Investigating focus groups as a research alternative, thinking about moderating, or looking for material to teach about focus groups, read on and copy what's valuable!
“Focus group interviews typically have five characteristics or features: (a) people, who (b) possess certain characteristics, (c) provide data (d) of a qualitative nature (e) in a focused discussion.”
-Focus Groups: A Practical Guide for Applied Research (Krueger)
A focus group is a market research method that brings together 6-10 people in a room to provide feedback regarding a product, service, concept, or marketing campaign.
“Focus group interviews typically have five characteristics or features: (a) people, who (b) possess certain characteristics, (c) provide data (d) of a qualitative nature (e) in a focused discussion.”
-Focus Groups: A Practical Guide for Applied Research (Krueger)
A focus group is a market research method that brings together 6-10 people in a room to provide feedback regarding a product, service, concept, or marketing campaign.
Focus group discussions in psychological researchDr. Chinchu C
Explains the Why, How and When of Focus Group Discussion as a Research Method in Qualitative Psychological Research. A Practical guide with necessary points to be remembered
This guide is designed to provide you with an overview of the steps required to conduct a Focus Group Discussion (FGD) including the resources required, and instructions about what you do with the information when you have completed the FGDs.
Focus group discussions in psychological researchDr. Chinchu C
Explains the Why, How and When of Focus Group Discussion as a Research Method in Qualitative Psychological Research. A Practical guide with necessary points to be remembered
This guide is designed to provide you with an overview of the steps required to conduct a Focus Group Discussion (FGD) including the resources required, and instructions about what you do with the information when you have completed the FGDs.
Facilitation Training Materials - Facilitator GuidePMSD Roadmap
A set of guidance notes and session plans to help a facilitator lead a training workshop for practitioners on Facilitation Skills and Attitudes. This module should be taught before practitioners are trained in how to facilitate workshops – i.e. before steps 4 to 8 of the Roadmap are covered.
All materials required for the workshop are linked to from within the guide.
Applying a Quality Framework to the Focus Group MethodRoller Research
A brief overview of the focus group method followed by key considerations when applying the Total Quality Framework that allows researchers to maximize quality outcomes & mitigate error.
Presentation given at the CASE Communications, Marketing & Technology Conference in Boston on April 15, 2009.
Learn the tools of the trade for do-it-yourself research for little or no money. This session will teach you how to conduct focus groups, surveys, usability tests and more.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
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➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
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➢ Korean Vietnam Partnership - Fair with LG
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Let’s talk about “homogenous.” Many of my clients attempted to have us recruit at least one of each of their target audience with the aspirational goal of attempting to have representation from each segment. It’s a nice goal and indeed, you often can enrich the discussion. Just be sure to gently and frequently remind your client that the one individual in the room representing audience segment A may not represent the opinions of the majority of segment A, or B for B, etc. Recruiting for the right demographics and psychographics does not ensure that the majority of opinion is represented – that’s what quantitative research is for!
You might be surprised at the topics that are actually permissive in focus groups. Some of my first groups were conducted on topics regarding end-of-life and palliative care. Every respondent in the room had lost a friend or relative. It was a fast-bonding group and one of the richest group discussions I would ever moderate.
Let’s say you are in college admissions and want to understand the experiences, positive and negative, of prospective students. Chances are, you have a whole class of recent prospective students you can use to obtain that information. Short on cash? Pizza is cheap and pursued by most college entrants. It’s okay to use incentives – really. Some will tell you that to ensure feedback is consistent that you should never, I mean never, use two+ moderators on a project. Rubbish! Focus groups are not quantitative. They should not be designed up front to be representative. Yes, moderators will have different styles and probing techniques – but that really should enrich the feedback versus detract from it. I’ve been on several projects where we had three groups being moderated simultaneously covering the same topics – buy me a drink & I’ll tell you more. These are good stories as we were lodged at a vineyard hotel over the course of 2.5 weeks!
Over-defining: This is a great temptation. It’s okay to establish quotas, but they should be “about” quotas. About half should be male/female; about 1/3 unemployed, you see the pattern. You will be tempted, no matter how many times you read this, to make your group fully representative of all the characteristics of your population. It won’t hurt your focus group. You must decide whether it will help much – over-defining with lots of quotas will make the incidence of your group go done. The lower the incidence, the harder to recruit, and the more it costs to recruit. If your looking to recruit a population with a combined incidence in the geographic area of only 10%, expect to pay big bucks as that is a lot of people to contact to find the needle and encourage the needle to come talk to you.
Tips from the field: You want to talk with hard-core (motorcycle) bikers? They will bring their significant others into the room – they will insist on it. Let them come in! You want to talk to actively breast-feeding mothers? It’s quite likely they will need to bring their babies – be equipped to have caregivers & facilities to accommodate. Bottom line: Think about what is going on with the population your are bringing in to talk to.
The benefit to using a focus group facility to do your recruit is that they will know the “show-up” rates in the area. Rates differ by geography and they also differ by topic. Generally, show-up rates are higher for topics that are more controversial, more self-defining (muscle cars, fashion), or generally more interesting because people want to talk/share. Another benefit to focus group facilities: they share their list of focus group attendees periodically to scan for individuals who are attempting to make a living by attending focus groups (the incentives).
“ We’ve been using this moderator for years . . .” Problem is, when the moderator is too expert on the product/service/situation, sometimes s/he interprets the responses within his/her own blinders. One of the worst focus groups I witnessed was the moderator who finished the sentences for the respondents. Not good.
Kitchen sink questions: the questions the client wants to add preceded by the phrase: “Since we have all these people gathered here, why don’t we ask <Insert totally unrelated research topic here>. Resist! (If there is time at the end, and there rarely is, ask those questions then – but don’t include them in the official moderator’s guide as it becomes expectation.)
Admit that someone is watching. Most suspect it. All will forget about it – unless of course the backroom gets rowdy. I have stories on this one too.
I have a relatively soft voice, but I am nearly 6 feet tall. Attempt to bully me or the other members of my focus group, and I simply stand up and moderate from behind you for a bit – with my hand placed on your shoulder to gently stop you from dominating the conversation. My colleague gets a drink of water while you’re talking & then stands behind you. Slightly different techniques. Both work well.
I have found that direct quotes & video clips are most effective as supporting evidence for my conclusions. This moves the presentation from “the consultant’s report” to “our customer’s” feedback.” A great strategy when your consultant’s report is a hard one to deliver.
Don’t think focus groups (phone-recruited) can be fast? Routinely at the advertising agency a problem with the creative or business pitch was found at 4p on Monday & we had groups to identify it on Tuesday with a summary memo on the creative director’s desk before the clock struck 1:00am on Wednesday. Yup – that was the life!
What’s that with the chips? Ever listen to a video/audio tape trying to discern what a respondent is hearing and all you can hear is the chip bag rustling? Get the chips out of the bag at the start of the group! And oh yes, resist your temptation as a moderator (or one-on-one interviewer) to say ‘uh-huh.’ It’s not only annoying to listen to on play-back, but if you want to cut it for an audio clip, well, it’s also annoying for the client to listen to. Practice nodding your head – and stay silent.
If you have some raucous backroom observers, you might consider a “backroom moderator” too. This person can “manage” the backroom & also provide feedback for your report. Good luck!