The 2017 IPR and PRSA Report: KSAs and Characteristics of Entry-Level PR Prof...Sarah Jackson
The Institute for Public Relations and the Public Relations Society of America conducted a study of 386 entry-level professionals in public relations to better understand their level of knowledge, skills, and abilities, as well as their attitudes toward professional development opportunities. The report explores two areas that have received much attention in business and psychological literature but have rarely been applied to public relations: emotional intelligence and grit.
Trust in Communicators 2019 Study: How the general population trusts journali...Communication Monitor
The "Trust in Communicators" (TiCS) study has been conducted by researchers from Leipzig University, Leeds Beckett University, and IULM University Milan within the framework of EUPRERA, facilitated by Cision Insights and Fink & Fuchs. It is linked to the European Communication Monitor research project. The study combines representative polls of adults aged 16 to 64 from Germany, Italy and the United Kingdom with a survey of communication practitioners in the same countries.
The public poll highlighted that communication and PR professionals are trusted and recognised more highly in the UK than in Germany or Italy. However, the general public has a high-level of distrust in these professionals. A trust gap was identified between communications and PR professionals and journalists, but it was not as wide as expected and is closing.
Information about organisations is often spread by people who are not acting in a professional communication role – i.e. organisational advocates such as supportive customers (fans, brand ambassadors), experts in the field (academics, consultants) or activists with overlapping interests. The polls found that external experts are the most trusted of these advocates, but all are trusted more highly than communication and PR professionals. Efforts should be focussed on enabling these advocacy groups to promote the trust-building process. The polls also revealed that the general population has fuzzy perceptions about the goals and activities of PR professionals.
Whilst communication and PR professionals misperceive the public’s opinion about them and overestimate public trust. These professionals also misjudge their role in the trust-building process and ignore public trust in external advocates.
The full report (PDF, 38 pp.) is available for download.
The first edition of the North American Communication Monitor (NACM) is a comprehensive report on strategic issues, practices and roles for communication professionals in Canada and the United States. The NACM is organized by The Plank Center for Leadership in Public Relations at the University of Alabama. It has been conducted by an academic research team consisting of Professors Bryan H. Reber, Juan Meng, Bruce K. Berger, Karla K. Gower, and Ansgar Zerfass. The study joins existing Communication Monitors in Europe, Latin America and Asia-Pacific in providing the largest and only truly global study for the profession based on sound empirical standards. The goal is to stimulate and promote the knowledge and practice of excellent communication management worldwide.
The NACM 2018/19 includes perceptions and insights from 1,020 communication professionals in North America (255 in Canada and 765 in the U.S.). The study tracks top-of-mind trends like fake news and strategies to deal with it, and identifies the most pressing strategic issues today for communicators, nearly half of whom (49.4%) said trust was the most crucial issue.
The study also explores professionals’ perceptions of their organizational cultures and their leaders’ performance, and shows how strongly culture and leaders affect employees’ work engagement, trust and job satisfaction. The NACM 2018/19 also asked the professionals about stress levels in this hyper-speed profession, and three were mentioned most often: lack of advancement opportunity (34.3%), heavy work load (33.6%) and information overload (33.3%).
Other areas in the report focus on professionals’ social media skills and management knowledge, and the contributions they make to organizational success.
Full information about the NACM is available at http://plankcenter.ua.edu/north-american-communication-monitor/
The CIPR's Artificial Intelligence (AI) panel has published new research revealing the impact of technology, and specifically AI, on public relations practice. It predicts the impact on skills in the profession in the next five years.
The 2017 IPR and PRSA Report: KSAs and Characteristics of Entry-Level PR Prof...Sarah Jackson
The Institute for Public Relations and the Public Relations Society of America conducted a study of 386 entry-level professionals in public relations to better understand their level of knowledge, skills, and abilities, as well as their attitudes toward professional development opportunities. The report explores two areas that have received much attention in business and psychological literature but have rarely been applied to public relations: emotional intelligence and grit.
Trust in Communicators 2019 Study: How the general population trusts journali...Communication Monitor
The "Trust in Communicators" (TiCS) study has been conducted by researchers from Leipzig University, Leeds Beckett University, and IULM University Milan within the framework of EUPRERA, facilitated by Cision Insights and Fink & Fuchs. It is linked to the European Communication Monitor research project. The study combines representative polls of adults aged 16 to 64 from Germany, Italy and the United Kingdom with a survey of communication practitioners in the same countries.
The public poll highlighted that communication and PR professionals are trusted and recognised more highly in the UK than in Germany or Italy. However, the general public has a high-level of distrust in these professionals. A trust gap was identified between communications and PR professionals and journalists, but it was not as wide as expected and is closing.
Information about organisations is often spread by people who are not acting in a professional communication role – i.e. organisational advocates such as supportive customers (fans, brand ambassadors), experts in the field (academics, consultants) or activists with overlapping interests. The polls found that external experts are the most trusted of these advocates, but all are trusted more highly than communication and PR professionals. Efforts should be focussed on enabling these advocacy groups to promote the trust-building process. The polls also revealed that the general population has fuzzy perceptions about the goals and activities of PR professionals.
Whilst communication and PR professionals misperceive the public’s opinion about them and overestimate public trust. These professionals also misjudge their role in the trust-building process and ignore public trust in external advocates.
The full report (PDF, 38 pp.) is available for download.
The first edition of the North American Communication Monitor (NACM) is a comprehensive report on strategic issues, practices and roles for communication professionals in Canada and the United States. The NACM is organized by The Plank Center for Leadership in Public Relations at the University of Alabama. It has been conducted by an academic research team consisting of Professors Bryan H. Reber, Juan Meng, Bruce K. Berger, Karla K. Gower, and Ansgar Zerfass. The study joins existing Communication Monitors in Europe, Latin America and Asia-Pacific in providing the largest and only truly global study for the profession based on sound empirical standards. The goal is to stimulate and promote the knowledge and practice of excellent communication management worldwide.
The NACM 2018/19 includes perceptions and insights from 1,020 communication professionals in North America (255 in Canada and 765 in the U.S.). The study tracks top-of-mind trends like fake news and strategies to deal with it, and identifies the most pressing strategic issues today for communicators, nearly half of whom (49.4%) said trust was the most crucial issue.
The study also explores professionals’ perceptions of their organizational cultures and their leaders’ performance, and shows how strongly culture and leaders affect employees’ work engagement, trust and job satisfaction. The NACM 2018/19 also asked the professionals about stress levels in this hyper-speed profession, and three were mentioned most often: lack of advancement opportunity (34.3%), heavy work load (33.6%) and information overload (33.3%).
Other areas in the report focus on professionals’ social media skills and management knowledge, and the contributions they make to organizational success.
Full information about the NACM is available at http://plankcenter.ua.edu/north-american-communication-monitor/
The CIPR's Artificial Intelligence (AI) panel has published new research revealing the impact of technology, and specifically AI, on public relations practice. It predicts the impact on skills in the profession in the next five years.
The report follows an intensive 12-month review of nearly 200 global publications including books, academic papers, national reports, think tank studies, research group offerings, company and management consultant pieces and a variety of other sources to create a comprehensive overview of the impact of AI on the professions.
https://cipr.co.uk/CIPR/Our_work/Policy/CIPR_Artificial_Intelligence_in_PR_panel.aspx
Welcome to the 17th annual meeting of the International Public Relations Research Conference! You can access the conference guide and program via these slides.
Adecco Global Social Recruiting Survey Global ReportBenjamin Crucq
Whether you're a Job Seeker or a Recruiter, this study has some key insights for you.
Job Seekers: get the most out of the unlimited opportunities available through the proper use of social networks.
Recruiters: find out how to improve the quality of your professional social media practices.
Some background
The digital age is transforming the recruitment industry, allowing companies to reach targeted candidates and create new forms of employer branding, as well as helping candidates interact with their potential future employer. Recruitment is more dynamic than ever due to the uptake of social media, both for small businesses, as well as large corporations. For job seekers, social media is a valuable tool to find opportunities and advance careers.
The study
Recruiting is increasingly social and Adecco wants to know how it works. We conducted a survey between March 18 and June 2, 2014, collecting responses from 17,272 candidates and 1,501 recruiters from 24 countries. We want to understand how candidates search for jobs on social media, which tools they use, and how they present themselves online. We also interviewed the recruiters to discover how companies operate on social media, which tools they use, and what they look for in their recruiting process.
The study looks at a global, regional and local level on the areas of
The use of social media
The effectiveness of social media in matching job seekers with open positions
The importance of web reputation
The social capital of individual candidates
How recruiters explore the web when looking for a candidate
This Artificial Intelligence (AI) and Big Data Readiness Report
provides an analysis of a global survey of public relations
practitioners and academics and video/written evidence from
senior practitioners concerning the profession’s knowledge,
skills, adoption of and attitudes towards AI, and to a lesser
extent, Big Data. Its aim is to provide an overview of current AI
understanding and preparedness, but most importantly, provide
pointers to how the profession should equip itself to exploit the
potential and guard against the possible dangers of AI.
In this business analysis training, you will learn Zachman Analysis. Topics covered in this session are:
• Introduction to OOA and UML
• Stated vs Un-stated
• Software Analysis and Design
• Modeling
• UML
• Why UML
• Overview
• Types
• Use Case Diagram
For more information, visit this link: https://www.mindsmapped.com/courses/business-analysis/business-analyst-training-for-beginners/
Running Head INTRODUCTION SECTION AND HYPOTHESISINTRODUCTION SE.docxjeanettehully
Running Head: INTRODUCTION SECTION AND HYPOTHESIS
INTRODUCTION SECTION AND HYPOTHESIS 3
Introduction Section and Hypothesis
Irving Toruno
Florida International University
Social media holds out the promise of connection. Looking at platforms such as Twitter, Facebook, and Instagram among others, people of different ages, gender and race create networks of friends which helps to get updates on daily activities and build a sense of community. On such a platform as Facebook, it’s usual that a person will have hundreds of friends connected to. However, this is different from real life where a person has very few friends who can be relied on. Many people including Pope Francis and singer Selena Gomez have always warned people on spending too much time on social media by refereeing to it as detrimental (Hunter 2019). Pope Francis argues that it’s not healthy to rely on the internet to know what’s happening in the world but instead people should walk door to door and talk to each other.
On the contrary, young people have argued that social media provides a real connection. Research showed that social media was helpful to kids as they can connect, share and learn online. Sites such as twitter shed light on kids on the important issues across the world as well as exposing them to people from different parts. This enlightens their thoughts as they respond positively to such tweets. Social media helps teens strengthen friendship, get a sense of belonging and have online acceptance (Kampf 2018). The purpose of this research is to investigate if social media made people more or less connected having in mind all the arguments on the positive and negative impacts of social media.
Understanding whether social media made people more or less connected is a concept that requires thorough research as the pros and cons outweigh each other. Considering the advantages of social media, we find that people can find and meet online; business people can reach clients directly without the involvement of third-party, advertising, and search engine optimization on companies is made easier. On the disadvantages, social media leads to cheating and relationship issues, deaths as people to copy what they see on the internet, drugs and alcohol abuse among other things. To clearly understand the effect of social media on people’s connectivity, more research needs to be done on the users of the internet.
This research project is purposely made for teens and young adults who are mostly involved in social media. Despite social media being a platform for everyone even the children, young adults and teens are the victims of social media. According to statistics, 93% of online users are young adults aged 18-29 who compete equally with teens aged 12-17 as compared to 39% adults aged 30 and above (Staksrud 2016). Through the internet, these people connect with friends on different platforms who help each other in different ways. Some of the internet users are students who connec ...
CIPR's annual State of the Profession report has, for ten years, explored the trends, issues and challenges facing public relations. It is the largest and most statistically robust investigation of its kind. From skills and salaries to diversity and gender pay, State of the Profession delivers industry-leading data on every aspect of the PR profession.
The report follows an intensive 12-month review of nearly 200 global publications including books, academic papers, national reports, think tank studies, research group offerings, company and management consultant pieces and a variety of other sources to create a comprehensive overview of the impact of AI on the professions.
https://cipr.co.uk/CIPR/Our_work/Policy/CIPR_Artificial_Intelligence_in_PR_panel.aspx
Welcome to the 17th annual meeting of the International Public Relations Research Conference! You can access the conference guide and program via these slides.
Adecco Global Social Recruiting Survey Global ReportBenjamin Crucq
Whether you're a Job Seeker or a Recruiter, this study has some key insights for you.
Job Seekers: get the most out of the unlimited opportunities available through the proper use of social networks.
Recruiters: find out how to improve the quality of your professional social media practices.
Some background
The digital age is transforming the recruitment industry, allowing companies to reach targeted candidates and create new forms of employer branding, as well as helping candidates interact with their potential future employer. Recruitment is more dynamic than ever due to the uptake of social media, both for small businesses, as well as large corporations. For job seekers, social media is a valuable tool to find opportunities and advance careers.
The study
Recruiting is increasingly social and Adecco wants to know how it works. We conducted a survey between March 18 and June 2, 2014, collecting responses from 17,272 candidates and 1,501 recruiters from 24 countries. We want to understand how candidates search for jobs on social media, which tools they use, and how they present themselves online. We also interviewed the recruiters to discover how companies operate on social media, which tools they use, and what they look for in their recruiting process.
The study looks at a global, regional and local level on the areas of
The use of social media
The effectiveness of social media in matching job seekers with open positions
The importance of web reputation
The social capital of individual candidates
How recruiters explore the web when looking for a candidate
This Artificial Intelligence (AI) and Big Data Readiness Report
provides an analysis of a global survey of public relations
practitioners and academics and video/written evidence from
senior practitioners concerning the profession’s knowledge,
skills, adoption of and attitudes towards AI, and to a lesser
extent, Big Data. Its aim is to provide an overview of current AI
understanding and preparedness, but most importantly, provide
pointers to how the profession should equip itself to exploit the
potential and guard against the possible dangers of AI.
In this business analysis training, you will learn Zachman Analysis. Topics covered in this session are:
• Introduction to OOA and UML
• Stated vs Un-stated
• Software Analysis and Design
• Modeling
• UML
• Why UML
• Overview
• Types
• Use Case Diagram
For more information, visit this link: https://www.mindsmapped.com/courses/business-analysis/business-analyst-training-for-beginners/
Running Head INTRODUCTION SECTION AND HYPOTHESISINTRODUCTION SE.docxjeanettehully
Running Head: INTRODUCTION SECTION AND HYPOTHESIS
INTRODUCTION SECTION AND HYPOTHESIS 3
Introduction Section and Hypothesis
Irving Toruno
Florida International University
Social media holds out the promise of connection. Looking at platforms such as Twitter, Facebook, and Instagram among others, people of different ages, gender and race create networks of friends which helps to get updates on daily activities and build a sense of community. On such a platform as Facebook, it’s usual that a person will have hundreds of friends connected to. However, this is different from real life where a person has very few friends who can be relied on. Many people including Pope Francis and singer Selena Gomez have always warned people on spending too much time on social media by refereeing to it as detrimental (Hunter 2019). Pope Francis argues that it’s not healthy to rely on the internet to know what’s happening in the world but instead people should walk door to door and talk to each other.
On the contrary, young people have argued that social media provides a real connection. Research showed that social media was helpful to kids as they can connect, share and learn online. Sites such as twitter shed light on kids on the important issues across the world as well as exposing them to people from different parts. This enlightens their thoughts as they respond positively to such tweets. Social media helps teens strengthen friendship, get a sense of belonging and have online acceptance (Kampf 2018). The purpose of this research is to investigate if social media made people more or less connected having in mind all the arguments on the positive and negative impacts of social media.
Understanding whether social media made people more or less connected is a concept that requires thorough research as the pros and cons outweigh each other. Considering the advantages of social media, we find that people can find and meet online; business people can reach clients directly without the involvement of third-party, advertising, and search engine optimization on companies is made easier. On the disadvantages, social media leads to cheating and relationship issues, deaths as people to copy what they see on the internet, drugs and alcohol abuse among other things. To clearly understand the effect of social media on people’s connectivity, more research needs to be done on the users of the internet.
This research project is purposely made for teens and young adults who are mostly involved in social media. Despite social media being a platform for everyone even the children, young adults and teens are the victims of social media. According to statistics, 93% of online users are young adults aged 18-29 who compete equally with teens aged 12-17 as compared to 39% adults aged 30 and above (Staksrud 2016). Through the internet, these people connect with friends on different platforms who help each other in different ways. Some of the internet users are students who connec ...
CIPR's annual State of the Profession report has, for ten years, explored the trends, issues and challenges facing public relations. It is the largest and most statistically robust investigation of its kind. From skills and salaries to diversity and gender pay, State of the Profession delivers industry-leading data on every aspect of the PR profession.
The 5th Annual JOTW Strategic Communications Survey for 2022Frank Strong
5th annual survey of 483 professionals working in communications, public relations and public affairs.
This survey was a joint effort between Ned’s Job of the Week (JOTW) and Sword and the Script Media, LLC. Subscribers to both organizations were solicited to take the survey through mentions in the weekly newsletter, dedicated email requests and social media. Gini Dietrich and Karen Swim also solicited respondents from their respective communities at Spin Sucks and Solo PR Pro.
In total 483 respondents took the survey online, using Survey Monkey, from Friday, May 6, 2022, until June 14, 2022.
Survey takers were incentivized to take the survey with an offer to be entered for a chance to win one of three gift cards ($100, $50 and $25).
Ned’s Job of the Week (JOTW) and Sword and the Script Media, LLC conducted an online survey of JOTW subscribers in February 2018. Most respondents were senior in-house or corporate communications professionals with extensive experience in the field. Below are some of the survey highlights and detailed demographics can be found at the end.
Less budget to do more. Most respondents – 63% – cited budget as their top challenge, even as businesses and employers expected PR pros to do more and added to a growing list of duties. A majority (51%) said they expect their budget to remain the same over the next year.
Hiring and firing agencies. When corporate communications hires an outside agency, most (54%) said they do it because they need an extra pair of hands. Another 50% noted that expertise or a specialization was a compelling reason to seek outside help. When communications agencies are fired, the top reasons can be traced to a trio of cost (79%), service (50%) and results (40%).
Hot PR trends and tactics. Respondents identified storytelling (79%), content marketing (71%) and thought leadership (67%) as the trends or tactics that would be more important in the next 12 months. While no trend or tactic earned 50% or more of the votes for “less important” or “much less important,” there are three that earned the most: press releases (34%), white papers (35%) and award programs (39%).
Some communications tasks are getting harder. 51% said media relations is getting harder; 50% say organic social media is getting harder; views vary on whether or not PR measurement is getting harder – 38% say harder, while 20% say easier and 37% say about the same. Sentiment analysis suggests while digital channels are easier to track there are more things to track, which requires time and consensus.
Employed but open to new opportunities. Most respondents are employed full time but many are open to a conversation about a new position. More than half or 55% said they’d be open to new opportunities.
Ned’s Job of the Week (JOTW) newsletter and Sword and the Script Media conducted the fourth annual JOTW Strategic Communications Survey to understand trends in the field of communications. About 300 professionals took the survey: 97% of respondents are based in the U.S.; 88% report having 11 or more years of experience; 62% of respondents are in-house communicators; and respondents come from more than a dozen different industries. Detailed demographics are included at the end.
Ned’s Job of the Week (JOTW) newsletter and Sword and the Script Media conducted the third annual JOTW Communications Survey for 2020 to understand trends in the field of communications. The survey examines trends in communications, public relations (PR), public affairs, marketing communications and related fields. It covers important topics including: the effects of partisan politics on communications; top challenges facing communicators, the state of media relations, media bias, PR ethics, PR firms, top tactics in PR and communications, PR measurement, PR technology, employment and organizational structure of the in-house communications department. A total of 300 professionals took the survey: 95% of respondents are based in the U.S.; 92% report having 11 or more years of experience; 52% of respondents are in-house communicators (corporate communications); and respondents come from more than a dozen different industries. Detailed demographics are included at the end.
Top 10 Public Relations Research Insights of 2015sjackson625
For the second annual edition of the Top 10 Research Insights for 2015, the Institute for Public Relations Board carefully selected from a range of public relations research topics. The Board comprises senior-level executives and leading academics who chose these ten studies based on their rigor of methodology, findings, relevance to practice and accessibility. The second edition encompasses research ranging from evaluating Millennials’ concern about reputation to studying diversity in the PR industry.
SWOT Analysis Guiding QuestionsStrengthsStrengths are internal.docxmattinsonjanel
SWOT Analysis Guiding Questions
Strengths
Strengths are internal, positive attributes of your company. These are things that are within your control.
· What business processes are successful?
· What assets do you have in your team, i.e. knowledge, education, network, skills, and reputation?
· What physical assets do you have, i.e. customers, equipment, technology, cash, etc?
· What competitive advantages do you have over your competition?
Weaknesses
Weaknesses are negative factors that detract from your strengths. These are things that you might need to improve on to be competitive.
· Are there things that your business needs to be competitive?
· What business processes need improvement?
· Are there tangible assets that your company needs, such as money or equipment?
· Are there gaps on your team?
· Is your location ideal for your success?
Opportunities
Opportunities are external factors in your business environment that are likely to contribute to your success.
· Is your market growing and are there trends that will encourage people to buy more of what you are selling?
· Are there upcoming events that your company may be able to take advantage of to grow the business?
· Are there upcoming changes to regulations that might impact your company positively?
· If your business is up and running, do customers think highly of you?
Threats
Threats are external factors that you have no control over. You may want to consider putting in place contingency plans for dealing them if they occur.
· Do you have potential competitors who may enter your market?
· Will suppliers be able to supply the raw materials you need at the prices you need?
· Could future developments and disruptors in technology change how you do business?
· Is consumer behavior changing in a way that could negatively impact your business?
· Are there market trends that could become a threat?
Running head: FIELD PSYCHOLOGY SCIENTIFIC METHOD1
FIELD PSYCHOLOGY SCIENTIFIC METHOD1
Field Psychology Scientific Method
Name
PSY/635
Teacher name
date
Field Psychology Scientific Method
In social psychology, there is a subtopic known as social cognition. Social cognition’s main focus is on how individuals store, process and apply information concerning social situations and other people. It shows us the role of cognitive processing in our social interaction. In order for people to have the advantage of being part of certain social groups, various psychological processes have to take part and they are controlled by social cognition.
Various social signals are of importance to social cognition. These signals enable individuals to learn about the world that surrounds them. These signals include facial expressions such as disgust and fear which warn us of danger, as well as eye gaze direction which shows the direction of interesting things.
In the article, “The Role of Social Cognition Skills (SCS) and Social Determination of Health (SDH) in Predicting Symptoms of Mental ...
SWOT Analysis Guiding QuestionsStrengthsStrengths are internal.docxrudybinks
SWOT Analysis Guiding Questions
Strengths
Strengths are internal, positive attributes of your company. These are things that are within your control.
· What business processes are successful?
· What assets do you have in your team, i.e. knowledge, education, network, skills, and reputation?
· What physical assets do you have, i.e. customers, equipment, technology, cash, etc?
· What competitive advantages do you have over your competition?
Weaknesses
Weaknesses are negative factors that detract from your strengths. These are things that you might need to improve on to be competitive.
· Are there things that your business needs to be competitive?
· What business processes need improvement?
· Are there tangible assets that your company needs, such as money or equipment?
· Are there gaps on your team?
· Is your location ideal for your success?
Opportunities
Opportunities are external factors in your business environment that are likely to contribute to your success.
· Is your market growing and are there trends that will encourage people to buy more of what you are selling?
· Are there upcoming events that your company may be able to take advantage of to grow the business?
· Are there upcoming changes to regulations that might impact your company positively?
· If your business is up and running, do customers think highly of you?
Threats
Threats are external factors that you have no control over. You may want to consider putting in place contingency plans for dealing them if they occur.
· Do you have potential competitors who may enter your market?
· Will suppliers be able to supply the raw materials you need at the prices you need?
· Could future developments and disruptors in technology change how you do business?
· Is consumer behavior changing in a way that could negatively impact your business?
· Are there market trends that could become a threat?
Running head: FIELD PSYCHOLOGY SCIENTIFIC METHOD1
FIELD PSYCHOLOGY SCIENTIFIC METHOD1
Field Psychology Scientific Method
Name
PSY/635
Teacher name
date
Field Psychology Scientific Method
In social psychology, there is a subtopic known as social cognition. Social cognition’s main focus is on how individuals store, process and apply information concerning social situations and other people. It shows us the role of cognitive processing in our social interaction. In order for people to have the advantage of being part of certain social groups, various psychological processes have to take part and they are controlled by social cognition.
Various social signals are of importance to social cognition. These signals enable individuals to learn about the world that surrounds them. These signals include facial expressions such as disgust and fear which warn us of danger, as well as eye gaze direction which shows the direction of interesting things.
In the article, “The Role of Social Cognition Skills (SCS) and Social Determination of Health (SDH) in Predicting Symptoms of Mental ...
Ja’Mya Wilburn HSL 3853FLE part 115 October 2022Impact o.docxLaticiaGrissomzz
Ja’Mya Wilburn
HSL 3853
FLE part 1
15 October 2022
Impact of Early Use of Technology on Child Development
The topic of child development got selected due to its expansive nature and capability of connecting to current societal constructs. Technology usage has become more advanced in society due to its impact on child development. There are positive and negative effects of children's early use of technology. Technology has constant, reliable outcomes since children aged 2-5 can access information in a simplified method. Families of children in the age group can attain the required development by using online infographics, videos, and pictures to display various information for their children. Infographics are a reliable data-sharing tool since they can integrate images, diverse colors, motions, and sorting operations that correlate user data to ensure an expansive data improvement process. Different software types assist children in learning, like websites and mobile applications. Parents and teachers can install the software on tablets which are standard tools to support children's attention and free time.
Research on harmful technology use by children indicates that children are often exposed to unhealthy food consumption, body image dissatisfaction, and inappropriate behavioral adaptation when they use technology without monitoring (Ricci et al., 2022). Too much technology usage can affect children's attention span since they become fixated on their digital lives, which causes them to miss out on their immediate physical environment (Mustafaoğlu et al., 2018). Parents must develop objectives for managing technology usage by children so that there shall be an appropriate development structure. The goals include the development of a plan for all device usage, setting time limits, and screen time should constantly get monitored, having enough technical knowledge, and restricting inappropriate websites. All these methods facilitate proper improvement of technology usage since it is possible to ensure regulations get integrated for indispensable technological interactions
Objectives:
1)
Present ways to parents how they can implement healthy technology use at home
2)
Explain the pros and cons of young children using technology at an early age
3)
Promote how technology is used in schools to ensure constant learning
4)
Explain the outcome that technology has on early brain development
5)
Display an online infographic blog discussing early technology use and ways to safely implement it into kids lives
References
Mustafaoğlu, R., Zirek, E., Yasacı, Z., & Razak Özdinçler, A. (2018). The negative effects of digital technology usage on children’s development and health. Addicta: The Turkish Journal on Addictions, 5, 227–247. http://dx.doi.org/10.15805/addicta.2018.5.2.0051
Ricci, R. C., Paulo, A., Freitas, A., Ribeiro, I. C., Pires, L., Facina, M., Cabral, M. B., Parduci, N. .
6
SURVEY REPORT
INTRODUCTION
Management of knowledge is one of the domineering methods that are being used by the companies in order to encounter their pre-emptive and planned requirements. It is comprised of the ingenuities, procedures, tactics and schemes that endure and boost the modification, sharing, assessment, and storage and information formulation. Therefore, the practices of knowledge management play an important role in attaining company goals and objectives in effective manner. It helps generating value for the company (Alegre, Sengupta and Lapiedra, 2013).SURVEY AIM
To find out the impact of knowledge management in Qatar Airways on their strategic planningOBJECTIVE
Objective of the conducted survey is to scrutinise practices of the knowledge management that affect the strategic planning activities and also evaluate the issues and factors that are associated with the knowledge management and put their both positive and negative impact on the strategic planning of the organisation. In order to analyse, the researcher emphasises on the following research objective:
· To identify the relationship between Knowledge management and strategic planning
· To evaluate the factors of KNOWLEDGE MANAGEMENT that affects the practices of strategic planning.
· To examine how the practices of strategic planning affect the corporate performance of Qatar airways.
· To determine the importance of strategic planning on Qatar airways.SURVEY QUESTION
Intended for obtaining the above-illustrated objectives of this project, the researcher will search pro solutions to the substantial questions:
· Is there any association among knowledge management and strategic planning?
· What are the major elements of knowledge management that affect the strategic planning practices of Qatar Airways?
· How the practices of knowledge management and strategic planning impact the performance of Qatar Airways?
· Are the practices of knowledge management important for organisations?REASEARCH FACTORS
Knowledge management communicates important information widely and quickly and it assists to address this difficulty throughout modified portal as well as particular search engines. If average procedures as well as measures have been distinct they ought to constantly be followed. There are many factors that involve knowledge management. They are either independent or depend on other factors. All these factors are categorized mainly into three categories which are further classified into other factors. (Lindner and Wald, 2011). (IV) (DV)
1. People
a. Knowledge Managers (IV)
b. Communities or Practice (IV)
c. Training and Communication (IV)
d. Measurement and Reward system (IV)
e. Knowledge sharing culture (DV)
f. Knowledge advisors (IV)
g. Employee satisfaction survey
2. Process
a. Knowledge capture and reuse (DV)
b. Communities of Practice (DV)
c. Best practice selection and replication (IV)
d. Project Team Collaboration (DV)
e. Metrics and Reporting (IV)
f. Managem.
Brunswick Insight Report: Conventional wisdom holds that “Stakeholder Engagement” is important and organisations should be doing it. But there’s very little data available about what “it” is, or about the benefits and risks organizations see from engaging in new ways with groups they may not have dealt with in the past. The purpose of this survey was to explore what stakeholder engagement looks like with those who are closest to the front line.
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Round table discussion of vector databases, unstructured data, ai, big data, real-time, robots and Milvus.
A lively discussion with NJ Gen AI Meetup Lead, Prasad and Procure.FYI's Co-Found
The Building Blocks of QuestDB, a Time Series Databasejavier ramirez
Talk Delivered at Valencia Codes Meetup 2024-06.
Traditionally, databases have treated timestamps just as another data type. However, when performing real-time analytics, timestamps should be first class citizens and we need rich time semantics to get the most out of our data. We also need to deal with ever growing datasets while keeping performant, which is as fun as it sounds.
It is no wonder time-series databases are now more popular than ever before. Join me in this session to learn about the internal architecture and building blocks of QuestDB, an open source time-series database designed for speed. We will also review a history of some of the changes we have gone over the past two years to deal with late and unordered data, non-blocking writes, read-replicas, or faster batch ingestion.
Chatty Kathy - UNC Bootcamp Final Project Presentation - Final Version - 5.23...John Andrews
SlideShare Description for "Chatty Kathy - UNC Bootcamp Final Project Presentation"
Title: Chatty Kathy: Enhancing Physical Activity Among Older Adults
Description:
Discover how Chatty Kathy, an innovative project developed at the UNC Bootcamp, aims to tackle the challenge of low physical activity among older adults. Our AI-driven solution uses peer interaction to boost and sustain exercise levels, significantly improving health outcomes. This presentation covers our problem statement, the rationale behind Chatty Kathy, synthetic data and persona creation, model performance metrics, a visual demonstration of the project, and potential future developments. Join us for an insightful Q&A session to explore the potential of this groundbreaking project.
Project Team: Jay Requarth, Jana Avery, John Andrews, Dr. Dick Davis II, Nee Buntoum, Nam Yeongjin & Mat Nicholas
06-04-2024 - NYC Tech Week - Discussion on Vector Databases, Unstructured Data and AI
Discussion on Vector Databases, Unstructured Data and AI
https://www.meetup.com/unstructured-data-meetup-new-york/
This meetup is for people working in unstructured data. Speakers will come present about related topics such as vector databases, LLMs, and managing data at scale. The intended audience of this group includes roles like machine learning engineers, data scientists, data engineers, software engineers, and PMs.This meetup was formerly Milvus Meetup, and is sponsored by Zilliz maintainers of Milvus.
Techniques to optimize the pagerank algorithm usually fall in two categories. One is to try reducing the work per iteration, and the other is to try reducing the number of iterations. These goals are often at odds with one another. Skipping computation on vertices which have already converged has the potential to save iteration time. Skipping in-identical vertices, with the same in-links, helps reduce duplicate computations and thus could help reduce iteration time. Road networks often have chains which can be short-circuited before pagerank computation to improve performance. Final ranks of chain nodes can be easily calculated. This could reduce both the iteration time, and the number of iterations. If a graph has no dangling nodes, pagerank of each strongly connected component can be computed in topological order. This could help reduce the iteration time, no. of iterations, and also enable multi-iteration concurrency in pagerank computation. The combination of all of the above methods is the STICD algorithm. [sticd] For dynamic graphs, unchanged components whose ranks are unaffected can be skipped altogether.
Unleashing the Power of Data_ Choosing a Trusted Analytics Platform.pdfEnterprise Wired
In this guide, we'll explore the key considerations and features to look for when choosing a Trusted analytics platform that meets your organization's needs and delivers actionable intelligence you can trust.
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Recently we have observed the rise of open-source Large Language Models (LLMs) that are community-driven or developed by the AI market leaders, such as Meta (Llama3), Databricks (DBRX) and Snowflake (Arctic). On the other hand, there is a growth in interest in specialized, carefully fine-tuned yet relatively small models that can efficiently assist programmers in day-to-day tasks. Finally, Retrieval-Augmented Generation (RAG) architectures have gained a lot of traction as the preferred approach for LLMs context and prompt augmentation for building conversational SQL data copilots, code copilots and chatbots.
In this presentation, we will show how we built upon these three concepts a robust Data Copilot that can help to democratize access to company data assets and boost performance of everyone working with data platforms.
Why do we need yet another (open-source ) Copilot?
How can we build one?
Architecture and evaluation
Enhanced Enterprise Intelligence with your personal AI Data Copilot.pdf
V5 ipr-prsa-joint-report
1. THE 2017
IPR AND PRSA
REPORT:
KSAs and Characteristics of
Entry-Level Public Relations
Professionals
2. E X E C U T I V E S U M M A R Y
The Institute for Public Relations and the Public Relations Society of America conducted a study of 386
entry-level professionals in public relations to better understand their level of knowledge, skills, and
abilities, as well as their attitudes toward professional development opportunities. The report explores
two areas that have received much attention in business and psychological literature but have rarely
been applied to public relations: emotional intelligence and grit.
FINDINGS INCLUDE:
Entry-level professionals identified having advanced levels of knowledge in multiple areas of writing.
Entry-level professionals rated themselves high in terms of writing ability, critical thinking, and public
speaking. This contradicts some of the research that finds professionals rate the writing skills of
entry-level professionals as low (see Appendix). On the other hand, entry-level professionals rated
research capabilities such as research instrument design and environmental scanning as low.
Surprisingly, results relating to skills and abilities of social media platforms for business use were
mixed; some touted an advanced level of knowledge while others rated their skills as low.
Entry-level professionals need to improve their business skills and ability to apply theories.
Entry-level professionals need to be able to apply business acumen, including financial literacy, to
their everyday job responsibilities. Professionals should also be seeped in theories to help
understand attitudes and what drives behavior. On the other hand, entry-level professionals scored
themselves high in terms of action-oriented skills and abilities, including creating content and
managing projects/events.
Professional development support improves retention.
More than three-quarters of respondents said their employer’s funding (or lack of it) is a significant
factor in their decision to stay at their organizations over the next year. Entry-level professionals are
willing to learn new skills if employer pays. Nearly all respondents said they are willing to learn new
skills if their employers paid for all or part of their training. The most cited training sources included
graduate school, online education courses, YouTube, and volunteer work.
Female entry-level professionals rated themselves higher than men on their level of grit.
Women rated themselves grittier than men, meaning they rated themselves higher on their ability to
work strenuously toward challenges despite failure, adversity, and lack of progress. Overall, both
male and female entry-level professionals rated themselves lower compared to other studies.
Of the factors relating to emotional intelligence, entry-level professionals rated themselves lowest in
“emotionality.”
“Emotionality”, or the ability to perceive emotion and express emotions, was the weakest factor
that entry-level professionals rated themselves on in terms of emotional intelligence. Individuals with
lower scores on this factor find it difficult to recognize their internal emotional states and to express
their feelings to others.
1 |
3. As the public relations industry evolves in this rapidly changing
and complex environment, understanding the knowledge (K),
skills (S), and abilities (A) of entry-level professionals is critical.
According to the Bureau of Labor Statistics in 2015, the
16-to-24 and 25-to-34 age groups will make up nearly 24
percent of the labor force in 2024. Knowing the gaps of
entry-level professionals is beneficial to planning professional
development programs and helps organizations better
prepare for industry changes. In 2016, the BLS reported the
median tenure of workers (10. 1 years) ages 55 to 64 was
more than three times that of workers ages 25 to 34 years
(2.8 years). Identifying strengths and weaknesses aids
long-term growth and retention of talent.
IPR and PRSA partnered to survey entry-level public relations
professionals in the first five years of their career to better
understand how they merge their education with their
on-the-job experience as well as professional development
opportunities. This report also explores two areas that have
received much attention in business and psychological
literature, but have rarely been applied to public relations:
emotional intelligence and grit.
I N T R O
2 |
4. One of the most extensive sources for the knowledge (K), skills (S), and
abilities (A) of public relations professionals is the Global Body of Knowledge
(GBOK) project by the Global Alliance for Public Relations and
Communications Management. Dustin Manley and Jean Valin analyzed 31
global credential schemes, educational frameworks, and scholarly articles to
create a comprehensive list of KSAs for entry and mid/senior-level, public
relations practitioners. These KSAs lay the foundation for this analysis. For a
complete discussion and past research concerning KSAs, please see the
Appendix.
K N OW L E D G E
Respondents were provided with a list of 44 Knowledge areas and asked to
rank them in terms of their own level of expertise: no knowledge, fundamental
awareness, intermediate, advanced, and expert. We identified the top 10
areas where respondents demonstrated they had no/limited knowledge or
advanced/expert knowledge (see Table 1 and 2).
Results indicate specialized areas were the key places where respondents
demonstrated a lack of expertise. Technological design was mentioned three
times: mobile, web, and A/V. In several research components, respondents
lacked more than a fundamental level of awareness, including research
instrument design, influencer analysis, and environmental scanning. These
aforementioned areas may require more training and experience for users to
become more proficient. Nearly a quarter of respondents also noted gaps in
their ability to pitch to the media, manage Twitter for business use, and
manage relationships with external stakeholders.
3|
K N OW L E D G E , S K I L L S , A N D A B I L I T I E S
It should be noted that self-report surveys may provide inflated results in terms of
the respondents’ ability to perform a task. Please see the Appendix for studies
demonstrating how respondents may be overconfident in their KSAs.
1
5. TABLE 2
Surprisingly, writing showed up four times in terms of respondents’ level of expertise. Nearly half of
all respondents said they, at a minimum, have an “advanced” level of expertise in several areas of
writing, including: informative and persuasive writing; advanced and specialized writing; mastery of
oral and written communication in one language; and proficiency of writing at the most basic level.
Additionally, respondents rated their ability to solve problems, think critically, and listen as high.
More than 40 percent of respondents said they had an advanced knowledge of Facebook, Twitter,
YouTube, and Instagram, respectively, for business use. Fewer people (35%) recognized an
advanced level of expertise using Snapchat for business use. Nearly 40 percent recognized their
advanced level of knowledge in strategic planning, social media measurement, and content curation.
4 |
T A B L E 1 : T O P 1 0 LOW E S T R A N K E D A R E A S O F K N OW L E D G E
Percent of respondents repor ting “no knowledge” and “fundamental awareness”
1 2 3 4 5
6 7 8 9 1 0
H O L A !
H E I
H E Y !
HALLO
B i l i n g u a l o r
mu l t i l i n g u a l
E nv i o r n m e nt a l
S c a n n i n g
4 3 . 8 % 39 . 0 %
I n f l u e n c e r
A n a l y s i s
3 5 . 4 %
Au d i o v i s u a l
D e s i g n
3 1 . 8 %
S n a p c h at
( F o r B u s i n e s s U s e )
3 1 . 8 %
R e s e a r c h I n s t r u m e nt
D e s i g n
C o m mu n i c at i o n S e qu e n c i n g
a n d Pr i o r i t i z at i o n
3 1 . 8 % 2 9 . 9 %
We b D e s i g n
25 . 8 % 24 . 3 %
Tw i t t e r
( F o r B u s i n e s s U s e )
D i g i t a l a n d v i s u a l l i t e r a c y
i n c l u d i n g a b i l i t y t o d ev e l o p a n d
m a n a g e c o nt e nt fo r mu l t i p l e p l at fo r m s
24 . 0 %
T A B L E 2 : T O P 1 0 H I G H E S T R A N K E D A R E A S O F K N OW L E D G E
Percent of respondents repor ting “advanced” or “exper t”
1 2 3 4 5
6 7 8 9 1 0
Wr i t i n g p r o fi c i e n c y
at t h e b a s i c l ev e l
M a s t e r y o f l a n g u a g e i n
w r i t t e n & o r a l c o m mu n i c at i o n
i n o n e l a n g u a g e
5 8 . 9 % 5 5 . 2 %
C r i t i c a l l i s t e n i n g
s k i l l s
4 9 . 8 %
Ad v a n c e d a n d s p e c i a l i z e d
w r i t i n g a b i l i t y
4 9 . 3 %
Pr o b l e m
S o l v i n g
4 9 . 0 %
C r i t i c a l
t h i n k i n g
I n fo r m at i v e a n d
p e r s u a s i v e w r i t i n g
4 8 . 7 % 47 . 1 %
S t o r y t e l l i n g
4 5 . 8 % 4 5 %
A b i l i t y t o i nt e r p r et
d at a a n d r e s u l t s
P u b l i c s p e a k i n g /
p r e s e nt at i o n
4 3 . 5 %
“!?”
6. The areas that respondents seemed to have the highest level of skills were content creation and
event management. Data analysis, qualitative research methods, ethics, brand management, and
internal communication were other noteworthy areas. One-third of respondents also indicated
integrated communications, client management, and marketing were also areas where they had
a high level of expertise.
5 |
S K I L L S A N D A B I L I T I E S
Respondents were provided with a list of 34 skills and abilities and asked to rate their own level of
expertise on the following scale: no knowledge, fundamental awareness, intermediate, advanced, and
expert. We identified the top 10 areas where respondents reported they had no/limited knowledge or
advanced/expert knowledge (see Table 3 and 4).
Gaps in skills and abilities were evident in the results. Deficiencies in business aspects such as legal and
financial were indicated by more than 30% of respondents. Theory was also a needed area of
improvement. Other areas that more than a quarter of respondents said they no had awareness or
only had a basic awareness of were integrated communications, crisis management, audience
segmentation, and global issues.
1
2
3
4
5
6
7
8
9
1 0
39.5%
37.3%
36.3%
36.1%
33.5%
32.5%
32.7%
30.4%
30.2%
29.1%
I nv e s t o r / F i n a n c i a l R e l at i o n s
L aw ( l i b e l , t r a d em a r k ,
a n d c o p y r i g h t )
RPIE model (Research, Planning,
Implementation, Evaluation)
M a n a g e m e nt T h e o r y
S t a k e h o l d e r A n a l y s i s
G ov e r n m e nt R e l at i o n s /
P u b l i c Af f a i r s
R e l at i o n s h i p T h e o r y
P R H i s t o r y
S o c i a l S c i e n c e T h e o r i e s
F i n a n c i a l L i t e r a c y
1
2
3
4
5
6
7
8
9
1 0
40.1%
37.7%
37.0%
36.1%
35.4%
35.0%
34.8%
34.3%
34.0%
33.9%
C o nt e nt C r e at i o n
Pr o j e c t M a n a g e m e nt
E v e nt M a n a g em e nt
C o m mu n i t y R e l at i o n s
E t h i c a l Pr i n c i p l e s , I s s u e s ,
a n d F r a m ew o r k
D at a A n a l y s i s
Qualitative Research Methods
F u n d r a i s i n g
B r a n d M a n a g e m e nt
I nt e r n a l C o m mu n i c at i o n
TOP 10 LOWEST RANKED SKILLS & ABILITIES TOP 10 HIGHEST RANKED SKILLS & ABILITIES
7. P R O F E S S I O N A L D E V E LO P M E N T
Overwhelmingly, respondents said the degree to which their employee funded
professional activities was a significant factor in their retention over the 12 months.
The majority of respondents also reported paying out of their own pocket for new
training programs. Nearly all respondents said they would be open to learning new
skills if paid for by their employer. Respondents also identified the most popular
methods for closing the gaps in their KSA deficiencies with internal training programs
and seminars/workshops being the most popular.
Percent of respondents who were willing to close their KSA gaps using the following methods:
81%
19%
Said their employer’s funding (or lack of it)
is a significant factor in their decision to stay
at their organizations over the next year
Personally pay for
training programs
to learn new skills
Would be more
open to learning new
skills if their employer
paid for all or part
of the training
55%55% 98%98%
TABLE 5
Graduate School
6 1 . 2 %
Online education
courses
6 9 . 9 %
YouTube
7 1 . 8 %
Volunteer work
7 1 . 8 %
Webinars
7 5 . 7 %
Seminars or
workshops
78 . 1 %
Industry
Conferences
7 4 . 1 %78 . 6 %
Internal Training
Programs
Professional
Organizations
7 5 . 4 %
6 |
8. Grit is defined as perseverance or passion for long-term goals. According to Angela
Duckworth and her colleagues, grit “entails working strenuously toward challenges,
maintaining effort and interest over years despite failure, adversity, and plateaus in
progress” (Duckworth, Peterson, Matthews, and Kelly, 2007, p. 1088). A gritty
individual stays committed in good times and bad. For a full discussion and research
related to Grit, please see the Appendix.
This study asked respondents to self-report their level of grit using Angela
Duckworth’s grit scale. The results indicate that public relations professionals with
fewer than five years experience were found to be less gritty compared to previous
studies conducted by Duckworth and her colleagues. However, there were
statistically significant differences based on the sex of the respondents.
Women were found to be grittier (M = 3.41) than men (M = 3.17).
7 |
GR I T
T A B L E 6
This chart compares the PR professionals to other respondents of studies
conducted by Duckworth et al. Note: Means are based on a 1 to 5 scale,
1 = not like me at all to 5 = very much like me.
Study: Adults aged 25 and older (convenience
sample of web respondents in 2004)
Study: Adults aged 25 and older (convenience
sample of web respondents 2006)
Study: Ivy League undergrads
SAMPLE CHARACTERISTICS
THIS STUDY: PR Professionals with 5 years exp
SAMPLE SIZE MEAN SD
Study: National Spelling Bee Finalists
Study: West Point cadets in Class of 2008
Study: West Point cadets in Class of 2010
366 3.32 0.53
690 3.41 0.67
138 3.46 0.61
175 3.50 0.67
1,545 3.65 0.73
1,218 3.65 0.53
1,308 3.75 0.54
<
9. Psychologist Daniel Goleman who first introduced the term “emotional intelligence”
to a mass audience contends that truly effective leaders should have a high degree
of emotional intelligence: self-awareness, self-regulation, motivation, empathy, and
social skill. Goleman (2014) says that EI is the “key attribute that distinguishes
outstanding performers from those who are merely adequate” (1). He found
emotional intelligence and measurable business results were highly correlated.
Researchers at Sam Houston State University suggest emotional and social
intelligence training is essential for preparing professionals to function effectively
with teams, leadership, and complex issues (Sigmar, Hynes, & Hill, 2012).
To test emotional intelligence, this study used the Trait Emotional Intelligence (EI)
questionnaire (TEIQue-short form). According to Petrides (2009), the premise of
the theory is based on four factors: emotionality, self-control, sociability, and
well-being. The theory is that when individuals who perceive themselves as
emotionally capable (emotionality), they tend to also believe they are socially
capable (sociability), have more willpower (self-control), and are better adapted
overall (well-being). For more research about EI and a thorough description of each
of the factors, please see the Appendix.
8 |
E M OT I O N A L I N T E L L I G E N C E
T A B L E 7
This chart compares the PR professionals to other respondents of studies
conducted by Duckworth et al. Note: Means are based on a 1 to 5 scale,
1 = not like me at all to 5 = very much like me.
TEIQUE – SF FACTOR MEAN SD RANGE
(LOW TO HIGH)
Self-control
Sociability
Well-being
Emotionality
Overall Mean
3.55
3.50
3.71
3.18
3.49
0.43
0.51
0.77
0.64
0.62
3.07-4.05
2.96-4.15
2.60-4.34
2.60-4.19
1.50-5.00
10. E M OT I O N A L I N T E L L I G E N C E A N D G R I T
A Pearson’s product moment correlation coefficient was computed to assess the
relationship between the amount of grit an individual has and their emotional
intelligence. There was a moderately strong, positive linear relationship between the two
variables (r = .630, p = < .05), meaning grit is strongly related to emotional intelligence.
9 |
D E M O GR A P H I C B R E A K D OW N
1%
1%
1%
38%
Wo m e n
M e n
Transgender/
No disclose
Wh i t e
78%
61%
13%
Native Hawaiian or
Pacific Islander
4%
Asian
4%
Other
B l a c k /
Af r i c a n
A m e r i c a n
A S S O C I AT I O N / N O N P R O F I T. . . . . . . . . . 1 7 %
C O R P O R AT I O N . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 9 %
E D U C AT I O N A L I N S T I T U T I O N . . . . . . . . 1 1 %
G OV E R N M E N T / M I L I T A R Y . . . . . . . . . . . . . 4 %
I N D E P E N D E N T P R AC T I T I O N E R . . . . . .5 %
P R AG E N C Y / C O N S U LT A N C Y . . . . . . . . . 9 %
P R O D U C T S / S E R V I C E S
T O P R I N D U S T R Y . . . . . . . . . . . . . . . . . . . . . . . . . 5 %
P R O F E S S I O N A L S E R V I C E S . . . . . . . . . . 1 7 %
OT H E R . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 3 %
P R S S A . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 0 %
O N - C A M P U S S T U D E N T M E D I A
( N E W S P A P E R , R A D I O S T AT I O N , E T C . ) . . . . . . 4 1 %
O N - C A M P U S S T U D E N T P U B L I C
R E L AT I O N S AG E N C Y . . . . . . . . . . . . . . . . . . . . . . . 25 %
B AT E M A N C O M P E T I T I O N . . . . . . . . . . . . . . . . . 4 %
ARE YOU ACTIVE IN GROUPS
OUTSIDE OF PRSA?
HOW LONG HAVE YOU BEEN
AT ORGANIZATION?
YES (71%)
NO (29%)
UNDER ONE
YEAR (26%)
ONE TO
TWO YEARS
(31%) THREE
TO FIVE
(27%)
11. 10 |
F I N D I N G S
1
2
3
4
5
Entry-level professionals identified having advanced
levels of knowledge in multiple areas of writing.
Entry-level professionals need to improve their
business skills and ability to apply theories.
Professional development support improves retention.
Female entry-level professionals rated themselves
higher than men on their level of grit.
Of the factors relating to emotional intelligence, entry-level
professionals rated themselves lowest in “emotionality”, or
the ability to be in touch with their own and others' feelings.
13. Few studies have investigated the qualities of entry-level professionals, with most focusing on
Millennials or students. Since 1975, the Commission on Public Relations Education, has
presented recommendations on public relations education to colleges and universities about
what courses to teach and programs to offer to help prepare students for the profession.
The 2006 Professional Bond Report recommended a minimum of five courses that should be
required in the public relations major: Introduction to Public Relations, Public Relations
Research, Public Relations Writing, Internship, and an additional course in law and
ethics/planning/case studies/ or campaigns. The Commission will launch a new report at the
end of October 2017.
Danny Paskin (2013) surveyed public relations practitioners about the necessary skills of
graduating students, and found writing skills placed first, followed by strategic thinking and
good communication skills. However, research has also found that public relations
professionals still complain that graduates lack basic writing skills (Lane & Johnston, 2017).
A 2017 survey by Plank Center for Leadership and the Institute for Public Relations found
sharp differences between Millennial Communication Professionals (MCPs) and their
managers on workplace factors, values, and attributes. In fact, 83 percent of Millennial
Communication professionals said they were ambitious about making progress, while only 52
percent of their managers said the same about MCPs. Similarly, 83% of MCPs said they were
passionate about their work while only 48 percent agreed with that statement about MCPs.
Additionally, 62 percent of MCPs said they were attracted to their organization because it
offered opportunities for growth and development; the managers rated this similarly.
A similar pattern of the divide between MCPs and their supervisors was found in a 2014
survey by Vicki Todd. Millennial entry-level employees self-reported their job performance
was exceptional, and rated their professional characteristics in the above average range.
However, acceptance of criticism, oral communication, and research skills were rated in the
average range. It should be noted that supervisors rated the MCPs as significantly poorer in
75% of the job skills and all the 16 professional characteristics. However, it should be noted
that many studies, including the aforementioned, demonstrate one of the challenges of
self-report surveys; respondents may be overconfident in rating their own level of expertise
and performance concerning their KSAs.
K N OW L E D G E , S K I L L S , A N D A B I L I T I E S
12 |
14. Grit is defined as perseverance or passion for long-term goals. According to Angela Duckworth and
her colleagues, grit “entails working strenuously toward challenges, maintaining effort and interest
over years despite failure, adversity, and plateaus in progress” (Duckworth, Peterson, Matthews,
and Kelly, 2007, p. 1088). A gritty individual stays committed in good times and bad.
However, some studies have found a cost to persistence in that some grittier individuals may
persist for longer than necessary rather than to quit (Lucas, Gratch, Cheng, & Marsella, 2015).
Education, rather than intelligence or age, has been found to be directly related to the presence of
grit. Older individuals tended to have more grit than younger individuals, indicating that grit may be
fluid (Duckworth et al., 2007). Another note is that while grit may be related to other variables, such
as work ethic, it is distinctly different (Meriac, Slifka, & Labat, 2015).
Grit is the ability to focus on long-term goals over years, regardless of challenges individuals may
face. Two dimensions of grit include: consistency of interests (maintaining focus until a goal is
completed) and perseverance of efforts (persistence toward goal when facing obstacles). In 2014,
scholars found that the measure of grit corresponds to persistence across a range of life contexts.
For example, the study found grittier individuals were less likely to drop out of their respective life
commitments, both personally and professionally (Eskreis-Winkler, Duckworth, Shulman, & Beal,
2013). Research has tested the importance of grit in areas such as the military, professions,
marriage, and education.
Grit is not necessarily related to practice or time spent in the field. Malcolm Gladwell in his 2008 book
Outliers contends 10,000 hours of “deliberate practice” helps individuals become world-class in any
field. However, this may not be the case. A meta-analysis of 88 studies found differences in an
individual’s performance are not necessarily related to “deliberate practice” (Macnamara, Hambrick
& Oswald). When “professions” were isolated, only 1% of variance is explained by deliberate practice
compared to other areas, such as 26% in gaming and 21% in music. The authors specific abilities
may explain some of the variance that deliberate practice does not. Therefore, spending more time
in a position does not necessarily make you “world-class” or grittier in that position.
GR I T
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Outliers
15. E M OT I O N A L I N T E L L I G E N C E
Psychologist Daniel Goleman who first introduced the term “emotional intelligence” (EI)
to a mass audience contends that truly effective leaders should have a high degree of
EI: self-awareness, self-regulation, motivation, empathy, and social skill. Goleman (2014)
says that EI is the “key attribute that distinguishes outstanding performers from those
who are merely adequate” (1). He found emotional intelligence and measurable business
results were highly correlated. Researchers at Sam Houston State University suggest
emotional and social intelligence training is essential for preparing professionals to
function effectively with teams, leadership, and complex issues (Sigmar, Hynes, & Hill,
2012).
In one of the few public relations-related studies, Austin and Jin (2015) contend that
high EI is manifested in sensitivity, empathy, and compassion, and is required when
communicating with stakeholders in emotion-laden events.
Considerable research has demonstrated the benefits of having a high level of EI, and
that it provides the basis for social and emotional skills that are needed for most jobs
(de Haro & Castejón, 2014). EI allows people to cope with life stressors and work
difficulties (Laborde, Dosseville, Guillén, & Chávez, 2014; Siegling et al., 2015), and has an
impact on overall career adaptability (Coetzee & Harry, 2014). Additionally, EI has
served as an important predictor of coping with task-induced stress (O’Connor, Nguyen,
& Anglim, 2017).
To test EI, this study used the Trait Emotional Intelligence (EI) questionnaire
(TEIque-short form). It should be noted there are criticisms of self-reporting as well as
the ability to measure a form of “intelligence” (Petrides, 2009), which is why the TEIque
focuses specifically on EI as a trait. Additionally, critics have contended that emotional
intelligence cannot accurately be measured (Petrides, 2009). The premise of the theory
is that when individuals who perceive themselves as emotionally capable (emotionality),
they tend to also believe they are socially capable (sociability), have more willpower
(self-control), and are better adapted overall (well-being).
This chart compares the PR professionals to other respondents of studies
conducted by Duckworth et al. Note: Means are based on a 1 to 5 scale,
1 = not like me at all to 5 = very much like me.
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16. Petrides defines these four factors of emotional intelligence as follows (p. 10):
SOCIABILITY:
This factor differs from the emotionality factor above in that it emphasizes social relationships
and social influence. The focus is on the individual as an agent in social contexts, rather than
on personal relationships with family and close friends. Individuals with high scores on the
sociability factor are better at social interaction. They are good listeners and can
communicate clearly and confidently with people from diverse backgrounds. Those with low
scores believe they are unable to affect others’ emotions and are less likely to be good
negotiators and networkers. They are unsure what to do or say in social situations and, as a
result, they often appear shy and reserved. The reliability scores using Cronbach’s alpha for
this dimension was 0.62.
WELL-BEING:
High scores on this factor reflect a generalized sense of well-being, extending from past
achievements to future expectations. Overall, individuals with high scores feel positive, happy
and fulfilled. In contrast, individuals with low scores tend to have low self-regard and to be
disappointed about their life as it is at present (p. 10). The reliability scores using Cronbach’s
alpha for this dimension was 0.51.
EMOTIONALITY:
Individuals with high scores on this factor are in touch with their own and other people’s
feelings. They can perceive emotion and express emotions and use these qualities to develop
and sustain close relationships with important others. Individuals with low scores on this factor
find it difficult to recognize their internal emotional states and to express their feelings to
others, which may lead to less rewarding personal relationships. The reliability scores using
Cronbach’s alpha for this dimension was 0.81.
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SELF-CONTROL:
High scorers have a healthy degree of control over their urges and desires. In addition to
controlling impulses, they are good at regulating external pressures and stress. They are
neither repressed nor overly expressive. In contrast, low scorers are prone to impulsive
behavior and may find it difficult to manage stress. The reliability scores using Cronbach’s
alpha for this dimension was 0.64.
17. REFERENCES
Austin, L., & Jin, Y. (2015). Approaching ethical crisis communication with accuracy and sensitivity: Exploring
common ground and gaps between journalism and public relations. Public Relations Journal, 9, 1-26.
Bureau of Labor Statistics (December 2015). Labor force projections to 2024: the labor force is growing,
but slowly. Retrieved https://www.bls.gov/opub/mlr/2015/article/labor-force-projections-to-2024-12.htm
Bureau of Labor Statistics (September 2016). Employee tenure in 2016. Retrieved from
https://www.bls.gov/news.release/pdf/tenure.pdf
Coetzee, M., & Harry, N. (2014). Emotional intelligence as a predictor of employees' career adaptability.
Journal of Vocational Behavior, 84(1), 90-90.
Duckworth, A.L., Peterson, C., Matthews, M.D., & Kelly, D. R. (2007). Grit: Perseverance and passion for
long-term goals. Journal of Personality and Social Psychology, 92(6), 1087-1101.
Eskreis-Winkler, L., Duckworth, A. L., Shulman, E. P., & Beal, S. (2013). The grit effect: Predicting retention in
the military, the workplace, school and marriage. Frontiers in Psychology, 5(36),
doi:10.3389/fpsyg.2014.00036
Gladwell, M. (2008). Outliers : the story of success. New York :Little, Brown and Co.,
Goleman, D., (2014). What makes a leader? Harvard Business Review.
https://hbr.org/2004/01/what-makes-a-leader
Laborde, S., Dosseville, F., Guillén, F., & Chávez, E. (2014). Validity of the Trait Emotional Intelligence
Questionnaire in sports and its links with performance satisfaction. Psychology of Sport and Exercise, 15,
481–490.
Lucas, G., Gratch, J., Cheng, L., & Marsella, S. (2015). When the going gets tough: Grit predicts costly
perseverance. Journal of Research in Personality, 59(4), 15-22. doi:10.1016/j.jrp.2015.08.004
Lane, A., & Johnston, K. (2017). Bridging the writing gap between student and professional: Analyzing writing
education in public relations and journalism. Public Relations Review, 43(2), 314-325.
doi:10.1016/j.pubrev.2017.02.008
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18. Macnamara, B., Hambrick, D., & Oswald, F. (2014). Deliberate practice and performance in music, games,
sports, education, and professions. Psychological Science, 25(8), 1608-1618. doi:10.1177/0956797614535810
Manley, D., & Valin, J. (2017). Laying the foundation for a global body of knowledge in public relations and
communications management. Public Relations Review, 43(1), 56-70. doi:10.1016/j.pubrev.2016.10.018
Meriac, J., Slifka, J., & LaBat, L. (2015). Work ethic and grit: An examination of empirical redundancy.
Personality and Individual Differences, 86, 401-405. doi:10.1016/j.paid.2015.07.009
O’Connor, P., Nguyen, J., & Anglim, J. (2017). Effectively coping with task stress: A study of the validity of the
trait emotional intelligence questionnaire-Short form (TEIQue-SF). Journal of Personality Assessment,
99(3), 304-314. doi:10.1080/00223891.2016.1226175
Paskin, D. (2013). Attitudes and perceptions of public relations professionals towards graduating students'
skills. Public Relations Review, 39(3), 251-251.
Petrides, K. V. (2009). Psychometric properties of the Trait Emotional Intelligence Questionnaire. In C.
Stough, D. H. Saklofske, and J. D. Parker,
Advances in the assessment of emotional intelligence. New York: Springer. DOI:
10.1007/978-0-387-88370-0_5
Siegling, A. B., Vesely, A. K., Petrides, K. V., & Saklofske, D. H. (2015). Incremental validity of the Trait Emotional
Intelligence Questionnaire–Short Form (TEIQue–SF). Journal of Personality Assessment, 97, 525–535.
Sigmar, L. S., Hynes, G. E., & Hill, K. L. (2012). Strategies for Teaching Social and Emotional Intelligence in
Business Communication. Business Communication Quarterly, 75(3), 301-317.
doi:10.1177/1080569912450312
Todd, V. (2014). Public relations supervisors and millennial entry-level practitioners rate entry-level job skills
and professional characteristics. Public Relations Review, 40(5), 789-789.
REFERENCES (CONT)
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19. METHODOLOGY
Participants were recruited from Qualtrics and the PRSA membership. Respondents
included 386 full-time communication/public relations professionals with five years or
less experience. The study was completed from January to May 2017. The margin of
error associated with this level of reporting is +/- 5% at a 95% confidence level.
ABOUT THE INSTITUTE FOR PUBLIC RELATIONS
The Institute for Public Relations is an independent, nonprofit research foundation
dedicated to fostering greater use of research and research-based knowledge in
corporate communication and the public relations practice. IPR is dedicated to the
science beneath the art of public relations™. IPR provides timely insights and applied
intelligence that professionals can put to immediate use. All research, including a weekly
research letter, is available for free at www.instituteforpr.org.
ABOUT THE PUBLIC RELATIONS SOCIETY OF AMERICA
PRSA is the nation’s largest professional organization serving the communications
community. The organization’s mission is to make communications professionals
smarter, better prepared and more connected through all stages of their career.
PRSA achieves this by offering its members thought leadership, innovative lifelong
learning opportunities to help them develop new skills, enhance their credibility and
connect with a strong network of professionals. The organization sets the standards of
professional excellence and ethical conduct for the public relations industry. PRSA
collectively represents more than 30,000 members consisting of communications
professionals spanning every industry sector nationwide and college and university
students who encompass the Public Relations Student Society of America (PRSSA).
Learn more about PRSA at https://www.prsa.org
Report written by Dr. Tina McCorkindale, President & CEO, Institute for Public
Relations. For questions about the study, please contact
Dr. Tina McCorkindale at tina@instituteforpr.org