The Dick and Carey Model - A Blueprint for Effective Instructional Design
In the world of instructional design, the Dick and Carey Model is one of the many frameworks that help professionals create effective learning experiences. Developed by Walter Dick and Lou Carey in the late 1970s, this model offers a systematic approach to instructional design that can be applied to a wide range of learning contexts.
What is the Dick and Carey Model?
The Dick and Carey Model, also known as the Systematic Design of Instruction (SDI), is a comprehensive instructional design framework that guides educators and instructional designers through the process of creating effective learning experiences.
How Does SDI compare to ADDIE?
The ADDIE (Analysis, Design, Development, Implementation, and Evaluation) model was the first instructional design model that influenced all other models that came after it, so it only makes sense to compare it to the Dick and Carey Model. SDI shares some similarities with ADDIE, as they both provide a systematic approach to instructional design. However, they also have distinct differences in their focus and implementation. Let's explore these differences:
Dick and Carey Model
Strong emphasis on the alignment of instructional materials with clearly defined and measurable learning objectives.
Prioritizes the systematic design of instruction by breaking down the design process into specific components, including analyzing learners and contexts, setting performance objectives, and conducting formative evaluation.
Seeks to ensure that instructional materials are designed with precision to achieve specific learning outcomes.
Step-by-step approach, with each of its nine components building upon the previous one.
Follows a linear sequence, where the design process flows from one stage to the next in a structured manner.
Particularly useful for projects where the learning objectives are well-defined and where the instructional content is less likely to change during development.
Provides a clear and structured framework for instructional design but may be less flexible in accommodating changes once the design process is underway.
Assumes instructional goals and objectives are relatively stable and well-defined from the outset.
ADDIE Model
More generalized and flexible framework that focuses on the entire instructional design process, from analysis to evaluation.
Doesn't provide the same level of specificity in terms of learning objectives as the Dick and Carey Model does.
Adaptable to various instructional design approaches, making it suitable for a wide range of projects, including those in which the final objectives may evolve during development.
Iterative and cyclic approach. While it also involves analysis, design, development, implementation, and evaluation phases, these phases are not strictly linear.
Allows for feedback loops and revisions throughout the process, making it well-suited for projects that may require ongoing adjustments, such as dynamic e-learning environments or rapidly changing content.
The SDI Model
The Dick and Carey Model consists of nine essential components that work together cohesively. The following are the nine phases of this model:
Identify Instructional Goals: Begin by defining clear and measurable learning objectives. What do you want learners to achieve by the end of the instruction?
Conduct Instructional Analysis: Analyze the characteristics of the learners, the context in which learning will occur, and any constraints or limitations that may affect the design.
Analyze Learner and Context: Understand the learners' prior knowledge, skills, and abilities. Recognize their learning preferences and any contextual factors that may impact the instructional design.
Write Performance Objectives: Create specific and measurable performance objectives that align with the instructional goals identified in step 1. These objectives should clearly state what learners should be able to do.
Develop Assessment Instruments: Design assessment tools such as quizzes, tests, or assignments that measure whether learners have achieved the stated objectives.
Develop Instructional Strategy: Determine the instructional methods and strategies that will be used to facilitate learning. This could include lectures, discussions, hands-on activities, or multimedia presentations.
Develop and Select Instructional Materials: Create or select appropriate learning materials and resources that support the instructional strategy. This may involve designing presentations, handouts, or digital content.
Design and Conduct Formative Evaluation: Continuously assess the effectiveness of the instruction during its development. Gather feedback from learners and experts to make necessary improvements.
Revise Instruction: Based on the feedback and data collected during formative evaluation, make necessary revisions and refinements to the instructional materials and strategies.
Real-Life Examples of Dick and Carey Model Application
Let's walk through a real-life scenario to illustrate how the Dick and Carey Model can be applied:
Scenario: A corporate training department is tasked with developing a comprehensive onboarding program for new employees. The goal is to ensure that all new hires acquire the necessary knowledge and skills to excel in their roles.
Application:
Identify Instructional Goals: Define the primary goal of the onboarding program, such as "To equip new employees with essential job-related knowledge and skills within their first month."
Conduct Instructional Analysis: Analyze the workplace environment, organizational culture, and available resources that will influence the onboarding process.
Analyze Learner and Context: Understand the diverse backgrounds, job roles, and learning preferences of new employees. Recognize any constraints like time limitations or access to technology.
Write Performance Objectives: Develop specific objectives for each module of the onboarding program, such as "By the end of Module 2, learners will be able to accurately complete customer orders."
Develop Assessment Instruments: Create assessments like quizzes, role plays, and skills demonstrations to evaluate whether employees meet the performance objectives.
Develop Instructional Strategy: Choose a blend of methods such as e-learning modules, hands-on workshops, and mentorship sessions to deliver the content effectively.
Develop and Select Instructional Materials: Design presentations, handouts, and e-learning modules that align with the chosen instructional strategy.
Design and Conduct Formative Evaluation: Pilot test the onboarding program with a small group of new hires and gather feedback on content, materials, and delivery methods.
Revise Instruction: Based on the feedback received, make necessary adjustments to improve the program's effectiveness before rolling it out to all new employees.
Conclusion
The Dick and Carey Model provides instructional designers with a systematic approach to creating effective learning experiences. By following its nine components, professionals can ensure that their instructional materials are aligned with clear objectives, cater to the learners' needs, and continuously improve through formative evaluation. Whether you're designing a corporate training program, an online course, or any other educational content, the Dick and Carey Model serves as a valuable blueprint for success.
Happy designing! 📘🖋️
