Creation of Assessment Tool (MSI)
Competencies Satisfied
#1. Take a systems view (Reflective Practice): This project was slightly different than the others in my portfolio in that it was not strictly a "training" solution. However, it still required that I consider the inter-relationships of the sub-constructs to the main construct I was trying measure, management. Anytime you ask human beings to rate the behaviors of other human beings, you must be very sensitive to word choice, question order, how the instructions are worded, and how the tool is introduced to the respondents. This systematic approach to survey creation was new to me, and allowed me to take several factors into account.
#2 / #11. Use cycles of reasoning as tools for problem solving (Reflective Practice) AND Evaluate effectiveness of programs, products, or practices (Evaluation and Assessment): This project focused mainly on action research. I developed the assessment, sent it to a pool of respondents and asked for their feedback on the tool itself. This data was then analyzed using statistical methods to calculate the standard deviation to determine how well I was measuring what I thought I was measuring so I could make recommendations on possible changes for future forms of the tool.
#13. Utilize research methods to investigate a learning or performance problem, issue, or trend (Evaluation and Assessment): To create this assessment, I researched different management assessments to select the sub-constructs for the assessment. I then applied basic research methods to gain information from the respondents - a request that they participate in a school project, an overview of what it entails, and a copy of a survey. There was also a form requesting feedback on the methodology.
#15. Participate in an implementation process or change strategy (Implementation and Change): A sub-category of this competency centers on the gathering of data to guide future efforts. The feedback form associated with this assessment tool allowed me to gather the respondents' opinions on how the form worked and some reflection on why they answered the way they did. This information will prove invaluable to me as I continue to refine this measurement tool. I hope to implement it within my own workplace as a way to identify possible gaps in manager development.
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