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About Addie

Page history last edited by Ray Kiser 13 years, 8 months ago

Home   Introduction   About ADDIE  Addie Example  About Kemp  Kemp Example  Comparison  Conclusion   Resources  Multimedia

 

About The ADDIE Learning Model

 

 

The ADDIE learning model, at the very beginning was created in the year 1975 by the Center for Educational Technology at Florida State University, for the US armed forces.  During the era of 1975 the highly technical structure of the U.S. Army in the Defense systems were greatly becoming more and more advanced technologically, however the educational background of entry-level soldiers was becoming more and more below be required standards. Thus the US Army initiated the Florida State University to develop a systems approach this systems approach which is now termed Instructional Systems Development (ISD) I S D is a comprehensive five phase process surrounding the entire educational/training environment.  Although ISD is a systematic approach, it has the capability to be used with both traditional and individualized instruction.  ISD is pretty much oriented and focused toward the use of performance/behavioral objectives and specific reference tests.

 

Several years later, in 1981 Dr. Russ Watson, chief, staff and faculty training division of Fort Huachuca, Arizona, submitted a professional paper into the international Congress or individualized instruction.  Within that paper Dr. Watson, discusses the ADDIE model as it was originally developed by the Florida State University.

 

The ADDIE appears to clarify acceptable on-the-job performance so that the learners are able to achieve skills and required to perform a certain job or task.  The ADDIE model seems to be used as an assessment tool and was not meant to determine if training is the correct answer to a problem, so the first thing to do when presented with the performance problem is to use the performance analysis tool.

 

The performance analysis quadrant is one such tool that can be used for pinpointing the basic causes of such problems. By discovering the answer to question, “does the employee had adequate job knowledge” and “does the employee have proper attitude” Then assigning a numerical rating between one and 10 for each answer will place the employee in one up for performance quadrants.

 

 

 

 

 

      

Following the ADDIE Method, a Designer will take the following steps to design instruction:
 

Analysis:

Identify the learner's needs, prerequisites, and performance objectives. The learning environment, and timeline for the project are also considered (Castanolo, 2007).

 

Design:

Further solidify the instructional goal, sequence of instruction, delivery mode, and the evaluation instruments.  A designer usually develops storyboards or models at this phase. (Learning Theories, 2010).

 

Development:

The instructional designer begins developing the training materials including the student and teacher resources.  (Learning Theories, 2010).

 

Implementation:

Delivering of the instruction to the intended audience takes place.  Impelmentation and Evaluation can occur simultaneously (Castagnolo, 2007). 

 

Evaluation:

The instructional designer evaluates the effectiveness of the training developed and makes revisions based on feedback from users (Learning Theories, 2010). 

 

Like any instructional design model, there are strengths and limitations of the ADDIE method.  A designer may choose this method because it is straight forward and the steps are easy to recall.  The structure of the model includes only 5 steps compared to 9 or more in other models.  As technology has evolved, some critics believe that the process does not allow for the integration of digital technologies which allow for less linear models of instructional desisn.  There are also debates that the ADDIE model is in fact not a model at all, but rather a conceptual framework defining the design process as a whole (Bichelmeyer, 2005).

 

 

Resouces Cited: 

 

 

 

 

 

 

 

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