writing ones conclusions as a final task. It must be emphasised that writing your evaluation is NOT the same as writing conclusions although the one may inform the other. Conclusions are about generalising your outcome and to do that you need to think about your outcome, its evaluation coupled with your expert knowledge gained from the literature review.
In both these aspect a through preparation from the literature is an essential step otherwise one simply does not have the requisite knowledge to be meaningful here.
The Importance of Evaluation
The importance of evaluation is that it allows you to learn lessons from what you have done, your research practice and from what you have produced, your research outcome as well as feel a sense of assurance that what you have produced will be able to bring about change in the way expected or required to deal with the presenting problem.
For example, with regard to a research outcome or practice, one could be very simple in evaluation and say “will it work for ones outcome” or “did it work for ones practice” and that will give you a yes/no answer but although that is useful it is not lastingly helpful. Consider what happens when you ask these simple questions let us assume you get the answer “no” well obviously it’s very good to know that but what is also of immense value is to know why it does not work that way we are able to learn and the same thing applies when the answer is a yes. So a good focus always in evaluation is to look for explanation or discussion of the evaluative findings on both outcome and practice so we build up our store of knowledge.
Systemic Evaluation of Outcome.
When evaluating any change associated with a particular outcome it is best to start by considering what sort of change or change was intended so the following change areas effectively become an evaluation feature:
Changes in Policy – such changes are initiated by the management function.
Changes in Procedure – the most common form, usually directed at key working areas.
Changes in Structure – changing elements that tend to be static: staff, buildings etc.
Changes in Attitude – often suggested by the analysis but usually difficult to implement.
In these change areas where you perceive that your outcome will have an effect do a detailed evaluation using some or all of the following factors. Please be aware that systemically does NOT mean systematically.
Systemically Desirable - will the outcome when used improve the whole problem setting in some way? That is you may make a change say in one department but its effects will spill over into improving the whole company/organisation.
Culturally Feasible – will the outcome prove acceptable to the actors and those affected by it?
Efficacious - will the outcome when used actually at least in the short term?
Effective - will the outcome when used bring about a long term effect?
Efficient - will the outcome when used work in some optimal manner?
Ethicality - is the use of the outcome ethical, within accepted codes of practice and the law?
Elegant - is the outcome pleasing to the designers and users? It is possible to ask does the design feel as if the whole problem was considered with imagination or if it was all routine and mundane.
Much of what you do in evaluation is based on the notion of values where ‘values’ is generally understood to mean a belief system that underpins ones judgement. Essentia
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