rtzyrainbow

[rtzyrainbow]

Name : The Washington Post Opinion : nearly 6 in 10 Americans who are working outside their homes were concerned that they could be exposed to the virus at work and infect other members of their household, Roughly 7 in 10 black and Hispanic workers said they were worried about getting a household member sick if they are exposed at work.Nearly 1 in 3 Americans — and over half of those with jobs — have continued to leave the house for work at least once a week as the virus has spread and states have issued stay-at-home orders, the poll found. More than one-third of people still going to work said they or a household member has a serious chronic illness, and 13 percent said they lack health insurance themselves. The MoSE for the entire sample (for a 95% confidence level) is 600 The MoSE for at least one subsample.( there seems to be no subsample taken How easy/difficult was it for you to find the necessary information to calculate the MoSE? Quite easy Did the news agency convey the degree of uncertainty associated with these estimates? NO Overall, what did you learn from this activity? Not all polls are accurate, we need discretion to analyze the data given to us

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MOSE - calculates error in survey

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The MoSE is a measure of precision that tells us just how close the estimate from a sample would be to the true value from the population.

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WHO sponsored the study, and who collected the data?

WHAT is the sample size?

WHEN was the data collected or observed?

WHERE is the data from?

HOW was the data collected?

WHY was the data collected?

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Where can I get information from?

If you decide not to collect the survey data for yourself, you can use existing sources of data. These are called secondary data because, in contrast to the primary data which you collect yourself, this dataset has been prepared by other people or organisations.

The first step is to find a good and a relevant source of data.

Official sources of data

National statistics offices

National statistical offices in each country are responsible for collecting a wide range of statistics on population, households, companies and local governments.

Official statistics for the UK are available at the Office for National Statistics. A wide range of open data related to government departments is available at data.gov.uk. The UK Department of Work and Pensions has its own dedicated Stat-Xplore portal.

These sites often aren’t the easiest to use, partly because there’s so much data available that the search functions aren’t able to keep up. However, if you’re willing to make the investment, and you know what you’re looking for, there’s an enormous wealth of data available.

Census data

Census data are also collected by national statistical offices. For the UK, you can read introductory information about the 2011 census and explore Census data via the Nomis webpage or use interactive resources.

Eurostat collects all national statistics and combines them into harmonised datasets (to make sure they are measured in the same way). They provide data for European countries and sub-national regions. Another advantage is that they work with the European Union and collect data that is important from a perspective of EU cohesion and development policy.

Resources of international bodies

The World Bank

The World Bank databank allows you to explore a large number of different features of different countries over periods you can specify. It has data on human development and poverty (such as World Development Indicators), economic policy (balance of payments, GDP, debts, international finances) and environmental changes (CO2 emissions or energy production).

You can either download data directly, or you can create reports from within the service itself. This facility has information on a huge number of different things over a very long period of time, although not all reports are available for all countries for every year. There are also high-quality tutorials that you can use to get more familiar with their tools.

The Organisation for Economic Co-operation and Development (OECD)

The Organisation for Economic Co-operation and Development (OECD) also provides information that covers different countries and different time periods on its data site, and you can interact with them at its stat sites. It’s not as exhaustive as the World Bank, as it mainly addresses data for countries that are members of the OECD rather than the whole world. However, because of this, a lot of the available data is extremely detailed and thorough, and can helpfully be compared over time. It gives access to demographic and societal data such as migration and population statistics, social protection and well-being, science and technology patents.

The United Nations

UN data gathers links to other databases and data provided by UN specialised agencies, such as:

The United Nations Development Programme (UNDP)

The United Nations Educational, Scientific and Cultural Organisation (UNESCO)

The United Nations Children’s Fund (UNICEF)

The United Nations World Tourism Organisation (UNWTO)

The Food and Agriculture Organisation (FAO)

International Labour Organisation (ILO)

The World Meteorological Organisation (WMO)

The numerous databases cover a wide range of themes including Agriculture, Crime, Education, Employment, Energy, Environment, Health, HIV/AIDS, Human Development, Industry, Information and Communication Technology, National Accounts, Population, Refugees, Tourism, Trade, as well as the Millennium Development Goals indicators.

New sources of data are gathered by UN Big Data Project inventory.

The International Monetary Fund (IMF)

If you’re interested in where the money goes, what is exported and imported, how the economy is doing in countries and how many ATMs there are per square km the International Monetary Fund (IMF) publish this type of financial data. It also has a nice data mapper where you can visualise your statistics.

Survey companies

Have you read any survey results in the media which look suspicious? You can check them out by going straight to the source. Survey companies publish reports on their surveys which contain a summary of the methods and a proper interpretation of the statistical data.

The major international survey companies are:

Ipsos Mori

Kantar TNS Global

Yougov (more UK-based than other)

Gallup (more US-based than other)

Pew Research Centre

Data archives

Data police

data.police.uk is a site that contains open data about crime and policing in England, Wales, and Northern Ireland. It’s not always the most user-friendly thing to use, but there’s a huge amount of data that can be wrangled if you’re comfortable with manipulating data in CSV format.

The UK Data Service

If you’re not sure which data source to use, you can check existing data archives and repositories. For example, the UK Data Service provides a single point of access to a wide range of data sources, including large-scale government-funded surveys, census data, major UK longitudinal surveys, multi-national aggregate databanks, business microdata and multimedia data sources.

New data repositories in the UK:

Administrative Research Data Network (ARDN) offers access to tax, security, educational attainment, court and health records.

Urban Big Data Centre (UBDC) collects geospatial, housing and transport data for cities.

Consumer Data Research Centre (CDRC) collects sales, reward cards and other market research data.

Online resources

Finally, there are lots of online sources and web pages which will allow you to do your own analysis of data without the need for specialist software.

For example:

Google Trends to get a feeling how your research problem is ‘trending’.

British Social Attitudes (BSA) Information System

You have to register to get access to more data and analyse them via webpage

The British Election Study (BES) ‘Data Playground’

European Social Survey Online Analysis

Centre for Comparative European Survey Data Information System where you can explore surveys results from major European surveys.

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Let’s imagine that you’ve been asked to conduct an online survey on mental health problems with an adult population living in your city/town/village. The people who’ve asked you to conduct the survey have devised a way that an invitation to take part will pop-up from the most visited web pages in your region (e.g. city council, media) and information about the survey will be published in local newspapers. You’ve been told that this should give a fairly representative sample for the region.

Which subgroups of the population are more likely to take part in the survey and which are more likely to be left outside the sample?

Only the people active in online media are likely to participate

Would the survey’s overall response rate be higher for people of certain attitudes and opinions?

Yes, People who have awareness about what mental health is are likely to take the survey, others may ignore it

What is the ‘internet coverage’ in your area and country? How would it work in comparison to other regions in your country? Internet Coverage is good in my area, other rural regions do not have proper network connection

Would you take part in the survey? If not, why? What could be done to increase the likelihood of your participation? Yes, I would take part in the survey, as the topic of the survey is one of my favorite areas of learning

Would you recommend using another survey mode, e.g. face-to-face interviewing of telephone interviewing? Why? Definitely No! People may not be comfortable  to answer about their personal conditions and there will not be enough space to reflect upon each questione and answer

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India census details I found thruogh this link https://censusindia.gov.in/Data_Products/Library/Indian_perceptive_link/Census_Terms_link/censusterms.html

It gave me a glimpse of what are the significant elements in the Indian Census. It gives importance to distinguish people as Urban or Rural, Caste, Religion, mother tongue, nationality, literacy , economic activity etc.

India as a country with many cultures, languages, religion and hierarchy based on Caste system/ Social status records all these details through Census

The question on 'Nationality' was asked in 1872 census and after that it appeared only in 1951 and 1961 Censuses. The major criterion of nationality was ethnic origin and not citizenship. In 1971 the question was dropped.

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American Census

https://www.census.gov/data-tools/demo/race/MREAD_1790_2010.html

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So whenever you see census data reported in the media, you should ask yourself, how did people come to be classified in such a way and what are the limitations of using these categories?

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Do the youngsters (age 17 to 27) in the 21st century  experience more mental health issues than that of the  youngsters in the previous generation of youngsters ( present age 45 to 55)?

The research question applies to 2 groups  - (age 17 to 27) Two groups compared are - (age 17 to 27) and ( present age 45 to 55) The research question comes from the attention mental health seems to get right now through media. So whether this problem existed before or is it a present challenge? if the issue was less in the previous generation, we can try to understand, why it has shoot up now!

[rtzyrainbow]

The most useful thought of the course

Cognitive fusion

Being caught in one’s agony so hard, that we are unable to look forward

Experiential avoidance

Avoiding experience of any trauma on our part and projecting on others and inculcating destructive behaviors

Solutions

Emotions are like balloon. Accept them, but don’t let them overwhelm you

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Yes, My clarity has improved in understanding that EI can improve individual, group and organisational performance by understanding the various techniques used to do so. Significant issue: Is to manage my personal emotion and channelize it effectively I have acquired tools to work on it.

My question that have not been answered is, Why many organisations have not yet  taken up EI interventions BY understanding more about the reluctance prevalent amidst organisation I have managed to contribute to your community of practice. The experience was reflective and quite useful.

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EI Intervention

Current scenario of the organisation

This is a private sector Bank in a third world country. It generates remarkable profit and is considered to be one of the top banks in the country. It has large number of employees. Interestingly, the HR wing in this office lacks leaders and workers with EI component and in turn the same issue exists all throughout the organisation. Though they yield good results, but the attrition rate is high because of the lack of EI amidst the leaders in general. So to reduce the attrition rate and bring more positive work environment in the HR wing, the new CEO has taken up EI intervention. He has hired EI experts from outside to work on this job with the HR team to increase EI component among the employees. The EI experts are expected to do EI intervention for the whole HR team and the HR team are to be trained as trainers to implement it in all the other departments in their organisation.

The EI Intervention Module

The EI experts plan to evolve the EI consortium’s 22 steps to establish EI intervention in the HR Wing to increase EI in the HR wing and also to train them to be able to develop one in their own organisation.

Preparation Phase

This phase has more abstract conversation, discussions, assessment and planning before moving on to the practical phase

Assessing the organisation needs

The EI expert team take their initial steps to identify the need prevalent in the organisation. So they develop various tools to assess the existing scenario. They conduct Bar on Model of EI test for the all the employees of the organisation, starting from the HR team. All the information of employees is filed for further assessment. A 360 degree feedback is obtained for the HR wing for further understanding and it is kept confidential. The EI requirement for the organisation and the HR team is assessed separately. The necessary measures required to improvise on the prevalent condition is also considered.

 Assess personal strength and limits

The EI experts formulate the capacity the institution has to work on various methods to increase EI. They review the strength and weakness of the organisation and the HR wing, as a team .The HR wing is also assessed individually for the prevalent strength and weaknesses through the assessments they have obtained and also through direct conversation with the HR top level employees. They also decide on the support the top management can provide to encourage EI development among the employee. Employee benefit and promotion can be revised with regard to EI component as well.

Provide feedback with care

Each employee in the HR wing is provided with a detailed feedback on where they stand and what is the expectation on them to improve on specific aspects etc. The employees must also be informed of the organisational benefits they would gain in developing their EI.

Maximise learner’s choice

Based on the requirement of each employee, ways to improve EI is suggested to them individually. Many courses or ways on educating the employees are recommended to individuals. Various group activities are proposed. Parallelly, the HR wing will be exposed to training their organisation to develop EI, when they themselves are being trained to develop their own EI.

Encourage Participation

The employees are made to work in groups with people who have similar areas to improve on. They are also given the details of co-workers who do well in the areas they struggle with. So they can contact them if they need. They are assigned with personal mentors from the EI team with whom they can share their progress and reach out for other discussions as well.

Link Personal Goals to Personal values

The EI mentors contact their mentees and have direct conversations with them on the opportunity they encounter on developing their EI. They can be given specific goals to achieve in the process. They can be informed of the Employee benefits that is offered by the organisation on achieving their goals and also some of the losses they would have, if due importance is not given. EI development is listed with their regular goals to achieve.

Adjust Expectation

Based on the conversation with both the top management and the HR employees, both the parties can be encouraged to set practical goals and discuss on various aspects to achieve their desired outcome in an agreed timeline.

Gauge Readiness

Communicate the predicted timeframe for all the activities and discuss with the employees for any requirements and needs to achieve desired outcome. Offer required support for the employees to prepare.

Training Phase

This phase set forth practical measures and decisions to commit the employees in adapting EI.

Foster relationship between Trainer and learner

The EI team sets out a plan on group activities that could create bond between the mentors- mentees and also within specified groups. Since the HR wing needs also to be trained for conducting EI later, on their own for their organisation. EI workshops can be held, where they are separated into their specified groups where they can have conversations to be trained and also to train. One on one conversation between the mentors and mentees can also be encouraged in some sessions.

Maximise self-directed measures

The employees can be encouraged to include self – directed measures like taking up extra courses and signing up for different activities that can foster development in EI. The employees can present their ideas for self –development to the organisation and the management can also commit to support them to work on specific skills.

Set clear goals

Each employee of the HR wing should submit their clear defined goals to achieve progress in EI development to the organisation and discuss with the management and mentors to finalise on the goals

Break goals into manageable steps

Once the goals are set the employees can go back and decide on the various steps they would do to achieve these goals. The EI expert team and the management would define the planned activities and support they would render to facilitate EI development. Each employee should consider both self- development opportunities which they can get help from the management and also participating in the activities administered by the management.

Maximise opportunity for practise

The EI expert teams after finalising with the top management will layout the plan for conducting workshops and group activities to develop EI. The employees would be given the details on activities and workshops they would necessarily require to participate and also optional activities they can choose to participate based on their needs. They  can incorporate their selection and requirements along with their planned self-practise methods and submit it to the top management.

   Provide frequent feedback on practise

When the employees undergo their various planned trainings. The will be provided with frequent feedbacks from their mentors on their progress to encourage and notify on areas to concentrate on.

Rely on experimental methods

The trainings would be monitored to check for measures that have yielded promising results and practices that have revealed fewer results. It will be analysed for improving quality training with reliance on the methods that yield great results in respective to this particular organisation. Those methods will be further used to promote training.

Enhance Insight

The top management and the employees who are undergoing various trainings to develop EI should be communicated for revealing the EI expert team’s assessment so afar on conducting the existing module and their highly fulfilling and least promising methods. Suggestions should be given on further improvement and successful methods that worked on the organisation.

Prevent relapse

The EI expert team should conduct analysis and communicate to encourage employees and the top management on regular basis in the timeframe planned to achieve the outcomes.

Transfer and Maintenance phase

This phase constitutes of transferring the knowledge gained and providing ways to maintain the momentum created in the organisation.

Encourage use of skills on the Job

The HR wing that has been trained in EI and so it can be asked to draft a proposal on how they would go about in continuing their EI development and also that of the organisation. They can be encouraged to use their various skills imbibed to cater to the need of the organisation.

Provide an organisational culture that supports learning

The trained HR wing should internalise EI development in recruitment, selection, training, performance appraisal etc. to imbibe EI in the work culture and should aim to promote platform that helps every employee to learn equip themselves in EI

Remove situational constraints

The HR wing should look for potential constraints that could occur based on their own experience with EI training and should design ways to avoid such constraints.

Evaluation phase

The Evaluation of EI impact on HR wing and the results are analyses initially and based on that the new work culture that is inclusive of EI development is formed.

Improved Performance

Various Impact of including EI in the work culture is evaluated to understand the alterations since implementation.

Evaluate

The overall growth of the organisation, since the implement of EI and further ways to improve on the existing practices in evaluated repeatedly to increase performance.

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The organisation I refer to  is built on strong values and principles that has EI imbibed in it. Most of the personnel  Exhibit EI traits on their job.I have also seen the negative impact of EI. People who posses good EI seem to use their asset to manipulate for personal gain.

If EI is used in recruiting personnel, it may help in maintaining quality candidates and reduce attrition.

yet, I wonder if there is a tool for tracking the negative impact of EI.

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The Bar on Model of EI test

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