Master's degree "Accounting, Financial and Tax Engineering"

Module:” Business English”

Theme under name:

Soft skills

Prepare by:
El Azhari Yousra
El Youssafi Soukaina
Khaoula Khalifi
Nahas Aya

Outline:
Introduction

Chapter 1: General information on soft skills

1. Definition of soft skills
2. Difference between hard and soft skills
3. Importance of soft skills
Chapter 2: Types of soft skills
1. Personnel skills (Resilience; Responsibility; Confidence; Self-discipline)
2. Social skills (Integrability ; Ability to communicate well; Ability to receive
criticism)
3. Methodical skills (Analytical skills ; Problem-solving skills; Stress resistance)
Chapter 3: Research methodology
Chapter 4: Results and analysis

Conclusion
Introduction to Soft Skills:

Soft skills play a crucial role in achieving professional growth and employment. The
knowledge of soft skills enables individuals to stand out among a sea of job seekers, even if
their technical abilities and talents are average. While hard skills and technical expertise are
undoubtedly essential for employability, the absence of soft skills can make it challenging for
highly talented individuals to secure a job. Positive work ethics, a good attitude, and a desire
to learn and be trained are the most commonly sought-after traits by prospective employers.

It is important to note that a good attitude, being a behavioral skill, cannot be taught
directly. However, consistent practice and training can help instill it in an individual. Having
the right perspective, a readiness to learn and turn situations into positive outcomes, taking
responsibility for one's actions, and embracing challenges are critical soft skills that job
seekers must possess to attract employers.

In today's dynamic and interconnected professional landscape, the significance of soft

skills has gained substantial recognition. However, a noticeable gap still exists between the
soft skills acquired through education and the specific demands of the workplace. This raises
the question of how to effectively bridge this gap and equip individuals with the soft skills
necessary for success in their careers?

The identified problem addresses the challenge of aligning educational systems and
curricula with the evolving needs and expectations of the modern workplace. It explores the
factors contributing to the gap between the soft skills acquired through education and those
sought after by employers. Additionally, it examines potential strategies, interventions, and
collaborations required to close this gap and ensure that individuals are adequately prepared
with the relevant soft skills to thrive in their professional lives.

By exploring this problem, we can delve into the effectiveness of current educational
practices in developing soft skills, identify areas for improvement, and propose innovative
approaches to bridge the gap between education and workplace demands.
 Chapter 1: General information on soft skills:

1. Definition of soft skills:

Soft skills are personal attributes that enhance an individual's interactions, career
prospects, and job performance. They are broadly applicable and complement hard skills to
improve relationships, job performance, and career prospects. Soft skills vary across fields,
but the basic people and social skills remain the same. They are considered essential for
employability in today's job market.

Soft skills encompass interpersonal skills, communication skills, character traits,

attitudes, emotional intelligence, and other attributes. They are often referred to as corporate
skills and are highly practical in nature. Soft skills are associated with insights, emotions, gut
instinct, and inner knowing, making them distinct from hard skills. They are often linked to
emotional intelligence (EQ) rather than intelligence quotient (IQ).

Soft skills include cognitive elements associated with non-academic skills, making
them critical in the current global job market, particularly in the rapidly evolving era of
technology. The importance of soft skills is emphasized in the reorientation of education for
sustainability and the recognition of their role in achieving holistic development.

Overall, soft skills play a vital role in personal and professional success, contributing
to effective communication, collaboration, adaptability, and overall career advancement.

2. Difference between soft skills and hard skills:

To put it simply, hard skills and soft skills differ in how they are acquired and applied
in the workplace. Hard skills are typically acquired through education or hands-on experience,
while soft skills are more like personality traits that develop naturally over time.

For instance, typing is considered a hard skill because it requires learning and practice.
Soft skills, on the other hand, are more interpersonal in nature, such as time management or
relationship-building. These are often inherent qualities that individuals possess, although
they can still be improved with effort.
 Certain hard skills are essential prerequisites for specific jobs, like typing for
administrative assistants or copywriters. However, they may be less relevant for professions
such as landscaping or culinary arts.

In contrast, many jobs require certain soft skills, like effective time management or the
ability to build relationships. Although not all roles demand strong relationship-building
skills, most positions necessitate good time management abilities.

While hard skills are easier to measure and quantify, both hard and soft skills are
important in the professional world. Understanding the distinction between them allows
individuals to highlight the appropriate skills on their resumes and during interviews.
 3. Importance of Soft Skills:

Soft skills encompass a wide range of abilities that are essential for effective
collaboration, customer satisfaction, teamwork, and surpassing stakeholder expectations.
Unlike hard skills, soft skills are subjective and harder to quantify. They are often referred to
as "people skills" or "interpersonal skills" because they relate to how individuals interact with
others.

While we may have been corrected by our parents during childhood for rude behavior
towards friends or siblings, in the workplace, there may not be someone to provide such
guidance, and the consequence could ultimately be losing one's job. The perception of soft
skills differs significantly between students and employers. Instructors focus on teaching the
skills needed for employment, while employers prioritize the skills necessary for performing
specific tasks.

Both hard skills and soft skills are crucial in today's working world. Hard skills refer to
specific knowledge and expertise in a particular field, while soft skills encompass personal
qualities that enhance professional abilities. Employers value soft skills as they seek
employees who are not only knowledgeable but also reliable, responsible problem solvers
with strong social skills.

Employers understand that graduates with soft skills have the potential to become
effective leaders and contribute to organizational success. They prioritize candidates who
possess these skills alongside degree-specific knowledge, enabling the formation of diverse
and adaptable teams capable of effective collaboration.

In the competitive job market, employers highly prioritize soft skills. The ability to
work well with others, communicate effectively, show initiative, solve problems, and
demonstrate a positive work ethic are highly valued. These skills allow individuals to navigate
interpersonal relationships, make informed decisions, and create a positive professional
impression. Soft skills also play a vital role in continuous professional development.

Soft skills encompass career attributes such as teamwork, communication, ethics, time
management, and appreciation for diversity. In the twenty-first century workforce, soft skills
are crucial in all business sectors. However, employers frequently report a lack of these skills
among new employees.
 In the workplace, soft skills are characterized as personal traits and interpersonal
abilities that define how individuals relate to others. They complement hard skills, which
pertain to knowledge and occupational skills. Sociologists often refer to soft skills as a
person's "EQ" (Emotional Intelligence Quotient) in contrast to "IQ" (Intelligence Quotient).
 Chapter 2: Types of soft skills :

While it’s difficult to come up with a universal soft skills definition, you can think of them as
skills that are not tied to one specific job; they’re general characteristics that help employees
thrive in the workplace, no matter their seniority level, role or industry. They are often called
transferable skills or interpersonal skills.
Here are 3 types of soft skills that are essential traits among employees:

1. Personal skills:

1. Definition:
Personal skills, called interpersonal or people skills, are a type of soft skills related to how a
person interacts with other people and the surrounding environment. Also personal skills are
intangible skills or abilities that help you interact positively with others. They are
unquantifiable and can positively impact your work ethic to help you develop strong
relationships with colleagues and customers. If by personnel skills you are referring to skills
related to managing people or human resources, some of the most important personnel skills
include:
1) Communication skills: Communication is an important soft skill since it helps you share
and receive messages efficiently. Many job roles require strong verbal communication
skills for effective interaction with customers, colleagues or management. Communication
skills can also help you express your ideas and cultivate strong working relationships.
They help you simplify complex topics, so you can successfully convey your meaning to
others.
2) Creativity : Creativity is a broad ability incorporating many different skill sets, including
other soft skills and technical skills. Employees with creativity can find new ways to
perform tasks, improve processes or even develop new and exciting avenues for the
business to explore. Creativity can be used in any role at any level.
3) Work ethic : Work ethic is the ability to follow through on tasks and duties in a timely,
quality manner. A strong work ethic will help ensure you develop a positive relationship
with your employer and with colleagues, even when you’re still developing technical
skills in a new job. Many employers would rather work with someone who has a strong
work ethic and is eager to learn than a skilled worker who seems unmotivated.
4) Skills in management and organization: Organizational and management skills are vital
personal qualities needed in the majority but not all positions. Studies have shown that the
majority of projects fail because of poor management. Well-planned management of
resources, time, and focus, can do wonders at work and ensure that most activities,
projects, and companies succeed.
5) Responsibilities : The most important thing to be a reliable employee is to show consistently on
time each day. Being reliable, however, is about being someone who individuals (co-workers or
customers) can rely on for assistance in any circumstance. It’s about being aware of what’s
expected from you and taking responsibility for what you do, even when you make an error.
Resilience and dependability are the most sought-after traits which make for a great employee.

6) Critical Thinking: Critical thinking is the process of using the analytical view to solve
problems. A strong critical mind not only aids you in performing your assigned task
efficiently but can also help you come up with more efficient ways to complete any
assignment. A critical thinker can help the business grow, evolve to change, and grow,
and is essential in every position in any industry.
2. Social skills :
1. Social skills, also known as interpersonal or soft skills, encompass the ability to
communicate with others effectively on a daily basis using various means such as
verbal, nonverbal, written, and visual methods. Verbal skills involve using spoken

language, while nonverbal communication encompasses body language, facial

expressions, and eye contact. Social skills are utilized in every interaction with another

person. Possessing strong social skills can contribute to the establishment and
maintenance of successful relationships, both in a professional and personal context.
2. Types of social skills:
1) Integrability: Social dynamics within a workplace can be challenging to
navigate. However, when you join a new job, you naturally find it easier to

integrate yourself into existing social groups and contribute to their growth.
The initial "newcomer" label quickly fades away as you become an

independent and valued member of the workplace community. Your

colleagues transition from being strangers to acquaintances, and in some

cases, even friends. Integration goes beyond simply conforming to existing

norms; it involves actively shaping the work environment. By successfully
 integrating, you become an integral and influential part of the social fabric in

the workplace.
2) Ability to communicate well: Effective communication is a crucial skill in
numerous organizations. As an adept communicator, you possess the ability to
articulate your thoughts clearly and concisely, making you an engaging

conversationalist. This proficiency extends to digital platforms as well, where

you maintain a polite and professional tone, whether it's through chat or

email. You excel at interpreting nonverbal cues and comprehending

instructions accurately. Furthermore, you have the confidence to express any

concerns or questions, and this skill will undoubtedly be evaluated during your
interview

3) Ability to accept criticism: You possess the valuable ability to handle

criticism effectively and constructively. This entails avoiding impulsive or

emotional reactions when receiving feedback and instead utilizing it as a tool

for personal growth and development. Criticism can catch individuals off

guard, leading to a dent in their self-confidence and pushing them beyond

their comfort zone. However, it's important to recognize that criticism often

arises from valid reasons. Those who possess the knowledge and skills to
navigate criticism and leverage it for improvement tend to make faster

progress in their endeavors.

4) Understanding human behavior: The concept of understanding human nature
may seem broad, but it essentially refers to the skill of accurately assessing
individuals based on certain indicators. It also entails the ability to predict and

interpret the actions and reactions of others with great accuracy. This skill is
highly valuable in various aspects of life, particularly in professional domains

where direct interaction with customers, patients, or clients is involved. Having

a deep understanding of human behavior provides a significant advantage in

effectively navigating these interactions.

5) Team collaboration: Collaboration is a fundamental aspect of numerous work
environments. As a team collaborator, you possess the skills to effectively
handle task delegation, group communication, authority dynamics, and other

crucial elements of working alongside others. You readily engage and

 contribute to the team effort. Being a team player also necessitates leveraging

various social skills to maximize productivity. Individuals who excel at

teamwork typically possess a diverse range of soft skills that prove beneficial

in any workplace setting. In today's professional landscape, the ability to work

effectively in a team is highly sought-after and often assessed during the

hiring process.
6) Interaction ability: This is the way you interact with people. There are people
who often joke and thus create a relaxed atmosphere, but who sometimes run
the risk of not being taken seriously. On the other hand, there are people who
act very seriously in the workplace and attach great importance to goal-
oriented communication. A “good” style of interaction is being in the middle
of this spectrum. You should appear competent and reliable without being
considered boring or uptight. Your interacting style influences your effect on
other people to a large extent.
3. Effects of Good Social Skills:
Having a comprehensive set of social skills empowers students to make informed
social decisions, leading to stronger interpersonal connections and improved academic
outcomes. The benefits of possessing good social skills are numerous, including
creating a positive and safe school environment. Additionally, students with well-
developed social skills exhibit flexibility in adapting to future crises or challenging life
situations, enhancing their resilience and overall well-being
4. Consequences of Poor Social Skills:
Students who struggle with poor social skills face various challenges in their
interpersonal relationships with parents, teachers, and peers. They often experience
difficulties in effectively communicating and connecting with others, leading to
feelings of isolation and rejection. Peer rejection, in particular, has been found to have
a correlation with instances of school violence. Moreover, these students may exhibit
signs of depression, aggression, and anxiety, further exacerbating their social and
emotional well-being. As a result, their academic performance tends to suffer
indirectly, as they struggle to engage in productive learning environments.
Unfortunately, the consequences of poor social skills can extend beyond the school
years, as research suggests a higher incidence of involvement in the criminal justice
system among adults who experienced difficulties in their social interactions during
their formative years.
 5. To improve social skills:
 Improve your emotional intelligence
 Look inwards
 Practice effective communication skills
 Fake it ‘till you make it
 Ask more than you speak
 Give compliments
 Be polite
 Read the news
 Start small

6. The building blocks necessary to develop social communication:

The different domains of an individual's social functioning are interrelated components of
social skills, such as interaction, communication, participation, emotional and social cognition
skills. Therefore, from a system theory perspective, progress in one area of social skills has an
effect on other areas of social skills.

Social skills structural model can explain and clearly show which personal social skills and
abilities need more attention of educators. In the area of solving educational problems, the
main attention must be given to training specific social abilities that are parts of various social
skills.

3. Methodical skills:

This category comes closest to hard skills, because methodological skills often manifest in
practical expertise. However, these skills are not so easy to demonstrate since they are often
the basic prerequisite for acquiring verifiable hard skills. For example, the soft skill
“presentation skills” is an essential basis for the hard skill of being able to operate
“PowerPoint,” while problem-solving competence is necessary for learning programming
languages.

Methodical competencies (e.g. stress resistance) also often overlap with personal skills (e.g.
resilience). Nevertheless, methodological skills belong in a separate category because they not
only cover the personal spectrum, but also support or even define much more direct
professional skills.
 - Analytical skills:

Analysis means uncovering the mechanisms behind complex facts and breaking them down
into their most important components. Your analytical skills make you a precise observer
who puts the knowledge gained into practice in order to constantly help yourself, your
method, and your team improve. Especially when it comes to failures, it’s important to use
your analytical skills because this is the only way you can learn from them. A certain degree
of self-reflection and communication skills will help you tremendously.

- Organizational talent:

Sometimes professional life means you have to juggle several tasks since they cannot be
completed at once. The ability to arrange lots of tasks makes you a reliable individual. If you
have a distinct organizational talent, you can prioritize things in a meaningful way and
structure your day-to-day work and that of your employees in such a way that they work as
efficiently as possible. Organizational ability is a soft skill that becomesall the more important
the more independently you work and the broader your range of tasks.

- Presentation skills:

You have a confident demeanor and an engaging way of speaking, and can therefore
present excellently. Whether it's a PowerPoint presentation to present a specific project or a
summary of your progress in a team meeting, your presentation techniques will ensure that the
issues are communicated in an understandable way. This soft skill increases in importance as
you move up the corporate ladder.

- Problem-solving skills:

This soft skill is closely related to your analytical skills. Problem solving requires an
appropriate strategy, and to find it, you need to have a clear understanding and analysis of the
problem. As a competent problem solver, you will face any challenging development with an
alert mind and creative ideas. No matter the problem: You find its source, recognize the
consequences, and develop a suitable strategy to solve the problem. This ability can easily be
trained in a playful way, for example, through challenging computer games or mind sports.
 - Stress resistance

The ability to deal with stress is primarily based on your personal skills. Resilience,
responsibility, and motivation work together in order to reliably master the often
unpredictable challenges of everyday life. There are many techniques for coping with
stress, but stress resistance comes from a strong character. As a methodical skill, it also refers
to the ability to nip any possible stress in the bud through a high degree of discipline, self-
organization, and self-reflection.

- Dealing with new media:

Today's digital landscape offers many possibilities, but also many dangers. Using new media
(social networks, online platforms, business networks, etc.) in a skillful and sensitive way is
an important soft skill for representing not only yourself, but also your colleagues and the
company to the outside world. Using this media in a careless way can cause significant
damage, e.g. if you reveal  sensitive company information via private accounts or complain
about your workplace on social networks.

Be aware that social networks, in particular, have changed the way we present ourselves to the
public, so use them in a way that doesn't damage your reputation or that of your company. In
general, you should develop a certain flair that enables you to use your personal and social
skills successfully online.
Chapter 3: Research methodology

Methodology :

Qualitative research methodologies seek to capture information that often can't be expressed
numerically. These methodologies often include some level of interpretation from researchers
as they collect information via observation, coded survey or interview responses, and so on.
Researchers may use multiple qualitative methods in one study, as well as a theoretical or
critical framework to help them interpret their data.

This is why our objective is to analyze the use of soft skills by the population. To do this, we
have prepared a form that covers a set of multiple-choice questions intended for an active
population over 15 years.
The first step is to develop relevant questions on the application of soft skills in management
and in everyday life and also to check the importance of soft skills for personalities and
knowledge.

The second step involves assembling the questions into a single document and creating a form
using Google Forms. This is a common practice for collecting data in a structured and
organized manner. By creating a form, we can easily distribute it to our target population and
collect responses efficiently. Google Forms offers various question types and customization
options to suit research needs.

Moving on to the third step, the characteristics of the target population. The population we are
targeting can be characterized by the following criteria:

Age: Individuals who are 15 years or older. This criterion ensures that the participants are of
a certain maturity level and can provide meaningful insights.

Gender: The study targets both women and men. This inclusivity allows for a diverse range of
perspectives and experiences related to the research topic.

Occupation and education: The population includes individuals who are both employed and
engaged in studying. This criterion allows for a comprehensive understanding of soft skills in
various contexts, such as the workplace and educational settings.

Chapter 4: Results and analysis

This graph shows that the majority of respondents defined soft skills as technical abilities and
job-specific knowledge, i.e., 78,6 % and 51,4 % as Interpersonal and communication skills.
The survey results indicate that communication skills were considered the most essential soft
skill by 62% of respondents. Teamwork and collaboration were recognized as crucial by
49.3% of respondents. Adaptability and flexibility were deemed important by 42.3% of
participants, with an additional emphasis on adaptability by 14.1% of respondents. These
findings highlight the significance of communication, teamwork, and adaptability in a
professional setting.

The results show that the majority of respondents have a moderate level of skill the ability to
covey information to others , with 50.7% rating themselves as "Moderately skilled." A
significant portion, 22.5%, consider themselves "Highly skilled," while 23.9% describe
themselves as "Somewhat skilled." Only a small percentage, 2.8%, believe they are "Not
skilled" in this area.
These results indicate that a significant proportion of participants (40.8%) consider
themselves to work moderately well in a team environment and contribute to achieving
common goals. On the other hand, a substantial proportion of respondents (38%) feel that
they do not work very well in a team environment and do not effectively contribute to
common goals.

The survey results indicate that the majority of respondents believe that they handle changes
and new situations well. Specifically, 43.2% perceive they as handling them very well, while
35.2% view their ability as moderate. However, a smaller percentage of 19.7% feel they do
not handle changes and new situations very well, with only 2.8% stating they do not handle
them well at all.
The majority of respondents in the survey rated themselves as moderately skilled in
identifying and resolving problems, with 50.7% choosing the "Moderately skilled" category.
A significant portion, 22.5%, considered themselves highly skilled, while 23.9% described
themselves as somewhat skilled. Only a small percentage, 2.8%, believed they were not
skilled in this area. Overall, the data suggests that most respondents have a reasonable level of
competence in problem-solving, with some variations in self-perceived skill levels.

These results provide insights into the self-perceived leadership abilities of the participants. A
significant proportion (36.6%) described themselves as having strong leadership abilities.
Similarly, another 36.6% of the respondents reported having some leadership abilities. On the
other hand, 19.7% of the participants indicated limited leadership abilities. Lastly, 7% of the
respondents stated that they have no leadership abilities.
The survey results indicate that the majority of respondents have good to excellent time
management skills, with 35.2% rating themselves as "Excellent" and 42.3% rating themselves
as "Good." This suggests that most participants are effective in managing their time and
meeting deadlines. However, there is a smaller portion who rated their skills as "Average"
(15.5%) or "Poor" (7%), indicating room for improvement.

The graph depicts the distribution of responses related to emotional intelligence. It shows that
a significant percentage of respondents, 40,8%, possess a high level of emotional intelligence,
indicating strong self-awareness and effective emotion management. Additionally, 39.4%
have a moderate level of emotional intelligence, while 15.5% indicated a lower level.
These results provide insights into how participants perceive their own ability to lead and
influence others. A significant proportion (42.9%) described themselves as often being able to
lead and influence others. Another substantial portion (40%) reported that they occasionally
possess the ability to lead and influence others. In contrast, 14.3% of the respondents stated
that they rarely have the ability to lead and influence others.

The graph demonstrates that a majority of respondents believe soft skills are important in the
workplace for various reasons. The highest percentage of participants (60%) identified the
enhancement of teamwork and collaboration as the primary importance of soft skills.
Additionally, a significant proportion (64.3%) recognized the essential role of soft skills in
technical tasks. Moreover, 60% of respondents highlighted that soft skills improve
productivity and efficiency. While a small percentage (8.6%) did not consider soft skills as
important, the overall findings emphasize the widespread belief in the significance of soft
skills for effective work performance and success in the workplace.

The graph reveals that a significant percentage of respondents acknowledge the positive
impact of strong soft skills on a candidate's chances to be hired. Specifically, 38.6% believe
that strong soft skills slightly increase a candidate's chances, while 24.3% think they
moderately increase chances. Additionally, 10% of respondents believe that strong soft skills
greatly enhance a candidate's prospects. However, a minority (27.1%) believes that soft skills
have no significant impact on hiring decisions.
The graph reveals that respondents consider various approaches valuable for developing soft
skills. The majority of respondents recognize the importance of attending workshops and
training programs (67.1%) and seeking mentorship or coaching (55.7%) for skill
enhancement. Actively participating in team projects (61.4%) is also seen as an effective way
to develop soft skills. Additionally, practicing effective communication (48.6%) and seeking
feedback from colleagues and supervisors (27.1%) are identified as valuable methods.
These results shed light on the perceived impact of developing soft skills on an individual's
career growth and success. A significant proportion (54.3%) recognized that developing soft
skills can lead to better collaboration and teamwork. This suggests that individuals understand
the importance of effective communication, interpersonal skills, and cooperation in achieving
common goals within a team or work environment. Similarly, the same percentage (54.3%)
acknowledged that enhancing problem-solving and decision-making skills through the
development of soft skills can contribute to career growth and success. Furthermore, a
majority of respondents (61.4%) recognized the positive impact of developing soft skills on
improved leadership abilities. Additionally, a significant portion (30%) acknowledged that
developing soft skills contributes to increased adaptability to changing circumstances. Lastly,
a smaller percentage (18.6%) recognized the importance of developing soft skills for building
stronger professional relationships.
Conclusion:

In conclusion, soft skills play a crucial role in various aspects of personal and professional
development. Through quantitative research, we have gained valuable insights into the
development, assessment, and impact of soft skills. The findings highlight the importance of
soft skills in areas such as communication, teamwork, problem-solving, adaptability, and
leadership.

Research has shown that individuals with strong soft skills are more likely to succeed in their
careers, build positive relationships, and navigate challenges effectively. Soft skills are not
only beneficial at the individual level but also contribute to organizational success, fostering a
positive work environment, and enhancing productivity.

Moreover, our understanding of soft skills has evolved, recognizing the need for their
integration into educational curricula, training programs, and recruitment processes. Efforts to
cultivate and assess soft skills have become essential in preparing individuals for the demands
of the modern workforce and enabling them to thrive in diverse and dynamic environments.

As we continue to explore and advance our knowledge of soft skills, further research is
needed to delve deeper into specific soft skills, their interplay with other factors, and their
long-term impact. Additionally, ongoing collaboration between academia, industry, and
policymakers is crucial to ensure that soft skills remain a priority in educational and
professional contexts.

By investing in the development and recognition of soft skills, we can foster a more skilled
and adaptable workforces, promote personal growth, and contribute to a society that values
holistic success and well-being.

In summary, soft skills are an integral part of individual and organizational success, and their
significance should be acknowledged, nurtured, and continuously researched for the
betterment of individuals and society as a whole.
 Annexes:

1. How would you define soft skills?

 Technical abilities and job-specific knowledge
 Interpersonal and communication skills
 Problem-solving and critical thinking skills
 Emotional intelligence
 Adaptability and flexibility
 Time management
1. Which soft skills do you consider most essential in a professional setting? 
 Communication skills
 Teamwork and collaboration
 Adaptability and flexibility
 Adaptability
2. How would you rate your ability to effectively convey information to others?
 Excellent
 Good
 Average
 Poor
3. How well do you work in a team environment and contribute to achieving
common goals? 
 Very well
 Monderatly well
 Not very well
 Not at all well
4. How do you handle changes and new situations? 
 Very well
 Moderately well
 Not very well
 Not at all well
5. How skilled are you at identifying and resolving problems?
 Highly skilled
 Moderately skilled
 Somewhat skilled
 Not skilled
6. How would you describe your ability to lead and influence others? 
 Strong leadership abilities
 Some leadership abilities
 Limited leadership abilities
 No leadership abilities
7. How effectively do you manage your time and meet deadlines?
 Excellent time management skills
 Good time management skills
 Average time management skills
 Poor time management skills
8. How well do you understand and manage your own emotions, as well as
empathize with others? 
 Highly emotionally intelligent
 Moderately emotionally intelligent
 Not very emotionally intelligent
 Lacks emotional intelligence
9. How often do you come up with innovative and unique ideas? 
 Very often
 Occasionally
 Rarely
 Never
10. Why do you think soft skills are important in the workplace?
 They enhance teamwork and collaboration
 They are essential for technical tasks
 They improve productivity and efficiency
 They are not important in the workplace
11. How do you think the presence of strong soft skills in a candidate affects their
chances of being hired?
 No significant impact
 Slightly increases chances
 Moderately increases chances
 Greatly increases chances
12. In your opinion, what are some of the ways that employees can develop and
enhance their soft skills?
 Attending workshops and training programs
 Seeking mentorship or coaching
 Actively participating in team projects
 Practicing effective communication
 Seeking feedback from colleagues and supervisors
13. How can the development of soft skills contribute to an individual's overall
career growth and success?
 Better collaboration and teamwork
 Improved leadership abilities
 Enhanced problem-solving and decision-making
 Increased adaptability to changing circumstances
 Stronger professional relationships
Reference:

https://www.indeed.com/career-advice/career-development/social-skills

https://www.crsd.org/cms/lib/PA01000188/Centricity/Domain/932/socialskills_rk.html

https://www.ionos.com/startupguide/productivity/soft-skills/

https://www.researchgate.net/publication/
333142271_Concept_and_Structural_Components_of_Social_Skills

https://uvu.libguides.com/methods/qualitative

https://www.omniconvert.com/blog/qualitative-research-definition-methodology-
limitation-examples/