ANSWER -2 (A)

PROBABILITY SAMPLING:
We have a complete population that you can choose from here. Since all persons (or “units”)
have an equal chance of being selected for your survey, you can randomly select participants
without missing entire portions of your audience. This means you can generalize your results
from a random sample. The main downside is that it can be more expensive and time-consuming.

Use when you have time, money, and access to the full population.

For example, if a researcher is dealing with a population of 100 people, each person in the
population would have the odds of 1 out of 100 for being chosen. This differs from non-
probability sampling, in which each member of the population would not have the same odds of
being selected.

If you’re not an experienced researcher, chances are that you’re more familiar with probability
sampling than you think. 

Remember the times in grade school that your class pulled a name out of a hat in order to
determine who would give their presentation first? That’s probability sampling at work. 

However, researchers today tend to use computers as the primary mechanism for generating
random numbers used in random selection.

Probability sampling allows researchers to create a sample that is accurately representative

of the real-life population of interest.
The Methods of Probability Sampling

There are several types of probability sampling. Below we explain the basics of each, and
address their advantages and disadvantages.

Simple Random Sampling

Simple random sampling is considered the easiest method of probability sampling. To perform
simple random sampling, all a researcher must do is ensure that all members of the population
are included in a master list, and that subjects are then selected randomly from this master list.
While simple random sampling creates samples that are highly representative of the population,
it can be time consuming and tedious when creating large samples. 

Stratified Random Sampling

Stratified random sampling is also referred to as proportional random sampling. 

In stratified random sampling, the subjects are initially grouped into different classifications such
as gender, level of education, or socioeconomic status. It’s important to note that these
classifications should not have any overlapping subjects. 

From here, researchers randomly select the final list of subjects from the different defined
categories to ensure a well rounded sample. 

This method of probability sampling is best used when the goal of the research is to study a
particular subgroup within a greater population. It also results in more precise statistical
outcomes than simple random sampling.

Stratified random sampling creates layers within a sample that are extremely accurate when it
comes to representing the layers with the population, but it too can be time consuming and
tedious while creating larger samples.

Systematic Random Sampling

Systematic random sampling is often compared to an arithmetic progression in which the

difference between any two consecutive numbers is of the same value. 

For example, if you are a researcher examining a clinic that has 100 patients, the first step in
systematic random sampling is to pick an integer that is less than the total number of the
population. This will be the first subject. 

For the sake of this example let’s pick subject number 4.

The next step is to choose another integer, which will be the number of individuals between
subjects. 
Let’s say we choose 6 in this example.

By carrying out the processes above, the subjects for our study would be patients 4, 10, 16, 22,
28, etc. 

Systematic random sampling allows researchers to create samples without using a random
number generator, but the outcomes are not quite as random as they would be if a software
program was used instead.

ANSWER (B)

INTERVIEW METHODS

Unstructured Interviews
 Here the interview is a conversation with no prepared questions or predetermined line of
investigation. However, the interviewer should explain:

 the purpose of the study is and

 the particular focus of this interview

The roles and the purposes give structure. The interviewer generally uses a questionning strategy
to explore the work the job holder performs. Listening and taking notes are very important.
These enable follow up questions to be posed. The questions and responses - with summaries
enable the interview to be controlled. The conversation takes on a structure with areas being
considered, explored, related to each other and revisited to secure the depth of information
required in job analysis.

An unstructured interview involves question and response and may be free flowing but it
becomes structured in the sense that the interviewer has a purpose and needs skill to.
  establish a relationship
 ask well-structured questions to generate a conversational flow in which the interviewee
offers information - factual, opinion, subjective and objective about aspects of the job
 to ensure information recieved is heard and understood - listening, clarifying and
reflective summarizing

Effective listening requires concentration and this can be disturbed by interruptions, the
interviewer's own thought processes and dificulty in remaining neutral about what is being said.
Notes need to be taken without loss of good eye contact. Cues need to be picked up so that
further questions can be asked to probe issues and areas of interest.

Semistructured interviews:

These are interviews that use an interview protocol to help guide the researcher through the
interview process. While this can incorporate conversational aspects, it is mostly a guided
conversation between the researcher and participant. It does maintain some structure (hence the
name semistructured), but it also provides the researcher with the ability to probe the participant
for additional details. If you decide to choose this interview method, understand that it offers a
great deal of flexibility for you as a researcher. You do not have to worry about needing to
conduct several rounds of interviews because your interview protocol will keep you focused on
gathering all the information that you need to answer your research question. Even though that is
the goal with an interview protocol, there may be a need for additional probing so that you can
get more details about participants’ thoughts, feelings, and opinions.

Structured Interviews:

 A structured interview may assume a definite format involving:

 charting a job-holder's sequence of activities in performance

 an inventory or questionnaire may be used

Care is needed to set up such interactions. A specialist analyst is not involved and participants
need to know what they are doing, why and what is expected as a result. They may be intrained
as interviewers and not structure the interview as recommended. Notes and records may be
needed for subsequent analysis.
A structured interview may be akin to a staff appraisal or job evaluation interview carried out by
a manager with a subordinate. The manager is the analyst.

Different Types of Interviews:

 One-on-one: Most time consuming, costly approach, but most common in

educational research. Completed one participant at a time, and suitable for interview
participants who are not hesitant to speak.

 Focus Group: Typically in groups of four to six.

 Telephone: Can be easy and fast, but usually only a small number of questions can be
asked.

 E-Mail: Easy to complete and allows questions and answers to be well thought out.
Ethical issues may need to be addressed.  For example, whether the researcher has
received written permission from individuals before participating in the interview and
the privacy of responses.

 Open-Ended Questions on Questionnaires (Creswell, 2012). Cresswell

recommends using only open-ended questions during interviews, since they are
primarily qualitative.

Types of Interview Methods:

1. Behavioural based interview:

Behavioural based interviews are based on the behaviour and the past experiences of the

interviewer.It is also based on the past performance of the candidate based behavioural interview

questions consist of situations, task, action and result. These serve as a framework for

describing different situations or tasks and defining the actions that you took and what the result
obtained. When stating such facts try to remember that the main purpose of such interviews is

that they are trying to find an able leader who is optimistic, creative and a team player.

2. Case interviews:

Case interviews are one of the most commonly used forms of interview methods. In this type of

interview, the interviewer presents a scenario to the candidate and expects the candidate to solve

the questions with a proper solution and an alternative method or further suggestions to the

question.

The candidate is tasked with working along with the details. Case questions may vary depending

upon the job position. In some cases, the interviewer tries to find a candidate that is suitable for

implementing long term strategies and processes while in other cases, they tend to find

candidates who are calm and composed in case of any emergency situations.

They are expected to answer such case scenarios immediately. Since these kinds of questions

take proper thinking and planning, these type of interviews are usually half an hour long.

3. Informational interviews:

These types of interviews do not include any kind of performance pressures. These are basically

used as a form of information for the candidate as a chance to compare their expectations about

the job to the position that they have applied for.

Candidates get the opportunity to speak with the current employees in the corresponding job

position. They try to make this as a chance to carefully think about the position and try to search

for its more positive and less positive aspects of the position.
For example, if the candidate is interested in working in the publishing industry, try to meet up

with fellow employees in the organization and learn more about the business.

This helps both the employers and the employees at the same time to make proper

decisions. Informational interviews are always less than half an hour. Both the employer and the

employee should prepare questions beforehand, prior to the interview