Model Update - Individual Work for 3/4

Here are my answers to the individual work questions:

What are your ID model’s goals/objectives? To create supervisory training programs that for various levels of management staff at Syracuse University. The goal of the supervisory training would be to develop managers who create work environments where employees are: continuously motivated to produce high quality work, authentically customer oriented, adaptable to change, and continuous learners.

What is/are the goal(s) of your supra-system? To educate undergraduates and graduate students in such a way that they will be successful in their career endeavors and to provide graduate learning experiences that inspire the development of future scholars. To operate the University in a fiscally prudent manner that is sustainable over time.

Do the goal/objectives of your ID model align with the mission and goals of the supra-system? Yes. Managers create work environments that have a direct effect on the productivity and output (quality and quantity) of their subordinates. Healthy work environments breed high quality work, little waste, high productivity, and low liability.

What will be your method of delivery – who & what provides instruction? Currently I see a blended learning approach. There may be some classroom but that could be supported by online learning as well. A learning management system will also play a role as a reference area for stored learning content.

What will be your method of instruction – instructional architecture? At this point, I would say that it will depend on what is being taught. But, I don't think I understand this concept well enough yet to say.

What will be your method of grouping for learning? This difficult to determine without any front-end analysis. But, off the top of my head, factual knowledge would be individualistic; communications skills, handling human resource issues, and leadership would be cooperative.

Other logistical / administrative issues or problems? Timing. I am very unsure of how much time will be supported for this endeavor. While many deans, directors and dept. heads applaud my ideas, we do not yet have full top level support for these programs. And, much up-front collaborative work needs to be done to analyze the work of managers here at SU.

What changes, clarifications, edits, etc. can you make to your model based on the feedback you are receiving? None yet.

How are you going to visually/graphically represent your model? In a graphic format in Powerpoint or in Visio. I have developed one that I like that has much emphasis on the front-end analysis that has many loops to show the fluid nature of one model component leading into the other.

Model Reflection - Grouping and Hairball Week

Boy, did I ned to reflect on the reading this week. I first read the module handouts, and they were so disconnected I had to create my own connections between the readings. Then, I read Romi and I felt much better. So much so, I had an epiphany. From his work I came away with the idea that there are 3 big areas to consider when constructing a model for an ID project. 1) Define the constraints of the project. 2) Define the type information needed to be training (i.e., going by Blooms taxonomy for instance). 3) Adopt a goal structure (i.e., cooperative, competitive, individualistic). For me, these large buckets of considerations reasonated strongly. I could easily see how they would fit for me in previous corporate jobs as well as here at the University. I will probably relate this somehow to my rationale for my model. So, it was a progressive week for me in the reflection process. Not bad to go from feeling completely confused to semi-enlightened!