Robert Mager published the second edition of his book Preparing Instructional Objectives in 1975 (first edition1962). It was
an attempt to bring some rigour to the often woolly world of education and training
by making learning professionals start with clear goals. It essentially says,
start with the end point and work backwards. Additionally, his Criterion
Referenced Instruction (CRI), an extension of Gagne’s method of instruction, is
a method for the design and delivery of training. His aim was to produce a more
rigorous and precise approach to the design of learning experiences based on
competences and assessment that relate to defined learning or performance
objectives.
Learning
objectives
Learning objectives should be designed to determine the outcomes of
learning. A good learning objective has to have three primary components of an objective:
1. Conditions. An
objective always states the important conditions (if any) under which the performance
is to occur. This could include tools, assistance or assumptions.
2. Performance. An
objective always says what a learner is specifically expected to be able to do
and may also describe the product or the result of the doing.
3. Criterion.
Wherever possible, an objective describes the criterion of acceptable performance
by describing how well the learner must perform in order to be considered
acceptable.
Mager held that an important part of writing good objectives was
to use ‘doing words’. These are words which describe a performance (e.g.,
identify, select, recall) acts which can be observed and measured. Words to
avoid are fuzzy terms that describe abstract states of being (e.g. know, learn,
appreciate, be aware) which are difficult to observe or measure. Mager's model
is still used as a guide to good objective writing.
Criterion
Referenced Instruction
His Criterion Referenced Instruction (CRI)
framework is a set of methods for the design and delivery of training programs.
It relies on a detailed task analysis, the identification of performance
objectives, then assessment against those objectives and a modular course
structure that represents the performance objectives.
Criterion Referenced Instruction (CRI) was based on five
principles:
1. Competences - Instructional
objectives derived from job performance should reflect the competencies
(knowledge and skills) that need to be learned.
2. Scope - Learners
study and practice only those skills not yet mastered to the level required by
the objectives.
3. Practice - Learners must
practice each skill and get feedback about the quality of their performance.
4. Reinforcement -
Learners need repeated practice in key skills that are to be used often or are
difficult to learn.
5. Autonomy - Learners
have some freedom to choose the order in which to complete modules and progress
self-paced based on their mastery of the objectives.
The advantage of this approach is that is prevents the teacher,
trainer or lecturer from falling into the trap of delivering just abstract
knowledge, regurgitated in written answers and essays. It pushes learners into
in mastery of defined knowledge and the practice of real skills. Note that
these skills may be academic e.g. analyses, critical thinking, communication
and so on.
Criticism
Performance objectives can be tricky to define and miss some of
the subtler aspects of the learning experience. It can lead to an over-emphasis
on objectives and assessments that turn many learning events into dull and
demotivating experiences for learners. The approach may also miss key issues
around motivation, engagement and attention. For example, many learning
experiences, be they classes, lectures, manuals or e-learning courses are
plagued by dull learning objectives presented as the first event, (At the end of this course you will….) thereby
dulling down the experience and failing to initially engage and increase
attention.
E-learning
CRI promoted the idea of self-paced learning
using a variety of media. It heavily influenced the objective-led, modular,
self-paced, assessed design model that has become common in e-learning. Some
have argued that it has led to the dominance of the ADDIE model. Opponents of
this model prefer a more complex, iterative or rapid development models.
However, for learning talks where the outcomes are clear, the model still has
some worth.
Conclusion
On the positive side, Mager, like Gagne, introduced rigour into
the process of instructional design. In his case, these were; learning
objectives, competences and assessments. It brought discipline to training and
design by pushing professionals to match learning to performance. However,
behaviourism still underpinned the approach. Learners were, in effect, seen as
subject to be conditioned to meet behavioural objectives and behaviourism tends
to encourage behaviour at the expense of other important cognitive functions
such as motivation, attention, context and so on.
Bibliography
Mager, R. (1962). Preparing
Instructional Objectives Palo Alto, Calif.: Fearon Publishers
Mager, R.
(1975). Preparing Instructional Objectives (2nd Edition). Belmont, CA:
Lake Publishing Co.
Mager, R.
& Pipe, P. (1984). Analyzing Performance Problems, or You Really Oughta
Wanna (2nd Edition). Belmont, CA: Lake Publishing Co.
Mager, R.
(1988). Making Instruction Work. Belmont, CA: Lake Publishing Co.