Exploring Reliability and Validity

The Values and Motives Questionnaire also referred as Value and Motives Inventory examines a person's motivation as it relates to their activities, and

I chose motivation as my construct because I am very curious at what drives people and keeps them on track to reach goals, deadlines, and thing of this nature. Motivation of course is not something that can be measured, nor could it possibly measured accurately. First motivation can be defined in multiple ways to different people. Internal and external influences that fuel desire and energy in people to be continually involved and faithful to a job, role or subject, or to make an effort to attain a goal. Motivation results from the interaction of both conscious and unconscious factors such as the strength of desire

This gives the implication that values can differ from person to person, so it is therefore important to identify and understand one’s own values in order to work effectively in the field.

Our personal values are the core of who we are and guide us in the decisions that we choose. This reflection paper is based off of the “Forced Choice Values Inventory” test that myself and a partner completed. My partner and I had to independently rank 21 different values in a variety of 5 grouping options. Then each value is ranked in using total points, which allows the 21 individual values to be listed from #1 (the most important) to #21 (the least important). After this was completed, we sat down, compared each other’s values and discussed what values were similar and different.

Values are of great importance to me and are reflected accurately within the assessment. Regarding hedonism, I scored 4 points which is the low end of moderate (Project 2, BMAL-500 D, McGraw Hill Connect, Liberty University, 2017). I must learn that it is good to want pleasure in life but I must assure proper ethical and moral principles regarding my faith when seeking life’s satisfactions.

It is important that you develop an awareness of what you value, as these values will be important in informing your relationships with clients, co–workers and employers.

Evaluating human services is a task that can be very complex. People can have different interpretations of the same event. Another concern is that people are not always honest. Therefore, human services will gain from effective, high quality evaluations of data collection methods. This requires that the data collection methods supply accurate and dependable information. This paper will define and describe 2 concepts of measurement known as reliability and validity,-provide examples and supporting facts as to how these concepts apply to data collection in human services, and evaluate the importance of the validity and

The Personal Values Assessment is a tool used to address personal values and awareness. This tool uses the Barrett Seven Levels of Consciousness Model to identify strengths and weaknesses. The seven levels of consciousness are: service, making a difference, internal cohesion, transformation, self-esteem, relationship, and survival. These areas are then grouped into self-interest, transformation, and common good (Personal Values Assessment, n.d.). Self-interest includes survival, relationship, and self-esteem. Common good includes internal cohesion, making a difference, and service. Lastly, transformation is grouped by itself (Personal Values Assessment, n.d.). Most of my results fall into the categories for letting go of fears and finding the meaning in existence. Compassion is in the area of self-less service and self-discipline is in the area of satisfying our physical and survival needs. My overall results concluded that I have a “strong set of moral standards” and I believe that it is important to treat others fairly (Personal Values Assessment, n.d.). I am true to myself and my principles, I take ownership of my actions and like others to as well, I am “flexible and respond well to change”, I have a strong sense of caring and empathy, and that I enjoy working with others (Personal Values

I tend to value power of control over others (Project 2 Assessment, 2017). I would agree with these results based on the fact that I do like to give my opinion. This results from thinking my opinion is the correct option. I determined that I have achievement driven values. I believe I am extremely hard working. At times, I feel like I can become too hard working, to the point of completely draining myself. Other categories that I determined that I valued was self-direction, benevolence, tradition, conformity, and security. I do not value stimulation that much. I am the opposite of being a daring individual. I do like trying new things and going new places, but not putting myself at risk. I would never risk my life to seek adventure. To me that would be completely crazy.

There are a variety of strategies available to I/O practitioners for the purpose of validation. For example, there is construct validity, criterion-related validity, content-related validity, transport of validity, meta-analytic validation evidence, or consortium studies, among others (Scott & Reynolds, 2010). However, the two most used methods (and therefore most researched) are criterion-related and content-orientated strategies (Scott & Reynolds, 2010).

In the surveys and randomized controlled trials, validity, reliability and generalizability are three key factors.

Understanding employee values is extremely important for management as many companies consider employee’s to be their greatest asset. To create value it is important that employees’ values are congruent with organizational values (Pohlman, 1997). Decision makers have to recognize what each employee values and determine ways in which they can be incorporated into the organization to create the most success. Once firms find employees with values congruent to the organization it is a continuous process to ensure employee, customer and the organization’s cultural value remain harmonious. With this continuous

As a person I believe I have strong values and have made right choices in my life. I am a very honest and dependable person that makes a positive impact at home and the workplace. We gain out outlook on values from day one starting with our parents and on up to role models and our environment. These values can change depending on outside factors and events in our lives. Values help us differ from right and wrong and help us with decisions every day. One of the biggest venues for values is in the workplace where we face challenges and obstacles all the time. Working with others and on team’s present challenges where our values come into play on how we work cohesively.

Values often use modified methods and styles; I have utilized these different ethics in my career, which has aided me in improving, the environment at work and in my life. Having these particular skills of approaching situations causes an optimistic environment, respect for others, honesty, and reliable outcomes. I have had the comfort of knowing whether, you’re working or at home or out in public, individuals appreciate this kind of merit. These values cause high points in your character with families, patients and your colleagues. Real richness comes from knowing you’re assisting patients with top-quality care, and these goals are obtainable. Identification of these values prepares an

Reliability is defined, within psychometric testing, as the stability of a research study or measure(s). Reliability can be examined externally, Inter-rater and Test-Retest, as well as internally; which is seen in internal consistency reliability methods.