Research

Why is research a cyclical process?

Research is a cyclical process of steps that is typically begins with identifying a research problem. It then involves reviewing the
literature, specifying a purpose for the study, collecting and analyzing data, and forming an interpretation of the information. This
process ends in a report, distributed to audiences, that is evaluated and used in the educational community.
Discuss the research process?
Dissertation markers expect the explanation of research process to be included in Methodology chapter. A typical research process
comprises the following stages:
 1. Selecting the research area. You are expected to state that you have selected the research area due to professional and
personal interests in the area and this statement must be true. The importance of this first stage in the research process is often
underestimated by many students. If you find research area and research problem that is genuinely interesting to you it is for sure
that the whole process of writing your dissertation will be much easier. Therefore, it is never too early to start thinking about the
research area for your dissertation.
 2. Formulating research aim, objectives and research questions or developing hypotheses. The choice between the
formulation of research questions and the development of hypotheses depends on your research approach as it is discussed further
below in more details. Appropriate research aims and objectives or hypotheses usually result from several attempts and revisions
and these need to be mentioned in Methodology chapter. It is critically important to get your research questions or hypotheses
confirmed by your supervisor before moving forward with the work.
 3. Conducting the literature review. Literature review is usually the longest stage in the research process. Actually, the literature
review starts even before the formulation of research aims and objective; because you have to check if exactly the same research
problem has been addressed before. Nevertheless, the main part of the literature review is conducted after the formulation of
research aim and objectives. You have to use a wide range of secondary data sources such as books, newspapers, magazines,
journals, online articles etc.
 4. Selecting methods of data collection. Data collection method(s) need to be selected on the basis of critically analyzing
advantages and disadvantages associated with several alternative data collection methods. In studies involving primary data
collection, in-depth discussions of advantages and disadvantages of selected primary data collection method(s) need to be included
in methodology.
 5. Collecting the primary data. Primary data collection needs to be preceded by a great level of preparation and pilot data
collection may be required in case of questionnaires. Primary data collection is not a compulsory stage for all dissertations and you
will skip this stage if you are conducting a desk-based research.
 6. Data analysis. Analysis of data plays an important role in the achievement of research aim and objectives. Data analysis
methods vary between secondary and primary studies, as well as, between qualitative and quantitative studies.
 7. Reaching conclusions. Conclusions relate to the level of achievement of research aims and objectives. In this final part of your
dissertation you will have to justify why you think that research aims and objectives have been achieved. Conclusions also need to
cover research limitations and suggestions for future research.
 8. Completing the research. Following all of the stages described above, and organizing separate chapters into one file leads to
the completion of the first draft. The first draft of your dissertation needs to be prepared at least one month before the submission
deadline. This is because you will need to have sufficient amount of time to address feedback of your supervisor.

Qualitative Research vs Quantitative Research

An inquiry conducted to develop Meaning An empirical research used to
insights on human behavior, i.e. generate measurable data, by
to discover the way people think employing statistical and logical
and feel techniques
Feelings, attitudes, opinions, Deals with Hard facts and statistical data
and thoughts of human beings
To explore and discover ideas Objective To examine cause and effect
used in the ongoing processes. relationship between variables.
Purposive Sampling Random
Exploratory Research type Conclusive
Inductive Reasoning Deductive
Verbal or narrative data Data collection Numerical data
Subjective Approach Objective
Develops initial understanding Use Recommends final course of
action
Identify what type of research and explain?
Factors affecting critical thinking skills and reading comprehension of the pupils in bato elementary school.
Effectiveness of cooperative learning among high school students.

Foundation of Education
Contributions of the following:
Jean Piaget
Cognitive development means how children think and figure things out. Brain development is part of cognitive development.
1. Sensori Motor
During this period, infants develop an understanding of the world through trial and error using their senses and actions (i.e., motor
movements).
2. Pre-Operational
During this period, children are thinking at a symbolic level but are not yet using cognitive operations. The child's thinking during this
stage is pre (before) operations. This means the child cannot use logic or transform, combine or separate ideas.
3. Concrete Operational
Characterized by the development of organized and rational thinking.
Piaget (1954a) considered the concrete stage a major turning point in the child's cognitive development, because it marks the
beginning of logical or operational thought. The child is now mature enough to use logical thought or operations (i.e. rules) but can
only apply logic to physical objects (hence concrete operational).
4. Formal Operational
As adolescents enter this stage, they gain the ability to think in an abstract manner by manipulating ideas in their head, without any
dependence on concrete manipulation (Inhelder & Piaget, 1958).
He/she can do mathematical calculations, think creatively, use abstract reasoning, and imagine the outcome of particular actions.

John Dewey
John Dewey is probably most famous for his role in what is called progressive education. Progressive education is essentially a
view of education that emphasizes the need to learn by doing. Dewey believed that human beings learn through a 'hands-on'
approach. This places Dewey in the educational philosophy of pragmatism.
Pragmatists believe that reality must be experienced. From Dewey's educational point of view, this means that students must
interact with their environment in order to adapt and learn. Dewey felt the same idea was true for teachers and that teachers and
students must learn together. His view of the classroom was deeply rooted in democratic ideals, which promoted equal voice
among all participants in the learning experience.
A child-centered approach to education places the emphasis of learning on the needs and interests of the child. In Dewey's view,
children should be allowed to explore their environments.
Jean Paul Sartre
Sartre's major contribution to phenomenology was his philosophical theory of existentialism. Sartre initial focus was the
development of classic phenomenology. But he soon developed an understanding of the concepts of self, ethics and methods of
developing existence. Sartre's contribution to phenomenology was his theory of phenomenological existentialism. According to
Sartre, it was necessary to understand a person's existence first rather than focusing on the secrets of the world. As part of his
theory of phenomenological existentialism, Sartre developed a self-actualizing account of what it meant to be a human.
A philosophy that emphasizes individual existence, freedom and choice.it is the view that humans define their own meaning in life,
and try to make rational decisions despite existing in an irrational universe.
Social institutions rooted in human nature

Computer/ICT
Similarities and Differences of computer and human?
The difference between a human and a computer is similar yet far-fetched. In the past decade that would have thought we would
have evolved to such a higher and more sophisticated human? I mean computers in my opinion might as well be us except for the
lack of communication skills along with emotional feelings.
             Humans have a very complex brain. A computer has a brain but we call it a Central Processing Unit. In the CPU there are
allot of things going on such as computations and applications being applied at one time. The male gender of the human race can
easily relate with this concept.
             Both humans and computers receive information. We call this input. The different ways a human receives input are through
our senses such as sight, hearing, feeling and smelling. A computer receives input via a keyboard, mouse, sensors, scanners,
microphones and cameras. In order to justify any command you must incorporate input or you will never receive output.
             Humans express output by speaking, writing and body language. All of witch can be a useful device when trying to
accomplish certain tasks. Same concept for a PC. Outputs for these devices are extracted through printers, monitors and speakers;
all of witch make living as a whole more enjoyable. Of course there are exceptions to almost every rule. An example of this could be
your boss expecting more of an output in the workforce because of a new application. This would obviously be to your disadvantage
if you follow the phrase "Work smarter not harder".
             Memory is key when doing anything that requires success. Computers memory consists of a primary and a secondary. The
primary memory is called the hard drive or RAM. Secondary is labeled as a ROM. These abbreviations stand for random access
memory and read only memory.
Uses of computer in the workplace? Advantage and disadvantage?
computers have become an important part of how companies conduct business as well as how workers perform their job tasks.
Computers can even impact where employees do their jobs, as they can often work many miles from their official place of
business.
1. Improving Communication
Computers can improve communication both within the workplace and when dealing with customers. An e-mail can convey a
large amount of information at one time and can be viewed at the convenience of the recipient. This can eliminate the
sometimes-endless game of "phone tag" as well as the slowness of sending written information via postal mail. Computers also
give customers an additional method of making inquiries or receiving information.
2. Improving Efficiency
Computers can increase the speed and accuracy of many work processes, which improves overall worker efficiency. Documents
can be written and edited much more quickly with the aid of a word processing program, and procedures, such as billing and
accounting, can also occur more rapidly and with fewer errors. Computers can produce reports with great speed and allow for
the easy insertion of enhancements, such as charts, graphs and pictures if desired. Computers also help companies in
administrative tasks, such as keeping up-to-date and accurate records.
3. Less Paper
As workplaces depend more heavily on computers, the need for paper may also increase. Some companies may even institute a
policy of eliminating the use of paper wherever possible with the ultimate goal of becoming a paperless organization. Reducing
paper may lead to a reduction in office supply costs and open more work space that had previously been used to store paper
documents in file cabinets. Paperless offices need to develop contingency plans to guard against computer crashes or the loss of
data.
4. Workplace Culture
Computers can play a vital role in how a company operates, which also impacts the workplace culture. Able workers who live a
long distance from the workplace can telecommute with the aid of a computer, and the available talent pool when job openings
occur also increases. Employers who rely on a work culture that relies on telecommuters may need to find creative ways to
maintain morale and a sense of teamwork within the organization, as employees may not meet in person as often.
advantage
Computers have helped to improve the efficiency and accuracy of office workers by providing different software and
communication functions to help execute work tasks. Computers are now a part of nearly every office, with most workplaces
now unable to function without the use of computers.
5. Communication
Internal and external communication is much easier with the use of e-mail and internal messaging systems on computers. Office
staff are able to pass information throughout the office quickly and effectively, as most office setups have an alert system on
individual computers when a message or e-mail is received. The Internet also greatly enhances communication options, with
Skype and other such messaging and communication programs allowing national or transnational video and call conferencing
with ease and less expense.
6. Data Storage
The data storage and retrieval capacity of computers is only getting greater and more advanced as technology improves. Files
are easily retrievable through search functions, and hard drives can hold unprecedented volumes of files and data. For offices
with large databases, such as governments, charities or other member-based associations, this data storage and retrieval
function provides unparalleled advantages over traditional paper file storage, such as the ease and speed of information
retrieval, the ease of changing data records and the ease of tracking changes made to customer, member or citizenry records.
7. Networking
According to the Spam Laws Web site, file sharing is one of the key benefits of networking computers in an office environment.
Office networking, or the creation of an office intranet, means that a common database of files is accessible to all users. This
also applies to software and management of computers, which significantly reduces costs for offices, as they can purchase one
networkable software product instead of having to purchase multiple copies for individual computers. Networking also provides
communal access to printers, fax machines and copiers.
8. Productivity
Computers in the office environment significantly enhance productivity. According to the Reference for Business Web site,
computers in the office increase productivity not only in areas such as word processing, data management and information
access, but also in information creation, collation and ultimately storage. The amount of time most office workers spend at the
computer has, however, given rise to a number of repetitive strain health problems on eyes, wrists and hands.
DISADVANTAGEs
1. Loss of Interpersonal Communication Skills
Cell phones, email, texting and social media have largely replaced face-to-face communications. One short meeting or
conversation can eliminate multiple text messages, phone calls or emails. The ability to choose the people you interact with, as
on Facebook or Twitter, isn't an option in the workplace, whether dealing with fellow workers or with clients. Interpersonal
communications, critical to building business relationships, are more complicated and require courtesies and listening skills not
necessary in social media.
Too much reliance on electronic methods of communication not only can increase unnecessary traffic, but can decrease vital
personal interaction.
2. Constant Upgrades and Maintenance Costs
Technology is constantly being improved, which requires constant and costly upgrading. Each upgrade requires employee
training, taking time away from production. The loss of productivity combined with costs of software and implementation can
reduce overall profitability. Each upgrade may also lower morale as employees struggle to learn new applications and to meet
new performance standards.
Once a system upgrade is completed, ongoing maintenance fees add to the overall cost. Since a breakdown of a system can halt
the production of an employee, a department, or an entire plant, the cost of technical support or maintenance contracts are no
longer optional.
3. Hackers May be One Step Ahead
Despite increased security efforts, there are always hacking risks from the outside and the internal threat of information theft
from employees with security clearances. Many employees in staff positions need to have access to financial and personal data
from customers and clients. Monitoring employees to protect the information can raise employee privacy issues. Securing
passwords and access to information, and screening employees prior to issuing access are necessary challenges that add to
company costs and jeopardize employee relations.
 Capabilities and Limitations of computer?
Capabilities of a computer system are the qualities of the computer that put it in a positive light and make the user experience more
efficient.
1. Speed
Speed means the duration computer system requires in fulfilling a task or completing an activity. It is well-known that computers need
very little time than humans in completing a task. Generally, humans take into account a second or minute as a unit of time.
2. Accuracy
Accuracy means the level of precision with which calculations are made and tasks are performed. One may invest years of his life in
detecting errors in computer calculations or updating a wrong record. A large part of mistakes in Computer Based Information
System(CBIS) occurs due to bad programming, erroneous data, and deviation from rules. Humans cause these mistakes.
3. Reliability
Reliability is the quality due to which the user can stay dependable on the computer. Computers systems are well-adjusted to do
repetitive tasks. They never get tired, bored or fatigued. Hence, they are a lot reliable than humans. Still, there can be failures of a
computer system due to internal and external reasons.
4. Adaptability
Adaptability of computer system means the quality of it to complete a different type of tasks: simple as well as complex. Computers are
normally versatile unless designed for a specific operation. Overall, a daily purpose computer is used in any area of
application: business, industry, scientific, statistical, technological and so on
5. Storage
Storage is the ability of the computer to store data in itself for accessing it again in future. Nowadays, apart from having instantaneous
access to data, computers have a huge ability to store data in a little physical space.
Limitations of Computer Systems
Limitations are the drawbacks of the computer system in which humans outperform them.
1. Lack of common-sense
This is one of the major limitations of computer systems. No matter how efficient, fast and reliable computer systems might be but yet do
not have any common sense because no full-proof algorithm has been designed to programme logic into them. As computers function
based on the stored programme(s), they simply lack common sense.
2. Zero IQ
Another of the limitations of computer systems is that they have zero Intelligence Quotient (IQ). They are unable to see and think the
actions to perform in a particular situation unless that situation is already programmed into them. Computers are programmable to
complete each and every task, however small it may be.
3. Lack of Decision-making
Decision-making is a complicated process involving information, knowledge, intelligence, wisdom, and ability to judge. The computer
system does not have the ability to make decisions on their own because they do not possess all the essentials of decision-making.
They can be programmed to take such decisions, which are purely procedure-oriented. If a computer has not been programmed for a
particular decision situation, it will not take a decision due to lack of wisdom and evaluation faculties. Human beings, on the other hand,
possess this great power of decision-making.

Ecology
Ecological landscape in the 21st century

Statistics
Pearson R
T test
Standard Deviation

Educational Evaluation
Assessment and evaluation
What is an assessment?
What's the definition of assessment in education? Assessment is the systematic process of documenting and using
empirical data to measure knowledge, skills, attitudes and beliefs. By taking the assessment, teachers try to improve the student's
path towards learning. This is a short definition of assessment. If you want to read more about assessment, click on this link.
What is evaluation?
What's the definition of evaluation in education? Evaluation focuses on grades and might reflect classroom components
other than course content and mastery level. An evaluation can be used as a final review to gauge the quality of instruction. It’s
product-oriented. This means that the main question is: “What’s been learned?” In short, evaluation is judgmental.
Example:
You’re gifted a flower.
Evaluation: “The flower is purple and is too short with not enough leaves.”
Evaluation is judgmental
 
Assessment: “I’ll give the flower some water to improve its growth.”
Assessment increases the quality
Relationship between Assessment and Evaluation
Besides the differences, there are also some similarities between assessment and evaluation. The both require criteria, use
measures and are evidence-driven.
So, what’s the difference?
Assessment                                Evaluation
Is ongoing                                          Provides closure
Improves learning quality               Judges learning level
Individualized                                    Applied against standards
Ungraded                                           Graded
Provides feedback                           Shows shortfalls
Process-oriented                             Product-oriented

Formative vs Summative Evaluation

Definition of formative and summative assessment
The first difference is of course their definition.
Formative assessment is used to monitor student’s learning to provide ongoing feedback that can be used by instructors or
teachers to improve their teaching and by students to improve their learning.
Summative assessment, however, is used to evaluate student’s learning at the end of an instructional unit by comparing it against
some standard or benchmark.
You can tell from their definitions that those two evaluation strategies are not meant to evaluate in the same way. So let’s take a
look at the biggest differences between them.
Differences between formative and summative assessments
Difference 1
The first big difference is when the assessment takes place in a student’s learning process.
As the definition already gave away, formative assessment is an ongoing activity. The evaluation takes place during the learning
process. Not just one time, but several times.
A summative evaluation takes place at a complete other time. Not during the process, but after it. The evaluation takes place
after a course or unit’s completion.
Difference 2
There’s also a big difference between the assessement strategies in getting the right information of the student’s learning.
With formative assessments you try to figure out whether a student’s doing well or needs help by  monitoring the learning
process.
When you use summative assessments, you assign grades. The grades tell you whether the student achieved the learning goal or
not.
Difference 3
The purposes of both assessments lie miles apart. For formative assessment, the purpose is to improve student’s learning. In
order to do this you need to be able to give meaningful feedback. Check out this post about feedback.
For summative assessment, the purpose is to evaluate student’s achievements.
So do you want your students to be the best at something, or do you want your students to transcend themselves each time over
and over again?
Difference 4
Remember when I said that with formative assessment the evaluation takes place several times during the learning process en with
summative assessment at the end of a chapter or course? This explains also the size of the evaluation packages.
Formative assessment includes little content areas. For example: 3 formative evaluations of 1 chapter.
Summative assessment includes complete chapters or content areas. For example: just 1 evaluation at the end of a chapter. The
lesson material package is much larger now.
Difference 5
The last difference you may already have guessed. Formative assessment considers evaluation as a process. This way, the
teacher can see a student grow and steer the student in an upwards direction.
With summative assessment it’s harder for you to steer the student in the right direction. The evaluation is already done. That’s why
summative assessments or evaluations are considered to be more of a “product”.
Examples of formative assessments
Formative assessments can be classroom polls, exit tickets, early feedback, and so on. But you can make them more fun too. Take
a look at these three examples.
In response to a question or topic inquiry, students write down 3 different summaries. 10-15 words long, 30-50 words long and 75-
100 words long.
The 3-2-1 countdown exercise: Give your students cards to write on, or they can respond orally. Students have to respond to three
separate statements: 3 things you didn’t know before, 2 things that surprised you about this topic and 1 thing you want to start doing
with what you’ve learned.
One minute papers are usually done at the end of the lesson. Students answer a brief question in writing. The question typically
centers around the main point of the course, most surprising concept, most confusing area of the topic and what question from the
topic might appear on the next test.
Examples of summative assessments
Most of you have been using summative assessments whole their teaching careers. And that’s normal. Education is a slow learner
and giving students grades is the easier thing to do.
Examples of summative assessments are midterm exams, end-of-unit or –chapter tests, final projects or papers, district benchmark
and scores used for accountability for schools and students.
So, that was it for this post. I hope you now know the differences and know which assessment strategy you are going to use in your
teaching. If you want to know more about implementing formative assessment you should really take a look at this  interview of a
school without grades and this post about the building blocks of formative assessment.

Qualitative vs Quantitative Evaluation

More subjective than quantitative evaluation, qualitative observations are defined in science as any observation made using
the five senses. Because people often reach different interpretations when using only their senses, qualitative evaluation becomes
harder to reproduce with accuracy; two individuals evaluating the same thing may end up with different or conflicting results. In
research and business, qualitative evaluations may involve value judgments and emotional responses. An similar example of a
qualitative evaluation is "Our company created more visually compelling projects last year than this year."
Uses

Three domains of blooms taxonomy

3 Domains of Learning
Cognitive Domain
Affective Domain
Psychomotor Domain
Cognitive Domain
The Cognitive domain involves the mental skills that a student must develop. There are six categories under it:
Knowledge- This involves the ability to recall information. Example: can be remembering the safety rules when driving.
Comprehension- It refers to understanding the data. Furthermore, it also involves interpreting the data. Example: a teacher
understanding a chapter and explaining in his own words.
Application- This means using knowledge in a new situation. It refers to apply knowledge. Example: a doctor applying his
knowledge of science to treat patients.
Analysis- Here division of information happens into smaller parts. The Analysis helps students to understand the difference
between facts and opinions. Example: a lawyer knows how to separate facts from opinions in court.
Synthesis- Synthesis means to combine different parts of information to form a pattern. Hence synthesis gives new meaning.
Example: a sports coach makes new plans to win matches.
Evaluation- This refers to the ability to form judgments about a situation. Example: a painter decides which colors to use for a
painting.
Affective Domain
This deals with a person’s feelings and emotions. It breaks into parts as follows:
Receiving information- Here a person becomes aware of the feelings and emotions. Furthermore, it also involves the ability to use
emotion. Example: a person listening to a friend with feeling.
Responding to the situation- This means people responding to phenomena. It involves the active participation of the people.
Example: a student participating in group discussions.
Valuing- A person places value on something which he finds important. Hence valuing is the ability to see the worth of something.
The person expresses this worth. Example: parents love their children more than anything else
Organization- This means to organize values into matters of great importance. A person gives more importance to some values
over another. Example: An army man wants to stay in the gym rather than anywhere else.
Characterization- Here internalized valued control a person’s behavior. Hence characterization refers to the ability to internalize
values. Example: a person having self-confidence when working alone.
Psychomotor Domain
This is the third domain among the domains of learning. This means using motor skills. Following are its different parts:
Perception-Here a person applies sensory information to motor activity. Example: a person removes his hand on touching a hot
cup.
Set- A person here is ready to act on the given opportunity. Above all, it refers to the readiness to act. Example: an ambitious
person shows the motivation to take new projects.
Guided response- This refers to a person’s ability to copy a behavior. Example: person follows rules to run a machine.
Mechanism- Mechanism is a person’s ability to convert responses into a habit. Hence it means to be skill-full. Example: a person
cooking good meals after learning the recipe.
Complex clear response- It means a person’s ability to perform complex patterns of action. Example: typing without even looking.
Adaptation- This means to adapt one’s behavior in case of special events. Example- a drive slows his car speed when driving on
mountains
Origination– This means to form new ways or patterns for a situation. Example- a musician makes a sad song for dead people.
Ecology
Ecological landscape in the 21st century
A 21st century education is about giving students the skills they need to succeed in this new world, and helping them grow
the confidence to practice those skills. With so much information readily available to them, 21st century skills focus more on making
sense of that information, sharing and using it in smart ways.

Legal Aspect
How to aid community in school
We need to work as a community to nurture our schools for our particular community needs.
I believe the answer to real education/school transformation is strong, authentic community connections and
actions. When families, community groups, business and schools band together to support learning, young people
achieve more in school, stay in school longer, and enjoy the experience more.
Great examples of school/community partnerships are happening all over the world. We need more of them, and we
need to ensure they are healthy and relevant to the needs of 21st century learners.
Throughout my journey setting up the  Reinventing School Challenge , I did a significant amount of research to
ensure I had a thorough understanding of what existed already, what worked, and what was possible.
The more I searched, the themes for successful school transformation emerged:
Community/business school partnerships
Parental collaboration
Curriculum connected to real world experiences
Student voice
Cross generation learning
Locals designing solutions to local problems

Equality, equity and justice to IPs

EQUALITY aims to ensure that everyone gets the same things in order to enjoy full, healthy lives. On the other hand,
EQUITY involves trying to understand and give people what they need, to enjoy healthy lives. JUSTICE is the collective responsibility
of a free and just society, to ensure that civil and human rights are preserved and protected for each individual regardless of gender,
race, ethnicity, nation of origin, sexual orientation, class, physical or mental ability, and age. It can be considered as a scheme of law
in which every person receives his/her/its due from the system, including all rights, both natural and legal.
Provisions for talented and gifted students
AN ACT GIVING INDIGENT BUT GIFTED AND TALENTED STUDENTS THE OPPORTUNITY TO DEVELOP THEIR
CAPABILITIES
The purpose of this Act is to provide grants to public schools to support programs, classes, and other services designated
to meet the needs of the indigent but gifted and talented students in the elementary and secondary schools.
The gifted and talented students manifest extraordinary skills in either or both areas of the academic and arts. Their high potentials
for excellence can be the sources of bright and new ideas on how to make things around us work better. These children, therefore,
should be given special education and training to enable them to maximize their knowledge and skills.
Explain the education system in the PH
The education system of the Philippines has been highly influenced by the country’s colonial history.   That history has included
periods of Spanish, American and Japanese rule and occupation.
Bachelor Degrees
Bachelor degree programs in the Philippines span a minimum of four years in duration.   The first two years are typically dedicated
to the study of general education courses (63 credits), with all classes counting towards the major the student will undertake in the
final two years.  Certain bachelor degree programs take five years rather than four years to complete, including programs in
agriculture, pharmacy and engineering.
Master Degrees
Master degrees in the Philippines typically span two years for full-time students, culminating with a minor thesis or comprehensive
examination.  To qualify for a Master’s degree, students must possess a bachelor’s degree in a related field, with an average grade
equal to or better than 2.00, 85 percent or B average. Certain professional degrees, such as law and medicine are begun following
a first bachelor degree.  These programs, however, span far beyond the normal two years of study.
PhD Degrees
PhD degrees in the Philippines, also known as a Doctor of Philosophy, involve a great deal of coursework, as well as a dissertation
that may comprise from one-fifth to one-third of the final grade.  Admission into one of the country’s PhD programs is very selective,
requiring, at minimum, a Master’s degree with a B average or better.  Most PhD programs span two to four years beyond the
Master’s degree, not counting the time it takes to complete the dissertation.  Topics for dissertations must be approved by the
faculty at the university at which the student is studying.
Non-University Higher Education (Vocational and Technical)
In recent years, vocational and technical education has become very popular in the Philippines.  Technical and vocational schools
and institutes offer programs in a wide range of disciplines, including agriculture, fisheries, technical trades, technical education,
hotel and restaurant management, crafts, business studies, secretarial studies, and interior and fashion design.  Interested
candidates who wish to pursue their education at one of the country’s post-secondary vocational schools must have at least a high
school diploma and a Certificate of Graduation to qualify.  Vocational and technical programs lead to either a certificate (often
entitled a Certificate of Proficiency) or a diploma. The Philippines’ Professional Regulation Commission regulates programs for 38
different professions and administers their respective licensure examinations.

Explain
Blended learning
Blended learning is an approach to education that combines online educational materials and opportunities for interaction online
with traditional place-based classroom methods. It requires the physical presence of both teacher and student, with some elements
of student control over time, place, path, or pace
e-learning
A learning system based on formalised teaching but with the help of electronic resources is known as E-learning. While teaching
can be based in or out of the classrooms, the use of computers and the Internet forms the major component of E-learning.
mobile Learning
Mobile learning (m-learning) is education via the Internet or network using personal mobile devices, such as tablets and
smartphones to obtain learning materials through mobile apps, social interactions and online educational hubs. It is flexible, allowing
students access to education anywhere, anytime.
Budging and Gamification
The gamification of learning is an educational approach to motivate students to learn by using video game design and game
elements in learning environments. The goal is to maximize enjoyment and engagement through capturing the interest of learners
and inspiring them to continue learning.
Digital badges in education are confirmed pointers that indicate individual success, abilities and skills, and interest in different
learning settings

Comparative Education
Matrix of the PH education system

Education School/Level Grades Age Years Notes

Paaralang Elementary school covers the first six years of compulsory

6–
Primary Elementarya 1–6 6 education (grades 1–6) informally divided into 3 years of primary
12
(Elementary) level and 3 years of intermediate level.

Secondary education consists of four levels largely based on the

Paaralang
7– 12– American schooling system. DepEd (Department of Education)
Secondary Sekundarya 4
10 17 specifies a compulsory curriculum for all secondary schools,
(Secondary)
public and private.

Technical and vocational education is offered by government

operated or private institutions often called colleges. Programs
Bokasyonal na
duration varies from a few weeks to 3 years. upon the
Vocational Edukasyon at
graduation from most of the programs students may take
Pagsasanay
TESDA (Technical Education and Skills Authority) examination
to receive an appropriate certificate or diploma.

Higher Education is governed by the Commission on Higher

Education (CHED) that was created on May 18, 1994 through
the passage of Republic Act No. 7722, or the Higher Education
Act of 1994. The creation of CHED was part of a broad agenda
of reforms on the country’s education system outlined by the
University/College -
11– Congressional Commission on Education (EDCOM) in 1992.
Tertiary Undergraduate 4
14 Part of the reforms was the trifocalization of the education sector
Level
into three governing bodies: the CHED for tertiary and graduate
education, the Department of Education (DepEd) for basic
education and the Technical Education and Skills Development
Authority (TESDA) for technical-vocational and middle-level
education.

University/College - 15–
Tertiary 2  
Graduate Level 16

17–
Tertiary University - Doctoral 3  
19
 Write similarities and differences of the education system of 2 countries
When it comes to how these two countries are renowned for imparting quality education, the apparatus designed by their
governments has been appreciated worldwide. While the Canada education system is managed provincially, New Zealand
operates on a rather state-funded or privately financed educational institutions. Further, the public education system of Kiwis also
strives to be open-minded with a larger emphasis on practical learning. The country is home to many polytechnic institutions as
compared to Canada as the focus is more training rather than theoretical learning. It is important to note that both the countries
have prominently featured in the US News rankings for Education 2019 with Canada soaring ahead at 3rd and New Zealand at 14th
owing to their governments’ heavy investment in bettering their academic systems. 
Admission Intakes
Another key basis of comparison between Canada vs New Zealand is the admission intakes when generally universities are open
for application by international students. To study in New Zealand, the application intake work in two cycles in January and July
generally for the semesters of July to November and February to June. On the other hand, the  intakes in Canada depend upon
three cycles, namely, spring, fall and winter which keeps the admission process of the Canadian universities rolling through the
year. The winter intake in Canada mainly commence in January (those who miss September/fall intake, spring intakes kickstarts in
May while the primary intake happens in Fall, i.e. September. Thus, the flexibility for sending applications weigh more in the favour
of those wanting to study in Canada as compared to New Zealand which is quite fixed in terms of admission cycles.

To conclude the study abroad showdown between Canada vs New Zealand, it can be said that both these countries are amongst
the leading education providers across the globe with enticing features, affordable studying and living costs as well as warm and
friendly environment for international students. Having that said, it also depends largely on the program you want to study as well as
individual preferences to pinpoint a final choice.
Functionalist, Conflict and Code theory
Both are macro perspectives. However, Structural-Functionalist focus mainly on describing how society works in order to stay
balanced. On the other hand, Conflict Theorists focus on promoting social change and social justice

CONTRIBUTION of karl marx and david ricardo

Executive Leadership
Character traits of a good leader
Leaders shape our nations, communities, and organizations.
We need good leaders to help guide us and make the essential large-scale decisions that keep the world moving.
Integrity
The importance of integrity should be obvious. Though it may not necessarily be a metric in employee evaluations, integrity is
essential for the individual and the organization. It’s especially important for top-level executives who are charting the organization’s
course and making countless other significant decisions. Our research show that integrity may actually be a potential blind spot for
organizations. Make sure your organization reinforces the importance of integrity to leaders at various levels.
Ability to Delegate
Delegating is one of the core responsibilities of a leader, but it can be tricky to delegate effectively. The goal isn’t just to free
yourself up — it’s also to enable your direct reports, facilitate teamwork, provide autonomy, lead to better decision-making, and help
your direct reports grow. In order to delegate well, you also need to build trust with your team.
Communication
Effective leadership and effective communication are intertwined. You need to be able to communicate in a variety of ways, from
transmitting information to coaching your people. And you must be able to communicate with a range of people across roles, social
identities, and more. Follow these 5 tips to be a more effective communicator, and learn how better conversations can improve your
workplace culture.
Self-Awareness
While this is a more inwardly focused skill, self-awareness is paramount for leadership. The better you understand yourself, the
more effective you can be. Do you know how other people view you, or how you show up at work? Take the time to learn about  the
4 aspects of self-awareness, and how you can dig into each component.
Gratitude
Giving thanks will actually make you a better leader. Gratitude can lead to higher self-esteem, reduced depression and anxiety, and
even better sleep. Few people regularly say “thank you” at work, even though most people say they’d be willing to work harder for
an appreciative boss. Follow these tips for giving thanks and practicing more gratitude.
Learning Agility
Learning agility is the ability to know what to do when you don’t know what to do. If you’re a “quick study” or are able to excel in
unfamiliar circumstances, you might already be learning agile. But anybody can foster learning agility through practice, experience,
and effort. Explore how great leaders are great learners, with strong learning agility to get started.
Influence
For some people, “influence” feels like a dirty word. But being able to convince people through logical, emotional, or cooperative
appeals is a component of being an inspiring, effective leader. Influence is quite different from manipulation, and it needs to be done
authentically and transparently. It requires emotional intelligence and trust-building. Find out how to build the 4 keys to influencing
others.
Empathy
Empathy is correlated with job performance and a critical part of emotional intelligence and leadership effectiveness. If you show
more empathy towards your direct reports, our research shows you’re more likely to be viewed as a better performer by your boss.
Empathy can be learned, and in addition to making you more effective, it will also improve work for you and those around you.
Organizations can follow these 5 steps to encourage empathy at work.
Courage
It can be hard to speak up at work, whether you want to voice a new idea, provide feedback to a direct report, or flag a concern for
someone above you. That’s part of the reason courage is a key skill for good leaders. Rather than avoiding problems or allowing
conflicts to fester, courage enables leaders to step up and move things in the right direction. Learn more about why  a positive
workplace culture requires courage to speak the truth.
Respect
Treating people with respect on a daily basis is one of the most important things a leader can do. It will ease tensions and conflict,
create trust, and improve effectiveness. Respect is more than the absence of disrespect, and it can be shown in many different
ways. Explore how you can cultivate a climate of respect at work.

Transformational and transactional leadership

Transactional leaders focuses on the role of supervision, organization, and group performance. They are concerned about the
status quo and day-to-day progress toward goals. Transformational leaders work to enhance the motivation and engagement of
followers by directing their behavior toward a shared vision
Dark side of leadership
Narcissism is characterized by a high degree of self-love
Narcissistic individuals tend to be arrogant, self-absorbed, feel entitled and are hostile. They exhibit a high degree of self-love,
believing that they are special and entitled to praise and admiration. However, this exterior is characterized by a shallow self-
concept as they tend to view others as inferior to themselves often being insensitive and hostile towards others. They tend to
interpret information with a self-serving bias and their decisions lean towards enhancing their own reputation rather than for the
good of others. 
Hubris is characterized by an excessive sense of self-worth
Leaders with a high degree of hubris tend to have excessive pride, and are overly confident with regard to their knowledge, skills,
and abilities. They perceive themselves as much more positive than a realistic assessment shows. Because of this excessive sense
of self-worth, they tend to be very defensive when they receive critical feedback (Baumeister et al., 2003). In fact, they tend to
question the competence of the evaluator and devalue negative evaluations. One of the negative consequences of hubris is that
these leaders tend to engage in irrational decision-making because of the inflated view they have of themselves. This can lead to
financial losses for the firm (Hayward & Hamrick, 1997).
Machiavellianism characterized by the desire to gain personal power
The personality trait of Machiavellianism is derived from the author Machiavelli who wrote The Prince, a 16th century guide on
how to gain power and prestige. Individuals who score high on Machiavellianism tend to be cunning, manipulative and will use
whatever means necessary to gain political power. Despite the age of the book, many of the lessons are topical (Judge et al.,
2009), encouraging leaders to lie, manipulate and forcefully persuade followers towards the mission of the leader.
Typically, the mission is designed to serve the needs of the leader rather than the community. Leaders who are Machiavellian are
politically oriented and seek control over their followers. They are also skilled in impression management techniques with a natural
talent for influencing others. They do not seek to do good in the organization through adhering to moral or ethical standards and are
more focused on maximizing opportunities for their own personal power. Abusive supervision can be one means to achieve their
goals.
Not hiring leaders with dark personality traits reduces the risk of leadership derailment
One of the biggest issues for organizations is how to deal with derailed leaders, particularly those who exhibit these dark personality
traits. Individual differences in leaders are largely due to genetics so the implication is that organizations should be wary of
promoting and selecting individuals who score high on these dark traits. These dark personality traits also appear to be important in
inhibiting growth and leader development (Harms, Spain & Hannah, 2001). This implies that there is little that organizations can do
in dealing with leaders who exhibit dark personality characteristics.
However, Harms and colleagues reject this notion because research in clinical psychology suggests that even clinical levels of
personality disorders can be treated with appropriate interventions. For now, however, it seems prudent to err on the side of caution
and ensure that individuals with dark personality traits are not selected or promoted as leaders. Structured interviews or personality
tests for selection and recruitment such as the Five Factor Model of Personality are proper means to identify negative leadership
traits already during selection and leadership development.
Types of leadership
7 Types of Leadership
If you like to be in control...
1. Autocratic leadership
Autocratic leaders, also known as authoritarian leaders, generally have all the power, authority, and responsibility in an
organization. There is rarely input or decision-making on the part of team or group members; instead, team members are tasked
with implementing the leader’s decisions and choices.
This type of leadership is generally very rigid, but in situations that demand structure, quick decision-making, and close supervision,
it can be beneficial to the organization. There are also many pitfalls: the organization cannot function without the
leader, communication may be flawed or lacking, and workers may feel demoralized.
Example
With her meticulous attention to detail and demanding nature, Martha Stewart embodies autocratic leadership. She is closely
involved in and pays personal attention to the goings-on within her brands and make the majority of her empire's decisions.
If you're a natural at influencing and inspiring...
2. Charismatic leadership
Charismatic leadership can transform attitudes and beliefs in employees and others. She has the power to influence and inspire
people, and the goals of the organization generally reflect her vision.
As the name suggests, this type of leader is charismatic and can effect great change, as well as inspire people. On the flip side, as
with autocratic leaders, the organization may become overly dependent on the leader. Other risks include a charismatic leader
ignoring the needs or ideas of her employees and being unable or unwilling to learn from mistakes.
Example
Oprah Winfrey, who can sway the minds not only of her employees but people across the world, is a charismatic leader.
If you can lead from afar...
3. Transformational leadership
Like charismatic leaders, transformational leaders inspire others. However, unlike the former leadership style, this style does not
require the leader to be present to effect change, because the leader initiates transformation through the organization and motivates
employees to perform.
Transformational leadership demands a high level of productivity and involvement from employees. While this style can go a long
way in effecting real change, it may overuse some employees to the detriment of others. Transformational leaders also risk setting
too-high, unrealistic expectations for team members.
Example
With a strong vision and the power to inspire others, Walt Disney was a classic transformational leader.
If you're good at delegating...
4. Laissez-faire leadership
Employees of laissez-faire leaders have a high degree of autonomy. Leaders maintain a hands-off approach to managing workers,
providing them with the tools they need to do their job without being directly involved in decision-making processes, daily tasks, and
responsibilities. However, these leaders still take responsibility for the company's decisions, even though the power to make these
decisions rests in the hands of the employees.
The laissez-faire leadership style can be successful when employees are skilled in the nature of the work and motivated to succeed
and do their jobs well. Workers enjoy independence, which may be appealing to many employees. This type of leadership can have
consequences when the leader is uninvolved or takes a passive approach to working with employees who need more guidance. It
can also lead to a lack of unity and cohesion in a group or team, and projects may fall off track without strong oversight.
Example
Donna Karan, who maintains a hands-off leadership style, trusting managers with decisions while monitoring the performance of her
employees, is one example of a laissez-faire leader.
If you prefer structure with you at the helm...
5. Transactional leadership
Transactional leadership stems from the notion that employment and specific projects are a transaction: When an employee
accepts a job, she agrees to “obey” the leader and complete the tasks and duties as assigned, and will be compensated in
exchange for her efforts. Workers may be rewarded or punished based on their p
Roles are well-defined, and people who are ambitious and respond to rewards are likely to do well under this kind of leadership.
Additionally, this leadership style establishes a clearly–defined structure that enables the organization to meet short-term goals.
However, transactional leadership does not allow for much innovation or creativity in employees. It also establishes a rigid structure
that may not respond well to change.
Example
In founding and managing Microsoft, transactional leader Bill Gates employed—and continues to use—a task-oriented, goal-
focused style.
If you're a helper...
6. Supportive leadership
Supportive leaders delegate and assign tasks to employees, but also provide employees with the skills needed to complete the
task. They work through problems and issues with employees and offer a high degree of attention and coaching on an as-needed
basis. The employee maintains autonomy, but the supportive leader will step in and work through issues and problems with the
employee as they arise.
Supportive leaders tend to have compassion and are respectful to their employees. In turn, employees feel valued and empowered.
Still, supportive leadership can have some pitfalls. For instance, a supportive leader may lose recognition as a manager if she only
steps in when problems arise and be less involved in the overall workflow and realization of the organization’s goals.
Example
CEO Larry Page uses a blend of several leadership styles to ensure the success of Google. As a supportive leader, he maintains
involvement in the company’s hiring decisions and motivates and respects employees, while expecting them to work independently
toward Google’s goals and vision.
If you believe in equal participation...
7. Democratic leadership
Also known as participative leadership, in the case of democratic leadership, all or most group members are able to participate in
decision-making processes. Democratic leaders emphasize equality and encourage discussion and a flow of ideas.
While democratic tends to be an effective leadership style and has a number of benefits—it encourages creativity, emphasizes
fairness, and values intelligence and honesty—there are some potential drawbacks. Roles may be less well defined, which could
create communication problems and failures. Some group members, typically those with less experience, may be less willing or
able to contribute, or feel that their contributions are not as valued as others are.
Example
As a democratic leader, Indra Nooyi, the CEO and chairman of PepsiCo, encourages communication and makes an effort to take
an interest in the lives of her employees.

What are the 4 principles of management

Planning
Planning is the function of management that involves setting objectives and determining a course of action for achieving those
objectives. Planning requires that managers be aware of environmental conditions facing their organization and forecast future
conditions. It also requires that managers be good decision makers.
Planning is a process consisting of several steps. The process begins with environmental scanning which simply means that
planners must be aware of the critical contingencies facing their organization in terms of economic conditions, their competitors, and
their customers. Planners must then attempt to forecast future conditions. These forecasts form the basis for planning.
Planners must establish objectives, which are statements of what needs to be achieved and when. Planners must then identify
alternative courses of action for achieving objectives. After evaluating the various alternatives, planners must make decisions about
the best courses of action for achieving objectives. They must then formulate necessary steps and ensure effective implementation
of plans. Finally, planners must constantly evaluate the success of their plans and take corrective action when necessary.
Organizing
Organizing is the function of management that involves developing an organizational structure and allocating human resources to
ensure the accomplishment of objectives. The structure of the organization is the framework within which effort is coordinated. The
structure is usually represented by an organization chart, which provides a graphic representation of the chain of command within
an organization. Decisions made about the structure of an organization are generally referred to as organizational design decisions.
Organizing also involves the design of individual jobs within the organization. Decisions must be made about the duties and
responsibilities of individual jobs, as well as the manner in which the duties should be carried out. Decisions made about the nature
of jobs within the organization are generally called “job design” decisions.
Organizing at the level of the organization involves deciding how best to departmentalize, or cluster, jobs into departments to
coordinate effort effectively. There are many different ways to departmentalize, including organizing by function, product,
geography, or customer. Many larger organizations use multiple methods of departmentalization.
Leading
Leading involves the social and informal sources of influence that you use to inspire action taken by others. If managers are
effective leaders, their subordinates will be enthusiastic about exerting effort to attain organizational objectives.
The behavioral sciences have made many contributions to understanding this function of management. Personality research and
studies of job attitudes provide important information as to how managers can most effectively lead subordinates. For example, this
research tells us that to become effective at leading, managers must first understand their subordinates’ personalities, values,
attitudes, and emotions.
Controlling
Controlling involves ensuring that performance does not deviate from standards. Controlling consists of three steps, which include
(1) establishing performance standards, (2) comparing actual performance against standards, and (3) taking corrective action when
necessary. Performance standards are often stated in monetary terms such as revenue, costs, or profits but may also be stated in
other terms, such as units produced, number of defective products, or levels of quality or customer service.
The measurement of performance can be done in several ways, depending on the performance standards, including financial
statements, sales reports, production results, customer satisfaction, and formal performance appraisals. Managers at all levels
engage in the managerial function of controlling to some degree.
The managerial function of controlling should not be confused with control in the behavioral or manipulative sense. This function
does not imply that managers should attempt to control or to manipulate the personalities, values, attitudes, or emotions of their
subordinates. Instead, this function of management concerns the manager’s role in taking necessary actions to ensure that the
work-related activities of subordinates are consistent with and contributing toward the accomplishment of organizational and
departmental objectives.

Types of organization
Flat Organization
A flat organization is exactly as its name suggests. While individuals may hold an expertise, hierarchy and job titles are not stressed
among general employees, senior managers, and executives. In a purely flat organization, everyone is equal.
Flat organizations are also described as self-managed. The idea behind this organizational structure is to reduce bureaucracy and
empower employees to make decisions, become creative problem solvers, and take responsibility for their actions. Since there are
minimal or no levels of middle management, a company that adopts this structure can end up being more productive by speeding
up the decision-making processes.
Apart from increased productivity, firms with flat organizations have leaner budgets, since they don’t involve any pricey middle-
management salaries. The only thing to keep in mind is that this structure typically works best for small to medium-sized
companies. This way, a firm can decentralize decision-making while still maintaining its corporate integrity.
 
Functional Organization
Also referred to as a bureaucratic structure, a functional organization is one that divides a firm’s operations based on specialties.
Ideally, there’s an individual in charge of a particular function. It’s like any typical business that consists of a sales
department, human relations, and a marketing department. It means that every employee receives tasks and is accountable to a
particular superior.
A functional organization confers several benefits. For one, there’s a total specialization of work. Secondly, work is performed more
efficiently since each manager is responsible for a single function. The only drawback to adopting a functional organization is the
fact that there’s a delay in decision-making. All the functional managers must be consulted when making major decisions, which can
take time.
 
Divisional Organization
A divisional organization structures its activities around a market, product, or specific group of consumers. For instance, a firm can
operate in the United States or Europe, or sell products focused on a specific group of customers. Gap Inc. is the perfect case in
point. It runs three different retailers – Banana Republic, Gap, and Old Navy. Although each one operates as a separate entity that
caters to different consumer segments, they are all under the company Gap Inc. brand.
General Electric is another ideal example; it owns numerous firms, brands, and assets across different industries. Although GE is
the umbrella corporation, each division works as an individual firm. The diagram below will give you an idea of what a divisional
organization looks like.
 
Matrix Organization
A matrix organizational structure is a bit more complex, in that there’s more than one line of reporting managers. It simply means
that the employees are accountable to more than one boss. Most firms that take on this organizational structure often have two
chains of command – functional and project managers. This type of organization works best for companies with large-scale
projects.
A matrix organization offers several benefits. They include a clear articulation of the company’s mission and objectives, effective
use of limited resources, and improved retention of professionals throughout the life of a company. Additionally, a matrix structure
provides a practical way of integrating the firm’s objectives with operations.

Financial Management
Role of politics to the formulation of fiscal policies
The word 'fiscal' means 'budget' and refers to the government budget. Fiscal policy is therefore the use of government
spending, taxation and transfer payments to influence aggregate demand. These are the three tools inside the fiscal
policy toolkit.
The politician must consider how he can pursue a course that %ill redound most nearly to the welfare of all and at the same time
please those particular interests whose support he needs in order to remain in office. He has as weapons the ideas, ideals,
symbols, slogans, principles, and formulae by means of which public policy is debated. The successful politician is a skilled
manipulator of these symbols. His strength rests in his sldll as an adjustor of human relations. In the formulation and administration
of fiscal policy there is a need for both the expert and the politician, for both the technician and the man of compromise.
Source of income: effective collection of the income
Income is used to fund day-to-day expenditures. Investments, pensions, and Social Security are primary  sources of income for
retirees. For individuals, income is most often received in the form of wages or salary. Business income can refer to a company's
remaining revenues after paying all expenses and taxes.
4 Tips for on-time revenue collection for subscription companies
Encountering difficulties during revenue collection is inevitable; however, there are some steps you can take to facilitate the
process. Here are a few approaches to keep in mind:
Charge upfront
Charge at the beginning of a cycle so that you are paid for your services in advance. Charging up front for you services provides
benefits for both you and your clients. It guarantees the obvious—payment—but depending on your business, it also guarantees  
interruption-free services.
Hire a PI
If you have a client that owes a large sum and has provided insufficient contact information, hiring a private investigator could be a
suitable option. A private investigator can assist in obtaining the contact information needed for repayment. And depending on the
severity of the situation, seeking legal action might be needed. Remember, legally enforceable debts more than 120 days past
due are usually referred to private collection agencies, the state attorney general’s office, or other designated finance/taxation
government agency. 

Start dunning
Dunning refers to the repeated request for the payment of a debt. It usually happens after a credit card has been declined, a
payment gateway has encountered an error, or the customer has insufficient funds. Sending pre and post-dunning emails can help
tremendously when trying to collect revenue and recover debt.
Effective pre-dunning emails are an important step in reducing delinquent churn, so it’s important to track when each customer’s
credit card is about to expire and begin notifying them to update information. Post-dunning emails entail asking a customer to
update his or her information after a failed payment. Utilize discretion when sending post-dunning emails and be sure to take
customers off your delinquent churn retention funnel once their card has gone through.
Recover delinquent churn
The easiest way to collect debt is by not acquiring debt in the first place; however, for the majority this is unrealistic. Your best
alternative is to optimize your delinquent churn process. 
Reducing delinquent churn is one of the most immediate ways to earn your revenue back and positively impact your bottom line.
And implementing a comprehensive system, like ProfitWell Retain, is three to four times more effective in reducing delinquent churn
than dunning emails alone. 
Preventing unnecessary churn is a sure way to add value, retain customers, and avoid revenue losses.

Cycle of DBM
Human Behavior and Organization
Executives or heads role in an organization
The prime role of the Head of an Academic Department is to provide strong academic leadership.
The Head of Department is required to lead, manage and develop the department to ensure it achieves the highest possible
standards of excellence in all its activities. They will be supported by the PVC Faculty, and by colleagues from within the
department, Faculty, and central services.
All Heads of Department are required to exercise leadership, demonstrate vision, and empower others in order to deliver the agreed
departmental strategy within the Faculty. It is recognised that the methods by which Heads of Department carry out their duties and
the extent of delegation, will depend on such factors as the size and nature of the Departments and the personal approach of the
individual Head of Department.
Specifically, the role will include:
1. Leadership and Management
1.1 be responsible and accountable for setting and advancing the academic strategy of the Department in line with Faculty and
University strategic plans and direction
1.2 be an active member of the Faculty Executive Board and contribute to the overall leadership and management of the Faculty: it
is expected that Heads of Department will carry functional responsibility for specific agreed cross-cutting Faculty areas
1.3 develop and sustain appropriate structures for management, consultation, decision-making and communication with staff and
students
1.4 promote and represent the University both internally and externally
2. Responsibility for Teaching and Students
2.1 ensure the best possible student experience through:
• the fulfilment of the University´s responsibilities concerning students in respect of their admission, instruction, progress and
examination;
• the availability of pastoral assistance, and
• adherence to the regulations and procedures of Faculties and of the Senate
2.2 refresh and develop new programmes in order to attract new students and markets
3. Responsibility for Research
3.1 ensure the highest levels of quality, integrity and ethics in all research undertaken
3.2 create a dynamic and forward looking research environment for both staff and students
4. Knowledge Transfer
4.1 create and exploit new opportunities for knowledge transfer activity in order to secure additional income streams and new areas
of teaching and/or research
4.2. contribute to University-wide initiatives in order to improve understanding and communication of this area
5. People Management
5.1 ensure that University HR policies and procedures are implemented
5.2 ensure that staff performance is managed appropriately and in a way that is consistent with the expectations of the Sheffield
Academic, and that fair workload allocation processes are in place
5.3 ensure all staff have access to the necessary support to enable them to contribute fully and develop their skills and experience
5.4 engender a culture of excellence, co-operation and respect both within and beyond the department
5.5 make effective use of all staffing resources and seek opportunities for collaboration and joint working with others beyond the
department and beyond the Faculty
5.6 ensure students are included as appropriate in the various decision making fora within the department
5.7 ensure a safe and healthy environment for both staff and students, and full compliance with health and safety requirements
6. Financial Management
6.1 take responsibility for devolved budgets and comply with University financial regulations
6.2 manage income and expenditure in order to promote financial sustainability
6.3 ensure adherence by all Departmental members, with University Financial Regulations and other financial operating procedures
and regulations
6.4 ensure that University equipment/facilities under the department´s control are properly maintained and serviced as required
7. Quality Assurance
7.1 ensure all activities are carried out to the highest possible standards and put in place the necessary evaluation and monitoring
procedures to ensure both compliance and improvement: such procedures will include teaching, research and management of all
resources
7.2 comply with auditing, quality assurance and risk management procedures both internal and external
8. Development of Academic/Research Standing
8.1 continue to develop one´s position as a leading academic researcher; including publication, securing of external funding and the
pursuit of other relevant indicators of standing in the field
8.2 give due consideration to ways of retaining connections with teaching at both undergraduate and postgraduate levels
Issues and Trends in the Philippine Educational System

Bayanihan as one act

Different learning modalities
CURRICULUM
1. What are the similarities of traditional curriculum and progressive curriculum?
The similarities of both traditional and progressive curriculums are they teach the students with their needs, there is a teacher-
students interaction, both have ways of measuring and evaluating learning, both include assignment and classroom management
and both aim for students to learn.

2. Give some guidelines to social consideration in curriculum development.

School curriculum developers must take into consideration not only national and international needs but also local, regional and
provincial needs. There are basic agencies in society that demand from educational curriculum some special skills, attitudes and
knowledge. Also identify among people in the country, cultural pluralism should be respected, thus taking into consideration the rich
cultural heritage of all people, including the minorities.

3. What is the implications of curriculum change in the Philippines?

The following are the implications of curriculum change in the Philippines: there is a new scope for teachers and institutions e.g.
innovative teaching and what is school vision, better inter-subject connection means need for strong communication across
departments e.g. the coherent learning environment, new courses, new ways of thinking, assessing and supporting.

4. Discuss the different approaches to curriculum design.

Child or Learner Centered Approach – it means that the curriculum is constructed based on the needs, interest, purposes and
abilities of the learners.
Subject-Centered Approach – it means that the curriculum is organized around the subject by focusing on certain processes,
strategies, or life-skills, such as problem-solving, decision making, or teamwork.
Problem-Centered Approach – it means that the curriculum design which assumes that in the process of living, children experience
problems. Thus, problem solving enables the learners to become increasingly able to achieve complete or total development as
individuals.

5. How will you implement the 4cs (Critical Thinking, Collaboration, Communication Creativity in Curriculum Instruction and
Assessment)?
In implementing the 4cs, you need to think about the subject/course learning outcomes and how might address them.
Provide opportunities for students to develop rapport and group. Evaluate the students on both their contribution to group process
as well as the final product. Incorporate self and peer assessment for group members to evaluate their own and others’
contributions. And carefully explain to students how they will operate and they will be graded.

6. What is the role of technology to support teaching and learning?

The important role that technology plays in education gives teachers the opportunity to design meaningful learning
experiences that embed technology. Learning with technology has become essential in today’s school leaders, teachers, students
and even parents. Since it is one field which is constantly changing, new updates can be easily introduced and can be prepared
with the help of software.

7. Do teachers have the opportunity to provide ongoing feedback regarding the school curriculum?
Yes, because teachers are architects of school curriculum, they are part of the committee. Teachers work collaboratively.
And teachers share their experiences with colleagues and seek feedback on their performance.
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