Results of the interview

The interview questionnaire consisted of three sections. Parts A and C were open discussion questions, while Part B had structured questions that required the architect to provide an opinion based on a scaled range of options. 

Part A aimed to understand the individual s level of experience and background knowledge on fagades, energy efficiency and textiles. These general questions also provided a guideline as to whether or not a specific respondent had considered the use of a textile material in a previous project. 

Little protection Frit patterns can be added to provide glare protection. Movable layers can be integrated to control light transmission and solar gain 1.9 W/m K(5.1 W/m K for a single layer system)  

Addition of frit patterns, coatings and lighting effects 

depending on fabric thickness. Typically 65-75% is reflected and up to 8% absorbed  

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Table 12 Example identical deviations as a result of the interviews.

Write up the results of the interview including the interviewee name, title, date and time of the interview. If your minutes were poorly documented, then revise them. 

The cutoff date for receipt of questionnaires to be included in the analysis was February 1, 1985. Questionnaires were received from 4,085 men, 64% of survivors (Table 8). The response rate for men who were correctly located was 82% 2% of located men declared their unwillingness to participate, and 16% of those located failed to respond. Those who failed to respond were telephoned, and when necessary visited, to determine the reasons for their not responding. A total of 657 (74%) of the 891 nonrespondents were interviewed. The results of the interviews are discussed later. 

The results of the interviews and document analysis were used in tailoring the questionnaire (FOCUS, First Organizational Cultural Unified Search by De Witte Van Muijen 1994) to better fit this kind of organisation. Some context-specific questions were also added. The questionnaire was based on the Cameron and Quinn s model (see figure 2). After modifications, the extended FOCUS-questionnaire was distributed to the whole staff of YTO. Response rate was 68 percent, which means 36 subjects. Data was factor analysed and summated scales were formed. In the second phase of the research, a safety culture and development workshop was carried out. The workshop was organised twice so that everybody could have a chance to attend one or the other. 

In January 1991, an evaluation team Interviewed Paul Rice, Vice President and General Manager, RRD, and Steve Smith, Manager, ROD. These senior managers Joined WSRC In November 1990. Based on the results of the Interviews and reviews of various documentation, the DOE staff s evaluation of the restart criteria Is given below. 

The extent to which documents are reviewed will depend upon the results of the initial questionnaire responses, the interviews, and facility walk-around. In general, documents should be reviewed to verify good practice compliance, and a sampling will usually suffice. 

After a description of each task, we present the results of the document analysis and a summary of the experts consultation. Interviews were mainly categorised on stmcture , property and their interrelations (Meijer, Bulte, Pilot, 2005). This section starts with a more extensive description for the task about crockery. The outcomes for the two other tasks are more briefly described. Subsequently, the outcomes of the analysis of the two other tasks are summarised and generalised. 

The final question in this section of the interview inquired into the respondents willingness to have a genetic test if the results were available to their life insurance company. Again, the likelihood of participation decreases with years of education and is significantly higher among racial/ ethnic minorities compared with whites. What is noteworthy here is the finding that respondents who have total family incomes above 50,000 are... 

The results of the air quality surveys and interviews with the residents indicated that dust, particulates and bioaerosols are major problems in Hong Kong residential homes. The high level of carbon monoxide produced during cooking must be addressed. Odors are the most common complaints from the residents despite the recorded low level of VOCs. This is understandable since the threshold odor for most of these compounds is very low. The team therefore recommends that the product should feature aerosols (i.e., dust and particulates), bioaerosols (i.e., airborne bacteria and fungi), carbon monoxide and odor (i.e., VOCs) removal technologies. 

According to Shulgin, his passion for the study of psychedelics emerged after the first time he took mescaline in 1960. He says that he saw the world in a new and dramatically different way that inspired in him a "burning desire" to understand more about the chemical nature of compounds that could produce such profound experiences. As a result of the mescaline experience, he told an interviewer from Playboy magazine in 2004, "I had found my learning path," the direction in which he wanted the rest of his career to go. 

Information bias can result from misclassiftcation of characteristics of individuals or events identified for study. Recall bias, one type of information bias, may occur when respondents with specific exposures or outcomes recall information differently from those without the exposures or outcomes. Interview bias may result when the interviewer knows a priori the category of exposure (for cohort studies) or outcome (for case-referent studies) in which the respondent... 

Regardless of the type of system selected, the written appraisal should be accompanied by a formal interview of the employee. It is during the interview that the results of the written appraisal are discussed. The success of the performance appraisal hinges significantly on the interview. If the manager is mindful of taking a few pre-... 

Managers often view performance appraisals as an undesirable task, but careful planning and implementation should make them less onerous. Performance appraisals are closely finked to employee motivation, performance, commitment, and turnover. Numerous systems are available, each ofwhich has its strengths and drawbacks. The formal appraisal must be accompanied by frequent and substantive informal feedback. The appraisal interview is key to the success of the appraisal system. The allocation of organizational rewards must be finked closely to the results of the appraisal process. 

Whilst it is relatively easy to carry out, the correlation between the test results obtained on a candidate and the actual performance on the job, known as predictive validity, is variable and depends on what characteristics are being looked at in the test. The correlation coefficient for cognitive tests has been assessed as 0.35 and for personality tests as low as 0.15 [A-4], However, when such tests are well done and analysed by a suitably qualified person they are very useful in checking or supporting the conclusions of the interviewing team, particularly where there is a divergence of opinion, but they should never be used as the sole basis for selecting a candidate. 

All subjects should be offered the opportunity of seeing the results of the comprehensibility evaluations, and to give feedback on the interview and testing procedures. 

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