Ethos Pathos Logos video:

Using the Rhetorical Triangle and Rhetorical Appeals:

Are you a Department of Communication student who is in the PR area?

If so, you should apply for the Vickie York Fair Scholarship.

The application deadline has been extended. Here are links to the applications:

• Communication Scholarship Form: https://www.dropbox.com/s/hdtoor016mj1d5p/Comm%20Scholarship%20Form%20%282015-16%29.pdf?dl=0
• Vickie York Fair Scholarship Application: https://www.dropbox.com/s/xn9wm2nsua646py/Vickie%20York%20Fair%20Award%20application%202015.pdf?dl=0

Rising juniors, and seniors in the college were recently invited to apply for membership to the 2016-17 College of Arts and Sciences Undergraduate Advisory Board. The purpose of this board is to bring together a cadre of students that will support and inform the retention and achievement efforts of the college.

We encourage you to pass this opportunity along to any student that you think may be well suited for service on the board.  Our goal is to ensure that the advisory board represents the curricular diversity of the college.

More information about the application process can be found here on the Arts & Sciences Undergraduate Blog. Students interested in applying for the advisory board should submit all materials by 5:00 PM Sunday, May 1, 2016. A recommendation form from a faculty member in the applicant’s major is required and can be submitted online here.

Please contact Laura Castelli at 404-413-5120 or lcastelli@gsu.edu with any additional questions.

Thank you in advance to all of you for your help, and especially to those whom students will seek recommendations.

Social Media Ambassador: Paid Intern Position

June 1 – July 31

Average 20 hours per week

3 days a week- 2 days in office and one day on site

Preferably a communications or marketing major

Key Responsibilities:

Assistance in:

• Curating, posting, and managing social content
• Social Media Campaign Planning
• In-the-moment tweeting and posting at live events for a music venue client
• Social Media Photo Shoots for Restaurant Clients

Position Requirements:

• Creative, high energy, positive attitude, enjoys interacting with people
• Familiarity with Facebook, Twitter, and Instagram with an understanding and desire to engage on these platforms
• Must be tech savvy; comfortable with smartphones and technology
• Efficient problem solver with excellent written and verbal communication skills
• Understanding of what is culturally relevant on social media
• Discretion with client sensitive issues

*Graphic design knowledge is not required, but highly encouraged

Please submit resumes by May 6^th, 2016 by 4pm to renn@twinbearmanagement.com

Survey: https://youtu.be/U1MYM35qUr8

Survey to review in class: http://www.pewinternet.org/files/2016/02/PI_2016.02.11_Online-Dating_TOPLINE.pdf

Qualitative Content analysis: https://www.youtube.com/watch?v=Lur6ArVKXAI&feature=youtu.be

Quantitative Content Analysis: https://www.youtube.com/watch?v=p74NM1cWFV8

Poll: www.polleverywhere.com

Difference between poll and survey:
https://ropercenter.cornell.edu/public-perspective/ppscan/83/83006.pdf
Powerpoint: http://www.slideshare.net/ObsurveyOfficial/the-difference-between-polls-and-survey-questionnaires

James Bond Villians: https://youtu.be/HRIGW0H7FbI

Check out “Bond Villains Love to Laugh” by Phil Whitehead on Vimeo.

The video is available for your viewing pleasure at https://vimeo.com/143406996

Don’t mind me. I’m posting this for class:

http://guykawasaki.com/the-only-10-slides-you-need-in-your-pitch/

https://www.youtube.com/watch?v=3xn88qYx0OQ
https://www.youtube.com/watch?v=YKHg1wOsZx0

Siren Alerts: https://youtu.be/otuZlMa5Rmc?t=11m4s
Women’s Empowerment through Outdoor Adventure: https://youtu.be/otuZlMa5Rmc?t=13m10s
Jewelry: https://youtu.be/vdZOdqDKD_o?t=14m24s

American Express Open: https://www.youtube.com/watch?v=oZi0FPp_rOg
Elevator Pitch: https://www.youtube.com/watch?v=Y7uaMpo00IU

Samford University 

Department of Journalism and Mass Communication

Assistant/Associate Professor, Public Relations, Advertising or Multimedia Storytelling

Samford University’s Journalism and Mass Communication Department invites applications for a tenure-track assistant or associate professor in public relations, advertising or multimedia storytelling.

Samford University is the largest privately supported and fully accredited institution for higher learning in Alabama. Located in suburban Birmingham, the university was founded in 1841 and has more than 300 full-time faculty and more than 4,900 undergraduate and graduate students.

Qualifications: Ph.D. or ABD in mass communication or a related field required. Appointment will be at the assistant or associate professor rank. Two years of professional experience in public relations, advertising or multimedia storytelling is required. Candidates should be willing to support the university’s Christian mission.

Duties: The candidate should be able to teach skills courses in public relations and advertising or multimedia storytelling. Candidates must demonstrate the potential for excellence in classroom teaching, research/creativity productivity and service to the university.

Salary: The university offers competitive salaries with a generous benefits package. Salary is commensurate with credentials and experience.

Department: The JMC department has seven full-time faculty positions, a part-time adjunct, and 175 majors. It houses Samford’s sports-media minor and interdisciplinary film-production minor. The department features award-winning student media, a lecture series in cooperation with The Washington Post and a variety of study-abroad opportunities.

Screening of applications will begin March 21 and continue until the position is filled. The successful candidate will begin August 2016.

Send letter of application, curriculum vita with references, and evidence of teaching effectiveness to Dr. Bernie Ankney and Dr. Betsy Emmons, Search Committee Chairs, JMC Department, Samford University, 800 Lakeshore Drive, Birmingham, AL 35229. Telephone: (205) 726-2948; fax. (205) 726-2586. Email: rnankney@samford.edu andememmons@samford.edu.

Samford University is an Equal Opportunity Institution that complies with applicable law prohibiting discrimination in its educational and employment policies and does not unlawfully discriminate on the basis of race, color, sex, age, disability, veteran status, genetic information, or national or ethnic origin.

I’m too lazy to go to my D2L Brightspace page, so here are my notes / videos for class:

http://www.langerqual.com/QRCA-video/

http://www.eiu.edu/ihec/Krueger-FocusGroupInterviews.pdf

https://www.youtube.com/watch?v=ZLw0YXcseG0 — Derby Focus Groups

Strength/weakness of focus group: https://www.youtube.com/watch?v=XA2Eo1ggkjc
st ives https://www.youtube.com/watch?v=XrDg_29Id4M

v
https://www.youtube.com/watch?v=yug-OJnVXWg

Focus Group and Interview Presentation: https://docs.google.com/presentation/d/1VGiwLBtBlxsLPTfstq6shZTugeFg5WjTEWKHiIpUvdo/edit#slide=id.gd8b01f297_0_5

Pay no attention to this post, dear reader. (Hi, Mom!) These are videos I have to show in class and/or give to students.

Wrong: https://www.youtube.com/watch?v=U4UKwd0KExc
Right: https://www.youtube.com/watch?v=eNMTJTnrTQQ

Humans of NY: https://www.youtube.com/watch?v=KPxzlGPrM3A

asking good questions (TEDx); https://www.youtube.com/watch?v=PkcHstP6Ht0

How journalists can become better interviewers: http://www.poynter.org/2013/how-journalists-can-become-better-interviewers/205518/

Hashtags and activism report: http://www.cmsimpact.org/blmreport

I’m teaching PR Techniques this summer session: https://www.gosolar.gsu.edu/bprod/bwckschd.p_get_crse_unsec

T/R 01:50 pm-04:20 pm (hybrid class–I will hold online and offline sessions)

[This post previously appeared Feb. 22, 2016, on the PRSAY blog.]

One summer, I was a visiting professor at a well-respected, hip, and award-winning advertising agency in New York City. My rotation with executives and teams was great until the day I met her. The memory of the experience is faded and fuzzy, but her sharp tone, derisive comments about my university and training remain vividly sharp.

She was an older, white woman whose role was to craft client strategies. As I sat down to speak with her in her office decorated in sparse colors, art books with classical music in the background, she asked me questions about my work and research before hitting me with a stunning statement. “Oh,” she said after hearing the name of my university and where it was located. “I would never hire students from there. I find that liberal arts students from Harvard and Princeton are better critical and creative thinkers in this industry.” She proceeded to tell me why she valued students from ivy-covered, long-established universities over students from state schools (students like me and my students). I bit my tongue until I tasted the coppery taste of blood and could not wait until I could exit the office.

Every time I passed her office, she was holding court with her anointed heirs. Like all those who practice homosocial reproduction, they were all white, young white women who had degrees from universities with expensive price tags, ivy-covered brick walls, and Northeast addresses.

I always wonder how the woman I met in that NYC agency arrived at her decision. Why did she feel that way? Did she have proof that students from other universities were subpar? The questions pummeled my brain from that point on that clear, sunny day to today. Those questions popped up again when I watched this TED Talk on hiring. What struck me was my own implicit bias toward the striver or as the speaker states “the scrapper.” I will always root for the gritty, determined “scrapper” without the refined, perfect resume but has yards of perseverance, energy, creative hustle, and enthusiasm. I see myself in those students, many of whom do not look like me but they have the same drive.

I was just like the woman in that ad agency office. I had partiality and prejudice toward certain types of people. Yet, there was one spectacular difference between the two of us. I did not have the power to hire anyone into the industry. She did. She held the keys to the advertising kingdom, and she was a gatekeeper that could usher young graduates into those venerable walls that I only breached because I was a faculty member in a special program.

In the industry, we make a lot of noise around diversity at certain times of the year. This month—February and Black History Month—is one of those times. For all the squawking and chattering about identifying and retaining diverse candidates, there is very little talk about the cognitive biases that influence who gets into the candidate pool and who is able to get the job. Talk is easy. Talk is convenient. Talk is politically correct. Addressing the implicit biases and hidden preferences of hiring managers is difficult. Admitting that you have these biases is a charged conversation. As the University of Oregon’s HR website notes, we all have implicit biases.

Even more difficult is finding ways to lessen or rid organizations of those blinders. This Fast Company article outlines steps that can be taken to change unconscious bias in the workplace.

Admitting and correcting the implicit biases in hiring isn’t a feel-good, talky metric that wins applause and awards. It is a solid strategy that can correct some diversity issues within the industry. It will take hard work that will require digging into the research literature and consulting with people who work in this area. It will take effort beyond the diversity workshops. It will lead to uncomfortable conversations, refreshing silences, and difficult reflexive moments, and the rewards are not the quick wins that come with a diversity ad or a thought leader blog post. As someone once told me, “The tongue in your mouth has to align with the tongues in your shoes.” You have to walk your talk. Fixing the pipeline issues won’t happen without wrestling with the biases held by those who hold the doors of opportunity and talking about the experience.

Now isn’t the time for more trivial platitudes and banal chatter. Now is the time for action and movement.