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UNIVERSITY HYPOTHESIS: NULL HYPOTHESIS: There is no discrimination among faculty members or applicants in De La Salle University. ALTERNATIVE HYPOTHESIS: Lasallian graduates who are part of the faculty or applying as part of the faculty in the different departments of De La Salle university enjoy unequal benefits with those enjoyed by non-Lasallian graduates who are part of the faculty or are also applying to be part of the faculty. SCOPE, LIMITATION AND METHODOLOGY: What data would you need to prove your hypothesis? The data needed are the following: 1. Number of faculty members per department and their respective educational attainment and ranks as professors in the University 2. Number of faculty members who had a Lasallian education classified according whether undergraduate or graduate degree 3. Number of faculty members who graduated from other educational institutions with a similar classification (undergraduate or graduate degree) 4. Promotion rate or period of different faculty members in the different departments 5. Benefits enjoyed by faculty members in the different departments 6. Comparison of the different number of publications or journals written by professors, results of teaching evaluation and other academic requirements for promotion 7. Number of faculty applicants classified under two groups: a. those who had a Lasallian education which includes undergraduate and/or graduate studies; b. those who had education from other educational institutions which will be classified similarly as undergraduate and/or graduate studies 8. Percentage of applicants hired from these two groups How do you plan to gather data? What or who will be the sources? The methods of gathering data will be initially done through surveys of faculty members and by gathering previous studies which indicated or tabulated numbers or results for each of the data mentioned above. If no studies have been conducted about it, a more feasible method is to use a case study approach. The main sources of data are faculty members or professors. Other sources will be or can be gathered from different offices of La Salle which handles hiring and promotion of faculty members, where the DLSU administration will be involved. What problems do you see in gathering data?

The problems anticipated to arise from this study will concern answering why discrimination takes place. The numbers or data collected will only be descriptive of the existence of discrimination amongst faculty members of different educational roots but it will not be able to resurface the biases happens or on what affects there preferences which leads them to favor one faculty over the other. It will not be able to fully explain as well as to identify its existence in the application, promotion and retention process. (eg.benefits) Aside from these, the other problems which can possibly arise from a quantitative method will be the difficulty in obtaining data which are classified as personal and confidential. It will not be say to collect information about faculty members as these are data highly regarded as private and it will not also be simple to obtain application data as some offices are very bureaucratic in giving out data which can take processes and longer periods to obtain. The data needed are very sensitive as the topic itself is sensitive because the results might produce a negative impression on the part of the administration. It might also engender repercussions to faculty members who had a Lasallian education. Are there other data information that you would need but may not be able to gather if you limit your method to those that are observable and quantifiable? The quantitative method plays a big role in the undertaking of the study yet the qualitative method is as important in in the undertaking of the study. As mentioned earlier, the biases that the discrimination may hold cannot be fully explained by numbers and this certain form of parochialism will not be fully reflected by numbers are these are only representative of the certain data to which they belong but the underlying reasons or causes for such statistics will have to be explained through an examination of processes or will be more of a qualitative method as we will be aiming to interview faculty members and to analyze their experiences to answer and prove the existence of such distinction and discrimination between faculty members. This can also be done with administrators to analyze the preferences that they hold to describe the influence that they have in faculty concerns.