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Vol. 4, No. 6      May 13, 2008    

DSA’s The 2008 Learning and Performance Strategies Conference, June 17-18-19, Monterey, CA
Bringing  new life to learning experiences you create and manage


Are you challenged with "less is more" (less time-more work)? Are you in a creative rut? Are you aware of all the many tools available to you in learning and performance?

Join us for this truly unique event emphasizing the creativity in learning and performance, including cognitive apprenticeship, problem-based learning, goal-based scenarios, and real world authentic learning activities and creative learning approaches using Web 2.0 approaches.

The conference will be packed full of practical ways to stimulate your creativity and offer you new design skills to take back home.

" I will be able to use at least one concept from each of the sessions I attended. The topics for the sessions were very pertinent to my needs. I had a great time. Thanks for outdoing yourselves yet again."
Sherri Admire, Wachovia Dealer Services

"Excellent in design, speakers, topics and superb administration. ROI wise, I am confident that it more than paid for itself just from day 1. Thanks for everything. See you next year."
Bob Kee, Gerdau  Ameri Steel

Instructional Design Fundamentals 
Pre conference one-day workshop: Instructional Design Fundamentals—Monday June 16

Prepare yourself for the creative topics presented at the conference by learning or refreshing yourself on the fundamentals of instructional design—identifying the business need, writing terminal objectives and enabling objectives, applying adult learning principles, an easy technique for writing instructional materials from scratch.

Register now online...


"I found this to be a wonderful conference, all of the presenters were incredibly gifted and knowledgeable in the fields but they were also very approachable and willing to offer their expertise when asked."
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Today's Tip
Measuring Attitudes

Dr. Darryl SinkIn the last tips article "How Do You Feel?", we explored writing objectives based on the affective domain. The affective domain deals with the feelings and attitudes we want as outcomes of our learning programs. In this tips article, let's take a look at measuring attitudes.

Why should you care? Well, ask yourself this: Would you be satisfied with your training program if the learners mastered all the cognitive skills but did not use the skills when they returned to the job? That's exactly why the affective part of the training is so important.

So, how do we measure attitude?

Criterion-referenced items and checklists are used to measure objectives in the cognitive and psychomotor domains. Observable and measurable behaviors are specified in the learning objective and the criterion-referenced tests are used to evaluate the behaviors.

In the affective domain, course developers strive to do the same thing. However, the affective domain has some special considerations.

A critically important consideration, when measuring affective objectives, is that the behaviors must be voluntary. We cannot use the learners' attitudes, values, or feelings to give raises, promotions, or special privileges. If the learner is coerced in any way, we are not getting an accurate reading of how the learner feels. Rather, our goal when measuring affective behaviors is to determine if our training has been effective in changing the learners' attitudes. In order to determine this, the learner must be able to respond freely and voluntarily without fear of reproach or reprisal.

There are two primary ways to evaluate affective behaviors: direct observation and self-report. While direct observation is preferred, self-report is often the only viable option. Questionnaires are typically used to measure self-report behaviors in the affective domain.

Ways to Measure Affective Behavior

dictionaryDirect observation is watching learners on-the-job or in the training to determine if they exhibit any of the approach behaviors that they did not exhibit prior to the training.
Use a checklist!

dictionarySelf-report is asking learners how they feel about and/or whether they are using topics and tasks addressed in the training.
Use a questionnaire!

If you'd like to see a sample questionnaire send me an email (darryl@dsink.com) and I will send you one.

Til next time.

Darryl

Article © 2008 Darryl L. Sink & Associates, Inc.

Learning and Performance Tips

Welcome to Learning and Performance Tips
, a DSA newsletter for Instructional Designers and Performance Consultants. Each issue will include at least one proven tip to help you get the most out of your development and consulting efforts.

Did you miss out on a past issue? For access to all tips newsletters, send your top "Tip" to jane@dsink.com.

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Copyright, Darryl L. Sink & Associates, Inc.
Monterey, California

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