Withholding Training Research designs involving control groups require that some employees receive training while others do not. This apparent partiality can be problematic if the train- ing is believed to improve some employees’ performance, which could lead to orga- nizational benefits like raises or promotions, or if training could increase some employees’well-being, for example, through health-related programs. If the training is expected to be effective, is it fair to train some employees and not others just for purposes of evaluation?
There are at least three possible resolutions to this dilemma.First, an unbi- ased procedure, such as a lottery, can be used to assign employees to training groups. Second, employees who are assigned to a control group can be assured that if the training is found to be effective, they will have the option of receiving the training at a later time. Third, the research design can be modified so that both groups are trained, but at different times. One possible design is illustrated below.
In fact, when a large number of people will be trained in small groups over a period of time, this type of design is quite feasible. However, whatever approach is used, dealing with the issue of withholding training is often a practical, as well as an ethical, matter. It is possible, for example, that employees assigned to a control group may refuse to participate in the study or be less motivated to complete the outcome measures.
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