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Running Head: QUALITATIVE RESEARCH AND ASSESSMENT TOOLS 1

QUALITATIVE RESEARCH AND ASSESSMENT TOOLS 5

Qualitative Research and Assessment Tools

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Date

What is the research problem?

The research problem is "The problem with online instructors is that some of them are not effective." The research problem is descriptive which implies that it is an issue that needs to be researched. It will help us to comprehend the procedure to be employed in the research.

What is the research question?

The selected research question is “How do learners describe the characteristics of an effective online instructor." It is an open-ended question that does not limit respondents to give yes or no answers.

What is the qualitative methodology used to conduct the research?

The qualitative research methodology used is generic qualitative inquiry. It will ensure a wide approach in tackling the research problem and question.

Does the research question match the research methodology? Why?

The research question and the research methodology are a perfect match since the question is open-ended, and this will give respondents a chance to give their views and opinions on the research question. Since respondents are not limited to yes or no response, the researcher will be able to collect credible and reliable data which will make analyzing and interpretation easier.

Is this study significant to the field of psychology? Why?

Generic qualitative research is significant in psychology as some traditional research designs are not suitable for handling some issues in psychology. Psychologists and researchers in this field can use this kind of research to expound on their knowledge and help them understand how and why an individual behaves the way they do, and why they give several meanings to social issues that happen in their lives (Eisner, 2003).

What evidence does the researcher provide to support the research topic and methodology?

From the outcomes provided by the researcher, it is clear that the topic is a matter that needs to be addressed with immediate effect. More research on this will help learners who are interested in studying through online programs; they can be able to know what to look for in a tutor who does his classes online. The qualitative methodology used can be recommended for future research related to such topics.

Evaluate why the chosen assessment tool would be valuable and appropriate for assessing individual differences in the workplace for selection, coaching, or development.

Assessment tools selected include clinical interviews and observational data. Employers and psychologists can use this tool to speak to the concerned individual and through this, they will be able to understand how they think, their reasoning, and also how well they interact with others. During employment interviews, employers use the tool to select the employees who fir the job vacancy, coach them and develop them through pieces of training once they are employed.

Observational data is an assessment tool used to obtain information just by observing directly. Although the tool is effective, it can only give clear results on behavior, emotions, and the kind of language they are using. After observing someone's behavior it would be easier to know how you are going to take them through the coaching and development process. The two assessment tools are valuable and appropriate for assessing individuals’ differences in terms of their skills, competence, behavior, and emotions (Setna et al. 2010)

Concerns that may arise while using the chosen tool for assessment

The main issue of concern is that the level of reactivity and stability may vary from one individual to another. Some people under the influence of assessment tools may think that their privacy is being interfered with when they are taken through clinical interviews and asked several questions by psychologists. When an individual realizes that you keep on observing them, they would not want to even share their history with you. At times the same assessment tool may give the same results over time or to different psychologists that the individual consults (Haapio & Viitaniemi, 2008).

Describe how job analysis for your selected position would affect the tools you selected

Job analysis can be defined as a set of procedures that can be used to recognize and decide, in-depth, the specific job responsibilities and requirements and the importance of these roles. The first step of job analysis is interviewing which is an assessment tool that would be used to offer a clear idea of what the job position entails. Although when this tool is used alone it can be biased, hence it is important to combine it with another tool such as questionnaires, where each interviewee is subjected to similar questions (Garg & Kapellusch, 2011). Many qualified job analysts that are involved in conducting the assessment, believe that direct observation is the best tool. The tool can be used to collect information on that specific job.

Describe how data collection methods for job analysis differ from assessment tools

Data collection methods are ways used to gather more data relating to the job. They include interviews, questionnaires, surveys, observations, focus groups, and oral histories. On the other hand, assessment tools are used to manage other activities involved in job analysis such as selection, coaching, training, development, and performance appraisal for the employees. These tools include a competency model that talks about the skills and capabilities of employees and the kind of qualification that employees require at the entry point in the organization. The Position Analysis Questionnaire helps in analyzing a certain job by getting questionnaires designed by job analysts. O* a Net model Is a tool used by managers and job analysts in listing data relating to that particular job (Smith & Hakel, 2016). It also connects the level of compensation and motivational benefits that is offered to an employee for a new job.

References

Eisner, E. W. (2003). On the art and science of qualitative research in psychology.

Garg, A., & Kapellusch, J. M. (2011). Job analysis techniques for distal upper extremity disorders.  Reviews of Human Factors and Ergonomics, 7(1), 149-196.

Haapio, A., & Viitaniemi, P. (2008). A critical review of building environmental assessment tools.  Environmental impact assessment review, 28(7), 469-482.

Setna, Z., Jha, V., Boursicot, K. A. M., & Roberts, T. E. (2010). Evaluating the utility of workplace-based assessment tools for specialty training.  Best practice & research Clinical obstetrics & gynecology, 24(6), 767-782.

Smith, J. E., & Hakel, M. D. (2016). Convergence among data sources, response bias, and reliability and validity of a structured job analysis questionnaire.  Personnel Psychology, 32(4), 677-692.