1. A systematic procedure for measuring a sample of an individual's behavior, such as multiple-choice, performance ...........
a. Test
2. A systematic process for the collection and use of information from many sources to be applied in interpreting the results and in making value judgments and decisions.
(a) Evaluation (b) Measurement c. Assessment Test
3. The process employed to obtain a quantified representation of the degree to which a learner reflects a trait or behavior.
a. Measurement b. Evaluation c T
4. .................. is a measure which ensures that a researcher's experiment design closely follows the principle of cause and effect.
a. Internal validity b. Test Validity c. Content Validity d. Construct Validity
criterion-referenced Test: Evaluates the cognitive domain that includes the recall or recognition of facts, procedural patterns, and concepts that serve in the development of intellectual abilities and skills. The testing of these abilities and skills are often measured with a written test or a performance test. Note: A criterion-referenced evaluation focuses on how well a learner is performing in terms of a known standard or criterion. This differs from a norm-referenced evaluation which focuses on how well a learner performs in comparison with other learners or peers. Performance Test: Evaluates the psychomotor domain that involves physical movement, coordination, and use of the motor-skill areas. Measured in terms of speed, precision, distance, procedures, or techniques in execution. Can also be used to evaluate the cognitive domain. A performance test is also a criterion-referenced test if it measures against a set standard or criterion. A performance test that evaluates to see who can perform a task the quickest would be a norm-referenced performance test. Attitude Survey: Evaluates the affective domain that addresses the manner in which we deal with things emotionally, such as feelings, values, appreciation, enthusiasms, motivations, and attitudes. Attitudes are not observable; therefore, a representative behavior must be measured. For example, we cannot tell if a worker is motivated by looking at her or testing her. However, we can observe some representative behaviors, such as being on time, working well with others, performing tasks in an excellent manner, etc.
a. Test
2. A systematic process for the collection and use of information from many sources to be applied in interpreting the results and in making value judgments and decisions.
(a) Evaluation (b) Measurement c. Assessment Test
3. The process employed to obtain a quantified representation of the degree to which a learner reflects a trait or behavior.
a. Measurement b. Evaluation c T
4. .................. is a measure which ensures that a researcher's experiment design closely follows the principle of cause and effect.
a. Internal validity b. Test Validity c. Content Validity d. Construct Validity
criterion-referenced Test: Evaluates the cognitive domain that includes the recall or recognition of facts, procedural patterns, and concepts that serve in the development of intellectual abilities and skills. The testing of these abilities and skills are often measured with a written test or a performance test. Note: A criterion-referenced evaluation focuses on how well a learner is performing in terms of a known standard or criterion. This differs from a norm-referenced evaluation which focuses on how well a learner performs in comparison with other learners or peers. Performance Test: Evaluates the psychomotor domain that involves physical movement, coordination, and use of the motor-skill areas. Measured in terms of speed, precision, distance, procedures, or techniques in execution. Can also be used to evaluate the cognitive domain. A performance test is also a criterion-referenced test if it measures against a set standard or criterion. A performance test that evaluates to see who can perform a task the quickest would be a norm-referenced performance test. Attitude Survey: Evaluates the affective domain that addresses the manner in which we deal with things emotionally, such as feelings, values, appreciation, enthusiasms, motivations, and attitudes. Attitudes are not observable; therefore, a representative behavior must be measured. For example, we cannot tell if a worker is motivated by looking at her or testing her. However, we can observe some representative behaviors, such as being on time, working well with others, performing tasks in an excellent manner, etc.
No comments:
Post a Comment