A COMPARISON OF THE PERCEPTIONS OF MANAGEMENT CONTINUING EDUCATION AND TRAINING THROUGH MULTIDIMENSIONAL SCALING OF SEMANTIC DIFFERENTIAL DATA (POINT-OF-VIEW, LEADERSHIP, INDIVIDUAL, 3M-POV, THREE-MODE MODEL)

Comparisons of perceptions of management skills and theory learning opportunities from the perspectives of the learners participating in management training through four continuing education providers were examined for similarities and differences. A conceptual framework of training and learning opportunities defined the domain of training, viz., Learner, Provider, Community, Content, Purpose, Format/Methods, Resources, and Support Functions.;An analysis of the results demonstrated similarities and differences in perceptions of management training through Three-Mode Multidimensional Scaling with Points-of-View solutions. A scalar products matrix was the input to the Three-Mode Points-of-View multidimensional scaling algorithm. The solutions yield both an object and a subject matrix, providing group common object factors and idealized individuals with private perceptual structure. It was shown that the 26 concepts could be reduced to four or five group common dimensions for each provider group; and the members (subjects) of each provider group represented, through hierarchical clustering, by five, six, or seven idealized individuals, subgroups with homogeneous perceptions within groups and heterogeneous perceptions between groups.;Phi coefficients of congruence across idealized individuals within a provider group and across group dimensions of the four provider groups were utilized to determine patterns of perception. Patterns of perception within groups and among groups were examined to compare similarities yielding points-of-view. Points-of-view were interpreted as (1) management structure point-of-view, (2) interpersonal/behavioral management point-of-view, and (3) training method point-of-view.;Location of the general purpose concepts, management development and self-development, showed association of general purpose with either a management structure or an interpersonal/behavioral management point-of-view. Management development was shown to be a nonsalient concept for two provider groups.;A total of 96 management training participants in noncredit programs completed a semantic differential questionnaire, rating 26 concepts of management skills content (12 concepts), training techniques (8 concepts), and management job functions (6 concepts) plus general purpose (2 concepts) along each of 12 adjective bipolar scales representing Evaluation, Potency, and Activity.