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Presentation Scenarios
Learning and Memory
Scenario One
Your psychological consultancy has been approached by a manager who has just taken over a sales team as her first management role. A lot of the members of the team that she has inherited are much older than her and very stuck in their ways. They constantly complain about the manager’s new approach to sales, new processes and new systems. They also talk about the last manager in a very positive manner and describe positive memories of him – despite him having a terrible record in both treatment of staff and in sales performance. The team do not pick up the new systems being put in place at all and are very resistant to change
She has asked you to consider:
Why might the team mis-remember their previous manager?
How can she create more effective systems of learning?
What can she do to incentivise learning or punish non-compliance?
Any other suggestions you may have to improve learning and memory amongst her team.
Scenario Two
Your psychological consultancy has been approached by a university that is aiming to diversify into the executive education market. They are a well regarded, elite university with strong academic pedigree. They have just run a pilot programme with a small group of executives at an organisation using traditional methods of university/school learning in five straight days of lectures. Techniques they have used include reading academic articles as pre-work, then long ‘sage on a stage’ style lectures, where subject experts talk for two hours about certain subjects relating to leadership, strategy, and management, followed by a final exam at the end of the week to gain a certification. Executives performed well in the final exam, with most scoring fairly highly. After a month, however, the company was unhappy with the programme as they reported little to no changes in the behaviours of the executives, and in a follow up exam, the executives scored poorly and showed little retention of the content taught. The university have asked you to help them design a new, improved program based on psychological and neuroscientific principles of effective learning and memory.
They have asked you to consider:
Why might the previous approach to learning have resulted in good initial test scores, but little change in behaviour and poor follow up tests?
How they can apply principles of psychology and neuroscience to make the five days more engaging and drive real behaviour change and learning rather than just memory?
Creating an example five day learning programme.
Anything else that you think is relevant to improving learning and behaviour change.
Perception
Scenario One
Your psychological consultancy has been approached by an organisation who has just acquired a smaller business. The company you have acquired has come with a relatively disengaged and apathetic workforce. This disengagement and apathy stems from a perception of the workforce that your organisation cares more about profit than people and that their employees are disposable. The lack of engagement and apathy of the workforce is severely affecting the acquired business’ performance. This organisation needs your consultancy’s help to change this perception, as the truth is that this organisation invests in their staff and believes that people make the organisation. This perception may have come from how the previous management treated their staff.
They have asked you to consider:
How should they word corporate communication concerning the merger of these organisations and other communications?
What might have caused this perception?
What initiatives can they put in place to change this perception?
Any other suggestions you may have to alter the perception and improve the performance of the workforce.
Scenario Two
Your psychological consultancy has been approached by a failing Italian restaurant in London. They use fresh, local produce for their food, and in blind taste tests have received good reviews, but when customers eat in the restaurant they do not like the food. Their decor is old and unappealing, with ugly wallpaper, cheap cutlery, odd smells, and worn-out carpets. The staff are underpaid and uninterested, and customers pick up on this. Despite the food actually being quite good, all of these factors have led to the restaurant being perceived negatively and has a bad reputation amongst local customers. They have asked you to help change the perception of the restaurant amongst their customers using psychological and neuroscientific techniques, as well as understand why they have had a poor reputation.
They have asked you to consider:
Why has their restaurant received a poor reputation from customers despite their food being quite good?
Creating a new restaurant decor that is more appealing to customers.
How can they improve their reputation amongst customers?
Any other suggestions you think might be relevant to improving the perception of the restaurant.
Attention
Your psychological consultancy has been approached by a small insurance company specialising in life insurance. Recently, they have decided that they would like to target potential customers in the 20-35 age range and have launched a specific, customised product for customers in this age range. Unfortunately, their marketing campaign has had very little success. The sales team report that when they actual manage to speak to potential customers, they have very positive results due to the excellent product but the current marketing campaign (including traditional insurance-style TV and radio adverts) is struggling to capture the attention of their desired market. They need to capture the attention of their market better and have come to your consultancy to help them to do just that.
They have asked you to consider:
Where should they be placing their adverts and how should they be designing and wording them?
Why might the approach they are taking currently (with similar adverts to the ones they use for their marketing to older customers) not be working?
Creating an example ad.
Any other suggestions you may have to improve the attention paid by their potential customers to their marketing.
_________________________________________________________________________
Weighting  (% of final grade): 30%
Assignment Type Group work and presentations
Learning Outcome(s) Assessed: CLO 1, 2, 3
Description of Assignment: Students will be assigned into working groups and act as consultants to a business. This scenario will require a decision to be made and students will have to make this decision as a group and consider the taught theory when making their decision about how to approach the scenario. Presentations will last a maximum of 10 minutes. 
Grading Criteria / Rubric (What constitutes a good assignment?):
A full rubric is found in the appendices of this syllabus, and assessments will be judged on:
Professionalism of presentation
Clear justification of decision and critical assessment of scenario
Component
Very High Quality
Good
Adequate (Pass)
Inadequate
Fail
A
B
C
D
F
CRITERIA
90% +
80-89%
70-79%
60-69%
0-59%
Ave Score
95
85
75
65
30
Application and recommendation
30pts
Recommendation made is excellently articulated. Links between theories, specific elements of the scenario and the subsequent recommendation are critically and excellently described. Positives and negatives are excellently  balanced with justification of the recommendation also articulated..
Recommendation made is clearly articulated. Links between theories, specific elements of the scenario and the subsequent recommendation are excellently described. Positives and negatives are balanced with justification of the recommendation also articulated.
Recommendation made is articulated. Links between theories, specific elements of the scenario and the subsequent recommendation are made. Justification of the recommendation is also articulated
Recommendation is poorly articulated. Links between scenario, recommendation and specific elements are tenous or incomplete. Little to no justification of the the recommendation.
Insufficient or no work.
Critical thinking
20pts
Analysis of issues is excellent, thoroughly thought through and nuanced with excellent reference to theory. Analysis of potential solutions is balanced and insightful.
Analysis of issues is good, well thought through but lacking some nuance with good reference to theory. Analysis of potential solutions is balanced.
Analysis of issues is adequate, displaying some signs of critical thinking but lacking any nuance but references to theory. Analysis of potential solutions focuses heavily on either positive or negative impact.
Analysis of issues is inadequate, displaying no signs of critical thinking or nuance. No reference to theory. Analysis of potential solutions ignores either positive or negative impact.
Insufficient or no work.
Group work
20pts
Teamwork was clearly displayed and strong and all members contributed excellently. Transitions were seamless among the team.
Evidence of teamwork was shown, preparation and skill were demonstrated. Transitions were smooth.
Teamwork was not consistent with one or two members displaying minimal contributions.  Some transitions worked well, others did not.
Teamwork, if displayed, appeared disjointed. One or two members of the team carried out the majority of the work. Transitions and preparation was poor.
Insufficient or no work.
Presentation skills
30pts
Presentation is organized and well sequenced with smooth transitions. It previews, covers and develops main points. Highly professional execution of the presentation on every level.
Presentation is organized, slides are well sequenced and most transitions happen easily. It previews and covers main points. Professional execution of the entire presentation.
Presentation inconsistent, with some parts well organized but others being rather disjointed.
Average execution of the entire presentation.
Presentation is not well organized and the slide sequence does not help strengthen the argument.
One or more presenters lacked confidence or clarity.
Insufficient or no work.

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