THE UNIVERSITY OF THE WEST INDIES

OPEN CAMPUS ST. AUGUSTINE

EDID6503
Instructional Design Theories, Models and Strategies

Course Facilitator
Dr. Camille Dickson-Deane

Assignment # 3
Creating an Instructional Model

By
Kwailan Ali
807004960

I am currently employed as an Administrative Coordinator at Information Support Services

Limited popularly known as Car Search. ISSL/CarSearch is a technology product based service
organization, which has been providing stolen vehicle recovery solutions to the Trinidad and
Tobago community since September 2001. The company is managed by a Board of Directors.
Since inception, ISSL/CarSearch has managed to provide services to customers throughout
Trinidad and Tobago such as Vehicle Panic Button Response, Executive Vehicle Tracking,
Property Panic Response Services, GPS Tracking, Fleet Management, Personal Location
Tracking, Business Camera Surveillance and Computer Recovery Services. They have
maintained the best recovery rate in Trinidad and Tobago for stolen vehicles and continue to
provide the excellent service to customers, with a 24/7 control center and well trained armed
roving patrols and security force.
ISSL/CarSearch now has four manageable Customer Service Centers strategically placed
nationwide to offer our wide range of services to the public. The locations are Port-of-Spain,
Couva, San Fernando and St. Augustine which is the Head Office. Each branch has an
Administrative Coordinator that works closely with their appointed Executive Manger of the
branch. As previously mentioned, I am an Administrative Coordinator but for the St. Augustine
branch.
Other than the four branches, head office is made up of nine departments; Document centre,
Engineering, Customer accounts management, Marketing, Data entry, Control/command centre,
General collections unit, Security/taskforce services and Customer service unit. In general, my
workplaces atmosphere appears to be one of a democratic environment but it isnt as it has more
of an autocratic setting once you understand the politics involved. I say this as their existed many

times when there would be an issue to resolve or decision to be made and the Managing Director
would ask the executive mangers to mange as they are the ones in control of the staff and daily
activities. When an issue is resolved or certain decisions are made the M.D would many a times
disagree with the outcome, resulting in the final say being his.

Present Instructional Model in my work environment.

At ISSL/CarSearch the best descriptive instructional model that exists in my work environment
is ADDIE. The department is called the Customer Accounts Management Department (CAMD).
ADDIE is an Instructional Design (ID) method used in education and training as a guide in
designing and effectively tracking a projects progress. Reigeluth (2009). It comprises of five
components namely analysis, design, development, implementation and evaluation.
Analysis occurs when a problem is simplified, instructional goals/objectives are established, and
the learning environment and learners prior knowledge and skills are identified. This stage also
considers the constraints, deliver options and the timeline for the projects/tasks. At work we have
a department that consists of management/accounting/IT tertiary graduates handling the updates,
fixing and rectifying issues with customer accounts, and maintaining the customers information
system. This was the innovative way of introducing new blood into the company. Some
graduates had working experience whilst some had none. Nonetheless, training was done to
make everyone aware of the problems, objectives and the necessity of maintaining the customer
information and payments databases. The customer accounts were in total disarray so these
graduates including myself were hired to assist in the cleanup exercise thus, eventually maintain
the accounts afterwards.
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Design is concerned with learning objectives, assessment instruments, activities, content

selection, subject matter analysis, session planning, and media selection. A very specific set of
rules are followed making sure everything falls within a rational and planned strategy that has a
goal of reaching the projects targets. At this stage we in the department plan the necessary
strategies of how and when we are going to achieve the goals that were discussed in the analysis
stage. Taken into consideration is the time frame to effectively and efficiently apply these
strategies to fix and bring up to date the customer accounts.
Development is geared towards the actual creation/production of the content and learning
materials in the design stage. The data collected from the two previous stages is used to create a
program that will relay what needs to be taught to participants. In this stage we arranged
ourselves in groups with regards to the branches that we are assigned to and develop the program
to suit the needs, objectives and activities etc. to start the implementation stage.
Implementation occurs after with the program being put into action. In this phase the
instructional manager ensures that the instructional resources are functional and that continuous
revision of the program is done to make sure maximum efficiency and positive results are
obtained. Instructional strategies and close monitoring is also used to help execute the
implementation stage properly. Each team leader for the different branches along with our
immediate supervisor helps to perform this stage. We follow the necessary guidelines developed
in the program designed to attain the goals that would bring our customers accounts at a
manageable capacity.
Evaluation phase consists of two parts: formative and summative. Formative evaluation is
present in each stage of the ADDIE process where information is gathered during the early stages

of the design process. Summative Evaluation is the process of collecting data following
implementation of the project in order to determine its effectiveness and satisfies the
instructional objectives. It also provides opportunities for feedback from the users. In this phase,
the team leaders and supervisor do the evaluation of the implemented program thus giving
feedback to the group members on they performed and goals achieved. In return feedback is also
accepted from the group members on the criteria and strategies used in the exercise.
Sometimes the design and development stages are interrupted and the implement phase is rushed
into simply because of the input and decisions of the M.D.

Prevalent Instructional Strategies in my work environment.

An Instructional strategy is a technique instructors use to help students become
independent, strategic learners. IS become learning strategies when students independently select
the appropriate ones and use them effectively to accomplish tasks or meet goals.
The instructional strategies prominent in my work environment are:
Direct instruction, collaborate and cooperative work, hands on learning, learner centered
instruction, demonstration, team work, review, reciprocal teaching/peer tutoring, guided practice
and feedback. Also used is B.F Skinners Concept of reinforcement both positive and negative.
However, more used is the aspects of weakening negative behaviors. This is so because as
previously stated the M.D has the final say.

Kwys AD+DEED Instructional Model

Analyze learners- This involves getting to know the students/learners in your teaching/training
environment so you can select the best strategies to meet the objectives you have set. This can be
in the form of the individual (s) (prior knowledge, skills, understanding about the topic, learning
styles, capabilities)
Define-This phase focuses on the specific goals and objectives to be attained and activities
needed to be done to assist in learning to accomplish the tasks within a specific time period.
Design- This phase consists of the strategies and plan that would be developed and use to help
the learner achieve the goals. It also involves how the activities are to be done and the time frame
in which each is going to be achieved.
Execute-The phase uses the information gathered from the three previous stages to implement
the designed plan. This stage also involves monitoring of the learner/students to assist the
individuals if they need help. The monitoring also allows the instructor/teacher/trainer to see how
effective and efficient the instructional strategies and methods are when applied.
Evaluation/Feedback/Revison- This phase is modestly repeated through all the stages to keep
everyone abreast with the necessary information to comfortably understand what is to be done,
how and why. This is also an avenue for learners to voice their personal views on the entire
process being taken to attain the objectives and goals that was established. This also focuses on
how well instructional methods were executed and from this revision and modification can be
done before performing another project or major task.

Documentation- Above all the learner/student/staff should journalize the information gathered
and learnt after the project/exercise so they can review later for further referencing.

Illustration of Kwys
AD+DEED Model

DOCUMENTATIO
N

The learner
keeps a journal on
the information
gathered through the
process for future
reference.

ANALYZ
E
LEARNE
RS

Prior skills
knowledge
,
capabilitie
DEFINE
s
Goals,
objectives,
activities to
be done.
DESIGN

Plan, time
frame,
strategies
being used.

EVALUATE,
FEEDBACK,
REVISON

This is moderately
done through each
stage for progress
purposes.

EXECUTE

Implementi
ng the
design plan
and
strategies to
achieve
goals
Please note that for this Instructional Model to be employed successfully there must exist little
autocracy. So in my work environment the higher authorities should let the appointed managers
manage as they requested.

The model was given the name it has because it was created by me when shortens it spells the
acronym AD+DEED.
This support the working environment that I am in as it is easy to understand and can be used to
execute training proficiently. Analyse learners and documentation stages plays an extra important
role in training new staff members. These stages were not really employed or followed up on at
our firm during training. I thoroughly believe knowing a little about your students/learners and
having them journalize their work whilst in training is important. Knowledge on your audience
helps you as the instructor to understand the individual (s) that are taught and the notes being
made by the students, shows their willingness to learn and want to excel in their training or class
room.
Direct instruction, collaborate and cooperative work, hands on learning, learner centered
instruction, demonstration, team work, review, reciprocal teaching/peer tutoring, guided practice
and feedback will continue to be a part of the instructional strategies that complements my
instructional model. Skinners positive reinforcement that behaviour is more likely to recur if it
has been rewarded/reinforced will also be used as this concept is one that is not prominent. I
believe that good behaviour and hard work should always be rewarded.
Similarities in models: The define, design, execute/implement and evaluation phases are the
basics and alike with regards to the contents and information requested.
Differences in models: The analyze learners and documentation stages are the unusual features
of both models. For my work environment both are very important for effective training to take
place.

Reflection on creating the AD+DEED Model.

The process of creating the Instructional Model was a bit challenging but nonetheless a very
creative learning experience. Whilst doing this assignment I got to see more and more that this
course is indeed an eye opener to me as there exist instructional theories, models and strategies
that manifests everywhere and is around us every day no matter how simple the task may be.
I also learned that it is important in knowing your student/learners/trainees capabilities (personal,
intellectual, technological etc.). It helps make teaching a bit easier on the instructors and peer to
peer/group collaborations.
Being able to allow the opportunity to work on creating and instructional model was interesting
as it gave me insight on identifying how applicable and non applicable is my current job model. I
feel as though I can now fully train new staff with more confidence and not worry about the
constraints hindering my performance as well as my trainees.

References

Websites
http://www.learning-theories.com/ -Retrieved 25/03/2015
http://www.instructionaldesign.org/models/addie.html -Retrieved 25/03/2015
http://educationaltechnology.net/the-addie-model-instructional-design/ -Retrieved 25/03/2015
http://www.education.alberta.ca/media/352984/is.pdf -Retrieved 25/03/2015
http://www.simplypsychology.org/operant-conditioning.html -Retrieved 25/03/2015

Readings
Readings-Unit 4 Instructional Design Models

Books
Reigeluth, C. M., & Carr-Chellman, A. A. (Eds.). (2009). Instructional-design theories and
models, Volume III: Building a common knowledge base. Routledge.
Smaldino, S.E., Lowther, D.L., & Russell, J.D. (2012). Instructional technology and media for
learning (10th ed.). Upper Saddle River, NJ: Prentice Hall.
Reigeluth, C. M., & Carr-Chellman, A. A. (Eds.). (2009). Chapter 5, Direct Approach to
Instruction. Instructional-design theories and models, Volume III: Building a common knowledge
base. Routledge.

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