Explain the difference between privacy and confidentiality. How would you protect these for your subject during the course of an experiment?
What will be an ideal response?
May vary. Privacy has to do with the data that is collected – what is it? For what
purpose? Confidentiality, meanwhile, is concerned with how the data is stored and
maintained. Some possible answers here might be: for privacy, only asking for the data needed for the experiment, nothing more; for confidentiality, saving it on a secure server or secure laptop in a secure location; vowing to destroy the evidence when finished.
You might also like to view...
Which of the following is a condition which would not create a conducive situation for a client to take a physical inventory at an interim date before year end?
a. The control risk over inventory is high. b. The auditor will be able to review material transactions in the roll-forward period. c. The auditor can effectively test the year-end balance through a combination of analytical procedures and selective testing of transactions between the physical count and the year-end. d. The auditor reviews the intervening transactions for evidence of any manipulation or unusual activity.
Managers of a discount store chain are considering whether to add a new auto service department. In reaching this decision, the managers should consider:
A. Indirect costs but not direct costs. B. Neither direct nor indirect costs. C. Both direct and indirect costs. D. Direct costs only.
Braintree Inc., a manufacturer of smartphones, has entered into a 15-year partnership with a software company to develop sophisticated operating systems and innovative mobile applications for its phones. This would mean that both the companies will have to mutually share their resources, knowledge, and capabilities to develop a superior product. What is the relationship between Braintree and the software company best referred to as in this scenario?
A. a leveraged buyout B. an acquisition C. a proprietorship D. a strategic alliance
Loretta worked for Minute Dry Cleaners as a cashier, and also did ironing when extra help was needed. Soon after she was hired, her boss, John, began to make suggestive comments to her. He complemented Loretta on her clothes and her looks. Several times, when they were in the store alone, John cornered Loretta and told her that she was driving him crazy, and that she just had to date him. Loretta
told John that she already seeing someone and backed away. John cornered her again. He told her that he had waited long enough, and that if she wanted to keep her job she was going to have to "put out." He grabbed her arm, but she got away to the counter. She told John to keep away from her. He laughed, and asked her what she was going to do. He said he knew she needed the job, because she was fired from her previous jobs for drug problems. If she didn't get along with him, he would fire her and tell people it was because she came to work stoned. Loretta quit the next day. She filed a complaint against John with the local EEO office. John told EEO he fired Loretta was because of her drinking on the job. He referred them to Loretta's past work record which showed a drug problem. Loretta insisted that John harassed her and that she had not been drinking while at Minute. If the EEOC issues a "right-to-sue" letter to Loretta, this means that her case against Minute: a. may not be challenged by the dry cleaner. b. has merit and she may proceed with a suit against her employer c. is without merit and she may not sue her employer d. is without merit and she may sue John only e. none of the other choices are accurate