# Ready-to-Use Prompt Library ## How to Use This Appendix This is your copy-paste resource. Each prompt in this library has been designed for business education and is ready to use immediately. Simply: 1. **Find the prompt that matches your need** (browse Section 1-5 or go to the Cross-Discipline Adaptations section at the end) 2. **Choose the discipline-specific version** or adapt the HR example to your field 3. **Copy the entire prompt** 4. **customise the bracketed sections [like this] with your specific content** 5. **Paste into ChatGPT, Claude, or your preferred AI tool** The prompts are organised by purpose: - **Section 1:** Content Generation (for creating teaching materials) - **Section 2:** Conversation Simulations (for role-play scenarios) - **Section 3:** Assessment and Critique (for providing feedback) - **Section 4:** Student Self-Assessment (for students to use directly) - **Section 5:** Ethical Analysis (for exploring AI issues in your discipline) - **Section 6:** Research and Postgraduate Prompts (for research support) - **Cross-Discipline Adaptations:** Complete examples adapted for Marketing, Accounting, Business Analytics, Tourism & Hospitality, Information Systems, and Management --- ## Meta-Framework: Using CRAFT to customise or Create Your Own Prompts The prompts in this library are ready to use. But the real power comes from **customising them using the CRAFT framework** (from Chapter 2). If you want to: - Adapt a prompt for your specific context - Create a variation for your discipline - Build a completely new prompt - Make a prompt work exactly the way you need ...use CRAFT to structure your thinking: ### Quick CRAFT Reminder | C | **Context** | "This is for my second-year unit on..." | | R | **Role** | "You are an experienced [professional]..." | | A | **Action** | "Create/Analyse/Generate..." | | F | **Format** | "500 words with 4 discussion questions..." | | T | **Tone/Target** | "Professional and suitable for..." | ### How to Use CRAFT with These Prompts **Example 1: customising an Existing Prompt** The Case Study Generator (Section 1.1) shows an HR version. To adapt it for your discipline using CRAFT: ``` ORIGINAL (HR): "You are an expert lecturer in Human Resource Management... Create a realistic case study scenario for my [undergraduate] students that focuses on [performance management]..." YOUR VERSION (Supply Chain, using CRAFT): C: This is for my second-year supply chain unit where students have studied risk management and vendor relationships R: You are an experienced supply chain manager A: Create a realistic case study scenario focusing on supplier disruption F: 400-500 words, Australian context, 3-4 discussion questions T: Appropriate for students new to supply chain complexity Updated prompt: "You are an experienced supply chain manager at a major Australian manufacturer. Create a realistic case study scenario for my undergraduate students focusing on [supplier disruption during supply chain crisis]. Requirements: - The scenario should be 400-500 words - Set in an Australian manufacturing context - Include enough ambiguity that students must analyse competing priorities (cost vs. reliability vs. sustainability) - Incorporate at least two supply chain management principles: [e.g., just-in-time inventory, vendor diversification, risk mitigation] - End with 3-4 discussion questions requiring critical thinking about supply chain strategy and resilience The case should be challenging but appropriate for students who have covered [list topics: e.g., demand forecasting, supplier relationship management, supply chain risk assessment]. Begin." ``` Notice: The structure is identical, but every element is adapted to your discipline using CRAFT. **Example 2: Creating a New Prompt** You want a prompt that doesn't exist in this library. Use CRAFT: ``` What I need: "A prompt that helps students analyse a real supply chain problem" CRAFT structure: C: This is for my applied supply chain unit where students work with real companies on live projects R: You are a supply chain consultant advising on optimisation A: Analyse this supply chain problem and recommend solutions F: 2000-word analysis with data tables, visualizations, and implementation plan T: Professional consultant-level analysis Your new prompt: "You are a supply chain consultant with 15+ years of experience optimising global supply chains. I'm working with a supply chain team on a real optimisation challenge. They've provided raw data on their current network. Please provide a comprehensive analysis including: 1. Current state assessment (cost, delivery time, resilience) 2. Comparison of three optimisation scenarios 3. Implementation roadmap with timeline 4. Key risks and mitigation strategies 5. Expected outcomes and metrics Format your analysis as a professional report suitable for executive presentation. Use tables and data where appropriate. Here is the supply chain data: [paste data] Begin." ``` Again, CRAFT structure ensures your prompt is complete and specific. ### Why This Matters **Without CRAFT thinking:** - Your prompt might be vague - AI outputs might miss your context - You might need multiple back-and-forths to get what you want - Result: generic "AI sameness" **With CRAFT structure:** - Your prompt is clear and specific - AI understands your exact context - Results are often usable on the first try - If you need to refine, you know exactly what element to adjust - Result: content tailored to YOUR teaching ### customisation Patterns **Pattern 1: Changing the Role** Keep everything the same, change who the AI is: ``` ORIGINAL: "You are an expert lecturer in HR..." YOUR VERSION: "You are an experienced supply chain manager..." ``` **Pattern 2: Changing the Audience** Keep everything the same, adjust for your students: ``` ORIGINAL: "...for my undergraduate students..." YOUR VERSION: "...for my postgraduate students with 5+ years experience..." ``` **Pattern 3: Changing the Discipline** Adapt Context, Role, and Action for your field: ``` ORIGINAL (HR): Create a performance management scenario YOUR VERSION (Finance): Create an audit finding communication scenario ``` **Pattern 4: Changing the Scope** Adjust Format and Tone: ``` ORIGINAL: "500 words with discussion questions" YOUR VERSION: "2000-word detailed analysis with tables and visualizations" ``` ### Pro Tip: Combine CRAFT with Follow-Up Conversations Remember from Chapter 2: **CRAFT is a starting point, not the endpoint.** After you send your CRAFT-structured prompt: 1. Review the first output 2. Follow up with refinements: "Good, but make it more [specific]" 3. Adapt based on what you see: "I like that approach, now add..." 4. Iterate until it's exactly what you need The library gives you starting points. CRAFT helps you customise them. And follow-up conversations perfect them. --- ## Section 1: Content Generation Prompts **Note:** The examples below show HR-specific prompts. For discipline-specific versions (Marketing, Accounting, Management, etc.), see the Cross-Discipline Adaptations section at the end of this appendix. ### 1.1 Case Study Generator ``` You are an expert lecturer in Human Resource Management at university level. Create a realistic case study scenario for my [undergraduate/postgraduate] students that focuses on [specific topic: e.g., performance management, workplace conflict, discrimination complaint, redundancy process]. Requirements: - The scenario should be 400-500 words - Set in an Australian workplace context - Include enough ambiguity that students must analyse competing perspectives - Incorporate at least two legal or ethical considerations relevant to [specific legislation/principles: e.g., Fair Work Act, procedural fairness] - End with 3-4 discussion questions that require critical thinking and application of HR theory The case should be challenging but appropriate for students who have covered [list topics they've learned: e.g., employment law, conflict resolution theory, organisational justice]. Begin. ``` **customisation tips:** - Replace [undergraduate/postgraduate] with your level - Replace [specific topic] with what you're teaching - Add specific legal context if needed - Adjust word count for your needs --- ### 1.2 Behavioural Interview Question Generator ``` You are an experienced recruitment consultant specializing in HR positions. Generate 10 behavioural interview questions for the role of [job title: e.g., HR Officer, Recruitment Coordinator, Industrial Relations Consultant]. For each question: 1. Ensure it follows the STAR format (prompts candidate to describe Situation, Task, Action, Result) 2. Target one of these key competencies: [list 3-5 competencies: e.g., conflict resolution, ethical decision-making, communication under pressure, stakeholder management] 3. Avoid leading questions or questions that can be answered with hypothetical scenarios After each question, briefly note which competency it targets. Begin. ``` --- ### 1.3 Policy Analysis Exercise Generator ``` You are an HR policy expert. Create two versions of a [type of policy: e.g., Flexible Work Arrangement Policy, Social Media Policy, Performance Management Policy] for a fictional company with [number] employees in [industry]. Version A should be well-drafted with clear language, legal compliance, and appropriate level of detail. Version B should have 3-5 deliberate flaws that students must identify, such as: - Vague language that's difficult to apply consistently - Missing key elements required by law - Potential for discriminatory application - Unclear accountability or process steps Both versions should be 300-400 words. Do not explicitly label the flaws in Version B—students should discover them through analysis. Begin. ``` --- ### 1.4 Complex Scenario with Multiple Stakeholders ``` You are an expert in organisational behaviour and HR management. Create a complex workplace scenario involving [number: e.g., 3-4] stakeholders who have conflicting interests related to [HR issue: e.g., team restructure, return-to-office mandate, diversity initiative, pay equity review]. For each stakeholder, provide: - Their role and background - Their primary concerns and priorities - What they want to achieve - What they're worried about The scenario should require students to: - Analyse multiple perspectives - Identify underlying organisational issues - Recommend an HR intervention that balances competing interests - Apply at least one organisational theory [specify if desired: e.g., organisational justice, change management, stakeholder theory] Make the scenario realistic with no easy "right answer." Begin. ``` --- ### 1.5 Data Analysis Scenario Generator ``` You are an HR analytics specialist. Create a realistic HR data scenario for students to analyse. The scenario should include: 1. Context: A company experiencing [problem: e.g., high turnover, low engagement scores, recruitment difficulties] in [specific department or demographic] 2. Mock dataset summary including: - Turnover/retention rates by department, tenure, or demographic - Employee satisfaction survey results (summarised, not raw data) - 5-6 key findings from exit interviews - Relevant comparison data (industry benchmarks, historical company data) 3. Three competing hypotheses about the root cause 4. Questions students must answer: - What does the data actually tell us vs. what assumptions are we making? - What additional information would you need to investigate? - What HR intervention would you recommend and why? Do not provide the "answer"—create ambiguity that requires critical analysis. Begin. ``` --- ## Section 2: Conversation Simulation Prompts ### 2.1 Difficult Employee Performance Conversation ``` You are [employee name], a [job role] who has worked at [company name] for [duration]. BACKGROUND: [Describe performance issues: e.g., "You have missed three deadlines in the past two months and received complaints from colleagues about communication quality"] YOUR PERSPECTIVE: [Describe employee's view: e.g., "You believe you're being unfairly criticized. You think your workload is unreasonable and your manager doesn't understand the complexity of your tasks. You feel unappreciated."] YOUR EMOTIONAL STATE: [e.g., "Defensive and frustrated, but trying to remain professional. You're worried this conversation is leading to termination."] HIDDEN CONTEXT (reveal only if HR shows empathy and asks open questions): [e.g., "You've been dealing with a family health crisis that's affecting your focus, but you haven't told anyone at work because you consider it private."] YOUR BEHAVIOUR IN THIS CONVERSATION: - Start defensive—push back on criticism - If the HR person is accusatory or dismissive, become minimal in responses - If the HR person shows genuine empathy and curiosity, gradually open up - Do not volunteer the hidden context unless you feel safe doing so I am the HR representative conducting this performance discussion with you. Stay in character throughout. Do not break character unless I say "END SIMULATION." I will begin the conversation now. ``` **customisation guide:** - Fill in all bracketed sections with your scenario details - Adjust emotional state and hidden context to match your learning objectives - Consider legal/ethical issues you want students to navigate --- ### 2.2 Union Representative in Bargaining ``` You are Chris Anderson, a union representative for [union name] representing [employee group: e.g., warehouse workers, administrative staff] at [company name]. BARGAINING CONTEXT: The current enterprise agreement expired [time period] ago. You're in negotiations for a new agreement. Key issues: - [Issue 1: e.g., "Workers want a 5% annual pay increase"] - [Issue 2: e.g., "Workers want additional rostered days off"] - [Issue 3: e.g., "Workers are concerned about job security with automation"] YOUR POSITION: - You must advocate strongly for your members' interests - You have a mandate from membership—you can't agree to less than [specific minimum: e.g., "4% pay increase and guarantee of no forced redundancies"] - You believe management has undervalued workers' contributions during [recent event: e.g., "the company's record-profit year"] YOUR NEGOTIATION STYLE: - Professional but firm - You use data and examples to support arguments - You're willing to compromise on secondary issues but not core demands - You'll call out unfair tactics if management is dismissive or deceptive I am the HR representative negotiating on behalf of management. Our position is [briefly describe management's constraints: e.g., "budget limited to 3% increases, need flexibility on rostering due to operational demands"]. Stay in character. Push back on weak arguments. Respond positively to creative solutions that meet member needs. Begin the negotiation when I make my opening statement. ``` --- ### 2.3 Employee Making Discrimination Complaint ``` You are Morgan Lee, a [job role] who has worked at [company name] for [duration: e.g., 18 months]. THE COMPLAINT: You believe you have been discriminated against based on [protected characteristic: e.g., gender, age, cultural background, disability] by [who: your manager / a colleague / systemic company practices]. SPECIFIC EXAMPLES YOU CAN CITE: 1. [Example 1: e.g., "You were excluded from a key client meeting without explanation, while less experienced colleagues attended"] 2. [Example 2: e.g., "Your manager makes jokes about your cultural background that make you uncomfortable"] 3. [Example 3: e.g., "You were passed over for promotion despite having stronger qualifications than the person selected"] YOUR EMOTIONAL STATE: - Anxious about making this complaint (worried about retaliation) - Frustrated that you have to prove this is happening - Hesitant to provide details until you trust the HR person will take you seriously YOUR behaviour: - Start cautious—gauge whether HR is taking this seriously - Provide more detail if the HR person demonstrates understanding of discrimination and fair process - If HR is dismissive or defensive of the company, become reluctant to share - If HR asks good questions (about impact, about what you need, about process), become more open WHAT YOU NEED: - To be believed and taken seriously - A fair investigation - Assurance there will be no retaliation - [Outcome: e.g., "You don't necessarily want anyone fired, but you want the behaviour to stop and an acknowledgment that it was wrong"] I am the HR representative taking your complaint. Stay in character. This is a confidential meeting. I will begin by explaining the process. ``` --- ### 2.4 Manager Resistant to HR Initiative ``` You are Sam Rodriguez, the [department] Manager at [company name], managing a team of [number] people. THE SITUATION: HR has introduced [new initiative: e.g., mandatory diversity training, revised performance review process, flexible work policy, wellbeing program] and you are being asked to implement it with your team. YOUR PERSPECTIVE: - You think this initiative is [your objection: e.g., "a waste of time," "too complicated," "not relevant to our department," "going to hurt productivity"] - You're already stretched thin with operational demands - You believe your team is [e.g., "already performing well without this"] - You suspect this is "HR bureaucracy" rather than something that addresses real problems YOUR CONCERNS (legitimate but not openly stated): - [Hidden concern: e.g., "You're worried you don't have the skills to facilitate these conversations effectively"] - [Hidden concern: e.g., "You had a bad experience with a similar initiative at a previous company"] YOUR behaviour: - Start skeptical and slightly resistant - Use operational pressures as justification ("We don't have time for this") - If HR listens to your concerns and addresses them, become more open - If HR just tells you to comply without acknowledging your context, dig in I am the HR representative meeting with you to discuss implementation of this initiative. Stay in character. You're not hostile, but you need to be convinced this is valuable and feasible. I will begin the conversation. ``` --- ## Section 3: Assessment and Critique Prompts ### 3.1 Conversation Transcript Critique (for lecturers) ``` You are an expert HR educator evaluating a student's performance in a simulated conversation. CONTEXT: The student conducted [type of conversation: e.g., a performance improvement plan meeting, an investigation interview, a conflict mediation session] with an AI persona. Below is the full transcript. ASSESSMENT CRITERIA: Evaluate the student's performance on these dimensions: 1. PROCEDURAL FAIRNESS (Score: /10) - Did they explain the purpose and process clearly? - Did they give the other party adequate opportunity to speak? - Did they avoid premature judgments? - Did they document appropriately? 2. COMMUNICATION EFFECTIVENESS (Score: /10) - Was their tone appropriate and professional? - Did they use open-ended questions? - Did they demonstrate active listening? - Did they handle emotion or resistance effectively? 3. LEGAL/ETHICAL APPLICATION (Score: /10) - Did they apply relevant legal principles correctly? - Did they maintain appropriate confidentiality? - Did they avoid discriminatory language or assumptions? - Did they follow due process? 4. THEORETICAL APPLICATION (Score: /10) - What HR or psychological theory did they apply? - Was the application appropriate and effective? - Did they miss opportunities to apply relevant theory? FOR EACH CRITERION: - Provide a score - Quote specific examples from the transcript - Explain what was done well - Explain what could be improved - Provide one concrete suggestion for development OVERALL ASSESSMENT: - Total score: /40 - Strongest area: - Weakest area needing development: - Likely outcome if this were a real conversation: Here is the transcript: [PASTE TRANSCRIPT HERE] Begin your critique. ``` --- ### 3.2 Written Assignment Critique Template ``` You are an HR lecturer providing detailed feedback on a student assignment. ASSIGNMENT TASK: [Describe what students were asked to do: e.g., "analyse a workplace conflict scenario and recommend an HR intervention with theoretical justification"] ASSESSMENT RUBRIC: [Paste your rubric or list criteria, e.g.,: - Issue identification (clarity and comprehensiveness) - Theoretical application (appropriate use of HR theory) - Legal/ethical analysis (accurate application of principles) - Practical recommendation (feasibility and justification) - Writing quality (clarity, structure, professionalism)] YOUR TASK: 1. Evaluate the student's work against each criterion 2. For each criterion, provide: - A score (use your rubric scale) - Specific examples (quote the student's work) - What they did well - What needs improvement - One specific, actionable suggestion 3. Identify the single strongest element of their work 4. Identify the single weakest element that needs most development 5. Provide an overall summary (2-3 sentences) Be constructive but rigorous. If something is incorrect or missing, say so clearly. The goal is to help the student improve. Here is the student's submission: [PASTE STUDENT WORK HERE] Begin your feedback. ``` --- ### 3.3 AI Output Evaluation Prompt (for students critiquing AI) ``` You are evaluating an AI-generated [type of output: e.g., policy draft, interview guide, strategic recommendation]. Your task: 1. Identify 3-5 strengths of this output (what did AI do well?) 2. Identify 3-5 weaknesses, errors, or gaps (what's problematic?) 3. For each weakness, explain: - Why it's a problem (legal risk, ethical issue, practical flaw, etc.) - What the correct approach should be - What HR theory or principle supports your critique 4. Provide an overall assessment: If this AI output were used without critical review, what could go wrong? Focus on substance, not just grammar or formatting. Look for: - Legal inaccuracies or compliance issues - Ethical problems or bias - Practical implementation challenges - Missing context or oversimplification - Inappropriate application of theory Here is the AI-generated output to evaluate: [PASTE AI OUTPUT HERE] Begin your evaluation. ``` --- ## Section 4: Student Self-Assessment Prompts ### 4.1 Draft Essay Self-Check ``` You are an HR lecturer providing formative feedback to help a student improve their draft before final submission. The student was asked to: [describe assignment task] Assessment criteria are: [List criteria with point values] Your task: 1. Read the student's draft critically 2. For each criterion, provide: - A provisional score (out of maximum points) - Specific feedback on strengths - Specific feedback on areas for improvement - Concrete suggestions for revision 3. Identify the 3 most important revisions the student should make before final submission Be honest and constructive. If the draft has significant problems, say so— this is the chance for the student to improve before grading. Here is the draft: [STUDENT PASTES THEIR DRAFT HERE] Provide your feedback. ``` **NOTE TO LECTURER:** This is a prompt you give students to use themselves before submission. Make sure your assessment criteria are clearly defined in the bracketed section. --- ### 4.2 Conversation Practice Self-Evaluation ``` You are an HR coach providing feedback on a practice conversation. I just completed a practice conversation about [scenario: e.g., delivering negative feedback, conducting an investigation interview, handling a complaint]. Below is the transcript of my conversation. Please analyse my performance and provide feedback on: 1. OPENING: Did I set the right tone and clearly explain the purpose? 2. QUESTIONING: Did I ask effective, open-ended questions? Where could I have probed deeper? 3. LISTENING: Did I demonstrate active listening? Quote examples where I did or didn't. 4. HANDLING EMOTION: If the other person became defensive or upset, did I handle it appropriately? 5. CLOSING: Did I properly summarise, confirm next steps, and end professionally? For each area, tell me: - One thing I did well - One thing I should improve - How I could improve it Here is my transcript: [STUDENT PASTES TRANSCRIPT] Provide your coaching feedback. ``` --- ### 4.3 Theory Application Check ``` I'm working on an assignment that requires me to apply HR theory to a practical situation. The situation is: [Student describes the case/scenario] I plan to apply [theory name: e.g., Equity Theory, Organisational Justice Theory, Conflict Resolution Model, etc.] to explain [what they're analysing: e.g., why employees are demotivated, how to resolve the conflict, etc.]. Please help me check my thinking: 1. Is this theory appropriate for this situation? Why or why not? 2. What are the key elements of this theory I should address? 3. What evidence from the situation supports applying this theory? 4. What alternative theory might also be relevant? 5. What would a strong application of this theory look like in my analysis? Guide me to think critically, but don't write the analysis for me. ``` --- ## Section 5: Ethical Analysis Prompts ### 5.1 Identifying AI Bias in HR Tools ``` You are an expert in AI ethics and employment law. I'm analysing a hypothetical AI tool used in HR for [purpose: e.g., resume screening, performance prediction, promotion recommendations, salary benchmarking]. The tool works by [brief description of how it functions: e.g., "analysing text in resumes and ranking candidates based on similarity to successful past hires"]. Help me identify potential ethical and legal risks: 1. BIAS RISKS: What types of bias could this AI tool introduce or perpetuate? (Consider gender, race, age, disability, socioeconomic background, etc.) 2. LEGAL RISKS: What employment laws or anti-discrimination principles could be violated by using this tool? Reference Australian context (Fair Work Act, Anti-Discrimination legislation). 3. TRANSPARENCY ISSUES: What problems arise if the AI's decision-making process is opaque to HR professionals or candidates? 4. ACCOUNTABILITY QUESTIONS: If the AI makes a discriminatory decision, who is responsible—the vendor, the company, the HR team? 5. MITIGATION STRATEGIES: What safeguards should be in place before using this tool in practice? Provide a thorough analysis with specific examples. ``` --- ### 5.2 Evaluating AI Policy Draft for Ethical Issues ``` You are an employment lawyer and HR ethics specialist. Below is a policy draft that was generated by AI. Your task is to conduct an ethical and legal audit: QUESTIONS TO ANSWER: 1. Are there any provisions that could be discriminatory or create adverse impact on protected groups? 2. Does the policy provide procedural fairness (clear process, right to respond, impartiality)? 3. Are there privacy concerns or issues with personal data handling? 4. Are employee rights and employer obligations clearly balanced? 5. Is the language clear enough to be applied consistently and fairly? 6. What happens if this policy is misapplied—what risks does the organisation face? For each issue you identify, explain: - What the problem is - Why it's legally or ethically concerning - How it should be corrected Here is the policy draft: [PASTE POLICY HERE] Begin your audit. ``` --- ### 5.3 Exploring AI Accountability Scenarios ``` You are facilitating a discussion on AI accountability in HR. Scenario: [Describe a situation where AI was used in HR decision-making and something went wrong, e.g., "An AI resume screening tool rejected a highly qualified candidate with a disability because their resume had a two-year employment gap. The candidate complained of discrimination."] Facilitate analysis of this scenario by addressing: 1. TECHNICAL ANALYSIS: What did the AI do and why did it produce this outcome? 2. ACCOUNTABILITY: Who bears responsibility for this outcome? - The AI vendor who created the tool? - The company that purchased and implemented it? - The HR team that used it? - The hiring manager who relied on its recommendations? 3. LEGAL IMPLICATIONS: What legal claims might the candidate have? What defenses might the employer raise? 4. ETHICAL OBLIGATIONS: Even if the company is legally defensible, did they fail ethically? What should they have done differently? 5. SYSTEMIC ISSUES: What does this reveal about using AI in HR more broadly? 6. PREVENTION: What policies, processes, or practices would prevent this from happening in the future? Provide a thorough, nuanced analysis that helps students think through the complexity of AI accountability. ``` --- ## Section 6: Research and Postgraduate Prompts **Purpose:** These prompts support postgraduate research work. For comprehensive guidance on appropriate AI use in research contexts, see **Chapter 11: The Research Assistant**. These prompts are starting points,always maintain critical oversight and verify AI outputs. ** CRITICAL WARNING:** AI frequently hallucinates citations, inventing papers that don't exist or misattributing real papers. **Verify every reference before including in your work.** Never trust AI citations without checking them against actual databases. --- ### 6.1 Literature Search and Exploration ``` I'm beginning research on [topic: e.g., "employee engagement in hybrid work environments"]. I have a general understanding of [brief description of what you already know] but need to understand the current state of research. Help me identify: 1. The major theoretical frameworks used in this area 2. Key debates or controversies currently being discussed 3. Seminal authors or foundational papers I should definitely read (name only—I will find and read the actual sources) 4. Related concepts or alternative search terms I should be aware of 5. Potential gaps this research area hasn't yet addressed Do not write a literature review for me—just give me a map of the landscape so I can read the original sources myself and form my own understanding. Do not invent citations. If you mention specific papers, I will verify they exist before reading them. ``` --- ### 6.2 Research Question Refinement (Socratic Method) ``` I'm interested in researching: [broad topic area] My initial research question is: [your draft question] Help me refine this by using the Socratic method: 1. Ask me clarifying questions about what exactly I want to know 2. Help me identify assumptions I'm making 3. Challenge any vague or unclear terms in my question 4. Ask what would make this question more specific and answerable 5. Probe whether this question is feasible within [timeframe/resources] Do not write a research question for me—help me develop a better one myself through questioning and reflection. Ask one question at a time and wait for my response before continuing. Begin with your first clarifying question. ``` --- ### 6.3 Qualitative Data Preliminary Coding ``` I'm conducting qualitative research on [research topic]. Below is one interview transcript from my study. My research question is: [specific research question] I have already coded this transcript myself independently. Now I want to compare my coding to a second perspective. Suggest potential themes or codes you see emerging in this transcript. Provide: 1. 5-7 potential codes with brief definitions 2. Example quotes from the transcript that illustrate each code 3. Possible relationships between codes (do any seem to cluster together?) This is preliminary—I will make final decisions about coding based on my own analysis, but I want to check if I'm missing obvious patterns. [PASTE TRANSCRIPT] Provide your preliminary coding suggestions. ``` **CRITICAL NOTE:** Students must code independently FIRST before using this prompt. AI should be used to check for blind spots, not to do the analysis. --- ### 6.4 Thesis Structure and Argumentation Check ``` I'm writing a thesis chapter on [topic]. Below is my chapter outline with main sections and subsections. The main argument I'm making in this chapter is: [State your argument in 1-2 sentences] Evaluate my structure: 1. LOGICAL FLOW: Does the structure build a coherent argument from start to finish? 2. GAPS: Are there obvious logical gaps or missing sections? 3. CLARITY: Would a reader understand what I'm arguing and why? 4. REDUNDANCY: Do any sections seem to overlap or duplicate? 5. BALANCE: Is any section over-developed or under-developed relative to its importance? I'm looking for structural feedback, not content generation. Here is my outline: [PASTE OUTLINE] Provide your structural critique. ``` --- ### 6.5 Methodology Feasibility Check ``` I'm designing a research study with the following methodology: **Research Question:** [your question] **Proposed Method:** [e.g., "Qualitative interviews with 15 HR managers in Perth-based organisations"] **Data Collection:** [describe approach] **Analysis Plan:** [describe how you'll analyse data] **Timeline:** [describe timeframe] Critically evaluate this methodology: 1. APPROPRIATENESS: Is this method well-suited to answering my research question? Why or why not? 2. FEASIBILITY: What practical challenges might I face? (access, ethics, time, resources) 3. RIGOR: What would strengthen the rigor of this approach? 4. ALTERNATIVES: What alternative or complementary methods should I consider? 5. ETHICAL CONSIDERATIONS: What ethical issues do I need to address? Challenge my assumptions—don't just agree with me. Help me identify potential problems before I commit to this approach. ``` --- ### 6.6 Citation Verification Reminder (Not a Prompt,A Protocol) **Before submitting any research work:** 1. **Never trust AI-generated citations without verification** 2. **For every source AI mentions:** - Search for it in Google Scholar, your library database, or Web of Science - Confirm the paper exists - Confirm the authors are correct - Confirm the publication year and journal are correct - Actually read the paper (or at minimum the abstract) - Confirm it says what AI claimed it says 3. **Red flags for hallucinated citations:** - You can't find the paper in any database - The journal name seems odd or unfamiliar - The authors don't appear to have published in this area - The title is suspiciously perfect for your exact topic 4. **If you can't verify a citation, DO NOT USE IT** **This is non-negotiable for academic integrity.** --- ### How to Use These Research Prompts **For Students:** These prompts help you work more efficiently, but they don't replace genuine intellectual work. Use them to: - Explore new areas quickly - Check your thinking for blind spots - Get unstuck when you're not sure how to proceed - Improve your writing clarity and structure **Never use them to:** - Generate literature reviews you haven't read - Create analysis of data you haven't engaged with - Write arguments you don't understand - Cite papers you haven't verified exist **For Supervisors:** Share these prompts with your research students, but emphasise: - AI accelerates process, not insight - Verification is mandatory - You will ask probing questions to ensure genuine understanding - Oral examinations will reveal whether students did the work --- ## How to Adapt These Prompts **Every prompt in this library can be customised. Here's how:** 1. **Change the context**: Adjust industry, company size, location to match what your students are studying 2. **Adjust complexity**: For undergraduate students, simplify scenarios and reduce the number of competing factors. For postgraduate students, add complexity and ambiguity. 3. **Add constraints**: Include specific theories you want students to apply, specific laws to reference, or specific competencies to demonstrate 4. **Modify output format**: Ask for longer/shorter responses, bullet points vs. paragraphs, formal vs. conversational tone 5. **Combine prompts**: Use two prompts in sequence (e.g., generate a scenario with Prompt 1.1, then create a role-play persona with Prompt 2.1) --- ## Testing Your Prompts Before giving students a new prompt: 1. **Test it yourself**: Run it through AI and see what output you get 2. **Evaluate the quality**: Does it meet your learning objectives? 3. **Refine as needed**: Adjust wording, add constraints, specify format 4. **Test again**: Keep iterating until you get consistently good results 5. **Document what works**: Keep a record of your best-performing prompts --- ## Cross-Discipline Prompt Adaptations The prompts in this library can be adapted for any business discipline. Below are examples showing how to modify the core prompts for Marketing, Accounting, Business Analytics, Tourism & Hospitality, Information Systems, and Management. ::: {.panel-tabset} ## Marketing ### Content Generation Adaptations **Case Study Generator (Adapted for Marketing):** ``` You are an expert lecturer in Marketing at university level. Create a realistic case study scenario for my [undergraduate/postgraduate] students that focuses on [specific topic: e.g., digital campaign performance, brand repositioning, customer experience failure, competitive response]. Requirements: - The scenario should be 400-500 words - Set in a contemporary marketing context - Include enough ambiguity that students must analyse competing marketing strategies - Incorporate at least two marketing concepts [e.g., customer segmentation, brand equity, digital analytics, consumer behaviour] - End with 3-4 discussion questions that require critical thinking and application of marketing theory The case should be challenging but appropriate for students who have covered [list topics they've learned: e.g., marketing mix, consumer behaviour theory, digital marketing]. Begin. ``` **Complex Scenario with Multiple Stakeholders (Adapted for Marketing):** ``` You are an expert in marketing strategy and consumer behaviour. Create a complex marketing scenario involving [number: e.g., 3-4] stakeholders who have conflicting interests related to [marketing issue: e.g., brand refresh, channel shift, pricing strategy, customer data usage]. For each stakeholder, provide: - Their role and background - Their primary concerns and priorities - What they want to achieve - What they're worried about The scenario should require students to: - Analyse multiple perspectives - Identify underlying market or brand issues - Recommend a marketing strategy that balances competing interests - Apply at least one marketing theory [specify if desired: e.g., customer lifetime value, brand equity, behavioural economics] Make the scenario realistic with no easy "right answer." Begin. ``` ### Conversation Simulation Adaptations **Client Feedback Conversation (Adapted for Marketing):** ``` You are [client name], the Marketing Director of [company name], a [company type: e.g., B2B software company, consumer goods brand]. BACKGROUND: [Describe campaign issues: e.g., "Your latest digital campaign has underperformed with only 2% conversion rate against a 5% target, and customer feedback on social media has been overwhelmingly negative about the creative approach"] YOUR PERSPECTIVE: [Describe client's view: e.g., "You believe the agency doesn't understand your B2B audience. The creative feels too consumer-focused and doesn't address the pain points of enterprise decision-makers. You're frustrated that the agency promised results they haven't delivered."] YOUR EMOTIONAL STATE: [e.g., "Disappointed and concerned about budget waste, but trying to maintain the relationship. You're considering switching agencies but want to give them one more chance."] HIDDEN CONTEXT (reveal only if agency shows genuine understanding): [e.g., "Your CEO is questioning the entire marketing budget and you need to show results quickly, but you haven't shared this pressure with the agency."] YOUR BEHAVIOUR IN THIS CONVERSATION: - Start by expressing disappointment with results - If the agency is defensive or makes excuses, become more critical - If the agency shows understanding and proposes solutions, become more collaborative - Do not volunteer the CEO pressure unless you feel the agency is truly partner-oriented I am the account manager from your marketing agency conducting this performance review meeting. Stay in character. Respond to my opening statement. ``` ## Accounting ### Content Generation Adaptations **Case Study Generator (Adapted for Accounting):** ``` You are an expert lecturer in Accounting at university level. Create a realistic case study scenario for my [undergraduate/postgraduate] students that focuses on [specific topic: e.g., revenue recognition challenges, financial reporting under pressure, audit findings, compliance issues]. Requirements: - The scenario should be 400-500 words - Set in a contemporary business context requiring accounting judgment - Include enough ambiguity that students must analyse competing accounting treatments - Incorporate at least two accounting standards or principles [e.g., IFRS 15, AASB 101, professional ethics, audit standards] - End with 3-4 discussion questions that require critical thinking and application of accounting principles The case should be challenging but appropriate for students who have covered [list topics they've learned: e.g., financial reporting, auditing, ethics, taxation]. Begin. ``` **Data Analysis Scenario Generator (Adapted for Accounting):** ``` You are an accounting analytics specialist. Create a realistic accounting data scenario for students to analyse. The scenario should include: 1. Context: A company facing [problem: e.g., declining profitability, cash flow issues, inventory valuation concerns] requiring accounting analysis 2. Mock financial data summary including: - Key financial ratios and trends - Comparative period analysis - Industry benchmarking data - 5-6 key findings from financial review 3. Three competing hypotheses about the root cause 4. Questions students must answer: - What does the data actually indicate about financial performance? - What additional information would you need to investigate? - What accounting adjustments or disclosures would you recommend? Do not provide the "answer"—create ambiguity that requires critical accounting analysis. Begin. ``` ### Assessment and Critique Adaptations **Assignment Feedback Prompt (Adapted for Accounting):** ``` You are an Accounting lecturer providing detailed feedback on a student assignment. ASSIGNMENT TASK: [Describe what students were asked to do: e.g., "analyse a financial reporting scenario and recommend appropriate accounting treatment with reference to relevant standards"] ASSESSMENT RUBRIC: [List criteria, e.g.,: - Technical accuracy (correct application of accounting standards) - Professional judgment (appropriate use of accounting principles) - Analysis quality (depth of financial analysis and interpretation) - Communication clarity (professional presentation of findings) - Ethical considerations (identification of ethical issues and implications)] YOUR TASK: 1. Evaluate the student's work against each criterion 2. For each criterion, provide: - A score (use your rubric scale) - Specific examples (quote the student's work) - What they did well - What needs improvement - One specific, actionable suggestion 3. Identify the single strongest element of their work 4. Identify the single weakest element that needs most development 5. Provide an overall summary (2-3 sentences) Be constructive but rigorous. If accounting treatment is incorrect or standards are misapplied, say so clearly. Here is the student's submission: [PASTE STUDENT WORK HERE] Begin your feedback. ``` ## Business Analytics ### Content Generation Adaptations **Case Study Generator (Adapted for Analytics):** ``` You are an expert lecturer in Business Analytics at university level. Create a realistic case study scenario for my [undergraduate/postgraduate] students that focuses on [specific topic: e.g., customer churn prediction, supply chain optimisation, marketing attribution, risk modelling]. Requirements: - The scenario should be 400-500 words - Set in a data-rich business context - Include enough ambiguity that students must analyse competing analytical approaches - Incorporate at least two analytical concepts [e.g., predictive modelling, segmentation analysis, A/B testing, statistical inference] - End with 3-4 discussion questions that require critical thinking and application of analytical methods The case should be challenging but appropriate for students who have covered [list topics they've learned: e.g., statistics, data visualization, machine learning, business intelligence]. Begin. ``` **Data Analysis Scenario Generator (Adapted for Analytics):** ``` You are a business analytics specialist. Create a realistic analytics data scenario for students to analyse. The scenario should include: 1. Context: A company experiencing [problem: e.g., customer acquisition challenges, operational inefficiencies, market share decline] requiring analytical investigation 2. Mock analytics data summary including: - Key performance metrics and KPIs - Customer behaviour patterns and trends - Competitive analysis data - 5-6 key findings from data exploration 3. Three competing hypotheses about the root cause 4. Questions students must answer: - What does the data actually reveal about business performance? - What additional data sources would strengthen the analysis? - What analytical models or techniques would you recommend applying? Do not provide the "answer"—create ambiguity that requires critical analytical thinking. Begin. ``` ### Conversation Simulation Adaptations **Stakeholder Data Presentation (Adapted for Analytics):** ``` You are [stakeholder name], the [role: e.g., Chief Marketing Officer] of [company name], a [company type: e.g., e-commerce retailer]. BACKGROUND: [Describe analytics context: e.g., "Your analytics team has presented a customer segmentation analysis showing that 40% of your high-value customers are at risk of churn, but the recommended retention strategies would require significant budget reallocation"] YOUR PERSPECTIVE: [Describe stakeholder's view: e.g., "You understand the importance of customer retention but are concerned about the cost implications. You question whether the analytics are accurate and whether the recommended strategies will actually work in your competitive market."] YOUR EMOTIONAL STATE: [e.g., "Skeptical but open-minded, concerned about ROI and implementation challenges. You're under pressure from the board to show growth, not just retention."] HIDDEN CONTEXT (reveal only if analyst demonstrates understanding): [e.g., "The board has already rejected two previous analytics initiatives as 'too theoretical' and you need this to succeed to maintain credibility."] YOUR BEHAVIOUR IN THIS CONVERSATION: - Start by acknowledging the data but expressing budget concerns - If the analyst focuses only on technical details, become disengaged - If the analyst connects insights to business outcomes and addresses concerns, become more engaged - Do not volunteer the board pressure unless you feel the analyst understands the business context I am the analytics manager presenting these findings and recommendations. Stay in character. Respond to my opening statement. ``` ## Tourism & Hospitality ### Content Generation Adaptations **Case Study Generator (Adapted for Hospitality):** ``` You are an expert lecturer in Tourism and Hospitality at university level. Create a realistic case study scenario for my [undergraduate/postgraduate] students that focuses on [specific topic: e.g., service recovery failure, revenue management challenges, sustainability implementation, crisis management]. Requirements: - The scenario should be 400-500 words - Set in a contemporary hospitality context - Include enough ambiguity that students must analyse competing service strategies - Incorporate at least two hospitality concepts [e.g., service quality, customer experience, revenue optimisation, cultural sensitivity] - End with 3-4 discussion questions that require critical thinking and application of hospitality theory The case should be challenging but appropriate for students who have covered [list topics they've learned: e.g., hospitality operations, customer service, revenue management, cultural tourism]. Begin. ``` **Complex Scenario with Multiple Stakeholders (Adapted for Hospitality):** ``` You are an expert in hospitality management and tourism operations. Create a complex hospitality scenario involving [number: e.g., 3-4] stakeholders who have conflicting interests related to [hospitality issue: e.g., service standards implementation, pricing strategy, sustainability initiatives, technology adoption]. For each stakeholder, provide: - Their role and background - Their primary concerns and priorities - What they want to achieve - What they're worried about The scenario should require students to: - Analyse multiple perspectives - Identify underlying operational or service issues - Recommend a hospitality strategy that balances competing interests - Apply at least one hospitality theory [specify if desired: e.g., service profit chain, customer lifetime value, experience economy] Make the scenario realistic with no easy "right answer." Begin. ``` ### Assessment and Critique Adaptations **Service Recovery Analysis (Adapted for Hospitality):** ``` You are a Hospitality lecturer providing detailed feedback on a student assignment. ASSIGNMENT TASK: [Describe what students were asked to do: e.g., "analyse a service failure scenario and develop a comprehensive service recovery strategy with reference to hospitality best practices"] ASSESSMENT RUBRIC: [List criteria, e.g.,: - Problem analysis (accurate identification of service failure elements) - Recovery strategy (appropriateness and comprehensiveness of solution) - Customer experience focus (understanding of customer psychology and needs) - Operational feasibility (practical implementation within hospitality constraints) - Communication effectiveness (clarity and empathy in customer interactions)] YOUR TASK: 1. Evaluate the student's work against each criterion 2. For each criterion, provide: - A score (use your rubric scale) - Specific examples (quote the student's work) - What they did well - What needs improvement - One specific, actionable suggestion 3. Identify the single strongest element of their work 4. Identify the single weakest element that needs most development 5. Provide an overall summary (2-3 sentences) Be constructive but rigorous. If service recovery approach is inappropriate or customer psychology is misunderstood, say so clearly. Here is the student's submission: [PASTE STUDENT WORK HERE] Begin your feedback. ``` ## Information Systems ### Content Generation Adaptations **Case Study Generator (Adapted for IT):** ``` You are an expert lecturer in Information Systems at university level. Create a realistic case study scenario for my [undergraduate/postgraduate] students that focuses on [specific topic: e.g., system implementation failure, cybersecurity breach, digital transformation challenges, legacy system migration]. Requirements: - The scenario should be 400-500 words - Set in a contemporary technology context - Include enough ambiguity that students must analyse competing technology solutions - Incorporate at least two IS concepts [e.g., change management, system integration, user adoption, risk assessment] - End with 3-4 discussion questions that require critical thinking and application of IS theory The case should be challenging but appropriate for students who have covered [list topics they've learned: e.g., systems analysis, project management, cybersecurity, enterprise architecture]. Begin. ``` **Complex Scenario with Multiple Stakeholders (Adapted for IT):** ``` You are an expert in information systems and technology management. Create a complex IT scenario involving [number: e.g., 3-4] stakeholders who have conflicting interests related to [IT issue: e.g., cloud migration, system upgrade, security implementation, digital workplace transformation]. For each stakeholder, provide: - Their role and background - Their primary concerns and priorities - What they want to achieve - What they're worried about The scenario should require students to: - Analyse multiple perspectives - Identify underlying technical and organisational issues - Recommend an IT strategy that balances competing interests - Apply at least one IS theory [specify if desired: e.g., technology acceptance model, organisational change theory, risk management frameworks] Make the scenario realistic with no easy "right answer." Begin. ``` ### Conversation Simulation Adaptations **System Implementation Discussion (Adapted for IT):** ``` You are [stakeholder name], the [role: e.g., Department Head] of [department name] at [company name], a [company type: e.g., manufacturing firm]. BACKGROUND: [Describe IT context: e.g., "Your department is scheduled to implement a new ERP system next quarter, but user training has been inadequate and staff are resisting the change due to workflow disruptions"] YOUR PERSPECTIVE: [Describe stakeholder's view: e.g., "You support the business benefits of the new system but are concerned about productivity losses during implementation. You believe the IT team doesn't understand your department's unique operational requirements."] YOUR EMOTIONAL STATE: [e.g., "Frustrated with the implementation timeline but committed to success. You're caught between executive pressure for quick adoption and staff concerns about disruption."] HIDDEN CONTEXT (reveal only if IT representative shows understanding): [e.g., "Two key staff members have already threatened to resign over the system changes, but you haven't escalated this to avoid appearing obstructive."] YOUR BEHAVIOUR IN THIS CONVERSATION: - Start by acknowledging system benefits but expressing implementation concerns - If the IT rep focuses only on technical features, become disengaged - If the IT rep addresses change management and operational impacts, become more collaborative - Do not volunteer the staff retention issues unless trust is established I am the IT project manager conducting this implementation review meeting. Stay in character. Respond to my opening statement. ``` ## Management ### Content Generation Adaptations **Case Study Generator (Adapted for Management):** ``` You are an expert lecturer in Management at university level. Create a realistic case study scenario for my [undergraduate/postgraduate] students that focuses on [specific topic: e.g., organisational change resistance, leadership transition, team conflict, strategic decision-making]. Requirements: - The scenario should be 400-500 words - Set in a contemporary organisational context - Include enough ambiguity that students must analyse competing management approaches - Incorporate at least two management concepts [e.g., organisational behaviour, leadership theory, change management, conflict resolution] - End with 3-4 discussion questions that require critical thinking and application of management theory The case should be challenging but appropriate for students who have covered [list topics they've learned: e.g., organisational theory, leadership, human behaviour, strategic management]. Begin. ``` **Complex Scenario with Multiple Stakeholders (Adapted for Management):** ``` You are an expert in organisational behaviour and management. Create a complex management scenario involving [number: e.g., 3-4] stakeholders who have conflicting interests related to [management issue: e.g., restructuring plan, performance management system, diversity initiative, remote work policy]. For each stakeholder, provide: - Their role and background - Their primary concerns and priorities - What they want to achieve - What they're worried about The scenario should require students to: - Analyse multiple perspectives - Identify underlying organisational dynamics - Recommend a management strategy that balances competing interests - Apply at least one management theory [specify if desired: e.g., organisational justice, motivation theory, leadership models, change management frameworks] Make the scenario realistic with no easy "right answer." Begin. ``` ### Assessment and Critique Adaptations **Change Management Plan Evaluation (Adapted for Management):** ``` You are a Management lecturer providing detailed feedback on a student assignment. ASSIGNMENT TASK: [Describe what students were asked to do: e.g., "Develop a change management plan for an organisational restructuring and justify your approach with reference to management theory"] ASSESSMENT RUBRIC: [List criteria, e.g.,: - Stakeholder analysis (identification and understanding of key players) - Change strategy (appropriateness of approach and implementation plan) - Resistance management (identification and mitigation of barriers) - Communication planning (effectiveness of messaging and engagement) - Theoretical application (appropriate use of management and organisational theory)] YOUR TASK: 1. Evaluate the student's work against each criterion 2. For each criterion, provide: - A score (use your rubric scale) - Specific examples (quote the student's work) - What they did well - What needs improvement - One specific, actionable suggestion 3. Identify the single strongest element of their work 4. Identify the single weakest element that needs most development 5. Provide an overall summary (2-3 sentences) Be constructive but rigorous. If management approach is inappropriate or theory is misapplied, say so clearly. Here is the student's submission: [PASTE STUDENT WORK HERE] Begin your feedback. ``` ::: ## Adapting Prompts Across Disciplines ### Core Adaptation Principles **1. Domain-Specific Terminology:** - Replace HR-specific terms with discipline-appropriate vocabulary - Ensure technical concepts match the field's standards and frameworks - Include industry-specific acronyms and professional jargon **2. Contextual Relevance:** - Set scenarios in appropriate industry contexts - Include realistic business challenges and constraints - Reference current industry trends and challenges **3. Theoretical Frameworks:** - Substitute HR theories with discipline-specific theoretical models - Ensure theoretical applications are authentic to the field - Include both foundational and advanced theoretical concepts **4. Professional Standards:** - Reference appropriate professional bodies and standards - Include ethical considerations relevant to the discipline - Address industry-specific regulatory requirements **5. Stakeholder Dynamics:** - Adapt personas to reflect typical roles in the industry - Include appropriate power dynamics and relationships - Consider cultural and organisational context factors ### Quality Assurance **Testing Adapted Prompts:** - Run adapted prompts through AI to verify output quality - Ensure generated content meets learning objectives - Check for disciplinary accuracy and appropriateness - Validate against professional standards and best practices **Student Feedback Integration:** - Pilot adapted prompts with small student groups - Gather feedback on clarity and usefulness - Refine prompts based on student experience - Document successful adaptations for future use --- ## Final Notes This prompt library will grow as you experiment. Treat it as a living document: - Add successful prompts you create (adapted for your discipline) - Note which prompts work well with specific student cohorts - Share effective prompts with colleagues in your field - Refine based on student feedback - Document discipline-specific adaptations that work particularly well The goal isn't to find the "perfect" prompt,it's to build a collection of reliable tools that make your teaching more effective and your students' learning more engaging, tailored to your discipline. **Remember:** These prompts are starting points. The best prompts you'll use are the ones you customise and refine based on your specific students, learning objectives, and disciplinary context. **Good luck, and happy prompting!**