The role of theory in instructional design

by Janet Clarey on September 14, 2009

One of my professors brought to my attention a research article in AECT about theory utilization specifically, theories “functioning as conceptual tools.” The qualitative study (informed by hermeneutic, phenomenological and ethnographic approaches) explores “views and actual uses of theory in context.” The research question examines “the nature of instructional designers’ practical involvement with formalized theories.”

Semi-structured interviews and examination of actual online courses were used to explore the way designers go about their practical duties. Four men and three women participated* – one from a high-volume design organization, two from custom design companies, one from a university instructional design center, two in-house designers for a laboratory-based organization, and one in-house designer for a technology company. Some had formal training (4), some did not (3).

The researchers were studying any use of formal design theories so didn’t differentiate among learning theories, instructional theories, process models, etc.). Three interviews with each participant were conducted – the first about background/everyday work experiences/practical involvement in the design process, the second about specific uses and views of formal theory, and the third to address unresolved issues from prior interviews.)

The researchers found 10 themes. Some findings within those themes:

  • Participant desire to use theory and report that they often do.
  • Participants expressed ambivalence toward theory (theories were “viewed as overly abstract, rigid, or complex with relatively little guidance regarding application.”)
  • The range of theories chose are “likely limited to those that practitioners know about, understand how to apply, and find useful in their work.” The researchers then suggested that “practitioners may seldom identify theories that are actually useful in their specific setting, even if a helpful theory exists.”
  • Practitioners did not distinguish between theories, models, and design processes in descriptions of their work, “possibly suggesting that – given the abstractness and complexity of many of these conceptual tools – practicing designers are offered little basis for differentiating them and may lack the ability to select ones most suitable for their purposes.”
  • Using theory as an argumentative device brings a measure of legitimacy and professional to design decisions. However, theory use was somewhat hindered by others who did not see its value. This, the researchers noted, pointed to “an interesting and often tension-filled aspect of instructional design work (i.e, the process of negotiation to arrive at a workable design plan.)”
  • Decisions are often made on the basis of intuitive judgment and practical wisdom developed over time.
  • There are limitations with any study. Here, the researchers note that they didn’t query participants regarding their theoretical knowledge in general and the inquiry approach used is not easily researched.

    (*About the sample size: Researchers note the “focus on thick description and intensive analysis prohibited a more expansive sampling procedure and investigation.”

    Yanchar, S., South, J., Williams, D, Allen, S., and Wilson, B. (2009) Struggling with theory? A qualitative investigation of conceptual tool use in instructional design. Association for Educational Communications and Technology 2009.

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    • One of those recurring sayings: "In theory, there's no difference between theory and practice. But in practice, there is."

      Just about through constructivism, most learning theory emerged in academia, a setting with not a lot of connection to the work of work. Claude Lineberry, a former president of ISPI, pointed out once that virtually no for-profit organization will pay for controlled studies of what works and what doesn't in the training / learning world.

      In part, I think that's because the people with the money think they know a training problem when they see it, and because they instinctively distrust outsiders who've never met a payroll. Unless those outsiders can get $5,000 and up for a keynote or a day's consulting, along with their best-seller book and a trademarked set of impedimenta.

      In 25 years as a corporate trainer (including 18 with a division of GE) I found very few people with any formal (i.e., academic) background in anything close to training and development.

      I think this is one of the real drawbacks of "the profession." It's a bit like the American Federation of Labor in the old days, with everyone from the designated booker of outside courses to SMEs-now-instructors to full-time developers. We've got plumbers and autoworkers and teamsters and boiler operators, and the common denominators is the assumption that there's a gap related to skill.
    • jkunrein
      Hmm, what if the outsider were an insider?

      I'm an instructional designer working in corporate America (technically a non-profit, but definitely still focused on the bottom line) and I'm also pursuing my MEd in instructional design. I'm thinking about doing some original research for my thesis/capstone, and I would really like to study our employees so that the results would be applicable to my job and the rest of corporate America.

      You're clearly more experienced in this environment than I am; would you care to help me think of possible objections before I prepare my proposal?
    • So the assumption of skill gaps among people working in "the profession" is perceived, not necessarily real.

      And, not to take away from your excellent comment (but I will anyway), when I put "the profession" in quotes (as you did) it occurred to me that training may be the world's oldest profession.
    • With a cup and a half of Lutheran Coffee in me this morning, I realize what I was striving for was "the field." Though certainly there are a few in the profession who try to entice clients.

      In terms of on-the-job performance gaps, "training" is a nice simple answer, but not always a solution. People like Joe Harless, Geary Rummler, Tom Gilbert, and many others have demonstrated that skill-and-knowledge deficiencies rarely exist in isolation. But it's often easier to, say, train everybody in Six Sigma or in the value of diversity than to do the thinking, data-gathering, analysis, and rework that might pay off.
    • I've always thought we need to consider implicit as well as explicit use of theories. The tools or templates we work from may well have "oodles" of theory behind them :-) Whether we explicitly acknowledge those theories is a different question.
    • Well said Elizabeth.
    • twerner
      Janet, very interesting. I've been thinking a lot lately (for some reason) that a big gap can exist between THEORY and CRAFT in teaching/training. I suppose this is similar to 'espoused theory' versus 'theory-in-practice.'

      For example, I might say that my instructional systems design model is ADDIE, but what I actually know how to do (my CRAFT) is to design a day of training, with short lectures, facilitated discussions, exercises, break-out groups, etc.

      But it would be pretty tough for me to explain how ADDIE prescribes that I use break-out groups.

      Either I'm influenced by another instructional THEORY (maybe Kolb's experiential learning or Knowles' androgogy) and don't realize it, or I've simply learned a CRAFT of training without thought of theory (like driving a car without thinking about internal combustion).

      I'd like to see those researchers follow up with a quantitative study identifying the most common instructional-design elements, and then trace those super-common design elements to theory. It strikes me that some design elements -- like maybe the use of objectives and break-out groups in corporate training, and the assigning of term papers in higher ed -- are nearly universal.
    • "But it would be pretty tough for me to explain how ADDIE prescribes that I use break-out groups. "

      This is a very good point and one that I hear acknowledged very rarely... a few months ago, I developed a short class on basic instructional design concepts for my local ASTD chapter, and in the process developed my ideas of which aspects of ID are addressed by some of the most popular models.

      To me, ADDIE addresses project management and not much else.... I can go through the steps of ADDIE very thoroughly, have all of my deliverables done for each step, and still not have a successful training because of a number of reasons. I may not have employed any creativity, or any understanding of human cognition, or a number of other things that create effective learning experiences.
    • twerner
      Judy, my thought lately is that instructional/learning theories and models do not play much of a role in corporate training.

      I'm thinking that trainers learn how to train by veteran trainers passing techniques and design concepts on to new trainers.

      A trainer might ask workshop participants, "What's an example of this concept from your experience," but the trainer (IMHO) may not be aware of it as part of Knowles' theory of andogogy, that for adult learners to learn they need to relate a new concept to their own experience.

      My guess is that the trainer simply learned how to facilitate a group discussion after presenting a new concept.
    • What I'm hearing here is the Lave & Wenger's idea of the situated learning/legitimate peripheral participation (LPP) concept which they describe: "learners [instructional designers] inevitably participate in communities of practitioners and that the mastery of knowledge and skill requires newcomers to move toward full participation in the sociocultural practices of a community." I'm concerned that our field doesn't move forward quickly enough because many do not actively pursue new concepts.
    • twerner
      Janet, yes, that's a good way to put it.

      My sense is that many/most trainers learn to design training in a community of practitioners, and that a set of community-accepted design practices get passed along.

      But (again, my sense is) those community-accepted design practices don't spring from instructional/learning theories and models. They are more like a collection of rules-of-thumb that are passed down.

      If this is true, then theory-minded experts are under a false impression that theory is influencing practice. (This would be like agricultural experts convincing themselves that lawn owners are consciously following the principles of agricultural theory when they work on their lawns.)

      It's possible that experts who see behaviorist, cognitive, and constructivist models being used are simply describing their own lenses. Practitioners may not know those models or know they're using them.

      Very interesting to ponder...
    • Tom, you've given me a lot to think about. I'm not sure if this fits relative to your comments but it seems there's a mix-and-match approach to theory in instructional design and I'm not really sure that's the case. You (not literally) don't match the theory with the problem that requires training (it's compliance so I'll go behaviorist), rather, your instructional theory is informed by theory you believe. So say I'm a (social) constructivist type of gal, I'll approach the training in that way, every time. I'm writing out loud...
    • twerner
      Hi Janet. Here's what this makes me think of: In grad school I was very immersed in behavioral instruction (paper-based content in small units, retesting until mastery, flexible pacing, use of tutors to grade tests and coach). The methods were very tied to behavioral theory (the particular system we studied -- called PSI -- was invented by Fred Keller, a colleague of B.F. Skinner). And of course in grad school it was normal to talk about theory and about whether research studies proved the methods.

      But when I left grad school and became a consultant/trainer, I was taught to train in standard corporate-training workshop style (short lectures, flipcharts, facilitated group discussion, table discussions, experiential games). But no one ever said, "We're using these games in training based on the theory of experiential learning [or adult-learning theory or whatever]." No one ever mentioned theory.

      Instead, the rationale for the way we trained was sort of a combination of what-works do's and don'ts ('Get them talking right away,' 'Don't lecture right after lunch,' etc.), and some broad design principles, like 'structure' (alternate between large-group and small-group, lecture and exercise), 'processing' (debrief everything), 'timing' (keep things short and on-time), 'involvement' (get them doing things), 'fun' (keep the mood safe and playful), and so forth.

      So I grew up (as a corporate trainer) knowing that I needed to 'structure' a day of training but we trainers never mentioned any learning theory about why structure was necessary.

      I have a feeling that it might be the same for a lot of trainers. Training maybe is learned as a craft. Theory may not necessarily enter into it.

      Maybe a parallel is: I've learned to take care of my lawn, but I don't really know agricultural theory, and theory doesn't really drive my lawn care.

      Anyway, this is a long way of me saying that the researchers' qualitative findings make sense to me...

      Interesting to ponder...
    • andyjanning
      Thanks very much for posting this. It's a great reminder to weigh both theory and intuition when designing a results-based learning solution.
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