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Last updated on 2024年7月26日

Lab staff members are at odds over credit for research projects. How can you facilitate a resolution?

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Disputes over credit for research projects can create significant tension among laboratory staff. When team members feel their contributions are not adequately recognized, it can lead to morale issues and disrupt the collaborative environment essential for scientific progress. As someone in laboratory management, it's crucial to address these conflicts swiftly and fairly to maintain a productive and harmonious work atmosphere. By understanding the root of the problem and implementing clear policies and communication strategies, you can help ensure that all members feel valued for their work.

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1 Assess Issues

Understanding the specific grievances of each party is the first step in resolving credit disputes. Engage in open dialogue with the involved staff members to gather their perspectives on the situation. It's important to listen without bias and acknowledge the feelings and contributions of each individual. This initial assessment will provide a clearer picture of the underlying issues and help in formulating an equitable resolution.

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Jonathan Underwood

Dystopian Nickelodeon - I make dark ambient and polite dance music, write poetry, contemplate consciousness and climate responsiveness. Trauma healed Reiki master, counsellor and chef, previously lab technician for ages.
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The sensible thing might be to split research teams to focus on different aspects of the same problem so that they can play to their individual research strengths. Acting from ego means we only see our own view so remaining inclusive to the views of others is helpful.

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2 Set Policies

One of the most effective ways to prevent disputes over credit is to establish clear authorship and contribution policies. These guidelines should outline how credit is determined, who qualifies for authorship, and the order of authors in publications. By setting these expectations upfront, you minimize misunderstandings and provide a transparent framework for recognizing contributions, which can be referred to in the event of a disagreement.

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Jonathan Underwood

Dystopian Nickelodeon - I make dark ambient and polite dance music, write poetry, contemplate consciousness and climate responsiveness. Trauma healed Reiki master, counsellor and chef, previously lab technician for ages.
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It's helpful to decide in advance what level of contribution each researcher adds to the project as this can define the order in which authors are listed at publication. It's inclusive for both research groups and readers of published papers to list everybody involved, including support staff who facilitate research. Having mediation in place in advance is useful along with practices to take the emotional heat out of exchanges, these may delivered by mental health or holistic support which are common in academic and university settings today.

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3 Encourage Dialogue

Encouraging open communication among lab members is vital. Foster an environment where staff can discuss their roles and contributions to projects without fear of retribution or dismissal. Regular team meetings can provide a platform for such dialogue, ensuring that everyone understands their colleagues' work and respects their input. This open exchange of ideas not only helps prevent conflicts but also promotes a more collaborative and innovative research environment.

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Jonathan Underwood

Dystopian Nickelodeon - I make dark ambient and polite dance music, write poetry, contemplate consciousness and climate responsiveness. Trauma healed Reiki master, counsellor and chef, previously lab technician for ages.
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Active listening without judgement is key here. Listening to respond and not to understand is where many go wrong. The very essence of the scientific method is to change our view when presented with new information. The same has to be true of our internal beliefs too if we wish to grow into better people. The advantage in adapting to drop these judgements and discrimination, is in our thinking about other problems as it gives new perspectives.

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4 Mediate Fairly

When a dispute arises, it's your responsibility to mediate fairly and objectively. Gather all relevant information about the project and the contributions of each disputing party. It's crucial to remain neutral and focused on finding a solution that acknowledges everyone's work appropriately. Sometimes, this may involve compromise or seeking input from other senior staff members or department heads to reach a consensus.

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Jonathan Underwood

Dystopian Nickelodeon - I make dark ambient and polite dance music, write poetry, contemplate consciousness and climate responsiveness. Trauma healed Reiki master, counsellor and chef, previously lab technician for ages.
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When compromise is impossible, be direct and clear as to why decisions are made and communicate this to all parties at the same time. Emotions and mediation do not mix well, take some time to consider the problem in isolation of emotions. Ask for help without revealing all the details, as the responses may cloud our judgement. We need to consider what us best for everyone, not just us. Keep ego on a tight leash when making these decisions.

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5 Recognize Contributions

Recognizing the contributions of all team members, not just those who played leading roles, is essential for maintaining morale. Implementing a system of acknowledgment for all levels of contribution, from principal investigators to research assistants, can help ensure that everyone feels their work is valued. This might include mentions in publications, acknowledgments at team meetings, or even formal awards for outstanding contributions.

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Jonathan Underwood

Dystopian Nickelodeon - I make dark ambient and polite dance music, write poetry, contemplate consciousness and climate responsiveness. Trauma healed Reiki master, counsellor and chef, previously lab technician for ages.
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Recognise everyone for their contributions, in order of that contribution. If you are a seasoned academic with lots of publications you may wish to put your own name further down the list to give early career and committed researchers a little limelight to kickstart their own journey into academia. Support staff are often overlooked both for facilitating research and contributing their own ideas to research projects. Many support staff are as gifted as the researchers particularly if they have been in the role a while and interested in what they are in the role for. Asking nicely does no harm here.

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6 Move Forward

After resolving the immediate conflict, it's important to take steps to prevent future disputes. This could involve revising policies, offering additional training on collaborative research practices, or improving supervision and mentorship. By learning from the conflict and implementing changes, you can help create a more cohesive team dynamic and a stronger foundation for future research projects.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Lab staff members are at odds over credit for research projects. How can you facilitate a resolution?

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1 Assess Issues

2 Set Policies

3 Encourage Dialogue

4 Mediate Fairly

5 Recognize Contributions

6 Move Forward

7 Here’s what else to consider

Laboratory Management

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