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Soft skills include communication skills, problem-solving skills, conflict resolution, working well with other people, and ensuring customer satisfaction. Employers need employees who have adequate technical skills but who also have soft skills. There is limited information about the perceptions of which soft skills are needed in the workplace. This study attempted to close the gap in the literature concerning the perceptions of instructors and employers in the area of soft skills in the workplace. For this study, the Soft Skills Survey for Instructors and Employers was used to gather the perceptions of information technology instructors and employers in five community college districts of northeastern Mississippi concerning the importance of soft skills in the workplace. Sixteen instructors and 17 employers participated in this study answering the online survey with a 4-point Likert-type scale. A statistically significant difference was found between the perceptions of the instructors and the perceptions of the employers on four of the soft skills listed on the survey. These soft skills were “communicates clearly verbally,” “communicates clearly in writing,” “adapts to changes easily,” and “dresses appropriately.” The instructors placed a higher importance on these soft skills than did the employers. The reasons for this can be attributed to the differences between the classroom setting and the workplace. There was no statistically significant difference between the perceptions of the importance of the other 21 soft skills listed on the survey. This study concluded that instructors teach the skills students need to get and keep a job, while employers are more concerned with the skills needed to perform the task at hand. This study provides a baseline for research on soft skills in the workplace. Recommendations for further research include using the Soft Skills Survey for Instructors and Employers in different educational settings and in other areas of the United States.

published_or_final_version / Public Administration / Master / Master of Public Administration

Sun, Yu. / "August 2010." / Thesis (M.Phil.)--Chinese University of Hong Kong, 2010. / Includes bibliographical references (leaves 239-245). / Abstracts in English and Chinese. / TABLES AND CHARTS --- p.iv / REGULATIONS AND ABBREVIATIONS --- p.v / Chapter CHAPTER 1 --- INTRODUCTION --- p.1 / Chapter CHATPER 2 --- CONSTRUCTING A FRAMEWORK FOR COMPENSATING WORK-RELATED INJURY: AN IMPORTANT MISSION --- p.31 / Chapter CHAPTER 3 --- WORKERS' COMPENSATION SYSTEM IN CHINA: STRUCTURE AND PROBLEMS --- p.60 / Chapter CHAPTER 4 --- WORKERS' COMPENSATION MODEL THEORY AND ITS CHANGE THROUGH GLOBAL PERSPECTIVE --- p.112 / Chapter CHAPTER 5 --- FEASIBLE STRUCTURE FOR WORKERS' COMPENSATION SYSTEM IN CHINA --- p.146 / Chapter CHAPTER 6 --- FURTHER REFORM CONSIDERATIONS FOR WORKERS' COMPENSATION SYSTEM IN CHINA --- p.201 / DETAILED TABLE OF CONTENTS --- p.233 / REFERENCE --- p.239

The aim of this research was to identify where the expectation gap of IT competencies lies, between accountancy trainees, SAICA and employers. Existing findings and empirical research findings from this study were compared to the prescribed competencies of the professional body, SAICA, to identify where the gap lies and to suggest possible action plans to overcome it. The findings of this study suggest that the availability of technology and IT at schools is limited. Employers identified an overall expectation gap where trainees are not able to apply the basic IT competencies that should have been acquired at university to the practical working environment. The data collected also identified that IT competencies are not being taught at the same level at different universities through the different responses of students, lecturers and trainees, which leads to inconsistent exposure of accountancy trainees to IT prior to their traineeship. As IT competencies have a significant impact on the every-day working life of such a trainee, employers and SAICA expect that students would have obtained basic IT competencies before the start of their traineeship. / MCom (Accountancy)--North-West University, Vaal Triangle Campus, 2015

The aim of this research was to identify where the expectation gap of IT competencies lies, between accountancy trainees, SAICA and employers. Existing findings and empirical research findings from this study were compared to the prescribed competencies of the professional body, SAICA, to identify where the gap lies and to suggest possible action plans to overcome it. The findings of this study suggest that the availability of technology and IT at schools is limited. Employers identified an overall expectation gap where trainees are not able to apply the basic IT competencies that should have been acquired at university to the practical working environment. The data collected also identified that IT competencies are not being taught at the same level at different universities through the different responses of students, lecturers and trainees, which leads to inconsistent exposure of accountancy trainees to IT prior to their traineeship. As IT competencies have a significant impact on the every-day working life of such a trainee, employers and SAICA expect that students would have obtained basic IT competencies before the start of their traineeship. / MCom (Accountancy)--North-West University, Vaal Triangle Campus, 2015

Published Article / Providing quality Technical education and training has for a long time been an area of concern for most African countries, given the fact that every year governments allocate huge part of national budget to this sector. The study sought to determine the perceptions of employers regarding the quality of the Botswana Technical Education Programme (BTEP) graduates in terms of three main attributes, namely: survival, technical and employability skills. The main participants for the study were drawn from employers of BTEP graduates. Altogether 62 employers participated in the survey. The study found that although 50.7 % of employers rated survival and practical skills of the BTEP graduates as high, a much greater percentage (60 %) of them rated the level of occupational and employability skills as average. The study also found that while outcomes-based BTEP programme provides relatively high level of survival and practical skills, the level of most work related skills are still below the employers' expectation.

According to the World Health Organization, physical inactivity is the fourth largest cause of global mortality. To promote health, reduce the risk of disease, prevent premature death, and maintain/improve exercise capacity it is recommended that all adults are physically active for at least 150 minutes/week of moderate intensity. Employers have an important role to encourage employees to a healthy lifestyle. Regularly physically active have higher physical resistance, higher stress tolerance, better performance, increased motivation and higher productivity. Machine operators has a sedentary job, repetitive movements and long shifts and are exposed to whole body vibrations which could contribute to musculoskeletal disorder. The aim was to survey machine operators’ physical activity and the prevalence and cause of functional limitation in work due to pain. A further purpose was to investigate if and how the machine operators believe that the employer can promote physical activity? The method was quantitative method. The results show that 8/9 of the machine operators in the study are physically active for more than 150 min/week of moderate intensity. There is pain and functional limitation in the work but this can´t be explained by sex, age, BMI or activity level. Respondents believe that the employer can promote physical activity through smaller grants, access to the gym and exercise during working hours.

Anställda arbetstagare och arbetsgivare har sedan 1949 genom lag (1949:345) om rätt till arbetstagares uppfinningar haft rättigheter och skyldigheter avseende arbetstagares uppfinningar, men lagen har inte nyanserats i takt med att uppfinningar allt oftare tillkommer utanför traditionella anställningsförhållanden. Andra rättsområden som inte har till ursprungligt syfte att reglera uppfinnares ersättning tillämpas idag i tvister som rör utanförstående arbetstagare, eftersom patenträtten och uppfinnarrätten inte innefattar några regleringar som rör utanförstående arbetstagares uppfinningar. I uppsatsen utreds huruvida ytterligare reglering är motiverad. Uppsatsen inleds med att ge en inblick i tillvägagångssättet för hur ett patent söks som följs av en utredning av arbetstagarbegreppet för att sedan övergå till en utredning kring rättsläget. Vidare utreds vad ett förvärv egentligen avser och hur ersättningsnivåerna bestäms enligt lag och avtal. För att ge en större inblick i rättsläget ges exempel på domslut och skiljedomar. För det praktiska syfte som uppsatsen ska uppfylla, har olika tillvägagångssätt för att väcka talan i domstol angivits. Uppsatsen avslutas med en analys kring rättsläget, om lagen uppfyller propositionens syfte, om lagstiftningen är tillräcklig och om den behöver ändras. Analysen berör även ersättningen till uppfinnare, hur begreppet arbetstagare kan vara ett problem och varför sekretessen på skiljedomarna är ett problem för normbildningen och därav ett hinder för förutsägbarheten. Analysen utgår från uppställningen i problemformuleringen.

Este estudo contribui para a compreensão da formação da fração industrial da burguesia de São Paulo. Procuramos examinar a atuação da patronal da indústria a partir dos conflitos e negociações ocorridos desde este acontecimento, buscando apreender a experiência de coesão e organização do empresariado industrial de São Paulo. Nossa hipótese principal é de que, tal como o operariado, a patronal industrial também passou a se organizar e se mobilizar de forma mais consciente e programática. O que se pode inferir na análise de sua atuação nas greves gerais de 1919 e 1920. Em ambas as greves, posteriores a 1917, notamos uma atuação coesa no processo de negociação, com destaque para a forma organizacional das entidades patronais, tais como o Centro Industrial de Fiação e Tecelagem de São Paulo e a Associação Paulista das Indústrias Mecânicas e Metalúrgicas. / This study contributes to the compreehension of the establishing of the industrial fraction of the bourgeosie of Sao Paulo. We seek to examine the Sao Paulo industry employers actions from conflicts and negotiations that have occured since this event, trying to understand their experience of organization and cohesiveness. Our main hypothesis is that, as well as the working class, the industrial employers also began to organize and mobilize themselves in a more consciously and programmatically way. What can be inferred from the analysis of their action in the general strikes of 1919 and 1920. In both strikes, subsequent to 1917, we observed a cohesive representation in the negotiation process, highlighting the organizational form of the employers, such as the Spinning and Weaving Industrial Center of Sao Paulo and the Metallurgical and Mechanical Industry Association of Sao Paulo.