Category Archives: APESSAY

CAN YOU PROVIDE MORE INFORMATION ON THE STEPPING ON PROGRAM AND ITS EFFECTIVENESS IN PREVENTING FALLS

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Stepping On is an evidence-based fall prevention program designed for community-dwelling older adults. The program was developed in the late 1990s by a team of researchers and clinicians at the University of Wisconsin Madison. It aims to empower participants to reduce fall risks in their homes and improve their strength and balance through low-impact exercise.

The Stepping On program takes place once a week for 2 hours over 7 weeks. Each session features an educational presentation on a fall risk topic as well as exercise to improve strength and balance. Common topics covered include home hazard assessment, vision and falls, safe footwear, medication management, and safety when out in the community. Exercise is led by a certified fitness instructor and focuses on movements like hip strengthening, steps, and body movements that translate to daily tasks.

Several research studies have found Stepping On to be highly effective at reducing falls among older adult participants. A randomized controlled trial published in 2002 evaluated 224 community-dwelling older adults who were at risk for falling. The study found a 30% reduction in falls for those who took part in Stepping On compared to a control group over a 12-month period. Another clinical trial in Melbourne, Australia involving 360 older adults replicated this finding, with participants experiencing a 31% reduction in falls post-intervention.

Subsequent cost-analysis studies have explored the financial benefits of Stepping On as well. A 2017 study published in the Journal of the American Geriatrics Society compared fall-related healthcare costs over 12 months for Stepping On participants versus a control group. It found the program generated a cost savings of $672 per participant through reductions in fall-related medical expenditures like emergency department visits and hospitalizations. With hospital costs for fall-related injuries totaling over $50 billion annually in the United States, effective community-based programs like Stepping On can help curb rising healthcare spending on fall-related care for older adults.

The Stepping On program has been widely disseminated across the United States and internationally since its inception. As of 2022, over 30 states in the US have trained leaders and regularly offer Stepping On workshops in communities. Fidelity to the original curriculum developed at the University of Wisconsin is emphasized in training new leaders to deliver the program. Standardized training involves a 3-day class for potential leaders, which prepares them to implement all educational and exercise elements of Stepping On.

Fidelity is considered important to Stepping On’s effectiveness given the consistency of positive results demonstrated across multiple research studies. Several implementation studies have confirmed trained leaders adhere closely to the prescribed curriculum and can achieve significant reductions in falls comparable to the initial clinical trials. Participant satisfaction is also quite high. Standard evaluation forms reveal the vast majority believe Stepping On helped improve their balance, strength, and awareness of fall risks.

The low cost and infrastructure needed to implement Stepping On has enabled wide adoption globally as well. Translated curricula and leader trainings exist for populations in countries spanning Australia, Canada, Japan, New Zealand, Brazil, and beyond. The World Health Organization has endorsed Stepping On worldwide due to its success at scale. An analysis published in Age and Ageing estimated that if participation was expanded to just 10% of appropriate older adults, over 18,000 fall-related hospitalizations could be prevented annually in the United States alone.

Over two decades of research supports Stepping On as a highly effective, evidence-based fall prevention program. Its multi-component approach combining education and exercise has demonstrated reliable 30% reductions in falls for older adult participants. The program proves cost-saving for healthcare systems and has experienced broad dissemination nationally and globally. With falls posing a major public health threat, low-cost community interventions like Stepping On can play an important role in improving health and independence for growing aging populations worldwide.

CAN YOU PROVIDE AN EXAMPLE OF A COMPETENCY BASED PERFORMANCE MANAGEMENT SYSTEM

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Competency-based performance management systems focus on identifying, measuring and developing the competencies or behaviours that are required for success within an organization. It moves away from more traditional performance appraisals that often focus too much on goals, tasks and results.

A large professional services firm implemented a comprehensive competency-based performance management system across its entire global organization with over 50,000 employees. The key steps they took included:

Competency Framework Development: First, the company established a competency framework that clearly defined the competencies needed at different levels and roles within the organization. They conducted extensive research to identify core competencies that delivered outstanding performance. The framework included both technical/professional competencies as well as leadership and behavioural competencies.

Some examples of competencies included in the framework were things like client service orientation, quality focus, teamwork, leadership, strategic thinking, driving results, developing others. The framework established benchmark levels for each competency on a 5-point scale. This allowed them to assess performance in a consistent manner globally.

Training on Competency Framework: Once the competency framework was established, the company delivered training programs to all people managers worldwide on how to effectively utilize the framework. The training focused on how to identify competency strengths and developmental needs, set competency-based performance objectives, and conduct effective competency-focused performance reviews and development conversations.

Approximately 50,000 people managers received both virtual and in-person training over 18 months to ensure consistent adoption and understanding of the new performance management approach. Additional resources including guides, tools and examples were also made available online.

Integrating Competencies in Performance Reviews: At performance review time (semi-annually), managers were required to assess direct report’s performance against each competency using the five-point benchmark scale. Examples and behavioural statements were provided to help guide assessment and calibration of ratings. Developmental feedback also focused on addressing any competency gaps.

In addition, 2-3 competency-based development goals were set for the next review period. Progress on development goals was also reviewed in subsequent performance discussions. The competency assessments along with review discussions were documented electronically for record-keeping and input into talent processes.

Using Competencies for Succession & Development: Another key part of the system was leveraging the competency data and developmental goals to power talent management and succession planning processes. High potential employees with desired competency profiles could be readily identified for growth opportunities. Individualized development planning also targeted building the specific competencies required for upward progression.

Learning programs both online and in-person mapped back to the competency framework to allow employees to independently strengthen areas of development. Coaching and mentoring programs also utilized competency data to focus development guidance. Succession planning and resourcing decisions critically depended on having rich competency data on the organization’s diverse talent pool.

Continuous Improvement: The effectiveness of the competency management system was regularly measured through annual employee opinion surveys, manager/employee focus groups, and tracking metrics such as diversity in succession plans, reductions in turnover risks, improved performance levels over time. Necessary refinements to the competency framework, performance review process, or enabling talent systems were made on an ongoing basis to maximize results and continually enhance the maturity of the competency-based approach.

This large-scale implementation example highlights key elements of a robust competency-based performance management system including establishment of a competency framework, training managers, integrating competencies into goal-setting and reviews, leveraging competency data to inform talent processes, and ensuring continuous improvement. When done comprehensively, it can deliver business impact through enhanced employee performance and development, succession management, and retention of top talent.

WHAT ARE SOME KEY SKILLS THAT BUSINESS MANAGEMENT STUDENTS CAN DEVELOP THROUGH A SOCIAL ENTREPRENEURSHIP CAPSTONE PROJECT

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Social entrepreneurship capstone projects provide business management students with an invaluable opportunity to develop a wide range of important skills that are highly sought after by potential employers. By undertaking such a project, students gain real-world experience of starting up and leading their own social venture. This allows them to cultivate skills that cannot be learned as effectively inside the classroom.

One of the core skills developed through a social entrepreneurship capstone is leadership. To successfully establish and run their venture, students must lead a team and provide direction. This requires strong communication, delegation, collaboration, and ability to motivate others. Whether managing volunteers or a small staff, students gain experience in people management, resolving conflicts, and ensuring everyone is working productively towards shared goals.

Relatedly, social capstones help nurture management skills. Students learn how to plan projects, allocate resources, design processes, and manage timelines, budgets, and logistics. They must define responsibilities, coordinate tasks across team members, and troubleshoot problems as they arise. Such real-world challenges enhance students’ strategic thinking and ability to manage complexity under pressure.

Another key area of development is around idea generation and innovation. To identify a social problem they want to address and design an innovative solution requires creativity, research skills, and a solution-focused mindset. Students must evaluate market viability and sustainability of their venture concept. They also gain experience in customer and stakeholder engagement to refine their ideas based on feedback.

Fundraising represents an area where capstones foster valuable competencies. To secure necessary startup funding and resources, students improve their financial management, budgeting, and pitching skills. They learn how to craft compelling cases for support, network effectively, and negotiate with potential donors and investors. Such fundraising forces students to clearly articulate their venture vision and value proposition.

Perhaps most significantly, social venture projects allow students to hone entrepreneurial abilities and mindsets. Through developing a new organization from the ground up, they gain exposure to uncertainties and ability to adapt rapidly changing conditions. Students cultivate resilience, persistence to overcome obstacles, and tolerance for risk and ambiguity. They also strengthen skills in leveraging available resources, exploring new opportunities, and thinking outside the box to address problems creatively.

Capstones promote self-awareness as students are given autonomy to apply classroom learnings independently. They gain confidence through taking ownership and tackling open-ended challenges without direct supervision or guidelines. Managing an end-to-end project builds students’ capacity for self-motivation, organization, time management under competing priorities, and ability to evaluate outcomes of their own decisions.

On the interpersonal front, social ventures require navigating complex stakeholder relationships and community networks. Students enhance their cultural awareness, empathy, persuasion abilities, and capacity for building strategic partnerships. They also strengthen advocacy and client relationship management skills through engagement with beneficiaries and target demographics.

In evaluating their work at the end, students develop critical thinking by self-assessing challenges, outcomes, learning points and areas for future growth. They apply analytical and problem-solving lenses to reflect on perspectives of others as well. A social entrepreneurship capstone provides rich and transformative experience through which business management students can cultivate vital leadership, managerial, entrepreneurial and soft skills prized by potential employers in today’s workforce.

By starting up and leading their own social venture from ideation to implementation, students gain unmatched confidence and real-world application of their classroom learnings. Rather than just checking boxes, such a capstone ensures they develop a holistic skillset covering initiative-taking, problem-solving, collaboration, adaptability, planning and community orientation – all under time constraints. This prepares them exceedingly well for future careers in business, management or social impact domains. A capstone project therefore represents an invaluable learning experience that allows students to stand out as future industry leaders.

CAN YOU PROVIDE MORE DETAILS ON HOW TO NURTURE ONGOING RELATIONSHIPS WITH INFLUENCERS BEYOND TRANSACTIONS

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Developing strong, lasting relationships with influencers is crucial for continued success in influencer marketing campaigns. It requires moving past transactional exchanges and genuinely cultivating personal connections and mutually beneficial partnerships over the long-term. Here are some effective strategies to nurture ongoing relationships with influencers:

Provide value beyond paid promotions. Influencers appreciate brands that offer real value beyond just transactions. Look for other ways you can support their work through informative or inspiring collaborations, exclusive access, career insights, networking opportunities, etc. Show you care about their success as content creators, not just the ROI of campaigns. This builds trust that you want a true partnership.

Get to know them personally. Set up occasional video calls or meet-ups just to learn more about the influencer as a person, not a marketing tool. Ask about their interests, goals, challenges, and find authentic ways you can offer encouragement or advice from your experiences. Relate to them as individuals, not just influencer profiles. Strong personal bonds lead to stronger promotional relationships.

Express genuine appreciation. Beyond the transactional “thank you” after a post, find ways to creatively show appreciation for the influencer’s time, effort, and value they bring to your brand. Handwritten thank you cards, small gifts relevant to their interests, public shouts on your social channels, or donations to a cause they support can go a long way. Make them feel appreciated as people, not commodities.

Provide exclusive insider access. Share behind-the-scenes stories, product previews, or invite them to exclusive events that let influencers feel part of your brand community. Give them a sense of ownership and belonging through access typically reserved for employees. Leverage their creative ideas where possible to show you value their perspectives beyond promotions.

Stay responsive and available. Timely responses to messages, quick approvals for campaign assets, and flexibility to handle hiccups respect the influencer’s time and effort. Be prompt to answer queries so they feel supported. Provide multiple contact points and ask for feedback to strengthen future relationships. Accessible and understanding interactions build rapport and goodwill over time.

Promote their work outside campaigns. Share and engage with their organic content beyond just paid posts to mix your personal and promotional interactions. This shows you care about them as creators not transactions. Some influencers may gradually return the organic support over the life of your relationship. Consistent boosts strengthen credibility for future promotions.

Offer continuing education. Share industry trends, resources, or host webinars for influencers to gain new skills and differentiate their work. Guide them on analytics, cross-promotion tactics or other career development tips to empower their success. Show a commitment to fostering their long-term growth that transcends any single campaign. They’ll remain engaged partners as their platforms expand.

Remain flexible in tough times. Influencers face ups and downs like any business. Show empathy if changing algorithms impact metrics or personal issues affect promotions. Offer creative alternative activations without expecting anything in return to build a reliable ally when times get hard again. Resilient, understanding support through challenges anchors influence

Celebrate wins publicly. Share your and their successes with followers by publicly celebrating campaign results that exceeded goals. Create hashtag campaigns to spread achievements or newsletter roundups to highlight top-performing influencers. The visibility boost strengthens their credibility and keeps your name top-of-mind as an ideal promotional partner. Recognizing efforts expands reach for future wins.

The most impactful influencer relationships move beyond measuring promotions transactionally towards fostering genuine personal and professional partnerships. With ongoing commitment of sincerely supporting influencers’ multimedia goals, education and welfare, brands ensure engaged ambassadors to authentically reach broad audiences for the long haul. Strategically prioritizing the influencer’s human needs alongside marketing KPIs cultivates powerful, enduring associations that benefit both parties for years ahead.

WHAT IS THE TIMELINE FOR COMPLETING THE CAPSTONE PROJECT AFTER THE PROPOSAL IS APPROVED

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Once a capstone proposal is approved, students have a set amount of time to complete their project, which usually ranges from 3-6 months depending on the program and institution. Breaking this overall timeline down into specific milestones and target dates can help keep a large project like this on track for successful completion.

The first month after approval should focus on research and planning. The student should spending 2-3 weeks thoroughly researching their topic to gain a deeper understanding of the scope and any challenges involved. They should dig into academic literature, industry reports, case studies, and data sources to lay the groundwork for their methodology. By the end of the first month, they should have an annotated bibliography compiled and a draft research plan outlining their approach, questions to be answered, assumptions, limitations and timeline.

The second month is when work on the capstone project truly kicks off. The first two weeks should involve finalizing the research plan and beginning data collection if applicable. Qualitative data collection methods like interviews or focus groups may begin. Any necessary equipment, software licenses or other materials also need to be acquired. The last two weeks involve analyzing collected data, exploring patterns and insights. Charts, graphs and preliminary findings should start coming together. Major sections of the literature review and methodology chapters should also be drafted.

By the end of the second month, the student should have a minimum of 10-15 pages drafted for each of the major project chapters – introduction, literature review and methodology. They should be able to clearly articulate the problem statement or question guiding their research as well as how they plan to approach answering it. Any data collection should be well underway at this stage.

The third month marks the halfway point and a key deadline – a preliminary proposal defense. This allows the student to present their initial findings to their committee and receive feedback on the project direction before investing significant additional time. The committee will want to see polished drafts of the introduction, literature review and methodology chapters at minimum. This month focuses on data analysis if applicable, as well as refining literature reviews based on committee feedback and fleshing out results and discussion chapters.

The student should spend 2-3 weeks performing deeper analysis on their collected or secondary data, identifying themes and relationships. Initial result visuals like charts and tables should be prepared. Committee feedback from the defense is incorporated into revising the draft chapters. A complete draft of the quantitative or qualitative analysis as well as initial results writeups should be finished by the end of the third month.

For the fourth month, the focus is on synthesis and completion. The results chapter is polished based on analysis performed. The discussion chapter synthesizes findings within the context of the literature reviewed initially. Limitations and implications are also discussed more fully. Throughout, revisions are made to drafts based on continuing committee feedback. One or two drafts of the full project paper should be completed and reviewed by both committee chair and full committee.

In the final fifth month before the defense deadline, refinement and wrapping up take priority. A polished final full draft is submitted 3-4 weeks in advance for committee review. Feedback received at this stage involves mostly small revisions like grammar, formatting or clarifying certain points rather than major changes. The student defends their full completed project in an oral exam in weeks 4-5 of the final month. Any post-defense revisions required by the committee are incorporated to publish or archive the final capstone paper.

Breaking the overall capstone timeline into specific monthly goals, deliverables and deadlines helps ensure the large project stays on track to completion. Regular interim check-ins with the research committee also allow mid-course feedback to refine direction as needed before investing significant time in approaches that may not be viable. Sticking to this timeline structure can help any student successfully complete their capstone paper and presentation within the designated full program period.