Personal and social skills are two types of dimensions of life skills that are often overlooked in the school curriculum. For MTs students, both are key skills to facilitate the formation of rational and balanced behavior between inside and outside the classroom. The results showed: (1) personal values and social skills of MTs students in rural areas better than urban MTs; (2) significant differences in personal characteristics and social skills between MTs students in rural and urban school locations; (3) the personal skills dimension becomes a priority in the development of school curricula and programs. Implications of differences in personal characteristics and social skills of MTs students on the content and strategy of curriculum development and strategy of translation of school programs that gayut with the daily life of the students.

There is increasing evidence that females are outperforming males in secondary education across a range of subjects. The data in higher education, however, is not so clear-cut. Several studies have been undertaken examining the impact of gender on undergraduate accounting performance, ranging from early year performance to that of later years, with conflicting results. Some of the literature suggests that gender differences are dependent on the type of assessment utilized, reporting that females tend to perform better than males in coursework assessments with the position being reversed for examinations. This paper examines gender differences across several performance measures both prior to and post entry into an Accounting and Finance degree. Data was collected from the population of honours graduates of 1998, 1999 and 2000 (n = 132) on a thick sandwich Accounting and Finance degree at the Robert Gordon University in Scotland. All the data was extracted from student files to develop a multitude of independent performance related variables, categorized into: point of university entry data, early university performance data and final honours year performance data (examined on an individual module basis and also a global coursework and examination performance basis). Statistical differences were examined using a two independent sample technique, whereby the population was categorized by gender into male and female, with either a t-test or Mann-Whitney test being utilized dependent on the distribution of the independent variable. Only two gender differences were found: females outperformed their male counterparts in the first year accounting module and also in the auditing module, which was undertaken via distance learning during the third year of the programme. No gender differences were found in any of the final year modules, and this was also evident in the coursework and examination performance analysis. Single sex focus groups were set up to explore why gender differences were apparent in the auditing module.gender differences, undergraduate performance,

Increasing numbers of women are entering Chartered Accountancy. Focuses on the Scottish perspective exploring recruitment, examination performance and career progress. No discernable gender differences were found in recruitment and early career structure, although women do perform better in the examination process. However, at senior manager and particularly partner levels differences do arise. Examines by way of a case-study approach, interviewing all the women partners in the "big six" Scottish offices, why so few reach the top. Also analyses their personal profiles in an attempt to construct role models for women who aspire to this level. Women choose to opt out of the top, prioritizing and balancing their lifestyles in a different manner to men. The barrier is therefore one of choice, although some form of discrimination was mentioned by two-thirds of the women. The observations within the six firms were also different, suggesting that varying attitudes had been experienced.

Examines the personal and situational factors that determine career progression for women in the accountancy profession within the context of the Big Six firms in Scotland from data generated by a postal questionnaire focusing specifically on both male and female senior managers within these firms. The results relating to person-centred data indicate that the most common aspiration of the senior managers relates to the attainment of partnership status. Motherhood appears to modify career expectations and there is also evidence of a different gender attitude towards acceptability of long working hours with women indicating a general reluctance to match the number of hours worked by men. Analysis of situational factors revealed that men have moved into the new areas of work resulting in women being segregated into the less prestigious, more routine functions of the profession. The results also suggest that men are headhunted into senior management positions, while women remain loyal to their training firms in order to be promoted. Thus there appear to be both person and situational factors that determine the pace and structure of the careers and pace of senior managers in the accountancy profession when analysed from a gender perspective.