The very low success rates of grant applications to the National Institutes of Health (NIH) and the National Science Foundation (NSF) are highly detrimental to the progress of science and the careers of scientists. The peer review process that evaluates proposals has been claimed arbitrarily to be the best there is. This consensus system, however, has never been evaluated scientifically against an alternative. Here we delineate the 15 major problems with the peer review process. We challenge the Science Advisor to the President, and the leadership of NIH, NSF, the U.S. National Academy of Sciences and other funding agencies throughout the world to refute each of these criticisms. We call for the implementation of more equitable alternatives that will not constrain the progress of science. We propose a system that will fund at least 80,000 principal investigators, including young scientists, with about half the current NIH budget, seven-times as many as the current number of NIH \"research project grants,\" and that will forego the cumbersome, expensive, and counterproductive \"peer\" review stage. Further, we propose that the success of the two systems over 5-10 years be compared scientifically.

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There are many guides on proper psychology, but far fewer on interesting psychology. This article presents six guidelines for interesting research. The first three-Phenomena First, Be Surprising, and Grandmothers, Not Scientists-suggest how to choose your research question; the last three-Be The Participant, Simple Statistics, and Powerful Beginnings-suggest how to answer your research question and offer perspectives on experimental design, statistical analysis, and effective communication. These guidelines serve as reminders that replicability is necessary but not sufficient for compelling psychological science. Interesting research considers subjective experience; it listens to the music of the human condition.

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To serve African-American families effectively, marriage and family therapists need to develop a level of cultural competence. This content analysis of the relevant treatment literature was conducted to examine the most common expert recommendations for family therapy with African Americans. Fifteen specific guidelines were generated, including orient the family to therapy, do not assume familiarity, address issue of racism, intervene multi-systemically, do home visits, use problem-solving focus, involve religious leader, incorporate the father, and acknowledge strengths. Conceptual and empirical support for each guideline is discussed, and conclusions are made regarding culturally competent therapy with African-American families.

The purpose of this study was to define critical thinking in nursing. A Delphi technique with 5 rounds of input was used to achieve this purpose. An international panel of expert nurses from nine countries: Brazil, Canada, England, Iceland, Japan, Korea, Netherlands, Thailand, and 23 states in the U.S. participated in this study between 1995 and 1998. A consensus definition (statement) of critical thinking in nursing was achieved. The panel also identified and defined 10 habits of the mind (affective components) and 7 skills (cognitive components) of critical thinking in nursing. The habits of the mind of critical thinking in nursing included: confidence, contextual perspective, creativity, flexibility, inquisitiveness, intellectual integrity, intuition, open-mindedness, perseverance, and reflection. Skills of critical thinking in nursing included: analyzing, applying standards, discriminating, information seeking, logical reasoning, predicting and transforming knowledge. These findings can be used by practitioners, educators and researchers to advance understanding of the essential role of critical thinking in nursing.

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A format is suggested for administrators\' difficult, important task of evaluating hospital department managers\' relationships within the department and with other departments and personnel; official relationships with personnel outside the hospital; creativity and initiative; dependability; level of supervision required; sense of loyalty and understanding of the hospital\'s interest; and performance as outlined in the job description.