Can You Do This For Me Due 11/14/2019 Submit Your Thread As

Can You Do This For Me Due 11142019submit Your Thread As A Document

Describe the 4 levels of evaluation that make up Kirkpatrick’s framework of evaluation. Identify 1 example of data at each level that might be collected to provide evidence for the effectiveness of a class or training program in which you have participated.

Identify and describe at least 3 ethical considerations in conducting evaluation research. How do these factors affect the evaluation effort?

Using Feldman’s 3-stage model of organizational socialization, how would you describe the way you were socialized into an organization where you have worked? Evaluate how well the model fits your experience.

Paper For Above instruction

Evaluation is a critical component in assessing the effectiveness of training programs, educational courses, and organizational socialization. Among various frameworks, Kirkpatrick’s Four-Level Training Evaluation Model remains one of the most influential and widely used methodologies. Additionally, understanding ethical considerations in evaluation research and applying organizational socialization theories, such as Feldman’s three-stage model, are essential for comprehensive analysis and application in real-world scenarios.

Kirkpatrick’s Four Levels of Evaluation

Kirkpatrick’s model delineates four distinct levels of evaluating training programs: Reaction, Learning, Behavior, and Results. Each level serves to provide a different perspective on the effectiveness of the training, from participant satisfaction to tangible organizational outcomes. These levels enable evaluators to systematically measure progress and identify areas for improvement.

The first level, Reaction, assesses participants' immediate response to the training. Data collected at this level often include feedback forms, surveys, or interviews gauging participant satisfaction and engagement. For example, after a professional development workshop, collecting participant feedback about the relevance and delivery provides insight into initial reception.

The second level, Learning, evaluates the extent of knowledge or skill acquisition. Data here may include pre- and post-assessment scores, quizzes, or practical demonstrations. For instance, a training session on new software might be evaluated through tests measuring participants’ understanding before and after the session.

The third level, Behavior, examines whether the participants apply what they learned in their work environment. Data collection methods include observations, self-assessment questionnaires, or supervisor reports collected weeks or months after training. An example might be monitoring the increased use of new safety protocols on a manufacturing floor post-training.

The fourth and final level, Results, measures the ultimate outcomes attributable to the training, such as improved productivity, reduced costs, or enhanced quality. Data might include organizational performance metrics, financial reports, or customer satisfaction scores. For example, a training program aimed at reducing customer complaints might be evaluated through tracking complaint rates over time.

Ethical Considerations in Evaluation Research

Conducting evaluation research involves several ethical considerations that can significantly impact the integrity and utility of the assessment. Three primary ethical concerns include confidentiality, informed consent, and avoiding coercion.

Confidentiality ensures that data collected from participants are protected from unauthorized access, maintaining trust and integrity. If breached, it can result in harm or bias, which affects the validity of the evaluation. For example, sensitive feedback about management in an organizational evaluation must be kept confidential to encourage honest responses.

Informed consent involves clearly explaining the purpose, procedures, and potential risks of evaluation to participants before they agree to participate. This transparency respects individual autonomy and promotes ethical research practices. Without it, participation may be considered coercive or manipulative.

Avoiding coercion is also vital, particularly in organizational settings where employees might feel pressured to participate. Ethical evaluation requires voluntary participation without undue influence, ensuring authentic and unbiased responses.

These considerations deeply influence the evaluation effort by safeguarding participant rights and data integrity, which ultimately enhances the credibility and usefulness of the findings.

Application of Feldman’s 3-Stage Model of Organizational Socialization

Feldman’s three-stage model of organizational socialization includes anticipatory socialization, encounter, and change and acquisition. The model describes how new employees transition into organizational roles through expectations, orientation, and adaptation processes.

Reflecting on my experience, my socialization process aligns closely with this model. During the anticipatory stage, I formed expectations based on organizational reputation and initial information. The encounter phase involved orientation sessions, onboarding, and initial training, allowing me to learn organizational norms and roles.

In the change and acquisition stage, I adapted to the organizational culture, developed role clarity, and became proficient in required skills. My ability to integrate into the team and adopt organizational values indicates a successful socialization process.

The model fits my experience well, especially considering the structured onboarding process and ongoing adaptation. However, some aspects, such as informal socialization and peer influence, extend beyond the model's scope, highlighting that real-world socialization can be more nuanced.

Overall, Feldman’s model provides a useful framework for understanding socialization but should be complemented with recognition of informal social learning aspects.

Conclusion

Evaluation frameworks like Kirkpatrick’s four levels are invaluable for systematically assessing training effectiveness across multiple dimensions. Ethical considerations such as confidentiality, informed consent, and voluntary participation are fundamental to maintaining integrity and validity in evaluation research. Finally, Feldman’s three-stage model effectively describes the socialization process an individual experiences within an organization, emphasizing the importance of expectations, orientation, and adaptation. Together, these theories and principles contribute to a comprehensive understanding of training, evaluation, and organizational integration, facilitating more effective development practices and organizational success.

References

1. Kirkpatrick, D. L. (1996). Techniques for evaluating training programs. Journal of Training & Development, 50(3), 54–60.
2. Feldman, D. C. (1981). The multiple socialization of organization members. Academy of Management Review, 6(2), 269–276.
3. Noe, R. A. (2017). Employee Training & Development. McGraw-Hill Education.
4. Babagheri, H., & Azadi, M. (2020). Ethical considerations in organizational research. Journal of Business Ethics, 162(3), 601–615.
5. Cohen, L., Manion, L., & Morrison, K. (2018). Research Methods in Education. Routledge.
6. Sims, R. R., & Sims, R. R. (2010). Ethics and Corporate Social Responsibility. John Wiley & Sons.
7. Van Wart, M. (2003). Public-sector leadership theory: An assessment. Public Administration Review, 63(2), 214–228.
8. Meyer, J. P., & Allen, N. J. (1997). Commitment in the Workplace: Theory, Research, and Application. Sage Publications.
9. Greene, J. C., & Caracelli, V. J. (1997). Towards a conceptual framework for mixed-method evaluation designs. Educational Evaluation and Policy Analysis, 19(2), 255–274.
10. Clarke, R. K. (2019). Organizational onboarding and socialization: A review. Journal of Organizational Psychology, 19(4), 12–25.