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How are these elements and dimensions integrated by locals conducting business in the nation?

Paper must cover the country of Bulgaria and how it relates to the united states.

1. The GBCA has only four required sections. Only the four required sections will earn credit in terms of content page count.

2. A minimum of 24-pages of content is required, this number excludes the title page, abstract, references, and conclusion. Thus each page of content is worth 12.5% of the total grade; thus, 12.5 points will be deducted for each page of content missing (refer to point 1 above).

The following questions are the four sections described above.

• What are the major elements and dimensions of culture in this region? (See Chapter 2 of the textbook for a list of the required dimensions.)

The major elements and dimensions of culture that must be covered are.

1. Communication
2. Religion
3. Ethics
4. Values and Attitudes
5. Manners and Customs
6. Social Structures and Organizations

• How are these elements and dimensions integrated by locals conducting business in the nation?

• How do both of the above items compare with US culture and business?

• What are the implications for US businesses that wish to conduct business in that region?

What role does Saudi Arabia play in Yemen? Understanding Saudi Arabia’s involvement in the civil war in Yemen.

The answer to this research question should be proven empirically. Explained on one side by a neo-realist approach. And on the other side by a constructivist approach.

Structure: 1. Introduction- briefly about Yemen crisis, the Houthi’s and their role. Moreover, the relationship btw Saudi Arabia and Iran and how Saudia Arabia was involved. Then explain the purpose of this essay, which is understanding the Saudi Arabia’s involvement in Yemen from a neorealist approach and from a constructivist approach.

2. Body part.a) First neo-realist approach on the role of Saudi Arabia’s involvement in Yemen (supported through empirical evidence, which is in this context events that happened) This means explaining these events from a neo-realist approach
b) Constructivist approach on the involvement of Saudi Arabia in Yemen

3. Personal opinion why Saudi Arabia is involved in Yemen, and summary of this paper.

IMPORTANT: NO PLAGIARISM. 7 Empirical References should be listed. Which means arguments should be empirically supported from real evidence.
Words: Times New Roman 12

RELEVANT Literature that could be used, but at least 7 empirical references are needed:
1. Karakir, I.A. (2018). Ongoing Conflict in Yemen: A Proxy War. Journal of TESAM Academy.
2.Al-Otaibi, S.Z. (2019).The impact of Arab Revolution on the security of the Arabian Gulf The
Yemeni Revolution as a model. Emerald Insight.
3. Barzegar, Keyhan and Dinan, Seyyed 2016: Iran‘s Political Stance toward Yemen‘s Ansar Allah Movement: A Constructivist-Based Study, Journal of Politics and Law 9(9), 77-83

Examine the impact of conflict on the psycho-social well-being of communities.

  1. Examine the impact of conflict on the psycho-social well-being of communities

Essay structure

Introduction (300)

Prolonged conflict as a ‘collective trauma’ (2200)

Scattered community (800)

Conclusion (200)

Reference

Key readings (these readings are just for conceptualising – use google scholar for specific reading about the subsections of each question)

  • Franko Aas, K. (2011) ‘Crimmigrant’ bodies and bona fide travellers: Surveillance, citizenship and global governance, Theoretical Criminology, 15(3) 331–346. Available at: https://journals.sagepub.com/doi/pdf/10.1177/1362480610396643
  • Ahmed, S. (2014, 2nd edition) The Cultural Politics of Emotion, Edinburgh,
  • Edinburgh University Press.
  • Bar‐Tal, D., Halperin. E. and De Rivera, J. (2007) Collective emotions in
  • conflict situations: Societal implications, Journal of Social Issues 63(2): 441-
  • Doná, G. (2014) The psychological impact of working in post-conflict
  • environments: A reflexive account on intersectional traumatization,
  • Intervention: International Journal of Mental Health, Psychosocial Work and
  • Counselling in Areas of Armed Conflict, 12 (1): 91-94
  • Eyerman, R., Alexander, J.C. and Breese, E.B. (2015) Narrating Trauma: on
  • the Impact of Collective Suffering, London: Routledge
  • Freire, P. (1963) The Pedagogy of the Oppressed, London: Penguin Books
  • Pedersen, D. (2002) Political violence, ethnic conflict, and contemporary wars:
  • Broad implications for health and social well-being, Social Science and
  • Medicine, 55: 175-190.
  • Tammam, A. and Christensen, L. (2012) ‘Psycho-social recovery’ in B. Wisner,
  • C. Gaillard, and I. Kelman (eds), The Routledge Handbook of Hazards and
  • Disaster Risk Reduction (2012): 569-579. (Google scholar)
  • Müller, T, R. (2008) Bare life and the developmental state: implications of the militarisation of higher education in Eritrea, Journal of Modern African Studies, 46(1): 111–131. Available at: https://www.cambridge.org/core/services/aop-cambridge-core/content/view/72473257AF3BB9A6B07D5CD0746444C5/S0022278X07003096a.pdf/bare_life_and_the_developmental_state_implications_of_the_militarisation_of_higher_education_in_eritrea.pdf
  • Oksala, J. (2010). Violence and the Biopolitics of Modernity. Foucault Studies, (10), pp.23-43. Available at: file:///H:/PhD%20Readings/Violence%20and%20the%20Biopolitics%20of%20Modernity.pdf
  • Salter, M. B. (2008) When the exception becomes the rule: borders, sovereignty, and citizenship, Citizenship Studies, 12(4): 365-380: Available at: https://www.tandfonline.com/doi/pdf/10.1080/13621020802184234?needAccess=true

 

Available at: https://search.proquest.com/docview/228271571/fulltextPDF/945A7B7AE4DD414FPQ/1?accountid=14540

·        The collective body: Challenging western concepts of trauma and healing https://journals.co.za/content/track2/8/1/EJC111759

 

 

Describe the places of employment of the public health workforce, how the workforce is trained, and who is licensed or certified.

◄ ◄

The Public Health Workforce
Matthew L. Boulton, MD, MPH • Edward L. Baker, MD, MPH • Angela J. Beck, PhD, MPH
LEARNING OBJECTIVES
Upon completion of this chapter, the reader will be
able to:
1. Identify professions comprising the public health
workforce and describe efforts to determine the public
health workforce size and composition.
2. Describe the places of employment of the public health
workforce, how the workforce is trained, and who is
licensed or certified.
3. Describe the efforts underway to ensure and measure
the impact of public health workforce development,
including leadership development.
4. Describe the essential public health services delivered
by the public health workforce.
5. Define leadership and be able to distinguish leadership
and management.
6. Understand theories of leadership practice a_nd
the related behaviors needed to practice effective
leadership.
7. Understand the needs for leadership development at
various career stages.
KEY TERMS
certification
competencies
enumeration
leadership
licensure
management
multidisciplinary teams
voluntary health organizations
workforce
workforce capacity
307
308
INTRODUCTION
. l forefront of the
Public health is increasmgly at t 1e d re-emergent
national and global response to new anf d adly infechealth
threats ranging from ~utbreak:ho in ~he obesity
tious diseases, to the explosive gro~ . . and vioepidemic,
to disturbing increases m mff1urt~ public
lence makm. g the nee d fo r a l1 1· ghly e ec 1ve f that
health system as vital as ever. Perhaps no part O
public health system is as important as th~ pheo~t1~
who work within it as members of the pubhc ea .
workforce. A well-trained and competent workforce is
essential to the practice of public health and. the successful
delivery of essential public health services. The
professionals and other workers who comprise the
public health workforce share a common awareness
of and commitment to improving health through a
population focus. These workers are uniquely diverse
in terms of the education, skills, and experience they
bring to the field, especially relative to other health
professions. However, unlike other health professions,
the public health workforce has actually become
smaller over the last two decades. At the same time the
variety of occupations comprising that workforce has
diversified and includes new positions such as health
informatics specialists, public health geneticists, and
emergency preparedness professionals which mostly
did not exist just a decade ago. The opportunities for
public health worker training and education have also
grown dramatically as schools and programs of public
health have undergone an unprecedented expansion.
This has been accompanied by a rapid development
of continuing education and other training, often using
distance modalities, offered through national networks
of federally funded workforce centers. These
efforts are creating an increasingly professionalized
workforce that has been reinforced and strengthened
through complementary initiatives aimed at development
of competency-based education and training
worker certification, and accreditation of public health
agencies.
Despite these exciting developments, many contemporary
c?allenges confront attempts to fully characterize
the pubhc health workforce-there is still too little known
about how many workers it contains, the disciplines they
represent, wh~re they d~liver services and how effective
they are at domg so, their demographic composition, the
reasons they enter and leave the workforce, and how th
adapt to unstable funding impacting their job security a~~
future caree~ prospects. And, we continue to wrestle with
the appropnate _benchmarks that define the ideal mix of
educ~tlon, expenence, and diversity needed to produce an
effecnve workfor~e an? how that mix contributes to overall
workforce capacity. F_mally, there is a clear need for more
research on the pubhc health workforce to address these
PART FOUR
ON OF PUBLIC HEALTH SERVICES
pROViSI
l ensure that, ultimately, we hav
. and to a so . h kill . e
many questions f eople with the ng t s s m the right
the right nu~ber ~ Pe to improve and protect the public’s
t the nght um
place a . .
health. ludes with an extensive discussion
The chapter cone ctice of leadership consists of speof
Jeaders~ip. ~~ r~ead to the realization of a shared
cific behaviors :
1
~ plementation of core strategies and
vision through t e imerational reality of specific tactics
I. tion to op . . ·
the app ica t” e of leadership consists of specific
f the prac 1c .
There ore, . h 1 d to the realizat10n of a shared vih
. s whic ea .
be avior h . plementation of core strategies and
sion thr~ug~ t ~~:perational reality of specific tactics.
the apphcatihon . s has developed regarding the skills
A oft eone
range a ct· leadership; one of the most compelneeded
for eue ive · · l d h’
. ublic health practice IS servant ea ers 1p. As
lmg for P 1 leadership development needs to change
leaders evo ve, h” d I
d b ddressed by formal leaders Ip eve opment
an can ea h’ · I
programs. In public health, leaders I•p • IS cendtr ad to a· ddressing
the challenges and opportumties nee e to improve
and protect the public’s health.
PUBLIC HEALTH WORKERS
The effective delivery of public health services is dependent
upon the availability of a skilled, competent
workforce (the population employed in a specified
occupation). A key challenge for governmental and
nongovernmental public health organizations is to
employ the appropriate number of workers who possess
the requisite skills which can be used where and
when they are needed.1 The public health workforce
c~mpri~es a_ highly varied group of professions. The
wide diversity of skills, education, and experiential
~ack~rounds that public health workers bring to the
field ~s a strength given the multitude of factors that
contribute to population health· however it also ere·
ates cha.l l.e n ges · ‘ . ‘ . lil accurately determimno the size,
composition 1• b f . 0 bl’
h I h ‘ 0 unction, and expertise of pu ic
eabtl. whorkers, both individually and collectively. The
pu ic ealth w kf
ways, wi. th a f or orce has been defined in many
the comm i°cus on population health serving as
Accord. on e ement to define a public health worker.
lie heal~~gp:~r:~:i~nstit~t~ of Medicine (IOM) , a pu?health
or a 1 n~l is a person educated in pubhc
re ated dis · 1· ·
prove health th cip me who is employed to 101·
~mportance of t~ough a_ population focus.”2 Given the
mg and protect” e p~bhc health workforce in promot·
to understand ~~~ ; health of populations, it is ke)’
ployed and what k”ll any Workers are currently et11·
gaps in Workfor s 1 s they possess as well as where
d . ce cap · . ‘ .
an retain the . h ac1ty exist and how to recruH
health settings. ng t types of Workers in all public
CHAI”‘ I t:K IO I Ht: PUBLIC HE
ALTH VvOR
KFORCE
WORKPLACE SETTIN
public health workers Gs
f
. b . . can be£
0 10 settmgs m both bl’ 0 unct in .
h
• pu 1c and a Wide
of t ese settmgs may not b private variety
as places where public h
1
e traditionally s~tors. Some
services carried out theree~! s~rvices are ~el:racterized
to the public’s health non th e important co v~red, but
· d · e eless AI h ntnbuti
summa~1ze m this chapter e · t ough the _ons
of public health workers mploy substantial settings
. , not all w k numbe
these settmgs are necessa .1 or ers em I rs
workforce. n Y part of the p u b~li co yheedal tinh
Governmental Public H ealth
The core public health workf
l
. orce is
ernm. enta settmgs ‘ includ’m g 5 9 st et mployed in g ovpubhc
heal~h agencies, nearly 3 0 a e and territorial
partments (mcluding tribal a : OO local health dedes
that contribute to a pubY~n~ies), and federal agenthe
Department of Health icd :;1th
mission such as
vironmental Protection Ao an uman Services, En-
. l oency, and D
Agncu ture, among others W’th’ epartment of
government, public health ~o k
1
m all three levels of
. f r ers are found · ‘d
vari.e ty o programs that focus on areas such m a w1 e
environmental protection c00. . , 1’ d sa1ce ty h ealth a· s energy,
(.m clud.m oo Medicaid) ‘ 1· mmum.z at1. ons’, controlm osfu irnafneccenous
dis.e ases, maternal and child health , mentaI h ealth
occupat10nal health and safety, substance abuse i
health , traffic safety, sexually transmitted infec,tir;:~:
~elfare, and zoning. Many of these programs, orig~
mally developed as part of a department or board of
?ealth, have since been relocated or combined as policy
makers shift preferences for relating programs and
people. For example, pesticide control programs now
housed in agriculture were once part of health departments,
and the function of assuring access to care for
the poor encompassed by Medicaid may have been a
part of the jurisdiction of a board of health. The IOM
described an ideal state health agency that encompasses
all of these programs. :1 However, no such agency exists,
nor is one likely to appear. Consequently, public health
professionals must work collaboratively across program
and agency lines and among public and private and
voluntary partners.
Nongovernmental Public Health
f d in a range of set-
Public health workers can be o~nhealth agencies. For
tings beyond governmental pu~l~~ . dual schools (pub~
xample, school distric~s ao<l
1
~
0
1
v~any public health
he, private, and parochial) em~ s~hool-aged children.
nurses to assure the he_a~th ~nd environmental health
They may also have nutntion_ . t wi’de level to assure
· t a d1str1c –
professionals working a
309
the healthf I Inde, pendeun tn Wesast and safet y o f sc h ool meal programs
tri c• t s also em lo er, sew. er ‘ or waste management dis-·
that standard: fo; ~~1ti’,1c :ealth professionals to assure
In addition I ic ealth protection are met.
(an industry co~ v~ _untary health organizations
fund raising for hns;;hg organizations that engage in
cation, and patiente: :related research, health edufor
public health w ekrv1ces) represent another setting
a speci.a l case of or 1e rs • The Am en·c an Red Cross is
h eal t h and care-g·a v. o untIa ry. a gency, gi.v en the public
ivmg ro e 1t pl d •
response in coord’ . ays urmg emergency
. mat1on with I I officials. It also prov· d ?ca ‘ state, and national
ti~n in many localittesesf~:tens1ve public health educash1p
of HIV/ AIDS ‘ . example, through sponsororganizations
wit/:es~ent10n trai?ing. Other voluntary
elude the A • rong pubhc health presence inCancer
_mencan Lung Association, the American
the S?c1ety, _the American Heart Association, and
th American Diabetes Association. Although each of
ese ~mploys public health personnel, they also use
extensive. networks of volunteers’ some of whom are
also fu~l-t1me public health workers in other agencies
For th~ir. volu~teers who are not public health workers:
~he trammg given for volunteer tasks results in expandmg_
the public health knowledge within communities.
To Illus~ate, few communities would be as strict in control
of mdoor tobacco smoke today were it not for the
thousands of public health volunteers workino through
voluntary associations. Local communities ltlso often
have nonprofit groups with public health and human
services missions who provide important outreach to
the population through health education, health advocacy,
and other public health efforts.
Hospitals and Healthcare Organizations
Many hospitals and health care organizations (including
staff-model and other health maintenance organizations)
employ public health professionals. Many of
the administrators of personal health care services have
earned graduate degrees in administration from programs
housed in schools of public health, and may have
developed a population focus on their work. Among the
most common public health workers in these settings
are health educators, outreach workers, and epidemiologists.
A large institutional system may have its own
sanitarians, environmental engineers, and occupational
health staff as well. Further, many localities expect that
the clinical portion of public health services, such as
immunizations or home-based education and outreach,
will be housed with other care services, and not solely
in the public health agency, and often are inc?rp?1:ate1d
seamlessly into daily practices such as a pediatncrnn s
ongoing care. Conversely, it should be remem~ered,
however, that just providing a health-related service or
PROVISION OF PUBLIC HEALTH SERVl():s
PART FOUR i;;
310
activity outside the walls of a hospital does not mak~ it
a public health activitv. The test for whether something
should be considerei part of public health is the pr~sence
of a focus on a population group or commumt!
and on a preventive strategy or a preventable outcoi~e.
As public health and health care organizations continue
to implement mandates of the Patient Protection and
Affordable Care Act of 2010 (ACA),5 some of the job
tasks of public health workers and hospital workers
may become more integrated and shared across worker
settings.
cal health departments? Enumerations
state n1ul_ lo unt the number of workers ernpl tuct.
( t dies to co · · 0 ies s u d t f agencies or orgamzations) have bY e·d
in a defined se tohe U.S. public health workforce s·een
con ducte o. n te i’ts size. More recent ef f orts esti”‘ ince
Occupational Health
For workforce and other strategic considerations, occupational
health is a subspecialty of public health practice
that may take workers into almost any other field as
a part of the organization’s infrastructure. These public
health professionals include physicians (some board certified
in occupational medicine by the American Board
of Preventive Medicine), nurses, epidemiologists, and industrial
hygienists, and are involved primarily with protection
of workers from hazardous working conditions.
Some also develop workplace-based health promotion
programs or even broader health programs for workers
and their families. Workers concerned about their
health and safety may also employ public health expertise
through unions or professional associations. For
example, occupational health advocates on the staff of
the American Nurses Association were leading activists
in supporting legislation protecting health care workers
from occupational exposure to blood-borne pathogens.
WORKER ENUMERATION
1908 to est1ma •11ated
ublic health workers per 10?,000 population in
220 p while a national enumeration_ study conducted
1. 98200,0 0 y1. e lded a total of approxim. ately 450 ,O oo 10 t· nally equivalent to a ratio of 158 pub\’ workers na 10 • 1 . 7 1c
k s per 100,000 popu at1on. These stud
health wor er f ” bl’ h ·
. d d’fferent definitions or pu ic ealth Worker”
1es use 1 d 11 t· ak’
d•ff t methods for ata co ec ion, m mg trend
and 1 eren . . 1 Th
. s over time d1fficu t. e most recent enu
comparison . 14 . 1 d .
merat.i on st udy , conducted m 20 , m· e u he s workers in
l l t te and federal health agencies w o are respono’bcla
‘ fs a th’e delivery of essent·i aI pub l1’ c h ea1t h services, s1 e or . . h d .
which is a narrower defimt10n_ t an use m previous
stu d1. es. In this study, approxim.a tely 291,000 pub- 1
.
lie health workers in 14 occupat10na categories were
enu merated using survey data collected by multiple 8 • organizations (see Table 18-1), eqmva1 ~ nt to a rate of
92/100,000 population. Half of the pubhc health workforce
worked in local health departments, which is not
surprising given that the majority of public health services
are provided at the local level; 30 percent worked
in state health departments and 20 percent at federal
health agencies. Additional detail on the recent trends
in governmental workforce data is provided in Chapter
8 (for state health departments) and Chapter 9 (for
local health departments). Enumeration studies provide
valuable information for assessing the size of the workforce,
but usually provide limited information on other
characteristics of the workforce, such as demographics,
Unlike for other health professions such as physicians
and nurses, the U.S. government does not employ a system
for continuously collecting data to count or characterize
the public health workforce. The U.S. Bureau of
Labor Statistics (BLS) produces employment and wage
estimates annually for over 800 professions. 6 Although
public health workers are included in these estimates,
most cannot be counted because they are grouped
within broader health care professions categories that
lack sufficient precision to specifically determine who is
a public health worker. As a result, public health professional
organizations and public health systems researchers
undertake national surveys and studies in an attempt
to collect information on different segments of the
workforce. Most studies are conducted with state and
local health departments because these agencies are easily
identifiable, have a clear public health mission, and
are often willing to participate in such research activities.
Among the most basic of research questions studied
is How many public health workers are employed ‘in
education and training background, and job function
because most data are collected from the organization,
rather than from individual workers.
Public Health Occupations
The occupational categories listed in Table 18-1 represent
the primary professions of public health workers.
The occupational diversity of the workforce is apparen~.
~everal disciplines, each with their own skills and
trammg requirements, work in multidisciplinary teains
t~ contribute to the overall delivery of public health services
· Ad mi·m ·s trat1·v e and clerical personnel, who in~Y
not have a degree in public health but support public
hhealth program activities in local state and federal
ealth. de partments, represent almo’s t 20 p’ ecr cent ofth e
;
0 ~~-fo~e. The largest proportions of workers trained in
(;6 ic ealth service delivery are public health nurses
ers (~ercent), followed by environmental health work-
0th percent), _and public health managers (6 percent).
er occupations w·th f l boratory workers b .1 ewer workers include ~ ‘ pu he health physicians, behav1ora
CHAPTER 18 THE PUBLIC HEALTH WORKFORCE
rJ\BLE 18-1 Public Health Workforce Occ .
upat,ons and Enumeration Estimates, 2014
occupation
Administrative/
Clerical
personnel
Public Health
Nurses
Environmental
Health Worker
Public Health
Manager
Laboratory
Worker
Public Health
Physician
Behavioral
Health
Professional
Job Description
Staff who work in bus· f·
d . . mess, inance, auditing, management,
~n accountin~; trained at a professional level in their
f1ehld of expertise before entry into public health · staff
w. o p.e rform support work ·1 n areas of busi.n ess a’ nd
financial operations; and staff who perform nontechnical
supf=’.ort wo_rk in all areas of management and program
adm1n1strat1on.
Wor~ers who plan, develop, implement, and evaluate
nursing and public h_ealth interventions for persons, families,
and_ f?0 Pu!at1o~s. at nsk for illness or disability. This includes
pos1~1ons 1dent1f1ed at the registered nurse (RN) level,
and include~ graduates of diploma and associate degree
programs with the RN license.
Staff who plan, develop, implement, and evaluate standards
and systems to improve the quality of the physical
environment as it affects health; manage environmental
health programs; perform research on environmental health
problems; and promote public awareness of the need to
prevent and eliminate environmental health hazards.
Health service managers, administrators, and public health
directors overseeing the operations of the agency or of
a department or division, including the senior agency
executive, regardless of education or licensing.
Staff who plan, design, and implement laboratory
procedures to identify and quantify agents in the
environment that might be hazardous to human health,
biologic agents believed to be involved in the e~iolo_gy of
diseases among animals or humans (e .g., bacteria, viruses,
or parasites), or other physical, chemical, and biologic
hazards; and laboratory technicians who plan, perform, and
I te laboratory analyses and procedures not elsewhere
eva ua . d ‘ I
classified, including performing routine tests 1n a me 1ca
laboratory for use in disease diagnosis and trea~ment;
prepari·n g v accines, biologics, and serums for disea. se
preven t’1 0n; preparing tissue samples for pathologists or
taking blood samples; and executing laboratory tests (e.g .,
urinalysis and blood counts).
Physicians who identify persons or groups at risk for illness
or d ‘1 sa b1T1 t y an d who develop ‘. implement, and evaluate
programs or · terventions designed to prevent, treat, or r in . . . . h risks· might provide direct medical services
ame ,orate sue , . • d ‘ I
. h’ h text of such programs, 1nclud1ng me 1ca
Wit In t e con r d . I’ d d d tor of osteopathy genera 1sts an spec1a 1sts,
octor an oc . • I h ·
f h have training in public hea t or preventive
some o w om
medicine.
h vide psychological support and assess,
Worke.r s w o pdr om onitor provision of communi·t y servi·c es f or
coo.r dinate, aI’n ts Includes soc1·a I work ers.
patients or c ,en ·
35,000
29,191
13,300
10,100
2,000
2,100
4,000
1: <
311
1 •
II I,
1· ,
I
,, 1
14,559 6,085 55,644
12,286 5,793 47,270
4,618 5,920 23,838
3,296 4,998 18,394
5,699 5,685 13,384
791 6,700 9,591
1,839 895 6,734
PART FOUR PROVISION OF PUBLIC HEALTH St1:1
“Vl~~S
TABLE lS-l (Continued)
Workers who design, organize, implement, communicate,
evaluate, and provide advice regarding the effect of
educational programs and strategies designed to support
and modify health-related behaviors of persons, families,
organizations, and communities.
Nutritionist
Epidemiologist
Emergency
Preparedness
Staff
Public Health
Dental Worker
Public Health
Informatics
Specialist
Public
Information
Specialist
Staff who plan, develop, implement, and evaluate programs
or scientific studies to promote and maintain optimum
health through improved nutrition; collaborate with
p~o~rams that have nutrition components; might involve
clm,cal practice as a dietitian.
Staff who investigate, describe, and analyze the distribution
and determinants of disease, disability, and other health
outcomes and develop the means for disease prevention
and control; investigate, describe, and analyze the efficacy
of programs and interventions.
Workers whose regular duties involve preparing for
(e.g., developing plans, procedures, and training programs)
and managing the public health response to all-hazards events.
Staff who plan, develop, implement, and evaluate dental
health programs to promote and maintain the public’s
optimum oral health, including public health dentists
who can provide comprehensive dental care and dental
hygienists who can provide limited dental services under
professional supervision.
Workers who systematically apply information and
computer science and technology to public health practice,
research, and learning (e.g., public health information
systems specialists or public health informaticists).
Staff who represent public health topics to the media and
public, act as a spokesperson for public health agencies,
engage in promoting or creating goodwill for public health
organizations by writing or selecting favorable publicity
material and releasing it through different communications
media, or prepare and arrange displays, make speeches,
and perform related publicity efforts.
Other or
Uncategorized
Worker
Public health workers in occupations not listed in the
previous categories; workers who cannot be placed in a
category due to missing data
TOTAL
6,715
5,000 1,276 223 6.499
1,800 2,476 4,276
2,900 810 3,710
2,600 356 443 3,399
2,100 729 2,829
2,100 174 2,274
30,200 35,960 20,271 86,431
147,491 86,411 57,056 290,988 ==————– SOURCE: Beck, A.J. and Boulton, M.L.
h 1th professionals, health educators, nutritionists,
e~demiologists emergency preparedness staff, public
ep1 ‘ . . f . . . l
health dental workers, pubhc health _m ormat1cs ~pecia –
1· sts, an d publi· c information specialists. Approxunately
30 percent of the workforce in this study was repre·
sented by an undesignated occupation or was unas·
signed to a category due to underreporting of workforce
information. This further supports the need for n1ore
CHAPTER 18 THE PUBLIC HEALTH WORKFORCE
stan dardized metho. dologies for collecting workforce 1· 11-
ation on a national level.
forrn
public health workers who are often excluded from
st public health workforce enumeration studies are
rn’:nrnunity health workers, individuals who conduct
co treach for medical personnel or health organizations
ou . h
irnplement programs m t e community that pro-
:ote, maintain, and improve individual and community
health . 6 Community health workers, sometimes
called lay he~lth workers or ?romotoras, depending on
the community, are a growmg segment of the public
health work_forc_e; they may_ be volunteer or paid, are
found workmg m any pubhc health setting, and generally
do not have a formal educational background
in public heal~h, but are trained to help deliver public
health services to the population. The BLS recently
began collecting data on this segment of the workforce
and estimated that 45 ,800 community health workers
were employed in the United States in 2013, excluding
self-employed and volunteer workers for which
enumeration estimates are unavailable. The number of
employed, paid workers in this discipline is similar to
the number of public health nurses enumerated in oovemmental
public health settings. This diverse grou; of
public health workers could soon represent the largest
group of public health workers in the United States.
Workforce Taxonon-1y
One method for improving the quality of data related
to enumeration and other workforce characteristics is
to develop a common system for classifying workers.
A public health workforce taxonomy was developed
in 2014 by several public health professional groups
and federal agencies providing a framework for worker
classification that could lead to a much clearer picture
regarding workplace settings, type of employment, job
tasks, funding sources for workers, educational background
, licensure and certification , and worker demographics.
9 The taxonomy’s occupational categories,
which include far more than the 14 occupations used
in the most recent enumeration study, provide more
specificity on the types of disciplines represented in the
~ublic health workforce (see Table 18-2). Broadly, pubhe
health occupations can be grouped into four main
categories: management and leadership; professional
and scientific; technical and outreach; and support services.
The workforce taxonomy provides a mechanism
for standardizing the classification of public health occupations
across different workforce surveys, which has
been a persistent challenge for workforce researchers,
~ermitting more valid comparisons while also provid~
ng a framework for ensuring collection of a set of minimum
data elements on all workers in the public health
Workforce.
313
TRENDS IN PROFESSIONALIZATION
The field of public health has been aptly described
as a “loose confederation of professions” because t~e
breadth of skills and experience needed by pubhc
health workers requires highly diverse back~round_s
representing many different disciplines. Histoncally, it
was commonplace for workers in health d~part~ents,
for example, to be primarily trained on the Job w~th no
public health degree and little or no formal educat10n or
even training in public health. However, that began to
change with the IOM’s 1988 report, The Future of Public
Health, which prominently acknowledged th~ need
for significant changes in the training and educat10n of
the national public health workforce, including acces_s
to more educational offerings. That need was dramatically
highlighted and reinforced in the follow-on 2003
IOM report, Who Will Keep the Public Healthy in the
21st Century?, which recommended that the CDC and
Health Resources and Services Administration (HRSA)
“periodically assess the preparedness of the public
health workforce, to document the training necessary to
meet basic competency expectations and to advise on
the funding necessary to provide such training.” These
ongoing efforts to further develop the skills and competence
of the existing public health workforce have increased
substantially since 2000, with greater emphasis
on certification and licensure of public health workers,
and accreditation of governmental public health departments.
Although it may have been true at one time that
public health workers learned most skills on the job and
that any worker in the health department could perform
almost any job task in a pinch, even without any training
or education in that area, that is rapidly becoming
an outmoded perspective and no longer true nor feasible
in the modern public health workforce. As several
enumeration and other workforce studies have revealed
the public health workforce is becomino increasinol~
professionalized as workers are charged
0
with carryhi~
out more complex, specialized, and technical tasks tha~
c~ll for an appropriate level of educational and profess10nal
background training. This has been driven, in
part, b! the enormous changes occurring in health informat10n
technology with the advent of advanced webbased
com?1′:1nicab~e disease surveillance systems, ever
more sophisticated immunization information systems
the ?evelo~ment of large and complex health registries:
the tncreastng use of electronic health records and th
need_ to u~ilize “big data” to improve health, all ,of whic~
r~qmre high levels of technical and professional expertise.
For example, a 2002 national study found that
over 40 percent of epidemiologists in state health depa~
tme?ts lacked any education or formal training in
ep1dem~ology;10 similarly a state health department reported
m 2006 that over 60 percent of their workforce
I 1
………
l I ,
I I
I I
314 PART FOUR PROVISION OF PUBLIC HEALTH SERVICES
TABLE 18-2 A Taxonomy for the Public Health Workforce
1.4. Management and Leadership
1.4.1. Public Health Agency Director
1.4.2. Health Officer
1.4.3. Department or Bureau Director
(subagency level)
1.4.4. Deputy Director
1.4.5. Program Director
1.4.6. Public Health Manager or Program Manager
1.4. 7. Other Management and leadership
1.4. 7. 1 . Coordinators
1.4.7.2. Administrators
1.5. Professional and Scientific
1.5.1. Behavioral Health Professional
1.5. 1.1 . Behavioral Counselor
1.5.2. Emergency Preparedness Worker
1.5.3. Environmentalist
1.5.3.1 . Sanitarian or Inspector
1.5.3.2. Engineer
1.5.3.3. Technician
1.5.4. Epidemiologist
1.5.5. Health Educator
1.5.6. Information Systems Manager
1.5.6.1. Public Health Informatics Specialist
1.5.6.2. Other Informatics Specialist
1.5.6.3. Information Technology Specialist
1.5.7. Laboratory Worker
1.5. 7. 1. Aide or Assistant
1.5.7.2. Technician
1.5.7.3. Scientist or Medical Technologist
1.5.8. Nurse
1.5.8.1. Registered Nurse Unspecified
1 .5.8.1.1. Public Health or
Community Health Nurse
1 .5.8.1.2. Other Registered Nurse
(Clinical Services)
1.5.8.2. licensed Practical or Vocational
Nurse
1.5. 9. Nutritionist or dietitian
1.2.
1.3.
1.5
1 _ 1.1. Oral Health Professional
1.1 .1.1. Public Health Dentist
1.1.1 .2. Other Oral Health Professional
1.1.2. Physician
1.1.2.1. Public Health or Preventive
Medicine Physician
1.1.2.2. Other Physician
1.1.3. Medical Examiner
1.1.4. Physician Assistant
1.1.5. Public Information Specialist
1.1.6. Social Worker
1.1 .6.1 . Social Services Counselor
1. 1. 7. Statistician
1.1.8. Veterinarian
1.1.8.1. Public Health Veterinarian
1.1.8.2. Other Veterinarian
1.1. 9. Other Professional and Scientific
1.1.1 O. Student Professional and Scientific
Technical and Outreach
1.2.1 . Animal Control Worker
1.2.2. Community Health Worker
1.2.3. Home Health Worker
1.2.4. Other Technical and Outreach
Support Services
1.3.1 . Clerical Personnel
1.3.1.1 . Administrative Assistant
1.3.1 .2. Secretary
1.3.2. Business Support
1.3.2.1. Accountant or Fiscal
1.3.2.2. Facilities or Operations
1.3.2.2.1. Custodian
1.3.2.2.2. Other Facilities or
Operations Worker
1.3.2.3. Grants or Contracts Specialist
1.3.2.4. Human Resources Personnel
1.3.2.5. Attorney or Legal Counsel
1.3.3. Other business support services
Other
SOURCE: Boulton, M.L. , Beck, A.J., Coronado, F., Merrill, J., Friedman, C. et al.
Jacked a college degree of any type. 11 However, just a
decade later a repeat of the national epidemiology assessment
revealed over 60 percent of epidemiologists
working in health departments possessed a public
health or epidemiology degree and almost 90 percent
had received at least some formal training in epidemiology
(although this may constitute just a single epidemiology
course12). The Jack of formal training within the
workforce resulted in workers who were cross-trained to
fulfill many types of duties: a public health nurse may
have also performed duties of an epidemiologist, such
as outbreak investigation; a health educator may have
also assisted with health facility inspection. Although
the public health professionals continue to work in
multidisciplinary teams (work groups composed of
or combining several usually separate fields of expertise)
and are cross-trained to some extent, public health
disciplines have become much more specialized as t~e
number of accredited schools and programs of public
health have increased in the United States (Figure 18-1).
PUBLIC HEALTH EDUCATION
The first U.S. school of public health was founded in
1916 but the process of formally accrediting these
schools did not begin until the 1940s; two decades
later, the first program of public health (outside of~
school of public health) was accredited. The number 0
schools and programs grew steadily until the 2000S nt

CHAPTER 18 THE PUBLIC HEALTH WORKFORCE 315
70 en
E e en 60
£ 50
“O
C ca en 40
0 ——
0 ~ 30 u —– 50
(/) – 0 20
.! E 10
:::I z
0
—— – – – 31
0 —- 5 — 17
9 13
6 6 5 7
1940s 1950s 1960s 1970s 1980s 1990s 2000s 2010s
Decade
\ D Programs D Schools \
FIGURE 18-1 The Growth of Schools and Programs of Public Health in the United States, 1940s-201 Os
which point a dramatic and rapid expansion occurred
(see Figure 18-1). The increased availability of public
health degree programs at the graduate level and, more
recently, at the undergraduate level, in on-campus and
distance learning formats has greatly improved the accessibility
of public h ealth education. Not all public
health graduates choose to work in public health practice;
however, it seems reasonable to expect increases
in the percentage of public health workers with formal
public health education in future years.
The academic core of a public health Master’s (MPH)
degree program, which is the most common type of public
health degree, includes courses in the following five
areas: biostatistics, epidemiology, environmental health
sciences, health services administration/policy, and social
and behavioral sciences, described in Table 18-3. All
schools and programs of public health accredited by the
Council on Education for Public Health (CEPH), the main
national accrediting body, are required to offer courses
in these areas; many also offer courses in areas such as
global public health, health information/informatics, public
health genetics, health disparities, and maternal and
child health, among other specialty areas. Some of these
areas have more recently been developed into formal degree
offerings; in particular global public health, public
health preparedness, and health information technology
are offered as MPH concentrations through a number of
schools and programs of public health.
TABLE 18-3 Knowledge Areas of the Core Academic Components of Accredited Master of Public Health Programs
Biostatistics
Epidemiology
Environmental Health Sciences
Health Services Administration
Social and Behavioral Sciences
………
SOUR.c E: C-oun-cil on Educatt. on for p u blic Health
l
Collection, storage, retrieval, analysis, and interpretation of health data;
design and analysis_ o’. health-related _surveys and experiments; and concepts
and practice of stat1st1cal data analysis
Distributions and determinants of d isease, disabilit ies and death in human
populations; the c~aracteristics and dynamics of human populations; and the
natural history of d isease and the biolog ic basis of health
Environmental factors including biolog ical , physical, and chemical factors that
affect the health of a community
Plann ing, organization, ad1;1 inistration , management, evaluation, and policy
analysis of health and public health programs
Concepts and methods of social and behavioral sciences relevant to the
identification and solution of publ ic health problems
I
316
Continuing Education
Beyond educatin_g students for future work in public
health, substantial resources have been invested by
schools of public health and other public health organizations
to train current public health workers.
The !OM reported that schools of public health have
a responsibility to ensure that appropriate, quality
education and training are available to public health
professionals, other members of the public health
workforce, and health professionals who participate in
public health activities. 2 As a result, federally funded
training centers were developed at schools of public
health across the country to train the existing public
health workforce in foundational public health skills.
A large national network of Public Health Training
Centers (funded by the HRSA) and CDC-funded Preparedness
and Response Learning Centers have offered
trainings using distance learning and a variety
of other modalities to offer instruction which is provided
by public health professionals and faculty covering
a diverse array of public health topics ranging
from short courses related to the five academic core
areas of public health, to emergency preparedness and
response. These trainings tend to be more applied in
nature in order to provide knowledge and skills that
the public health worker can integrate into his or her
daily job tasks immediately and often provide continuing
education credit to meet certification or licensure
requirements.
Licensure and Certification
In keeping with trends of greater professionalization
and training of the public health workforce, there has
been a concurrent increase in the requirement for and
monitoring of worker licensure and certification.
There are several methods for verifying that workers
are adequately trained and capable of performing the
duties required by their positions. Some health professionals
are required to obtain a state license by passing
an examination in order to practice their profession. Examples
common among public health workers include
M.D. licenses for physicians, R.N. licenses for nurses,
R.S. licenses for sanitarians, and R.D. licenses for dietitians.
Maintaining licensure generally requires the
worker to complete training courses to achieve a minimum
number of continuing education credits within
specific time intervals and then report those credits periodically
to a state licensing board. Licensure may be
an effec.tive way to ensure workers continue to hone and
maintain their skills; however, only a minority of the
overall public health workforce is eligible for licensure,
as there is no license for most disciplines within the
public health workforce.

PART FOUR PROVISION OF PUBLIC HEALTH SERVICES
Worker certification is another common method f
encouraging workforce development. Unlike licensu~r
certification is usually voluntary, ~!though_ some Pub:
lie health organizations _and a_ge?c1es m~y mdividual!y
require worker certification. Su~ilar to hcen_sure, Workers
achieve certification by pass!~g a~ ex~mmation and
maintain certification by part1c1patmg m continuin
education opportunities. _Ther~ are many examples 0~
public health worker cert1ficat10n; however, a cenification
open to public health workers of all educational
backgrounds and disciplines does not yet exist. Perhaps
the closest example of a uniform certification for public
health workers is the Cert!fied in Public Heal~h (CPH)
credential. In 2005, a Nat10nal Board of Pubhc Health
Examiners, comprising representatives from academic
and practice organizations,. was _formed to develop and
administer a voluntary cert1ficauon exam for graduates
of public health schools and programs. The CPH is intended
to distinguish public health workers who have
“mastered knowledge and skills relevant to contemporary
public health.”13 Eligibility for certification was
expanded in 2013 to include public health professionals
who have taken core public health courses at an accredited
institution and have relevant job experience or
other education. The CPH is the field’s only certification
for which all public health disciplines are eligible.
Other examples of certification in public health are
discipline specific. Physicians and nurses may achieve
board certification in public health through a combination
of completing clinical or preventive medicine
residency programs, successfully passing board examinations,
and enrolling in other advanced training
or fellowship programs. Workers with a degree and/
or substantial experience in health education are eligible
to sit for a Certified Health Education Specialist
(CHES) exam, which is also offered at a Master’s level
for advanced health educators. Finally, public health
laboratory workers are eligible for a variety of generalist
and specialist certifications within their field.
WORKFORCE COMPETENCIES
Public health education and training, whether provided
by a school of public health or through a training
center’s online offerings, is increasingly being guided
by the development of competencies. Competencies
form the cornerstone of efforts by schools and pro·
grams of public health, governmental public health
agencies, and many public health professional groups
to more systematically ensure that public health work·
ers are equipped with the appropriate level of skills
and knowledge to competently and effectively carry out
their work.
CHAPTER 18 THE PUBLIC HEALTH WORKFORCE
public health workforce competencies are the
foundational_ knowledge, ski!ls , and abilities necessary
for pubhc_ health profe~s10nals to efficiently and
ffectively deliver the services deemed essential to
;ublic h~alth . Competencies the~selves should be
action-oriented and clearly describable, observable,
and measurable. The CDC, IOM, and the Association
of Schools and Programs of Public Health (ASPPH)
have all strongly endorsed competency development
in order to strengthen the public health workforce.
Competencies improve the workforce by providing a
framework for developing educational and training
programs, delin_ea:ing worker roles and responsibilities
, and perm1ttmg a means for assessing worker
performance and organizational capacity. The first
public health workforce competencies were developed
in the 1980s; more recently many national public
health worker specialty groups including the Council
of State and Territorial Epidemiologists (CSTE) , the
Association of Public Health Laboratorians, the Quad
Council of Public Health Nursing Organizations, the
TABLE 18-4 Public Health Workforce Competency Sets
317
National Commission for Health Education Credentialing,
and the CDC, among others, have develope_d
comprehensive worker competencies specific to their
profession (see Tobie 18-4). 14-18 These practitioner and
profession-specific competencies are complemented by
more general public health competencies such as the
Core Competencies for Public Health Professionals d~veloped
by the Council on Linkages Between Academ~a
and Public Health Practice-developed for all public
health workers19-and the more academically oriented
public health core competencies for MPH students enrolled
in academic degree programs, developed by the
ASPPH Education Committee. For educational accreditation
, CEPH requires academic programs to clearly
identify the competencies expected of their graduates
and to indicate how course-specific learning objectives
will lead to the acquisition of these competencies.
2° Competencies are further addressed in detail in
Appendix B.
A common basis for many of these public health
worker competencies is the 10 Essential Services of Public
Competency,~~:~ Lead Organization -·=• ‘ -· ·~ ·’ · · – –~ ., Date’· Notes ·
Bioterrorism and Emergency Readiness: Columbia University School of Nursing 2002
Competencies for All Public Health Center for Health Policy & Centers for
Workers Disease Control and Prevention
Applied Epidemiology Competencies Council of State and Territorial 2006 Three tiers: Beginner,
Epidemiologists Midlevel, and Senior
Epidemiologist
Master’s Degree in Public Health Core Association of Schools of Publ ic Health 2006
Competency Development Project (v. 2.3)
Competencies for Public Health Centers for Disease Control and Prevention & 2009
lnformaticians University of Washington Center for Public
Health Informatics
Areas of Responsib ility, Competencies, National Commission for Health Education 2010
and Subcompetencies for Health Credentialing, Inc.
Education Speciali sts
Ouad Council Competencies for Public Quad Council of Public Health Nursing 2011
Health Nurses Organizations
Guidel ines for Biosafety Laboratory Centers for Disease Control and Prevention 2011
Competency
Competency Guidelines for Publ ic Health Centers for Disease Control and Prevention & 2014
Laboratory Professionals Association of Publ ic Health Laboratories
Core Competencies for Pub lic Health The Council on Linkages Between Academia 2014 (This is the newest
Professionals and Public Health Practice version)
/’ I I’
I’ I
• I
I
318
Health (ESPH) (Tobie 18-5), described earlier in this text?
ook (see, e.g., Chapters 1, 2, and 11). First formulated
m_ 1994 by the Public Health Functions Steering Com’.~
ttee, these 10 key services summarize the major activities
of ~he workforce in carrying out the responsibilities
of pubhc health and form the core from which necessary
worker knowledge, skills, and abilities are derived. For
example, the CSTE Applied Epidemiology Competencies
and the six national capacity assessments based on those
competencies focus on them largely in the context of carrying
out just four ESPH which are perceived to have a
significant epidemiological focus: ESPH 1 (Monitoring),
2 (Investigate), 9 (Evaluate), and 10 (Research).
PUBLIC HEALTH WORKFORCE
CAPACITY
There have been an increasing number of researchers,
practitioners, and policy makers acknowledging the
need to identify factors that contribute to workforce
capacity, or the ability of the public health workforce
to perform the necessary tasks to effectively deliver the
essential public health services. Deficiencies in organizational
capacity have been theorized to negatively impact
TABLE 18-5 The 10 Essential Public Health Services
1. Monitor health status to identify community health
problems.
2. Diagnose and investigate health problems and
health hazards in the community.
3. Inform, educate, and empower people about health
issues.
4. Mobilize community partnerships to identify and
solve health problems.
5. Develop policies and plans that support individual
and community health efforts.
6. Enforce laws and regulations that protect health and
ensure safety.
7. Link people to needed personal health services, and
assure the provision of health care when otherwise
unavailable.
8. Assure a competent public health and personal
health care workforce.
9. Evaluate effectiveness, accessibility, and quality of
personal- and population-based health services.
1 O. Research for new insights and innovative solutions to
health problems.
SOURCE: Centers for Disease Control and Prevention
PART FOUR PROVISION OF PUBLIC HEALTH SERV1ces
the ability to sustain public health programs and i
ventions 21 -22 an d work fo rce capac1• t y contri.b utesn te.r –
nificantly to the overall capacity of an organizatio sig.
deliver services. ~~ny f actors can contn’b u te to Wno rtko.
force capacity. Ind1v1dual factors such as educational
training background , J.O b experi.e nce, an d J. o b satisfactain d
may play a role, as well as organizational factors such on
whether the organization suppor.t s c.o ntinu. ing educati· oans
for employees. Workforce capacity 1s an ~mportant concept
that needs further research to determme how it m
h t t . . ay
be enhanced and to w at ex en orgamzational performance
may be improved as a result. Consensus amon
public health systems and services researchers and publi~
health practitioners as to how and what to measure in order
to most accurately assess workforce capacity remains
elusive although interest in this area continues to grow.
Public Health Department
Accreditation
Accreditation is the process by which health department
performance is assessed against a set of nationally recognized,
practice-focused and evidence-based standards
that are continually developed and revised. Ultimately,
the goal of the national accreditation program is to improve
and protect the health of the public by advancing
the quality and performance of tribal, state, local,
and territorial health departments while also increasing
value and accountability to public health stakeholders.
The Public Health Accreditation Board (PHAB), a
nonprofit entity charged with developing accreditation
standards and measures as well as evaluating health departments’
abilities to achieve them, strongly supports
development of the nation’s governmental public health
workforce. In addition to the various standards and
measures that detail tasks and responsibilities expected
of public health workers, there are also accreditation criteria
that focus on ensuring that a sufficient number of
workers are staffing health departments, and that those
workers are well-qualified. PHAB encourages the development
of a competent workforce by requiring health
departments to regularly assess staff competencies and
address gaps through training opportunities. 23-24 The
PHAB standards and measures include a domain focused
on maintaining a competent public health workforce.
The two standards within this domain require
health departments to: encourage the development of
a sufficient number of qualified public health workers;
and, ensure a competent workforce through assess·
me_nt_ of staff competencies, the provision of individu~
t~ammg and professional development, and the pr~vi·
s1on of a supportive work environment. 24 Accreditation
measur~s such as these promote the development of _a
well-tramed workforce that can effectively deliver public
health services in health departments.
CHAPTER 18 THE PUBLIC HEALTH WORKFORCE
WORKFORCE RESEARCH
Research on the public health workforce is typically inJuded
under the broader umbrella of public health sere.
es and systems research (PHSSR) which is defined as
VlCfi eld of study t h at exami.n es t h e organization, finance,
and delivery of public health services in communities
:nd the impact of these service~ on public health.
In the last few years especially, numerous national
workgroups have been convened, meetings held, and papers
written on public health workforce research needs.
Recently, a number of central themes have been developed
to guide the public health workforce research agenda25
and public health workforce has been specifically identified
as one of the four main thematic areas of PHSSR in
a 2012 journal supplement (as shown in Tobie 18-6).2<>
The progress in the conduct of research on these themes
varies and, for example, while the evidence base on public
health worker enumeration and competency development
have both rapidly advanced, in contrast we have
made very little headway in examining issues around (the
Jack of) workforce diversity and disparities, or in addressing
the clear lack of diversity in the current public health
workforce, especially in leadership positions. Nonetheless,
these themes provide a research roadmap that hopefully
will establish a basis for guiding future efforts to develop
a competent, sustainable, and diverse public health workforce
through evidence-based training, career and leadership
development, and strategic workforce planning to
improve population health outcomes.
LEADERSHIP
Leadership is the “process of persuasion or example by
which an individual influences a group to act toward a
common goal.”27 In this definition emphasis is placed
on the processes associated with the practice of leadership
(rather than the personality of the leader)• It
then follows that effective leadership is characterized by
TABLE 18-6 Public Health Workforce Research
Priority Areas
Worker enumeration
Demand, supply, and shortages
Diversity and disparities
Recruitment and retention
Workforce competencies
Educational methods and curricula
SOlJR.CE: Consortium from Altarum Institute, CDC: th~ Robert
Wood Johnson Foundation, and the National C00rdmat1ng Center
for Public Health Services and Systems Research
319
adherence to certain behaviors which can contribute to
improved performance by “followers” and to increased
organizational effectiveness.
In this section, some of the theoretical resea_rch
on leadership practice will be reviewed with a parti_cular
emphasis on applicabilit~ to publ_ic heal~h pract1
::~
Since an emphasis on practice and 1mprovn1:g lea~
ship behaviors flows from that research, a d1scuss10n
of various programs desigi:ied to enh_ance p~blic healt~
leadership development will be provided. Fmall~, som
guiding principles and best practices will be delmeated
as a guide for future leader development.
Leadership versus Management
The processes of leadership and manage~e~t ar~ different.
The process of leadership has been d1stmgm~hed
from the process of management by the aphons~:
“leadership is doing the right thing, management 1s
doing things right.”28 Perhaps the most useful framework
for distinguishing the two processes came from
Kotter. 29 In his formulation, management is designed
to provide order and consistency; leadership is designed
to provide change and movement. To accomplish these
goals, management consists of planning and budgeting,
organizing and staffing, and controlling and problem
solving. Leadership is about providing direction, aligning
people, and motivating and inspiring. 29
Another approach to distinguishing the practices
of management and leadership30 focused on the role
of leaders as providing a compelling vision and core
strategies while management involved translating strategies
into operational reality using specific tactics. In
this formulation, a vision should be “something you can
see”-a visualizable mental picture that is easily communicated
to others. Strategies provide the logic and limited
details for how the vision can be achieved. In public
health, programs are created to operationalize the strategies
and apply concrete tactical solutions to problems.
Theories of Leadership Practice
The commonly used statement that “leaders are born
and not made” derives from a trait perspective toward
leadership.27 As a result of this emphasis, early research
on leadership practice focused on the personal attributes
of effective leaders, leading to the erroneous view
that a basic set of unique traits could be delineated and,
as a result, aspiring leaders should be assessed with respect
to those ideal traits. Selection for leadership positions
then utilized an assessment and matching process.
In the mid-twentieth century, this point of view
was called into question as an era of leadership development
began. Since the trait theory of leadership provides
a very static view of what a leader is and should
I
320
be, ~ystematic development of leadership skills and be~
aviors was devalued. Once this static view was called
mto question, the research field expanded to consider
a range of theoretical foundations that led into formal
approaches to developing leaders.
The Skills Approach
Seminal research31 •32 in the mid- to late-twentieth century
created a useful framework for the elucidation of
the skills needed for effective leadership. Katz’s 1955
paper considered the skills needed at various levels
of an organization. At the supervisory level, technical
and human skills are needed to a greater degree than
con~~ptual skills. As one moves “up” into a managerial
position, ~II ~h~ee skill areas take on equal importance.
Once_ an m~1vidual reaches a top leadership position,
techmcal skill becomes less important while human and
conceptual skills are paramount.
. Mui:nfo_r~ went further by focusing on the relationship
of md1V1dual attributes and competencies as they
relat~ to leadership outcomes, such as effective problem
solvmg and enhanced performance. 32 In his formulation,
there are four key individual attributes:
► General Cognitive Ability
► Crystallized Cognitive Ability
► Motivation
► Personality
These attributes contribute to specific leadership
competencies:
► Problem-solving skills-especially when dealing
with novel and ill-defined problems
► Social Judgment skills-the capacity to understand
people and social systems
► Knowledge-the accumulation of information
needed to apply skills to a particular situation,
along with the ability to mentally structure and
communicate that knowledge
This skills-based framework has fostered the use of a
range of educational approaches designed to enhance
creative problem solving, conflict resolution, listening,
and teamwork. 27
The Situational Approach
Building upon the skills approach, research then evolved
to consider ways in which leadership styles should be
adapted to different situations, particularly as they relate
to the developmental level of the follower. 33 This approach
takes into account the degree to which leaders should focus
energy and attention on tasks versus the development
of relationships. For example, in situations where the “follower”
is less developed, a directive is called for; whereas,
more developed followers can be supported or delegated
to. A central challenge of this approach lies in the ability
PART FOUR PROVISION OF PUBLIC HEALTH SERViqs
of the leader to correctly assess the developmental le
hi /h ve 1o r another person and to adapt s er style according! y.
Transformational Leadership
A more popular, recent theory of leadership practi· .
transformational lea de rs h1. p, wh 1′ c h .ts contrasted wce· ihs
transactional leadership. As described by Burns :J.1, t It . . ‘ ransformational
leadership taps the motives of followers
establishes an interactt.o n be tween Ie a de rs and followaenrds
toward achieveme.n t of .a common goal. In contrast , tr~” nsactional
leadership rehes on the exchange of some ty
of contingent reward from the leader in order to elicitpc
behavior on the part of t_h e 1c 0I I ower:’ lo Tr ~nsformationaal
leadership is seen as evoking a more endunng level of motivation
and a level of performance beyond expectations
Kouzes and Posner36 articulated a set of five fund~mental
practices which p~ovide strategies for practicing
transformational leadership:
► Model the Way
► Inspire a Shared Vision
► Challenge the Process
► Enable Others to Act
► Encourage the Heart
This practice-oriented approach emphasizes that certain
behaviors can lead to better organizational outcomes
and can be learned by the developing leader.
Servant Leadership
Robert Greenleaf in his classic book, Servant Leadership,37
articulated a view of leadership that has resonated for
many:
Servant leadership begins with the natural feeling
that one wants to serve, to serve first … . The
best test is: do those served grow as persons and
will the least privileged in society benefit. 37
Servant leadership behaviors can then be described as
including listening, showing empathy and awareness,
committing to the growth of others, and building com·
munity. 38 Within the context of public health practice,
the servant leadership philosophy has had particular
resonance as a foundation for various approaches to
the development of public health leaders.
Leadership Development
in Public Health
As theories of leadership evolved and an emphasis on developing
leaders increased, organized programs were created
to develop public health leaders beginning in 1990,
The National Public Health Leadership Institute
Following the IOM report on The Future of Public
Health, 3 the CDC, under the leadership of Director
j
CHAPTER 18 THE PUBLIC HEALTH WORKFORCE
or. William Roper, c~n~mitted to an extensive effort
to strengthen the pub~ic mfrastructure in 1990. Within
this conte~’t, leadership de~elopment_was identified as
top priority and the National Pubhc Health Leader-
31 •p Institute (PHLI) was formed in 1991. The mission
s1f1 the PHLI was to provi’ d e top pub h. e health leaders 0 ‘th a high-quality development opportunity in which
M .
they were exposed to new perspectives related to the
ractice of leadership within the public health system.
i’he pHLI program was initially designed and managed
by a team of California public health leaders; the proaram
was later managed out of the University of North
0 Carolina.
Over the 20 years of its existence (1991-2011),
the Public Health Leadership Institute included nearly
1,000 scholars in top public health leadership positions,
including a former U.S. Surgeon General, top
CDC and other federal health agency leaders, numerous
state and local health directors, the National Association
of County and City Health Officials (NACCHO)
and Association of State and Territorial Health Officials
(ASTHO) presidents, the current Food and Drug Administration
commissioner, the CEO of CARE, a senior
vice president of a major health foundation, presidents
and executive directors of the American Public Health
Association, Association of Schools of Public Health,
Public Health Foundation, Association of Public Health
Laboratories, deans and professors in schools of public
health, and leaders in many other major health
organizations. 39
An evaluation40,41 of the impact of the PHLI prooram
revealed that 81 percent of PHLI graduates de:
eloped a better understanding of leadership principles
and practices; 73 percent developed ne~ o~ better
leadership skills and behaviors, such as skills m leading
collaborations and managing teams; 82 percent developed
an enhanced awareness of their own personal
leadership behaviors through the use o~ 360 de~re~
assessment, team interaction, and executive coachi?g,
55 percent developed a professional knowle~ge-shar~ng
network focusing on public health leadership practice,
which continued for many years after gradu~t.wn; and
19 percent obtained new or higher level positions as a
result of PHLI participation. PHLI grad_u~tes also led
the creation of new policies and laws gmdmg the practice
of public health such as increasing cigarette taxes,
developing a state trauma registry system, and passage
of a smoke-free workplace act. Finally, gra_duates
increased funding for public health programs mcludi.
n g legislation providing $ 1. 9 mi·1 1·i on for loca.l pu.b –
11.c health departments and an ·m creas e in funding for
school nurses. was the
Another benefit of the PHLI prof~ H alth
creation of an alumni network, the u hic e h
Le adership Society (PHLS), w hi. c h broug t toget er
321
PHLI alumni and alumni of other similar prog~am~ to
enhance lifelong learning. An important contnbutwn
of the PHLS was the creation of a Public Health Code
of Ethics,42 which is discussed in greater detail in
Chapter 5.
The National Public Health Leadership
Development Network
In 1994 the National Public Health Leadership Network
(le’d by the Saint Louis University College for
Public Health and Social Justice) was formed to share
information and to develop collaboration across the
growing number of state, regional, and national public
health leadership institutes. The network of leade_rship
institutes ultimately expanded through academ~c
and practice collaboration among schools of pubhc
health and state public health departmen~s, ~esulting
in the establishment of 1~ state~ba~ed mst1tutes,
10 regional institutes, 6 national mst1tutes, and 3
international institutes. As a result, 4 7 states plus the
District of Columbia and Puerto Rico had access to
a state, regional, or national public health leadershi_P
program. These programs graduated over 6,000 pubbc
health practitioners from across the world. A full report
on these public health leadership programs can be accessed
through http://www.heartlandcenters.slu.edu.
Furthermore, the network created a competency
set which guided the design and development of public
health leadership institutes for over a decade. -i-3
The National Leadership Academy
for the Public’s Health
The National Leadership Academy for the Public’s
Health (NLAPH) began in 2011 to provide training to
four-person multisector teams from across the country
to advance their leadership skills and to achieve health
equity in their communities. The program, managed by
the Public Health Institute in Oakland, California, uses
an experiential learning process that includes webinars,
a multiday retreat, coaching, peer networking, and an
applied population health project.
In its first year, NLAPH was successful in advancing
participants’ leadership skills, strengthening team functioning,
increasing intersectoral collaboration, and helping
teams make progress on their community health
improvement project. Through 2014, 69 teams from 33
states along with two national teams have participated
in the NLAPH pmgram.
Schools of Public Health and Academic
Public Health Programs
Some schools of public health and academic public
health programs have included courses in the curriculum
related to leadership theory and practice. Often ,
I
322
graduate public health students may have access to
leadership development experiences through business
schools within their own university. Some schools (e.g.,
University of North Carolina at Chapel Hill, University
of Illinois at Chicago, and Harvard) have developed
doctoral programs in public health leading to DrPH
degrees that focus on leadership practice and provide
opportunities to develop leadership skills as part of a
fom1al degree program.
In 2009, the Association of Schools of Public
Health developed a set of competencies for DrPH
programs which included specific leadership competencies
to develop the ability to create and communicate
a shared vision for a positive future; inspire trust
and motivate others; and use evidence-based strategies
to enhance essential public health services. (More information
can be found at http://www.aspph.org by
searching “DrPH Model.”) Graduates of such DrPH
programs are expected to acquire the following leadership
skills:
► Communicate an organization’s mission, shared
vision, and values to stakeholders.
► Develop teams for implementing health initiatives.
► Collaborate with diverse groups.
► Influence others to achieve high standards of
performance and accountability.
► Guide organizational decision making and planning
based on internal and external environmental
research.
► Prepare professional plans incorporating lifelong
learning, mentoring, and continued career progression
strategies.
► Create a shared vision.
► Develop capacity-building strategies at the individual,
organizational, and community level.
> Demonstrate a commitment to personal and
professional values.
These competencies now provide a basis for curriculum
development and course creation in schools of public
health and academic public health programs.
Lea~ership Development Programs Sponsored by
National Public Health Organizations
PRovisioN OF PUBLIC HEALTH SERVicl:’. .. l· PART FOUR Q
. h lth directors in a mentoring relationshi’
with new ea d J h d p.
d
. f m the Robert Woo o nson an de Beau
Fun mg ro · l ·
mont Fo un d a ti·ons has been essentla to support the se
programs.
Leadership Development Needs at Stages
of Career Development
As leaders develop, they may evolve through a series
of stages in which devel?pmental needs differ.44 The
emerging leader (sometimes refe~red ~o as a “rising
star”) needs to be identifie? an~ assisted m developing a
personal awareness of their umque talents and abilities.
Further these emerging leaders benefit from exposure
to lead~rship concepts and theories ~as noted above)
and involvement in a formal mentormg relationship.
Emerging leaders should seek out a mentor, rather than
hoping one will come along.
At a later stage, often when a young leader enters a
full-time job situation, needs evolve as she/he enters the
stage of the “early leader.” In this stage, technical skills
are often central in public health occupations (e.g., epidemiology);
however, leadership development must
also advance skills in adaptive change. At this stage, formal
360 degree assessments are useful along with participation
in formal leadership development programs
of the type noted above. Peer networks are also of great
value as ways to share lessons learned and promote lifelong
learning.
As leaders progress to becoming established leaders,
they will continue to benefit from activities noted
at earlier developmental stages and should take note
of the need for ongoing peer-to-peer interaction with a
struc~red approach to formal executive coaching. Often,
established leaders fail to commit to leadership develop·
~~°:t as the? _bec~me saddled with increasing responsi·
bihties. Pa~c1pat10n in some type of formal development
program swted to their needs can offset the tendency to
procr~stinate with regard to ongoing leadership learning.
Fmally, as leaders enter the emeritus stage of their ca·
reers, they may be uniquely qualified to serve as coaches
and m_ent?r~ to those at early career stages. In this way,
these mdividuals may pass on the wisdom of experi·
ence tha.t goes b eyon d fo rmal courses or programs ·in
leadership.
Both ASTHO (http://www.astho.org) and NACCHO
(~ttp://www.naccho.org) have sponsored programs designed
to enhance leadership skills in directors of state
or local health departments. ASTHO has also created
a leadership development experience designed for senior
deputies. Each of these programs relies on a competency-
based format and a cohort model in which
peer learning and network development is enhanced.
The NACCHO program-the “Survive and Thrive
Program”-pairs experienced local health directors
PROFILES IN PUBLIC HEALTH
LEADERSHIP
Many of the princi 1 exemplified d .
1
. P es and practices noted above arc
Two example:
1
(f;:~he work of public health lea~ersd
here) are useful . many hundreds not describe
practice of publicm h p roviding 1 f the 1 h concrete examp es o .
Exhibit 18-1. eat leadership, as shown beloW 111
CHAPTER 18 THE PUBLIC HEALTH WORKFORCE
tXlllBIT 18-1 Leadership Profiles
f c•j=• § liii) # ;l =!M: ~
As Director of the Massachusetts Commission of Public
Health, John Auerbach led efforts to capture and codify
the role of public health in the Massachusetts Health Reform
effort that has served as a national model for health
system change. In an article titled: “Lessons From the
Front Line: The Massachusetts Experience of the Role
of Public Health in Health Care Reform,” 45 he stated five
key principles that enabled public health contributions to
landmark health policy change:
1. Get a Seat at the Table
2. Take an Open Minded and Critical Look at What Public
Health Does Now
As Director of the Kane County (Illinois) Health
Department, Paul Kuehnert was faced with a daunting
challenge during the Great Recession of 2008. Budget
cuts prompted an in-depth reassessment of the role
of the public health agency that ultimately led to the
transfer of personal health services out of the health
agency into three federally qualified health centers and
SUMMARY
The public health workforce comprises a diverse group
of health professionals who are uniquely varied in terms
of the education, skills, and experience they bring to the
job, although all share a common awareness of and commitment
to improving health through a population fo~s.
Over the last decade the public health workforce, unhke
?ther health professions, has grown smaller while also
increasing in occupational diversity to encompass n_ew
fields such as health informatics, public health genetics,
~nd emergency preparedness. The opportunities for public
health training and education have never been greater
as the number of programs and schools of publ~c health
have rapidly expanded along with more o~tions for
continuing education. The result is an increasmgly p~ofessionalized
public health workforce that has been further
~trengthened by enhancements to co~pe~ency-basecl
t~ainings, worker certification, and accred1tatJOn °_f pu~hc
health agencies. Despite these advanc~s, too httle 18
known about the number and type of pubhc healt~ workers
and the reasons they enter and leave ~he workfo~ce. ,
. A key concept related to workfare~ is that of lea~ership,
defined as the “process of persuaswn or example by
Wh1· ch an m. d1. v1. dual i. nfluences a gr oup to act tow. ard. a
cornrnon goal.” Leadership is essential to the reahzat10n
323
3. Defend the Traditional Public Health Approach When
Called For
4. Keep on the Lookout for Opportunities
5. Envision a Better Model and Take Steps to Make It
Real
These principles, which were instrumental in leading
the Massachusetts Health Reform effort, reflect the
leadership attributes described in this section and are
broadly applicable to other public health challenges and
opportunities.
a reduction in the agency workforce by 50 percent.46
This case study exemplifies the practice of front line
leadership within a public health agency (in addressing
major organizational changes) as well as leadership outside
the agency (to navigate major political challenges
related to accomplishing unprecedented organizational
change).
of a shared vision, and a number of theories have been
developed regarding the skills required for effective leadership,
although “servant leadership” is an especially
compelling model. Outstanding leadership for the public
health workforce will be needed to successfully address
the challenges and opportunities to improve and
protect the public’s health in the twenty-first century.
REVIEW QUESTIONS
1. What are some of the professions that comprise
the public health workforce and what do they share
in common’?
2. What are some of the key trends in public health
worker professionalization ‘?
3. What are competencies and why are they valuable’?
What are some of the public health professions
which have developed profession-specific
competencies’?
4 . How does the practice of leadership differ from the
practice of management’?
5. What are the key feahires of servant leadership’?
6. What do “early leaders” need to enhance their own
leadership skill development’?

“Do you think the theories of Hamilton and Parker are more appropriate to my work than those of Taylor and Blake?”,

School of Design
Faculty of Arts, Design and Humanities
DISSERTATION
GUIDEBOOK
2019/2020
FBUY3003/4
FMAN3003
BA (Hons)
Fashion Buying with Marketing
Fashion Buying with Merchandising
Fashion Management
ii
Good research be like ..
iii
Poor research be like ..
iv
Contents
Contents …………………………………………………………………………………………………………………………………………….. iv
Introduction …………………………………………………………………………………………………………………………………………. 1
Module Aims …………………………………………………………………………………………………………………………………… 1
Module Team …………………………………………………………………………………………………………………………………… 1
Module Details …………………………………………………………………………………………………………………………………. 2
Study Tools ……………………………………………………………………………………………………………………………………… 2
Assessment ………………………………………………………………………………………………………………………………………….. 4
Assessment Schedule and Weighting …………………………………………………………………………………………………… 4
DMU Assessment Procedure ………………………………………………………………………………………………………………. 5
Turnitin …………………………………………………………………………………………………………………………………………… 5
Teaching and Learning …………………………………………………………………………………………………………………………. 7
T&L Rationale …………………………………………………………………………………………………………………………………. 7
T&L In Practice ……………………………………………………………………………………………………………………………….. 7
T&L Schedule ………………………………………………………………………………………………………………………………….. 8
T&L Pre-sessional Learning Tasks …………………………………………………………………………………………………….. 10
Further Faculty Documentation …………………………………………………………………………………………………………….. 12
Project Practicalities ……………………………………………………………………………………………………………………………. 13
Topics ……………………………………………………………………………………………………………………………………………. 13
Project Supervisor and Meetings ……………………………………………………………………………………………………….. 13
Planning and Recording Progress ………………………………………………………………………………………………………. 15
Timetabling and Access to Resources ………………………………………………………………………………………………… 15
Collection and Analysis of Data ………………………………………………………………………………………………………… 15
Research Ethics ………………………………………………………………………………………………………………………………. 16
Writing Up and Typing ……………………………………………………………………………………………………………………. 16
Presentation and Style of Thesis ……………………………………………………………………………………………………………. 17
Language ……………………………………………………………………………………………………………………………………….. 17
Word Count ……………………………………………………………………………………………………………………………………. 18
Layout and order of sections ……………………………………………………………………………………………………………… 19
Page Layout …………………………………………………………………………………………………………………………………… 21
Confidentiality ……………………………………………………………………………………………………………………………….. 22
Binding and Presentation …………………………………………………………………………………………………………………. 22
And Finally …. ………………………………………………………………………………………………………………………………. 24
Appendix A – Autumn Project ……………………………………………………………………………………………………………… 25
Background ……………………………………………………………………………………………………………………………………. 25
Task ………………………………………………………………………………………………………………………………………………. 25
Plan ………………………………………………………………………………………………………………………………………………. 25
Support ………………………………………………………………………………………………………………………………………….. 26
Appendix B – Full Project Plan …………………………………………………………………………………………………………….. 27
Background ……………………………………………………………………………………………………………………………………. 27
Task ………………………………………………………………………………………………………………………………………………. 27
Marking Criteria ……………………………………………………………………………………………………………………………… 27
Submission Details …………………………………………………………………………………………………………………………. 27
Appendix C – Literature Review …………………………………………………………………………………………………………… 28
Brief ……………………………………………………………………………………………………………………………………………… 28
Task ………………………………………………………………………………………………………………………………………………. 28
Notes …………………………………………………………………………………………………………………………………………….. 28
Marking Criteria ……………………………………………………………………………………………………………………………… 28
Submission Details …………………………………………………………………………………………………………………………. 28
Appendix D – Sample Title Page …………………………………………………………………………………………………………… 29
Appendix E – School Staff Details ………………………………………………………………………………………………………… 30
Appendix F – SI Units ………………………………………………………………………………………………………………………… 31
Appendix G – Assessment Criteria and Procedure …………………………………………………………………………………… 32
Appendix H – Warning, It’s The Internet! ………………………………………………………………………………………………. 34
Appendix I – Further Reading ………………………………………………………………………………………………………………. 35
Essential Reading Material ………………………………………………………………………………………………………………. 35
v
Recommended Further Reading Material ……………………………………………………………………………………………. 35
Appendix J – Assessment: Difference Between Formative And Summative ……………………………………………….. 38
Appendix K – What Does It Mean: Good Research …………………………………………………………………………………. 39
Appendix L – What Does It Mean: Poor Research …………………………………………………………………………………… 40
vi
Science Definitions Research
Researcher Dissertation
1
Introduction
Welcome to your final year project module. This is your time to shine, to follow a path that interests
you personally and/or professionally: to choose a topic, develop a research plan, undertake the
research, analyse it, draw conclusions and present it. Easyozy.
This handbook is your guide to the purpose and operation of the module. It contains a teaching plan,
assessment information, the assignment briefs (Appendices B and C), staff contact information (E),
some research activities (K and L), further reading (I), writing guides, workshop access information
and other useful information. You should print this and use it as the basis for the module, and you will
be notified as and when it is updated on BlackBoard.
It is supported by additional content on BlackBoard, such as Learning Materials, presentation slides,
DMUReply recordings, Turintin submission points and various Tools (Email and access to Module
Resources Lists).
Module Aims
The module provides you with the opportunity to undertake an in-depth investigation into an area of
personal interest related to your course of study. It is the ideal culmination to your studies as it allows
you to draw upon the knowledge, understanding, skills and experience of your previous 2 or 3 years
undergraduate work.
The module aims to :-
• Provide students with the opportunity to demonstrate their ability to retrieve and sift
information, think critically and analytically, make informed decisions and communicate
effectively.
• Provide opportunities for undertaking an independent research investigation in an area
related to one of the main study areas of the programme and hence to demonstrate an
appropriate level of knowledge and investigative skills in an area of fashion, textiles,
business, retail, marketing, merchandising or technology, or any combination of these.
Projects that do not exactly fit this may be undertaken if they are thought to be appropriate
through discussion with, and with the full agreement of, the Module Leadership team.
The module is entirely student led. To support you in this, lectures, seminar sessions, tutorial advice
and guidance are available to help you to choose, direct and successfully undertake a project that is
relevant to your individual interest and academic strengths. The result of the approved programme of
work will be presented in the form of a ready-to-bind dissertation.
Module Team
Module leadership team Dr. Mark Bradshaw and Helen Burbidge.
Module staff team Fiona Bailey, Dr. Mark Bradshaw, Helen Burbidge,
Pippa Clarkson, Dr. Angela Davies,
Professor Carolyn Hardaker, Kaye Herriott,
Karen Hickinbotham, Lianne Lewin, Julia Ling,
Siobhan Merrall, Dr. Claire Orwin, Professor Jim Shen,
Dr. Edward Smith.
2
Module Details
This is predominantly a one term, in depth module that allows you to focus all your attention on your
own project. You will engage with lectures and seminars to inform and challenge your thoughts about
research, and 1-2-1 tutorials to direct your work.
The module actually incorporates 3 different modules, full details of which are shown in Table 1,
which also shows the detailed assessment plan. Please note that :
1. Lectures and seminars. All students undertake the same programme of study and all
students are expected to attend all timetabled lecture and seminar sessions. This will be
further clarified in the first lecture.
2. Assessments and differentiation. The modules are differentiated by the number and
weighting of assessments. It is recommended that all students undertake and submit work for
each assignment so that you can receive summative and/or formative feedback on it.
3. Support materials. Teaching materials and module information and are located in the
Fashion Buying programme shell W23051 Fashion Buying on Blackboard, not in the three
individual module shells.
4. Turnitin. All Turnitin assessment points are in the individual module shells and not in the
programme shell.
5. Tutorials. The timetabled tutorial sessions will be updated once students are allocated to
their supervisors. You will only need to attend the ones allocated to your supervisor.
For the purposes of this handbook, and to avoid any further confusion between the 3 modules, this
module will henceforth be solely referred to as the Project module.
Study Tools
There are a growing number of excellent tools to support you in your studies. It is recommended that
you learn to use the following resources as their use is built into the module study programme and
you will be expected to use those marked * and use those not marked as and when needed.
Mendeley *
Excellent online tool for storing, organising and annotating your information sources, including books,
web sites, journals, videos, TV programmes, etc. You can use it via a web browser or download a
desktop app, and an extremely useful feature allows you to install a Web Installer button on your
browser for easy importing of source data. Go to www.Mendeley.com, create an account and use
some of their excellent online guides to learn it.
Mind View *
An excellent mind mapping tool that is available for download via the DMUHub. It allows you to
capture your thoughts and visually organise and link them together in various ways. Learning and
training resources are available from https://www.matchware.com.
Microsoft Office *
Wherever possible, you should use Microsoft Office as your document tools, whether you use a Mac
or PC. While other tools are available, such as Pages, LibreOffice, OpenOffice and many others,
DMU has an extensive suite of campus computers, support mechanisms (eg, training, online guides)
and experience with Microsoft Office, having recently updated everything to Office365. You can
download desktop, online and mobile versions from the My365 Student Portal.
Microsoft Planner/Sharepoint Project in Office 365 *
This will help you to plan, schedule and manage your project, keeping your supervisor informed of
your progress.
3
Nvivo
Nvivo is a Qualitative Data Analysis tool and is available for download from the DMUHub. This is very
specialised analysis software, and although it can take some time to learn and master, it offers
another dimension of data analysis via a relatively intuitive interface. It is used extensively by PGT an
PGR students.
4
Assessment
The project is an important component of the final year’s work for Honours students and contributes
either 60, 45 or 30 credits that are used in the calculation of the degree classification, depending upon
which module you are taking. Lectures and seminars on research methods and associated topics
introduce project planning, investigative methods, critical thinking, data analysis and reporting and are
designed as a support for the research and to help you develop the framework required for your
project. These aspects of your work are assessed in a variety of formats.
Assessment Schedule and Weighting
Table 1 shows the module assessment details. Please note the difference between formative and
summative feedback, as visualised in figure 1.
Module
code
Module
name
Credit
value
Programme Assessments
Project
Plan
Literature
Review
Dissertation
FBUY3003 Dissertation 60 BA Fashion Buying with
Marketing/Merchandising
15%
Summative
Formative
15%
Summative
Formative
70%
Summative
12000 – 15000
FBUY3004 Dissertation 45 BA Fashion Buying with
Marketing/Merchandising
with a 15-credit language
20%
Summative
Formative
Formative
80%
Summative
9000 – 12000
FMAN3003 Research
Project
30 BA Fashion Management
Formative
Formative
100%
Summative
6000 – 9000
Project Plan. Appendix B.
Week 11, Friday 13th December 2019
Literature Review. Appendix C.
Week 19, Friday 7th February 2020
Dissertation.
Week 31, Monday 27th April 2020
Table 1. Module and Assessment Structure
Figure 1. Formative and Summative Assessments. Source:
https://www.bookwidgets.com/blog/2017/04/the-differences-between-formative-and-summativeassessment-
infographic )
5
DMU Assessment Procedure
Assessment is an important part of your learning and development and DMU operates a
comprehensive assessment and quality control procedure.
Assignments
Assignments are marked in the first place by the assessing tutor. A sample of 10%, and all failed
work, is then moderated by a member of the module team, to ensure parity with standards. The
assessors discuss the marks and arrive at agreed provisional marks, which are then passed to the
external examiner for moderation, who will select a sample of assignments to read.
Dissertation
A collective process is adopted to assess the written thesis. There are two assessors for each
dissertation: the supervisor, and a second staff member selected from the module team who will mark
the project without seeing the first mark. The assessors discuss the marks and arrive at an agreed
provisional mark, which is then passed to the external examiner for moderation, who will select a
sample of dissertations to read. The comprehensive nature of the marking process means that strictly
comparable standards of marking are achieved for projects of widely differing character and content,
yielding marks that are well correlated between assessors.
Assessment Boards
All marks awarded by staff and returned to students are provisional until ratified by the Faculty
Assessment Board, which sits in June. Only then are the marks finalised.
The electronic version of your dissertation will be added to the School database of final year projects
for reference by staff and future students. The university no longer requires submission of a hard copy
of any written work, including the dissertation. You may, however, wish to create a bound copy of
yourself and details of this can be found later in this handbook.
Turnitin
All work for this module is to be submitted via Turnitin, with the exception of any practical work. To
ensure that Turnitin does not mess up your layout and images, it is strongly recommended that you
always submit your work as a PDF file and not a Word or Pages file. A PDF file fixes the location of
images and tables ensuring that they do not move or get relocated in your documents when we open
them. Note the following regarding Turnitin.
The ABCs of Turnitin
Note Good practice Poor practice
Submit your work as a PDF file – the
Turnitin Viewer can mess up the layout
of Word documents.
Submit as a PDF. Submit as something else.
Submit your work as many times as you
want to.
This module allows unlimited submissions on
each of the assignments and the final
dissertation. The last version submitted will be the
only one that we can access.
Submit the first draft of your
work when it is complete.
Make further use of submissions as
needed.
Submit only once.
Or not at all.
All Turnitin submission uploads need to
be complete BEFORE 12 midday on
the deadline date.
Begin your final submission by
11am at the latest on the
deadline date.
Begin your final submission
between 11 and 11:59am on
the deadline date.
Submission
6
This is DMU policy and is immutable. Any work
submitted after this will be penalised in
accordance with university policy.
Enjoy the glow that comes from
knowing you have successfully
submitted your work.
If you are late submitting, whether
through missing the deadline or by
having an extension, you need to
submit via the appropriate LATE
submission point which is located in
the module shell.
These submission points will close
FOUR weeks after the original date
but remember that each piece of work
is date and time stamped and will be
assessed accordingly. Therefore,
successful submission is not a
guarantee that the work will be
accepted.
Work submitted up to 2 weeks late will
be capped at 40%. After that, work will
be failed.
It can take many minutes to upload your
work. You need to allow time for the
busyness of the network connection,
Turnitin, etc.
Your work is stamped with the date and
time of submission and this is visible to
assessors.
All work submitted after the original
deadline date is to be submitted via the
appropriate LATE submission point.
Turnitin merely finds text matches from
published textual materials.
It compares your work to billions of textual
sources, including books, journals, magazines,
newspapers, web sites, previous student work,
PhD theses, Standards, government reports, etc.
In fact, pretty much anything that has ever been
published. Consequently, if you copy from a
source, Turnitin will find and highlight it.
The Similarity Index is colour coded
Green (< 25%), Amber (25-49%) and
Red (>= 50%).
Ignore the colour coding. Change your work and
resubmit.
Each time that Turnitin finds a match
with a source, it increases the Similarity
Index.
Turnitin will highlight similarities even if
you have cited them correctly.
Turnitin is fairly ‘dumb’ and only finds text
matches – it cannot determine whether you have
cited or quoted appropriately.
Read and learn to interpret the
full Turnitin feedback report.
Turnitin’s Similarity Index score is
indicative only. It means little and
should not be taken as a guide to the
quality or overall similarity of your work.
The full report uses colour coding to
highlight matched work in the text and
displays where it found the work in the
right-hand column, along with an
indicative Similarity Index for that
specific match. Note that this is not
necessarily the original source, it is
merely where Turnitin matched it to.
Usually, a Similarity Index of 1 or 2%
for a single match is acceptable, but
more than 2% is questionable. The
overall Similarity Index is the sum of all
the individual Similarity Indices.
Ignore the feedback or only
check the Similarity Index.
A Similarity Index score of 5% is not
an indication that your work is suitable
and appropriate. For instance, it could
relate to a large chunk of copied text,
which is very bad practice, or it could
be a specific quotation that is fully
cited.
Turnitin generates a feedback report
and makes it available to you.
Turnitin generates your feedback report quickly
for your first submission to a Turnitin submission
point. Any subsequent submissions to that
submission point may take upto 24 hours. This
does not affect the acceptance of your
submission.
The Turnitin report gives no indication
of the quality of the work.
Turnitin makes no attempt to rate the quality of
your work – it merely finds text matches. This is
why the summary score on its own is of little
importance.
Table 2. Turnitin Information
Turnitin Similarity Index
Interpreting Turnitin Report Submission
7
Teaching and Learning
T&L Rationale
The teaching and learning on this module contains 4 distinct aspects, as presented in the schedules
shown in Tables 4 and 5. This will engage you in a broad range of sessions and activities that support
each other,
1. The Lectures, where we will cover some of the key theories and thinking surrounding
research and its application in an undergraduate dissertation.
2. The Seminars, where we will undertake a range of activities to unpack aspects of the taught
curriculum and assignments.
3. The Tutorials, where we will support and guide you in your individual project direction.
4. The Pre-Sessional Learning tasks. These form an integral part of your learning and you will
notice that there are unique tasks for Lectures (eg, Lec1) and for seminars (eg, Sem1). It is
important that you engage with this fully as they are pre-requisites for the subsequent
session, which will follow on and build from them.
For instance, referring to Table 4 shows that the pre-sessional learning for the seminar on
week 10 is Sem1, and referring to Table 5 shows that this requires you to do 2 things:
a. To create and investigate a range of project ideas.
b. To create your own critical framework for research.
These are time consuming tasks and you should not leave them to the last minute.
T&L In Practice
The university expects that a module should occupy the following amount of your time:
Module
credit
value
Lectures Seminars Tutorials
Total
scheduled
time
Self-directed
study time
Total study
time
30 credits
2 hours/week
for 7 weeks =
14 hours
2 hours/week
for 7 weeks =
14 hours
13 sessions,
each one 20
minutes = 4
hours
32 hours
268 hours = 13
hours/week 300 hours
45 credits 418 hours = 20
hours/week 450 hours
60 credits 568 hours = 27
hours/week 600 hours
Table 3. Teaching and Learning Commitments
You can clearly see that there is a lot of self-directed time for you to spend on your studies. It is
anticipated that some of the pre-sessional tasks could take you 5-10 hours each, which still leaves
you much time in which to read, plan and undertake other aspects of your work.
8
T&L Schedule
Week Lectures Seminars Tutorials
3
Introduction to module
Module handbook, layout of resources.
Dissertation topics, previous projects.
Project ideation.
4 Purpose and philosophy of research
Originality.
Project planning.
Introduction to research methods.
10
Research paradigms
Worldviews, including frameworks for criticism.
Consideration of quantitative vs qualitative approaches, deductive or inductive.
Project planning as part of your research.
Critiquing the work of others using the Critiquing Research Proposal
Template.
11
Research process and methods
Types and consequences of research data.
From research idea to research question (Uwe Flick).
Overview of data collection methods.
Critique your own research proposal using the template.
Submission of Assignment 1, Project Plan. Friday 13th December 2019. Summative for FBUY3003/3004, formative for FMAN3003.
12 – 14 Christmas Vacation
15
Literature review
Literature sourcing and critique, its purpose.
Research ethics.
Exercise on literature critique.
Exercise on completing an Ethics Form.
ü
16 Survey research methods
Survey (including questionnaire), interview,
Developing your own methods – 1 ü
17
Further research methods
Focus group, experimentation
Mixed methods research, triangulation
Developing your own methods – 2 ü
18
Netnography
Using online tools for research
‘E-research’). Alis Iacob.
ü
19
Data analysis
Quantitative analysis, eg, surveys
Qualitative analysis, grounded theory and coding
Analysis of research dataset ü
Submission of Assignment 2, Literature Review. Friday 7th February 2020. Summative for FBUY3003, formative for FBUY3004/FMAN3003.
20 – 21 ü
22 Enhancement Week
23 – 27 ü
28 – 30 Easter Vacation
9
Key: Lectures Seminars Pre-sessional work Tutorials No scheduled contact
31 Submission of Dissertation, Monday 27th April 2020. Summative for all.
Table 4. Teaching and Learning Schedule
10
T&L Pre-sessional Learning Tasks
These tasks are designed hand in hand with the lecture and seminar sessions and will support the work and activities of that particular session. Engagement
with them is not just desirable – it is essential in maximising your learning and developmental opportunities. Some of these tasks will clearly take a long time,
so plan them into your work schedule and start them early.
• Where the work requires you to read, make plenty of notes and bring these with you.
• Where the work requires you to complete forms or templates, print your work out and bring these with you.
• Where the work requires you to think, write and create a document, print your work out and bring these with you.
If you have a mobile device that allows you to access your work, you can bring this too, but you should not rely solely on this.
NB
1. You will notice that the contents of this table are still a work in progress – please check back regularly to see the latest updates to the pre-sessional
work. The work written in light blue has yet to be finalised.
2. Where the work relates to particular text books (eg, Nicholas Walliman’s Research Methods: The Basics), you can gain online access to these via the
Module Reading List, which is located in the MODULE shell on BlackBoard (ie, FBUY3003/3004 or FMAN3003) in the Learning Materials menu item.
Description of pre-sessional work to be undertaken and brought to the session
Week Lectures Seminars
3
1. Download for digital annotation and/or print a copy of the Module Handbook.
Bring this with you to the lecture.
2. Read Chapter 1: Research Basics, in Nicholas Walliman’s book Research
Methods: The Basics.
Download and begin to complete the KWORTS form. Bring this with you to class.
4
1. Find materials on rationalism and empiricism – ask students to read and make
notes on what each is.
2. Read Chapter 3: Structuring The Research Project, in Nicholas Walliman’s
book Research Methods: The Basics.
Download and complete the Project Planning Template. Bring a printed copy with you to class.
10
1. Complete first draft of Autumn Project, Appendix A in the Module Handbook.
2. Read all 4 sections under Foundations – Philosophy of Research menu in the
Research Methods Knowledge Base (RMkb at
http://socialresearchmethods.net/kb/index.php ).
Select 3 of the sample Project Plans on BB (Learning Materials, Week 10) and complete a
Research Proposal Critique Template for each. Choose what you consider to be a top/middle/low
quality plan and justify your reasoning.
11 1. Read Chapter 6: The Nature of Data, in Nicholas Walliman’s book
Research Methods: The Basics.
In light of last week’s work, complete:
11
2. Read Chapter 6: Data and the Nature of Measurement, in Grazio and
Raulin’s book Research Methods: A Process of Enquiry.
1. An updated version of your Project Plan.
2. A completed Research Proposal Critique Template for your own project plan.
3. A Critiquing Your Own Work Template for your own plan.
12 – 14 Christmas Vacation
15
1. Read Chapter 4: Research Ethics, in Nicholas Walliman’s book Research
Methods: The Basics.
2. Read Chapter 5: Finding and Reviewing The Literature, in Nicholas
Walliman’s book Research Methods: The Basics.
Literature Review.
You are to identify 3 academic sources specific to your project and critique them using the
framework supplied in the lecture.
Bring all of this with you to the seminar.
Undertake exercises found at https://www.monash.edu/rlo/graduate-research-writing/write-thethesis/
introduction-literature-reviews.
16
17
18
Enquiring Minds.
Identify why certain people made amazing discoveries while others, who must have come across
the same situations and opportunities, didn’t. some didn’t. Give specific names, such as George
Crumb, Louis Pasteur, Alexander Fleming, Percy Spencer, etc.
Also read Isaac Asimov’s lecture on people and creativity at
https://www.technologyreview.com/s/531911/isaac-asimov-asks-how-do-people-get-new-ideas/.
19
Download and begin to analyse Fake News data set.
Needs guidance and rules for analysis.
Table 5. Pre-Sessional Learning Tasks
Further Faculty Documentation
Coursework extensions Faculty Student Handbook, section 5.8
Deferrals Faculty Student Handbook, section 5.9
Failure of coursework Faculty Student Handbook, section 5.11
Academic offences Faculty Student Handbook, section 6
Academic Practice Officers Faculty Student Handbook, section 6.4
Student appeals Faculty Student Handbook, section 5.14
Student complaints Faculty Student Handbook, section 3.8
13
Project Practicalities
All students should read the following notes very carefully before beginning their work. Failure to
present the project in the required form could result in loss of marks. It is also advisable to re-read the
notes from time to time. In the past a number of students have suffered through making mistakes due
to not reading the notes properly. In one case an almost complete retyping had to be carried out
which was costly in time and money for the student concerned. Don’t be that person.
Students should also read projects completed in previous years. A large collection is held by the
School and can be accessed online via Blackboard – they can be found under the Past Dissertations
button in Fashion Buying programme shell. Although they will demonstrate varying levels of quality
(reflecting the differences between different students), they will give a good indication of the style and
standard expected.
The project is worth 60 credits and accounts for half the final year’s work, and although sufficient time
is available to complete the project within the specified period, you must start your project prior to your
return to university, even though you may have other activities to undertake. If you are carrying out
work with your industrial placement/experience company, plan carefully as much time can be wasted
in travelling to and from the company premises and sending information by post.
Topics
The first decision to be made is the choice of topic. Do discuss possible topics with the appropriate
subject expert who will be able to advise you of the suitability of your choice. Important considerations
are whether or not there is a chance of a successful outcome, whether the topic has been covered
before and whether or not you are really interested in the topic. Experience shows that a topic which
is the student’s choice and in which he or she is keenly interested will be the most successful.
It is intended that wherever possible projects should be undertaken in areas of current commercial
importance and to this end the linking of projects with your industrial placement is encouraged.
Students often use the experience and contacts gained in the industrial placement year to focus on a
suitable topic and gain first-hand information. Some placement employers are only too pleased to
offer continued help during the final year and in many cases will suggest a suitable topic that it is in
their interest to have investigated. If you find yourself in such a situation during your placement year,
check that the suggested topic is acceptable and start work on the literature survey as soon as
possible. This will undoubtedly help with the workload you face in this most critical, final year.
It is good practice at the beginning to list a small number of questions that you would like to find the
answer to by the end of the dissertation. This often shows you the direction your work should take
and can also restrict the range of your work to something manageable.
It is very important that your dissertation contains some original work. Whatever the topic or direction
of your dissertation you must show that you have added to the body of knowledge on the subject.
You must discuss with your supervisor and other members of staff the relevance and academic
quality of the approach that you intend to take. You should have confidence that by the end you can
defend your dissertation, including its relevance and the originality of the work. Members of staff
(details can be found in Appendix E – School Staff DetailsX) often have suitable projects available,
sometimes linked with current research projects. Details of any such projects may be given during
Project lectures or made available on Blackboard.
Project Supervisor and Meetings
Many staff supervise students on this module, including team staff, the wider School staff who do not
lecture on the programme, and there are a number of research staff whom you might not normally
meet that are highly experienced in some fields of textiles and design. Although you may consider
that the supervisor should be an expert in the chosen field of work, it is more important that the
supervisor be able to direct the work, and this may entail you speaking with other subject experts
14
within and beyond the team. The supervisor therefore will be allocated by the course team on the
basis of your Project Proposal submission.
At the outset, the project work should be seen as the responsibility of the student with supervisors
taking the role of advisors. To this end, you can demonstrate your professionalism by proactively
driving the project forward with your own ideas, initiatives and suggestions, rather than waiting
reactively to hear what your supervisor thinks. This will impact positively on your mark for Project
Management.
Tutorials
The first meeting with your supervisor may be a group tutorial as concerns and questions at the
beginning of the project tend to be common to all students. From week 15 onwards, you will have a
weekly individual 20-minute tutorial, or 40 minute tutorials every 2 weeks, depending upon what is
arranged mutually with your supervisor.
Tutorials are booked in one-hour slots, though your supervisor will have 3 students to see in that time.
Ensure that you know whether you are first, second or third during that hour. Please KEEP
appointments made with your supervisor! Time is precious to staff and it is frustrating to waste
time waiting for students who fail to turn up.
Supervisors will provide advice on all aspects of work and may help arrange meetings with holders of
specialist knowledge from the University and Industry as well as approve visits to other organisations
in support of the work, if appropriate. Links with external bodies are encouraged.
Once the choice of topic and supervisor are confirmed the hard work can begin. In the early days,
reading and planning will occupy much of the time but soon any practical/experimental work may take
over. At all stages of the work it is essential to make copious notes and keep in contact with your
supervisor. The supervisor is there to help, support and guide you but cannot write the project for you.
If you are lost or do not know what to do, please see your supervisor – please do not hide and work
alone. If problems do arise, you MUST contact your supervisor immediately. If action has to be taken
to put things right, the sooner that action is taken the better. By March it may be too late, but in
December or January things can be investigated to improve matters.
Strategies for maximising the benefit of your meetings with your supervisor
(Taken from http://www.uq.edu.au/student-services/phdwriting/phlink14.html#Strategies )
1. Be prepared. Go to each meeting with things to report (even if you are reporting little progress),
with particular issues you want to discuss and with questions you want to ask. Remember that
you are seeking guidance, not necessarily solutions.
2. Know what you want from the meeting. For instance, if you are handing in a draft of anything
you’ve written, decide at what level you are seeking feedback. You could specify that you need
feedback on:
• general structure;
• the quality of the evidence you are using;
• the general flow of ideas;
• the appropriateness of writing style;
• the best arrangement of your data in tabular or graphic form.
This won’t guarantee that you will get what you want but it does give your supervisor something to
focus on and is more likely to meet your needs than merely asking ‘What do you think of this?’ or
‘Will you look at my writing?’
3. Ask questions. It is a truism that the better the questions you ask, the better the feedback and
answers you will receive. For example, it is better to ask :
“Do you think the theories of Hamilton and Parker are more appropriate to my work than
those of Taylor and Blake?”,
15
or
“Is this argument on UK productivity still relevant in today’s context?”
rather than
“What theories are there?”
Likewise, if you have a particular problematic area, it is better to propose possible solutions and
ask which is most suitable, rather than merely asking “What do I do now?”
Planning and Recording Progress
You should use an online planning tool, shared with your supervisor, so that your progress is easily
monitored.
Ø Plan ahead the content of your weekly meeting and to record its outcomes
Ø Plan the weeks activities
Ø Record findings, contacts, notes, etc.
Timetabling and Access to Resources
The module is not formally timetabled into any of the Textile labs. If you require access to these, this
should be arranged in conjunction with the lab technician. We have made improvements in the
breadth and quality of our resources, but the total provision is finite and therefore restricted. Technical
support staff generally enjoy working with final year project students and will be as helpful as possible,
but demand means that they may operate a rota system for access to some equipment; all students
are expected to co-operate and accommodate this. You may also wish to consider using equipment
that are more frequently available, or of limiting the number of finished samples that you
make/experiment with.
Consequently, it is in your best interests to make a prompt start to the work. Historically, the main
problems that arise in the module have arisen through students trying to fit the work in at the last
minute.
Collection and Analysis of Data
Marketing, buying and management projects often rely on social research methods to obtain data,
such as questionnaires/surveys, observations, interviews, focus groups and social experiments.
Careful consideration should be given to the design, development and operation of these methods to
minimise bias and enhance the validity and reliability of your data. You should not underestimate the
amount of time it will take to do this – it is no small task – and under no circumstances should you
knock up a quick questionnaire (for example) and make it live. It will most likely yield poor or unusable
results, and you may be likely to damage the reputation of yourself and/or the university.
The purpose of collecting this information is to do something with it (not just describe and present it)
and projects should thus aim to analyse data with inductive and/or deductive methods. Nvivo is a
useful tool for this, details of which can be obtained from the library.
Some projects require the use of the Product Performance/Testing laboratory and technology projects
will, almost certainly, involve laboratory work or the taking of measurements. Statistical analysis and
graphical representation of the results will help to improve the quality of such projects but if you do
use computer software for the statistics make sure you are fully conversant with the significance of
the results. The ultimate aim is to produce a piece of work worthy of an honours degree,
demonstrating the ability to plan and conduct the work and bring it to a successful conclusion. The
intellectual ability of the student should be clearly evident to the reader.
16
Research Ethics
The University has adopted a policy regarding the protection of individuals who are the subjects of
research and this policy applies to student projects. It follows the guidelines of the Helsinki
Declaration of Human Rights to assess all studies that involve human volunteers.
Ethical issues arise when the conduct of a project involves the interests and rights of others. For
instance, the project may impinge on the confidentiality, privacy, convenience, comfort or safety of
others – such threats potentially constitute ethical problems. Full details of this will be provided during
the lecture series, and all students are expected to complete and submit a research ethics form to the
supervisor. The ADH Guidelines for Good Research Practice can be found at
http://www.dmu.ac.uk/research/ethics-and-governance/faculty-specific-procedures/art-design-andhumanities-
ethics-procedures.aspx.
Writing Up and Typing
Your final year project is a major piece of work and you should not underestimate the amount of time,
effort and resources it will require to write it up. Please be aware of the following points.
1. Start writing up during the project itself and do not leaving the bulk of the typing to the end.
For instance, you can probably complete the Introduction and Background Research chapters
early in term 2.
2. Leave as much time as possible for the final writing up stages and proof reading as they often
take longer than anticipated. In the past, some good projects have been spoiled by poor
writing up, inadequate proof-reading and incomplete conclusions, all due to last minute
rushing and this, inevitably, has resulted in a lower mark being awarded than might have
been expected. Your supervisor may be able to help with style and structure but do not
anticipate that they will proof read a whole thesis – this is your task, not theirs. It often helps if
you can get a friend or relative to proof read it. Most staff will be supervising 6 or more
projects and reading them alone is a full week’s work.
3. Allow at least two weeks for all typing corrections and proof reading prior to submission.
4. IT issues.
a. The University has standardised on Microsoft Office365 as the business IT suite of
choice and to this end there are many computers with this installed around the
campus. Additionally, you have access to the full suite for download via MyDMU. You
will not be supported if you choose to use a different word processor.
b. You have to submit a copy of your thesis electronically as an Adobe Acrobat file. The
conversion process from Word to PDF works reliably with Word and Excel files.
c. Your Office365 account gives you 1TByte of online storage and you should make use
of this for your data and document storage. As well as this, ensure that you devise
and operate a good backup regime, remembering that it is your data, not ours or
Microsoft’s. Computers often breakdown – and always at the most inconvenient time!
It is therefore imperative that you backup your data files properly. No allowances for
extensions will be made for lost data.
d. Finally, problems related to typing, computers crashing, compatibility issues, lost and
broken files/USB sticks/laptops, printer problems or any other IT related issues will
not warrant an extension to any submission deadline.
17
Presentation and Style of Thesis
The presentation of the project is just as important as the work itself and sufficient time should be
allocated to the writing-up. Once your course is completed and you have received your degree, the
project will be essential, tangible evidence of your studies and something to show to future employers.
Remember that very few universities request a hardbound dissertation and yours will make you stand
out from the crowd. You will, therefore, want to produce the best possible project using good quality
English.
As the early sections of the thesis are completed in draft form, they should be handed to your
supervisor for checking. The purpose of this is to ensure that you are using appropriate academic
language and conventions, and once you have received feedback, it is expected that you will continue
to do so without further feedback. If issues arise in the early stages of writing-up, they can be
corrected and it should be possible to avoid making the same mistakes again. This saves time in the
long run.
Language
The Tense
Correct English grammar and spelling should be used at all times. You are writing about the project
that you have already conducted and therefore accounts should be written in the past tense, not in
the present or future. Even if the subject is in the present it will be in the past when the project is read.
For example, consider the following sentence.
‘Before processing is commenced, strings must be inserted into both selvedges of each piece
of fabric at 1 metre intervals throughout’.
While this is perfectly acceptable for a set of notes describing a set up procedure, it is not suitable for
a report/thesis as it is in the future tense. Likewise, the information should not be written in note form
such as might be obtained from a laboratory sheet or a manufacturer’s leaflet, which is often in the
present tense. For example:
‘Tie strings in both selvedges at 1 m intervals’.
An appropriate method for writing this could be as follows.
‘Strings were inserted into both selvedges of each piece of fabric at 1 metre intervals
throughout prior to the commencement of processing’.
The Grammatical Person
The thesis should be written in the third person and not the first. This is actually a very simple
concept to grasp – write about the subject and not about you. It may be tempting to write the previous
example as ….
‘I tied strings into both selvedges at 1 metre intervals throughout’.
Although this is written in the past tense, the most important aspect of the sentence is that ‘I’ tied the
strings. As you are the named author, it is naturally assumed that you conducted the work and you do
not need to keep reminding the reader. By concentrating on the subject and not yourself, your writing
will become more lucid and your argument more clearly focussed.
From this, it can be seen that use of ‘the author…’ and ‘the researcher…’ is merely a replacement for
writing ‘I’ and should be avoided at all times.
Spelling and Grammar
The onus of responsibility for using correct spelling and grammar is on yourself and not Microsoft
Office. Therefore, use these Office tools carefully and do not accept every offering that it provides.
While the spell checker (Office usually underlines in red what it considers to be a spelling mistake)
18
Turn off the Word grammar
checker and sign up to
Grammar-Monster.com
can be useful, it is far from infallible. For instance, spell check will rarely fined words witch are miss
used butt spelled rite. Additionally, Office usually defaults to an American dictionary, meaning that
colour is spelled color, fibre is spelled fiber and food is spelled hamburger.
More problematic is the use of the grammar checking tool, which underlines in green that which it
considers to be either a mistake or could be improved upon. It also has a habit of marking
grammatically correct text as poor, often suggesting alternatives that are not only grammatically
incorrect but also substantially inferior in style and substance.
It is amazing to consider that Office finds few (if any) grammatical problems with the following
paragraph.
“Marketing are bad for brand big and small. You Know
What I am Saying? It is no wondering that advertisings
are bad for company in America, Chicago and
Germany. … McDonald’s and Coca Cola are good
brand. … Gates do good marketing job in Microsoft.”
In light of this, you are strongly advised to turn off or ignore any grammar suggestions that Office,
or any other grammar tool, offers. Additionally, you should subscribe to the Grammar Monster mailing
list at www.grammar-monster.com website and you will receive a short weekly email with really good
grammar tips and links to associated explanations. You will not regret it!!
Apostrophy
If there is one aspect of the English language that causes more consternation than any other, it is the
correct use of the apostrophe. Briefly, it is used for contraction/omission, to show possession and for
plurals of letters and numbers.
Indicating contraction/omission. It is used to show the omission in a contracted word. It is
mine may be written as It’s mine, the apostrophe showing that a letter is missing from the word
‘is’. There are many examples, such as can’t (cannot), we’re (we are) and I’ve (I have).
Indicating possessives. The childrens ball went over the fence should be written as The
children’s ball went over the fence, as the ball belongs to the children. Other examples are
Susan’s computer (the computer belonging to Susan), New York’s parks and Natalie’s
dissertation.
Plurals. Used before an ‘s’ to form plural of figures and numbers, such as the 1980’s, binary
consists of 0’s and 1’s, and there are four i’s in Mississippi. Note that it is not used to indicate
plurals in other situations, such as apples and pears.
You can follow this up in more detail in Lynne Truss’s excellent book, Eats, Shoots and Leaves, or
Gyles Brandreth’s new book, Have You Eaten Grandma?
Other notes
(i) Correct abbreviations should be used at all times. If you use many specific abbreviations, it
may prove useful to include a glossary of them.
(ii) Units should be expressed according to the SI system (Appendix F – SI Units).
Word Count
The main body of the thesis (the chapters) should normally contain 12-15,000 (or 9-12,000 or 6-
9,000) words, excluding numeric tables and data. This may initially sound a lot, but as you begin to
write up your thesis, you will realise that it will be an exercise in brevity rather than verbosity. There
are many good reasons for limiting the word count, including:-
• It is good academic practise to write in a style that is concise and to the point rather than
excessively wordy.
19
• It is good research practise to be very selective in which research work you include in any
written work (especially true of secondary research, but also primary work), instead of merely
including everything that you find.
• It forces you to revisit your writing in order to improve it.
• There are academic guidelines concerning word count.
Clearly, the first three issues are key and consequently a penalty of 10% reduction in final thesis mark
will be applied if over the word limit. For every additional 1000 words over the limit, a further 10%
reduction will be applied. Just to clarify this, anything over the word limit will warrant a penalty.
There are circumstances, however, where a student has justifiable reasons for requiring an extension
to the word count and if you find yourself in this situation, you MUST come and talk to the module
leader ASAP to negotiate it. Extensions are sometimes granted, but only after other options have
been exhausted.
Layout and order of sections
The exact layout of the chapters in each thesis will depend on the choice of topic and should be
discussed with your supervisor before the writing-up is commenced. In general, between 5 and 7
chapters are adequate, although you are advised to look critically at previous dissertations. The layout
of the thesis should follow the format shown below.
Title page
Abstract
Acknowledgements
Contents
Chapter 1. Introduction, Aim and Objectives, Subject History
Chapter 2. Previous and Current Work
Chapter 3. Special Requirements and Design of Appropriate Tests
Chapter 4. Primary Research
Chapter 5. Discussion and Analysis of the Results
Chapter 6. Conclusions and Suggestions for Further Work
References
Appendices
The layout and purpose of each section is described below.
Title page
The title page gives the reader a snapshot view of the thesis. It tells them what it is about (title), who
wrote it (your name), the area of study (course name and supervisor) and where the work was
undertaken. An example title page is given in Appendix D – Sample Title PageX and this layout should
be adhered to. Do not put a page number on the Title page.
Abstract
This should be a concise statement of the outline of the work and the major conclusions reached. It
should be around 300 words (about a single side) and although it is the first thing in the dissertation, it
should be the last page actually written. It should be written in the present tense, describing the
dissertation. Do not put a page number on the Abstract.
Acknowledgements
The supervisor and any person or company that has helped with the work should be given a word of
thanks. Do not put a page number on the Acknowledgements.
Contents
This contains a listing of all headings (including sub-headings) from Chapter 1 to the end of the
dissertation, with associated page numbers. It should then show List of Tables, List of Figures and
20
List of Equations, if appropriate. Detail each appendix individually rather than merely putting
“Appendices”.
These pages should be numbered using Roman Numerals (i, ii, iii, etc).
Chapters
These detail the work that you have undertaken for the project. Chapter 1 (the Introduction) will
comprise a brief account of previous work in the chosen field (where appropriate) or the source of
inspiration for the choice of the work. It will tend to include a justification for the study, the aim and
objectives and will outline the plan of work to be followed. Everything from Chapter 1 onwards should
be numbered sequentially.
The nature of succeeding chapters will depend upon the nature of the work but you should aim for 5
or 6 further chapters. They will be selected so that a reader of the final project may follow the course
of the work in a logical order. You should seek feedback on your choice of chapter contents and titles
from your supervisor. It is often convenient to sectionalise chapters, in which case it is best to number
the sections in a decimal fashion as shown below. It is unlikely that you will need to create
subsections more than 3 deep. For instance,
Chapter 1 Introduction
1.1 Preamble
1.2 Aim
1.3 Objectives of the work
1.4 Review of previous work
1.4.1 Other research in the area
1.4.2 Previous research outcomes
1.5 Plan of work
Tables, diagrams, graphs, equations and photographs
In many cases much writing can be saved by the inclusion of information in the form of tables, figures
and graphs. In projects where experimental work or questionnaires yield results, a summary of the
results may be included in the appropriate chapter but the raw results and any associated calculations
should be included in an Appendix. All such tables and figures must be titled, numbered and referred
to from the preceding text. For example, “Table 6.3 shows” or “as shown in table 6.3” are both
acceptable methods of referencing your table.
The numbering convention is straightforward – they are numbered sequentially within a chapter,
where the number before the decimal point is the chapter number and the number after it increments
sequentially. Therefore, Chapter 1 may contain Tables 1.1, 1.2, 1.3, Figures 1.1, 1.2 and Graphs 1.1,
1.2, 1.3, whilst Chapter 4 may contain Tables 4.1, 4.2 and 4.3.
If a figure or table used is not your own work then its source must be referenced along with the title.
Appendices
An appendix is used to present large quantities of information that would otherwise interrupt the flow
of the text. Typical uses are for presenting multiple pages of results from an experiment, or the
contents of a 5 page questionnaire. Copies of existing information (eg, British Standards, whole
websites) should not normally be presented here as they can be referenced. The Appendices should
be lettered sequentially as Appendix A, B, C etc. Use appendices with care and question whether the
information in an appendix really needs to be there to support the integrity of the thesis.
21
Referencing and citations
Your work will reference previous work undertaken in your field of research. Whenever you wish to
include a statement or some information provided by someone other than yourself, a citation and the
reference must be included. This information may be facts or opinions obtained from a wide range of
sources, such as other publications, public lectures or seminars or by personal contact with a third
person. There are many methods for implementing this and you are to adhere to the Harvard System.
You can and should use other people’s work, either by quoting it directly, by summarising it or by
drawing on it for information. When doing so, you must include the source of your information. There
are many reasons for this, including:-
• Demonstrating the breadth of your research.
• You inherit the credibility of the author and/or the publication.
o For instance, if discussing the forthcoming Olympics, citing Lord Coe has
considerably more impact than citing your mate Steve from the local pub.
o Likewise, citing research from Mintel has considerably more impact than citing an
article from Heat magazine.
• It allows readers to follow up areas that are interesting to them personally.
• It minimises the risk of you being accused of plagiarism.
Harvard Reference System
Referencing is essentially very straightforward and involves 2 parts: the citation and the reference.
• The citation is placed in your text and it shows who said it and when it was said.
o For example, Jones (1992) has provided the evidence that these figures are
incorrect.
o This could also be written as Evidence suggests that these figures are incorrect
(Jones, 1992).
• The reference is placed in the References section at the back of the dissertation and gives
full details of where the source can be located.
o Using the same example, the full reference could be:-
§ Jones, R. (1992). Problems in Textile Manufacturing Automation, Textile
Research Journal, August, vol 13, number 5.
It is most important that each citation in the text can be directly tied to a reference in the References
section. To help the reader find the full reference, all references should be listed in alphabetical order,
ordered by surname.
Any picture or table which is not your own (eg, taken from a book) must be referenced immediately
underneath it.
There are many different information sources, ranging from books and journals to online databases
and the internet. Each needs referencing according to its source and the DMU Self Study Guide ‘The
Harvard System of Referencing’ (http://www.library.dmu.ac.uk/Images/Selfstudy/Harvard.pdf)
provides details of how to do so correctly.
Word also provides a method of maintaining your sources and creating the citations and references
automatically. Although it does not contain the Harvard method, the APA style is suitably close. An
excellent guide to this can be found at http://prezi.com/rafab8qmng_d/harvard-referencing-withmicrosoft-
word-20072010/.
Page Layout
The dissertation should be laid out for single sided A4 paper using 1½ line spacing. Ensure that you
use a good quality printer if you are printing it.
22
To facilitate binding, the following margins should be used:
left hand (binding) side 38mm (1.5 in)
right hand side 25mm (1.0 in)
page top 32 mm (1.25 in)
page bottom 32 mm (1.25 in)
Please ensure that you observe these margins. Remember that all pages from the Introduction
onwards should be numbered consecutively.
Fonts
All text (apart from that in tables) should be Arial font size 12.
Confidentiality
Occasionally, a project carried out with the help of or on behalf of a company may contain sensitive
material. Notwithstanding the copyright statement, special arrangements can be made for these
projects to allow a company to support a student with full confidentiality. Although it is usual for the
copy of the Project to be made available for reference immediately after assessment, it is possible
under these circumstances for it to be withheld for a limited period. The Module Leader is prepared to
give written guarantees to companies concerning this confidentiality. It will still be necessary for the
Project to be seen by the appropriate external examiner for final marking.
Binding and Presentation
You may wish to produce your own hardbound copy, the details of which are shown here. Note that it
is not compulsory for you to do so. Where students have received sponsorship or a great deal of
assistance from a company, they may wish to consider giving them a copy also.
Hardbound
Dissertations should be bound in the standard red one-piece Buckram cloth covering. This can be
carried out by many commercial organisations in and around Leicester or available online, though
students in the past have found it convenient to use the services the following:
Hollingworth & Moss
Online service for printing and binding.
Students have used this in the past and have
been pleased with the service.

Please DO NOT use John E Wright for your binding – their covers are of inferior quality and do not
last well. There are half a dozen other bookbinders in the area all locatable via the Yellow Pages. If
you turn to one of these it might be advisable to show them a previous thesis to make sure the
general format and colour are correct. Whoever you choose to use, make sure that you contact them
at least two weeks prior to submission in advance to book in your request. If you present the binders
with your work the day before it is due in, they will charge you much more or may not be able to do it
in time. Also, ensure that the binding is a one piece cover, not the three piece style that some binders
(eg, John E Wright, DMU student shop) use.
Our requirements for the binding are straightforward and you should make the binders aware of
these.
• The cover must be RED.
23
• On the front, in gold block capital lettering, there should be the title of the work (reduced to
around 6 words) and the name of the student. A longer, more descriptive title may be used on
the inside title page if desired.
• The spine should have the name of the candidate at the top, the letters BA (Hons) in the
centre and the year of submission at the bottom, again all in block capital gold letters. An
example is shown below. This is referred to as Down The Spine (as opposed to Up The
Spine) and is readable when the thesis is placed flat with the front cover face upwards.
Other Content
If you wish to include photographs or place samples within the thesis, it may be helpful to include a
thin strip of cardboard at the binding edge the full length of the page. This prevents the project gaping
open when bound. Seek advice from your binder on such matters.
If you need to submit a large number of bulky diagrams or fabric/garment samples, these should be
included in a separate folder and submitted with the dissertation.
Hardbound thesis
24
And Finally ….
… enjoy! We look forward to reading your dissertation!
25
Appendix A – Autumn Project
Background
The planning of your final year project is a major key step in its success and writing your proposal
prior to returning for the final year will help you to start your research as early as possible in term 1.
Your proposal is the vehicle to focus your mind and your project.
In writing this, you need to have a clear understanding of what you are trying to achieve (the AIM), the
goals/milestones needed along the way to obtain it (the OBJECTIVES), how you intend to achieve it
(the WORK PLAN), what you intend to do that has not been done before (the ORIGINALITY) and
what you expect to accomplish (the OUTCOMES).
Task
You are to write your project proposal detailing the aim and objectives, the proposed work plan, and
the results of your preliminary background research. Bear in mind that you need to select a project
topic that will sustain your interest, as you will be working on it for over 20 weeks!
To support you in the development of your project idea and plan, you should try to develop around 3
unique project ideas in this format – this will help to clarify your ideas and you may also find that ideas
from one project will translate well into another project. Remember though that you only need to
submit ONE of these, your preferred option, at the start of term.
Plan
Your plan should comprise the following.
1. The aim and objectives (100-200 words).
o Aim. There should be a single aim written as a single sentence statement of what you
want to achieve (ie, the purpose of the project).
§ A good example of this is ‘to use contemporary yarns to develop new fabrics using
the traditional colour and weave process.’ This is concise and the purpose is clear.
§ A poor example of this is ‘to analyse Next Retail and compare its standard of quality
in clothing in relation to price, and to compare rival retail outlets, and to gauge
customer perception of quality within the range’. This is not concise; the main aim is
unclear and there are separate and (potentially) unrelated aims within it.
o Objectives. These are intermediate goals that are to be achieved along the way. You may
have around 5 or 6 objectives and they are useful targets against which performance and
progress can be measured during the project.
§ A good example of an objective is ‘to establish consumer awareness of altered-reality
technologies’. From this, methods can be designed that will enable the researcher to
measure how much consumers are aware of these technologies. Useful adjectives to
define an objective are identify, compare, describe, establish.
§ A poor example of an objective is ‘to undertake a questionnaire to find out whether
consumers support ethical trading’. This is a rather naïve and vague objective. It
focuses on undertaking the questionnaire rather than what the study is trying to
establish, and it is likely that all respondents will claim to support ethical trading
anyway, rendering the results moot. Poor phrases to define an objective are to
research, to investigate, to find out, to gain understanding.
2. Your work plan and a statement of the originality of your work (250 words).
26
o Work plan. This requires that you consider how you are to approach the research,
what data you will need to collect and what methods you will use to obtain and
analyse this data. This is essentially identifying and developing the research methods
for your own primary research and will be the subject of much of the lectures
associated with this module.
3. Results of a preliminary background/literature search (500-1000 words).
o This is establishing the context of the secondary research, the summary results of
your initial investigation into the subject area and should be fully referenced using the
Harvard System. A comprehensive literature search will come later in the project and
is an essential part of any research undertaking, and this brief literature search will
help you in that. You may wish to use the guides listed below to help you in this task.
Support
To assist you in writing these 3 aspects, it is recommended that you:-
• Read many of the past dissertations on Blackboard. These can be found on BlackBoard
under Past Dissertations in the Fashion Buying programme shell. Read a wide range of
topics, not merely those relating directly to your subject specialism or what you are planning
to do. Practice criticising them objectively, particularly their aim and objectives. As you do
this, you will begin to learn to identify what is good practice and what is not. Like many other
aspects, this will be developed further during the lecture series.
• Read widely on the subject of Research Methods. There are numerous books covering this
subject from many different angles, including design, sociology and scientific. The lecture
programme for this module will develop this topic in some detail, but it is beneficial for you to
start your study early. There are also some very good online resources, such as the
Research Methods Handbook produced by the Centre for Local Economic Strategies at
http://www.cles.org.uk/wp-content/uploads/2011/01/Research-Methods-Handbook.pdf and
the Research Methods Knowledge Base at http://www.socialresearchmethods.net/kb/.
• Make use of the excellent Manchester Academic Phrasebank at
http://www.phrasebank.manchester.ac.uk. This gives you many good examples of how to use
academic phrases to convey your argument and thinking in specific situations.
You may also wish to discuss your ideas with various members of staff, who will be happy to give you
feedback on your ideas. I will always reply with comments on your proposals too. Based on this
proposal, the programme team will allocate you to a supervisor during the first week of term 2.
Note that this project proposal is not assessed. Bring a printed copy of this with you to the first
seminar session on week 10. This does not need to be submitted to Turnitin and it will not be marked.
27
Appendix B – Full Project Plan
Background
Planning is a key element of good research practice and needs to be done in a very formal and
comprehensive manner. Planning helps to formulate a project from of a collection of thoughts,
anticipate potential problems and continuously focus the project towards its aim. To do this requires a
clear understanding of:
• what the project is trying to achieve (the AIM);
• what needs to be done to achieve it (the OBJECTIVES);
• how the objectives should be tackled (the METHODOLOGY);
• anticipated outcomes that demonstrate the aim has been achieved (the RESULTS);
• the originality of the work (what will be done/achieved that is new/improved on what has gone
before).
You should consider planning as designing in success rather than merely keeping failure at bay. Also
remember that in the light of new information that you uncover, you may find your original ideas and
concepts challenged, which may necessitate reconfiguring your work plan. This is good and should be
seen as a positive step, as Dwight Eisenhower (former US president and Supreme Commander of
Allied Forces during WW2) once noted,
“In preparing for battle I have always found that plans are useless, but
planning is indispensable”.
Task
You are to produce a full project plan, which should be around 4 pages. Your plan should consider all
the elements described above, along with:
A justification for the project, showing its context
A work plan in the form of a Gantt chart
A statement of who will find the work useful.
Whilst it is recognised that this may not reflect precisely your final decisions on these topics, it is
essential that you use any feedback and the weekly tutorial help to focus your ideas and develop the
skills needed for good research in your chosen area.
Marking Criteria
Clarity and appropriateness of the aim 30%
Clarity, completeness and suitability of the objectives in meeting the aim 40%
Consideration of appropriate methods for data collection and analysis 30%
Submission Details
Week 11
Friday 13th December 2019.
Submission will be via Turnitin on Blackboard only.
28
Appendix C – Literature Critique
Brief
Every piece of research begins with establishing the current state of knowledge and debate in the
field. This allows you to (a) establish the breadth of knowledge, (b) identify the main debate topics, (c)
highlight any gaps or problems in the knowledge, and (d) develop your understanding of both the
minutia and the bigger picture and context. It will enable you to describe your own research in the
context of what already exists. Clearly, this takes considerable time and effort and you should not
underestimate the task.
Task
You are to select 6 key texts on the main topic area of your project,
You should use Mendeley to organise your sources, create notes and begin the critical analysis. This
should be submitted as an appendix in your final report.
Notes
NOT FINISHED YET
Marking Criteria
Use of Mendeley 30%
Clarity and coherence of argument 55%
Report writing skills (presentation, referencing and citation, ability to sustain an argument, etc)
15%
Submission Details
Week 19
Friday 7th February 2020.
Submission will be via Turnitin on Blackboard.
29
Appendix D – Sample Title Page
(INSERT YOUR TITLE HERE IN BLOCK CAPITALS)
An Account of the Project Work Carried Out for the Degree of
BA (Hons) Fashion Buying with Marketing
Under the supervision of
(Insert the name and qualifications of supervisor here)
__________________________
By
(Insert your name here)
__________________________
School of Fashion & Textiles
De Montfort University, Leicester
May, 2020
Copyright De Montfort University 2020
NB.
Put no page number on this page
Fill in appropriate personal details
30
Appendix E – School Staff Details
Staff member and
location
Interests and research
Dr. Mark Bradshaw
VP3-21
Research, IT, engineering, technical textiles, smart/future textiles,
sustainability
Julia Ling
VP4-73
Buying, merchandising, sourcing & product development, supply chain
management
Helen Burbidge
VP5-23
Pattern cutting, fashion technology, garment fit
Pippa Clarkson
VP4-73
Buying, marketing, merchandising
Fiona Bailey
VP4-73
Fashion business, entrepreneurship, buying, product development
Kaye Herriott
VP4-73
Marketing, fashion business
Prof. Jinsong Shen
VP5-23
Textile chemistry, natural fibres, textile colouration and finishing,
smart/future textiles
Dr. Edward Smith
VP5-23
Textile chemistry, dyeing and finishing, textile testing, sustainability,
smart/future textiles
Dr. Angela Davis
VP3-21
Garment and textile technology, performance and specifications, technical
clothing and materials, sustainability, smart/future textiles
Siobhan Merrall
VP4-73
Merchandising, fashion, business
Dr. Claire Orwin Buying, sourcing, supply chain, ethics, marketing
Professor Carolyn
Hardaker
Technology, fashion business, CAD
31
Appendix F – SI Units
It is important in your discipline to specify and use correct units at all times and you are expected to
do so in your dissertation. The creation of the decimal Metric System at the time of the French
Revolution, and the subsequent deposition of two platinum standards representing the metre and the
kilogram on 22 June 1799 in the Archives de la République in Paris, can be seen as the first step in
the development of the present International System of Units. Whilst the definition of the metre and
the kilogram has subsequently changed, these two platinum standards are of such importance that
they still exist.
The SI (Systeme International) now 7 define base units, with all other units of measurement being
derived units from these. They are Length (metre), Mass (kilogram), Time (second), Electric Current
(ampere), Thermodynamic Temperature (Kelvin), amount of Substance (mole) and Luminous
Intensity (candela). Some excellent websites describing these and all other combinational or derived
units are:-
Hhttp://physics.nist.gov/cuu/Units/U This is the Daddy of all references!
http://www.abdn.ac.uk/sms/ugradteaching/guidetosiunits.shtml A very useful and easy to read
alternative guide.
As a summary, you may find the following useful.
SI Unit
Measure Base or
Derived
Unit name Multiples or Alternatives
Length Base Metre (m) Millimetre (mm)
Kilometre (km)
Mass Base Kilogram (kg) Gram (g)
Time Base Second (s) Minute (min)
Hour (h)
Temperature Base Kelvin (K) 0 Celsius (oC) = 273.16K
Density Derived Kilogram per cubic
metre (kg/m3)
Linear Density (Count) Derived Tex, grams per 1000m deciTex (dTex)
Frequency Derived Hertz (Hz), cycles per
second
kilohertz (kHz)
Force Derived Newton (N)
Area Compound Square metre (m2) Square millimetre (mm2)
Volume Compound Cubic metre (m3) 1 Litre (l) =0.001m3
32
Appendix G – Assessment Criteria and
Procedure
Project work will be assessed against the specified criteria. Aspects that will be examined will include
the method, suitability and conduct of the work undertaken, the depth of research and critical thinking,
significance and quality of the analysis and conclusions, the demonstration of creativity, the use of
previous knowledge and skills, together with the overall quality of the language and presentation
materials. The work will thus be the vehicle for demonstrating true honours degree ability. In light of
this, you are strongly advised to become familiar with the University Grading Criteria as shown below
(highlights added), as found in the DMU Handbook & Regulations for Undergraduate Awards booklet.
Mark
Range Criterion
90 – 100 Fulfils all the assessment criteria for the component at an exceptional level
Displays exceptional degree of originality and/or creativity.
Exceptional analytical, problem-solving and/or creative skills.
No fault can be found with the work other than very minor errors, omissions or
limitations.
80 – 89 Fulfils all the assessment criteria for the component at an outstanding level.
Displays high degree of originality and/or creativity.
Work of outstanding quality, evidenced by an ability to engage critically, analytically
and creatively.
Exhibits independent lines of argument and/or practice.
Demonstrates extremely wide and relevant contextual understanding.
70 – 79
This is
first class
honours
level
(1st)
Fulfils all the assessment criteria for the component at an authoritative level.
Extremely well developed work showing a clear and authoritative understanding of
the subject through its practice, interpretation or application.
Demonstrates significant originality, creativity and/or insight.
Significant evidence of ability to sustain an argument and/or concept, to think
analytically, critically and/or creatively.
Evidence of extensive study and appropriate contextual understanding and where
applicable draws on an appropriate range of properly reference sources.
Achieves an excellent standard of technical accomplishment.
60 – 69
This is
upper
second
class
honours
level
(2-1)
Fulfils the assessment criteria for the component thoroughly.
Demonstrates a thorough grasp of relevant theory, concepts, principles, methods and
practices.
Clear evidence of concept development and critical judgement in making,
selecting, ordering, analysing and presenting.
Demonstrates ability to synthesise material, to construct responses and demonstrate
creative skills which reveal insight and may offer originality.
Shows evidence of appropriate contextual understanding, and where applicable,
draws on an appropriate range of properly referenced sources.
Demonstrates and good standard of technical accomplishment.
33
Mark
Range Criterion
50 – 59
This is
lower
second
class
honours
level
(2-2)
Fulfils assessment criteria for the component effectively.
Demonstrates evidence of an effective grasp of relevant material, principles, key
concepts and practices.
An ability to develop and progress a concept/argument and develop reflective
practices.
Demonstrates an appropriate degree of creativity, conceptual ability, critical analysis
and insight.
Accurate, clearly written/presented and adheres to the referencing conventions
appropriate to the subject and/or task.
Contextual understanding is evident.
Some limitations in the attainment of technical skills.
40 – 49
This is
third
class
honours
level
(3)
Fulfils the assessment criteria for the component at a basic level.
A response demonstrating an understanding of basic points and principles sufficient
to show that some of the learning outcomes/assessment criteria have been achieved at
a basic level.
Suitably organised concepts and/or work demonstrating a reasonable level of
understanding
Covers the basic subject matter and is appropriately presented but is clearly
derivative and insufficiently analytical.
Demonstrates limited conceptual ability, levels of evaluation and creative skills.
Demonstrates adherence to the referencing conventions appropriate to the subject
and/or task.
Limitations in technical skills.
30 – 39
Fail
Overall insufficient response to the assessment criteria.
A weak response, which, while addressing some elements of the task, contains
significant gaps, inaccuracies or deficiencies.
Shows only weakly developed elements of understanding and/or other skills
appropriate to the task.
May contain significant weaknesses in presentation.
20 – 29 Overall insufficient response to the assessment criteria.
A poor response, which falls substantially short of achieving the learning
outcomes.
Demonstrates little knowledge and/or other skills appropriate to the task
Little evidence of argument and/or coherent use of material
10 – 19 Overall insufficient response to the assessment criteria.
A very poor response demonstrating few relevant facts
Displays only isolated or no knowledge and/or other skills appropriate to the task.
Little adherence to the task
0 – 9 Overall insufficient response to the assessment criteria.
Displays virtually no knowledge and/or other skills appropriate to the task.
Work is inappropriate to assessment task given
34
Appendix H – Warning, It’s The
Internet!
Here is an extract taken from an article entitled Evaluating Web Pages: Techniques to Apply &
Questions to Ask on the University of Berkeley Library website (URL –
HUhttp://www.lib.berkeley.edu/TeachingLib/Guides/Internet/Evaluate.htmlUH, accessed July 2007). The
highlights have been added.
“The World Wide Web can be a great place to accomplish research on many topics. But
putting documents or pages on the web is easy, cheap or free, unregulated, and
unmonitored. There is a famous Steiner cartoon published in the New Yorker, July 5,
1993 (see below) with two dogs sitting before a terminal looking at a computer screen;
one says to the other “On the Internet, nobody knows you’re a dog.” The great wealth
that the Internet has brought to so much of society is the ability for people to express
themselves, find one another, exchange ideas, discover possible peers worldwide they
never would have otherwise met, and, through hypertext links in web pages, suggest so
many other people’s ideas and personalities to anyone who comes and clicks. There are
some real “dogs” out there, but there’s also great treasure.
Therein lies the rationale for evaluating carefully whatever you find on the Web. The
burden is on you – the reader – to establish the validity, authorship, timeliness, and
integrity of what you find. Documents can easily be copied and falsified or copied with
omissions and errors — intentional or accidental. In the general World Wide Web there
are no editors (unlike most print publications) to proofread and “send it back” or “reject it”
until it meets the standards of a publishing house’s reputation. Most pages found in
general search engines for the web are self-published or published by businesses small
and large with motives to get you to buy something or believe a point of view. Even within
university and library web sites, there can be many pages that the institution does not try
to oversee. The web needs to be free like that!! And you, if you want to use it for
serious research, need to
cultivate the habit of
healthy scepticism, of
questioning everything you
find with critical thinking.”
Steiners original artwork.
(Taken from the School of
Journalism and Mass
Communication department
website, University of North
Carolina,
HUhttp://www.unc.edu/depts/jomc/aca
demics/dri/idog.htmlUH, accessed July
2007)
35
Appendix I – Further Reading
There is a large amount of readily available information to help you with both your research methods
assignments and your dissertation. This is just a small sample and you should consider it a starting
point.
Essential Reading Material
These materials are to be considered an absolute bare minimum of reading.
These is an excellent set of study skills resources on the DMU library website, including such topics
as How To Undertake A Literature Search, The Harvard System Of Referencing and How To find
Journals. There is also a writing quiz that you may find very useful!
http://www.library.dmu.ac.uk/Support/Guides/index.php?page=359
Cottrell, S. (2011). Critical Thinking Skills, 2nd edition, Basingstoke: Palgrave Macmillan
Williams, K. (2009). Getting Critical, Basingstoke: Palgrave MacMillan
Graziano, A.M. and Raulin, M.L. (2004). Research Methods – a process of enquiry, 5th edition,
Allyn and Bacon
Recommended Further Reading Material
Research Methods Guides
Dawson, C. (2009). Introduction to Research Methods, 4th ed. Oxford: How To Books Ltd.
Eriksson, P. and Kovalainen, A. (2008). Qualitative Methods in Business Research, London:Sage
Publications
Field, A. and Hole, G. (2003). How to Design and Report Experiments, London: Sage Publications
Gillham, B. (2000). Case Study Research Methods, London: Continuum.
Huff, D. (1991). How to Lie with Statistics, Middlesex: Penguin
Saunders, M., Lewis, P. Thornhill, A. (2003). Research methods for business students, 3rd edition,
Harlow : Financial Times Prentice Hall. DMU library shelfmark – 658.0072/SAU
Silverman, D. (2004). Qualitative Research – Theory, Method and Practice, 2nd ed. London: Sage
Publications.
Swetnam, D. (2000). Writing your dissertation : how to plan, prepare and present successful
work, 3rd edition, Oxford.
Walliman, N. (2004). Your undergraduate Dissertation, London: Sage Publications
Walliman, N. (2006). Social Research Methods, London: Sage Publications
HUhttp://www.socialresearchmethods.net/kb/U
Also known as the Research Methods Knowledge Base, an excellent resource.
Hhttp://www.experiment-resources.com/
Another excellent online resource for experimental procedures.
36
Study and Language Guides
Barrass, R. (2002). Scientists Must Write: a guide to better writing for scientists, engineers and
students, 2nd edition, London: Routledge
Copus, J. (2009). Brilliant Writing Tips for Students, Basingstoke: Palgrave MacMillan
Statistics Guides
Wood, M. (2003). Making Sense of Statistics, New York: Palgrave Macmillan.
An excellent book on statistical concepts – it is statistics without numbers.
Anderson, D., Sweeney, D. and Williams, T. (1994). Introduction to Statistics: Concepts and
Applications, 3rd edition, St. Pauls: West Publishing Company
Moore, D. And Notz, W. (2006). Statistics: Concepts and Controversies, 6th edition, New York:
W.H. Freeman
HUhttp://www.seeingstatistics.com/
A very good, interactive statistics resource.
HUhttp://davidmlane.com/hyperstat/index.html
HUhttp://www2.sjsu.edu/faculty/gerstman/StatPrimer/
HUhttp://library.thinkquest.org/10030/statcon.htm
HUhttp://www.xycoon.com/index.htm
HUhttp://www.tufts.edu/%7Egdallal/LHSP.HTMU
Excel Guides and Tips
HUhttp://www.functionx.com/excel/index.htm
Chandoo.org
MrExcel.com
Evaluating Web Pages
http://www.library.dmu.ac.uk/Images/Selfstudy/ISEMLeaflet.pdf
DMU guide to information evaluation
HUhttp://www.lib.berkeley.edu/TeachingLib/Guides/Internet/Evaluate.htmlU
Techniques to Apply & Questions to Ask
37
Visualising Data

Max Galpa, very interesting ideas
http://www.davidmccandless.com
You absolutely, definitely NEED to see this
…. And this is the website of his book
http://www.informationisbeautiful.net
Hans Rosling is an expert on data visualations. Here are some of his TED sessions
https://www.ted.com/playlists/474/the_best_hans_rosling_talks_yo
Others
Byrson, B. (2003). A Short History of Nearly Everything, London: Doubleday Transworld
38
Appendix J – Assessment: Difference
Between Formative And Summative
Difference 1 – Timing. Formative assessment is
an ongoing activity where the evaluation takes
place during the learning process, maybe not just
one time, but often. A summative evaluation
takes place after it, often after a project or
module completion.
Difference 2 – Purpose. Formative assessments
help to monitor the student learning process.
Summative assessments assign gradings
reflecting whether (or to what extent) the student
achieved the learning goal.
Difference 3 – Outcome. Formative assessment
aims to improve student learning through
meaningful feedback. Summative assessment
provides an evaluation of student achievements.
Difference 4 – Scale. Formative assessment is
often based around small content areas, such as
an initial project plan, a specific tutorial meeting.
Summative assessment usually relates to the
completed project, such as a dissertation.
Taken from:
https://www.bookwidgets.com/blog/2017/04/thedifferences-
between-formative-and-summativeassessment-
infographic
39
Appendix K – What Does It Mean:
Good Research
40
Appendix L – What Does It Mean:
Poor Research

What is the difference in knowledge of the participants about the intervention to improve or prevent bullying before and after the professional development has been implemented?

Task 1: Prospectus

Capstone: Bullying in Schools

PART A: Bullying Impacts students’ academic Performance

A study done by the Barrington (2018) shows that bullying exists in almost every school bout private and pubic and the main effect it has on students is the decline of their academic performance. In the research that involved 200 students from the grades 4 to 12 showed that the academic bullying affected their performance by 19% since they started being bullied. The results also show an interesting effect on the academic performance of the bullies which shows that the bullies’ academic performances are affected by a 3.8% change when involved in bullying activities. Academic performance is also affected indirectly by bullying because it is because it leads to lack of engagement in class discussions or missing school sessions altogether. It is therefore evident that bullying has an adverse effect on performances.

This is a problem for school administrators because those affected by bullying tend to miss classes and due to the lack of a proper learning environment in school. As Barrington (2018) explains, 10% of all those who are bullied end up dropping out of school. The problem that this presents to the administrators is that students fail to achieve their full potential while in school. School administrators are responsible for ensuring that students have an environment where they can learn peacefully and perform well in their studies. Administrators should create programs that will stop bullying because bullying deters students from realizing their full academic performance and it is also because of bullying that 10% of students drop out of school. To prevent this from happening school administrators need to be vigilant in creating a learning environment that will serve the students effectively.

 

PART B:

Problem Statement

Bullying affects students’ academic performance and is one of the major reasons students struggle in school, exhibit low self-esteem, perform at a lower level and in some cases, drop out of school. The problem of bullying affects the local school setting by negatively impacting the school environment making it harder for administrators to provide a conducive learning environment for their students.

Problem Explanation

Bullying refers to the use of force and threat to intimidate others. The study done by UCLA shows that students who are frequently bullied report lower academic performances and less involvement in school activities (Oliviera et al, 2018). Barrington (2018) also shows that bullying is a leading cause of dropouts in school. Bullying is can be caused by a possible number of elements such as depression, behavioral change from students and mental health issues.

The propagation of bullying in the school is caused by the lack of proper governance from school administrators. School administrators need to create proper reporting systems and anti-bullying programs to mitigate bullying. Bullying is also caused by the lack of school administrators’ involvement. Bullying requires stringent policies and school administrators to place systems that will deter such activities.

Solution

The solution here is to educate staff about how to identify students who are bullies, and those who are victims, how to respond to them, who to report to and what to report, and how to become an advocate to both instigative students and victims, ultimately reducing bullying and creating a more conducive learning environment. This will all be accomplished through a professional development training.

Proposed Research

The research will utilize the feedback from 20 educators, staff and counselors that interact with students daily. These staff members will vary in gender, age, race, and number of years of experience in education. 16 of the 20 will be female and 4 will be male. 5 of the 20 are under the age of 30. 6 of the 20 are between the ages of 30-50, and 9 of the 20 are over the age of 50. All 20 are Caucasian. 10 of the 20 have less than 5 years of experience in education. 3 of the and 20 have between 5-10 years of experience in education, and 7 of the 20 have more than 10 years’ experience in education.

Research Questions

There are two research questions, and they will be measured and defined before and after the professional development that will be implemented.

Quantitative – What is the difference in knowledge of the participants about the intervention to improve or prevent bullying before and after the professional development has been implemented?

Qualitative – What is the difference in knowledge of the participants about the intervention to improve or prevent bullying before and after the professional development has been implemented?

Answering the Research Questions

Quantitative – I will be issuing a Likert format 5-7 question survey via Google Forms, whereas all questions will be relative to the professional development. This will be given to the staff pre-training and post-training.

Qualitative – I will be issuing a questionnaire with 2-3 open ended questions with narrative response answers via Google Forms. The questions will be relative to the professional development. This will be given to the staff post-training only.

Data Analysis

Quantitative – I will be using a descriptive statistical analysis approach. I will take the average of each question pre professional development and compare to the average of each question post professional development. I will then use a positive or negative compare and a positive or negative contrast difference. I will report this data using a chart or graph.

Qualitative – I will be using a descriptive narrative analysis approach. I will take the responses for each question and categorize them into common themes and similar responses. Once that is done, I am then going to look for the most predominant response and use that for the response to the question. I will report this data using a simple table.

References

Oliveira, F. R., de, M. T. A., Irffi, G., & Oliveira, G. R. (January 01, 2018). Bullying effect on student’s performance. Economia, 19, 1, 57-73.

Barrington, K. (May 01, 2018). How Does Bullying Affect a Student’s Academic Performance? Public School Review.

Shetgiri, R. (November 01, 2017). Bullying and Children’s Academic Performance. Academic Pediatrics, 17, 8, 797-798.

 

 

 

 

 

 

 

 

Demonstrate knowledge of a range of frameworks of strategy and creativity appropriate for the evaluation of complex situations in organisations.

What am I required to do in this assignment?
This assignment builds on the analysis undertaken for the company in assignment 1.
You should use the analysis from assignment 1 in order to produce a report that identifies strategic options that are available to the
company and recommends and justifies one of these options as the preferred choice of strategic direction.
Your report on the company should use appropriate frameworks to develop at least two strategic options for the company. The options
should consider the potential strategic directions for the company and include recommendations about which markets and product categories
it could potentially focus on. Based on your analysis you must recommend which strategic option the company should take and explain why
this is the preferred option.
Submit assignment
Submission Deadline Marks and Feedback
Before 10am on:
10/01/2020
20 working days after deadline (L4, 5 and 7)
15 working days after deadline (L6)
10 working days after deadline (block delivery)
Click or tap to enter a date.
Unit title & code Strategy and Innovation – BSS029-2
Assignment number and title Assignment 2 – Report
Assessment type Analysis
Weighting of assessment 60%
Size or length of assessment A report that is a maximum of 2,500 words
Unit learning outcomes 1. Demonstrate knowledge of a range of frameworks of strategy and
creativity appropriate for the evaluation of complex situations in organisations
2. Use appropriate methods to analyse an organisation and its context in order to generate
coherent, innovative strategic options and choice
Marks and feedback
Completing Your Assignment
2
In the process of developing strategic options you should consider the company’s resources and capabilities, competitive advantage and
industry evolution and change.
Reminder: The company which this assessment is focused on is: https://www.realfitcentre.co.uk It is a local fitness centre.
Notes:
• Assignment submission is individual
• Where hard data is not available the use of assumptions with the inclusion of supporting rationale is permissible
• You must include appropriate appendices that support your analysis
• You must NOT contact the company directly in any shape or form as part of this assignment
Where hard data is not available the use of assumptions with the inclusion of supporting rationale is permissible
This assignment assesses your ability to critically analyse the operating environment of a small company and identify future strategic options
that it may take. This task assesses your ability to critically evaluate the usefulness and relevance of a company’s strategic objectives and
capabilities in the light of industry developments. Being able to use appropriate analysis to understand the key challenges and make decisions
relating to strategy is one of the key skills of strategic thinking.
What do I need to do to pass? (Threshold Expectations from UIF)
• Deliver a report that includes a detailed analysis
• Analysis requires you to demonstrate an understanding of how key trends and developments are likely to affect the industry
segment and the company’s current strategy
• Develop and support your analysis by ideas and techniques drawn from academic theory and up to date research
• Ensure your arguments are backed up by evidence
How do I produce high quality work that merits a good grade?
We will be filling this section in together in class onmake sure you have downloaded/printed out the Assignment Brief and bring it to the
session with you.
How does assignment relate to what we are doing in scheduled sessions?
Key concepts and frameworks needed to support this assignment will be covered as part of the unit teaching schedule
3
How will my assignment be marked?
Your assignment will be marked according to the threshold expectations and the criteria on the following page.
You can use them to evaluate your own work and consider your grade before you submit.
3rd Class – 40-49% Lower 2nd – 50-59% Upper 2nd – 60-69% 1st Class – 70%+
1
Use of appropriate
evidence and
references
(Weighting 10%)
Use of evidence from
largely generally reliable
sources. Possible over
reliance on a limited
range of sources.
Referencing is present in
all areas of the report.
Use of evidence from
reliable sources.
Accurate referencing
is present in all areas
of the report.
Use of evidence from
reliable sources. A wide
range of sources is used.
Accurate referencing is
present in all areas of
the report.
Evidence is drawn from
a wide range of
complementary and
sometimes
contradictory sources.
Referencing is
comprehensive and
accurate throughout the
report.
2
Selection and use
of appropriate
tools and
frameworks
(Weighting 20%)
Tools and frameworks
are used and the
selection is related to
the appropriate
purpose. The
effectiveness of the use
of tools and frameworks
is reasonable and some
insight is gained from
their use.
Tools and frameworks
are used and the
selection is related to
the appropriate
purpose. The
effectiveness of the
use of tools is good.
Attempts are made to
link tools and
frameworks and this
reveals some depth in
analysis.
Appropriate tools and
frameworks are
selected. They are linked
in a way that leads to
insight in all areas.
Excellent selection and
linked use of tools and
frameworks leads to
clear understanding of
the strategic issues.
These are used as the
basis of some original
argument.
3
Identification and
justification of
target market and
product categories
Target market and
product categories have
been identified.
However, there is
limited supporting
Fairly good and
reasonably wellpresented
analysis of
target markets and
products. Supporting
Good and wellpresented
analysis of
target markets and
products. Solid
Excellent and wellpresented
analysis of
target markets and
products. Compelling
Marks and Feedback
4
(Weighting 30%) justification/evidence.
There is a tendency to
rely on opinion.
Application is too
generic.
justification and
evidence is adequate
but could have been
more extensive.
supporting justification
and evidence.
supporting justification
and evidence present.
4
Recommendation
and supporting
rationale for the
preferred strategic
option
(Weighting 30%)
Limited supporting
rationale for the choice
of preferred strategic
option.
Fairly good
supporting rationale
for the preferred
strategic option.
Competitive
advantages and
industry changes
could have been
more broadly
considered.
Good supporting
rationale for the
preferred strategic
option. Competitive
advantages and industry
changes have been well
considered.
Excellently thought out
analysis and reasoning
behind the chosen
strategic option and
how it can directly
benefit the company.
Competitive advantage
and industry changes
have been very
thoroughly considered.
5
Structure and
referencing
formatting
(Weighting 10%)
Poor structure with
many grammatical and
spelling errors. Poor
sources used and poor
formatting of
references.
Poor structure with
grammatical and
spelling errors. Some
errors in formatting
referencing.
Good structure with
some grammatical and
spelling errors. Some
errors in formatting
references.
Excellent structure with
very few grammatical
and spelling errors.
Good referencing using
Harvard referencing
style both within the
text and in the
reference list.

Describe barriers to advancement that currently exist in your state and explain how nursing advocates in your state overcome these barriers.

Review the IOM report, “The Future of Nursing: Leading Change, Advancing Health,” and explore the “Campaign for Action: State Action Coalition” website. In a 1,000-1,250 word paper, discuss the influence the IOM report and state-based action coalitions have had on nursing practice, nursing education, and nursing workforce development, and how they continue to advance the goals for the nursing profession.

Include the following:

Describe the work of the Robert Wood Foundation Committee Initiative that led to the IOM report, “Future of Nursing: Leading Change, Advancing Health.”
Outline the four “Key Messages” that structure the IOM Report recommendations. Explain how these have transformed or influenced nursing practice, nursing education and training, nursing leadership, and nursing workforce development. Provide examples.
Discuss the role of state-based action coalitions. Explain how these coalitions help advance the goals specified in the IOM report, “Future of Nursing: Leading Change, Advancing Health.”
Research the initiatives on which your state’s action coalition is working. Summarize two initiatives spearheaded by your state’s action coalition. Discuss the ways these initiatives advance the nursing profession.
Describe barriers to advancement that currently exist in your state and explain how nursing advocates in your state overcome these barriers.
You are required to cite to a minimum of three sources to complete this assignment. Sources must be published within the last 5 years and appropriate for the assignment criteria and relevant to nursing practice.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. Refer to the LopesWrite Technical Support articles for assistance.

 Specifically, what positive behavior are you anticipating to achieve that is currently an EI Interference?

*ASJ SUPPORT FOR LOGINS*
My Ebooks

 

M3. Discussion-Thinking About Emotions

M3 Leadership Adapting Styles

https://www.youtube.com/watch?v=vkadAhDnPYk

 

Listen and take notes on the following video.  Thinking about your personal EI leadership style, how have you learned new ways to think about the integration of emotional and thinking (EI) that leads to higher leader performance.  Give examples. 150 words I length

M4.2 Conditions of Worth Results

Please complete the “Conditions of Worth” assessment located on (page 107) of your course book. Then total your results (page 108); and read about the Releasers from the condition (page 108-110). Conditions of Worth Template .

Next place your totaled results in the attached slide template and place your top 3 (highest scored totals) to the right of your results in the slide.  Be sure to place the releaser words that you read in this assignment for your given 3 categories.

please include analysis of findings/ interference and provide improvement actions

M5. Personal EI Reflectiveness

Looking for the roots of where your primary ‘interferences’ where they were shaped and then reinforced up to today.

There are 4 activities in this assignment You will use words and pictures to describe the shaping events and your responses.  At the conclusion, you will have greater insight into tapping the roots of your interferences and rethinking the events in new contextual meaning that will ‘unravel’ the binding forces of your interferences.

My Timeline:

My Lost History:

My Interference Roots:

Rewriting My Story:

  1. Refer to your EI Sparrow and Knight (2009) book (pages 171-172) “Your Timeline and Lost History”.
  2. Create 4 slides; labeled 1) “My Timeline”; 2) My Lost History”; 3) “My Interference Roots”; and 4) “Rewriting My Story”
  3. Slide 1:   Create Your Time Line (refer to page 171) for more details.
  4. Slide 2:   Identify Your Lost History (refer to page 172) for more details.
  5. Slide 3:   From slide 1&2 activity, do you see themes in your shaping of your interferences throughout your lifetime?  Describe them; can you identify the root (where it began; and the sub-roots of where the interference was reinforced?)  Capture these thoughts on slide 3
  6. Slide 4:   Now think about what you have identified as ‘interference roots’ from slide 3.  Create words and pictures of how you can rewrite your story themes from the past that build you up; versus create those conditions of worth shaping messages.  Now place that content in the slide 4.
  7. Submit these slides with a cover page

M6. Discussion 6: 21 Days EI Commitment

  1. Prior to start your 21-Days EI Change Activity, it is important from an EI perspective to set your “EI Commitment Goals”.  Specifically, what positive behavior are you anticipating to achieve that is currently an EI Interference?
  2. Refer to your Conditions of Worth Assessment findings (top 3 EI Interferences) that you identified; you will be picking one to work on improving for 21 days.  Therefore, you will write your commitment statement toward ONE of your top 3 EI Interference.
  3. Download the 21-days Change Plan Template attachment.  Complete the first portion of the 21-days plan by “Writing Your Commitment Statement” for higher EI; and then evaluate your current and anticipated behavior you wish to achieve.
  4. Submit ONLY all of the paper (even though there are 21-days of other activities listed in tables below your section).  This will form the basis of your next 3-weeks work for improving your EI competencies.

M6. WK 1 EI Change Activity

Submit EI 21-Days Template; with Commit Statement Added and current and goal behavior you desire.

This week you will submit the SAME document; except you have added the Wk1 EI Change Activities (Complete each Day’s Block and Answer ALL Questions for Each Day).

M7. WK 2 EI Change Activity

Please be sure you are submitting your accumulated content (e.g., commitment statement, current behavior/goal behavior, Wk1, Wk2).

Continue Wk2 daily journaling of EI activities, answering all questions for each day.

 

M8. WK 3 EI Change Activity + Summary

Please be sure you are submitting your accumulated content (e.g., commitment statement, current behavior/goal behavior, Wk1, Wk2, Wk3 AND SUMMARY ANALYSIS PAGE.

Be sure to submit your final paper with EI experience analysis (after Wk3) in the SAME document

M6 Colin Powell and Leadership

Please access and review Colin Powell’s 13 Leadership Qualities (Links to an external site.)

Then thinking about what EI scales you have studied in this course content, write your own 13 EI Leadership Qualities (drawing upon the Sparrow and Knight scales for higher EI performance).  Put in your own words!

 

What internal and external factors affect the effectiveness of school-based curricula?

IDENTIFYING THE IMPLICATIONS OF DIVERSE METHODOLOGIES AND METHODS

Identifying the Implications of Diverse Methodologies and Methods

Introduction

The proposed topic is “The development of project plan to support implementation of school wellness.” It is critical in the advancement of plans and policies that ensure the overall improvement of school-based curricula. Furthermore, the analysis of play-based learning vs traditional in early years will allow the researcher to identify the potential areas of improvement in the designing of future curricula by determining how the two approaches can be merged together to develop a more advanced syllabus (Barnhardt et al., 2016). The professional relevance of the given research topic will be through interaction with teachers, students and other relevant stakeholders.

Research Questions

  1. What internal and external factors affect the effectiveness of school-based curricula?
  2. What roles do teachers play in the improvement of school-based curricula?
  3. What methodologies are applied in the selection of modes of learning in schools?

The given research questions were developed based on the research topic and the existing literature review. As such, the investigation of existing knowledge and texts in educational research play a key role on how a researcher develops their research questions based on a specific topic. Sandberg and Alvesson (2011) provide that the available methodological principles also play a role in answering the questions. It may be explained by the fact that they enable the researcher to understand the research topic and consequently guide the research process. Therefore, it is critical to establishing intertextual coherence and problematisation while determining the research questions (Sandberg and Alvesson, 2011). These aspects allow for clear determination of the research’s position and determination of the most appropriate methodology of the study.

Possible Research Designs and Methods

Mixed method will be the best approach for answering the research questions as it involves the collection and analysis of both quantitative and qualitative data. Diller (2016) determines that this type of research allows the combination or mixing of the two approaches in a specific manner. The fundamental rationale for this type of research design is that the researcher can learn more about their topic. Since the three questions need to be answered through both quantitative and qualitative approaches, mixed methods provide the integration of the strengths of the two methodological paradigms.

Withams (2016) refers to this aspect as the fundamental principle of mixed methods research. However, Fletcher (2016) argues that to achieve reliable and accurate findings, it is important to combine them in a manner that achieves complete complementary strengths and non-overlapping weaknesses. This logic will ensure that the researcher is able to apply the quantitative methodology in the conceptualization of variables, the profiling of dimensions, determining the existent of relationships and formalising comparisons (Fry, 2016).

On the other hand, the qualitative research allows the investigator to achieve the strengths of sensitivity to meaning and context. Moreover, the great methodological strength of this approach enhances the ability to study process and change. Therefore, quantitative methods can be of advantage in areas where quantitative methods are weak and vice versa (Jackson, 2016). This approach is the best for this methodological study as at will allow the investigator to determine what internal and external factors affect the effectiveness of school-based curricula, what roles do teachers play in their improvement, and what methodologies are applied in the selection of modes of learning in schools.

Ethical Considerations

During the collection of data on the development of project plan to support implementation of school wellbeing, various ethical considerations may arise. First, before commencing the collection of data, the investigator will need to gain consent from the study participants. Punch (2009) provides that this action prevents the participants from feeling compelled to participate in the study. As such, the BERA guidelines state that a consent form is provided allowing the researcher to collect data from each subject.

Furthermore, the investigator is obliged to keep all the collected information confidential by maintaining a strict chain of command to protect the subjects in the study. Finally, there is need to ensure that no harm, both physical and emotional is done to the subjects while participating in the study. This factor means that the dignity of all subjects must be respected at all times. These concerns will be addressed by following the stipulated standard operating procedures while interacting with the research participants. Any type of communication relating to the research should be done with honesty and transparency by avoiding all forms of misleading information as well as representing the collecting data in an unbiased manner. This concern is addressed by using the appropriate data analysis technology and approaches to provide accurate findings.

Evaluation of Contrasting Methodological Approaches

Qualitative Research Design

In educational research, qualitative design mostly concentrates on the evaluation of human behaviour and other and social life. Jackson (2016) argues that its richness and complexity mean that there exists other means of analysing social life such as education, an element that presents multiple perspectives and practices in the collection and analysis of the data. Qualitative research provides an alternative approach to the analysis of the research questions.

In the determination of what external and internal factors affect the effectiveness of school-based curricula, this type of methodological design would be the most appropriate as it provides the contextualisation of the theoretical insights that are needed to understand the significant elements that affect education in this regard (Lund, 2019). Thus, qualitative methodology provides not only faster but more effective means of answering the research questions at hand through the application of interviews and case study research to provide an in-depth insight in regards to the elements affecting the school-based curricula.

This type of methodological approach would also be appropriate for determining what methodologies are applied in the selection of modes of learning in schools. This research question is relevant in the determination of the standard operating procedures that are applied in the establishment of school-based curricula and the subsequent modes of learning (Pugsley, 2001). Through the use of interviews with educators and other relevant stakeholders, the researcher is able to gather relevant data in regards to how modes of learning are selected and how these approaches can be utilised in the provision of school wellbeing programs.

The analysis of qualitative data will need the application of coding to assign names, labels, and tags to the collected data. As such, the researcher is able to assign meaning to each piece of data while still indexing it and providing the basis for storage and retrieval (Robertson, 2018). However, there must be clear links between data indicators and the conceptual labels that are given to it as they enable the investigator to check and test the reliability of each code before giving out the final findings.

A qualitative research design provides a rich and detailed analysis of why people act in a certain manner and how these actions affect the final outcome. Sych (2018) argues that this type of approach allows a researcher to evaluate attitudes, feelings and behaviours. Furthermore, qualitative approach creates openness in the sense that it encourages people to expand their response thus leading to more in-depth information. Techniques such as interviews have been shown to stimulate individual’s experiences allowing the research to gather insights that would be otherwise impossible with other techniques (Sych, 2018).

However, studies show that qualitative research design has its own share of disadvantages. The approach is generally more time consuming than quantitative methodology, an aspect that reduces the number of study participants. As such, due to the reduced number of research participants, it becomes difficult to generalise the findings (Hay et al., 2015). A researcher is unable to make systemic comparisons and the accuracy usually depends on the skills of the researcher.

Quantitative Research Design

The use of surveys in the collection of data in educational research has over the years proven relevant when reliability needs to be maintained (Sych, 2018). The use of questionnaires in determining what roles teachers play in the improvement of school-based curricula allows the investigator to gather factual information and provides an effective means of measuring participants’ attitudes, opinions and beliefs. However, Yoo, Jang and Park (2018) argue that the development of the different parts of a survey should depend on the types of measurements involved. As such, it is critical for the investigator to design the questions and approach the respondents professionally in order to ensure that accurate data is gathered.

Quantitative methodological approach allows for a broader study that provides for an increased number of research participants. This element ensures greater objectivity and accuracy of results by allowing few variables and extended cases (Sych, 2018). Thus, personal bias can be avoided as the findings are based on the response of the subjects and not the investigator’s conclusions.

However, quantitative methodology has been found to collect much narrower and sometimes superficial datasets making the results limited as they provide less elaborate accounts of human perception rather than the detailed narrative (Barnhardt et al., 2016). Also, the development of standard questions by investigators has been found to contribute to structural bias which subsequently leads to false representation.

References

Barnhardt, C., Reyes, K., Vidal Rodriguez, A. and Ramos, M. (2016). A Transformative mixed methods assessment of educational access and opportunity. Journal of Mixed Methods Research. 12(4), pp.413-436.

Diller, H. (2016) Literature and the learner: Methodological approaches. System. 20(1), pp.99-101.

Fletcher, A. (2016). Applying critical realism in qualitative research: Methodology meets method. International Journal of Social Research Methodology. 20(2), pp.181-194.

Fry, E. (2016). Research tools: Instrumentation in educational research. Review of Educational Research. 30(5), p.513.

Hay, J., Puckeridge, M., McDonald, R. and Kelly, M. (2015). Ermington family learning centre: Breaking the cycle of disadvantage through parents and children learning together. Children Australia. 20(1), pp.13-17.

Jackson, E. (2016). Quantitative methods in educational research: The role of numbers made-easy. Journal of Mixed Methods Research. 12(3), pp.358-359.

Lund, T. (2019). Combining qualitative and quantitative approaches: Some arguments for mixed methods research. Scandinavian Journal of Educational Research. 56(2), pp.155-165.

McKim, C. (2016). The value of mixed methods research. Journal of Mixed Methods Research. 11(2), pp.202-222.

Pugsley, L. (2001). The researcher experience in qualitative research. Qualitative Research. 1(1), pp.120-122.

Punch, K. (2009). Introduction to research methods in education. British Journal of Educational Technology. 40(6), pp.1149-1150.

Robertson, S. (2018). The qualitative research process as a journey: Mapping your course with qualitative research software. Qualitative Research Journal. 8(2), pp.81-90.

Sandberg, J. and Alvesson, M. (2011) Ways of constructing research questions: Gap-spotting or problematization? Organization. 18(1) pp.23-44.

Sych, T. (2018). Methodological approaches in research of education management problems. International Scientific Journal “Internauka”. 10(50), pp.51-54.

Withams, S. (2016). Ethical guideline reviews need time. Nursing Standard. 10(34), pp.11-11.

Yoo, Y., Jang, J. and Park, S. (2018). A study on the analysis of the current status of applying CPTED project to school. Korea CPTED Association. 9(1), pp.180-210.