Hello fellow Bapp students, I just realised I haven't shared the link to my module 2 critical reflection. Please find the link below;
https://docs.google.com/document/d/1gLnPXnM0mCV7MRwTtPeX2bhzn7i35FoO6jWCdZNQggg/edit?usp=sharing
Tuesday, 30 July 2013
Thursday, 16 May 2013
Task 6d, Delicious
Collating pieces of literature and articles on delicious has really assisted my research. Knowing all my information is in one place and can be accessed anywhere has been really beneficial to my research. My only wish is that I had discovered it earlier on in the course!
https://delicious.com/mimiwhitney1
Feel free to add me on Delicious!
https://delicious.com/mimiwhitney1
Feel free to add me on Delicious!
Task 6c, Literature Review 3
For my third literature review I decided to look at a more formally written piece from a perspective other than the performing industry. 'What's happening with well-being at work?' is a document produced by the CIPD (The Chartered Institute of Personnel and Development) as a review of their findings on well-being in the work place.
'What's happening with well being at work' was produced in May 2007 by Noreen Tehrani, Sally Humpage, Ben Willmott and Imogen Haslam of CIPD. It is a document that condenses previous research with six case studies. The document also contains a list of further reading. This is a well put together document from many perspectives, it has no biases as it is the work of four authors working for the benefit of others. The document aims to show how companies that have introduced an 'employee wellness scheme' have benefited.
The document examines well-being in the workplace from and employee and employer's perspective. It addresses issues such as reducing employee sickness, increasing productivity and engagement of staff and reducing staff turnover. The benefits of employee well-being are demonstrated on both sides, suggesting that happy/healthy workers are better workers and cost companies less money in the long run through staying in their jobs longer and taking less time off sick.
I believe this document is important to my research as employee well-being falls hand in hand with a healthy work/life balance. Enjoyment at work is as important to me and enjoyment outside of work. It would interest me to further my research into how many performing companies have introduces employee wellness programmes and how these programmes have benefited the companies and employees.
Sources
Original document;
http://www.cipd.co.uk/NR/rdonlyres/DCCE94D7-781A-485A-A702-6DAAB5EA7B27/0/whthapwbwrk.pdf
CIPD website;
http://www.cipd.co.uk/
'What's happening with well being at work' was produced in May 2007 by Noreen Tehrani, Sally Humpage, Ben Willmott and Imogen Haslam of CIPD. It is a document that condenses previous research with six case studies. The document also contains a list of further reading. This is a well put together document from many perspectives, it has no biases as it is the work of four authors working for the benefit of others. The document aims to show how companies that have introduced an 'employee wellness scheme' have benefited.
The document examines well-being in the workplace from and employee and employer's perspective. It addresses issues such as reducing employee sickness, increasing productivity and engagement of staff and reducing staff turnover. The benefits of employee well-being are demonstrated on both sides, suggesting that happy/healthy workers are better workers and cost companies less money in the long run through staying in their jobs longer and taking less time off sick.
I believe this document is important to my research as employee well-being falls hand in hand with a healthy work/life balance. Enjoyment at work is as important to me and enjoyment outside of work. It would interest me to further my research into how many performing companies have introduces employee wellness programmes and how these programmes have benefited the companies and employees.
Sources
Original document;
http://www.cipd.co.uk/NR/rdonlyres/DCCE94D7-781A-485A-A702-6DAAB5EA7B27/0/whthapwbwrk.pdf
CIPD website;
http://www.cipd.co.uk/
Task 6c, Literature Review 2
The second piece of literature I will review is, 'Noises off - The pro's and cons in the job of theatre'.
http://www.guardian.co.uk/stage/theatreblog/2010/aug/26/noises-off-theatre-love-money?INTCMP=SRCH
This article was again produced for 'The guardian' theatre blog. It is written by Chris Wilkinson, a freelance journalist and theatre director,
http://www.guardian.co.uk/stage/theatreblog/2010/aug/26/noises-off-theatre-love-money?INTCMP=SRCH
This article was again produced for 'The guardian' theatre blog. It is written by Chris Wilkinson, a freelance journalist and theatre director,
Tuesday, 14 May 2013
Task 6c, Literature Review 1
I have decided to go about creating my literature review with the help of the guidelines set out in Reader six. My main reason for this is to help develop my critical writing skills;
http://lgdata.s3-website-us-east-1.amazonaws.com/docs/566/501691/BAPP_Reader_6_2012-13.pdf
Source, BAPP (Arts) Reader 6 Tools Of Professional Inquiry (2012-13). School of Media and Performing Arts Institute for Work Based Learning, Middlesex University.
Who is the author?
Charlotte Vincent
What is their position and what is its significance?
Charlotte Vincent is Choreographer/director of Vincent Dance Theatre. She is writing from an insider researcher's point of view
What are their biases – political, personal?
Charlotte Vincent's bias would be personal, the article is written about women from a women's point of view. In her blog she states that she is a feminist practitioner which will also show some biases.
Where and when was the document produced and what are the implications of this historical perspective?
The document was produced Thursday 31 May 2012. I don't believe it has any particular historical implications as the issues written about are still as relevant and nothing legally or political has changed since then.
Why was the document produced?
This document was originally produced for creative choices, a website set up to assist those with a creative career.
http://www.creative-choices.co.uk/
How was the document produced?
The document was produced via the Guardian's Theatre blog. The relevance of blog literature is that it allows people to comment and share their views and opinions. Unfortunately blog comments have been closed on this piece.
In what context was the document produced, and is your analysis of the context similar or different to that of other relevant persons?
The document was produced to raise awareness about dancer's who become mothers. I have found similar posts in the various pages that suggest this is a common issue.
What are its underlying assumptions?
The underlying assumptions are that this issue is a cross industry issue.
What does the document say and not say and why is it presented in this manner?
This document only comments on one companies maternity policy, it would be interesting to discover what other companies policies are and how they relate.
How is the document presented?
The document is presented quite informally as a blog post.
How well supported and convincing is its argument?
Personally I believe the document raises some important issues which need to be addressed across the performing arts industry, however there is little reference to any other sources, situations or events and is mainly based on hypothetical ideas.
How does this document relate to previous ones?
Charlotte Vincent assisted with a post on 'The Stage News'. The document was published on Tuesday, October 27, 2009 and discusses similar issues. It is based on research by Dance UK and Dance Umbrella, which had a panel made up of Charlotte Vincent and Julia Carruthers, executive director of Akram Khan Company. The panel comment on the issues that they have come across in relation to dancers who become pregnant. This article is not written in very much depth, it's main issue is summoned up in the quote below, however there is no statement about how they wish to carry out their conclusion or where to find a detailed account of the report.
'In its conclusion, the report said companies should have written maternity and paternity policies in place and should set regular working hours with meal breaks and appropriate rest and recovery time for pregnant performers and new mothers.'
http://www.thestage.co.uk/news/2009/10/motherhood-clashes-with-top-jobs-in-dance/
Who is the intended (official) audience?
Readers/Subscribers of the Guardian Blog.
What is the ethical and/or value basis of the document?
This document demonstrates the issues that occur for dancers when they want to become mothers. The ethical basis are, what type of maternity policies are in place in the performing industry?
The link to my full literature review is below;
https://docs.google.com/document/d/19HFuHMXwilnXIgvapika7XAVj581EbSYKtPRijGPPNU/edit
http://lgdata.s3-website-us-east-1.amazonaws.com/docs/566/501691/BAPP_Reader_6_2012-13.pdf
Source, BAPP (Arts) Reader 6 Tools Of Professional Inquiry (2012-13). School of Media and Performing Arts Institute for Work Based Learning, Middlesex University.
Who is the author?
Charlotte Vincent
What is their position and what is its significance?
Charlotte Vincent is Choreographer/director of Vincent Dance Theatre. She is writing from an insider researcher's point of view
What are their biases – political, personal?
Charlotte Vincent's bias would be personal, the article is written about women from a women's point of view. In her blog she states that she is a feminist practitioner which will also show some biases.
Where and when was the document produced and what are the implications of this historical perspective?
The document was produced Thursday 31 May 2012. I don't believe it has any particular historical implications as the issues written about are still as relevant and nothing legally or political has changed since then.
Why was the document produced?
This document was originally produced for creative choices, a website set up to assist those with a creative career.
http://www.creative-choices.co.uk/
How was the document produced?
The document was produced via the Guardian's Theatre blog. The relevance of blog literature is that it allows people to comment and share their views and opinions. Unfortunately blog comments have been closed on this piece.
In what context was the document produced, and is your analysis of the context similar or different to that of other relevant persons?
The document was produced to raise awareness about dancer's who become mothers. I have found similar posts in the various pages that suggest this is a common issue.
What are its underlying assumptions?
The underlying assumptions are that this issue is a cross industry issue.
What does the document say and not say and why is it presented in this manner?
This document only comments on one companies maternity policy, it would be interesting to discover what other companies policies are and how they relate.
How is the document presented?
The document is presented quite informally as a blog post.
How well supported and convincing is its argument?
Personally I believe the document raises some important issues which need to be addressed across the performing arts industry, however there is little reference to any other sources, situations or events and is mainly based on hypothetical ideas.
How does this document relate to previous ones?
Charlotte Vincent assisted with a post on 'The Stage News'. The document was published on Tuesday, October 27, 2009 and discusses similar issues. It is based on research by Dance UK and Dance Umbrella, which had a panel made up of Charlotte Vincent and Julia Carruthers, executive director of Akram Khan Company. The panel comment on the issues that they have come across in relation to dancers who become pregnant. This article is not written in very much depth, it's main issue is summoned up in the quote below, however there is no statement about how they wish to carry out their conclusion or where to find a detailed account of the report.
'In its conclusion, the report said companies should have written maternity and paternity policies in place and should set regular working hours with meal breaks and appropriate rest and recovery time for pregnant performers and new mothers.'
http://www.thestage.co.uk/news/2009/10/motherhood-clashes-with-top-jobs-in-dance/
Who is the intended (official) audience?
Readers/Subscribers of the Guardian Blog.
What is the ethical and/or value basis of the document?
This document demonstrates the issues that occur for dancers when they want to become mothers. The ethical basis are, what type of maternity policies are in place in the performing industry?
The link to my full literature review is below;
https://docs.google.com/document/d/19HFuHMXwilnXIgvapika7XAVj581EbSYKtPRijGPPNU/edit
Friday, 3 May 2013
6b, Pilot Observations
I am currently unsure as to how observations would fit into my inquiry research. I raised this issue with my SIG and it was agreed that observation may not be a tool that suits my particular inquiry needs. It was suggested that I could look to literature such as autobiographies or write about situations I have experienced through my career. On this line of thought I contacted an ex colleague and asked if she would mind me writing about her experiences, which she agreed to;
During a previous contract and ex colleague and friend of mine fell pregnant. The pregnancy was unplanned and quite a shock for her and her husband. It also left her with uncertainty as to how she would be able to work as she could no longer continue her Dancer/Dance captain role. She had worked with the company for a number of years and they decided to offer her a position assisting the current production manager. My colleague took to this role well and it eased the pressure for her, and her husband, knowing she would have a wage and paid maternity leave.
I considered at the time that she was quite lucky to have to co operation of the company as she was a seasonal employee.
My colleague has never returned to a full time dance contract as now she needs more secure work. She has however continued to work freelance for various tribute acts that fit around her families needs.
Although this is just an experience that I can write about, it would be valuable for me to follow this up with an interview. Interviewing about a specific event I have witnessed would need to be carried out with sensitivity, however it would be a good way of engaging with my research.
During a previous contract and ex colleague and friend of mine fell pregnant. The pregnancy was unplanned and quite a shock for her and her husband. It also left her with uncertainty as to how she would be able to work as she could no longer continue her Dancer/Dance captain role. She had worked with the company for a number of years and they decided to offer her a position assisting the current production manager. My colleague took to this role well and it eased the pressure for her, and her husband, knowing she would have a wage and paid maternity leave.
I considered at the time that she was quite lucky to have to co operation of the company as she was a seasonal employee.
My colleague has never returned to a full time dance contract as now she needs more secure work. She has however continued to work freelance for various tribute acts that fit around her families needs.
Although this is just an experience that I can write about, it would be valuable for me to follow this up with an interview. Interviewing about a specific event I have witnessed would need to be carried out with sensitivity, however it would be a good way of engaging with my research.
6b, Pilot Focus Group
Focus Groups are a new research idea to me. Getting people discussing topics in a structured environment is a challenging task, however I believe that it will be an excellent research tool for my inquiry.
My pilot focus group took place in the green room at work. I thought mutual ground such as this would ensure my participants were relaxed and able to discuss the topic freely. However we were disturbed a few times so I think that next time I will use my living room to avoid interruptions.
I felt that it was important to trial the focus group on a small scale so I could build my confidence and address any issues before I commit to my research with a larger group. This was a helpful way to start, however I do feel that more participants will allow for more discussions. I was careful to choose people who would be willing to speak but also willing to listen to each other. The discussions took place with me suggesting questions and then my participants putting forward their points of view. I recorded the session on Dictaphone and wrote some notes so I was sure who was talking when I listened to the recording later. For my next focus group I am considering asking each participant to state their name as they speak, however my feeling initially is that it may stunt the conversational flow.
Ensuring my participants were aware of my research and what the results of the focus group will be used for was of upmost importance to me. I wanted to be sure that everyone knows why the research is taking place, what it will be used for and how the data collected will be managed. This is something I will definitely keep the same for my future focus groups.
Initially my participants were a little nervous but soon got started, some important outcomes of the focus group were;
The participants said they found that it was hard to find a suitable work/life balance in their current holiday park contract. Issues of living with, working with and socialising with colleagues were raised and also the location of the park. The focus group felt only having one day off a week was standard for the performing industry. They suggested that the company they work for could help them by putting them on later shifts the day after their day off so going home would be easier. Holiday pay was discussed and it was thought that as performers they are lucky that their company allows them paid holiday days.
They then discussed careers advice and feel that industry specific careers advice is required for performers, and that companies such as 'The Job Centre' are unable to give this. This was the same outcome as my pilot survey and interview, however my pilot focus group agreed with each other that they would like face to face, local careers advice rather than website based advice that some companies offer. Similarly to my interviewee the participants felt that talking to other performers was a good way of getting careers advice, but said in their current contract they would need to be careful as to who they spoke to.
When I asked the participants about their plans for the future they all agreed that it was something they hadn't given much thought too. None of the participants have any ISA savings or pension plans and similarly to my interviewee felt this issue was harder for their families to understand than for them personally. They also mentioned that they have concerns about their lack of non performance qualifications.
When we discussed future family plans the participants felt that they could only consider having a family after they have finished with their performing career. They felt they would have to give up their performing jobs prematurely to financially manage a family and house. The female participants felt that having children would be to big a toll on a body for women to continue performing.
Moving forward with my research I think that Focus groups will provide a lot of information. I feel that my initial research will be surveys to collect mass data, focus group to discuss the survey data and then progress onto interviews to hone in on the issues raised.
My pilot focus group took place in the green room at work. I thought mutual ground such as this would ensure my participants were relaxed and able to discuss the topic freely. However we were disturbed a few times so I think that next time I will use my living room to avoid interruptions.
I felt that it was important to trial the focus group on a small scale so I could build my confidence and address any issues before I commit to my research with a larger group. This was a helpful way to start, however I do feel that more participants will allow for more discussions. I was careful to choose people who would be willing to speak but also willing to listen to each other. The discussions took place with me suggesting questions and then my participants putting forward their points of view. I recorded the session on Dictaphone and wrote some notes so I was sure who was talking when I listened to the recording later. For my next focus group I am considering asking each participant to state their name as they speak, however my feeling initially is that it may stunt the conversational flow.
Ensuring my participants were aware of my research and what the results of the focus group will be used for was of upmost importance to me. I wanted to be sure that everyone knows why the research is taking place, what it will be used for and how the data collected will be managed. This is something I will definitely keep the same for my future focus groups.
Initially my participants were a little nervous but soon got started, some important outcomes of the focus group were;
The participants said they found that it was hard to find a suitable work/life balance in their current holiday park contract. Issues of living with, working with and socialising with colleagues were raised and also the location of the park. The focus group felt only having one day off a week was standard for the performing industry. They suggested that the company they work for could help them by putting them on later shifts the day after their day off so going home would be easier. Holiday pay was discussed and it was thought that as performers they are lucky that their company allows them paid holiday days.
They then discussed careers advice and feel that industry specific careers advice is required for performers, and that companies such as 'The Job Centre' are unable to give this. This was the same outcome as my pilot survey and interview, however my pilot focus group agreed with each other that they would like face to face, local careers advice rather than website based advice that some companies offer. Similarly to my interviewee the participants felt that talking to other performers was a good way of getting careers advice, but said in their current contract they would need to be careful as to who they spoke to.
When I asked the participants about their plans for the future they all agreed that it was something they hadn't given much thought too. None of the participants have any ISA savings or pension plans and similarly to my interviewee felt this issue was harder for their families to understand than for them personally. They also mentioned that they have concerns about their lack of non performance qualifications.
When we discussed future family plans the participants felt that they could only consider having a family after they have finished with their performing career. They felt they would have to give up their performing jobs prematurely to financially manage a family and house. The female participants felt that having children would be to big a toll on a body for women to continue performing.
Moving forward with my research I think that Focus groups will provide a lot of information. I feel that my initial research will be surveys to collect mass data, focus group to discuss the survey data and then progress onto interviews to hone in on the issues raised.
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