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 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 smaller number of 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 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.
 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
3. . Employers and Job Applicants Qualities Expected at the Workplace.
Introduction 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 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 though the ranking of most qualities 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.
Content For the employers, the highest ranking quality the look for in job applicants is communication
Analysis skills, followed by diligence and then team-work skills. On the other hand, for job applicants
Synthesis they wrongly believed that employers look for qualification, experience and computer literacy
Links 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 6th highest ranked quality. In contrast to this,
job applicants ranked personality at number 4, communication skills at number 5 and 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.
Conclusion 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.
 Report 3: March 2012

Title Parental and Household Responsibilities of Young Married 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 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 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 than female professionals. In 1990, the female professionals recorded the second highest share
of responsibilities over preparing meals and attending to sick children (90%) whereas male professionals
recorded only 10% share of responsibilities over these two shared responsibilities. Shopping for 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 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 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 shared 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.
Conclusion In conclusion, the percentage of share between married male and female professionals 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 satisfaction influences the number of security
guards who attended the 4 courses offered to them.
Content In general, all the respondents were variably satisfied with all aspects of the guards’
Analysis communication skills except for the foreign students who were not satisfied at all with the
Synthesis guards’ manner of asking questions and manner of answering enquiries. This was probably
due to the small number of security guards who attended this course (30).The respondents
were also basically satisfied with the guards’ work ethics probably due to the fact that work
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 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.