Monthly Archives: October 2019

Training programs should be hands-on and use the scientific method

The current education and training programs (first aid, fire warden, online systems) in universities just take the form of people sitting in a room passively watching a video or listening to a talk. A better way would be to interactively involve the trainees, because active learning makes people understand faster and remember longer. Hands-on exercises in first aid or firefighting are also more interesting and useful.

At a minimum, the knowledge of the trainees should be tested, in as realistic a way as possible (using hands-on practical exercises). The test should use the scientific method to avoid bias: the examiner should be unconnected to the training provider. The trainer should not know the specific questions of the exam in advance (to prevent “teaching to the test”), only the general required knowledge. Such independent examination permits assessing the quality of the training in addition to the knowledge of the trainees. Double-blind testing is easiest if the goal of the training (the knowledge hoped for) is well defined (procedures, checklists, facts, mathematical solutions).

One problem is how to motivate the trainees to make an effort in the test. For example, in university lectures and tutorials, students do not try to solve the exercises, despite this being a requirement. Instead, they wait for the answers to be posted. One way to incentivise effort is to create competition by publicly revealing the test results.

Directing help-seekers to resources is playing hot potato

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In several mental health first aid guidelines, one of the steps is to direct the help-seeker to resources (suggest asking friends, family, professionals for help, reading materials on how to cope with the mental condition). This can provide an excuse to play hot potato: send the help-seeker to someone else instead of providing help. For example, the therapist or counsellor suggests seeing a doctor and obtaining a prescription, and the doctor recommends meeting a therapist instead.

The hot potato game is neither limited to sufferers of mental health issues, nor to doctors and counsellors. It is very common in universities: many people „raise awareness”, „coordinate” the work of others or „mentor” them, „manage change”, „are on the team or committee”, „create an action plan” (or strategy, policy or procedure), „start a conversation” about an issue or „call attention” to it, instead of actually doing useful work. One example is extolling the virtues of recycling, as opposed to physically moving recyclable items from the garbage bin to the recycling bin, and non-recyclable waste in the other direction. Another example is calling attention to mental health, instead of volunteering to visit the mentally ill at home and help them with tasks. Talking about supporting and mentoring early career academics, as opposed to donating part of one’s salary to create a new postdoc position, thereby putting one’s money where one’s mouth is.

All the seeming-work activities mentioned above allow avoiding actual work and padding one’s CV. Claiming to manage and coordinate other people additionally helps with empire-building – hiring more subordinates to whom one’s own work can be outsourced.

To motivate people to do useful work, as opposed to coordinating or managing, the desirable outcomes of the work should be clearly defined, measured, and incentivised. Mere discussions, committee meetings and action plans should attract no rewards, rather the reverse, because these waste other people’s time. More generally, using more inputs for the same output should be penalised, for example for academics, receiving more grant money should count negatively for promotions, given the same patent and publication output.

One way to measure the usefulness of someone’s activity is to use the revealed preference of colleagues (https://sanderheinsalu.com/ajaveeb/?p=1093). Some management and coordination is beneficial, but universities tend to overdo it, so it has negative value added.

Dark-coloured buildings and cars are silly

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Many buildings in Australia, especially new developments, are black, dark grey or brown, or at least the roof is. Many cars are black (other dark colours are less prevalent). The dark colouring increases both cooling and heating costs, because it absorbs and emits solar and infrared radiation faster. In addition, the dark buildings are depressing and ugly. Dark-coloured cars are more difficult to notice, especially in low-visibility conditions, thus have more accidents. White or yellow vehicles are the safest (Lardelli-Claret et al. 2002, Solomon and King 1995).

For cars, the choice of black colour is probably caused by the owner’s desire to seem wealthy by making the car look expensive – limousines in films and popular culture are often black. For buildings, the association in people’s minds between colour and price is weak. If anything, light-coloured houses, reminiscent of Mediterranean villas and the White House, may slightly raise the owner’s status. The reason for dark-coloured roofs may be the cost – tar paper is a cheap material, easy to install. Windows may appear dark due to the one-way glass used. However, for walls, the cheapest material is usually bare concrete, as shown by its choice for purely functional structures (warehouses, barriers, piers, military buildings). For private dwellings, wood or brick may be the cheapest. Neither concrete, wood nor brick is particularly dark in colour, so the choice to build black or brown houses is puzzling. Maybe it is an architectural fad – fashions often trump practicality.