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“scientific” studies


Hi All

I'm collecting up genuine "scientific" reports/studies and works that are pertinent to business management and organisational leadership.....studies on productivity, communication, engagement, ethics, motivation, followership, change management and any other relevant topic.

When I say "scientific", they may come from academic institutions, professional bodies, consultancies or businesses themselves. They can be entirely generic or industry or sector specific, but they must be more than anecdotal.

The obvious ones are well known,  such as Mehrabian's work on non-verbal communication,  but I'm also looking for less obvious or more obscure ones. They can be old and classic, or brand new and hot off the press.

What studies do you quote/rate/want to make more well known?

Answers here or via pm or direct to me at russlateratgmaildotcom

I look forward to hearing from the community!


7 Responses

  1. Pink and Medina as a starter.

    Rus – Daniel H Pink's Book: 'Drive, The Surprising Truth About What Motivates Us' is absolutely rammed with researched based studies into the factors which motivate us.


    Harry F Harlow, Margaret Kuenne Harlow and Donald R. Meyer, 'Learning Motivated by a Manipulated Drive' Journal of Experimental Psychology 40 (1950); 231.

    Edward L. Deci, 'Intrinsic Motivation, Extrinsic Reinforcement, and Inequity' Journal of Personality and Social Psychology 22 (1972) 119-20

    Sam Glucksberg, 'The Influence of Strength of Drive on Functional Fixedness and Perceptual Recognition' The Journal of Experimental Psychology 63 (1962) 36-41

    I haven't got time to go through it but it would very quickly furnish you with a lot of references.

    I would also add John Medina's book and his cited research on brain function and work related issues; 'Brain Rules. Pear Press. 2008

  2. A Recenlt Analysis of Kubler Ross’s Grief Cycle
    Paul K. Maciejewski, PhD; Baohui Zhang, MS; Susan D. Block, MD; Holly G. Prigerson, PhD (2007) An Empirical Examination of the Stage Theory of Grief

    Also, you could do worse than visit the Huthwaite’s Group site who have done a lot of clever work in this field:

  3. Monkeys

    The Way Things Are Done:

    Start with 5 monkeys locked in a cage.

    Hang a banana from the roof on a string and place a set of stairs under it.

    Before long the monkeys will go to the stairs and start to climb toward the banana.

    As soon as the first monkey touches the stairs, hose the other monkeys with cold water.

    After a while another monkey makes an attempt with the same result. All the other are sprayed with cold water.

    Pretty soon, when another monkey tries to climb the stairs, the other monkeys will try to prevent it.

    Now, put away the cold water. Remove one monkey from the cage and replace it with a new one. The new monkey sees the banana and goes to climb the stairs. To his surprise and horror, all of the other monkeys attack him. After another attempt and attack, he knows that if he tries to climb the stairs, he will be assaulted.

    Next, remove another of the original five monkeys and replace it with a new one. The newcomer goes to the stairs and is attacked. The previous newcomer takes part in the punishment with enthusiasm!

    Likewise, replace a third original monkey with a new one, then a fourth, then the fifth. Every time the newest monkey takes to the stairs, he is attacked.

    Most of the monkeys that are beating him have no idea why they were not permitted to climb the stairs or why they are participating in the beating of the newest monkey.

    After replacing all the original monkeys, none of the remaining monkeys have ever been sprayed with cold water.

    Nevertheless, no monkey ever again approaches the stairs to try for the banana.

    Why not?

    Because as far as they know that’s the way it’s always been done around here. And that, my friends, is how company policy begins.

    Example of "five monkeys" in action:

    Why? / Why not?

    -because that's the way things are done around here.

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Rus Slater


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