W10 ethical considerations in changing behaviour Flashcards
Ethics are shaped by
- Values are the things considered important and desirable (i.e. what is “good)” e.g., compassion, respect, honesty, independence, safety.
- Principles are propositions which guide the acceptability of actions (i.e. what is “right”).
- Purpose is the reason for which something is done (i.e. “why”)
Laws and morals
Laws are a formal system of rules created by a society to regulate action and typically identify an enforceable (e.g., by penalties) standard of behaviour.
Morals are an informal framework of values, principles, beliefs and customs, and may be less conscious than ethics
Paternalism
- involves an authority restricting the freedom and responsibilities of individuals/groups, with the intention of providing benefit or protection.
- Is it “right” for authorities (such as workplaces or governments) to coerce or restrict behaviour?
- What if it is for the person’s own good, or to protect others?
- What about individual rights and undue influence
General ethical principles
- autonomy
- beneficence
- non maleficence
- social justice/equity
- respect
- efficiency/maximisation
Autonomy principle
- self determination
- independence
- freedom of choice
- self responsibility
- informed consent
- least coercive/manipulative
- enable empowerment
Beneficence principle
Producing benefit
- adding value
- for everyone?
- sustainable?
- > v no intervention
Non-maleficence principle
Doing no harm
- understanding behaviour
- changing behaviour
- person v collective
- passive others
- vulnerable people
Social justice principle
Fair and impartial distribution of opportunities and privileges
- no stigmatisation, discrimination, exclusion
- change agent and process publicly justifiable
- transparency
- no exacerbation of inequities
- support for vulnerable populations
- does not erode social cohesion or identity
Respect principle
Due regard for participant and stakeholders’ feelings, rights, preferences and values
- privacy
- sensitivity
Efficiency/maximisation principle
Maximised benefit with minimum wasted effort/expenses/resources
Questions about autonomy
- Is there informed consent for change?
- Does the intervention enable choice and empowerment?
- Is there the lowest level of manipulation and coercion?
Questions about beneficience
- What is the potential for gain?
- What is the sustainability of potential gains?
- Is the potential for benefit greater than doing nothing?
- Is the potential for benefit greater than doing something else?
- Is the potential for benefit greater than the potential for harm?
Questions about non-maleficence
- What is the potential for harm?
- Does the intervention intend to prevent harm?
Questions about social justice
- Could the assessment/intervention result in stigmatisation or discrimination?
- Could some groups be excluded from the intervention?
- Is the intervention agent transparent and publicly justifiable?
- Are social inequities exacerbated by the assessment/intervention?
- Are vulnerable groups supported?
- Does the assessment/intervention erode social cohesion or identity?
Questions about respect
- Does the assessment/intervention respect private, personal, sensitive information?
- Does the assessment/intervention include and respect views from a range of stakeholders?
Questions about efficiency
- What are the resource implications of the assessment/intervention?
- Is the assessment/intervention cost effective?
Ethics of behaviour change design
- what is desirable/undesirable behaviour? who decides this?
- what behavioural influences should be targeted for change?
- what change strategies may compromise ethical principles?
- what is behaviour change “success”?
What is desirable/undesirable behaviour?
Philosophical/mortal ethics
- What is the impact/potential harms/gains?
Who is affected?
- Directly and indirectly
- Individuals and collectives
- In what ways?
- In what time frame?
Are there conflicts of interests?
Is the behaviour change defensible?
What influences should be targeted
Multi-level influences
How responsible are people for their own behaviour?
How “blameable” are people for their behaviour?
Behaviour change strategies
- persuasion
- manipulation and deception
- coercion
Persuasion behaviour change strategy
Communication to induce feelings, stimulate action, acceptable beliefs, attitudes, values, intentions or actions as advocated
- more acceptable
- more questionable
More acceptable persuasion
- Independent source of persuasion
- Transparency of persuasion
- No distortion of facts
- Overt (v. covert) arguments
- Not intrusive
- Facilitates informed decision making
More questionable persuasion
- Vested interest of source of persuasion
- Source of persuasion controls contingencies
- May infringe individual autonomy
- Involves sensitive assessment or unasked for
- Authoritative source + pressure to comply + no consideration of individual interests
- Results in embarrassment, shame, guilt, offense, vulnerability, powerlessness
Manipulation and deception
Deliberate act that successfully influences people by non persuasively altering understanding and modifying perceptions of options
eg information manipulation
People are led to what is false: lying, withholding information, misleading exaggeration, misrepresenting information
Intentional manipulation and deception
- overwhelming with excessive information to induce confusion and reduce understanding
- provoking or taking advantage of fear, anxiety, pain or other negative affective/cognitive states known to compromise effective information processing
- presenting information in a way that leads to predictable and misleading inferences
Coercive behaviour change strategy
Using power to gain advantage over others, punishing noncompliance, imposing will on others
e. g. legislation, fines, costs
- more acceptable
- more questionable
More acceptable coercion
- minor infringement and major gains
- to avoid substantial harm
- respects other ethical principles, e.g. social justice/equity
- voluntary consent
More questionable coercion
- major infringement and minor gains
- secondary adverse impact, e.g. risk compensation
- vested interest by change agent
Rewards
extrinsic vs intrinsic motivation
- equity of opportunity
- transparent eligibility criteria
- power
- autonomy
- secondary effects
What is success?
- Type of change
- Magnitude of change
- Extent of change
- Duration of change
- Costs of change
