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Glossary M

Managerial assessment

An evaluation of performance or progress towards a goal provided by a manager.

  1. 360-degree Feedback vs Self-evaluation (Sources of Input)

Managerial assessment process

A structured approach to evaluating the performance of managers.

  1. Individual vs Group Evaluation (Assessing Performance)

Managerial review

A process for evaluating the performance of managers and providing feedback.

  1. Individual vs Group Evaluation (Assessing Performance)

Manipulation checks/quality control measures

Procedures used to ensure that the variables being studied are accurately measured and controlled in research studies.

  1. Evaluation Design: Experimental vs Non-experimental (Research Methods)

Market perception

How a company or product is perceived by customers and competitors.

  1. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)

Massed learning effect

  1. Training Impact: Immediate vs Delayed (Timing Effects)

Mastery learning

An approach to learning that emphasizes achieving a high level of proficiency in a specific skill or subject before moving on to the next level.

  1. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  2. Long-term vs Short-term Training Goals (Setting Objectives)

Mastery objectives

Goals that focus on developing expertise in a specific area.

  1. Knowledge vs Skill Training Objectives (Setting Goals)

Mastery-oriented grading

A grading system that focuses on an individual’s progress towards mastery of a subject or skill.

  1. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)

Maturation effect

The natural development and growth of an individual that can impact their learning and performance over time.

  1. Evaluation Design: Experimental vs Non-experimental (Research Methods)

Measurability

The degree to which a characteristic or attribute can be quantified or assessed.

  1. Realistic vs Stretch Objectives (Setting Goals)

Measurable outcomes

Specific, quantifiable results that can be achieved.

  1. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  2. Qualitative vs Quantitative Objectives (Setting Outcomes)
  3. How can core evaluation help in setting and achieving professional success? (4 Crucial Questions Answered)
  4. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  5. Long-term vs Short-term Training Goals (Setting Objectives)
  6. How do I create a comprehensive training and development syllabus that meets my needs? (6 Common Questions Answered)
  7. What is the self-evaluation definition, and what areas should be identified for improvement when creating a plan of action? (4 Crucial Questions Answered)

Measurable results

Outcomes that can be quantitatively evaluated.

  1. Qualitative vs Quantitative Objectives (Setting Outcomes)
  2. Why is training evaluation important when it comes to advancing your career and developing a skill set? (4 Crucial Questions Answered)

Measurement

The process of quantifying or assessing a characteristic or attribute.

  1. Performance Metrics vs Learning Metrics (Measurement in Training)
  2. Baseline vs Follow-up Evaluation (Measurement Timing)
  3. Qualitative vs Quantitative Objectives (Setting Outcomes)
  4. Direct vs Indirect Evaluation Methods (Choosing Tools)
  5. Realistic vs Stretch Objectives (Setting Goals)
  6. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  7. Formative vs Summative Evaluation (Distinguishing Training Outcomes)
  8. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  9. Reaction vs Learning Evaluation (Levels of Assessment)
  10. 360-degree Feedback vs Self-evaluation (Sources of Input)
  11. Training Effectiveness vs Efficiency (Understanding Impact)
  12. Top-down vs Bottom-up Evaluation (Organizational Approach)
  13. How does one measure neuroticism on a scale? (6 Common Questions Answered)
  14. Training Evaluation: Quantitative vs Qualitative Data (Choosing Methods)
  15. Evaluation Design: Experimental vs Non-experimental (Research Methods)
  16. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  17. Benchmarks vs Targets in Training (Setting Standards)
  18. Objective vs Subjective Evaluation (Bias in Training)
  19. Training ROI vs ROE (Financial vs Educational)

Measurement timing

The frequency and timing of data collection for evaluation purposes.

  1. Baseline vs Follow-up Evaluation (Measurement Timing)

Measuring success

The process of evaluating progress towards achieving a goal or objective.

  1. Realistic vs Stretch Objectives (Setting Goals)
  2. What methods should I use for self-evaluation of work performance? (6 Common Questions Answered)
  3. How do criteria deficiency, relevance, and contamination affect professional development goals? (5 Main Questions Answered)
  4. How can core evaluation help in setting and achieving professional success? (4 Crucial Questions Answered)

Memory consolidation

The process of transferring information from short-term to long-term memory.

  1. Training Impact: Immediate vs Delayed (Timing Effects)

Memory consolidation failure

  1. Training Impact: Immediate vs Delayed (Timing Effects)

Memory reactivation

  1. Training Impact: Immediate vs Delayed (Timing Effects)

Memory retention

The ability to store and recall information.

  1. Behavioral vs Cognitive Objectives (Training Focus)
  2. Training Impact: Immediate vs Delayed (Timing Effects)

Memory trace

  1. Training Impact: Immediate vs Delayed (Timing Effects)

Mental processes

Cognitive activities such as perception, memory, and problem-solving.

  1. Behavioral vs Cognitive Objectives (Training Focus)
  2. Performance Metrics vs Learning Metrics (Measurement in Training)
  3. Reaction vs Learning Evaluation (Levels of Assessment)

Mentoring and coaching programs

Programs designed to provide guidance and support to individuals seeking to improve their skills and abilities.

  1. Training Needs: Current vs Future (Strategic Evaluation)

Metacognition

Awareness and understanding of one’s own thought processes.

  1. Reaction vs Learning Evaluation (Levels of Assessment)

Methodological approach

The systematic and structured approach used to conduct an evaluation.

  1. In-house vs External Evaluation (Choosing Evaluators)

Metrics

Quantitative data used to measure progress or success.

  1. Qualitative vs Quantitative Objectives (Setting Outcomes)
  2. Performance Metrics vs Learning Metrics (Measurement in Training)
  3. Intrinsic vs Extrinsic Evaluation Metrics (Capturing Value)
  4. Content vs Delivery Evaluation (Training Components)
  5. Benchmarks vs Targets in Training (Setting Standards)
  6. Training ROI vs ROE (Financial vs Educational)
  7. Individual vs Group Evaluation (Assessing Performance)
  8. Top-down vs Bottom-up Evaluation (Organizational Approach)
  9. Training Needs: Current vs Future (Strategic Evaluation)
  10. Custom vs Standard Evaluation Forms (Choosing Tools)
  11. Training Effectiveness vs Efficiency (Understanding Impact)
  12. Reaction vs Learning Evaluation (Levels of Assessment)
  13. Training Impact: Immediate vs Delayed (Timing Effects)
  14. Training Evaluation: Pre-test vs Post-test (Assessment Methods)
  15. Baseline vs Follow-up Evaluation (Measurement Timing)
  16. Pre-training vs Post-training Assessments (Timing Importance)
  17. Long-term vs Short-term Training Goals (Setting Objectives)
  18. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  19. How do criteria deficiency, relevance, and contamination affect professional development goals? (5 Main Questions Answered)
  20. Competency-based vs Task-based Objectives (Training Focus)
  21. What methods should I use for self-evaluation of work performance? (6 Common Questions Answered)
  22. Training Transfer vs Training Retention (Achieving Outcomes)

Metrics tracking

The process of measuring and analyzing data to track progress towards a goal.

  1. Benchmarks vs Targets in Training (Setting Standards)

Microlearning

Learning in small, bite-sized chunks.

  1. Training Effectiveness vs Efficiency (Understanding Impact)
  2. Training Transfer vs Training Retention (Achieving Outcomes)

Microlearning modules

  1. Content vs Delivery Evaluation (Training Components)

Milestones

Specific achievements or events that mark progress towards a larger goal.

  1. Realistic vs Stretch Objectives (Setting Goals)
  2. How can I set professional goals for my own development? (5 Main Questions Answered)
  3. How do I create a comprehensive training and development syllabus that meets my needs? (6 Common Questions Answered)
  4. Continuous vs End-point Evaluation (Feedback Timing)
  5. Custom vs Standard Evaluation Forms (Choosing Tools)
  6. Why is evaluation important in professional development goals setting and achieving success? (5 Main Questions Answered)
  7. Why is it important to set training objectives when striving for success professionally? (5 Main Questions Answered)
  8. How can I assess my job performance? (6 Common Questions Answered)
  9. How can self-evaluations help with professional development goals? (5 Main Questions Answered)

Monitoring progress

The ongoing process of tracking progress towards achieving desired outcomes.

  1. What is the self-evaluation definition, and what areas should be identified for improvement when creating a plan of action? (4 Crucial Questions Answered)
  2. Performance Metrics vs Learning Metrics (Measurement in Training)
  3. What are core self-evaluations, and what strategies should be used for career advancement? (6 Common Questions Answered)
  4. Individual vs Group Evaluation (Assessing Performance)
  5. How can I assess my job performance? (6 Common Questions Answered)
  6. How do I psychologically self-evaluate for improvement purposes? (5 Main Questions Answered)
  7. Realistic vs Stretch Objectives (Setting Goals)
  8. How can self-evaluations help with professional development goals? (5 Main Questions Answered)
  9. Why is training evaluation important when it comes to advancing your career and developing a skill set? (4 Crucial Questions Answered)
  10. Top-down vs Bottom-up Evaluation (Organizational Approach)

Monitoring strategies

  1. Training Evaluation: Pre-test vs Post-test (Assessment Methods)

Motivation

The driving force behind behavior.

  1. Realistic vs Stretch Objectives (Setting Goals)
  2. Long-term vs Short-term Training Goals (Setting Objectives)
  3. How does Fiedler’s Cognitive Resource Theory relate to professional development goals? (5 Main Questions Answered)
  4. How do criteria deficiency, relevance, and contamination affect professional development goals? (5 Main Questions Answered)
  5. What are the objectives of a training program and what is their purpose? (5 Main Questions Answered)
  6. What role does cognitive resource theory play in setting and achieving professional goals? (5 Main Questions Answered)
  7. Formal vs Informal Training Evaluation (Choosing Approach)
  8. Objective vs Subjective Evaluation (Bias in Training)
  9. How do I psychologically self-evaluate for improvement purposes? (5 Main Questions Answered)
  10. Training Effectiveness vs Efficiency (Understanding Impact)
  11. Criterion-referenced vs Norm-referenced Evaluation (Assessment Types)
  12. What areas of development should I assess in myself? (6 Common Questions Answered)
  13. Benchmarks vs Targets in Training (Setting Standards)
  14. Why is it important to set training objectives when striving for success professionally? (5 Main Questions Answered)
  15. What is the definition of employee development and how does it relate to setting professional goals? (5 Main Questions Answered)
  16. Training Transfer vs Training Retention (Achieving Outcomes)
  17. Reaction vs Learning Evaluation (Levels of Assessment)
  18. What approaches should be taken for employee development and growth? (5 Main Questions Answered)
  19. How can core evaluation help in setting and achieving professional success? (4 Crucial Questions Answered)
  20. How can self-evaluations help with professional development goals? (5 Main Questions Answered)
  21. Pre-training vs Post-training Assessments (Timing Importance)
  22. Training Needs: Current vs Future (Strategic Evaluation)
  23. How does one evaluate their own self-esteem in order to achieve success professionally? (6 Common Questions Answered)
  24. Content vs Delivery Evaluation (Training Components)
  25. What technology-based training methods are available? (5 Main Questions Answered)
  26. What are the objectives of training evaluation to advance one’s career strategies? (5 Main Questions Answered)
  27. How can cognitive resource theory help me identify areas for improvement when developing my skillset? (4 Crucial Questions Answered)
  28. What strategies are available for overcoming a career plateau? (5 Main Questions Answered)
  29. Learning Outcomes: Expected vs Achieved (Comparing Results)
  30. How can I assess my own job performance? (6 Common Questions Answered)
  31. Individual vs Group Evaluation (Assessing Performance)
  32. What is an effective evaluation design for training programs? (6 Common Questions Answered)
  33. How does the charismatic theory of leadership influence career advancement strategies? (5 Main Questions Answered)
  34. What are core self-evaluations, and what strategies should be used for career advancement? (6 Common Questions Answered)
  35. How do I create a comprehensive training and development syllabus that meets my needs? (6 Common Questions Answered)
  36. 360-degree Feedback vs Self-evaluation (Sources of Input)

Motivation sustainability factor

The ability to maintain motivation over time.

  1. Long-term vs Short-term Training Goals (Setting Objectives)

Motivation techniques

Strategies used to increase motivation.

  1. Long-term vs Short-term Training Goals (Setting Objectives)

Motivation theory

The study of what drives behavior and how to increase motivation.

  1. Behavioral vs Cognitive Objectives (Training Focus)

Mouse movement tracking

  1. Direct vs Indirect Evaluation Methods (Choosing Tools)

Multiple choice questions

  1. Direct vs Indirect Evaluation Methods (Choosing Tools)

Multi-rater feedback

Feedback from multiple sources, such as peers, subordinates, and superiors, to provide a comprehensive evaluation.

  1. 360-degree Feedback vs Self-evaluation (Sources of Input)