...Assignment Brief. |Brief: | | | |You are required to conduct an independent investigation into an issue currently facing the creative industries (such as those aspects and issues identified during the lectures and seminars). Themes might include, for | |example: | |Cultural and social changes affecting the way that practitioners in your field operate | |Changes to government policy (local, national, or international) | |The affects of international and domestic events ...
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...express and attain those self images. Our project objective was to carry out a qualitative research project comparing consumer behaviour theory to actual consumer behaviour in real life. Our interviewee was a twenty year old male from Skibbereen. Methodology A significant section of our project was the interviewing process where we carried out two phenomenological interviews. A phenomenological interview involves an informal, interactive process and utilizes open ended comments and questions (Moustakas, 1994). All questions flow from the dialogue as it unfolds rather than having been determined in advance (Pollio et al 1997).Put more simply, the focus of phenomenological interviews is to explore the lived experiences of an individual. Therefore, when executing the interview, our objective was to get a first person description of a particular experience. For this project, we followed McCracken’s long interview technique. The McCracken long interview technique consists of the following stages: Above: McCracken’s Long Interview Technique (McCracken 1988) We used a semi-structured interview approach i.e. we had our broad questions and the terrain that we wanted to cover in mind but we were still flexible in that if something interesting came up, we asked follow-up questions. For instance, our first question to interviewee 2 was: “So tell me a bit about yourself?” and thus, this lead to follow up questions from this answer. The main concern of...
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...Application for services: assessment, applicants, clients, interview Interview: Content/process. Structured, Semi-structured, Unstructured Evaluating Clients for services: Gathering information, review of information, assessing information ,establishing eligibility. Documentation and report writing: process recording, summary recording, intake summaries, staff notes: soaps Intake interview: understand the problem, understand the situation, get to know the applicant, Gather information What we need to understand: Attitudes and characteristics of interviewers, communication skills Attitudes and characteristics of interviewers: related to the self: self-awareness, personal congruence Related to the treatment of others respect, empathy, cultural sensitivity Cultural sensitivity Each client is unique Language has different meanings Purpose of the interview and the case manager’s role Clients may be different than you. Essential Communication skills: Active listening Questioning Responding Listening (s) Facing the client squarely) (o) Have an open posture) (L) Leaning into the person) (E) Eye contact) (R) Be relaxed Attending behavior Themes Listening for purpose Be alert Only interrupt when necessary Use silence as a tool Questioning Open-ended questions: what? How? Could? Could you? Can you? Why? (For what purpose) Closed-ended questions. Responding: Minimal encouragers (minimal responses/vernal following): Paraphrasing, reflection , clarification...
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...Type of Interview For the purpose of this research Alexander chose semi structured face to face interview with the board of directors of chamber of commerce. To collect the primary data Alexander has to plan a semi structured interview with the board. Steps * Draft a questionnaire which will be presented in front of the board of directors * Fix an appointed with the board of directors * Interview the board of directors Scope and benefits 1. Firsthand information for investment decision making purpose. 2. No technological distractions or interference 3. On spot clarifications on questions and comments or concerns 4. Reliability of data provided by industry experts and chamber of commerce 5. Sufficient information will be available in hand for decision making 1.2 Face to face Interview Key attributes of face to face interview 1. Adaptability: One of the key attributes of face to face interview is adaptability. The interviewer can adapt their questions according to the respondent’s answers and can sought clarifications on any given topic. This gives the interviewer an opportunity to probe which is particularly important when the interviewer need clarification on particular research topic. The interviewer can ask further questions and request the interviewee to be more detailed and explicit during the face to face interview. For example for evaluation the highest growth industry in New Zealand economy, other than the structured questions...
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...main points of this group’s responses on their thoughts, feeling and how they have experienced life on Campus identifying as transgendered women. Participant recruitment I recruited two interviewees to participate in my research interview and they are both from the (Lesbian, Gay, Bisexual, Transgendered, Queer, Intersexual and Asexual) better known as LGBTQIA community and they are both transgendered. They are both students at the University of Cape Town, and are part of the Rainbow UCT society. They were between 18-25 years and are activists of the LGBTQIA rights movement. My first interviewee was a 22 year old woman who identifies as a transgender female. My second interviewee was a 20 year old female also identifying as being transgendered. I used purposive sampling to select individuals that were mostly relevant to the question this included that my participants had to meet the study requirements meaning they had to be women and be transgendered and how they can relate to experiencing life on campus. The participants were only recruited if they were willing to participate on the research study for ethical reasons. Method of data collection To capture and collect data from my participants, I conducted a qualitative research interviews as these are meant to capture the social and psychological world of individuals (Cozby & Bates, 2015). The...
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...analyze the material and arrive at a more complete understanding on how African American families cope with having an autistic child, those receiving versus those not receiving professional counseling. We hope to shed light on the following questions through our research: Paradigm Study Design This research will utilize both quantitative and qualitative data collection tools, but is rooted in qualitative methods. A qualitative evaluation shall be utilized for this research project leveraging subjective methods such as interviews and surveys to collect substantive and relevant data. These interviews shall be conducted with practicing parents from the clinics as well as parents from surrounding schools and community. Such a qualitative approach is valuable here due to the varying experiences of the parents in the Houston-Spring area and other surrounding suburban cultural situations. Upon collecting the qualitative data derived from said interviews, careful analysis shall be done both manually and utilizing video software to prepare a SWOT (strengths, weaknesses, opportunities, and threats) to analyze how to best customize the course to the target populations. The research from this data should become an asset to the established body of literature on African American issues dealing with the diagnosis of an autistic child. As for our own research efforts, we will have the opportunity to implement by intercultural education expertise within the Houston-Spring area and surrounding...
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...The Development of Self: A Comparison and Analysis of Child Self-Description Using Rosenberg Locus of Self Knowledge Abstract The concept of self is an ever developing process which begins from childhood. It accounts for the ability to initially identify ourselves using physical attributes and activities, progressing into descriptions which capture emotions and beliefs only privy to the individual. Open ended self-description questionnaires along with semi structured interviews were conducted with two female children aged eight and sixteen years old. Their responses were analysed and compared to identify whether a developmental trend existed. The results supported Rosenberg’s Locus of Knowledge theory; with age and experience children develop a self-reflexive sense of self separate to their caregivers. Although, methodical choices reduce the possibility of ecological validity. Introduction The general consensus amongst western theorists is the concept of ‘self’ as a progressive process. Fundamentally, the acknowledgement of self-existence, which Lewis (1990) refers to as the existential self. The awareness of ‘me’, the person, the ‘self-as-object’ or the ‘categorical self’ as described by James (1892) follows. This stage reflects a child’s ability to identify themselves, identifiable by others and socially categorised according to their relationships, gender and age. Cooley (1902) suggested ‘the looking glass self’ was another way people viewed their identities based...
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...How has Dove’s Marketing Campaign “Real Beauty” affected how women perceive themselves compared to celebrity women in the media today? Business Research Methods UO5115C Hemis Number: 440759 Degree: Marketing BA (Hons) Seminar Tutor: Kajal Sharma Title How has Dove’s Marketing Campaign “Real Beauty” affected how women perceive themselves compared to celebrity women in the media today? Research Statement The aim of this research is to investigate how women feel about themselves and their body images since Dove’s marketing campaign “Real Beauty”. Women in the media are perceived a certain way and since the marketing campaign have ordinary women changed their opinions on how they see celebrities. Rationale and Research Questions 81% of women in the United States agree that “…the media and advertising set an unrealistic standard of beauty that most women can never achieve”. Body confidence has been a serious issue with women due to how women celebrities look in magazines. Perfect skin, flawless and slim is seen as a way all women are expected to look, but a majority of this is down to airbrushing and advanced computer technology. (2004) Dove created a marketing campaign to show women they can be happy no matter what size they are, and have taught women of all ages that women in the media have an easier access to tools to make them look a certain way, and they should not feel the need to conform to this. For this research, a more in depth analysis of how...
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...Interview-A Theoretical Perspective Ford Gerald Kamanga Atlantic International University October 13, 201 TABLE OF CONTENTS INTRODUCTION 4 SCREENING INTERVIEW 5 TELEPHONE INTERVIEW 5 ONLINE INTERVIEW 6 VIDEO INTERVIEWS 6 STRUCTURED INTERVIEW 7 UNSTRUCTURED INTERVIEW 7 MULTIPLE INTERVIEWS 7 BEHAVIORAL INTERVIEW 8 SITUATIONAL INTERVIEW 8 SEMI-STRUCTURED INTERVIEW 9 PANEL INTERVIEW 10 DEPTH INTERVIEW 10 STRESS INTERVIEW 11 EXIT INTERVIEW. 11 PREPARATION FOR INTERVIEW 12 INTERVIEW SKILLS 13 REFERENCES 16 Abstract It is believed that every employee goes through an interview before employment. Therefore, an interview is indispensable as regard to recruitment. In other words, employees don’t just happen to be found working in an organization haphazardly. They have to be interviewed before they actually get employed. It sounds ridiculous to see some one being picked from a street and offered a job at a company by an employer without being interviewed. Every organization has objectives to achieve or goals to arrive at. Therefore, the organization needs qualified people to bring about tremendous success and development. How does a company come up with the right employees? Precisely, the right members of staff are sourced through the interview. There are several kinds of interviews. However, this paper will focus on a number of employment interviews. Different organizations use different types of employment interviews according to their choice. INTRODUCTION ...
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...S.G. Cowen: New Recruits MGMT E-4240 Recruitment Goals & Priorities • • • • • • • • Attract large numbers of candidates? Attract highly qualified candidates? Attract candidates who will accept offers? Fill vacancies quickly? Fill at minimal cost? Hire high performers? Hire people who stay? Generate positive perceptions, feelings, spillovers? Recruitment Philosophy • Internal or External Sources? • Fill current vacancies or hire for long term potential? • How important is diversity? • Are applicants commodities or customers? • What recruitment practices are unethical? Note on Hiring - Roberts “Executives make up their minds about whether they like a candidate in the first 20 seconds and spend the next half-hour justifying their decision. It’s called the `halo effect.’ Once you have formed an opinion, you only see what you want to see.” Note on Hiring - Roberts Are the personal characteristics for which they are searching a true reflection of the qualities needed to perform the job, rather than being merely a reaction to the kind of person you like as a friend or tennis partner? Note on Hiring - Roberts Objective: – Fit between individual and job’s requirements – Find persons whose skills, abilities and personal characteristics suit job Note on Hiring - Roberts Requires… • Fleshing out position requirements, accurately, completely • Assessing applicants’ fit with requirements Note on Hiring - Roberts Two factors for analyzing requirements and fit...
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...This experience of conducting an ergonomic recommendation for a faculty at Stockton has been an overall interesting experience. My teammates and I met beforehand to distribute the work evenly and plan out any questions that may overlap the occupational profile, OSHA, and JDA. Since my classmates and I have gotten to know each other, we became comfortable in each other’s presence. Thus, I was grateful this assignment provided me the opportunity to utilize the professional interviewing skills I have developed from previous occupational therapy practice skills courses. For instance, I was aware of nonverbal characteristics from both the participant and how I was presenting myself, such as smiling when we greeted each other. Our interview was semi-structured...
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...is a relevant area for our team and it was insightful to see the recruitment process they went through considering we may engage in a related process in the near future. Review of Literature Interview Once a candidate is selected, it is the responsibility of the recruiter to determine the method necessary to select the ideal employee for a given position. There are a number of techniques that can be utilized for this assessment, the primary ones being interviewing, psychometric testing, and provided work samples or references. The type of evaluation chosen must take into account the nature of the position, the expectations of the company, and how accurately it will provide insight into a candidate. The success of this process hinges on the ability to accurately compare all candidates on many levels. Finding a method that is both standardized and minimizes bias provides a greater opportunity for successful recruitment. The interview is a complex method of the recruitment process. While this method is the most commonly utilized assessment, the flexible design offers more opportunities for bias. Interview techniques range from casual to highly structured, and multiple techniques may be used in conjunction to assess a candidate. While it is important to carefully select the interview design, it must also...
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...Basic features of interviews A job interview is your chance to show an employer what kind of employee he or she will get if you're hired. That is why it is essential to be well prepared for the job interview. Preparing means knowing about the industry, the employer, and yourself. It means paying attention to details like personal appearance, punctuality, and demeanor. Knowledge is always your best weapon and so you should arm yourself with plenty of it. That starts with the very basic bit of knowledge regarding job interviews. Before you research the industry and the company and even before you practice answering the questions you might be asked, you should have some general information about job interviews. Let's start by going over the different types of interviews you might face. The Screening Interview Your first interview with a particular employer will often be the screening interview. This is usually an interview with someone in human resources. It may take place in person or on the telephone. He or she will have a copy of your resume in hand and will try to verify the information on it. The human resources representative will want to find out if you meet the minimum qualifications for the job and, if you do, you will be passed on to the next step. The Selection Interview The selection interview is the step in the process which makes people the most anxious. The employer knows you are qualified to do the job. While you may have the skills to perform the tasks that...
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...1 Ghulam Abbas from Shorkot City (Jhang) GAsad@facebook.com 2 Recruitment and selection process Interview Definition: Direct interaction between parties to discuss various issues under consideration Direct interaction Parties Issues under consideration Selection Interview: Direct interaction between an employee and candidate to determine the suitability of that individual for job/organization Issues while conducting the interview: Factors that affect the usefulness of interview: i. First impression BIAS (SNAP judgment) The interviewer should consider evaluating a candidate based on its overall behavior and knowledge about the contents of the job instead of making assessment regarding the candidates based on snap judgment or first impression. ii. Non-verbal behavior: (Impressions Management) The interviewer must be vigilant (careful) about the non verbal communication including body language, gestures, eye contents, that may affect its performance in the interview and that may create false impression of the candidate regarding its job performance. iii. Job understanding: The interviewers must be appointed who can be considered as subject matter experts and who are familiar about the requirements of the job, understand the duties and responsibilities and know about the human specifications required to perform the job activities. iv. Contrast Errors/Candidate Order Error: The interviewer should consider the overall performance...
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...A Case of Wrongful Conviction - Mark Scheme A01 (max 5 marks) Anxiety and misleading information both stated as possible factors in affecting EWT in this case. Inconsistency in EWT identified – brown hair or blond hair in first interviews. Interviewing in a group stated as less good than interviewing individually. EW’s may mislead each other by being interviewed in a group. Third interview conducted three weeks after first interview / final line-up was several months after the crime SO recall less likely to be accurate after this time lag compared to immediately after the event. Mixed EW certainty over ID from the photo - two bystanders were sure of the perpetrator’s ID from the photo, but the main victim (cashier) and other bystander were not. Cognitive interviews (CI) would be better than standard interviews for better recall detail and accuracy. Link to research showing CI are better. A02 (max 5 marks) Fewer inconsistencies in second interview may have been due to first interview being a group interview – EW s may have been misled or guided by others’ statements. Appropriately made research link e.g. Loftus (1975) / Loftus (1978) or Loftus and Palmer (1974), with brief outline of the research study. Research e.g. Christianson and Hubinette (1993) or Yuille and Cutshall (1986) shows main victim of / those closest to centre of violent crimes usually most accurate with recall of events. Since the cashier was initially unsure of James Taylor (from photo) being...
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