The Values and Motives Questionnaire (VMQ) manual explained two types of reliability that they utilized to assess the consistency of the assessment: test-retest reliability and homogeneity reliability (Psytech, 2016). The test-retest reliability assesses compares the scales that occurred at two or more separate testings, whereas the homogeneity assesses if the items within the test are similar in their ability to test the target attribute. (Drummond, Sheperis, & Jones, 2016). The two types of validity the VMQ manual acknowledged wereconstruct and criterion validity (Psytech, 2016). Construct validity is an assessment that tests if the target attribute is effectively being measured. The test needs to reflect meaning and be consistent with other established tests measuring the same attribute. Criterion validity measures the tests ability to predict the target attribute successfully, this is especially important since most assessment are given in order to predict wellness or behaviors (Drummond et al., 2016). The primary reliability assessment used to portray reliability in the manual is the homogeneity. It was reported that all of the scales have a strong measurement, except for achievement and infrequency (Psychnet, 2016). This means that of all the sub-categories that are in the VMQ are asking questions that are similar in their measurement of the target category. For validity, the inter-correlations were assessed. The results indicated that the sub-scales did not directly impact each other and that they did measure the specific sub-scales they were intending to measure (Psychnet, 2016). There are total of thirteen scales within the VMI. None of those scales fall with in the highest alpha category. Two of the scales (15%) fall... ... middle of paper ... ...on. Overall, the test had an adequate reliability coefficients. It is important to note that the items with the higher alpha scores had more questions, whereas, the items with the lowest alphas scores had fewer questions. Fewer questions my make it more difficult to get higher homogeneity scores (Drummond et al., 2016). So at first consideration, I would say this is a strong test with reliable scales. When assessing validity, I would be inclined to also consider it a strong test. The correlations conveyed a wide array of strength. Yet some of the expected overlap represents adequate validity (Psychnet, 2016). Overall, this could be a good test to use if targeting population similar to the tested population. It was tested on highly academic groups, which may not be representational of the population at large, but may be useful in colligate settings (Psychnet, 2016).
Motive theory is one more way psychologists evaluate personality. The motive theory searches for reasons why people do what they do. It asks questions like what drives people. The underlying idea of the motive theory is that behavior reflects underlying needs. A need represents an unsatisfactory state of being. For instance, primary needs are biological, such as a need for air, water and food. After these basic needs are met, less important needs can be met such as friendship and even love. David McCelland and John Atkinson studied the need for achievement. The need for achievement is the desire to do things well and have pleasure in overcoming obstacles (Clark et al., 1956). The need for achievement varies depending on sex, and childhood
Basic Values in Health and Social Care Client’s rights in interpersonal situations It is essential that health care workers should be clear about the values, which underpin health and social care work. These values are the basic beliefs about clients’, rights, which shape attitudes and influence our methods of care. Such values are reflected nationally in The Patients’ Charter. This is a standard against which the care received by all users of the National Health Service can be measured. The main points of The Patients’ Charter are listed below.
As a social work professional, you must take into account your own personal values before you can be an effective worker in this field. Social workers sometimes need to put their own values aside when working with clients who don’t share their same ideals. Clients are diverse and are not going to always have the same values that the worker has. Social workers need to be professional and adhere to the National Association of Social Workers (NASW) guidelines when working with any client.
I found this assessment extremely useful since it helped me see my weaknesses and strengths clearer. Knowing what my strengths and weaknesses are helps me know what sort of emotions or habits I need to be careful of and what qualities I can improve and/or
As an aspiring Occupational Therapist, I feel that it is incredibly important to have a strong set of values. I believe that this is important because, by understanding my own values and beliefs I can most appropriately respect and understand those of the people around me. As an Occupational Therapist, I will need to have a specific understanding of my client’s values and beliefs and well as other professionals. I will need to do that to assure that I am working most effectively with those individuals. The core of all my beliefs have to do with helping people live their lives to the greatest potential possible. I believe that everyone has activities that they find hard to do, and often avoid doing them. As an Occupational Therapist I want to
The threats to design validity used in this study was construct validity (Donahue et al., 2008). “Construct validity of the CWEQ-II was substantiated in a confirmatory factor analysis that revealed a good fit of thy hypothesized factor structure (RMSEA = .054)” (Donahue et al., 2008, p. 3). Factor analysis was used to evaluate the construct validity of the survey, the results conf...
“Values form and develop in interaction with close others, while the surrounding environment contributes to variability across cultures and changes across time.” (Brosch, T., Sander, D., Clément, F., Deonna, J. A., Fehr, E., & Vuilleumier, 2016) Values can remain consistent in one’s current professional life. But, if they do it might mean you are not evolving as a nurse. Because as one ages, one often matures as well, therefore, your values mature with you. For instance, when this writer originally went into nursing the values she holds now were not the values she held then. As a twenty-year-old young woman, money was a major motivating factor for this writer. As her career has progressed and she has worked with many patients, it has
What is the reason behind certain behavior of an individual? What initiates an individual to do something either that is good or bad? How do people succeed in reaching goal? These questions certainly deal with motivation as motivation provides base for a person’s action, desires and needs. Motivation encourages us to move towards certain goals that may be due to rewards, incentives, and or driving forces. It is a presumed internal or external force that energizes or encourages certain actions. For instance, a baby eats a whole glass of milk after the mother promises to provide a candy bar afterwards. Thus, motivation is an activating action that stimulates people to do something. In general motivation is the process of starting, directing and
My mission is to live each day positively in God’s eyes, honestly and passionately so that every day I am one step closer to reaching my dreams and helping others believe in theirs. I will be committed to inspiring others to be more than they think that they can be and I will be a continual learner committed to excellence in all aspects of life.
Motivation is the force that makes us do things, whether accomplishing personal goals or completing tasks at work. Most people are motivated as a result of their individual needs being satisfied, which gives them the inspiration to perform specific behaviors for which they receive rewards (Kinicki & Williams, 2011). These needs vary from person to person, as everybody has specific needs to be satisfied. When we consider factors that determine the motivation of employees, many of us think of a high salary. This answer is correct for the reason that some employees will be motivated by money, but mostly wrong for the reason that it does not satisfy other needs to a lasting degree (Bizhelp24, 2010). This supports the idea that human motivation is a personal characteristic and not a one-size-fits-all option. Managers will achieve a better rate of motivation in their employees by identifying the key factors that determine the rate of motivation. These factors are linked directly to the employees’ individual needs, behavior, and attitudes.
Everyone is motivated to achieve a goal at some point in the life, however, what people are motivated by, can be very different. Motivation is the desire to do something, which can be initiated by intrinsic or external factors. Some would say that motivation is a crucial element in setting and attaining goals, which companies can benefit from the motivation to work toward those goals to improve overall performance, which in turn benefits the company. While it is important to have a performance review plan that sets goals, it is also equally important to have a plan that motivates employees to want to have a positive evaluation. This would end in a win-win situation for both the employee and the
What is human motivation? According to authors Kleinginna & Kleinginna, the definition of motivation is “an internal state or condition (sometimes described as a need, desire, or want) that serves to activate or energize behavior and give it direction” (as cited in Huitt, 2011). As teachers, it is important to be aware that motivation to learn is a “source of diversity” in the classroom. This diversity among students in the classroom can range from students who have no motivation to learn (they are forced to be there because that is the “law”) to students who have the “need/desire/want” motivation to learn. According to Pink, there are two types of behaviors in regards to motivation to learning reflected in our classrooms, there are students who display