scholarly journals What makes them snap? Gratifications of using Snapchat by Generation Z

2021 ◽  
Vol 26 (1) ◽  
pp. 1-23
Author(s):  
Kamble Aakash ◽  
Desai Supriya ◽  
Mehendale Smita
Keyword(s):  
Social Relationships ◽  
Group Discussion ◽  
Social Groups ◽  
Group Discussions ◽  
Technology Platform ◽  
Generation Z ◽  
Depth Interview ◽  
Behavioural Patterns ◽  
Social Media Platforms ◽  
Interview Methodology

This paper aims to understand the motivations and behavioural patterns of Snapchat use by Generation Z (Gen-Z) and their social relationships with friends and romantic companions. Focus group discussion and in-depth interview methodology were employed to conduct the research with 49 respondents participating in focused group discussions. The respondents reported Snapchat being adopted for connecting with friends as it provided them with secure and authentic experience over other social media platforms. The gratifications gained from the use of Snapchat by Gen Z users were identified emerging from the features and experience of using the technology platform. The results were supported for uses and gratifications as the respondents justified the ephemerality of Snapchat being useful, the gratifications gained from snapping with friends and social groups. Snapchat was seen as a useful medium for security, privacy and ephemerality it provided along with a medium for authentic communications with friends and romantic companions.

scholarly journals Rapport management in Thai and Japanese social talk during group discussions

Pragmatics ◽  
2010 ◽  
Vol 20 (3) ◽  
pp. 289-313 ◽  
Author(s):  
Ataya Aoki
Keyword(s):  
Common Ground ◽  
Group Discussion ◽  
Social Groups ◽  
The Self ◽  
Personal Relationships ◽  
Group Discussions ◽  
Two Cultures ◽  
Rapport Management ◽  
The Two Cultures ◽  
Task Oriented

According to Hofstede’s (2003) often quoted survey, Japanese and Thai cultures rank high on the collectivist scale and both cultures attach the greatest importance to group harmony. Accordingly, we should see similar characteristics in Japanese and Thai speakers during discussions within their respective social groups. However, this is not the case. This paper examines social talk during the task-oriented interaction of Japanese and Thai speakers. The analysis focuses on how the speakers of Japanese and Thai present themselves and construct rapport in casual group talk. Using the concept of consciousness deployed in ‘idea units’ (Chafe 1980, 1994) and some semantic considerations, I identify three major differences in rapport construction between Japanese and Thai speakers. First, Japanese participants prefer to build common ground through discussion of communal topics and through dealing with the comprehensiveness and the orderliness of the situation, whereas Thai participants incline toward Individual-oriented topics and independent styles of talk. Second, the Japanese show a preference for using softening devices and conventionalized expressions in group discussion while the Thais tend to use intensifiers and spontaneous expressions to indicate involvement and create a friendly and fun atmosphere. Third, the Japanese like to demonstrate the minimization of self and the relevancy between the self and the collective whereas the Thais value the capitalization of the self and the strengthening of personal relationships. Japanese and Thai communicative styles can be viewed as reflection of the different way the two cultures conceptualize the notion of rapport and the self. With regard to the component of rapport management (Spencer-Oatey 2000), the Japanese place more emphasis on the observation of sociality rights, while the Thais incline toward the management of face. This suggests that rapport construction in collectivist cultures may possess totally different characters.

scholarly journals THE POLEMIC OF CHARGING INTEREST (RIBA) AMOUNG CONVENTIONAL BANK EMPLOYEES

2021 ◽  
Vol 3 (1) ◽  
pp. 75-87
Author(s):  
Nanang Bagus Setiawan ◽  
Aries Kurniawan ◽  
Ilham ◽  
Beni Dwi Komara ◽  
Nuzulul Fatimah ◽  
...  
Keyword(s):  
Interest Rates ◽  
Nuclear Family ◽  
Extended Family ◽  
Group Discussion ◽  
Group Discussions ◽  
Depth Interview ◽  
Bank Employees ◽  
The Right ◽  
The Military ◽  
Conventional Bank

This study aims to determine the polemic experienced by a number of conventional bank employees, who know and realize that bank interest is usury or who still believe that bank interest is not usury, because they are only employees who work in banking companies and do not practice usury individually. per individual. From the two attitudes of banking employees in responding to the bank interest usury mentioned above, the study will focus on employees who have the attitude that bank interest is usury, while those who have the opposite attitude are clearly not going to take action to resign from their office. After focusing on anti-anti rip banking employees, it was found that them there were several obstacles to resigning, the first obstacle was internal, namely the lack of support from the family, both the nuclear family and the extended family, while the second obstacle was the repayment of employee loans that they enjoyed before knowing. and realize that bank interest is charging interest or usury (riba). Of the two obstacles or resign constraints will lead to further attitudes for a number of these employees. The attitude of a number of employees who have not received family support, some continue to return to work in a professional manner and some work just to abort their obligations or in other words work not seriously because they are not in accordance with their conscience. While the attitudes of a number of employees who are still in debt are more varied in attitude, some of them continue to work as usual while waiting for the right moment to pay off their debts, some are still working even though half-heartedly while trying to find a way out so that their debts can be paid off. and some of them are unanimously determined to leave office immediately or borrow a term in the military world, namely by deserting or leaving work by temporarily leaving the debt unpaid, even though they plan to pay it off at a later date. This study used a qualitative research method, namely the collection of in-depth interview data with former employees and active banking employees. Researchers also conducted focus group discussions / FGDs (Forum Group Discussion) among bank employees who were anti-microbial but still active and former bank employees who had resigned. As a result, there are five attitudes of banking employees in facing the resignation polemic due to bank interest rates in Indonesia. First, employees return to work professionally because they still get salaries from banking companies. Second, employees work only to abort obligations because they are not in accordance with their conscience. Third, employees who are still in debt continue to work professionally while looking for a way to pay off their debts. Fourth, employees who work half-heartedly while looking for ways to pay off loans. Fifth, if their resignation application by leaving debt and willing to pay off in installments is refused by the office, they prefer to leave the company unilaterally or go out of business.

scholarly journals Pemahaman tentang Riba dan Teknologi Finansial Penyebab Berkurangnya Pegawai Bank Konvensional

2020 ◽  
Vol 2 (3) ◽  
pp. 138-145
Author(s):  
Aries Kurniawan ◽  
Nanang Bagus Setiawan
Keyword(s):  
Group Discussion ◽  
Financial Statements ◽  
Physical Factors ◽  
Focus Group Discussions ◽  
Group Discussions ◽  
Financial Reports ◽  
Technological Advances ◽  
Depth Interview ◽  
Bank Employees ◽  
Conventional Bank

Abstract– This study aims to determine the reasons for the reduction in the number of conventional bank employees. Some data collected by researchers of several banks that experienced a decline were PT Bank Danamon Indonesia Tbk. Especially for bank employees only in 2017 the number of Danamon employees in 2017 reached 16,811 people this number decreased by 6,021 when compared to 2016 with a number of 22,832. This number shows a decrease of 4,391 people when compared to 2015 with a total of 27,223.The same thing was experienced by PT Bank Mandiri Tbk (Bank Mandiri). This red plate bank also experienced a decrease in the number of employees. Based on financial reports published annually, Bank Mandiri employees number 38,307 people, a decrease of 633 people compared to the 2016 period of 38,940. Likewise, BNI (Bank Negara Indonesia) which has 27,209 employees decreased by 975 compared to 2016 with 28,184 employees. Maybank also has fewer employees. In 2017, based on financial statements without audits the number of employees reached 6,727 people, a decrease of 181 compared to 2016 of 6,908. This number is down 513 people compared to the previous year with a total of 7,421 employees. This study uses qualitative research methods, namely in-depth interview data collection with former employees and active banking employees. The researcher also conducted focus group discussions / FGD (Forum Group Discussion) between active bank employees and former banking employees who had resigned.As a result, there are two main factors that cause the reduction in the number of conventional bank employees in Indonesia. First, physical factors, namely technological advances in the industrial era 4.0. The second psychological psychological factor, namely the increase in knowledge and confidence of bank employees on the prohibition of usury based on Islamic teachings. Abstrak- Penelitian ini bertujuan untuk mengetahui alasan berkurangnya jumlah karyawan bank konvensional. Beberapa data yang dihimpun peneliti beberapa bank yang mengalami penurunan adalah PT Bank Danamon Indonesia Tbk. Khusus untuk karyawan bank saja pada tahun 2017 jumlah karyawan Danamon tahun 2017 mencapai 16.811 orang jumlah ini menurun 6.021 saat dibandingkan tahun 2016 dengan jumlah 22.832. Jumlah ini menunjukkan turun 4.391 orang saat dibandingkan tahun 2015 dengan jumlah 27.223. Hal yang sama juga dialami oleh PT Bank Mandiri Tbk (Bank Mandiri). Bank plat merah ini juga mengalami penurunan jumlah pegawai. Berdasarkan laporan keuangan yang terbit setiap tahun, pegawai Bank Mandiri berjumlah 38.307 orang, menurun 633 orang dibandingkan periode 2016 yang berjumlah 38.940. Demikian juga untuk BNI (Bank Negara Indonesia) yang mempunyai karyawan 27.209 menurun 975 dibandingkan tahun 2016 dengan jumlah karyawan 28.184. Maybank juga berkurang pegawainya. Tahun 2017, berdasar laporan keuangan tanpa audit jumlah karyawan mencapai 6.727 orang mengalami penurunan 181 dibanding tahun 2016 sebanyak 6.908. Jumlah ini turun 513 orang dibanding tahun sebelumnya dengan jumlah 7.421 karyawan. Penelitian ini menggunakan metode penelitian kualitatif yaitu pengumpulan data wawancara mendalam dengan para mantan pegawai dan pegawai aktif perbankan. Peneliti juga melakukan diskusi kelompok terarah / FGD (Forum Group Discussion) diantara pegawai bank yang aktif dan mantan pegawai perbankan yang telah mengundurkan diri. Hasilnya, terdapat dua faktor utama yang menyebabkan berkurangnya jumlah karyawan bank konvensional di Indonesia. Pertama, faktor fisik yakni kemajuan teknologi pada era industri 4.0. Kedua faktor psikologis emosional, yakni meningkatnya pengetahuan dan keyakinan karyawan bank atas haramnya riba berdasarkan ajaran Islam.

scholarly journals Exploratory Study on Audience Perception of Information Credibility on Media Platforms in Ghana

2021 ◽  
Vol 1 (1) ◽  
pp. 16-27
Author(s):  
Acquaye P. ◽  
Ofosu-Boateng I.
Keyword(s):  
Exploratory Study ◽  
Group Discussion ◽  
Fake News ◽  
Group Discussions ◽  
Media Environment ◽  
Media Audiences ◽  
Media Messages ◽  
Social Media Platforms ◽  
The Media ◽  
Credible Information

Using a focus group discussion, this study sought to understand how media audiences perceive information in the media environment in Ghana. The study found out that the prevalence of fake news on social media platforms serves as a disincentive to consumers of media messages from giving attention to information from some media platforms. Legacy media, radio and television, for many of the participants, present credible information on its platform with the belief that rigorous scrutiny is done by the media organisation before information is shared with their audiences on air. Though participants in the group discussions are often dismissive of media information they have doubts about, they occasionally, not routinely, verify information from news portals they deem credible. Participants also rely on their intuition to assess the truthfulness or otherwise of a story.

scholarly journals Pemberdayaan Sampah Plastik di Desa Handil Terusan Menjadi Ecobric

2021 ◽  
Vol 5 (6) ◽  
pp. 1566-1572
Author(s):  
Miranti Rasyid ◽  
Alifa Sukma Al-Insyirah
Keyword(s):  
Focus Group ◽  
Community Service ◽  
Group Discussion ◽  
Plastic Waste ◽  
Service Program ◽  
Group Discussions ◽  
Face To Face ◽  
Interview Method ◽  
Depth Interview ◽  
Long Time

Permasalahan yang diangkat dalam Program Pengabdian kepada Masyarakat Kondisi Luar Biasa tahun 2020 adalah pemanfaatan sampah menjadi ecobrick yang bertujuan untuk mengembangkan potensi desa melalui pemanfaatan plastic yang dapat didaur ulang menjadi bahan kerajinan atau benda yang dapat bermanfaat untuk kehidupan sehari-hari. Program pengabdian kepada masyarakat ini menggunakan metode wawancara kepada pihak desa melalui pertemuan tatap muka. Langkah-langkah pelaksanaan program pengabdian masyarakat dengan melakukan depth interview, analisis hasil wawancara, melakukan focus group discussion, pengumpulan sampah plastik, perakitan ecobrick. Hasil dari program pengabdian masyarakat ialah Sampah plastik yang membutuhkan waktu lama untuk terurai dapat bermanfaat untuk menjadi benda bermanfaat bernilai ekonomis dan menjadi potensi desa.   The issue raised in the Extraordinary Conditions Community Service Program 2020 is the use of waste into ecobricks which aims to develop village potential through the use of plastic that can be recycled into craft materials or objects that can be useful for everyday life. This community service program uses the interview method to the village party through face-to-face meetings. The steps for implementing the community service program are conducting in-depth interviews, analyzing interview results, conducting focus group discussions, collecting plastic waste, assembling ecobricks. The result of the community service program is that plastic waste that takes a long time to decompose can be useful to become useful objects that are economically viable and become village potential.

Mapping Emoji Usage Among Youth

2021 ◽  
Vol 16 (1) ◽  
pp. 113-125
Author(s):  
Reena Shah ◽  
Ruchi Tewari
Keyword(s):  
Social Relationships ◽  
Group Discussion ◽  
Algorithm Analysis ◽  
Research Approach ◽  
Mediated Communication ◽  
Information Signal ◽  
The People ◽  
Systematic Inquiry ◽  
Social Media Platforms ◽  
And Gender

Emoji is now a popular inclusion in technology-mediated communication and a part of everyday expression of users. Yet, there is a dearth of scientifically designed research studies focussing on the human implications of the use of emojis. Limited systematic inquiry in this area is restricted to technical studies focussing on algorithm analysis of humongous quantitative data ignoring the people who are posting these emojis. Therefore, in the present study, an attempt is made to study the use of emojis from an individual’s behavioural perspective borrowing from the classic ‘contagion theory’ and the ‘information-signal theory’. A mixed research approach was adopted to study young university student’s emoji usage behaviour. Focus group discussion (FGD) was conducted on 11 participants with an average age of 22.5 years. The discussion was transcribed and thematic analysis was then conducted from which a survey instrument was developed which was administered to 250 university students. These survey data were then analysed using exploratory factor analysis. Results show that social media platforms, linguistic pattern, social relationships, emotional connect and level of formality and gender emerged as important factors that drive emoji usage. The findings of the study indicate the psychological implications and socio-behavioural impact of emoji usage which can be used for creating regulations and norms. What appears to be casual pictorial supplement of textual messages holds the power to be developed as a stand-alone language which could impact the usage of language-dependent communication.

The Mansaka Culture of Maragusan in Southern Philippines: From the Elders’ Lens

2013 ◽  
Vol 7 (1) ◽  
Author(s):  
HILDA V. ANGON-OPENA ◽  
GLORIA P. GEMPES
Keyword(s):  
Focus Group ◽  
Participant Observation ◽  
Group Discussion ◽  
Data Gathering ◽  
College Education ◽  
Ethnographic Study ◽  
Group Discussions ◽  
The People ◽  
Depth Interview ◽  
Field Notes

This ethnographic study portrays and documents the culture of the Mansaka tribe in Maragusan,a municipality of Davao Del Norte, Philippines. The term Mansaka stems from the place of origin, as a group of people living in the center of the forest. They are the first settlers of Maragusan. This qualitative study aims to document a narrative description of Mansaka culture as a ready reference for the people of Maragusan. This undertaking involved two focus group discussions (FGD) with seven participants each group and 14 key informants or a total of 28 Mansaka elders. We employed purposive sampling in determining the samples of the study. In Mansaka culture, the elders are the fundamental link in the continuity of the past to the future to complete the circle of life. Aside from focus group discussion and in-depth interview, we employed other data gathering techniques like participant observation and field notes. The findings revealed that the majority of the Mansakas have no college education, mostly farmers, and willing to die for the ownership of their land. The majority was converted to Christianity, but still holding on to their customs and traditions. These customs and traditions are authentically described in this study.Keywords: Ethnography, Mansaka, culture, elders, qualitative, Philippines

The Cooking Ape: An Interview with Richard Wrangham

2005 ◽  
Vol 5 (1) ◽  
pp. 29-37
Author(s):  
elisabeth townsend
Keyword(s):  
Social Relationships ◽  
Human Behavior ◽  
Homo Sapiens ◽  
Social Groups ◽  
Harvard University ◽  
Primate Research ◽  
Social Organizations ◽  
Cooked Food ◽  
New Research ◽  
The Brain

Humans: The Cooking Ape Perhaps the first to suggest that humans were cooking as early as 1.9 million years ago, Richard Wrangham shows through his new research and his imagination how and possibly when cooking changed humans dramatically. Wrangham, Harvard University primatologist and MacArthur Fellow, has been studying the evolution of human cooking. After 25 years of primate research at his site in Kibale, Uganda, Wrangham is best known for explaining the similarity and differences across species of primate social organizations. In Kibale, he has analyzed chimpanzees’ behavior: how it’s changed when they interact with the environment and how their social groups have evolved. In particular, he noticed how food changed their interactions with each other. Like that of chimps, human behavior has been affected by food, especially as they shifted from raw to cooked food. Moving from eating food as it was discovered to collecting edibles and cooking them altered our social relationships. Cooked food has changed Homo sapiens physically by making food more digestible thereby altering jaws, teeth, and guts, and providing more calories for more expensive organs such as the brain. Wrangham discusses when and how humans may have started using fire to cook food, what they cooked, and the transition from cooking in an outdoor fire to hearths and open ovens.

The Islamic Integrated Model for Drug Addict Treatment and Rehabilitation on Kratom Use Among Muslim Adolescents: A Case Study in Krabi Province, Thailand

2019 ◽  
Vol 10 (5) ◽  
pp. 479-487
Author(s):  
Sawpheeyah Nima ◽  
◽  
Yupa Somboon
Keyword(s):  
Group Discussion ◽  
Integrated Model ◽  
Drug Addict ◽  
Community Based ◽  
Program Leaders ◽  
Depth Interview ◽  
Religious Learning ◽  
Chief Officer ◽  
Islamic Faith

There are several medical drug addict treatment methods used by physicians and other health professionals worldwide. The community-based treatment and care for drug use and dependence have increased in popularity. However, little is known about whether or how Islamic spirituality model could be incorporated into formal treatment in the Muslim community. This study aimed to explore the Islamic integrated model for drug addict treatment and rehabilitation on Kratom use among Muslim adolescents in Krabi Province, Thailand. The focus group discussion and in-depth interview were carried out in chief officer, the staff of treatment service volunteers, program leaders, and families and friends of addicts during October 2017-December 2018. The results revealed that the implementation of integrated Islamic religious learning in the drug therapy session to grow the spiritual religiosity and lower relapse among Muslim youth who were previous kratom addicts. The Islamic faith-based treatment model could be declared the evidence of kratom recovery in community level.

Rancangan Sistem Pengukuran Kinerja Berbasis Human Resource Scorecard Pada Universitas Muhammadiyah Luwuk

2020 ◽  
Vol 10 (1) ◽  
pp. 63-71
Author(s):  
Nurhaeda Abbas ◽  
Anggraini Sukmawati ◽  
Muhammad Syamsun
Keyword(s):  
Performance Measurement ◽  
Human Resource ◽  
Performance Measurement System ◽  
Group Discussions ◽  
Strategic Objectives ◽  
Depth Interview ◽  
And Performance ◽  
The Right ◽  
Hierarchy Process ◽  
The Relationship

Today the performance measurement of Muhammadiyah Luwuk uUniversity’s performance has not formulated yet based on University’s vision and mission. It will affect the strategic steps needed and performance improvement efforts in the future.  Human resource scorecard is the right system to be applied in Muhammadiyah Luwuk University. The purpose of this study is to designed a performance measurement system at Muhammadiyah Luwuk University using the Human Resource Scorecard with four perspectives: stakeholder, academic management and kemuhammadiyaan, operational and innovation, as well as and learning. Data was analyzed by analytical hierarchy process method. This research was conducted by distributing questionnaires, focus group discussions and in-depth interview with stakeholders at Muhammadiyah Luwuk University. The results showed that there were 14 strategic objectives and 33 key performance indicators to be achieved by the priority objectives, which are: empowerment and development of faculty, increased administrative process quality, improved sound budget performance and, improvement of the relationship with stakeholders.

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