Evaluation of a management training program: a comparison of participants' and superiors' perceptions of learning
| dc.contributor.committeeMember | Sylvester, Harold | en_US |
| dc.contributor.committeeMember | Yakulic, R. A. | en_US |
| dc.contributor.committeeMember | Scissons, Edward | en_US |
| dc.contributor.committeeMember | Moss, Gwenna | en_US |
| dc.creator | Jiwani, Izzat | en_US |
| dc.date.accessioned | 2012-11-21T13:25:53Z | en_US |
| dc.date.accessioned | 2013-01-04T05:09:01Z | |
| dc.date.available | 2013-11-21T08:00:00Z | en_US |
| dc.date.available | 2013-01-04T05:09:01Z | |
| dc.date.created | 1981 | en_US |
| dc.date.issued | 1981 | en_US |
| dc.date.submitted | 1981 | en_US |
| dc.description.abstract | The general purpose of the study was to provide an understanding of assessments of a training program by the participants and their supervisors. Specifically, the study served the following main objectives: a) To investigate the stability of participants' ratings over time. b) To compare participants' ratings with that of their supervisors. Two null hypotheses were tested in the study. These were: i) There is no difference between the participants' assessments of the perceived learning at the conclusion of the training program and their perceptions three months after the training event. ii) There is no difference between the participants' assessments of the perceived learning from the training program and those of their supervisors, three months after the training event. The sample consisted of thirty-five participants who attended the Basic Management course at the Co-operative College of Canada, Saskatoon in February and March 1981, and their supervisors. Three sets of questionnaires were developed and administered to the participants and their supervisors in the following manner. Immediately at the conclusion of the course, an end-of-the-course evaluation was administered to the participants to collect information on participants' perceptions about certain aspects of the course. Three months after the program, the participants and their supervisors were both mailed questionnaires to seek their perceptions of the course then, assuming that the participants had had some chance to implement the learning from the training program. The data obtained from the participants' end-of-the-course and three months follow-up questionnaires provided information on the correlations between participants' ratings over a period of three months. The comparison of the data from participants' follow-up and supervisors questionnaires provided information on the differences in perceptions between the two groups. The major findings of the study are as follows. It was found that at the 80% confidence level, the participants' perceptions of applicability are significantly correlated for four functions and their perceptions of competency correlated for only one function. However, the participants' ratings of competency are not correlated for the other three functions nor for any of the support functions. It was therefore decided to retain the null hypothesis of no difference between the participants' assessments of the perceived learning at the conclusion of the training program and their perceptions three months after the training event only for the applicability variable (P < .20). The major conclusions from the findings are that the participants' ratings of applicability of the training program to his job situation are consistent over a period of three months and that the correlations between participants' ratings varied according to the type of variable rated. The findings regarding the null hypothesis of no difference between the perceptions of supervisors and the participants, three months after the training event indicated that there were differences in perceptions between the participants and their supervisors. Therefore, the null hypothesis of no difference in perceptions between participants and supervisors is rejected (P < .O5). The major conclusions from these findings are that the participants' and supervisors' differed in their assessments of a training program and theirassessments varied according to the type of variable they rated. There was no difference between the participants' and supervisors' ratings of applicability in regard to four functions but their ratings of competency differed in regard to merchandise and personnel functions. Additional evaluative information was also obtained on several other areas of the training program which enriched the findings of this study. The several implications from the findings of this study for evaluating management training programs, in particular, the endof- the-course evaluations, are also discussed. Suggestions have been made in the thesis for future research. | en_US |
| dc.identifier.uri | http://hdl.handle.net/10388/etd-11212012-132553 | en_US |
| dc.language.iso | en_US | en_US |
| dc.title | Evaluation of a management training program: a comparison of participants' and superiors' perceptions of learning | en_US |
| dc.type.genre | Thesis | en_US |
| dc.type.material | text | en_US |
| thesis.degree.department | Continuing Education | en_US |
| thesis.degree.discipline | Continuing Education | en_US |
| thesis.degree.grantor | University of Saskatchewan | en_US |
| thesis.degree.level | Masters | en_US |
| thesis.degree.name | Master of Continuing Education (M.C.Ed.) | en_US |