http://oak.ucc.nau.edu/mr/cte592/Module_1/Curriculum_Development_An_Overview.html
I guess from all the discussion, it seems hard to automate what we can't see. So let's try this: can we agree on a single definitin of what is meant by the term, "curriculum development."?
Bill
Given all of your experience with online learning and facilitation, what best practices have you seen in higher education for online teaching and facilitation? For example, have you used tools like Voicethread or web conferencing with any success? How do you integrate instant messaging or live student chats to boost interaction and learning? Please share here...
http://www.amazon.com/Tools-Successful-Online-Teaching/dp/159140956X
Bill
In addition, this discussion seems to be based on the presumption of using ADDIE which is the trainer's favorite and based on skills sets, not necessarily on integrating knowledge with skill. There is another model called 4C which would make it much harder to automate ID.
To which I replied:
True! Isn't "skil" the home of training and development (see ASTD.ORG) just as "knowledge" is the home of learning--which we accomplish through guided reflection through such tools as discussion forums, list serves, blogs, etc.?
While you may think you are a behaviorist..I have my doubts that you are really a “true” behaviorists with operant conditioning or S-R basis for doing training!
To which I replied:
SD-->R-->SR is the correct model here (let's not reduce Skinner to SR only). Actually, training is a behavioral model based on the SdRSr model:
Sd (discriminal stimulus): a training situation
R (response): the student responds (operates on versus sneezing) the situation with a response.
sR (Reinforcing stimuli): the student succeeds. The behavior is reinforced. Now let's get more complicated:
The student received training on difficult conversation skills. This took place via a 2-hour webinar because ISD is too complicated and rapid e-learning is what we do in the world now. SD: The student (a manager) enters a situation with an argumentative employee during a performance review. R Response: the manager fumbles. The student managers the conversation and the manager leaves frustrated and without making the points about the employee's behavior. SR: the employee is going to do this again...enter B.F. Skinner-Thimmesch.
Communication skills require fine tuning (reinforcement, progressive skills training, etc.) so Bill ditches the webinar and says that guided practice with increasingly difficult situations is required. So the manager enters a six-week workshop with guided instruction (behavioral modeling of proper conversation management skills by a professional followed by initial trial responses by the student (manager). These workshops are integrated into the work world so that the manager can discuss training transfer issues (behaviorally speaking, generalization to other settings). The target behavior is reinforced and occurs in training--and transfers to the workplace where the pesky employee finally admits to the manager that they are responsible for their own job performance and that they need to follow the instructions (Sd) of the supervisor as written on the job aid (work plan) so they can then be reinforced (paid and verbally complimented) for doing a good job...
Operant conditioning is active (not reactive) and reveals a complex scientific approach to studying human behavior. Application of OC to corporate training is well documented: http://www.ispi.org/content.aspx?id=54
Nick,
Now now now....let's not overstate things. I believe there are 7 1/2 behaviorists still alive (risk of reductionist thinking). I agree. Life is more complicated. Did I mention I am also a Christian? My view of behavior analysis is that it has been the most useful and practical tool to set up and reinforce (transfer) skills training in the workplace. I've never gone beyond appreciating its fact-based approach to defining what works with human performance. WHY is not a matter I'm qualified to even get into...and thanks for posting!
B.F. Bill.
Please Chime in here on where you would like our discussion to head next for week #2. I'd love to broaden the discussion--or narrow it down--depending on what you would all like to explore next...
Best,
Bill