Interviews Jodhpur

Interviews with ManBhari Devi Bhopi and Sugana Ram BhopaThe ‘Epic of Pabuji in Performance’ includes films of four performances of the epic filmed in Jodhpur, Jaisalmer, Jaipur and Pabusar, full interviews with the main performers in Marwari with transcripts of interviews; a final film (52’ ) comprising excerpts of the epic and interviews entitled ‘To Earn Our Bread’; plus a collection of stills and portraits of the main epic performersThe Firebird Foundation for Anthropological Researc

Interviews Pabusar

Interviews with Patashi Devi Bhopi with interjections from her son Samdar BhopaThe ‘Epic of Pabuji in Performance’ includes films of four performances of the epic filmed in Jodhpur, Jaisalmer, Jaipur and Pabusar, full interviews with the main performers; a final film (52’ ) comprising excerpts of the epic and interviews entitled ‘To Earn Our Bread’; plus a collection of stills and portraits of the main epic performersThe Firebird Foundation for Anthropological Researc

Conducting Exit Interviews

{Excerpt} Together with staff engagement surveys, exit interviews are one of the most widely used methods of gathering employee feedback. The less tacit and explicit knowledge an organization captures from staff on a regular basis, the more it needs to capture when they exit. Exit interviews are a unique chance to survey and analyze the opinions of departing employees, who are generally more forthcoming and objective on such occasions. From an employer’s perspective, the purpose is to learn from the employee’s departure on the basis that feedback is a helpful driver of organizational performance improvement. More recently, the practice of exit interviews has been revisited as a knowledge management tool to capture and store knowledge from departing employees and minimize loss through staff turnover. This is especially relevant in roles where the employee embodies significant human capital that may be passed to appropriate employees remaining in the organization. Most departing employees are pleased to share knowledge, help asuccessor, or brief management, in so doing yield information that may be used to enhance all aspects of an organization’s working environment including culture, management, business processes, and intra- as well as inter-organizational relationships. Not withstanding, participation in exit interviews and responses to exit interview questionnaires must be voluntary

Cronin-Sheehan Interviews 2001-2002

These interviews with Jeremy Cronin MP, which took place in 2001 at University of Cape Town and in 2002 in the South African Parliament were much discussed in the mass media and at political meetings and cited in academic texts. They were originally published on my DCU website, which has since been re-organised. I am depositing them here, because it is important that they be accessible for the historical record

Panorama and the Thatcher Interviews

A discussion of broadcast interviews by Robin Day and David Dimbleby with Prime Minister Margaret Thatcher for the BBC's current affairs series Panorama on the theme of the NHS

Interviews and adverse selection

Interviewing in professional labor markets is a costly process for firms. Moreover, poor screening can have a persistent negative impact on firms’ bottom lines and candidates’ careers. In a simple dynamic model where firms can pay a cost to interview applicants who have private information about their own ability, potentially large inefficiencies arise from information-based unemployment, where able workers are rejected by firms because of their lack of offers in previous interviews. This effect may make the market less efficient than random matching. We show that the first best can be achieved using either a mechanism with transfers or one without transfers.Decentralized Labor Markets, Professional Labor Markets, Asymmetric Information, Interview costs, Matching

Qualitative telephone interviews: Strategies for success

The use of the telephone in qualitative interviews is discouraged by traditionalists who view it as an inferior data collection instrument. However these claims have not been supported by empirical evidence and qualitative researchers who have used and compared the telephone to the face-to-face mode of interviewing present a different story. This study attempts to build on the limited existing research comparing the issues involved and the data collected using the telephone and face-to-face interview modes. The study evaluates the criticisms of traditionalists in the light of existing research. The study then presents the observations of the researcher based on a research project that involved 43 telephone, 1 Skype and 6 face-to-face interviews. These observations as well as the limited prior research are used to develop strategies for the effective use telephone interviews in qualitative research. The study concludes that for certain studies the telephone if used with the strategies recommended here provides qualitative researchers with a sound data collection instrument

Are two interviews better than one? Eyewitness memory across repeated cognitive interviews

Eyewitnesses to a filmed event were interviewed twice using a Cognitive Interview to examine the effects of variations in delay between the repeated interviews (immediately & 2 days; immediately & 7 days; 7 & 9 days) and the identity of the interviewers (same or different across the two repeated interviews). Hypermnesia (an increase in total amount of information recalled in the repeated interview) occurred without any decrease in the overall accuracy. Reminiscence (the recall of new information in the repeated interview) was also found in all conditions but was least apparent in the longest delay condition, and came with little cost to the overall accuracy of information gathered. The number of errors, increased across the interviews, but the relative accuracy of participants’ responses was unaffected. However, when accuracy was calculated based on all unique details provided across both interviews and compared to the accuracy of recall in just the first interview it was found to be slightly lower. The identity of the interviewer (whether the same or different across interviews) had no effects on the number of correct details. There was an increase in recall of new details with little cost to the overall accuracy of information gathered. Importantly, these results suggest that witnesses are unlikely to report everything they remember during a single Cognitive Interview, however exhaustive, and a second opportunity to recall information about the events in question may provide investigators with additional information