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Timeline

Time	Instructional Technology Related	Performance Technology Related
1900s	E L. Thorndike provided the beginnings of educational testing where learning is stimulus associated with results and does not necessarily mean that thought is involved. Measuring human change is important including reinforcement. Max Wertheimer initiates the Gestalt (organization) Theory where it was believed that learning came more than just an experience using stimulus and responses – it required thought as well. National Society for Industrial Education is formed.
1910s	Ivan Pavlov introduced the concept of classical conditioning where a stimulus is conditionally associated with a specific response until the stimulus causes the response all of the time.	Frederick Winslow Taylor published the Principals of Scientific Management. The book was an account of how to scientifically effect and improve a workers performance through the careful selection of workers, appropriate training and the proper use of incentives.
1920s	Wolfgang Kohler introduces the concept that apes were able to learn by applying previous associated learning with new concepts.	Elton Mayo conducted "Halo Effect" research determining that certain environmental factors including light exposure, work hours, temperature etc, effected productivity. Hawthorne studies - paying attention to students causes better performance
1930s	Ralph Tyler's 8-year study - Tyler used objectives and evaluated if the information being taught had desired results by studying high school students and their achievements in college. He posed that curriculum should be refined and revised until the appropriate behaviors are achieved. Peter Drucker published his first book, The End of Economic Man. Carl Jung developed a ground-breaking personality theory that introduced two attitudes - extraversion and introversion. He later he described human behavior as a combination of four psychic functions - thinking/ feeling and intuition/ sensation.
1940s	WWII personnel training needs allowed media exploration including films, photos, audio recordings, and even silent films and implementation. Edgar Dale defined his Cone of Experience to be used as rationale for the use of media within instruction. He identifies reading, hearing, viewing, watching, participating, and experiencing simulations are methods of learning. American Society for Training Directors is formed.	Vannevar Bush wrote an article defining his vision of the soon to be Internet.
1950s	B. F. Skinner’s work started the programmed instruction movement where learners were taught information in a controlled environment. Benjamin Bloom, et al, developed the Taxonomy of Educational Objectives. Defines that specification and analysis of instructional outcomes should occur and to design instruction to attain them. Jean Piaget studies and offers child behavior and learning styles. This was an explanation of the development of thinking from infancy to adulthood. Abraham Maslow published his Hierarchy of Needs: Physiological, safety, social esteem and self-actualization..	Abraham Maslow defines his Hierarchy of Needs that should be used when defining the motivation and values students place on learning. Donald Kirkpatrick developed training evaluation where there are four levels – reaction, learning, behavior, and results – that should be considered in reverse when defining the reactions or results we desire, then the behavior that is needed to accomplish them. Identifies four levels of evaluation including learner satisfaction, learner achievement, transfer of knowledge on the job, and the impact on the organization. Rensis Likert introduced "Likert Scale" and the "Four Systems" concept of management. It included four systems of organization "exploitive-authoritative, benevolent-authoritative, consultative, and participative." Kurt Lewin introduced his work on group dynamics. His formula B=f(PE) represents the interaction among the behaviors of those studied in a group. He points out that a person's behavior and performance is affected by his environment and those around him. Douglas McGregor introduced "Theory X and Theory Y". He believed that there were two types of thinking among managers, Theory X held that people don't like working, must be controlled and actually like to be directed. Theory Y shed a more positive light and held that work was natural, people were committed to completing a satisfying job, workers are self-directed, creative toward solving problems and that in general, organizations only use a portion of worker's actual potential.
1960s	Robert Glaser uses Instructional System and defines criterion-referenced test. His Instructional System is based on descriptive models of learning theory and prescriptive theories of instruction. Donald Ely defined the used of learning theory as an element of instructional technology. Jerome Bruner poses discovery learning and problem solving in his Process of Education and Theory of Instruction. He postulates that knowledge is represented in 3 ways: enactive, iconic, and symbolic. Robert Gagne worked to develop instructional theories and system design models that had a focus on testing methods to determine performance with his Taxonomy of Learning Outcomes (verbal information, intellectual skills, cognitive strategies, attitudes, motor skills) and 9 Events of Instruction (gaining attention, informing learners of objectives, stimulating recall of prior learning, presenting content, providing learning guidance, eliciting performance, providing feedback, assessing performance, and enhancing retention and transfer to other situations. Ted Nelson non-sequential writing methods called "Hypertext".	International Society for Performance Improvement was founded as National Society for Performance and Instruction (NSPI). Michael Scriven coined formative evaluation where in a cyclical process, curriculum is reviewed and revised repeatedly to ensure the appropriate behaviors are achieved. Ted Nelson coined the word hypertext and designed a computer-based non-sequential writing method. Douglas Engelbart invented the computer mouse an oN-Line System (NLS) that he believed would assist with human performance. Engelbart worked at Standford Research that was one of the locations connected by the ARPANET, one of the first forms of the Internet. Leonard Nadler coined the term "Human Resource Development". David McClellend introduced the "Theory of Needs". Much like that of Maslow's, he believed that all people had certain inherent needs including "nAch" or a need for achievement, "nPow" a need for power, and "nAff" a need for affiliation. Frederick Herzberg introduced the "Two-factor Theory, hypothesizing that there were 2 separate factors that contributed to job satisfaction or dissatisfaction. He held that "Motivating Factors" that contribute to job satisfaction were achievement, recognition, responsibility, work in itself, growth and advancement. He held that "Hygiene Factors" that contributed to job dissatisfaction were working conditions, policies and administrative practices, poor supervision, negative interpersonal relations, financial compensation for completed work, status job security and your personal life.
1970s	Malcolm Knowles was responsible for major changes in adult education in the United States with his development of thought of andragogy and was considered the father of adult learning theory. OSHA mandated safety education and training for workers.	Thomas Gilbert published the book 'Human Competence' in 1978, where he described worthy performance as his First Leisurely Theory, the potential for improving performance in is Second Leisurely Theory, and his six components necessary to cause a behavior as his Third Leisurely Theory. His theories, for example, allow for a conversion of human potential into human capital. Using his Behavior Engineering Model, managers can find the reasons behind performance problems and reminds them of the Diffusion Effect where one action can cause alternate reactions, which may be desired or undesired. Roger Kaufman and his colleagues identified an Organizational Elements Model that identifies five elements of a system (inputs or raw materials, processes, individual products or accomplishments, organizational outputs or accomplishments, and outcomes or the effects in and for society) and the interrelationship between them. This systems approach includes analysis, synthesis and implementation within a needs assessment to ensure that training is the correct intervention. Joe Harless describes performance analysis as front-end analysis (FEA) where the process of analysis, design, development and testing implementation and evaluation of relevant and cost-effective training interventions.
1980s	John M Keller defined the ARCS Model exploring the motivation of a learner and his spiral curriculum. ARCS is used to improve the motivational appeal of instruction.	Marc J. Rosenberg defined human performance technology focusing on the analysis of performance problems or potential and the possible causes of them. In addition, he defined a PT model where performance analysis is done, then a cause analysis, and then the selection of the intervention. Robert Mager looks to systems as an approach to performance with the definition of behavioral and performance objectives using performance, conditions, and criterion. In this way we can define where we are going, how we will get there, and how we will know when we arrive. Allison Rossett uses Training Needs Assessment to discover optimals, actuals, feelings causes, and solutions. In determining these assessments, instructors should use determining purposes based on initiators, identify sources, select the appropriate tools, conduct needs assessments, and use the results for decision-making. W. Edwards Deming emphasized quality gains instead of production gains. Roger Kaufman publishes work enhancing Kirkpatrick's 4 levels of evaluation to be involved within strategic planning.
1990s	Walter Dick and Lou Carey defined systems oriented instruction (instructional design model) where the first step was to assess the needs to identify the goals or product outcomes. Design planning includes instructional analysis, writing performance objectives, develop assessments, develop strategies to implement, select materials, define formative evaluations and summary evaluations. Their model is instructional design model. It is being used to provide effective instruction. Tim Berners-Lee developed the World Wide Web, as we know it.	Geary Rummler identified three levels of organizational performance and defined that organizations need to be managed as a system. Peter Senge publishes The Fifth Discipline indicating five critical practices: 1.personal mastery 2. mental models 3. shared vision 4. team learning 5. systems thinking. Robert Gagne publiushes work on the Conditions of Learning and outlined five types of learning - 1.psychomotor skills 2. verbal information 3. intellectual skills 4. cognitive strategies 5. attitudes. Harold Stolovitch and Erika Keeps published the framework for Human Performance Technology. National Society for Performance and Instruction changed their name to International Society for Performance Improvement.
2000s

So, where to get this knowledge? ISPI has a great source of information.