Reliability and Validity Paper Essay Example | Topics and Well Written Essays - 750 words

Reliability and Validity Paper - Essay Example † and then proceeds with â€Å"How it will be measured?† (Desarbo, William, & Babin, 2009) A measurement is defined as ‘good’ if it fulfills the criteria of validity and reliability. Reliability: Reliability measures the extent to which the test yields consistent results each time it is conducted and across various situations and includes the following (Neukrug, 2008). Test-retest: This involves conducting the same scale or test to similar respondents at two different points in time (Neukrug, 2008). For example, a researcher interested in measuring the number of times an average adult worker falls sick within a year discovers that 68% of the population falls sick at least thrice. If this test is conducted again, under similar conditions, and it is discovered again that 68% of the population falls sick at least thrice a year, it indicates that the test is reliable. Split-half: Under this the researcher checks one half of the results of a test against the othe r half to check for internal consistency (Neukrug, 2008). For example, a researcher who has measured good quality of human services at a hospital in terms of four items ambience, proper equipment, quick procedure and trained staff can split the results by grouping the results of ambience and proper equipment together and quick procedure and trained staff together respectively and then check the Chronbach’s alpha for these two groups. ... If the results obtained through the two tests show high correlation, then the tests are considered to be reliable. Validity: Validity refers to the extent to which the test measures what it is supposed to measure; that is, the extent to which the test meets its objectives (Neukrug, 2008). The following are the types of validity: Face or content validity: This results from the consensus amongst experts that a scale logically appears to be reliable (Neukrug, 2008). For instance, questions such as â€Å"how many children do you have?† asked by a researcher regarding the effectiveness of family planning programs are generally assumed to stand up to face validity. Criterion Validity: If the measure correlates with another measure of the same construct then it is assumed to have criterion validity (Desarbo, William, & Babin, 2009). If the new measure is tested at the same time as the old measure and is shown to be valid it is known as concurrent validity and if the new measure is te sted at a later time and is shown to be valid then it is predictive validity (Desarbo, William, & Babin, 2009). For example, in tests reveal that the effectiveness of the prototype provide correct estimate of the effectiveness of the final medicine 80% of the time, then the test has predictive validity. If, however, the same correlation is established between the final medicine (after it’s manufactured) and its prototype at the same time, then it will have concurrent validity. Construct Validity: This refers to the extent to which the measure confirms a network of hypothesis based on a theory to which the concepts are related (Monette, Sullivan, & DeJong, 2010). Convergent

Motivating teams Term Paper Example | Topics and Well Written Essays - 2000 words

Motivating teams - Term Paper Example The objective of this paper is to present a background and a definition of motivating teams. Certain guidelines and goals for motivating a team will also be presented. The significance of this presentation is to provide a full understanding on the needs of teams and the importance of motivation. This is in order for managers and organizations to achieve the desired performance they need from their workers. With proper motivation, workers will be more satisfied with their work and will be pleased with what they are doing. In the end, the holistic environment and outcomes within the organization will result in positivity. The challenge, however, lies on the minimal number of studies regarding team motivations. The role of leadership skills has long been evaluated and studied whereas the importance of motivational skills is still gaining popularity in the labor world. A minimal number of researchers on this topic may be due to the fact that motivation is hardly measurable. Moreover, mot ivationcannot be observed directly(Swezey et al., 1994). The scope of this study remains on the essential information regarding motivation in teams and a brief description of motivation in individuals. The topic on motivating individuals will not be defined in this paper. Background of the Study In any organization, leadership and motivation of individuals are important in order to assure efficiency and quality work outcomes. Chen & Kanfer (2006) stated that there are many studies that have proven the effects of leadership on performance whereas little is still known regarding the effects of motivation on individuals or teams. For decades, proper leadership was deemed to be the most important role of a manager. However, managerial leadership skills havebeenfound to be inadequate or incomplete without the proper motivational skills (Ceridian Corporation, 2005). Thus, motivational skills are imperative in keeping workers at their best performance. According to Clark (2005), it is mo re challenging to motivate a team than to motivate an individual. Teams are defined as a set of â€Å"two or more people who interact, dynamically, interdependently, and adaptively toward a common and valued goal/objective/mission, who have each been assigned specific roles or functions to perform, and who have a limited life-span of membership† (Salas, Dickinson, Converse & Tannenbaum, 1992, p. 4). Since teams are composed of different individuals with different missions and values, it may be hard to keep them together. This is now the challenge that is associated with motivating teams.Yet, Chen & Kanfer (2006) state that about 80% of institutions around the world are now employing the use of teams. Teams, committees, and groups can increase productivity by achieving goals that are assigned them in a shorter length of time. Lawler (2003) also stated that employees behave in a line of sight. By this, he means that employees act in a certain way when they believe that these ac tions will result to appealing results. Furthermore, Lawler (2003, p. 124) indicated that, â€Å"employees are inherently neither motivated nor unmotivated to perform effectively; their motivationdepends on the situation, how they perceive it, and what rewards they need and value.† It is therefore imperative for managers to identifythe necessary modes of