Read More, preparing future communication leaders, juan Meng. Abstract: While there is dubai an abundance of literature about Millennials as a unique and influential consumer group generally (Smith, 2012; Valentine powers, 2013 there is little research on Millennial public relations or communication professionals. As the largest workforce group in the. (Pew Research Center, 2014 this generation has already generated substantial effects. Read More, what can we do beyond posting calorie counts. Abstract: by using Freemans (1984) stakeholder theory as the leading theoretical foundation, this research investigates how millennial consumers responds to corporate sustainability initiatives (CSIs) when making informed diet and healthy eating options. By conducting a series of focus group research, this research provides a detailed perspective of how millennial consumers have responded to companies sustainable marketing. Read More, information flow and leadership challenges, juan Meng and Michael Cacciatore, abstract: How to effectively manage information flow continues presenting challenges for public relations practice, reflecting the magnitude and impact of a data-driven and strategy-oriented market environment globally. To echo this emerging global trend and identify effective responsive strategies, this study explores public relations practitioners perceptions on the impact of information flow and digital revolution on their.
Consumer Responses Toward Cosmeceutical Advertising, jhih-syuan (Elaine) Lin, jooyoung Kim, juan Meng amp Hanyoung Kim. Abstract: consumers usually see cosmeceuticals (cosmeticspharmaceuticals) as an ambiguous object and have ambivalent attitudes due to product benefits (positive) and potential side effects (negative this study examines the interplay between regulatory focus and advertising claims in determining attitude change and purchase intentions toward cosmeceutical sunscreen. The findings suggest paper that promotion-focused consumers respond more favorably. Read More, effects of source credibility via social media on the risk perception and purchase intention of American millennials towards genetically modified foods. Juan Meng and Michael Cacciatore, abstract: Source credibility has been an important area of research in persuasive communications for quite some time. In the risk communication literature, source cues have been found to impact both individual food risk perceptions and food purchase intentions (e.g., Frewer, howard, hedderley, shepherd, 1997; Phillips hallman, 2013). The rapid development of genetic engineering technology.
Meng has received more than 190,000 in funding grants to support her research in the past six years. She has published her research in leading scholarly journals such. Journal of Public Relations Research, public Relations review, public Relations journal, journal of World Business, journal of Communication Management, International journal of Strategic Communication, journal of Promotion Management, leadership organization development journal, journal of Contingencies and Crisis Management, among others. She has also contributed chapters to the. Sage handbook of Public Relations and the, handbook of Communication and Corporate reputation. Meng is the co-editor of the scholarly book, public Relations leaders as Sensemakers: a global Study of leadership in Public Relations and Communication Management. (Web link to the book: meng is a member of the Association for Education in journalism and Mass Communication (aejmc the International Communication Association (ica and the Academy of Marketing Science (AMS). She also serves on the editorial review board for the journal of Public Relations Research and as reviewer for most leading communication, public relations, marketing, and management journals and conferences.
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Director adpr shakespeare choose China maymester Program, Associate Professor, public Relations. Mengs teaching areas include public relations campaigns, research, management, and global. Her research focuses on leadership in public relations, measurement, trust, employee engagement, and reputation management. Meng also founded and directs ugas adpr choose China study abroad program. View Curriculum Vitae, education,.
D., University of Alabama, tuscaloosa,. S., University of Alabama, tuscaloosa,. A., bowling Green State University, bowling Green,. S., fudan University, shanghai, china, research Interests and Activities,. Mengs current research focuses on leadership in public relations, talent management and leadership development, trust in reputation management, and organizational culture and employee engagement. .
The purpose of the workshop is to prepare students to write a master's thesis by helping them refine their research questions, identifying data sources, and construct an argument. The product of Thesis Workshop is a thesis proposal, a framework for writing the thesis in the following semester. In the semester following the Thesis Workshop, a student registers for Thesis Supervision under the name of his or her thesis supervisor. Thesis Supervision counts as a course and carries three credits. A finished proposal must be approved by the thesis committee before the beginning of the supervision semester. The student then proceeds to carry out the agreed-upon independent research and writes (or produces) the thesis, supported by regular advice and guidance from the thesis supervisor.
In the course of the Thesis Workshop, a student must identify two readers for his or her thesis. The student should consult with the readers during the process of research and writing. They are expected to provide feedback on drafts and, in the end, approve the thesis for final submission. The first reader must be a full-time member of the International Affairs faculty, ideally one with expertise in the field of the student's research, who can offer substantive feedback. The secondary reader can be any scholar or professional in a field related to the student's topic; he or she can be external to the program and even to The new School. Students often choose for their second reader an individual who can help them gain access to particular information or provide unique insight into a topic based on personal experience. External readers require prior approval by the student's thesis supervisor. Detail rules on formatting a thesis and "depositing" the thesis can be found in the.
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The student is required to register for two courses (6 credits 1) Thesis paper Workshop, a seminar discussed below, followed by 2) Thesis Supervision, equivalent to independent study. The assigned faculty member for Thesis Supervision is the student's first reader (with rare exceptions). Two groups of students most frequently select the thesis option: first, those whose field experiences raise questions they would like to pursue through more formal and focused research; second, those on an academic track who expect to go on to a phD or plan for. If you are interested in writing a thesis, it is never too early to think about a topic you might pursue. Many students find that their experience in the International field Program leads them to a thesis topic. In any case, students are advised to begin thinking seriously about the thesis not later than the summer before they register for Thesis Workshop. This is a small seminar (limited to twelve students) taken in the penultimate semester of the International Affairs program. It counts as a course and carries three credits.
New technologies such as mobile apps, social media and text messaging can help personalise the message by directing tailored messages to books individuals and allow for group discussion. Clearly, the advantages of having a flexible benefits plan are great, and those employers who do not have one in place are missing an opportunity to reap the rewards of better engagement, as well as the obvious cost savings. For employers who do have a flexible benefits plan, delivery is key. Maximum impact comes from delivering the flexible benefits plan in a targeted way through a strong branded experience linked to company values. The winning combination of a diverse, fit for purpose range of benefits when communicated through targeted messaging maximises the potential for employee engagement and the return on your investment in employee benefits. To complete the thesis option, a student must submit a thesis that has been approved and signed by two readers. The thesis must meet all the formal requirements for formatting and "depositing" (that is, submitting a final version of) a master's thesis.
options is highlighted in Towers Watsons Global Benefit Attitudes survey where, for uk participants aged less than 40 retirement saving did not feature in their top five financial priorities. In contrast, as you might expect, for over-40s retirement saving was the second most important financial priority. So benefits programmes which dont provide a range of savings products can risk the employer spending ineffectively on relatively high cost pension arrangements for at least a proportion of the workforce. To really build engagement the benefits on offer must match the diverse profiles of all employees. Second: do employees understand and appreciate the value of their benefits package? To fully appreciate the benefits, each employee first needs to know whats available and why it could be beneficial for them. Ideally, that means providing a direct, targeted, meaningful communication based on the employees profile or preferences, and that is where a flex plan can help drive value and understanding. Adopting this marketing-style approach to proactive communication of benefits within a flex plan will more successfully provoke interest in the plan and promote particular aspects of the package that you believe will be more suitable for that segment of the audience.
Engaging proposition, the greatest trend over the last few years is the positive impact flex is having on staff engagement. In this years survey 58 of respondents said their plan had been effective in achieving this, rising from 53 in last years survey and from 41 in 2012. With economic indicators turning positive and the potential to see staff turnover increase, improving employee engagement is a common hr objective, so this would seem to be the biggest prize from optimizing flexible benefits. How do you believe your flexible benefits plan has been effective? Percentage top success factors 65, optimise tax and national insurance breaks 58, improve staff motivation/engagement 57, help the organisation to remain competitive 56, recognise the diverse needs and values of the workforce. Improve the image of the organisation 52, promote employees' understanding/appreciation of benefits, source: 2014 Employee benefits Magazine flexible benefits research. Organisations successfully improving employee engagement using flexible benefits focus on two questions: First: is the range of benefits on offer what employee really want and value? Knowing the employee demographics is a crucial starting point, not just the averages but the number of employees falling into different categories. Using these categories an organisation can gather valuable insight on employee preferences from direct research, either face to face or through online profiling techniques to match appropriate benefits with the preferences.
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Recent research shows that a flexible benefits plan not only increases the value of employee reward, but also boosts employee engagement through personalisation of benefit packages. The towers Watson-sponsored research, conducted by Employee benefits Magazine earlier this year, shows that the primary effect of operating flexible benefits is essay to optimise employee tax and National Insurance breaks. This is achieved by including a full range of tax-efficient benefits in the plan so, not surprisingly, the most popular benefits offered in a flex plan are those exempt from benefit-in-kind tax such as pension contributions, childcare vouchers and additional annual leave. Its not a coincidence that these benefits can also deliver significant National Insurance contribution savings for the employer, which proves the financial business case required to implement and operate benefits in such a way. So an organisation can prove the payback of costs but what other outcomes are possible? Facilitating choice and control gives a message that the company is taking an interest in their employees by recognising that they are individuals with different and changing needs. This recognition of diversity is increasingly important as a company attempts to maintain effective reward practices for all generations of workers. 54 of survey respondents report that flexible benefits improve the image of the organisation, and around the same number suggest that the benefits plan has improved their recruitment and retention of talent. For some sectors, such as technology and financial services, flexible benefits is so prevalent that it would certainly be expected by experienced recruits.