Is “Describe how to” a good behavior/action to use in a workplace learning objective? (select the best answer)The image below shows the pattern of replies from the first 54 people to answer. The green bar indicates the correct answer. The other two are incorrect.
- “Describe how to” is a measurable behavior/action so it is appropriate to use in a workplace learning objective.
- “Describe how to” is rarely part of tasks so this behavior/action is likely written at too low of a level.
- “Describe how to” is often part of tasks so this behavior/action is appropriate to use in a workplace learning objective.
Although "describe how to..." is a measurable behavior, it typically inadequate in that it is NOT what we want people to be able to do. So asking people to describe, especially in a workplace learning setting, is not usually what we want.
Let's say we're teaching people how to sum a column of numbers in a worksheet using MS Excel. They are not learning how to "describe" how to do it. They are learning how to sum a column of numbers, using the sum function.
In other words, asking people to describe is at a lower level than actual, needed performance. So while it's measurable, it's not really enough.
I teach people to write learning objectives (LOs) that describe actual performance including how achievement is measured. Actual performance-based LOs make writing meaningful mcqs MUCH easier.
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If you need to learn the secrets to designing meaningful and valid mcq assessments, consider taking my upcoming Write Learning Assessments course http://bit.ly/dlaw-wla. I'll teach you how to write performance based LOs in the course as well because they are the foundation of good mcqs and the right course content.
My take: If you design mcqs, you need to know how to do this difficult skill well. I'd love to teach you how.
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