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Evaluating Entrepreneurial Skills of Students in Technical and Vocational Training Tvet Institutes

Thesis Info

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External Link

Author

Gull, Fariha

Program

PhD

Institute

University of the Punjab

City

Lahore

Province

Punjab

Country

Pakistan

Thesis Completing Year

2017

Thesis Completion Status

Completed

Subject

Education

Language

English

Link

http://prr.hec.gov.pk/jspui/bitstream/123456789/9928/1/Ph.%20D%20final%20thesis%202.pdf

Added

2021-02-17 19:49:13

Modified

2024-03-24 20:25:49

ARI ID

1676724690159

Similar


Entrepreneurship is considered as important catalyst for economic growth of the country. One of the best ways to promote entrepreneurship is by development of entrepreneurial skills through education, termed as entrepreneurship education. Entrepreneurship education plays an important role in promotion of entrepreneurship and enhancing intention of students to become entrepreneurs through development of skills that are pre-requisite to become an entrepreneur. On the other hand acquisition of these skills is influenced by many factors including social culture, family support and perceived value students give to education for development of these skills. Following study is an effort to identify level of entrepreneurial skills and perceived value students give to education for acquisition of these skills, assuming that higher the perceived value students give to education, higher will level of entrepreneurial skills. In order to achieve this aim of the study, students (both alumni and enrolled) from technical and vocational training institutes were selected as population of the study. Selection of this stratum of population in spite of business school owes to the efforts of government to promote entrepreneurship under national skills policy recommendations for this stream of education by giving soft loans and other financial leverages. Multistage sampling technique was used to select sample of the study, at first stage the ten districts were selected through Human Development Index (HDI). At second stage institutes (one from technical stream and second from vocational stream) were selected giving total sample of twenty institutes, while at third stage whole class of students was selected through cluster sample as a result of which 1860 students were selected from technical stream and 383 were selected from vocational stream. The alumni (both entrepreneurs and employed) were chosen through vi convenience sampling technique and in total 98 entrepreneurs and 35 employed alumni took part in the study. Different instruments were used to collect data from sample, depending on objectives of the study, nature of information required and type of respondents. These include; a questionnaire to identify perceived value students gives to education for development of entrepreneurial skills, business plan template with combination of situational judgment test (SJT) for evaluation of skills, interviews for collected data from alumni and content analysis framework for analysis of content of the books. All the instruments were validated through expert opinion, pilot testing and carrying confirmatory factor analysis. Data was analyzed by using multiple techniques for example descriptive statistics was used to identify level of skills and perceptions of students, showing that students have low level of entrepreneurial skills, but also the perceived value they give to education for development of these skills is very low. Similarly independent sample t-test was used to explore effect of demographic factors on perceived value students give to education for development of skills. Correlation (Spearman Rank) was carried out to identify relationship between perceived value and level of skills, representing a positive relationship between both variables. Descriptive analysis was used to analyze responses of semi-structured interviews from alumni. In addition to this content analysis was carried out to identify provision of entrepreneurial skills in content of the courses, based on content analysis framework. The results indicate that students have low level of entrepreneurial skills and large number of students did not get even minimum score on business plan template and SJT. The perceived value they give to education for development of these skills is also low. The entrepreneurs also have same perceptions as indicated by the responses. vii The students who did not chose self-employment as career option have same opinion, they believe that there is need to change in content of the courses as well as teaching pedagogy for development of entrepreneurial skills. On the basis of results it can be suggested that not only the courses need amendments for development of entrepreneurial skills, but teaching methods and institutional environment also need some changes. Teachers‘ training is one of the most important factor that has been ignored previously with particular reference to pedagogies adopted for entrepreneurship education.
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المقدمة

الحمد لله رب العالمين الصلاة والسلام على سيدنا محمّد الأمين - صلى الله عليه وسلم- المبعوث رحمة للعالمين وعلى آله وأصحابه أجمعين ومن تبعهم بإحسان إلى يوم الدين.

 أما بعد:                    

فلا شكّ أنَّ البشرية، لم تعرف كتابًا حظي بالدرس، والتمحيص، واحتفاء الناس به، كما هو الحال مع (القرآن العظيم). فمنذ تنزل الوحي على قلب نبينا - صلّى الله عليه وسلّم - لم يتوقف تأثير هذا الكتاب على قـُلوب الناس، وعقولهم؛ وذلك لأنّه نزل مفصلاً، قيمًا، متصفـًا بمعجز النظم كما في قوله تعالى: ﴿لَا يَأْتِيهِ الْبَاطِلُ مِنْ بَيْنِ يَدَيهِ وَلَا مِنْ خَلْفِهِ تَنْزِيلٌ مِنْ حَكِيمٍ حَمِيدٍ﴾ (فصلت: 42). جعله الله متلوًا لا يمل على طول التلاوة، وعجيبًا لا تنقضي عجائبه.

وقد أنزل الله - عزّ وجلّ - القرآن الكريم بلسانٍ عربيّ مبين، وجعلهُ محكمًا فقال:﴿كِتَابٌ أُحْكِمَتْ آيَاتُهُ ثُمَّ فُصِّلَتْ مِنْ لَدُنْ حَكِيمٍ خَبِيرٍ﴾ (هود: 1). وجعله معجزًا؛ تحدى به العرب، أنْ يأتوا بمثله، أو بسورة من مثله فقال سبحانه وتعالى: ﴿فَأْتُوا بِسُورَةٍ مِنْ مِثْلِهِ وَادْعُوا شُهَداءَكُمْ مِنْ دُونِ اللَّهِ إِنْ كُنْتُمْ صَادِقِينَ﴾ (البقرة: 23). وحكم عليهم بالعجز أنْ يفعلوا ذلك في الماضي، أو الحاضر، أو المستقبل فقال: ﴿فَإِنْ لَمْ تَفْعَلُوا وَلَنْ تَفْعَلُوا فَاتَّقُوا النَّارَ الَّتِي وَقُودُهَا النَّاسُ وَالْحِجَارَةُ أُعِدَّتْ لِلْكَافِرِينَ﴾  [االبقرة: 24]. ولم يكن هذا التحدي للعرب الذين اشتهروا بالفصاحة وحدهم، بل كان للإنس والجنّ قاطبةً، يقول تعالى: ﴿قُلْ لَئِنِ اجْتَمَعَتِ الْإِنْسُ وَالْجِنُّ عَلَى أَنْ يَأْتُوا بِمِثْلِ هَذَا الْقُرْآنِ لَا يَأْتُونَ بِمِثْلِهِ وَلَوْ كَانَ بَعْضُهُمْ لِبَعْضٍ ظَهِيرًا﴾ [الإسراء: 88].

أما الفصاحة لهذه الايات الكريمة تنمي إلى أدب القرآن فالآداب لا تكون في الإنسان إلا شرائع، ولكن الإنسان إذا عَرِيَ من الأدب النفسي، فربما شرع لنفسه ما لا يصنع الشيطانُ أخبثَ منه بل ما يَركضُ فيه الشيطانُ ركضاً؛ وقلما انتفعَ مَن لا أدب له بشريعة من الشرائع وإن كانت في الغاية التي لا مذهبَ وراءها...

Interpretation of the Prophetic Way of Preaching

Calling to the path of Allah has never been an easy task. It was in fact direct opposition of the prominent personalities of that time. The holy Prophet r conducted preaching (Daa’wah) in such a way that it is not monotonous for the listeners. The Prophet r did not make them sit for long and hear lengthy speeches. Preaching (Daa’wah) in today’s world is not as successful and effective mainly because it is not carried out the way as prescribed and practiced by the holy Prophet r. It is pertinent to mention here that way of preaching adopted by Prophet Muhammad r was the same as it had been the method of all Prophets before Him r. However, it can truly be said that Prophet Muhammad r developed these qualities to the extreme heights. In this article, prophetic approach of preaching was discussed in a way that may guide the preachers of modern times in efficient as well effective way. These virtues were discussed as different traits in the personality of a preacher.

Relationship Between Workforce Diversity and Organizational Outcomes: Mediating Role of Organizational Justice Qamar Abbas Student Id: 2013-Qup-F-7874 Phd In

Workforce diversity is an emerging phenomenon in almost all kinds of organizations and is globally recognized as a force for increased productivity, creative solutions to complex problems, and human development but at the same time it brings some new challenges to the conventional ways of managing organizations. Researchers and practitioners, therefore, try to develop models for managing diversity. This research aims to find gap in the existing body of knowledge and add to it by studying workforce diversity and its impact on organizational trust and commitment with the moderating role of organizational justice. To test different relevant hypotheses, data was collected from a sample of 239 individuals working in various government organizations in Khyber Pakhtunkhwa (Pakistan) through a standardized survey. Descriptive statistics and multiple regression technique were used to make sense of the data. The findings reveal that workforce diversity has a statistically significant impact on different organizational outcomes (such as trust and employee commitment) in the presence of organizational justice. The study suggests some recommendations for managing diversity and provides directions for future research.