#DILO – A day in the life of an RKC master’s student – June H

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As a former Education advisor, if I had to pick one of the most frequently asked questions by prospective students, it would be “How many hours do I need to study?”  

The vast majority (if not all) of our students are working and leading hectic professional lives. Some are motivated and have already decided to undertake a master’s, while others contemplate the unknowns of an online programme. In my experience, two things affect their decision the most.   

First – finances, and second, being able to strike the perfect work, study, and life balance. While I cannot completely help you with the finances (partially yes – check out the discount offers currently being offered on our online MBA, MSc, and LL.M programmes), I thought what I could do to help was to bring some facts to light about the other unknowns – what does a typical day in the life of an online master’s student look like?  

Today, we’re looking at June’s typical study days. June, an RKC & University of Cumbria’s graduate, offered us these answers:  

An Introduction  

Which programme did you choose and why?  

I chose MBA programme as it matched my work experience and that is what I wanted to do after graduation.

The Study Plan   

How did you plan to study each module, and what was the reality? How many hours did/do you have to put in each day/or in a week?  

Each Monday morning I would check the requirements for the modules I was registered into. I would then plan my week accordingly. I put in about 20 hours a week for each module, plus some extra time when completing the assignments, mid-term or final. Each week I tried to respond on the discussion board by Wednesday and then would respond to others on the discussion in the latter part of the week. Of course, sometimes life gets in the way, and I would have to put in more time one week, to make up for the time I missed due to other obligations.

What part of the day did/do you find most suitable to study? (e.g. early mornings, lunch break, evenings, weekends?)  

I work best in the morning, so this is my preferred time when possible. To study in the evening I would often go to the local library for a quieter atmosphere that at home.

To study in the evening June would often go to the local library for a quieter atmosphere that at home.

How much time did you devote for each assignment?  

Probably more than I should have! It depended on the amount of research that was needed for each assignment. On an average about 20 – 30 hours for mid-terms and 40 – 60 hours for finals, with the exception of the residency with the final assignment after returning – I’m guessing I spent closer to 120 hours on that final assignment.

Travelling and Communication  

Did you travel for work? How did travelling impact your ability to study?  

Studying would become difficult due to disparate bandwidth availability. Having said that, it was often an opportunity on the plane or between flights to study during quiet times.

How were you able to interact with peers and/or professors given the time differences?  

The five hour time difference between Ontario Canada and Switzerland was bit of a problem, especially trying to get assignments in on time.

A typical day as a master’s student  

What does a typical day as an Online Masters’ student look like for you?  

Since I work best in the morning, I would get my coffee and start by checking the discussion boards and making note of what I needed to give a response for. I mapped out my reading for the week, and so would spend my allotted time doing the reading and listening to webcasts. By Wednesday each week, I would put my contribution to the discussion board.

Any advice?  

Any advice you have for students to better plan their studies.  

Make a schedule early on to get the mid-term and final assignments completed.

Create files on your computer to keep your modules, assignments, and research organised so that when you are completing your assignments you can easily find your materials. I noticed that many students did not participate in the discussion boards, and I think they missed a valuable part of the learning. And potentially we missed out on their experience and perspective that they may have shared with the rest of the class.

 

June advises to create files on your computer to keep the modules, assignments, and research organised

All right, so this was a sneak peek of a typical day in  life as a master’s student. I hope you find it insightful and informative and that it gives you an idea of what to expect when you enrol for our master’s programmes. Watch this space as we have many more interesting insights coming up! 

Six tips for dealing with academic failures

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Failure is a part of life, and there is no way around it – everybody will fail. As long as you learn from your failures, failures can be good. Unfortunately, not everyone can get over failures.

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In my youth, I would have fallen under the category of not dealing with failures well. In high school, I remember being terrified about exams and assignments. I remember breaking out into a cold sweat before exams, and if I failed, the anxiety and shame of “what would happen next” would almost cripple me. I did not deal with it well. I just stopped caring about exams, results or assignments. As a result, I did not perform well for a while and fulfilled what I had feared would happen.

With age and hindsight comes wisdom (I hope). For me, wisdom came from one of my professors. He was counselling a classmate who was handling failure poorly. He asked this student first not to panic and think – what is the worst thing that could happen to me of this failure? This question profoundly affected me, and to this day, every time something goes wrong, I ask myself – what is the worst thing that could happen? At least until now, the answer has been “nothing I can’t handle”.

How you deal with failure is important, and the following are six simple tips that have worked for me.

1. Calm down and think. Now, you might think that is easier said than done – I JUST FAILED IN MY EXAM?ASSIGNMENT! This is where my old professor’s advice works for me. So, ask yourself – what is the worst that could happen, and can I deal with it? More often than not, the answer will be YES. Things are now always as bad as you imagined.

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2. Analyse the failure. Why did you fail? What did you do wrong? What did you do right? What can you do to change? What can you keep on and improve on?

3. Understand the process. Figure out what happens next. This is usually easily accessible information available to students and can be found in the student handbook or the college website. Ask your professors or student support team if you need help or more information. Find out the deadlines if you need to resit, reapply or resubmit.

4. Speak with your professor. Don’t be scared of your professors. They are teachers and are there to help. If it is an assignment, ask them where you lost marks and how you could improve to meet expectations. If you lost grades because you did not understand something or misunderstood the subject, ask for guidance and clarification.

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5. Prioritised study. I have written many times about the importance of scheduling. And after a failure, you have the opportunity to finetune your schedule to focus on your weaknesses. Schedule more time to improve the areas you are weak, or you could go the other way and focus on strengthening your strengths. Prioritise and schedule when, how and what you are focused on learning.

6. Support. People find strength in many places and people. It is not only important for your support system to rejoice with you in your success. My support system (your parents, spouse, children, friends, teachers, peers, etc.) provides me strength when I fail in the form of advice, help, or just being a shoulder to cry on. When they help me overcome my failure, they share in my success, which makes them happy and improves relationships. I know this is how I feel when the roles are reversed.

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I hope these simple tips help you overcome any academic failure you might face.

If you are looking to join a 100% online master’s degree programme, then consider joining our globally recognised master’s degree programmes. Look at our list of programmes and see if we have anything you are interested in doing.

You can also chat LIVE on WhatsApp with one of our Education Advisors for more information on the programme right for you, the application process, and details on discounts we might offer.

Unlocking corporate success: Understanding the employee value proposition

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In today’s competitive job market, attracting and retaining top talent has become more challenging. Companies increasingly realise the importance of developing a strong Employee Value Proposition (EVP) to differentiate themselves and create an engaging and fulfilling work environment. In this blog post, we will delve into the concept of the Employee Value Proposition, explore its significance, and discuss how it can contribute to organisational success.

Defining Employee Value Proposition

The Employee Value Proposition (EVP) is the unique set of offerings and benefits an organisation provides its employees in exchange for their skills, capabilities, and commitment. It represents the value employees receive beyond their salaries, such as career development opportunities, work-life balance, company culture, rewards and recognition, and the overall employee experience.

In a highly competitive job market, a compelling EVP can be a powerful tool for attracting and recruiting high-quality candidates. Photo credit: Canva.com

Importance of EVP

A strong Employee Value Proposition (EVP) can have several positive effects for both employees and the organisation as a whole

  1. Attracting Top Talent: In a highly competitive job market, a compelling EVP can be a powerful tool for attracting and recruiting high-quality candidates. It communicates to potential employees why they should choose your organisation over others, emphasising its unique advantages and opportunities.
  2. Increase Employee Engagement: An effective EVP can significantly enhance employee engagement. Engaged employees are more productive, innovative, and dedicated to achieving the organisation’s goals. When employees feel their needs and aspirations are met, they are more likely to be committed, motivated, and enthusiastic about their work.
  3. Improve Retention Rates: A robust EVP can increase employee retention rates. A positive EVP can create a sense of loyalty and commitment among employees, reducing turnover and the costs associated with recruitment and onboarding. Employees who feel valued and fulfilled in their roles are less likely to seek opportunities elsewhere.
  4. Enhance Employer Brand: A strong EVP builds a positive employer brand. It establishes a reputation as an organisation that values its employees, invests in their development, and provides a supportive and fulfilling work environment. A positive employer brand attracts top talent, enhances the organisation’s image, and can lead to increased customer loyalty and positive brand perception.
  5. Boost Productivity and Performance: Employees who feel valued and supported are likelier to go the extra mile and perform at their best. A strong EVP creates a sense of purpose and satisfaction in their work, leading to increased productivity and higher-quality output. Engaged and motivated employees are also more likely to seek opportunities for growth and improvement, driving overall performance levels within the organisation.
  6. Support Organisational Goals: An EVP aligned with the organisation’s mission, values, and strategic objectives can drive employee behaviours that support those goals. When employees feel a strong connection between their work and the organisation’s purpose, they are more likely to work towards achieving its vision and contributing to its success.
  7. Foster Innovation and Creativity: A positive EVP encourages an environment that fosters innovation and creativity. Employees who feel supported and empowered are likelier to contribute new ideas, take calculated risks, and challenge the status quo. A strong EVP creates a culture that values and rewards innovation, leading to increased competitiveness and adaptability in the marketplace.
  8. Enhance Employee Well-being and Satisfaction: A robust EVP addresses the holistic well-being of employees, including their physical, mental, and emotional health. Organisations can enhance employee satisfaction and overall well-being by offering benefits, resources, and support programs that promote work-life balance, employee wellness, and a positive work environment.
  9. Competitive Advantage: A well-crafted EVP can give your organisation a competitive edge by differentiating it from competitors. It helps create a distinct employer brand and establishes your organisation as an employer of choice.
A strong EVP creates a sense of purpose and satisfaction in their work, leading to increased productivity and higher-quality output. Photo credit: Canva.com

Components of a Strong EVP

To enhance the Employee Value Proposition (EVP) and provide a compelling offering to employees, organisations can consider implementing the following elements:

  1. Competitive Compensation: Offer fair and competitive salaries that align with industry standards and reflect the value employees bring to the organisation. Additionally, consider performance-based bonuses, profit-sharing, or stock options to incentivise and reward outstanding contributions.
  2. Comprehensive Benefits: Provide a comprehensive benefits package that includes health insurance, retirement plans, and other perks like wellness programs, gym memberships, or flexible spending accounts. Tailor the benefits to meet the diverse needs of your employees.
  3. Career Development Opportunities: Invest in employee growth and development by offering training programs, mentorship opportunities, and career advancement paths. Provide resources for continuous learning, certifications, and skill-building to empower employees to reach their full potential.
  4. Work-Life Balance: Promote work-life balance by offering flexible work arrangements, such as remote work options, flexible schedules, or compressed workweeks. Encourage employees to take vacation time and provide policies that support parental leave, caregiving support, and personal time off.
  5. Positive Company Culture: Foster a positive and inclusive company culture that values diversity, collaboration, and respect. Create opportunities for social engagement, team-building activities, and employee resource groups. Encourage open communication and transparency throughout the organisation.
  6. Recognition and Rewards: Implement a robust recognition program that acknowledges and rewards outstanding employee performance and achievements. Celebrate milestones and successes publicly to boost morale and motivation. Provide regular feedback and constructive evaluations to help employees grow and improve.
  7. Meaningful Work: Ensure employees find their work meaningful and aligned with their passions and skills. Offer autonomy and empower employees to take ownership of their work. Provide opportunities for employees to work on challenging projects, contribute to the company’s mission, and make a real impact.
  8. Supportive Leadership: Develop strong leadership that is accessible, supportive, and encourages employee growth and development. Create opportunities for regular check-ins, mentorship, and feedback sessions to foster a positive relationship between managers and employees.
  9. Work Environment and Facilities: Provide a comfortable and well-equipped work environment that supports productivity and well-being. Consider providing amenities like on-site cafeterias, fitness centers, or relaxation areas. Offer modern office spaces, ergonomic furniture, and state-of-the-art technology.
  10. Employee Engagement Programs: Develop employee engagement initiatives, such as employee recognition programs, team-building events, volunteering opportunities, or employee resource groups. Encourage cross-functional collaboration and create a sense of community within the organisation.
Provide regular feedback and constructive evaluations to help employees grow and improve. Photo credit: Canva.com

Building an Effective EVP

  1. Understand Your Target Audience: Conduct research to understand your target talent pool’s needs, expectations, and aspirations. Tailor your EVP to address their specific desires and motivations.
  2. Assess and Align Internal Practices: Evaluate your current practices, policies, and company culture to identify improvement areas. Ensure your EVP aligns with your organisation’s mission, values, and strategic goals.
  3. Communicate Consistently: Develop clear and compelling messaging to communicate your EVP to current and potential employees. Leverage multiple channels, such as your company website, social media, and recruitment campaigns, to consistently promote and reinforce your EVP.
  4. Measure and Evolve: Regularly evaluate the effectiveness of your EVP through surveys, feedback mechanisms, and employee retention metrics. Adapt and refine your EVP based on the feedback to ensure its continued relevance and impact.
An effective Employee Value Proposition (EVP) is a powerful tool to help organisations create a compelling employer brand. Photo credit: Unsplash.com

In today’s talent-driven landscape, organisations must go beyond offering competitive salaries to attract and retain top talent. An effective Employee Value Proposition (EVP) is a powerful tool to help organisations create a compelling employer brand and enhance employee satisfaction and engagement. It is essential to tailor the EVP to meet your employees’ specific needs and aspirations. Regularly seek feedback, conduct surveys, and engage in open dialogue to understand what matters most to them and continuously refine your offerings. By providing a compelling EVP, organisations can attract and retain top talent, enhance employee satisfaction, and drive overall success.