Interviews

What are the different types of interviews?

• Structured interviews- Interviewer is given strict instructions on how to ask the questions. The interview is conducted in the same standardised way each time, asking each interview precisely the same questions, word for word and in the same order

• Unstructured- are like guided conversation. The interviewer has complete freedoms to vary the questions, their wording, order and so on, are able to ask follow up questions to probe for more detail.

• Semi-steuctured interviews- Each interview has the same set of questions, but the interviewer is able to probe for more detail. E.g Cicourel always followed up his questions with how do you mean? to enable that extra info.

• Group interviews- Can have up to a dozen of pps, eg Paul willis used group interviews to research the ‘lad’ in school.

More on structured interviews

They are very much like structured questionnaires as they both involve asking people a set of prepared questions.

The main difference is that interviews, the questions are read out and the answer filled in by a trained interviewer rather than by the interviewee.

The similarity between the two mean they share very similar advantages and disadvantages.

1. Piratical issues

• Training interviewers is relatively straightforward and inexpensive, since all they are required to do is follow a set of instructions, however this is more costly than sending or handing out questionnaires

• cannot match the huge scale of people that questionnaires can reach

2. Response rates

The large numbers who can be surveyed using structured interviews increase the chances of obtaining a representative sample of population. They have higher response rate than Q’s e.g Young and Wilmott approached 978 people and only 54 refused. High response rate produces a more representative result meaning we r able to genearise our results.

3. Reliability

Structured interviews are seen as reliable because it is easy for the researcher to standardise and control them. They can ensure that each interview is conducted in precisely the same way.

The same questions being asked means its easy to spot similarities and differences.

4. Validity

• Structured interviews use close ended questions that restricts interviewees to choosing from a limited number of pre set answers. The answers may not be what the interviewee truly wanted to say meaning we will gain invalid data

• They also give very little freedom to eplain there answers

• May lie or exaggerate.

5. Inflexibility

The questions have already been drawn up so they have already decided what is important and what is not. As a result may lack validity as the do not reflect the interviewees true concerns and priorities

6. Feminist criticisms

Graham argues that survey methods such as questionnaires and structured interviews ar patriarchal and give a distorted, invalid picture of women’s experience. She argues that:

• The researcher is in control of the interview and decides the line of questioning, which mirrors woman’s subordination in wider society.

• Survey methods treat women as isolated individuals rather than seeing them in the context of the power relationships that oppress them.

• Women may find it uncomfortable to share the feelings and experiences of oppression thus concealing the unequal power relationships between the sexes.

Advantages if unstructured interviews-1. Rapport and sensitivity

The informality of unstructured interviews allows the interviewer to develop a rapport with the interviewee. This is more likely to pit the interviewee at ease and encourage them to open up.

Unstructured interviews are very good to use fir sensitive topics. For example Dobash and Dobash used them to study domestic violence. The empathy and encouragement of the interviewer will help the interviewee to feel comfortable discussing difficult or personal subjects.

2. The interviewee’s view

Due to there not being any set questions, unstructured interviews give the interviewee more opportunity to speak about things they believe are very important. By allowing them greater freedom to express their views, an unstructured interview is more likely to produce fresh insight and valid data

3. Checking understanding

In structured interviews there is a great danger that the intervieew misunderstands the question, or the interviewer misunderstands the answer. A major advantage of unstructured is that both interviwer and interviewee is able to check each other meanings:

• if interviewee dosnt’t know the meaning of a Q it can be explained

• if interviewer is unsure of the answer given they can ask follow up Q

4.Flexibility

They are highly flexible. The interviewer is not restricted to a fixed set of questions in advance, but can explore whatever seems interesting or relevant. The researcher is able to formulate new ideas and hypothesis and then put them to the test as they arise during the course of the interview.

Disadvantages of unstructured interview-1. Practical problems

• Time and sample size- they can take a long time to conduct- often several hours. This limits the number of people that can be interviewed which means there will be a small sample.

• Training- Needs to be more thorough than for someone conducting structured interviews. The interviewer needs a background in sociology so they can recognise when the interview has made a sociologically important point and so they can probe further with an appropriate lists of questionings. All this adds to the cost.

• Interpersonal skills- Interviewers also need a good interpersonal skills so they can build a rapport as this is essential if interviewees are to answer fully and honestly.

2. Representativeness

The smaller numbers involved mean it is more likely that the sample will not be representative. This means that it is very hard to make appropriate generalisations.

3. Reliability

They are not reliable because they are not standardised. Each interview is unique. Interviewsers are free to ask different questions in each case if they feel it is relevant to do so. This makes it virtually impossible for another researcher to replicate the interviews and check the findings or compare their own.

4. Quantification

As they mostly use open ended questions, the answer cannot be pre-coded. This makes it vey difficult to count up and quantify the numbers of interviewees giving this or that answer. This lack of quantitave data means unstructured interviews are less useful for establishing cause and effect relationships.

5. validity

They are normally seen as producing valid data. But critics, argue that the fact that they involve an interaction between the two it inevitable distorts the info being obtained.

Interviews as a social interaction.

All interviews involve a social interaction between interviewer and interviewee. The danger is that the interviewee may be responding to the social interaction rather than the questions being asked. For example how they are being asked.

1. Interview bias

Interviewer may ask leading g questions where the wording may tell the interviewer how to respond. Also they may consciously or unconsciously influence the answers by their tone, facial expressions, body language.

2. Artificiality

Both parties know it is an interview. They both know they are in different roles. Many argue can you obtain fully truthful, valid data in such artificial settings.

3. Status and power inequalities

Inequalities between interviewer and interviewee may affect the interviewees honesty or willingness to answer. The bigger the status difference the more invalid the data will be. Eg Rich found that when adults interview children the Childs need to please the interviewer will affect answer.

4. Cultural differences

This may two affect validity. For example may be misunderstandings as a result of the same word meaning different things in separate cultures. Cultural gap may mean the interviewer will not pick up that they are being lied to. E.g Mead did not know when a girl from Somao purposely mislead her due to her not speaking the language.

5. Social desirability bias

People seek to win approval when in social interactions. Meaning people may lie or exaggerate to appear desirable

May not want to appear ignorant

6. Ethical issues

Interviewee may fell pressure to answer.

Need informed consent, gaurnette anonymity and make it clear they can leave. Make cause psychological harm if topics are sensitive