Report 1 : November 2012
Title: Results of a Survey on the Quality of Facilities Available in Three Colleges. As an overview, the rating of facilities for the 3 colleges is influenced by the fees charged per semester while for College A the fees charged and the scholarships offered seems to influence the total number of registered students whereas for College B, the low fees and the number of scholarship do not seem to influence the number of registered registered students. Table 1 shows the rating of college facilities while Table 2 shows fees, scholarships and number of registered students in the 3 colleges. In general, College C charges the most expensive fees per semester and receives the best rating for its facilities (8 rated as good and 2 rated as average). It also records the lowest number of scholarship. This could be due to the fact that by charging higher fees and offering offering smaller number of scholarship, scholarship, College C was able to provide top notch facilities for the students. Despite the high fees and the excellent rating, College C recorded less total number of registered students students than College A.
The second highest rating of facility was given to College A where 3 of its facilities were rated ‘good’ while 7 were rated ‘average’. Even though College A receives slightly lower rating than College C, it recorded the highest total number of registered students. This could be due to the substantial number of scholarships offered per year (500) and the affordable fees per semester which is much cheaper than the fees charged by College C. College B receives the lowest overall rating with only 1 facilities rated as ‘good’(sports center), while 6 rated as average and 3 rated as poor. Despite charging the lowest fees per semester and offering 100 scholarships per year College B is still behind College A and College C in terms of total number of registered students. In conclusion, by charging higher fees and offering minimum scholarship College C was able to provide facilities that received positive rating and record a healthy number of registered students. students.
Report 2: Year End 2009 Title
1. .Qualities Expected at the Workplace by Employers and Job Applicants Or 2.
Employers and Job Applicants Expected Qualities at the Workplace.
Or Introduction
Content Analysis Synthesis Links
Conclusion
3. . Employers and Job Applicants Qualities Expected at the Workplace. Overview: 1. As an overview, employers and job applicants ranked most of the qualities expected at the workplace differently except for the last quality which is respect for authority. 2. As an overview, the ranking of most qualities qualiti es employers look for in job applicants is different than the ranking of qualities applicants believed employers look for except for only 1 quality. 3. As an overview, even even though the ranking of most most qualities employers employers look for in job applicants is different than the ranking of qualities applicants believed employers look for, both groups gave the lowest ranking to respect for authority. 4. As an overview, in general the job applicants do not have an accurate believe about what the employers look for in the workplace because they ranked 9 out of the 10 qualities differently than the way the employers ranked them. Controlling Ideas 1. Table 1 /The table shows the employers expectations and applicants’ perceptions of Qualities Required at the workplace. workplace. For the employers, the highest ranking quality the look for in job applicants is communication skills, followed by diligence and then team-work skills. On the other hand, for job applicants they wrongly believed that employers look for qualification, experience and computer literacy as the top 3 highest ranking qualities. The employers ranked computer literacy as the fourth highest ranking quality they look for in job applicants, followed by personality at number at number five while work ethics was ranked as the 6 th highest ranked quality. In contrast to this, job applicants applicants ranked ranked personality personality at at number number 4, communication skills at number number 5 and diligence diligence at number 6. Qualification is ranked at number 6 by employers but job applicants believed it was the number 1 quality employers look for in job applicants. Motivation and experience are rated at the 8th and 9th ranking respectively, receiving insignificant values by the employers but job applicants wrongly believed experience to be the 2nd highest quality employers look for. However, despite the contrasting views on the first 9 qualities, both employers and job applicants ranked respect for authority as the lowest quality expected or perceived to be expected of job applicants. In conclusion, the ranking of qualities that the employers look for in job applicants does not match the ranking of qualities applicant believe employers look for in job applicants. applicants.
Report 3: March 2012
Title Parental and Household Responsibilities Responsibilities of Young Married Professionals Professionals in 1990 and 2010. Introduction Overview 1. As an overview, in 1990 young female professionals recorded higher percentage of shares in most of the parental and household responsibilities in but in 2010, young male professionals also indicated higher percentage in their share of parental and household responsibilities. Controlling Ideas: 1. The table shows the parental and household responsibilities of young married professionals. Content Table 1 shows that the young married professionals shared 8 main parental and household responsibilities responsibilities in Analysis 1990 and 2010. In 1990, the male professionals recorded the highest share of responsibilities over home Synthesis repairs (95%) but 0% responsibilities over laundry while the female professionals professionals recorded the highest share of responsibilities over laundry (100%) but recorded only 5% share of responsibilities over home repairs. Overall, in 1990, male professionals recorded significantly lower percentage of share over the other 7 responsibilities responsibilities than female professionals. professionals. In 1990, the female professionals professionals recorded the second highest share of responsibilities over preparing meals and attending to sick children (90%) whereas male professionals recorded only 10% share share of responsibilities over these two shared shared responsibilities. responsibilities. Shopping for groceries groceries and cleaning the house also took up the third highest share of responsibilities (75%) from the female professionals while male professionals recorded only 25% share of responsibilities over these two items. Organizing outings shows a fair participation from male professionals (30%) but this is still significantly lower than that of the female professionals (70%). Helping with children’s homework also showed a stark inequality in the share of responsibilities because female professional showed higher percentage of share (65%) than male professionals (only 35%). On the other hand, there were some major changes which led to better sharing of parental and household responsibilities responsibilities between male and female married couples in 2010. In 2010, the male professionals’ share of responsibilities over home repairs was maintained at 95% and there were also no changes in the share of the female professionals’ responsibilities over this chore. Female professionals also still recorded the highest percentage of share over laundry responsibilities (90%) but male professionals began to contribute to a 10% increase in their share of responsibilities over laundry. Female professionals recorded the second highest percentage of responsibility share over cleaning the house (75%) while the percentage of share from male professionals for this chore is still low at 25%. The third highest share of responsibilities recorded by the female professionals was in preparing meals and attending to sick children (70%) while the male professionals recorded 20% increase in their share over these two t wo chores. In 2010, the male professionals’ share of helping with children’s homework nearly matched the female professionals’ share of this chore ( at 45% for male and 55% for female). Shopping for groceries on the other hand, shows a major transformation in the percentage of responsibilities responsibilit ies shared by by both male and female professionals whereas for organizing outing there was a shift in the percentage of responsibility share with more male professionals (60%) than female professionals (40%) sharing this responsibility. responsibility. Conclusion Conclusio n In conclusion, the percentage of share between married male and female professionals professiona ls over their common household and parental responsibilities have changed tremendously in the past ten years.
Report 4: March 2015
Respondents’ Rating of Level of Satisfaction With the Quality of Services Provided by Title Security Guards. Introduction The table shows the respondents’ rating of level of satisfaction with the quality of services while Table 2 shows the courses offered for these security guards. In general, the overview shows that the respondents’ rating of level of satisfacti on influences the number of security guards who attended the 4 courses offered to them. In general, all the respondents were variably satisfied with all aspects of the guards’ Content Analysis communication skills except for the foreign students who were not satisfied at all with the guards’ manner of asking questions and manner of answering enquiries. This was probably Synthesis due to the small number of security guards who attended this course (30).The respondents t o the fact that work were also basically satisfied with t he guards’ work ethics probably due to ethics also recorded the highest number of security guards who attended the course. However, they were not very satisfied with the guards’ ability to communicate in English to whom they gave only 2 and 1 rating which indicated lack of satisfaction over these two aspects. This is due to the fact that English at workplace was attended by the least number of guards. As for integrity, all the respondents were basically satisfied with the security guards ’ integrity. However, the local students were not very happy with the guards’ physical fitness even though the foreign students, staffs and visitors were satisfied with the guards’ physical fitness. The overall high level of satisfaction over the guards’ personal development could be due to the fact this was the second most popular course attended by the security guards. Conclusion
In general, there is a correlation correlati on between the number of security guards who attended the 4 courses and the rating given by the respondents to the security guards on their performances in the 8 aspects.
