https://research.lorma.edu/xmlui/handle/123456789/51 Wed, 08 Apr 2026 21:09:52 GMT 2026-04-08T21:09:52Z https://research.lorma.edu/xmlui/handle/123456789/55 PERSONAL ASSESSMENT OF THE SOCIAL AWARENESS LEVEL OF THE FRESHMEN NATIONAL SERVICE TRAINING PROGRAM (NSTP) OF LORMA COLLEGES FOR THE SCHOOL YEAR 2014-2015 Aceituno, Elizabeth, MASE; Rimando, Engr. Andrew Ceasar, MASE Abstract TITLE: PERSONAL ASSESSMENT OF THE SOCIAL AWARENESS LEVEL OF THE FRESHMEN NATIONAL SERVICE TRAINING PROGRAM (NSTP) OF LORMA COLLEGES FOR THE SCHOOL YEAR 2015-2015 AUTHORS: Aceituno, Elizabeth D., Rimando, Andrew Cesar M. INTRODUCTION: The National Service Training Program (NSTP) is a program aimed at enhancing civic consciousness, social awareness and defense preparedness in the youth by developing the ethics of service and patriotism while undergoing training in any of its three (3) program components. These various components are specially designed to enhance the youth’s active contribution to the general welfare. PROBLEM: Generally, this study aims to assess the personal perception of the level of Social Awareness of the National Service Training Program (NSTP) students of Lorma Colleges for the school year 2014-2015. Specifically this study aims to answer the following questions:1. What is the profile of the students NSTP students based on activities with their families, communities, and school activities with advocacies on social awareness? 2. What is the level of awareness of the students regarding their social awareness? METHOD OF RESEARCH: The descriptive method of research will used in this study. Descriptive research is concerned with the description of data and characteristics about a population. The goal is the acquisition of factual, accurate and systematic data that can be used in averages, frequencies, measure of central tendencies specifically the mean and similar statistical calculations. Descriptive studies seldom involve experimentation, as they are more concerned with naturally occurring phenomena than with the observation of controlled situations. RESULTS/FINDINGS: Based from the given data and rounding the average mean the students perception of the level of their social awareness would fall on 3 which means that their level of social awareness would describe that they have fully meet the expectations of the level of social awareness. CONCLUSIONS: Based from the average mean of the tabulated data of the perception of the NSTP students’ of Lorma Colleges for the SY 2014-2015 on their level of social awareness, it shows that they fall under the category of fully meeting the expectations of being socially aware. RECOMMENDATIONS: After taking NSTP 2, the students have fully met the expectation of being socially aware. It is then recommended that Lorma Colleges will continue with the present programs of its Civic Welfare Training Service and may enhance it more by involving the NSTP students in more social work and activities. Sun, 01 Mar 2015 00:00:00 GMT https://research.lorma.edu/xmlui/handle/123456789/55 2015-03-01T00:00:00Z https://research.lorma.edu/xmlui/handle/123456789/53 Emotional and Spiritual Intelligence of Lorma Colleges Non-teaching Staff Tayaban, Sheena Marie; Lura, Louis; Ao-asen, Michelle EMOTIONAL AND SPIRITUAL INTELLIGENCE OF LORMA COLLEGES’ NON-TEACHING STAFF Authors: Ao-Asen, Michelle, Tayaban, Sheena, Lura, Louis, Evangelista, Edna, Aceituno, Elizabeth, Barnachea, Julius (Faculty of the College of Arts and Sciences, Lorma Colleges, Philippines) July, 2017 ABSTRACT This study was conducted to determine the emotional and spiritual intelligences of Lorma Colleges non-teaching staff. There were 39 respondents in this study. This research used standardized survey questionnaires to measure the emotional and spiritual intelligences. The statistical used were frequencies, percentages, and correlation? The results revealed that the emotional intelligences of the respondents was extremely high. Also, the results showed that the spiritual intelligence of the participants was also extremely high. Finally, quantitative results manifested that there is a significant relationship between emotional and spiritual intelligences of Lorma Colleges non-teaching staff. Emotional Quotient and Spiritual Quotient Correlation and how it affects the work place. Sat, 01 Jul 2017 00:00:00 GMT https://research.lorma.edu/xmlui/handle/123456789/53 2017-07-01T00:00:00Z https://research.lorma.edu/xmlui/handle/123456789/52 Climate of the College of Arts and Sciences 2012 Edna, Evangelista; Manzano, Hermenegilda ABSTRACT TITLE: THE CLIMATE OF THE COLLEGE OF ARTS AND SCIENCES THE PROBLEM: The study aimed to determine the quality of the organizational climate of the College of Arts and Sciences of Lorma Colleges as perceived by the teachers for the SY 2014-2015 as a basis for policy recommendations. Specifically, it sought to answer the following questions: 1. How do the teachers’ perceive the actual organizational climate along the following dimensions: a. conformity b. responsibility c. standards d. rewards e. organization clarity f. warmth and support g. leadership 2. How do they envision an ideal climate along the aforementioned dimensions? 3. Are there significant differences between the actual and the ideal climate? 4. What policy recommendations can be proposed to address the organizational climate of the College of Arts and Sciences? HYPOTHESIS: 1. There is no significant difference between the actual and ideal climate of the College of Arts and Sciences. METHODOLOGY: The study utilized the descriptive survey method. The respondents of the study are the faculty of the College of Arts and Sciences of Lorma Colleges, City of San Fernando La Union, for the School Year 2014-2015. The respondents consisted of 25 teaching staff of the department. The researcher utilized a standardized questionnaire on organizational climate by Sergiovanni, Thomas and Starratt, Robert S. The organizational climate questionnaire has been categorized into seven (7) dimensions and the respondents were asked to give two answers in one number. One is the assessment of the organization’s current position on these dimensions. The second is indicative of the choice of the respondent as to where the organization should ideally be on those dimensions. Responses on the organizational climate were rated from ranges 1-10 with an appropriate description of “not a characteristic – very highly characteristic”. The method helped the researcher to draw out the facts needed to describe the existing climate of the College of Arts and Sciences of Lorma Colleges, which then served as basis for the analysis, interpretation, and proposed policy recommendations. Findings This study came out with the following salient findings: 1. The Perception of the Respondents on the Actual Organizational Climate is as follows: a. Conformity came out to be a highly characteristic of the department b. Responsibility, standards, rewards, organizational clarity, warmth and support and leadership are moderately characteristic in the department. 2. The Vision of the Respondents on the Ideal Organizational Climate is as follows: a. Conformity, responsibility, standards, rewards, organizational clarity, warmth and support, and leadership should be highly characteristic in the department. 3. There is a significant difference between the actual and the ideal organizational climate as perceived by the respondents. CONCLUSIONS Based from the findings the following conclusions are drawn out: 1. The current and actual climate in the College of Arts and Sciences Lorma Colleges is not sound. It does not foster an environment where teachers in the department work relatively well within the context of their duties and responsibilities as professionals. It has not yet reached the level where the department should ideally be. 2. Lorma Colleges does not fully manifest the dynamism, coherence and articulation of the different components that characterize a strong organizational climate rather, it has been characterized by the respondents as weak as compared to where the different dimensions ideally should be. RECOMMENDATIONS: Based on the aforementioned findings and conclusions, the following policy agenda for the College of Arts and Sciences are recommended: a. Conformity appears to be a dimension that weighs rather heavily on the members. In view of this, the challenge is to continue to create an environment in which all employees will want to continue to give their best. One way of meeting this challenge is not pressuring members to work with many do’s and don’ts. Among other things, the imposition of penalties that constitute double jeopardy, e.g. deduction in pay or its equivalent, withholding of salaries for non-compliance in meeting deadlines for the submission of syllabi, grades, and/or other reports, as well as failure to participate in activities which does not have a direct bearing on the basic responsibilities of teaching, be re-evaluated. Similarly, sanctions imposed on erring faculty and staff should be in consonance within the provisions of the Administrative Manual. b. Responsibility, standards, rewards, organizational clarity, warmth and support, and leadership which are perceived to be moderately characteristic thus, specific recommendation for each of these dimensions are made: b.1. Responsibility is seen to be moderately characteristic in the department. This goes to show that members are not yet empowered enough. This could be attributed to the fact they perform their tasks on what is prescribed (do’s) and proscribed (don’ts). This situation stifles creativity, resourcefulness, and initiative. In view of this, steps are needed to involve members to assume personal responsibility to achieve their part of organizational goals, make decisions, and solve problems without checking with superiors each step of the way be designed. Communicating clearly the institutional goals, involving the teachers in curriculum making and other matters concerning learning, delegating workloads equally, and exhibiting trust to every faculty members’ ability to do his/her responsibility should be maintained. b.2. Standards is on the same footing as responsibility. This implies that the emphasis on quality reference and outstanding production, as well as setting challenging goals and communicating these goal commitments to members is viewed as not so strong as it should be. Consequently, measures to motivate members not only to accomplish their tasks but also improving their ability to accomplish even more difficult tasks in the future be initiated. Said measures should include, but not necessarily limited to, cash incentives, promotions, and staff development. The Search for the Most Outstanding Teacher, and other awards and distinctions should remain as practices of the institution and the leader should do away from favoritism and personal biases and prejudices in the process of recommendation. c. b.3. Rewards another dimension perceived as moderately characteristic of the department. This appears to indicate that members feel that they are not fully recognized and rewarded for their good work. This perception leads to a situation where members are not motivated to work for better outputs and to retaliate to their leader. To remedy this situation, a detailed presentation of all the monetary as well as non-monetary benefits and privileges they receive be done. The institution should also continue in giving awards and distinctions to deserving employees. Particular attention should be given to the explanation of the ranking system which is the basis of their basic salaries. b.4. Organizational Clarity came out as moderately characteristic in the department. The perception is that things are not so well organized and that goals are not clearly defined. Consequently, this creates a situation where members do not fully appreciate the department and what it stands for. In view of this, measures to explain very clearly to the members the structure of the organization, its vision, mission, goals and objectives should be intensified. The mission, vision, goals, objectives, guidelines and policies should not be subject to each member’s own understanding and interpretation. It is a must that the members will have a common understanding of the guidelines and policies. The Orientation of employees every year should continue. Another way of doing this is to give each employee a copy of the Administrative Manual where each employee will base his actions, duties, and responsibilities in the institution. The Administrative Manual should also disclose to each employee the penalty/sanction whenever he violates policies. b.5. Warmth and Support – The College of Arts and Sciences of Lorma Colleges must have policies, rules and regulations as well as practices that promote and strengthen the bonding, spirit of camaraderie, and friendship among the faculty of the College of Arts and Sciences as a family. These must be maintained and enhanced further through departmental activities that will involve all members in the department. b.6. Leadership appeared to be moderately characteristic of the institution. This indicates that the members accept and reward leadership based on expertise with certain reservations. This brings about a situation where members view leadership more as a burden than a challenge and an opportunity for advancement. For this reason, measures to create a potential pool of leaders be adopted. Conducting seminars on management and leadership should be continued. It is strongly recommended that there should be a minimum number of years of stay in the position of leaders to avoid corruption and abuse of authority. Corollary to this is the provision of sufficient incentives and rewards for those who assume leadership positions. A good working condition and good leadership increases productivity. Thu, 01 Mar 2012 00:00:00 GMT https://research.lorma.edu/xmlui/handle/123456789/52 2012-03-01T00:00:00Z