review.
You are to identify 3 academic sources specific to your project and critique them using the
framework supplied in the lecture.
Bring all of this with you to the seminar.
Undertake exercises found at https://www.monash.edu/rlo/graduate-research-writing/write-thethesis/
introduction-literature-reviews.
16
17
18
Enquiring Minds.
Identify why certain people made amazing discoveries while others, who must have come across
the same situations and opportunities, didn’t. some didn’t. Give specific names, such as George
Crumb, Louis Pasteur, Alexander Fleming, Percy Spencer, etc.
Also read Isaac Asimov’s lecture on people and creativity at
https://www.technologyreview.com/s/531911/isaac-asimov-asks-how-do-people-get-new-ideas/.
19
Download and begin to analyse Fake News data set.
Needs guidance and rules for analysis.
Table 5. Pre-Sessional Learning Tasks
Further Faculty Documentation
Coursework extensions Faculty Student Handbook, section 5.8
Deferrals Faculty Student Handbook, section 5.9
Failure of coursework Faculty Student Handbook, section 5.11
Academic offences Faculty Student Handbook, section 6
Academic Practice Officers Faculty Student Handbook, section 6.4
Student appeals Faculty Student Handbook, section 5.14
Student complaints Faculty Student Handbook, section 3.8
13
Project Practicalities
All students should read the following notes very carefully before beginning their work. Failure to
present the project in the required form could result in loss of marks. It is also advisable to re-read the
notes from time to time. In the past a number of students have suffered through making mistakes due
to not reading the notes properly. In one case an almost complete retyping had to be carried out
which was costly in time and money for the student concerned. Don’t be that person.
Students should also read projects completed in previous years. A large collection is held by the
School and can be accessed online via Blackboard – they can be found under the Past Dissertations
button in Fashion Buying programme shell. Although they will demonstrate varying levels of quality
(reflecting the differences between different students), they will give a good indication of the style and
standard expected.
The project is worth 60 credits and accounts for half the final year’s work, and although sufficient time
is available to complete the project within the specified period, you must start your project prior to your
return to university, even though you may have other activities to undertake. If you are carrying out
work with your industrial placement/experience company, plan carefully as much time can be wasted
in travelling to and from the company premises and sending information by post.
Topics
The first decision to be made is the choice of topic. Do discuss possible topics with the appropriate
subject expert who will be able to advise you of the suitability of your choice. Important considerations
are whether or not there is a chance of a successful outcome, whether the topic has been covered
before and whether or not you are really interested in the topic. Experience shows that a topic which
is the student’s choice and in which he or she is keenly interested will be the most successful.
It is intended that wherever possible projects should be undertaken in areas of current commercial
importance and to this end the linking of projects with your industrial placement is encouraged.
Students often use the experience and contacts gained in the industrial placement year to focus on a
suitable topic and gain first-hand information. Some placement employers are only too pleased to
offer continued help during the final year and in many cases will suggest a suitable topic that it is in
their interest to have investigated. If you find yourself in such a situation during your placement year,
check that the suggested topic is acceptable and start work on the literature survey as soon as
possible. This will undoubtedly help with the workload you face in this most critical, final year.
It is good practice at the beginning to list a small number of questions that you would like to find the
answer to by the end of the dissertation. This often shows you the direction your work should take
and can also restrict the range of your work to something manageable.
It is very important that your dissertation contains some original work. Whatever the topic or direction
of your dissertation you must show that you have added to the body of knowledge on the subject.
You must discuss with your supervisor and other members of staff the relevance and academic
quality of the approach that you intend to take. You should have confidence that by the end you can
defend your dissertation, including its relevance and the originality of the work. Members of staff
(details can be found in Appendix E – School Staff DetailsX) often have suitable projects available,
sometimes linked with current research projects. Details of any such projects may be given during
Project lectures or made available on Blackboard.
Project Supervisor and Meetings
Many staff supervise students on this module, including team staff, the wider School staff who do not
lecture on the programme, and there are a number of research staff whom you might not normally
meet that are highly experienced in some fields of textiles and design. Although you may consider
that the supervisor should be an expert in the chosen field of work, it is more important that the
supervisor be able to direct the work, and this may entail you speaking with other subject experts
14
within and beyond the team. The supervisor therefore will be allocated by the course team on the
basis of your Project Proposal submission.
At the outset, the project work should be seen as the responsibility of the student with supervisors
taking the role of advisors. To this end, you can demonstrate your professionalism by proactively
driving the project forward with your own ideas, initiatives and suggestions, rather than waiting
reactively to hear what your supervisor thinks. This will impact positively on your mark for Project
Management.
Tutorials
The first meeting with your supervisor may be a group tutorial as concerns and questions at the
beginning of the project tend to be common to all students. From week 15 onwards, you will have a
weekly individual 20-minute tutorial, or 40 minute tutorials every 2 weeks, depending upon what is
arranged mutually with your supervisor.
Tutorials are booked in one-hour slots, though your supervisor will have 3 students to see in that time.
Ensure that you know whether you are first, second or third during that hour. Please KEEP
appointments made with your supervisor! Time is precious to staff and it is frustrating to waste
time waiting for students who fail to turn up.
Supervisors will provide advice on all aspects of work and may help arrange meetings with holders of
specialist knowledge from the University and Industry as well as approve visits to other organisations
in support of the work, if appropriate. Links with external bodies are encouraged.
Once the choice of topic and supervisor are confirmed the hard work can begin. In the early days,
reading and planning will occupy much of the time but soon any practical/experimental work may take
over. At all stages of the work it is essential to make copious notes and keep in contact with your
supervisor. The supervisor is there to help, support and guide you but cannot write the project for you.
If you are lost or do not know what to do, please see your supervisor – please do not hide and work
alone. If problems do arise, you MUST contact your supervisor immediately. If action has to be taken
to put things right, the sooner that action is taken the better. By March it may be too late, but in
December or January things can be investigated to improve matters.
Strategies for maximising the benefit of your meetings with your supervisor
(Taken from http://www.uq.edu.au/student-services/phdwriting/phlink14.html#Strategies )
1. Be prepared. Go to each meeting with things to report (even if you are reporting little progress),
with particular issues you want to discuss and with questions you want to ask. Remember that
you are seeking guidance, not necessarily solutions.
2. Know what you want from the meeting. For instance, if you are handing in a draft of anything
you’ve written, decide at what level you are seeking feedback. You could specify that you need
feedback on:
• general structure;
• the quality of the evidence you are using;
• the general flow of ideas;
• the appropriateness of writing style;
• the best arrangement of your data in tabular or graphic form.
This won’t guarantee that you will get what you want but it does give your supervisor something to
focus on and is more likely to meet your needs than merely asking ‘What do you think of this?’ or
‘Will you look at my writing?’
3. Ask questions. It is a truism that the better the questions you ask, the better the feedback and
answers you will receive. For example, it is better to ask :
“Do you think the theories of Hamilton and Parker are more appropriate to my work than
those of Taylor and Blake?”,
15
or
“Is this argument on UK productivity still relevant in today’s context?”
rather than
“What theories are there?”
Likewise, if you have a particular problematic area, it is better to propose possible solutions and
ask which is most suitable, rather than merely asking “What do I do now?”
Planning and Recording Progress
You should use an online planning tool, shared with your supervisor, so that your progress is easily
monitored.
Ø Plan ahead the content of your weekly meeting and to record its outcomes
Ø Plan the weeks activities
Ø Record findings, contacts, notes, etc.
Timetabling and Access to Resources
The module is not formally timetabled into any of the Textile labs. If you require access to these, this
should be arranged in conjunction with the lab technician. We have made improvements in the
breadth and quality of our resources, but the total provision is finite and therefore restricted. Technical
support staff generally enjoy working with final year project students and will be as helpful as possible,
but demand means that they may operate a rota system for access to some equipment; all students
are expected to co-operate and accommodate this. You may also wish to consider using equipment
that are more frequently available, or of limiting the number of finished samples that you
make/experiment with.
Consequently, it is in your best interests to make a prompt start to the work. Historically, the main
problems that arise in the module have arisen through students trying to fit the work in at the last
minute.
Collection and Analysis of Data
Marketing, buying and management projects often rely on social research methods to obtain data,
such as questionnaires/surveys, observations, interviews, focus groups and social experiments.
Careful consideration should be given to the design, development and operation of these methods to
minimise bias and enhance the validity and reliability of your data. You should not underestimate the
amount of time it will take to do this – it is no small task – and under no circumstances should you
knock up a quick questionnaire (for example) and make it live. It will most likely yield poor or unusable
results, and you may be likely to damage the reputation of yourself and/or the university.
The purpose of collecting this information is to do something with it (not just describe and present it)
and projects should thus aim to analyse data with inductive and/or deductive methods. Nvivo is a
useful tool for this, details of which can be obtained from the library.
Some projects require the use of the Product Performance/Testing laboratory and technology projects
will, almost certainly, involve laboratory work or the taking of measurements. Statistical analysis and
graphical representation of the results will help to improve the quality of such projects but if you do
use computer software for the statistics make sure you are fully conversant with the significance of
the results. The ultimate aim is to produce a piece of work worthy of an honours degree,
demonstrating the ability to plan and conduct the work and bring it to a successful conclusion. The
intellectual ability of the student should be clearly evident to the reader.
16
Research Ethics
The University has adopted a policy regarding the protection of individuals who are the subjects of
research and this policy applies to student projects. It follows the guidelines of the Helsinki
Declaration of Human Rights to assess all studies that involve human volunteers.
Ethical issues arise when the conduct of a project involves the interests and rights of others. For
instance, the project may impinge on the confidentiality, privacy, convenience, comfort or safety of
others – such threats potentially constitute ethical problems. Full details of this will be provided during
the lecture series, and all students are expected to complete and submit a research ethics form to the
supervisor. The ADH Guidelines for Good Research Practice can be found at
http://www.dmu.ac.uk/research/ethics-and-governance/faculty-specific-procedures/art-design-andhumanities-
ethics-procedures.aspx.
Writing Up and Typing
Your final year project is a major piece of work and you should not underestimate the amount of time,
effort and resources it will require to write it up. Please be aware of the following points.
1. Start writing up during the project itself and do not leaving the bulk of the typing to the end.
For instance, you can probably complete the Introduction and Background Research chapters
early in term 2.
2. Leave as much time as possible for the final writing up stages and proof reading as they often
take longer than anticipated. In the past, some good projects have been spoiled by poor
writing up, inadequate proof-reading and incomplete conclusions, all due to last minute
rushing and this, inevitably, has resulted in a lower mark being awarded than might have
been expected. Your supervisor may be able to help with style and structure but do not
anticipate that they will proof read a whole thesis – this is your task, not theirs. It often helps if
you can get a friend or relative to proof read it. Most staff will be supervising 6 or more
projects and reading them alone is a full week’s work.
3. Allow at least two weeks for all typing corrections and proof reading prior to submission.
4. IT issues.
a. The University has standardised on Microsoft Office365 as the business IT suite of
choice and to this end there are many computers with this installed around the
campus. Additionally, you have access to the full suite for download via MyDMU. You
will not be supported if you choose to use a different word processor.
b. You have to submit a copy of your thesis electronically as an Adobe Acrobat file. The
conversion process from Word to PDF works reliably with Word and Excel files.
c. Your Office365 account gives you 1TByte of online storage and you should make use
of this for your data and document storage. As well as this, ensure that you devise
and operate a good backup regime, remembering that it is your data, not ours or
Microsoft’s. Computers often breakdown – and always at the most inconvenient time!
It is therefore imperative that you backup your data files properly. No allowances for
extensions will be made for lost data.
d. Finally, problems related to typing, computers crashing, compatibility issues, lost and
broken files/USB sticks/laptops, printer problems or any other IT related issues will
not warrant an extension to any submission deadline.
17
Presentation and Style of Thesis
The presentation of the project is just as important as the work itself and sufficient time should be
allocated to the writing-up. Once your course is completed and you have received your degree, the
project will be essential, tangible evidence of your studies and something to show to future employers.
Remember that very few universities request a hardbound dissertation and yours will make you stand
out from the crowd. You will, therefore, want to produce the best possible project using good quality
English.
As the early sections of the thesis are completed in draft form, they should be handed to your
supervisor for checking. The purpose of this is to ensure that you are using appropriate academic
language and conventions, and once you have received feedback, it is expected that you will continue
to do so without further feedback. If issues arise in the early stages of writing-up, they can be
corrected and it should be possible to avoid making the same mistakes again. This saves time in the
long run.
Language
The Tense
Correct English grammar and spelling should be used at all times. You are writing about the project
that you have already conducted and therefore accounts should be written in the past tense, not in
the present or future. Even if the subject is in the present it will be in the past when the project is read.
For example, consider the following sentence.
‘Before processing is commenced, strings must be inserted into both selvedges of each piece
of fabric at 1 metre intervals throughout’.
While this is perfectly acceptable for a set of notes describing a set up procedure, it is not suitable for
a report/thesis as it is in the future tense. Likewise, the information should not be written in note form
such as might be obtained from a laboratory sheet or a manufacturer’s leaflet, which is often in the
present tense. For example:
‘Tie strings in both selvedges at 1 m intervals’.
An appropriate method for writing this could be as follows.
‘Strings were inserted into both selvedges of each piece of fabric at 1 metre intervals
throughout prior to the commencement of processing’.
The Grammatical Person
The thesis should be written in the third person and not the first. This is actually a very simple
concept to grasp – write about the subject and not about you. It may be tempting to write the previous
example as ….
‘I tied strings into both selvedges at 1 metre intervals throughout’.
Although this is written in the past tense, the most important aspect of the sentence is that ‘I’ tied the
strings. As you are the named author, it is naturally assumed that you conducted the work and you do
not need to keep reminding the reader. By concentrating on the subject and not yourself, your writing
will become more lucid and your argument more clearly focussed.
From this, it can be seen that use of ‘the author…’ and ‘the researcher…’ is merely a replacement for
writing ‘I’ and should be avoided at all times.
Spelling and Grammar
The onus of responsibility for using correct spelling and grammar is on yourself and not Microsoft
Office. Therefore, use these Office tools carefully and do not accept every offering that it provides.
While the spell checker (Office usually underlines in red what it considers to be a spelling mistake)
18
Turn off the Word grammar
checker and sign up to
Grammar-Monster.com
can be useful, it is far from infallible. For instance, spell check will rarely fined words witch are miss
used butt spelled rite. Additionally, Office usually defaults to an American dictionary, meaning that
colour is spelled color, fibre is spelled fiber and food is spelled hamburger.
More problematic is the use of the grammar checking tool, which underlines in green that which it
considers to be either a mistake or could be improved upon. It also has a habit of marking
grammatically correct text as poor, often suggesting alternatives that are not only grammatically
incorrect but also substantially inferior in style and substance.
It is amazing to consider that Office finds few (if any) grammatical problems with the following
paragraph.
“Marketing are bad for brand big and small. You Know
What I am Saying? It is no wondering that advertisings
are bad for company in America, Chicago and
Germany. … McDonald’s and Coca Cola are good
brand. … Gates do good marketing job in Microsoft.”
In light of this, you are strongly advised to turn off or ignore any grammar suggestions that Office,
or any other grammar tool, offers. Additionally, you should subscribe to the Grammar Monster mailing
list at www.grammar-monster.com website and you will receive a short weekly email with really good
grammar tips and links to associated explanations. You will not regret it!!
Apostrophy
If there is one aspect of the English language that causes more consternation than any other, it is the
correct use of the apostrophe. Briefly, it is used for contraction/omission, to show possession and for
plurals of letters and numbers.
Indicating contraction/omission. It is used to show the omission in a contracted word. It is
mine may be written as It’s mine, the apostrophe showing that a letter is missing from the word
‘is’. There are many examples, such as can’t (cannot), we’re (we are) and I’ve (I have).
Indicating possessives. The childrens ball went over the fence should be written as The
children’s ball went over the fence, as the ball belongs to the children. Other examples are
Susan’s computer (the computer belonging to Susan), New York’s parks and Natalie’s
dissertation.
Plurals. Used before an ‘s’ to form plural of figures and numbers, such as the 1980’s, binary
consists of 0’s and 1’s, and there are four i’s in Mississippi. Note that it is not used to indicate
plurals in other situations, such as apples and pears.
You can follow this up in more detail in Lynne Truss’s excellent book, Eats, Shoots and Leaves, or
Gyles Brandreth’s new book, Have You Eaten Grandma?
Other notes
(i) Correct abbreviations should be used at all times. If you use many specific abbreviations, it
may prove useful to include a glossary of them.
(ii) Units should be expressed according to the SI system (Appendix F – SI Units).
Word Count
The main body of the thesis (the chapters) should normally contain 12-15,000 (or 9-12,000 or 6-
9,000) words, excluding numeric tables and data. This may initially sound a lot, but as you begin to
write up your thesis, you will realise that it will be an exercise in brevity rather than verbosity. There
are many good reasons for limiting the word count, including:-
• It is good academic practise to write in a style that is concise and to the point rather than
excessively wordy.
19
• It is good research practise to be very selective in which research work you include in any
written work (especially true of secondary research, but also primary work), instead of merely
including everything that you find.
• It forces you to revisit your writing in order to improve it.
• There are academic guidelines concerning word count.
Clearly, the first three issues are key and consequently a penalty of 10% reduction in final thesis mark
will be applied if over the word limit. For every additional 1000 words over the limit, a further 10%
reduction will be applied. Just to clarify this, anything over the word limit will warrant a penalty.
There are circumstances, however, where a student has justifiable reasons for requiring an extension
to the word count and if you find yourself in this situation, you MUST come and talk to the module
leader ASAP to negotiate it. Extensions are sometimes granted, but only after other options have
been exhausted.
Layout and order of sections
The exact layout of the chapters in each thesis will depend on the choice of topic and should be
discussed with your supervisor before the writing-up is commenced. In general, between 5 and 7
chapters are adequate, although you are advised to look critically at previous dissertations. The layout
of the thesis should follow the format shown below.
Title page
Abstract
Acknowledgements
Contents
Chapter 1. Introduction, Aim and Objectives, Subject History
Chapter 2. Previous and Current Work
Chapter 3. Special Requirements and Design of Appropriate Tests
Chapter 4. Primary Research
Chapter 5. Discussion and Analysis of the Results
Chapter 6. Conclusions and Suggestions for Further Work
References
Appendices
The layout and purpose of each section is described below.
Title page
The title page gives the reader a snapshot view of the thesis. It tells them what it is about (title), who
wrote it (your name), the area of study (course name and supervisor) and where the work was
undertaken. An example title page is given in Appendix D – Sample Title PageX and this layout should
be adhered to. Do not put a page number on the Title page.
Abstract
This should be a concise statement of the outline of the work and the major conclusions reached. It
should be around 300 words (about a single side) and although it is the first thing in the dissertation, it
should be the last page actually written. It should be written in the present tense, describing the
dissertation. Do not put a page number on the Abstract.
Acknowledgements
The supervisor and any person or company that has helped with the work should be given a word of
thanks. Do not put a page number on the Acknowledgements.
Contents
This contains a listing of all headings (including sub-headings) from Chapter 1 to the end of the
dissertation, with associated page numbers. It should then show List of Tables, List of Figures and
20
List of Equations, if appropriate. Detail each appendix individually rather than merely putting
“Appendices”.
These pages should be numbered using Roman Numerals (i, ii, iii, etc).
Chapters
These detail the work that you have undertaken for the project. Chapter 1 (the Introduction) will
comprise a brief account of previous work in the chosen field (where appropriate) or the source of
inspiration for the choice of the work. It will tend to include a justification for the study, the aim and
objectives and will outline the plan of work to be followed. Everything from Chapter 1 onwards should
be numbered sequentially.
The nature of succeeding chapters will depend upon the nature of the work but you should aim for 5
or 6 further chapters. They will be selected so that a reader of the final project may follow the course
of the work in a logical order. You should seek feedback on your choice of chapter contents and titles
from your supervisor. It is often convenient to sectionalise chapters, in which case it is best to number
the sections in a decimal fashion as shown below. It is unlikely that you will need to create
subsections more than 3 deep. For instance,
Chapter 1 Introduction
1.1 Preamble
1.2 Aim
1.3 Objectives of the work
1.4 Review of previous work
1.4.1 Other research in the area
1.4.2 Previous research outcomes
1.5 Plan of work
Tables, diagrams, graphs, equations and photographs
In many cases much writing can be saved by the inclusion of information in the form of tables, figures
and graphs. In projects where experimental work or questionnaires yield results, a summary of the
results may be included in the appropriate chapter but the raw results and any associated calculations
should be included in an Appendix. All such tables and figures must be titled, numbered and referred
to from the preceding text. For example, “Table 6.3 shows” or “as shown in table 6.3” are both
acceptable methods of referencing your table.
The numbering convention is straightforward – they are numbered sequentially within a chapter,
where the number before the decimal point is the chapter number and the number after it increments
sequentially. Therefore, Chapter 1 may contain Tables 1.1, 1.2, 1.3, Figures 1.1, 1.2 and Graphs 1.1,
1.2, 1.3, whilst Chapter 4 may contain Tables 4.1, 4.2 and 4.3.
If a figure or table used is not your own work then its source must be referenced along with the title.
Appendices
An appendix is used to present large quantities of information that would otherwise interrupt the flow
of the text. Typical uses are for presenting multiple pages of results from an experiment, or the
contents of a 5 page questionnaire. Copies of existing information (eg, British Standards, whole
websites) should not normally be presented here as they can be referenced. The Appendices should
be lettered sequentially as Appendix A, B, C etc. Use appendices with care and question whether the
information in an appendix really needs to be there to support the integrity of the thesis.
21
Referencing and citations
Your work will reference previous work undertaken in your field of research. Whenever you wish to
include a statement or some information provided by someone other than yourself, a citation and the
reference must be included. This information may be facts or opinions obtained from a wide range of
sources, such as other publications, public lectures or seminars or by personal contact with a third
person. There are many methods for implementing this and you are to adhere to the Harvard System.
You can and should use other people’s work, either by quoting it directly, by summarising it or by
drawing on it for information. When doing so, you must include the source of your information. There
are many reasons for this, including:-
• Demonstrating the breadth of your research.
• You inherit the credibility of the author and/or the publication.
o For instance, if discussing the forthcoming Olympics, citing Lord Coe has
considerably more impact than citing your mate Steve from the local pub.
o Likewise, citing research from Mintel has considerably more impact than citing an
article from Heat magazine.
• It allows readers to follow up areas that are interesting to them personally.
• It minimises the risk of you being accused of plagiarism.
Harvard Reference System
Referencing is essentially very straightforward and involves 2 parts: the citation and the reference.
• The citation is placed in your text and it shows who said it and when it was said.
o For example, Jones (1992) has provided the evidence that these figures are
incorrect.
o This could also be written as Evidence suggests that these figures are incorrect
(Jones, 1992).
• The reference is placed in the References section at the back of the dissertation and gives
full details of where the source can be located.
o Using the same example, the full reference could be:-
§ Jones, R. (1992). Problems in Textile Manufacturing Automation, Textile
Research Journal, August, vol 13, number 5.
It is most important that each citation in the text can be directly tied to a reference in the References
section. To help the reader find the full reference, all references should be listed in alphabetical order,
ordered by surname.
Any picture or table which is not your own (eg, taken from a book) must be referenced immediately
underneath it.
There are many different information sources, ranging from books and journals to online databases
and the internet. Each needs referencing according to its source and the DMU Self Study Guide ‘The
Harvard System of Referencing’ (http://www.library.dmu.ac.uk/Images/Selfstudy/Harvard.pdf)
provides details of how to do so correctly.
Word also provides a method of maintaining your sources and creating the citations and references
automatically. Although it does not contain the Harvard method, the APA style is suitably close. An
excellent guide to this can be found at http://prezi.com/rafab8qmng_d/harvard-referencing-withmicrosoft-
word-20072010/.
Page Layout
The dissertation should be laid out for single sided A4 paper using 1½ line spacing. Ensure that you
use a good quality printer if you are printing it.
22
To facilitate binding, the following margins should be used:
left hand (binding) side 38mm (1.5 in)
right hand side 25mm (1.0 in)
page top 32 mm (1.25 in)
page bottom 32 mm (1.25 in)
Please ensure that you observe these margins. Remember that all pages from the Introduction
onwards should be numbered consecutively.
Fonts
All text (apart from that in tables) should be Arial font size 12.
Confidentiality
Occasionally, a project carried out with the help of or on behalf of a company may contain sensitive
material. Notwithstanding the copyright statement, special arrangements can be made for these
projects to allow a company to support a student with full confidentiality. Although it is usual for the
copy of the Project to be made available for reference immediately after assessment, it is possible
under these circumstances for it to be withheld for a limited period. The Module Leader is prepared to
give written guarantees to companies concerning this confidentiality. It will still be necessary for the
Project to be seen by the appropriate external examiner for final marking.
Binding and Presentation
You may wish to produce your own hardbound copy, the details of which are shown here. Note that it
is not compulsory for you to do so. Where students have received sponsorship or a great deal of
assistance from a company, they may wish to consider giving them a copy also.
Hardbound
Dissertations should be bound in the standard red one-piece Buckram cloth covering. This can be
carried out by many commercial organisations in and around Leicester or available online, though
students in the past have found it convenient to use the services the following:
Hollingworth & Moss
Online service for printing and binding.
Students have used this in the past and have
been pleased with the service.

Please DO NOT use John E Wright for your binding – their covers are of inferior quality and do not
last well. There are half a dozen other bookbinders in the area all locatable via the Yellow Pages. If
you turn to one of these it might be advisable to show them a previous thesis to make sure the
general format and colour are correct. Whoever you choose to use, make sure that you contact them
at least two weeks prior to submission in advance to book in your request. If you present the binders
with your work the day before it is due in, they will charge you much more or may not be able to do it
in time. Also, ensure that the binding is a one piece cover, not the three piece style that some binders
(eg, John E Wright, DMU student shop) use.
Our requirements for the binding are straightforward and you should make the binders aware of
these.
• The cover must be RED.
23
• On the front, in gold block capital lettering, there should be the title of the work (reduced to
around 6 words) and the name of the student. A longer, more descriptive title may be used on
the inside title page if desired.
• The spine should have the name of the candidate at the top, the letters BA (Hons) in the
centre and the year of submission at the bottom, again all in block capital gold letters. An
example is shown below. This is referred to as Down The Spine (as opposed to Up The
Spine) and is readable when the thesis is placed flat with the front cover face upwards.
Other Content
If you wish to include photographs or place samples within the thesis, it may be helpful to include a
thin strip of cardboard at the binding edge the full length of the page. This prevents the project gaping
open when bound. Seek advice from your binder on such matters.
If you need to submit a large number of bulky diagrams or fabric/garment samples, these should be
included in a separate folder and submitted with the dissertation.
Hardbound thesis
24
And Finally ….
… enjoy! We look forward to reading your dissertation!
25
Appendix A – Autumn Project
Background
The planning of your final year project is a major key step in its success and writing your proposal
prior to returning for the final year will help you to start your research as early as possible in term 1.
Your proposal is the vehicle to focus your mind and your project.
In writing this, you need to have a clear understanding of what you are trying to achieve (the AIM), the
goals/milestones needed along the way to obtain it (the OBJECTIVES), how you intend to achieve it
(the WORK PLAN), what you intend to do that has not been done before (the ORIGINALITY) and
what you expect to accomplish (the OUTCOMES).
Task
You are to write your project proposal detailing the aim and objectives, the proposed work plan, and
the results of your preliminary background research. Bear in mind that you need to select a project
topic that will sustain your interest, as you will be working on it for over 20 weeks!
To support you in the development of your project idea and plan, you should try to develop around 3
unique project ideas in this format – this will help to clarify your ideas and you may also find that ideas
from one project will translate well into another project. Remember though that you only need to
submit ONE of these, your preferred option, at the start of term.
Plan
Your plan should comprise the following.
1. The aim and objectives (100-200 words).
o Aim. There should be a single aim written as a single sentence statement of what you
want to achieve (ie, the purpose of the project).
§ A good example of this is ‘to use contemporary yarns to develop new fabrics using
the traditional colour and weave process.’ This is concise and the purpose is clear.
§ A poor example of this is ‘to analyse Next Retail and compare its standard of quality
in clothing in relation to price, and to compare rival retail outlets, and to gauge
customer perception of quality within the range’. This is not concise; the main aim is
unclear and there are separate and (potentially) unrelated aims within it.
o Objectives. These are intermediate goals that are to be achieved along the way. You may
have around 5 or 6 objectives and they are useful targets against which performance and
progress can be measured during the project.
§ A good example of an objective is ‘to establish consumer awareness of altered-reality
technologies’. From this, methods can be designed that will enable the researcher to
measure how much consumers are aware of these technologies. Useful adjectives to
define an objective are identify, compare, describe, establish.
§ A poor example of an objective is ‘to undertake a questionnaire to find out whether
consumers support ethical trading’. This is a rather naïve and vague objective. It
focuses on undertaking the questionnaire rather than what the study is trying to
establish, and it is likely that all respondents will claim to support ethical trading
anyway, rendering the results moot. Poor phrases to define an objective are to
research, to investigate, to find out, to gain understanding.
2. Your work plan and a statement of the originality of your work (250 words).
26
o Work plan. This requires that you consider how you are to approach the research,
what data you will need to collect and what methods you will use to obtain and
analyse this data. This is essentially identifying and developing the research methods
for your own primary research and will be the subject of much of the lectures
associated with this module.
3. Results of a preliminary background/literature search (500-1000 words).
o This is establishing the context of the secondary research, the summary results of
your initial investigation into the subject area and should be fully referenced using the
Harvard System. A comprehensive literature search will come later in the project and
is an essential part of any research undertaking, and this brief literature search will
help you in that. You may wish to use the guides listed below to help you in this task.
Support
To assist you in writing these 3 aspects, it is recommended that you:-
• Read many of the past dissertations on Blackboard. These can be found on BlackBoard
under Past Dissertations in the Fashion Buying programme shell. Read a wide range of
topics, not merely those relating directly to your subject specialism or what you are planning
to do. Practice criticising them objectively, particularly their aim and objectives. As you do
this, you will begin to learn to identify what is good practice and what is not. Like many other
aspects, this will be developed further during the lecture series.
• Read widely on the subject of Research Methods. There are numerous books covering this
subject from many different angles, including design, sociology and scientific. The lecture
programme for this module will develop this topic in some detail, but it is beneficial for you to
start your study early. There are also some very good online resources, such as the
Research Methods Handbook produced by the Centre for Local Economic Strategies at
http://www.cles.org.uk/wp-content/uploads/2011/01/Research-Methods-Handbook.pdf and
the Research Methods Knowledge Base at http://www.socialresearchmethods.net/kb/.
• Make use of the excellent Manchester Academic Phrasebank at
http://www.phrasebank.manchester.ac.uk. This gives you many good examples of how to use
academic phrases to convey your argument and thinking in specific situations.
You may also wish to discuss your ideas with various members of staff, who will be happy to give you
feedback on your ideas. I will always reply with comments on your proposals too. Based on this
proposal, the programme team will allocate you to a supervisor during the first week of term 2.
Note that this project proposal is not assessed. Bring a printed copy of this with you to the first
seminar session on week 10. This does not need to be submitted to Turnitin and it will not be marked.
27
Appendix B – Full Project Plan
Background
Planning is a key element of good research practice and needs to be done in a very formal and
comprehensive manner. Planning helps to formulate a project from of a collection of thoughts,
anticipate potential problems and continuously focus the project towards its aim. To do this requires a
clear understanding of:
• what the project is trying to achieve (the AIM);
• what needs to be done to achieve it (the OBJECTIVES);
• how the objectives should be tackled (the METHODOLOGY);
• anticipated outcomes that demonstrate the aim has been achieved (the RESULTS);
• the originality of the work (what will be done/achieved that is new/improved on what has gone
before).
You should consider planning as designing in success rather than merely keeping failure at bay. Also
remember that in the light of new information that you uncover, you may find your original ideas and
concepts challenged, which may necessitate reconfiguring your work plan. This is good and should be
seen as a positive step, as Dwight Eisenhower (former US president and Supreme Commander of
Allied Forces during WW2) once noted,
“In preparing for battle I have always found that plans are useless, but
planning is indispensable”.
Task
You are to produce a full project plan, which should be around 4 pages. Your plan should consider all
the elements described above, along with:
A justification for the project, showing its context
A work plan in the form of a Gantt chart
A statement of who will find the work useful.
Whilst it is recognised that this may not reflect precisely your final decisions on these topics, it is
essential that you use any feedback and the weekly tutorial help to focus your ideas and develop the
skills needed for good research in your chosen area.
Marking Criteria
Clarity and appropriateness of the aim 30%
Clarity, completeness and suitability of the objectives in meeting the aim 40%
Consideration of appropriate methods for data collection and analysis 30%
Submission Details
Week 11
Friday 13th December 2019.
Submission will be via Turnitin on Blackboard only.
28
Appendix C – Literature Critique
Brief
Every piece of research begins with establishing the current state of knowledge and debate in the
field. This allows you to (a) establish the breadth of knowledge, (b) identify the main debate topics, (c)
highlight any gaps or problems in the knowledge, and (d) develop your understanding of both the
minutia and the bigger picture and context. It will enable you to describe your own research in the
context of what already exists. Clearly, this takes considerable time and effort and you should not
underestimate the task.
Task
You are to select 6 key texts on the main topic area of your project,
You should use Mendeley to organise your sources, create notes and begin the critical analysis. This
should be submitted as an appendix in your final report.
Notes
NOT FINISHED YET
Marking Criteria
Use of Mendeley 30%
Clarity and coherence of argument 55%
Report writing skills (presentation, referencing and citation, ability to sustain an argument, etc)
15%
Submission Details
Week 19
Friday 7th February 2020.
Submission will be via Turnitin on Blackboard.
29
Appendix D – Sample Title Page
(INSERT YOUR TITLE HERE IN BLOCK CAPITALS)
An Account of the Project Work Carried Out for the Degree of
BA (Hons) Fashion Buying with Marketing
Under the supervision of
(Insert the name and qualifications of supervisor here)
__________________________
By
(Insert your name here)
__________________________
School of Fashion & Textiles
De Montfort University, Leicester
May, 2020
Copyright De Montfort University 2020
NB.
Put no page number on this page
Fill in appropriate personal details
30
Appendix E – School Staff Details
Staff member and
location
Interests and research
Dr. Mark Bradshaw
VP3-21
Research, IT, engineering, technical textiles, smart/future textiles,
sustainability
Julia Ling
VP4-73
Buying, merchandising, sourcing & product development, supply chain
management
Helen Burbidge
VP5-23
Pattern cutting, fashion technology, garment fit
Pippa Clarkson
VP4-73
Buying, marketing, merchandising
Fiona Bailey
VP4-73
Fashion business, entrepreneurship, buying, product development
Kaye Herriott
VP4-73
Marketing, fashion business
Prof. Jinsong Shen
VP5-23
Textile chemistry, natural fibres, textile colouration and finishing,
smart/future textiles
Dr. Edward Smith
VP5-23
Textile chemistry, dyeing and finishing, textile testing, sustainability,
smart/future textiles
Dr. Angela Davis
VP3-21
Garment and textile technology, performance and specifications, technical
clothing and materials, sustainability, smart/future textiles
Siobhan Merrall
VP4-73
Merchandising, fashion, business
Dr. Claire Orwin Buying, sourcing, supply chain, ethics, marketing
Professor Carolyn
Hardaker
Technology, fashion business, CAD
31
Appendix F – SI Units
It is important in your discipline to specify and use correct units at all times and you are expected to
do so in your dissertation. The creation of the decimal Metric System at the time of the French
Revolution, and the subsequent deposition of two platinum standards representing the metre and the
kilogram on 22 June 1799 in the Archives de la République in Paris, can be seen as the first step in
the development of the present International System of Units. Whilst the definition of the metre and
the kilogram has subsequently changed, these two platinum standards are of such importance that
they still exist.
The SI (Systeme International) now 7 define base units, with all other units of measurement being
derived units from these. They are Length (metre), Mass (kilogram), Time (second), Electric Current
(ampere), Thermodynamic Temperature (Kelvin), amount of Substance (mole) and Luminous
Intensity (candela). Some excellent websites describing these and all other combinational or derived
units are:-
Hhttp://physics.nist.gov/cuu/Units/U This is the Daddy of all references!
http://www.abdn.ac.uk/sms/ugradteaching/guidetosiunits.shtml A very useful and easy to read
alternative guide.
As a summary, you may find the following useful.
SI Unit
Measure Base or
Derived
Unit name Multiples or Alternatives
Length Base Metre (m) Millimetre (mm)
Kilometre (km)
Mass Base Kilogram (kg) Gram (g)
Time Base Second (s) Minute (min)
Hour (h)
Temperature Base Kelvin (K) 0 Celsius (oC) = 273.16K
Density Derived Kilogram per cubic
metre (kg/m3)
Linear Density (Count) Derived Tex, grams per 1000m deciTex (dTex)
Frequency Derived Hertz (Hz), cycles per
second
kilohertz (kHz)
Force Derived Newton (N)
Area Compound Square metre (m2) Square millimetre (mm2)
Volume Compound Cubic metre (m3) 1 Litre (l) =0.001m3
32
Appendix G – Assessment Criteria and
Procedure
Project work will be assessed against the specified criteria. Aspects that will be examined will include
the method, suitability and conduct of the work undertaken, the depth of research and critical thinking,
significance and quality of the analysis and conclusions, the demonstration of creativity, the use of
previous knowledge and skills, together with the overall quality of the language and presentation
materials. The work will thus be the vehicle for demonstrating true honours degree ability. In light of
this, you are strongly advised to become familiar with the University Grading Criteria as shown below
(highlights added), as found in the DMU Handbook & Regulations for Undergraduate Awards booklet.
Mark
Range Criterion
90 – 100 Fulfils all the assessment criteria for the component at an exceptional level
Displays exceptional degree of originality and/or creativity.
Exceptional analytical, problem-solving and/or creative skills.
No fault can be found with the work other than very minor errors, omissions or
limitations.
80 – 89 Fulfils all the assessment criteria for the component at an outstanding level.
Displays high degree of originality and/or creativity.
Work of outstanding quality, evidenced by an ability to engage critically, analytically
and creatively.
Exhibits independent lines of argument and/or practice.
Demonstrates extremely wide and relevant contextual understanding.
70 – 79
This is
first class
honours
level
(1st)
Fulfils all the assessment criteria for the component at an authoritative level.
Extremely well developed work showing a clear and authoritative understanding of
the subject through its practice, interpretation or application.
Demonstrates significant originality, creativity and/or insight.
Significant evidence of ability to sustain an argument and/or concept, to think
analytically, critically and/or creatively.
Evidence of extensive study and appropriate contextual understanding and where
applicable draws on an appropriate range of properly reference sources.
Achieves an excellent standard of technical accomplishment.
60 – 69
This is
upper
second
class
honours
level
(2-1)
Fulfils the assessment criteria for the component thoroughly.
Demonstrates a thorough grasp of relevant theory, concepts, principles, methods and
practices.
Clear evidence of concept development and critical judgement in making,
selecting, ordering, analysing and presenting.
Demonstrates ability to synthesise material, to construct responses and demonstrate
creative skills which reveal insight and may offer originality.
Shows evidence of appropriate contextual understanding, and where applicable,
draws on an appropriate range of properly referenced sources.
Demonstrates and good standard of technical accomplishment.
33
Mark
Range Criterion
50 – 59
This is
lower
second
class
honours
level
(2-2)
Fulfils assessment criteria for the component effectively.
Demonstrates evidence of an effective grasp of relevant material, principles, key
concepts and practices.
An ability to develop and progress a concept/argument and develop reflective
practices.
Demonstrates an appropriate degree of creativity, conceptual ability, critical analysis
and insight.
Accurate, clearly written/presented and adheres to the referencing conventions
appropriate to the subject and/or task.
Contextual understanding is evident.
Some limitations in the attainment of technical skills.
40 – 49
This is
third
class
honours
level
(3)
Fulfils the assessment criteria for the component at a basic level.
A response demonstrating an understanding of basic points and principles sufficient
to show that some of the learning outcomes/assessment criteria have been achieved at
a basic level.
Suitably organised concepts and/or work demonstrating a reasonable level of
understanding
Covers the basic subject matter and is appropriately presented but is clearly
derivative and insufficiently analytical.
Demonstrates limited conceptual ability, levels of evaluation and creative skills.
Demonstrates adherence to the referencing conventions appropriate to the subject
and/or task.
Limitations in technical skills.
30 – 39
Fail
Overall insufficient response to the assessment criteria.
A weak response, which, while addressing some elements of the task, contains
significant gaps, inaccuracies or deficiencies.
Shows only weakly developed elements of understanding and/or other skills
appropriate to the task.
May contain significant weaknesses in presentation.
20 – 29 Overall insufficient response to the assessment criteria.
A poor response, which falls substantially short of achieving the learning
outcomes.
Demonstrates little knowledge and/or other skills appropriate to the task
Little evidence of argument and/or coherent use of material
10 – 19 Overall insufficient response to the assessment criteria.
A very poor response demonstrating few relevant facts
Displays only isolated or no knowledge and/or other skills appropriate to the task.
Little adherence to the task
0 – 9 Overall insufficient response to the assessment criteria.
Displays virtually no knowledge and/or other skills appropriate to the task.
Work is inappropriate to assessment task given
34
Appendix H – Warning, It’s The
Internet!
Here is an extract taken from an article entitled Evaluating Web Pages: Techniques to Apply &
Questions to Ask on the University of Berkeley Library website (URL –
HUhttp://www.lib.berkeley.edu/TeachingLib/Guides/Internet/Evaluate.htmlUH, accessed July 2007). The
highlights have been added.
“The World Wide Web can be a great place to accomplish research on many topics. But
putting documents or pages on the web is easy, cheap or free, unregulated, and
unmonitored. There is a famous Steiner cartoon published in the New Yorker, July 5,
1993 (see below) with two dogs sitting before a terminal looking at a computer screen;
one says to the other “On the Internet, nobody knows you’re a dog.” The great wealth
that the Internet has brought to so much of society is the ability for people to express
themselves, find one another, exchange ideas, discover possible peers worldwide they
never would have otherwise met, and, through hypertext links in web pages, suggest so
many other people’s ideas and personalities to anyone who comes and clicks. There are
some real “dogs” out there, but there’s also great treasure.
Therein lies the rationale for evaluating carefully whatever you find on the Web. The
burden is on you – the reader – to establish the validity, authorship, timeliness, and
integrity of what you find. Documents can easily be copied and falsified or copied with
omissions and errors — intentional or accidental. In the general World Wide Web there
are no editors (unlike most print publications) to proofread and “send it back” or “reject it”
until it meets the standards of a publishing house’s reputation. Most pages found in
general search engines for the web are self-published or published by businesses small
and large with motives to get you to buy something or believe a point of view. Even within
university and library web sites, there can be many pages that the institution does not try
to oversee. The web needs to be free like that!! And you, if you want to use it for
serious research, need to
cultivate the habit of
healthy scepticism, of
questioning everything you
find with critical thinking.”
Steiners original artwork.
(Taken from the School of
Journalism and Mass
Communication department
website, University of North
Carolina,
HUhttp://www.unc.edu/depts/jomc/aca
demics/dri/idog.htmlUH, accessed July
2007)
35
Appendix I – Further Reading
There is a large amount of readily available information to help you with both your research methods
assignments and your dissertation. This is just a small sample and you should consider it a starting
point.
Essential Reading Material
These materials are to be considered an absolute bare minimum of reading.
These is an excellent set of study skills resources on the DMU library website, including such topics
as How To Undertake A Literature Search, The Harvard System Of Referencing and How To find
Journals. There is also a writing quiz that you may find very useful!
http://www.library.dmu.ac.uk/Support/Guides/index.php?page=359
Cottrell, S. (2011). Critical Thinking Skills, 2nd edition, Basingstoke: Palgrave Macmillan
Williams, K. (2009). Getting Critical, Basingstoke: Palgrave MacMillan
Graziano, A.M. and Raulin, M.L. (2004). Research Methods – a process of enquiry, 5th edition,
Allyn and Bacon
Recommended Further Reading Material
Research Methods Guides
Dawson, C. (2009). Introduction to Research Methods, 4th ed. Oxford: How To Books Ltd.
Eriksson, P. and Kovalainen, A. (2008). Qualitative Methods in Business Research, London:Sage
Publications
Field, A. and Hole, G. (2003). How to Design and Report Experiments, London: Sage Publications
Gillham, B. (2000). Case Study Research Methods, London: Continuum.
Huff, D. (1991). How to Lie with Statistics, Middlesex: Penguin
Saunders, M., Lewis, P. Thornhill, A. (2003). Research methods for business students, 3rd edition,
Harlow : Financial Times Prentice Hall. DMU library shelfmark – 658.0072/SAU
Silverman, D. (2004). Qualitative Research – Theory, Method and Practice, 2nd ed. London: Sage
Publications.
Swetnam, D. (2000). Writing your dissertation : how to plan, prepare and present successful
work, 3rd edition, Oxford.
Walliman, N. (2004). Your undergraduate Dissertation, London: Sage Publications
Walliman, N. (2006). Social Research Methods, London: Sage Publications
HUhttp://www.socialresearchmethods.net/kb/U
Also known as the Research Methods Knowledge Base, an excellent resource.
Hhttp://www.experiment-resources.com/
Another excellent online resource for experimental procedures.
36
Study and Language Guides
Barrass, R. (2002). Scientists Must Write: a guide to better writing for scientists, engineers and
students, 2nd edition, London: Routledge
Copus, J. (2009). Brilliant Writing Tips for Students, Basingstoke: Palgrave MacMillan
Statistics Guides
Wood, M. (2003). Making Sense of Statistics, New York: Palgrave Macmillan.
An excellent book on statistical concepts – it is statistics without numbers.
Anderson, D., Sweeney, D. and Williams, T. (1994). Introduction to Statistics: Concepts and
Applications, 3rd edition, St. Pauls: West Publishing Company
Moore, D. And Notz, W. (2006). Statistics: Concepts and Controversies, 6th edition, New York:
W.H. Freeman
HUhttp://www.seeingstatistics.com/
A very good, interactive statistics resource.
HUhttp://davidmlane.com/hyperstat/index.html
HUhttp://www2.sjsu.edu/faculty/gerstman/StatPrimer/
HUhttp://library.thinkquest.org/10030/statcon.htm
HUhttp://www.xycoon.com/index.htm
HUhttp://www.tufts.edu/%7Egdallal/LHSP.HTMU
Excel Guides and Tips
HUhttp://www.functionx.com/excel/index.htm
Chandoo.org
MrExcel.com
Evaluating Web Pages
http://www.library.dmu.ac.uk/Images/Selfstudy/ISEMLeaflet.pdf
DMU guide to information evaluation
HUhttp://www.lib.berkeley.edu/TeachingLib/Guides/Internet/Evaluate.htmlU
Techniques to Apply & Questions to Ask
37
Visualising Data

Max Galpa, very interesting ideas
http://www.davidmccandless.com
You absolutely, definitely NEED to see this
…. And this is the website of his book
http://www.informationisbeautiful.net
Hans Rosling is an expert on data visualations. Here are some of his TED sessions
https://www.ted.com/playlists/474/the_best_hans_rosling_talks_yo
Others
Byrson, B. (2003). A Short History of Nearly Everything, London: Doubleday Transworld
38
Appendix J – Assessment: Difference
Between Formative And Summative
Difference 1 – Timing. Formative assessment is
an ongoing activity where the evaluation takes
place during the learning process, maybe not just
one time, but often. A summative evaluation
takes place after it, often after a project or
module completion.
Difference 2 – Purpose. Formative assessments
help to monitor the student learning process.
Summative assessments assign gradings
reflecting whether (or to what extent) the student
achieved the learning goal.
Difference 3 – Outcome. Formative assessment
aims to improve student learning through
meaningful feedback. Summative assessment
provides an evaluation of student achievements.
Difference 4 – Scale. Formative assessment is
often based around small content areas, such as
an initial project plan, a specific tutorial meeting.
Summative assessment usually relates to the
completed project, such as a dissertation.
Taken from:
https://www.bookwidgets.com/blog/2017/04/thedifferences-
between-formative-and-summativeassessment-
infographic
39
Appendix K – What Does It Mean:
Good Research
40
Appendix L – What Does It Mean:
Poor Research