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Use of Lickert Scale, Personality Assessment, and Survey Design

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You want to construct a quick scale to collect data on the primary concerns which are motivating a caregiver to bring their child to your Child Practice. You set up the scale by listing the range of concerns that have presented in your practice. Parents are to rank the top 3 concerns that bring them in. You most likely used which test construction approach in setting up your scale?

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https://brainmass.com/psychology/personality-and-belief-systems/use-lickert-scale-personality-assessment-survey-design-71245

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You will have a numbered lickert scale from 1 through 10, 1 being the lowest concern and 10 being the highest. Based upon the total maximum, you ...

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Use of lickert scale,personality assessment, survey design

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Discussion questions to consider

The following questions are from the Handbook of Training Evaluation and Measurement Methods by Jack J. Phillips. I could use some other feedback/insight with these questions.

CHAPTER FIVE

SOME ORGANIZATIONS NEED A ROI PROCESS THAT WILL LOOK FORWARD (FORECAST) AND BACKWARD (ROI RESULTS). CAN THIS MODEL BE USED IN BOTH SCENARIOS? EXPLAIN.

CAN THIS ROI PROCESS MODEL BE USED WITH ALL TYPES OF PERFORMANCE INTERVENTIONS? PROVIDE EXAMPLES OF DIVERSE APPLICATIONS, ADDRESSING THE FIRST THREE BLOCKS IN THE MODEL.

ONE CRITICISM OF AN ROI MEASUREMENT IS THAT IT DOES NOT PRESENT A "BALANCED" VIEW OF RESULTS. HOW DOES THIS MODEL ADDRESS THIS ISSUE?

CHAPTER EIGHT

WHY IS IT IMPORTANT TO OBTAIN PARTICIPANT FEEDBACK IN TRAINING PROGRAMS?

ONE HRD MANAGER COMMENTED ".....SMILE SHEETS (PARTICIPANT FEEDBACK FORMS) ARE NOT WORTH THE TIME IT TAKES TO COMPLETE THEM. THESE HAPPINESS RATINGS DO NOTHING BUT FEED THE EGO OF THE INSTRUCTOR." IS THIS TRUE? EXPLAIN.

DESIGN A PARTICIPANT FEEDBACK FORM FOR A ONE-DAY WORKSHOP ON IMPROVING INTERVIEWING SKILLS.

WHAT ARE THE ADVANTAGES AND DISADVANTAGES OF ATTITUDE SURVEYS IN EVALUATION?

WHY ARE PERFORMANCE TESTS IMPORTANT TO HRD EVALUATION?

DESIGN AND DESCRIBE A PERFORMANCE TEST TO MEASURE THE EFFECTIVENESS OF A TRAINING PROGRAM DESIGNED TO IMPROVE INTERVIEWING SKILLS.

CHAPTER NINE

USE EXAMPLES TO ILLUSTRATE THE DIFFERENCES AMONG EVALUATION INSTRUMENT DESIGN, EVALUATION DESIGN, AND DATA COLLECTION METHODS.

WHY ARE FOLLOW-UP EVALUATIONS IMPORTANT?

DESIGN A FOLLOW-UP QUESTIONNAIRE FOR A THREE-DAY PERFORMANCE MANAGEMENT WORKSHOP FOR MIDDLE MANAGERS. MAKE ANY ASSUMPTIONS NECESSARY TO COMPLETE THE ASSIGNMENT.

DO ORGANIZATIONS USE PERFORMANCE CONTRACTS ON A ROUTINE BASIS? EXPLAIN.

WHAT ADVANTAGES DO ACTION PLANS HAVE OVER QUESTIONNAIRES?

WHAT ARE THE WEAKNESSES OF THE INTERVIEW PROCESS?

WHEN IS IT APPROPRIATE TO USE OBSERVATIONS IN THE EVALUATION PROCESS? WHAT ARE THE DIFFERENCES IN THE INTERVIEW AND FOCUS GROUP PROCESS?

WHAT ARE THE PROBLEMS WITH FOCUS GROUP PROCESS?

WHEN IS IT APPROPRIATE TO USE OBSERVATIONS IN THE EVALATION PROCESS?

WHAT DIFFICULTIES ARE ENCOUNTERED WHEN USING EVALUATION INFORMATION OBTAINED FROM OBSERVERS?

WHICH IS THE MOST EFFECTIVE DATA-COLLECTION METHOD? WHY?

IS IT POSSIBLE TO USE ALL DATA-COLLECTION METHODS IN THE EVALUATION OF A SINGLE PROGRAM? EXPLAIN.

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