PLEASE HELP! I have been stuck on this for over an hour, I need a 9/10 to pass!!

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There is a desperate need for theorists and researchers to generate and refine a new breed of learning-focused instructional design theories that help educators and trainers to meet those needs, (i.e., that focus on learning and that foster development of initiative, teamwork, thinking skills, and diversity). The health of instructional-design theory also depends on its ability to involve stakeholders in the design process. References: Reigeluth, C. M. (1999). What is instructional design theory and how is it changing? In C. M. Reigeluth (Ed.), Instructional-design theories and models volume II: A new paradigm of instructional theory. Mahwah, NJ: Lawrence Erlbaum Associates.

We need theorists and researchers to generate and refine learning-focused instructional design theories. Such theories will help educators and trainers to meet needs that focus on learning and that foster development of initiative, teamwork, thinking skills, and diversity. Instructional-design theory must involve stakeholders in the design process. References: Reigeluth, C. M. (1999). What is instructional design theory and how is it changing? In C. M. Reigeluth (Ed.), Instructional-design theories and models volume II: A new paradigm of instructional theory. Mahwah, NJ: Lawrence Erlbaum Associates.

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Suppose you study a group of successful companies and you find that they emphasize customer focus, or quality improvement, or empowerment; how do you know that you haven't merely discovered the management practice equivalent of having buildings? How do you know that you've discovered something that distinguishes the successful companies from other companies?You don't know. You can't know--not unless you have a control set, a comparison group. References: Collins, J. C., & Porras, J. I. (2002). Built to last: Successful habits of visionary companies. New York, NY: Harper Paperbacks.

One has to ask oneself how you know that you've discovered something that distinguishes the successful companies from other companies? Otherwise, you can fall into a trap that is the same as identifying "the management practice equivalent of having buildings" (Collins & Porras, 2002, p. 14). References: Collins, J. C., & Porras, J. I. (2002). Built to last: Successful habits of visionary companies. New York, NY: Harper Paperbacks.

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In a complex task such as creating a website for learning, instructors may want to support the generation of multiple solutions in learners' peer feedback. Anonymity may create a social context where learners feel freer to express varied ideas, and make the task of giving feedback less inhibited. However, teachers need to know just how anonymity impacts the learning dynamic in order to make informed choices about when anonymous configurations are appropriate in peer feedback. References: Howard, C. D., Barrett, A. F., & Frick, T. W. (2010). Anonymity to promote peer feedback: Pre-service teachers' comments in asynchronous computer-mediated communication. Journal of Educational Computing Research, 43(1), 89-112.

According to Howard, Barrett, and Frick (2010), in order to make appropriate choices educators must understand the ways in which hiding or showing the identity of participants can impact the interaction that takes place in peer feedback activities. Obscuring the identity of participants in peer feedback "may create a social context where learners feel freer to express varied ideas, and make the task of giving feedback less inhibited" (p. 90). References: Howard, C. D., Barrett, A. F., & Frick, T. W. (2010). Anonymity to promote peer feedback: Pre-service teachers' comments in asynchronous computer-mediated communication. Journal of Educational Computing Research, 43(1), 89-112.

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Other major issues involve the accepted methods by which fidelity is measured. There are two major methods described in the literature for fidelity measurement. The first is through mathematical measurement that calculates the number of identical elements shared between the real world and the simulation; the greater the number of shared identical elements, the higher the simulation fidelity. A second method to measure fidelity is through a trainees' performance matrix. References: Liu, D., Blickensderfer, E. L., Macchiarella, N. D., & Vincenzi, D. A. (2009). Simulation fidelity. In D. A. Vincenzi, J. A. Wise, M. Mouloua & P. A. Hancock (Eds.), Humanfactors in simulation and training (pp. 61-73). Boca Raton, FL: CRC Press.

Liu et al. (2009) identified two major methods for measuring fidelity. The first is a mathematical (objective) method that requires counting "the number of identical elements shared between the real world and the simulation; the greater the number of shared identical elements, the higher the simulation fidelity" (p. 62). The second method involves a performance matrix that compares a human's performance in the simulation with that person's real-world performance, producing an indirect measure of fidelity. References: Liu, D., Blickensderfer, E. L., Macchiarella, N. D., & Vincenzi, D. A. (2009). Simulation fidelity. In D. A. Vincenzi, J. A. Wise, M. Mouloua & P. A. Hancock (Eds.), Humanfactors in simulation and training (pp. 61-73). Boca Raton, FL: CRC Press.

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Item 5

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The game-based laboratory was vastly different from their expectations and experiences of a typical laboratory; this might have resulted in the students being disconnected from the learning aspect of the game. However, the students' comments suggested that their discomfort with the video game was due to the fact that they did not perceive that a video game could really be educational. The game became a disruption to their traditional ways of science learning and interfered with how they perceived the learning experience. This perspective is potentially problematic as it suggests that pedagogical disruptions such as video games that are designed to be powerful learning tools simply may not work for all students. References: Anderson, J. L., & Barnett, M. (2013). Learning Physics with Digital Game Simulations in Middle School Science. Journal of Science Education and Technology, 1-13.

Since a game-based laboratory provides a virtual environment with different experiences than in a real lab, students may fail to connect these virtual experiences to real lab experiences. Student and teacher beliefs that games are entertainment tools, not educational tools, may minimize the potential of video games intended to help students learn science. References: Anderson, J. L., & Barnett, M. (2013). Learning Physics with Digital Game Simulations in Middle School Science. Journal of Science Education and Technology, 1-13.

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Item 6

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Suppose you study a group of successful companies and you find that they emphasize customer focus, or quality improvement, or empowerment; how do you know that you haven't merely discovered the management practice equivalent of having buildings? How do you know that you've discovered something that distinguishes the successful companies from other companies? You don't know. You can't know--not unless you have a control set, a comparison group. References: Collins, J. C., & Porras, J. I. (2002). Built to last: Successful habits of visionary companies. New York, NY: Harper Paperbacks.

Attributes of rigorous research can be shared across subjects of study. For example, Collins and Porras (2002) highlight the importance of having a control group when comparing companies in any effort to identify what specific company characteristics are able to distinguish the successful from the ordinary. References: Collins, J. C., & Porras, J. I. (2002). Built to last: Successful habits of visionary companies. New York, NY: Harper Paperbacks.

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Item 7

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Major changes within organizations are usually initiated by those who are in power. Such decision-makers sponsor the change and then appoint someone else - perhaps the director of training - to be responsible for implementing and managing change. Whether the appointed change agent is in training development or not, there is often the implicit assumption that training will "solve the problem." And, indeed, training may solve part of the problem.... The result is that potentially effective innovations suffer misuse, or even no use, in the hands of uncommitted users. References: Dormant, D. (1986). The ABCDs of managing change. In Introduction to Performance Technology(p. 238-256). Washington, D.C.: National Society of Performance and Instruction.

When major changes are initiated in organizations, there is often the implicit assumption that training will 'solve the problem.' And, indeed, training may solve part of the problem (Dormant, 1986, p. 238). References: Dormant, D. (1986). The ABCDs of managing change. In Introduction to Performance Technology(p. 238-256). Washington, D.C.: National Society of Performance and Instruction.

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While solitary negative reactions or unjustified suggestions for change have the potential to dissipate discourse rather than build it, the pattern analysis shows that the anonymous condition seemed to provide a safe explorative space for learners to try out more reasons for their multiple solutions. Teachers will rarely give anonymous feedback, but the experience of giving anonymous feedback may open a social space where learners can try out the reasons for their suggestions. References: Howard, C. D., Barrett, A. F., & Frick, T. W. (2010). Anonymity to promote peer feedback: Pre-service teachers' comments in asynchronous computer-mediated communication. Journal of Educational Computing Research, 43(1), 89-112.

Teachers don't often provide feedback anonymously, but the ability to provide feedback anonymously may create a context where the rationale associated with specific suggestions can be more safely explored (Howard, Barrett, & Frick, 2010). However, we cannot assume that all anonymous online spaces will serve as safe social spaces.

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Item 9

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Instructional designers typically employ models to guide their day-to-day work. Due to the increased practice of the systematic design of instruction in a growing number of settings, available models become more and more proliferated, focusing on particular types and contexts of learning, particular groups of learners or designers, or particular instructional units (either whole curricula or individual modules or lessons.) The main goal of any instructional design process is to construct a learning environment in order to provide learners with the conditions that support desired learning processes. References: Merrinboer, J. J. van. (1997). Training complex cognitive skills. Englewood Cliffs, NJ: Educational Technology Publications.

"The main goal of any instructional design process is to construct a learning environment in order to provide learners with the conditions that support desired learning processes" (van Merrinboer, 1997, p. 2). Process models proliferate because more and more designers generate models that focus on specific contexts, learners, or even units of instruction, according to van Merrinboer. References: Merrinboer, J. J. van. (1997). Training complex cognitive skills. Englewood Cliffs, NJ: Educational Technology Publications.

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Item 10

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The philosophical position known as constructivism views knowledge as a human construction. The various perspectives within constructivism are based on the premise that knowledge is not part of an objective, external reality that is separate from the individual. Instead, human knowledge, whether the bodies of content in public disciplines (such as mathematics or sociology) or knowledge of the individual learner, is a human construction. References: Gredler, M. E. (2001). Learning and instruction: Theory into practice (4th Ed.). Upper Saddle, NJ: Prentice-Hall.

The philosophical position known as constructivismviews knowledge as a human construction. The various perspectives within constructivism are based on the premise that knowledge is not part of an objective, external reality that is separate from the individual. Instead, human knowledge is a human construction.

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