Ravalier PhD Theis.pdf - Anglia Ruskin Research Online

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also bringing in other members of the group. Also, the researcher can select a moderator who is not only
intimately familiar with the research goals but who is also knowledgeable regarding the need to take an objective,
yet empathic, stance (Krueger, 1998). Additionally, conformity effects can be reduced by asking participants to
specify how their views differ from those expressed by others throughout the session (Vogt, King & King, 2004).
Finally, setting ‘ground rules’ at the start of the group process can help individuals distinguish between acceptable
and unacceptable behaviours. Indeed Jermaine Ravalier utilised his years of teaching experience combined with
wide reading around the subject of facilitation to effectively smooth the progress of the focus group, ensuring that
all participants were able to contribute equally without domination by any individual. Also job roles were never
revealed in the focus groups, so it was unclear to the researchers and (as far as possible) participants whether or
not management were taking part in the work.
So important can focus groups be to the successful outcome of certain types of research, upon release of the
Management Standards Indicator Tool User Manual (Health and Safety Executive, 2004) the Health and Safety
Executive suggest that they should be used to explore any issues raised from the results of MSIT outcomes. The
authors suggest that while the use of MSIT outcomes alone would be sufficient for identifying good parts and
practices within a participating organisation, as well as areas that require improvement, the results alone only
provide an indication as to how an organisation is performing in managing work-related stress. Therefore the use
of focus groups would help employees and management to discuss MSIT outcomes and "explore any issues raised
in more detail" (HSE, 2004, pp. 4).
It is the contention of the presented research however that the use of focus groups alone may be as limiting
as the use of MSIT results alone in the discussion of methods used to improve upon workplace stress. This may be