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Hi,
1. I am Lieutenant Colonel Ajay Chaturvedi, a Final Year MBA (PT) student.
2. I have undertaken a project MANAGING CAREER TRANSITION: STUDY OF OFFICERS' MOBILITY FROM DEFENCE TO CORPORATE ORGANISATIONS.
3. Request guidance / help in following:
(a) Literature / Scholarly articles on Career Transition in general and Career Transition in respect of Defence Officers, in particular.
(b) Feedback from Personnel Managers / HR Managers on the suitability of Defence Officers for Corporate Sector. Questionnaire, for the purpose, is attached herewith.
Regards.
Ajay

From India, New Delhi

Attached Files
File Type: doc Questionnaires-PM & HRM.doc (95.0 KB, 447 views)

Dear Ajay,
I wonder how you designed the questionnaire without a sound literature survey! I could be wrong in my assumption; please correct me if I am.
Question 1 is completely skewed as it has 4 good points to one of bad.
Whay have you chosen to use different types of scales? Is it to demonstrate your knowledge of them? Do you know the advantages and disadvantages of those scales?
Please see my posts on Research Methodology and MBA Projects at CiteHr.
Have a nice weekend.
Simhan
A retired academic in UK

From United Kingdom
Dear Mr Simhan,
1. Your observation on Question 1 noted and accepted.
2. Reason behind using Semantic Differential scale in Question 6 in the attached questionnaire is to obtain the general opinion of HR Managers about Ex-Defence Officers in their organisation.
3. I have gone through some literature however the same has been limited by my knowledge of the sources of articles on the subject.
4. Will go through your posts on Research Methodology.
Regards
Ajay

From India, New Delhi
Thanks Ajay for your prompt response. Please also take a look at http://latrobe.edu.au <link updated to site home> and The value of Likert Scales in measuring attitudes of online learners if you have not already done so.
Both were found by Google search at semantic differential scale + disadvantages - Google Search
Have a nice weekend.
Simhan

From United Kingdom
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