Stoke on Trent’s problem is not too many immigrants but too few!

Successful economies attract people whether they be countries, regions or cities. Diverse populations tend to be more tolerant, innovative, entrepreneurial and to have networks linking to elsewhere in the world, which benefit the economy. New people bring new cultural experiences whether that be events, art, food or celebrations.

The lack of diversity in the city even 15 years ago is clear from statistics. The 2001 census for Stoke on Trent saw the city population as 95% white and 96% UK born (the rest of Staffordshire was even more homogenous, for example Staffordshire Moorlands recorded 99.2 % white and 98.3% born in the UK).

The city has experienced a long term population decline in the post war period. The population of Stoke on Trent in 1951 was 275,115 and it has declined in every census up to and including the 2011 census which recorded 249,008 people. In comparison, the UK population grew from 41 million in 1951 to 63 million over the same time period tied to the post war boom in the economy. If Stoke on Trent had grown in population like the rest of the country it would now have a population of 453,000!

Currently the city population is estimated at 251,027 so for the first time in over 60 years Stoke on Trent has a growing population.

So what explains this current growth in Stoke on Trent? Throughout the 2000s three changes started to occur:

  1. Higher education expanded leading to an increase in all students including non-white students (often from other parts of the Midlands), international students and international staff at the two Universities.
  2. The coming of age of the Pakistani population that was the largest ethnic minority population (which even in 2001 only numbered 6,360 people).
  3. The inflow of population from Eastern Europe, which for Stoke was 3,080 people in the 2011 census.

Taken together the numbers are all low (both in absolute and percentage levels), especially compared to many other major urban areas in the UK. It is worth noting that here I have quoted numbers both foreign born and by non white ethnic group but it is worth remembering that many of these were born in the UK as well.

Therefore, the make-up of the population of the city has changed and the population is finally starting to grow though at very small levels.

Without immigrants our hospitals and care homes would struggle, our Universities would be smaller and some businesses would not be able to offer the services they do. The vacancy rate in the housing stock of the city has fallen and study after study shows that the immigrant population is a net contributor to the economy (not least because they are much less likely to claim benefits that the UK born population).

Some political parties like to blame these changes for the plight of the white working class in Stoke and elsewhere, but the reasons for economic weakness in the city are tied up with other factors.  Low skills levels, lack of investment, short term planning by government, offshoring of production, very low levels of business start up and changes in the world economy are much better explanations for the low wages and economic performance of the city than trying to blame immigrants. 

Some of these factors are staring to be tackled. For example the City was recently named the 2nd best place in the country to start up a business. The Ceramic Valley Project has set up sites across the city to attract businesses and this is already happening.

The City of Culture team is doing huge amounts of work talking to different groups, artists, businesses and others in the city to shape the bid and develop a positive image of the city.

As a city we need to attract investment and people – we need to present a positive and welcoming image to the outside world. An image that celebrates all the of people and communities of Stoke on Trent not just some of them.

 

Sources

http://www.neighbourhood.statistics.gov.uk

  1. Population census Stoke 2011 – total pop 249,008 – white 220,712 all other ethnic groups 28,296
  2. Population census Stoke 2001 country of birth – total pop 249,008 born in UK 228,294 all other Europe 5,363 (of which Accession countries were 3,080) , Africa 2,805 , Middle East and Asia 10,897 America and Caribbean 731, Antarctica and Oceania 305

Top tips for improving your blog writing

I’ve been asked a few times over the past few months about tips for writing a blog so I’ve jotted a few notes from my experience of working with various businesses and marketing professional.

1. Know your audience and your market

Even before writing a blog you need to research what key words potential customers and current customers are using. In addition, research what key words competitors are using that is getting them hits to their website and do a gap analysis with your website.

2. Make it Search Engine Optimisation (SEO) friendly but ensure it’s readable

St.Helens, England - January 15th 2012: iPad2 in females hands displaying google search engine page. Google is one of the biggest search engines in the world. iPad2 was launched in March 2011.

I’ve come across a blog recently where it was obvious that the author must have been trying to include key SEO words in their blog with little useful information or thought to the reader. If people are not linking to it, etc it may not be SEO friendly.

3. Make the title of the blog honest!

One of the easiest ways to lose customers is to fail to deliver on a promise, so ensure that the title is an accurate description of your blog.

4. Prioritise your information

Yellow note paper with exclamation mark

Make the main point of your blog the first paragraph they read or they may not understand what your blog is about and why they are reading it.

5. Use graphics and bullet points

Help make your blog readable by including photos, pictures and some structure via headings, subheadings and bullet points. Use original photos, a lot of organisations buy or use stock photos and it can be a big disappointment to readers to come across photos they have seen several times before. Graphics also have the advantage of looking good when you promote your blog eg: via twitter and Facebook.

6. Leave it a day

After writing your blog you might think of other ideas. Editing and grammar checking might be easier after giving it a rest. You can also check your blog before posting it by using tools such as Grammarly or Hemingway apps.
Re-read it, is your blog…interesting or useful?

7. Make it easy to navigate

If you are creating your own blog and have some control, add a top and side navigation bar. Make it easy for readers to go to your favourite blogs that is relevant for a long time (known as evergreen blogs). If you are using WordPress there are lots of themes available free of charge with easy to setup navigation bars, but choose or buy a decent theme.

8. Use white-space

White-space can make a blog easier to read, eg via increasing the line spacing or padding around images.

9. Use a readable font type and size.

12 point might look good on a A4 sheet of paper but 16 point is far more readable on a screen.

10. Has your blog made an impact?

Assuming you have google analytics or equivalent, has your blog increased hits to your website using the right key words? Has it increased backlinks and had positive read comments? If not, it might need editing and checking to make sure it’s SEO friendly, for example, there is an optimum density for key words, more than this density will make it SEO unfriendly.

Good luck with your blog 🙂

Paul Dobson BSc(Hons), DIT, DMS, MSc, MA, MBA, PGCHPE, FHEA, FCMI, MAM

What Brexit Means for the Savvy Digital Marketer

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Despite a high level of uncertainty surrounding Brexit and just how it will unfold, there is something to be said for just getting on with it. After all, business owners still have to get up every day and look after their business, students still go off to learn and the world is still turning. With so much negativity circling the Brexit outcome, it might be time we looked towards the opportunities it could create too.

It’s true that not many of us were prepared for the referendum result, and many marketing budgets were restricted amid Brexit fears. However, we are all well aware that actually leaving the EU won’t happen for some time; so there’s a definite gap to gain benefits from the situation.Digital Marketing banner and icons

In the panicked environment we currently live in, with constant stories of Brexit talks on the news, there is an opportunity for brands to become a calming voice and a force of reassurance. Despite a climate of unrest, the relationship between consumer and brand can remain stable and maintain a high level of trust, which is something vital to any company’s success.

Brand development on a global scale

There is still just as much chance to grow your brand in light of post-Brexit UK as there was pre-Brexit. With little or no immediate impact, there is a real chance for brands to utilise their digital marketing strategies in a new way. There is an opportunity to up your creativity and prove your worth on a global level, not just within Europe. Creative industries must now demonstrate their value on a wider scale; but this is exciting, not daunting!

With the prospect of leaving the EU a matter of years away, digital marketers can continue to put the needs of their consumers first. Savvy business owners will be looking for a way to turn Brexit into an advantage instead of a setback; driving further success. It is now time to reflect on the ways digital marketing firms engage with their consumers, particularly in regard to financial or economic matters.Business meeting. Marketing strategy

Communication is key

One thing is clear when it comes to the digital marketing industry; brands must place huge importance on open lines of communication. Continuing to communicate and engage is crucial, before you jump to any conclusions or panic about the consequences of Brexit.

The message here? Let’s get to work. Brexit might feel like a bad break up but let’s pick ourselves up and get back out there to show everyone that Brexit won’t break us!

Brexit should hopefully be a wake up call to those in marketing to ensure they truly know their consumers and what matters to them, in order to continue tailoring the best possible marketing experience.

With a vote that divided the country right down the middle, it’s time to evolve targeting methods and introduce more empathetic marketing; there is no room here for a one size fits all approach.

Mark Blackhurst of  Digital Next

 

The Impact of Technology on Business and Communication

I remember the first time I accessed the Internet. It was circa 1996 and I worked as a Research Executive for a market research company. I poured myself a coffee as the computer whirred into life. “Today I’ll show you how to access the worldwide web” said my manager. I watched as she connected a strange looking plug to the phone socket, then opened a “window” on the computer, clicked the mouse and dialled up a connection. Suddenly a high-pitched sequence of beeping and screeching noises erupted from the speakers. It sounded like something was seriously wrong, but as silence returned she exclaimed “that’s it, we’re connected!”

We opened a search engine called Alta Vista (in those days Google wasn’t a verb), typed in the search term “viewing facility London” and proceeded to search for a suitable location to conduct some focus groups. There weren’t many results; a page or two at most. There were no sponsored results at the top of the page, nor advertisements down the side either. In fact there were very few companies with a web presence at all.

St.Helens, England - January 15th 2012: iPad2 in females hands displaying google search engine page. Google is one of the biggest search engines in the world. iPad2 was launched in March 2011.

Shortly afterwards the postman arrived with a pile of post, held together with several thick elastic bands and dropped it onto my desk. Invoices, letters from suppliers, bank statements, bills, CVs from job hunters.  It took me an hour or so to sift through the mail, filing documents appropriately in the rickety wire trays stacked on the corner of my desk – In, Out and Pending.

I loved my job. Loved this amazing new world it opened up for me. Talked enthusiastically about it to my friends and family on long, lazy, work-free weekends. Let’s face it, those were the days when nothing was done from the moment you left the office on a Friday until the moment you walked back through the door on a Monday morning.

In the past two decades technology has revolutionised the way we work. We are a wireless, paperless, fast-moving, connected, global workforce which, like the Big Apple, never sleeps. We are in touch with the whole of the world, twenty-four-seven. Business communications have never been easier or quicker. Isn’t it fantastic?

Well yes, it absolutely is, but it comes at a cost. The connected workforce is less tangible. It’s possible to go for whole days or more, without even seeing or speaking to business contacts. Instead we message them, email them, tweet, post, blog, Google, we Skype and run webinars, we send information and documents electronically. And we’re still messaging, emailing, tweeting and posting once the office doors are shut. From our trains, buses, sofas and sadly, sometimes even our beds. Work can invade our personal lives and the long, lazy weekends become brief gaps in time. We’ve not just changed the way we do business; we’ve changed the way we live.

You could argue that this is inevitable progression in society, much the same as Alexander Graham Bell’s telephone revolutionised both business and personal communications. Personally, I love being part of the connected university. The fact that we are becoming paperless has huge benefits to the environment. I love the fact that I can allow my students the luxury of attending a virtual lecture, a webinar, so that they don’t have to fight through traffic and pollute the atmosphere to get in to university for that day. But I couldn’t do it every day because I still need that face to face interaction with them. We are human beings after all. We can embrace technology and all that it represents, but I still want to do business with people, not machines.

I love to bump into my students in the corridor, say ‘hi’, catch up over a coffee. But like many, I like my personal time away from work too and the struggle to protect this is real.

Technology has indeed revolutionised the way we do business, but a word of warning; don’t forget the human touch. I remember being taught that “people buy people” and despite the digitally connected World that we live in, I still believe this to be true. I also believe that you work to live, not live to work. Technology has allowed work to invade our precious and much needed personal time and we are the only ones who can police that (I have to admit that I am guilty as charged in that respect).

So switch off your laptop, phone, iPad once in a while. Switch them off when work is done. Roll back twenty-plus years, talk to people… and enjoy!

 

 

 

 

Having a bloomin’ good time at Dorothy Clive Garden

A blog by Dee Rahmat on her final year project for her BA Tourism Management award.  You can follow Dee on twitter @deerahmat

Globally, garden visiting is a popular activity. As there is a huge culture of garden visiting in the UK, I decided to do my final year Tourism project on Dorothy Clive Garden. Dorothy Clive Garden is an independent charitable garden located in Willoughbridge, Shropshire (near Market Drayton). It is ranked #1 in TripAdvisor for things to do in Market Drayton. Dorothy Clive Garden regularly organise events, workshops, and exhibitions. One such example is the 5th Annual Chilli Festival where they had over 1,200 guests over the weekendDorothy Clive GardensThe aim of my study is to increase footfall and enhance visitor experience while ensuring sustainability practices are still applied at Dorothy Clive Garden.  Data were collected through questionnaires from a sample size of over 150 visitors. Through the collated data, I will examine the interests and motivational factors of visitors in Dorothy Clive Garden in order to determine their visitors’ needs and expectation. The analysis will hopefully assist Dorothy Clive Garden to establish future development plans to enhance visitor experience.

Getting to work closely with Marcus who is curator of the garden, and Julia who is the marketing officer, from Dorothy Clive Garden have been a rewarding experience. They shared many useful statistics and research materials which helped me to develop the right survey questions. I enjoyed getting insights from professionals in the industry which helped my understanding of current trends and issues in garden tourism.

Dorothy Clive Gardens

To improve Dorothy Clive Garden, it is important to know who the visitors are, why they come and what they value. While conducting the questionnaires, I see a clear correlation between visitors’ satisfaction and the likelihood of repeat visits and word of mouth referrals. This experience has certainly developed my communication skills, as well as, my research and analytic skills. I hope to further develop and utilise the knowledge and skills obtained, as well as my prior work experience, in my future career with a role in tourist attraction development or destination marketing.

Dorothy Clive Gardens

Dee interviewing customers

Julia Roberts at Dorothy Clive said  ‘We were delighted to welcome Dee to the Dorothy Clive Garden as part of her final year tourism project. The study has enabled us to gain better understanding of the motivational factors as to why visitors come to the garden. We hope to continue to use the survey over the next 12 months to build up a strong visitor profile to determine and inform our future marketing strategy.  Thanks to Dee for all her professionalism and attention to detail, she has been a joy to work with.’

Julia Roberts (left and Dee Rahmat (right)

Julia Roberts (left and Dee Rahmat (right) a very successful collaboration

Prof Jon Fairburn said “All of our final year tourism students have to do an external project and many of them are in the area of market research and customer experience. It provides excellent training in some of the key skills needed in the tourism industry.”

Dorothy Clive Garden links

http://www.dorothyclivegarden.co.uk/  – website

https://www.facebook.com/Dorothyclivegarden facebook

@dorothyclive twitter

 

 

Simple ideas to change your mindset

Our mindset is made up of our beliefs, ideas and attitudes. Thinking about our mindset can help us adapt and change it.

Every now and again I catch myself being negative. That little inner voice suggesting I can’t do something or that something is too hard. Recently during my personal tutoring sessions, I have seen this in students as well. I decided to explore a change in mindset, to change the way we look at things. With an open mind and a realisation that this may take some time and effort I looked into how to change.

word-brain

 

What can I say to myself?

Instead of…… Try thinking……..
I’m not good at this What is it I am missing
I give up! I’ll use some of the strategies I’ve learned
This is too hard This may take some time and effort
I can’t make this any better I can always improve, I’ll keep trying
I made a mistake Mistakes help me learn and improve
I’ll never be as smart as her I’m going to figure out what she does and try it
It’s good enough Is this really my best work?
I just can’t do this I am going to train my brain
Plan A didn’t work Good thing the alphabet has another 25 letters or There’s always Plan B

 

connections-graphic

 

And the more I explore this in myself the more I see in colleagues either a fixed mindset or growth mindset, the more I became aware of myself, the more I noticed who I wanted to hang out with.

Characteristics related to a growth mindset and a fixed mindset

Fixed Mindset Growth Mindset
Resist learning new technologies, oppose change almost instinctively Excited to learn new technologies, embrace change
View setbacks as a reason to give up View setbacks as a challenge to overcome
Simply don’t do things that they determine are too hard Ask for help when they need it
Feel threatened when others succeed, resent having to work with others Collaborate with colleagues, look for ways to ensure everyone’s success and learn from other’s successes
Resent being asked to do anything they view as extra Willing to put in time and effort to succeed
Ignore any negative feedback or criticism Use negative feedback as a way to improve performance
Actively resist any new challenge Constantly seek to improve performance
I feel like feedback is personal I feel like feedback is constructive
My abilities determine everything My effort and attitude determine everything

Imagine being able to create a mindset in students and colleagues that allows growth. People who are not afraid of change, open to new ideas. People who are excited by the possibilities of new tools and technology. People who share a growth mindset.

Oh if only it was that easy. Read a few charts, change the way you think and (if you have an Uncle Bob) Bob’s your uncle! But it’s not easy, change is hard, this is who I am…

Wait…… yes it will take time and effort, I may need some help. But it’s who I want to be, it’s who I want my students to be!

 

Karl McCormack  BA (Hons), PgCHPE, FHEA

Accounting Awards Course Leader.

Visit our website to find out about Accounting and Finance Courses.

The UK Gender Pay Gap – an end in sight?

As we enter 2017 the old chestnut of the gender pay gap has become a hot topic for discussion as the promotion of equal pay has become not just a matter of social and moral justice but one of economic necessity as women have become integral to the UK’s economic performance. However, despite the Equal Pay Act 47 years ago, women still earn less than men in Britain today. The difference in pay between men and women remains the clearest and most dramatic example of inequality for women.

What is the gender pay gap?

Overall, women can expect to earn significantly less than men over their entire careers as  a result of differences in caring responsibilities, clustering in low skilled and low paid work, the qualifications and skills women acquire, and outright discrimination (Fawcett Society, 2015).

 

shaking-hands

 

Gender pay gap down to 5% among UK workers in their 20s, study finds

The Resolution Foundation says women will still earn significantly less during their careers as the gap widens after age 30. Women in their 20s have seen the pay gap halve to 5%, but just as in previous generations the discrepancy compared with men’s earnings widens when they hit 30 and start a family.

In a report highlighting the challenge facing Theresa May in closing the pay gap, the Resolution Foundation said women entering work now would still earn significantly less than their male counterparts over their careers, despite an improvement in pay differentials during the first decade of employment. The Resolution Foundation compared the typical hourly pay of different generations of men and women over the course of their careers.

Women in their 20s earn more than men of same age, study finds

It found that, for workers in their 20s, the pay gap was 16% among baby boomers – born between 1946 and 1965 – 9% among people born between 1966 and 1980, and 5% among those born between 1981 and 2000, referred to as millennials.

“It shows that the gender pay gap has closed for every subsequent generation of women,” the think-tank said. “This reflects positive trends, including rising higher educational participation which women in particular have benefited from, and more women breaking into high-paying industries and occupations.”

However, a sharp rise in the pay gap after the age of 30, seen in previous generations, puts millennial women on course to face a deficit of almost 30% by the time they are in their mid-40s unless there is further government intervention.

 

gender

 

Laura Gardiner, author of the Resolution report, said: “It’s important to not overlook the positives. The rate of progress between generations is really welcome, particularly with Generation X. Even in the child-rearing years there’s still really big gains.” But she said there were many issues related to working part-time, such as missing out on informal chats in the pub, that needed to be tackled. “I wouldn’t want to play down the policy success we’ve had, but the area where there’s probably the most we could do is around the part-time penalties, and the opportunities for promotion and progression, the cultural stuff,” Gardiner said.

The question is will it take until 2069 to bridge the UK gender pay as suggested in a report by Deloitte’s last year? Time will tell and no doubt in 2018 we will be pondering the question again. In the meantime, wishing you a Happy, Healthy and Prosperous (in equal pay terms) 2017.

If you are interested in this topic please feel free to contact me – Peter.Beszter@Staffs.ac.uk

This semester I will be teaching the Managing People through Performance and Reward module which will be examining the UK gender pay gap.

 

Dr Peter F. Beszter

“Let’s be Honest” Rules the Roost

The Chinese New Year celebrations begin at the end of the month and 2017 is the year of the rooster (back to the chicken blogs Dr Peter Jones!). Apparently the rooster is a Chinese symbol of honesty, a quality that could be said to make or break a business. This led me to ponder on the requirement for honesty within an organisation and, despite the fact that truth is said to hurt, the difference that honesty can make.

Honesty is the best policy

How often have you heard that said? It’s certainly true in terms of crisis management and at some point or other all businesses will find themselves dealing with some form of crisis. Historically those businesses that have been dishonest have fared badly in these situations; BP notoriously handled the oil spill off the Gulf of Mexico in 2010 poorly and dishonestly. Alton Towers on the other hand, have been repeatedly praised for their honest and straightforward response to the Smiler crash in June 2015. I’m a firm advocate of holding your hands up and admitting it when you get something wrong, then throwing all energies into making good any damage done and moving on.

I can see you!

Of course in these days of instant digital communication, businesses can’t hide their mistakes for long. There’s always some follower with a bug to bear that can’t wait to post or tweet negatively about a brand the minute a mishap occurs. Businesses seem to be getting wise to this and there are numerous examples of how organisations responded cleverly to crisis situations via their social media channels. The secret seems to be responding in a timely and appropriate manner…as well as being honest!

Lies, damned lies and statistics

Are dishonesty and lying the same thing do you think, or is one more intentional than the other? Either way, Volkswagen was hauled over the coals for lying about their emissions tests. That faux pas cost the company dearly, posting their first quarterly loss for 15 years in October 2015. Clearly it doesn’t benefit businesses to lie…unless they can get away with it.

One would hope that the businesses of today have learnt from these examples and that honesty and integrity prevail in order for the wheels of the business world to turn. The Federation of Small Businesses appears to be confident in the current economic forecast, so all bodes well for both the old red hens and the hatching businesses of 2017.

Doctor of Business Administration – a way to link industry with academia

Our Doctor of Business Administration (DBA) students are well established and recognised professionals in their fields in high-powered executive level jobs in various industries ranging from retail to corporate banking, from academia to government. One of our DBA students completed Staffordshire University’s Masters in Strategic Human Resource Management (HRM); another one had completed Staffordshire University’s Master of Business Administration (MBA) before joining the DBA programme, which demonstrates the varied progression options. Our DBA students come from diverse backgrounds both cultural and educational. They all have in common one thing though – they want to advance their careers as well as their respective fields, industries or companies through research.

Our DBA candidates use academic literature and rigorous research to develop new marketing metrics that will help firms in different industries predict their sales growth; they develop family business succession plans in countries where no such things exist; they investigate international trade opportunities in education services so that universities in their country can grow; some test existing models in new contexts, others develop new concepts and theories.

Such exciting collaboration enables Staffordshire University to be incredibly close to businesses at the highest level and contribute to their strategic decision making. One such example is a project that has spun out of a DBA research initiated by the HR Director of DFS.  A team of high calibre researchers presented findings directly to the DFS team and the cooperation flourishes. Read this post and this article to learn more.

In May our DBA students presented their research at a DBA symposium organised by the Chartered Association of Business Schools and Aston University Business School, where they worked with their peers from other DBA programmes and discussed their research under supervision of experienced academics, researchers and doctoral supervisors. The event was preceded by the Postgraduate Research Conference at Staffordshire University, to which our DBA students made a valuable contribution. In fact, authors of the very best papers were selected by the conference organisation committee to chair a session, giving students an important experience valued highly in academia. Later this year, our DBA students contributed to a very successful and productive DBA symposium organised by Cranfield School of Management and the British Association of Management in October. DBA candidates met with DBA supervisors, programme directors, and DBA students and graduates from universities all over the UK and abroad. Liaising with them enabled students to set a benchmark against the market standard and gauge their own progress. Debates and discussions about their research helped our students to develop confidence in articulating their research to specialist and non-specialist audiences. This is a key skill DBA candidates need to develop in order to be able to disseminate their research to practitioners as well as academics. This will also help them tremendously when they eventually defend their thesis during a viva voce examination.

     

Networking however doesn’t only happen at symposia or conferences. During the BAM symposium residential week our DBA students enjoyed an evening playing bowling with their peers and the Programme Director (who broke her finger trying to lift the side bars for them!). This was a great opportunity for our DBA candidates to get to know colleagues from other cohorts, who are in different stages of their doctorate, whilst trying something new as most of them had never bowled before. It strengthened the cohesion between and within cohorts and facilitated better teamwork and peer support amongst the DBA candidates, who are from different parts of the world.

To find out more about Staffordshire DBA contact the Programme Director
Dr Jana Fiserova, visit our website or follow us on Twitter #staffsDBA

Do you need help with digital marketing?

The MSc in Digital Marketing Management is one of our new awards to meet the changing demands of industry. Marketing is going through a fundamental change with ever more marketing carried out online – a major consequence of this is the incredibly detailed data that is generated which leads to data driven policy.

The marketing industry is booming, examples from our partners include, I-Prospects in Stafford who take on over 100 graduates every year, Synectics Solutions in Newcastle under Lyme, Don’t Panic who organise many digital award nights and conferences or alumni who have set up businesses such as Jill Quick, Dan Knowles or Louise Holland

To get our Masters students ready for the industry we have two modules:

  1. ‘The Management of a Digital Marketing Project’ – this module will prepare a tri-partite agreement between the student, the academic staff and the organisation as to the focus of the project, existing benchmark measures, what is to be achieved and how to make the project sustainable (so that it can continue after the student leaves).
  2. The Work Based Digital Marketing Project – a credit work experience (450 hours) to deliver the project with the organisation concerned.

The project can be in any type of organisation e.g. private sector, public sector, charity or a university. It is desirable but not essential for the work project activity to take place at the premises, or it could be a mix with some days in the company and some work off site.

We have built in flexibility to the work-placement so it could be that you would like a portfolio of tasks to be completed rather than just one main project. Examples could be – creation of a digital marketing strategy, audit and re-launch of social media, budget and investment plan for marketing, devising and implementing a training plan for existing staff.

As the module is part of the course then paid remuneration is not required. However, we would expect travel expenses and any other identified costs of the project to be paid – these can be discussed and agreed before the placement starts.

So if you are interested get in touch with Prof Jon Fairburn jon.fairburn@staffs.ac.uk 01782 294094