DQ WK 2 Two
DQ WK 2 Two
Introduction
Likert-type scales are used in determining the level of an employee’s attitude. This method of determining job attitude is believed to be the best by some psychologists because of the wide range of information about an employee. Other methods of ranking employee attitude could be offering simple and clear ranking methods. However, the Likert scale stands out as one that gives the correct rank with accuracy. Likert scales do not measure job attitude because they use ordinal information.
The Likert scale is said to be the best because an individual is allowed to answer the questionnaire alone. A person is allowed to reveal their true feelings which make it easy to determine their job attitude. If individuals are interviewed while the psychologist notes down his opinion, it is easy to make mistakes. The information presented on a Likert scale is first-hand information from an employee hence it is more reliable than other measures of employee attitude.
Different degrees of agreement
Likert scales are the best because of the different levels of agreements. The Likert scale provides the interviewee with five options with different degrees hence; the individual has more options to choose from when filling the Likert questions. The different degrees provide for more accuracy compared to other methods of measuring job attitude such as the nominal scale and the semantic differential scale. The discriminatory nature of this method makes it reliable in ranking job attitudes due to the huge number of responses that are given in Likert scales.
However, some people believe that Likert scales are inefficient because they are ordinal in nature hence; they can only enable one to rank attitudes rather than measure. This is true considering the method cannot be used to determine different levels of an attitude but only ranks various attitudes.
Conclusion
Therefore, Likert scales are efficient in the ranking of job attitudes but not in the measurement of the same. They use ordinal data hence they cannot measure employee job attitude.
References
Pinder, C. C. (1998). Work motivation in organizational behavior. Upper Saddle River, NJ: Prentice Hall.
Walker, D., & Sorkin, S. (2007). A-HA! Performance: Building and managing a self-motivated workforce. Hoboken, NJ: Wiley.
