Latest research and knowledge exchange news at Bournemouth University
to review the guidance and discuss your proposal for the upcoming BA/Leverhulme Small grants call.
Slides will be available after the session while the timeline schedule for this call can be found here.
Join Teams link here
To book onto this session, please complete the Booking Form under “BA Small Grants Guidance session – 24/07/2024” in the drop down menu.
I’m looking for participants to interview for a pilot study I’m undertaking as part of my Ed D. As an academic with an ADHD diagnosis, my research explores the lived experiences of university faculty who have the disorder and how it impacts their professional lives.
My work aims to:
Eligibility criteria:
When:
Where:
If interested in participating and/or finding out more, please contact:
Since the introduction of workstreams in October 2022, the Transformation team and the Research Development and Support (RDS) team have been working collaboratively on three workstreams to improve BU’s Research & Knowledge Exchange (RKE) service provision. Feedback from the academic community at BU suggested there is a need to reduce bureaucracy and to streamline processes. As part of these efforts, and with the support of IT Services, we have reviewed and improved the Intention to Bid (ItB) form. The form has been developed and tested with input from the academic community and the Business and Knowledge Exchange Managers.
The new Intention to Bid (ItB) form launched on 8 April and is available to access
Key improvements include:
There are only 6 very simple questions needed to notify RDS of the intention to bid. This will trigger notifications to RDS and to the Faculty (DDRPP, HoDs, DHoDs or Exec Deans). Following this early notification process, further information can be continually developed on the form in stages. This includes information about the research team, project requirements, project goals and aims, as well as confirmation on how the mandatory Faculty Quality Approval requirements will be fulfilled. Once RDS are notified through the early notification, a member from the Funding Development Team will be in touch to work collaboratively with the PI on developing the project for submission.
Short notice application route We recognise that some projects and calls are open for short periods of time, and that other circumstances may dictate when the intention to bid form is completed. If the submission deadline is in less than 4 weeks, the form will first seek approval from RDS (in collaboration with the DDRPP) through the short notice application route. As part of the process, you will be required to submit a draft application or a 2-page concept note (excluding tenders).
All submissions with a deadline over 4 weeks will automatically be processed.
We have developed some user guides on the RKE SharePoint site and will also offer drop-in sessions on MS teams.
The next scheduled session is Wednesday 24th April 12:30pm
Click here to join the meeting
Work Life Balance
This session is aimed at Academics, Researchers and PGRs with an interest in discussing work/life balance within Academic roles and careers.
The session aims to discuss approaches to setting and maintaining healthy work/life balance whilst also managing the demands of their role.
It will follow an open, discursive model and invite responses from ECRs with input from the Academic leads.
By the end of the session, attendees will have acquired knowledge of models and techniques to healthy professional practice with regards to time management, wellbeing and working practices, and have had the opportunity to discuss their specific circumstances with peers and experienced Academic mentors.
For further information please contact RKEDF@ RKEDF@bournemouth.ac.uk
The Knowledge exchange in Research session, is aimed primarily at those in academic leadership roles including Deputy Deans and Heads of Department.
It is open for academics and researchers who want to explore ways of making the most from their research outcomes.
Prof Kate Welham will share their experience on knowledge exchange in research.
Wednesday 31st January, 13.30-15.00 at Talbot Campus
To book onto this session, please complete the Booking form under “Introducing Knowledge Exchange in Research – 31/01/2024” in the drop-down menu.
For further information about the content of the session please contact Wendelin Morrison, KE Manager, RDS wsmorrison@bournemouth.ac.uk
Are you battling information overload? Email deluge? Wrestling with procrastination, interruption or distraction? Constantly feel like you are in reactive, “juggling” and “plate spinning” mode? Find it hard to maintain energy and focus, to properly unplug and switch off, or to make space for what really matters – or for yourself?
If any of that sounds familiar, we’ve got you some help!
We’ve partnered up with Think Productive who are bringing us their brilliant “The Way of the Productivity Ninja” workshop on Thursday 29th June 2023, from 1:00pm to 3:00pm.
In this practical, engaging, interactive and fun 2 hour online workshop you’ll learn how to utilize the mindset and tactics of the 9 Characteristics of the Productivity Ninja.
For over a decade, the Think Productive team have been helping people worldwide to get their stuff done, while looking after themselves and each other – and get that elusive balance between work and wellbeing that we’re all looking for. Especially over the last few years we’ve all faced new challenges and circumstances as the ways and places we’re working have changed radically, and we’re now all exploring together what the future of work might be like in the longer term.
In the session Lee Cottier will be sharing ideas, tips, tools and habits that will help unleash your inner Productivity Ninja. There’ll be an opportunity to reflect on what’s been going well, and where you might want to make some changes – plus an invitation and loads of inspiration to try out some new approaches. All this, and you’ll create your own personal Productivity Ninja Action Plan too. After the session all attendees will get an eBook version of the “How to be a Productivity Ninja” book.
To book a place on “The Way of the Productivity Ninja” workshop please complete the Booking Form
For any further questions on the session, please email: RKEDF@bournemouth.ac.uk
As the week ends, we would like to close this series of blogs by sharing with you some of the lessons we believe can be learned from the experiences of 70 BU colleagues who completed our survey. Many thanks to all who have already contributed to this research. The results we have presented so far are only part of the data. The survey will remain open until the end of May, when we will then analyse all responses to improve our understanding of the impact of the C-19 lockdown on academics across the UK and beyond. If you have not yet contributed to this survey, you are kindly invited to do so here: tiny.cc/acad19, and please do share with your networks. This is a cross-faculty (FHSS and FST) collaboration conducted by an interdisciplinary team with expertise in social sciences (Prof Sara Ashencaen Crabtree), public health (Prof Ann Hemingway) and physical geography (Dr Luciana Esteves).
Lesson learned 1. The complementarity of the quantitative and qualitative data.
The quantitative data helped identifying the factors that are affecting the largest number of respondents and where there are contrasting views or experiences between groups of respondents. The qualitative data provided insights into how the factors have affected the respondents and why, particularly on specific personal circumstances and other aspects that were not included in the closed-ended questions. This research would be deficient without one or the other.
Lesson learned 2. Working from home is bringing compounded benefits to the majority and is something that is wished to remain as an option in the longer term.
You can find some insights about the benefits identified by respondents at the end of blog Part 2. Academics are not alone in wishing for flexibility to work remotely to continue after lockdown and some employers have already surveyed their employees preferences as they start planning for reshaping their office spaces.
Lesson learned 3. Some negative aspects of working from home will subside when lockdown restrictions are reduced but others will persist.
These are some examples:
Lesson learned 4. Online teaching is seeing as positive by some and negative by others (see blog Part 2).
Part of the negative effect was due to the increased workload resulting from the fast pace in which adjustments needed to be made, sometimes under duress of lack of experience/training (including how to use software/tools) and/or inadequate equipment. Considerations of how to provide training and sharing of good practices are likely to be beneficial to some staff.
Lesson learned 5. The increased inequities that are arising from the rapid changes in the academic environment.
Conditions are wide ranging when the workspace is each one’s home. Some are perfectly suited or can be well adjusted, others were never meant to be. Identifying and supporting the staff who need to work from an office outside their home becomes crucial and urgent. Other long-standing inequities have been aggravated during lockdown (see blog Part 4), including but not limited to gender bias, with strong consequences to research.
Lesson learned 6. A fresh management approach is needed to address these emerging inequities.
Providing the specific support that is needed by staff who have been the most negatively affected should be prioritised to reduce inequities. The resulting short and long-term impacts of lockdown on staff productivity, health and wellbeing need to be taken into consideration in appraisals and career progression decisions.
Lesson learned 7. Most are greatly concerned about workloads and work-life balance when lockdown ends (see blog Part 1).
In addition to addressing emerging inequities, there is considerable concern and opposition to a possible ‘return to normal work’, which has been expressed by respondents (and the academic community at large) as working arrangements and demands affecting productivity and the health and wellbeing of staff.
Lesson learned 8. There is a need to improve communication and guidance from managers to staff dealing with students’ requests and concerns, such as programme leaders.
Managing students’ expectations is a major concern for a large proportion of respondents, more so for specific cohorts or programmes.
Lesson learned 9. Many staff are missing the interaction and support from colleagues.
Identifying ways to promote spontaneous interactions 1-2-1 or in small groups is likely to benefit staff.
Lesson learned 10. Staff wish that their experiences inform decisions and help shaping the ‘new normal’ working environment.
A working group with university management, UCU and senior leadership staff could be formed to co-create and shape the ‘new normal’ and the strategies that can be implemented to reduce emerging and long-standing inequalities.
In our previous blogs, we showed that work-life balance during lockdown got worse for 59% and improved for 37% of the 70 BU academics who responded to our survey (blog Part 1). We also showed how some aspects of life in lockdown have affected groups of people differently. For example, a considerably higher proportion of respondents under 40 years of age reported negative effect from switching to online teaching (75%), change in the number of emails (58%) and changes in the number of meetings (50%) in relation to other age groups (blog Part 2). This blog Part 3 focuses on how the main concerns of academics shifted through time and the support they have found most helpful.
If you have not yet contributed to this survey, you are kindly invited to do so here: https://bournemouth.onlinesurveys.ac.uk/impact-of-lockdown-on-academics, and please do share with your networks. If you want us to be able to identify that you are BU staff, you will need to provide this information in one of the open questions.
We asked respondents to identify the three main concerns they had at the start of the outbreak, at the start of the lockdown and at present from a list of 15 options. While respondents’ main concerns have changed through time, the health of a family member or close friend have always remained within the top three (Figure 1). Own health and coping with changes at work were within the top three main concerns at the start of both the outbreak and lockdown but subsided in priority afterwards. As lockdown progressed, main concerns shifted to broader issues such as the duration and/or gravity of the pandemic and longer-term impacts in the country or the world in general. It is important to note that, from the start of the outbreak to the time they responded to the survey (end of April/early May), work-life balance and the consequences to own work in the longer-term became a major concern to a considerably larger proportion of respondents.
In open comments, respondents identified other aspects that are of major concern, which can be grouped as worries about own or others health, managing circumstances at home or at work (Table 1).
Figure 2 highlights the types of support that were considered to be helpful and the ones that need to be improved to help a larger number of staff (e.g. provision of IT equipment, which BU is currently addressing and support from line managers). Unsurprisingly, having good internet connection at home was considered very helpful by 65% of respondents and the support from family and colleagues was considered extremely valuable at these critical times .
Responses to open questions provided insights on the relevance of support received and identified other means of support not listed in Figure 2. These other means of support are summarised in Table 2.
The support offered by learning technologists and other colleagues to enable the quick turnaround to online teaching was considered invaluable. In terms of support provided by the university, the extra days of leave were mentioned most often. Respondents indicate that they appreciate the ‘gesture of goodwill’ but are concerned that they might not be able to take these days in the near future due to work pressures. It was also mentioned that these extra days do not cover for the costs of working from home, e.g. internet charges.
Respondents identified four aspects in which support from the university could be more effective:
Who are the respondents?
Exposure to Covid-19
Our blog Part 1 (posted on Friday May 15th) provided a very crude overview of the preliminary results from the survey we have launched to collate data on the impact of C-19 lockdown on the work-life balance of academics. This Part 2 focuses on differences between groups of respondents and identifying whether particular groups have been more negatively affected. We are yet to do any statistical tests on these data, so please consider differences between groups with care.
We have received 170 responses to date, 70 we could identify as being from BU staff (63 from female colleagues). If you have not yet contributed to this survey, you can still to do so here: https://bournemouth.onlinesurveys.ac.uk/impact-of-lockdown-on-academics, and please do share with your networks, as the survey is open to all academics. If you want us to be able to identify that you are BU staff, you will need to mention BU in one of the open questions. This research is a cross-faculty collaboration conducted by Sara Ashencaen Crabtree (FHSS), Ann Hemingway (FHSS) and myself (FST).
Work-life balance during lockdown got worse for the majority of respondents (59%) and improved for 37%. The most common reason for worsening or improving work-life balance were ‘workload increased’ (31%) and ‘I could do what was needed and be at home/with family’ (24%), respectively (Figure 1a). Although there are differences across gender (Figure 1b), any differences between male and female respondents should not be considered representative of the wider community due to the small number of male respondents.
A higher proportion of academics under the age of 40 (82%) indicated that their work-life balance has worsened during lockdown when compared with other age groups (Figure 2a). Most of these academics reported that work-life balance worsened because they couldn’t work much. For academics in their 50s or older, the key reason for worsening of work-life balance was the increase in workload.
Balancing work and childcare and/or homeschooling was mentioned as a negative effect on work-life balance during lockdown by 18% and 7% respectively. However, this does not seem to be the main cause affecting respondents under the age of 40, when responses between groups with and without children are compared. In fact, 87% of respondents in their 40s live in a household with children 12 years old or younger and yet the proportion of this age group reporting worsened work-life balance was lower (55%) than the proportion of respondents with no children (60%). However, respondents who live in a household with younger children seem to be more negatively affected.
All respondents (N=8) who live with children under the age of 5 years have reported that their work-life balance have worsened (Figure 2b), the majority indicated an increase in workload as the main reason. However, no major differences were found when comparing groups of respondents who live with children (all ages under 19 included) and households without children. Interestingly, a lower proportion of respondents who live with children aged 5-12 years report worse work-life balance (50%) than respondents who do not have children in their household (60%) (Figure 2b). Further, work-life balance has improved for a higher proportion of respondents who live in a household of three people (45%) than in other household sizes (<40%) (Figure 2c).
In all faculties, a higher number of respondents reported work-life balance getting worse than improving, except FST (Figure 3a), where work-life balance has improved for 50% of respondents and worsened for 36%. Professors were the only group with more respondents indicating work-life balance improved (50%) than worsened (25%); in contrast, all associate professors reported worsened work-life balance (Figure 3b), but the small sample in both groups may not be representative.
Switching to online teaching and not being able to meet with colleagues in person, socialise and engage with preferred leisure activity were the factors affecting negatively more than 50% of respondents (Figure 4).When lockdown restrictions are lifted, two of these factors (socialise and engage with preferred leisure activity) will have less effect on academics work-life balance, but more could be done to support colleagues negatively affected by the switch to online teaching and missing the contact with colleagues while working remotely.
More respondents have indicated a positive than negative impact from changes in the number of meetings and switching to online meetings emails (Figure 4). Fewer and more effective meetings were reported as the positive impacts. However, for some respondents, there are too many online meetings and they are getting tired of (avoidable) prolonged screen time (an effect that has been called Zoom fatigue). Therefore, guidance on how best to use, organise and participate in online meetings and how to manage and reduce screen time/tiredness may be useful.
A considerably higher proportion of respondents under 40 years of age report negative effect from switching to online teaching (75%), change in the number of emails (58%) and changes in the number of meetings (50%) in relation to other age groups (Figure 5). This age group also shows lower proportion of staff indicating positive effect from these three factors.
FMC is the only faculty with more than 50% of respondents reporting negative effect from switching to online teaching (58%), change in the number of emails (58%) and changes in the number of meetings (67%). FST and FM are the faculties with 50% of respondents reporting positive impact from changes in the number of meetings. FHSS has the largest proportion of respondents indicating negative effect from switching to online teaching (62%) and strong negative effect due to changes in the number of emails (54%). Increased number of emails from students has been reported, particularly by FHSS staff who support students who were asked to work for the NHS.
Figure 7 shows word clouds based on responses to the open questions asking for the two most important factors leading to negative and positive impacts on their work-life balance during lockdown. Increased demand for student support was the most cited negative factor (by 27% of respondents), followed by missing contact with colleagues and inadequate equipment (e.g. IT, desk, chair) and balancing childcare (19%). Less commuting or travel for work was the most cited factor affecting work-life balance positively (46% of respondents), followed by time with family (25%) and enjoying working from home (15%).
In responses to open questions, it is apparent that many negative aspects of the lockdown relate to aspects that are likely to subside when restrictions are lifted (e.g. reopening of schools, meeting with family and friends, enjoying leisure activities). Other negative aspects relate to the fast pace in which academic staff had to switch to online activities, sometimes without adequate workspace, equipment and/or training, leading to overwork. On the other hand, respondents report many substantial advantages of working from home, many wishing that this can continue (at least for part of the time) in the longer term. This is a summary of the advantages respondents have identified:
Who are the respondents?
Exposure to Covid-19
Last month we (Ashencaen Crabtree, Ann Hemingway and I) started a survey to collate data from the Women’s Academic Network on the impact of C-19 lockdown, initially targeting BU women academics, and then opening the survey to the wider academic community. We aim to identify lessons learned that can inform what staff and universities can do to reduce the impact of these abrupt changes on our work-life balance, particularly focusing on people who have been most affected. We have received 157 responses to date, 70 we could identify as being from BU staff (63 from female colleagues). The answers are providing a wealth of quantitative and qualitative data and we have just starting the analysis. However, we know how important and timely the findings are and so we have decided to disseminate our initial results in a series of blogs.
If you have not yet contributed to this survey, you are kindly invited to do so here: https://bournemouth.onlinesurveys.ac.uk/impact-of-lockdown-on-academics, and please do share with your networks. If you want us to be able to identify that you are BU staff, you will need to provide this information in one of the open questions.
This Part 1 presents (crude) initial analysis (graphs mainly) focusing solely on the 70 responses from BU staff. We hope this will give you a timely glimpse of how recent changes have affected BU academics. Every day next week we will post a blog with further insights on each aspect covered in the graphs below and others we are yet to analyse, including the key coping mechanisms staff have used during lockdown and the changes respondents think could help improve work-life balance if they remain an option in the longer-term.
Work-life balance during lockdown got worse for 59% of respondents and improved for 37% (Figure 1). Blog Part 2 will discuss differences across age groups, faculties and career levels.
Figure 1. Changes in work-life balance of respondents during Covid-19 lockdown (a) and the selected reasons for identifying positive or negative change (b). ‘Other’ refers to other reasons for improved or worsened work-life balance.Some factors have impacted the work-life balance of more than 70% of respondents (switching to online teaching, changes in the number of emails, changes in the number of meetings and not being able to socialise in person), while others were considered to have minor/no impact by most respondents (not being able to access campus facilities, switching to online meetings, lack of suitable work space at home and not having access to suitable IT equipment at home) (Figure 2). Some of these factors had a positive effect on the work-life balance of most respondents, while others affected a higher number of staff negatively than positively (see next week’s blogs for more details).
Figure 2. The level of impact of selected factors on the work-life balance of respondents during lockdown.In an open question, less time commuting or travelling for work (46% of respondents) and student support requests (27%) were the most cited factors affecting respondents’ work-life balance positively and negative, respectively (Figure 3).
Figure 3. Most cited top two aspects that have affected respondents’ work-life balance (a) positively and (b) negatively (showing categorised responses cited at least five times).Respondents’ main concerns have changed through time: longer-term impacts in the country or the world in general and work-life balance have become more of a concern at present, while the health of a family member or close friend have always remained within the top three (Figure 4).
Figure 4. Respondents’ main concerns at the start of the outbreak, at the start of the lockdown and at present.Figure 5 highlights the type of support that was considered to be helpful and the ones that need to be improved to help a larger number of staff (e.g. provision of IT equipment, which BU is currently addressing and support from line managers). Look for the next blogs for further insights on these aspects and suggestions from staff of other support they would welcome from the university.
Figure 5. Respondents indication of how helpful were these particular types of support available to them.Finding or maintaining work-life balance when lockdown ends was identified as a major challenge by 51% of respondents (Figure 6).
Figure 6. Major challenges identified regarding work at the end of lockdown.80% or more of respondents think the C-19 outbreak has brought long-lasting changes in their attitude to ‘priorities and needs’ and work, considerably for 27% and 19% of respondents, respectively (Figure 7).
Figure 7. Perception of long-lasting changes brought by the C-19 outbreak.Who are the respondents?
Exposure to Covid-19
For the past months, we have been working on a campaign to diversify the content on the BU research blog. We would like to encourage all academics and postgraduates to share their research and research interests in new exciting, creative and informal ways on this blog.
The style and types of blog posts we’re looking for include:
If you’d like some help or guidance with getting started, please get in contact with Sacha Gardener (sgardener@bournemouth.ac.uk). Please also share this news with your colleagues and postgraduate students who you think have something to share!
Sharing research through photography is a great opportunity to make often complex subjects much more accessible to all. This year over 1,500 people from all over the world voted in the competition, showing the power of images to engage and inspire. The research behind photos this year included areas such as archaeology, dementia and forensic science, among others.
The photography theme this year was people. The theme was open to interpretation, with photographers choosing to take an image of their research team, show people who might benefit or be affected by the research or even take a point of view shot. This year’s winners were announced in the Atrium Art Gallery on Tuesday 20 March, with prizes presented by Professor John Fletcher, Pro-Vice Chancellor of Research and Innovation. Details of the winners can be found below.
The photos are currently displayed in an art exhibition in the Atrium Art Gallery which demonstrates the creativity of our BU researchers and the diversity of research being undertaken. It’s a really enjoyable way to find out about research in areas within and outside your discipline or interests, and value the work and efforts. Do drop in and see the images, if you have a few minutes to spare!
The winners of the 2018 Research Photography Competition are:
By Shayan Bahadori (Orthopaedic Project Manager) and Mara Catalina Aguilera Canon (Postgraduate Researcher, Faculty of Media and Communication).
In recent years we have seen a decline in theatre operating training time for junior surgeons. Simulators have subsequently been increasingly integrated as training, selection and evaluation tools. To fully formally integrate simulation into orthopaedic training we require evidence that the simulators are valid representations of the operations they seek to replicate. This is one the current research focus at Orthopaedic Research Institute (ORI) and we pursue to validate and develop virtual reality orthopaedic simulators so that they may be adopted into mainstream clinical practice.
By Hai Luu (Postgraduate student, Faculty of Science and Technology).
Ciliates protozoa are a distinct group of unicellular organisms. They are abundant phagotrophic micro-organisms in soil, playing important role in food webs by controlling the abundance of smaller microbes and recycling organic matter. Ciliates are characterised by some specific traits. Firstly, ciliates are dikaryotic organisms due to having two different cell nuclei; one is responsible for reproduction; the other one carries out cell functions. Secondly, they use cilia for locomotion and feeding. Interestingly, ciliates can reproduce asexually and sexually. From an ecological and functional point of view, ciliates can be used as bioindicators of soil quality – and this is the aim of our research. We are investigating the species richness and abundance of ciliated protozoa in natural and agricultural soils in order to assess their potential as bioindicators of soil quality. Soil quality plays an important role in agricultural production in terms of both quantity and quality, this links closely to quality of human life. This image shows Colpoda cucullus, a terrestrial ciliate commonly found in soils around the world, which was taken as a point of view shot through a microscope.
Research group: Hai Luu, Professor Genoveva Esteban, and Dr Iain Green (Senior Lecturer in Biological Science). Department of Life and Environmental Sciences, Faculty of Science and Technology.
By Dr Nicole Ferdinand (Senior Lecturer in Events Management) and her MSc Events Management student researchers: Diane Nthurima (pictured on the left), Cindy Chen (pictured on the right), Rui Bao, Yi-Hsin Chen, Simona Georgieva, Amelie Lonia, Anh Thu Pham, Taylor Treacy and Sharif Zandani.
The photo is a joint entry by the co-creators of the Carnival U which consists of 10 enthusiastic and one BU academic. Together they are embarking on a journey to create a unique a fusion project. The students are working together with BU academic, Dr Nicole Ferdinand, CEL Learning and Teaching Fellow 2017/18, to create 4 workshops which target other university students interested in Carnival. They will engage in action research as part of the development of their workshops as well as evaluate the overall effectiveness of their co-creation efforts which will form the basis of an academic research paper. The project will also leave an educational legacy for other students wishing to develop event management, marketing and digital literacy skills.
The exhibition will be open until Thursday, 29 March at 2pm, in the Atrium Art Gallery on Talbot Campus. Please do fill in one of our feedback cards in the gallery after visiting the exhibition.
Need any help with understanding how to use your research to influence public policy? Looking for support and guidance on how to effectively engage with policy makers?Policy-makers often use research evidence to help inform policies and solutions for issues that affect everyone on a daily basis. They can incorporate a range of individuals, including those who are elected into political positions, civil servants who work in government departments or those working in professional governing bodes, meaning there are a variety of ways in which research can lead to influencing policy.
Research can be particularly influential in policy making as it could provide the basis for an evidence-based change or amendment to legislation. This can be a very powerful way of developing research impact, but it can also be a very complex process.
Join us at next week’s session with BU’s Policy Advisor, Jane Forster, who will help you develop an understanding of the process of influencing public policy and how to use your research to influence policy makers as part of the Research & Knowledge Exchange Development Framework.
| Title | Date | Time | Location |
|---|---|---|---|
| Engaging with policy makers | Thursday 16th November 2017 | 10.00 – 12.00 | Talbot Campus |
By the end of the session, you should have a good understanding of and feel confident to use your research to engage and influence policy makers effectively in order to develop your research impact.
For me last academic year (2015-16) was amazing in terms of fantastic things I have been working on with UG and PG students. One of these projects was study on Slacktivists’ behaviour – study initiated and conducted by brilliant BA (Hons) Business Studies with Marketing student (about to graduate), Freya Samuelson-Cramp.
Results of Freya’s study have been extensively shared with external audiences, i.e. at ‘Parallel worlds: real life vs digital personalities‘ BU Festival of Learning event organised in partnership with Barclays Digital Eagle Labs and at ‘Digital Planet and its People’ BU Global Festival of Learning in Sias Internationa, China. ‘Slacktivism’ is a term that combines the words “slacker” and “activism“, it is most commonly associated with actions like signing online petitions, copying social network statuses or changing a profile photo in aid of a cause. Freya’s study, under my supervision, haa examined how slacktivists are behaving when it comes to charity-related content and what personality traits as well influencing factors drive slacktivist behaviour.
This topic in actual fact deserves recognition in other contexts of studies as slacktivism is a norm behaviour in online, social media, context and is exercised in relation to any type of social media content.
However, the reason for this post was primarily to communicate latest recognition and progress events that both Freya and I were part of.
Firstly, Freya’s final year research project was shorlisted for the ‘Best Bachelor’ thesis category at the Digital Communications Awards (DCA) 2016. The DCAs exclusively honour achievements in the field of digital communication throughout Europe and welcomes practitioners from various industries! It is prestigious event judged and attended by world-known pioneers in the field of digital communications. Freya has defended her work and was praised for rigorous methodological approach as well as topic that has interest and relevance to all businesses involved in use of social media channels.
Secondly, on 6-7 October 2016 I have presented joint conference paper titled ‘Helping the world one ‘like’ at a time – The rise of the Slacktivist‘ at the 5th International CSR Conference which took place in Bocconi University, Milan – fantastic conference, organised and chaired by BU academic Dr Georgiana Grigore. Once again, the paper has received enormous interest with follow-up controversial discussions around the notion of slacktivism and we are now working on submission of full paper as the book chapter.
Freya now works as account executive at Good Agency and about to graduate with First-class honours degree. In contradiction to all stories of UG student-academic collaborations, which end at the graduation point, I and Freya are planning to continue working together on understanding further what constitutes stacktivism behaviour. Apart from that we invite to Digital Me photo gallery event, part of the ESRC Festival of Social Science, which takes place on 5th November at the Sovereign Shopping Center.
Finally, hope this positive story can inspire you to co-create with students. We also would love to thank CEL for funding the project through Co-creation fund, GlobalBU team, Department of Marketing (Faculty of Management) and Department of Leadership, Strategy and Organisational Behaviour (Faculty of Management) for ongoing support in conducting research and disseminating results of our study.
Any questions about our story, mentioned conference paper or Digital Me event, email at ebolat@bournemouth.ac.uk
Save the date for REKO’s forthcoming Interdisciplinary Research Sector Day!
It will take place on Tuesday, 21st June 2016 in the Executive Business Centre.
There will be speakers from BU and other organisations plus plenty of opportunity to network with academic and professional research administration colleagues from other universities. Already confirmed are speakers from HEFCE, Sussex and BU.
The event will be advertised to colleagues in other institutions so, if you would like to help promote this event to people in your professional network, keep an eye on this blog for further information in the coming weeks.
If you or someone in your network would like to contribute on the day, please contact Emily Cieciura in REKO to discuss this further.
The Research and Knowledge Exchange Office (RKEO) invite all ‘new to BU’ academics and researchers to an induction. The purpose of the induction is to inform you of the following:
The second induction will be held on 16th June 2015 on the 4th floor of Melbury House. The format of the day is as follows:
9.00-9.15 – Coffee/tea and cake will be available on arrival
9.15 – RKEO academic induction (with a break at 10.45)
11.30 – Opportunity for one to one interaction with RKEO staff
12.00 – Close
There will also be literature and information packs available.
If you would like to attend the induction then please contact Charmain Lyons, clyons@bournemouth.ac.uk for an official invitation. We will directly contact those who have started at BU in the last five months.
We hope you can make it and look forward to seeing you.
Regards,
The RKEO team
The Research and Knowledge Exchange Office (RKEO) invite all ‘new to BU’ academics and researchers to an induction. The purpose of the induction is to inform you of the following:
The second induction will be held on 16th June 2015 on the 4th floor of Melbury House. The format of the day is as follows:
9.00-9.15 – Coffee/tea and cake will be available on arrival
9.15 – RKEO academic induction (with a break at 10.45)
11.30 – Opportunity for one to one interaction with RKEO staff
12.00 – Close
There will also be literature and information packs available.
If you would like to attend the induction then please contact Charmain Lyons, clyons@bournemouth.ac.uk for an official invitation. We will directly contact those who have started at BU in the last five months.
We hope you can make it and look forward to seeing you.
Regards,
The RKEO team
BU staff can login below:
MSCA Staff Exchanges 2024 Call – internal deadline
BU Professor has been invited to a series of plenary and invited lectures.
An Interview of BU-lead EU H2020 FIRST project published in “Horizon”, the EU Research & Innovation Magazine
Update on Horizon Europe Guarantee Horizon Europe Update – January 2023
Research Information Network
Two new BU midwifery publications
New publications Dr. Pramod Regmi
The Year in Research 2024
First publication FHSS postgraduate student Anjana Paudyal