Children must have some control over the direction of their learning;
Children must be able to learn through experiences of touching, moving, listening, seeing, and hearing;
Children have a relationship with other children and with material items in the world that children must be allowed to explore and
Children must have endless ways and opportunities to express themselves.
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Reggio Emilia approach - Wikipedia, the free encyclopedia - 4 views
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In the Reggio approach, the teacher is considered a co-learner and collaborator with the child and not just an instructor.
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Teacher autonomy is evident in the absence of teacher manuals, curriculum guides, or achievement tests
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integration of each classroom with the rest of the school, and the school with the surrounding community
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children can best create meaning and make sense of their world through environments which support "complex, varied, sustained, and changing relationships between people, the world of experience, ideas and the many ways of expressing ideas."
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In each classroom there are studio spaces in the form of a large, centrally located atelier and a smaller mini-atelier, and clearly designated spaces for large- and small-group activities.
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Reggio teachers place a high value on their ability to improvise and respond to children's predisposition to enjoy the unexpected.
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Regardless of their origins, successful projects are those that generate a sufficient amount of interest and uncertainty to provoke children's creative thinking and problem-solving and are open to different avenues of exploration
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teachers in Reggio Emilia assert the importance of being confused as a contributor to learning; thus a major teaching strategy is purposely to allow mistakes to happen, or to begin a project with no clear sense of where it might end.
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The Reggio Emilia Approach is an educational philosophy focused on preschool and primary education. It was started by Loris Malaguzzi and the parents of the villages around Reggio Emilia in Italy after World War II. The destruction from the war, parents believed, necessitated a new, quick approach to teaching their children. They felt that it is in the early years of development that children are forming who they are as an individual. This led to creation of a program based on the principles of respect, responsibility, and community through exploration and discovery in a supportive and enriching environment based on the interests of the children through a self-guided curriculum.
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Using Diigo for intentional learning and sharing | Instructional Design Fusions - 4 views
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shared by Ruth Howard on 17 Apr 09
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2¢ Worth » A Day in Texas - 0 views
davidwarlick.com/2cents
projectbasedlearning work based learning David Warlick youth all_teachers bestpractices curriculum
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shared by David Wetzel on 21 Mar 10
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Project Based Learning in Mathematics: Learning Activities in Math Designed to Extend C... - 13 views
curriculalessons.suite101.com/...ning_activities_in_mathematics
project based learning math teaching strategies
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A Call for Technology Leadership - 16 views
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(1) modeling the use of new technologies in communicating to students, teachers and the general public; (2) ensuring that technology becomes integral to teaching 21st-century skills from critical thinking and problem solving to collaboration and information literacy in the classroom; (3) boosting Web 2.0 applications and tools as key components of student learning; (4) offering professional development in these technologies and deploying the online tools that help teachers create learning communities among themselves; and (5) requiring better balanced assessments of student work—including project-based learning enhanced by technology tools—in an age driven by NCLB-oriented testing and better use of data from the assessments to help students improve their performance.
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Asking any leader to model effective strategies makes sense, but shouldn't the imperative of offering professional development in newer communications tools come first? Some district leader's I can see jupming into new tools and ways to communicate, but you can't expect all veteran leaders to adopt new tools without the development and support they'll need.
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I'm curious to know in how many districts does the Superintendent serve as the curriculum leader capable of making the sweeping changes to move a district towards project-based learning. I have an inkling that many superintendents find niches that make them valubale, whether it's focusing on assessment, community relations, curriculum, or something else.
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The revised edition also includes a self-assessment for superintendents to evaluate how far their districts have come along the technological curve. CoSN’s CEO Keith Krueger explains that his organization’s research shows that many district leaders are behind that curve, and the new document opens with a letter:
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e cautions that the large-scale changes CoSN is advocating are most likely to happen for district leaders who are not engaged in dozens of other initiatives. “Everybody wants the superintendent to be in the middle of everything,” Reeves explains. “The real acid test is whether you can execute the ‘not-to-do list,’” adding that superintendents need to resist establishing too many priorities. Each of the five areas featured in “Empowering the 21st Century Superintendent” includes a set of resources and a series of action steps for superintendents and district leadership teams. For instance, in the 21st-century skills section, leaders are urged to improve their own such skills, create a vision for integrating them into K12 instruction, audit the district’s strategic plan to see which might be missing and adjust professional development accordingly.
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The real problem in education: the 'opportunity gap' - 4 views
www.washingtonpost.com/...-education-the-opportunity-gap
education edreform testing news all_teachers
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"But even by reasonable standards, the nation's educational outcomes are not in much better shape than they were in 1983. Whether we're looking at overall scores or at achievement gaps, the trend lines for NAEP, the so-called Nation's Report Card, generally show a post-reform picture that looks pretty much like the pre-reform picture - with positive trend lines but apparent slowing after 1990. There is no way to tease those data into showing that test-based accountability reform is accomplishing its key learning goals."
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Investigating the Impact of Artificial Reefs: Problem-Based Learning Study of Human Inf... - 4 views
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The Math and Science of Junk Mail Project: A Problem Based Learning Activity for Enviro... - 8 views
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project based activities math science problem solving inquiry learning
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Problem Based Learning - 2 views
What are the qualities of a teacher who enjoys project-based learning? - Home... - 20 views
doug-johnson.squarespace.com/...-who-enjoys-project-based.html
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The Creativity Crisis - Newsweek - 15 views
www.newsweek.com/...the-creativity-crisis.html
creativity education learning article innovation psychology
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If you've ever seen or heard Raif Esquith speak then you know how much he values music with young children. Watch this clip: http://www.tubechop.com/watch/79846
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The lore of pop psychology is that creativity occurs on the right side of the brain. But we now know that if you tried to be creative using only the right side of your brain, it’d be like living with ideas perpetually at the tip of your tongue, just beyond reach
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those who diligently practice creative activities learn to recruit their brains’ creative networks quicker and better. A lifetime of consistent habits gradually changes the neurological pattern.
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The home-game version of this means no longer encouraging kids to spring straight ahead to the right answer
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“As a child, I never had an identity as a ‘creative person,’ ” Schwarzrock recalls. “But now that I know, it helps explain a lot of what I felt and went through.”
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In China there has been widespread education reform to extinguish the drill-and-kill teaching style. Instead, Chinese schools are also adopting a problem-based learning approach.
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100 Incredible Open Courses for the Ultimate Tech Geek - Online Courses - 20 views
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real world experience and free learning resources on the web can do a pretty good job of showing you the ropes as well. Here are 100 free resources to help you hone your techie skills and learn more about the ever-changing world of technology.
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These courses offer you a chance to learn about everything from electrical engineering to the basics of computer science.
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Great Ideas in Theoretical Computer Science: This course offers a great introduction to the theories of computer science, from the beginnings of computer systems
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Topics in Theoretical Computer Science: Internet Research Problems: With so much being based around the web these days
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Why Women Still Can't Have It All - www.theatlantic.com - Readability - 7 views
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Just about all of the women in that room planned to combine careers and family in some way. But almost all assumed and accepted that they would have to make compromises that the men in their lives were far less likely to have to make.
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when many members of the younger generation have stopped listening, on the grounds that glibly repeating “you can have it all” is simply airbrushing reality, it is time to talk.
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I still strongly believe that women can “have it all” (and that men can too). I believe that we can “have it all at the same time.” But not today, not with the way America’s economy and society are currently structured. My experiences over the past three years have forced me to confront a number of uncomfortable facts that need to be widely acknowledged—and quickly changed.
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I had the ability to set my own schedule most of the time. I could be with my kids when I needed to be, and still get the work done.
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the minute I found myself in a job that is typical for the vast majority of working women (and men), working long hours on someone else’s schedule, I could no longer be both the parent and the professional I wanted to be
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having it all was not possible in many types of jobs, including high government office—at least not for very long.
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“Having control over your schedule is the only way that women who want to have a career and a family can make it work.”
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Yet the decision to step down from a position of power—to value family over professional advancement, even for a time—is directly at odds with the prevailing social pressures on career professionals in the United States.
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Think about what this “standard Washington excuse” implies: it is so unthinkable that an official would actually step down to spend time with his or her family that this must be a cover for something else.
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Both were very clear that they did not want that life, but could not figure out how to combine professional success and satisfaction with a real commitment to family.
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many of us are also reinforcing a falsehood: that “having it all” is, more than anything, a function of personal determination.
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there has been very little honest discussion among women of our age about the real barriers and flaws that still exist in the system despite the opportunities we inherited.
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But we have choices about the type and tempo of the work we do. We are the women who could be leading, and who should be equally represented in the leadership ranks.
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women are less happy today than their predecessors were in 1972, both in absolute terms and relative to men.
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The best hope for improving the lot of all women, and for closing what Wolfers and Stevenson call a “new gender gap”—measured by well-being rather than wages—is to close the leadership gap:
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Only when women wield power in sufficient numbers will we create a society that genuinely works for all women. That will be a society that works for everyone.
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We must clear them out of the way to make room for a more honest and productive discussion about real solutions to the problems faced by professional women.
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These women cannot possibly be the standard against which even very talented professional women should measure themselves. Such a standard sets up most women for a sense of failure
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A simple measure is how many women in top positions have children compared with their male colleagues.
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Every male Supreme Court justice has a family. Two of the three female justices are single with no children.
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women hold fewer than 30 percent of the senior foreign-policy positions in each of these institutions.
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“You know what would help the vast majority of women with work/family balance? MAKE SCHOOL SCHEDULES MATCH WORK SCHEDULES.” The present system, she noted, is based on a society that no longer exists—one in which farming was a major occupation and stay-at-home moms were the norm. Yet the system hasn’t changed.
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“Inflexible schedules, unrelenting travel, and constant pressure to be in the office are common features of these jobs.”
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I would hope to see commencement speeches that finger America’s social and business policies, rather than women’s level of ambition, in explaining the dearth of women at the top. But changing these policies requires much more than speeches. It means fighting the mundane battles—every day, every year—in individual workplaces, in legislatures, and in the media.
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assumes that most women will feel as comfortable as men do about being away from their children, as long as their partner is home with them. In my experience, that is simply not the case.
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I do not believe fathers love their children any less than mothers do, but men do seem more likely to choose their job at a cost to their family, while women seem more likely to choose their family at a cost to their job.
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To many men, however, the choice to spend more time with their children, instead of working long hours on issues that affect many lives, seems selfish.
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It is not clear to me that this ethical framework makes sense for society. Why should we want leaders who fall short on personal responsibilities?
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Regardless, it is clear which set of choices society values more today. Workers who put their careers first are typically rewarded; workers who choose their families are overlooked, disbelieved, or accused of unprofessionalism.
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having a supportive mate may well be a necessary condition if women are to have it all, but it is not sufficient
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Ultimately, it is society that must change, coming to value choices to put family ahead of work just as much as those to put work ahead of family. If we really valued those choices, we would value the people who make them; if we valued the people who make them, we would do everything possible to hire and retain them; if we did everything possible to allow them to combine work and family equally over time, then the choices would get a lot easier.
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Given the way our work culture is oriented today, I recommend establishing yourself in your career first but still trying to have kids before you are 35—or else freeze your eggs, whether you are married or not.
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But the truth is, neither sequence is optimal, and both involve trade-offs that men do not have to make.
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You should be able to have a family if you want one—however and whenever your life circumstances allow—and still have the career you desire.
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If more women could strike this balance, more women would reach leadership positions. And if more women were in leadership positions, they could make it easier for more women to stay in the workforce. The rest of this essay details how.
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I have to admit that my assumption that I would stay late made me much less efficient over the course of the day than I might have been, and certainly less so than some of my colleagues, who managed to get the same amount of work done and go home at a decent hour.
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Still, armed with e-mail, instant messaging, phones, and videoconferencing technology, we should be able to move to a culture where the office is a base of operations more than the required locus of work.
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Being able to work from home—in the evening after children are put to bed, or during their sick days or snow days, and at least some of the time on weekends—can be the key, for mothers, to carrying your full load versus letting a team down at crucial moments.
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Changes in default office rules should not advantage parents over other workers; indeed, done right, they can improve relations among co-workers by raising their awareness of each other’s circumstances and instilling a sense of fairness.
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The policy was shaped by the belief that giving women “special treatment” can “backfire if the broader norms shaping the behavior of all employees do not change.”
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Our assumptions are just that: things we believe that are not necessarily so. Yet what we assume has an enormous impact on our perceptions and responses. Fortunately, changing our assumptions is up to us.
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One of the best ways to move social norms in this direction is to choose and celebrate different role models.
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If we didn’t start to learn how to integrate our personal, social, and professional lives, we were about five years away from morphing into the angry woman on the other side of a mahogany desk who questions her staff’s work ethic after standard 12-hour workdays, before heading home to eat moo shoo pork in her lonely apartment.
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Women have contributed to the fetish of the one-dimensional life, albeit by necessity. The pioneer generation of feminists walled off their personal lives from their professional personas to ensure that they could never be discriminated against for a lack of commitment to their work.
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It seems odd to me to list degrees, awards, positions, and interests and not include the dimension of my life that is most important to me—and takes an enormous amount of my time.
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This does not mean that you should insist that your colleagues spend time cooing over pictures of your baby or listening to the prodigious accomplishments of your kindergartner. It does mean that if you are late coming in one week, because it is your turn to drive the kids to school, that you be honest about what you are doing.
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Indeed, the most frequent reaction I get in putting forth these ideas is that when the choice is whether to hire a man who will work whenever and wherever needed, or a woman who needs more flexibility, choosing the man will add more value to the company.
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In 2011, a study on flexibility in the workplace by Ellen Galinsky, Kelly Sakai, and Tyler Wigton of the Families and Work Institute showed that increased flexibility correlates positively with job engagement, job satisfaction, employee retention, and employee health.
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Other scholars have concluded that good family policies attract better talent, which in turn raises productivity, but that the policies themselves have no impact on productivity.
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What is evident, however, is that many firms that recruit and train well-educated professional women are aware that when a woman leaves because of bad work-family balance, they are losing the money and time they invested in her.
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The answer—already being deployed in different corners of the industry—is a combination of alternative fee structures, virtual firms, women-owned firms, and the outsourcing of discrete legal jobs to other jurisdictions.
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Women, and Generation X and Y lawyers more generally, are pushing for these changes on the supply side; clients determined to reduce legal fees and increase flexible service are pulling on the demand side. Slowly, change is happening.
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In trying to address these issues, some firms are finding out that women’s ways of working may just be better ways of working, for employees and clients alike.
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“We believe that connecting play and imagination may be the single most important step in unleashing the new culture of learning.”
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“Genius is nothing more nor less than childhood recovered at will.” Google apparently has taken note.
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the more often people with different perspectives come together, the more likely creative ideas are to emerge. Giving workers the ability to integrate their non-work lives with their work—whether they spend that time mothering or marathoning—will open the door to a much wider range of influences and ideas.
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Men have, of course, become much more involved parents over the past couple of decades, and that, too, suggests broad support for big changes in the way we balance work and family.
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women would do well to frame work-family balance in terms of the broader social and economic issues that affect both women and men.
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Yet I also want a world in which, in Lisa Jackson’s words, “to be a strong woman, you don’t have to give up on the things that define you as a woman.”
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“Empowering yourself,” Jackson said in her speech at Princeton, “doesn’t have to mean rejecting motherhood, or eliminating the nurturing or feminine aspects of who you are.”
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But now is the time to revisit the assumption that women must rush to adapt to the “man’s world” that our mothers and mentors warned us about.
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If women are ever to achieve real equality as leaders, then we have to stop accepting male behavior and male choices as the default and the ideal.
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We must insist on changing social policies and bending career tracks to accommodate our choices, too. We have the power to do it if we decide to, and we have many men standing beside us.
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The Rapid eLearning Blog - 8 views
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The way it seems to work is that organizations restructure and somewhere in the process the training people are usually the first to go.
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The challenge in all of this is that rapid elearning has to bring real value and isn’t just a bunch of PowerPoint files converted to Flash and then put online.
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Assess your learners on what they need to do. The original quiz questions are based on the product. I changed the focus from the product to answering customer questions. I still cover the same information, but am better off putting it in context to how the learner would use it.
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By creating rapid elearning courses, you bring value to your organization because you can drive down the cost of production. However, no software replaces the need for sound instructional design.
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I was on the phone with someone who had problems with her elearning course. It seemed that nothing was working right. As I dug a little deeper, it turned out that she was deleting some of her files. She told me she did so to keep her files organized. Apparently the folders were looking a bit messy. What she didn’t realize was that all of those files she was moving and deleting ...
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Education Week's Digital Directions: Building Gaming Into Science Education - 0 views
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"I've had teachers tell me,” says Eklund, “that after they introduced the game to their students, the classroom went completely silent because all of the kids were just reading." "You just don't get that kind of engagement and involvement with the story" with a textbook, he says.
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A report written by researchers about The River City Project for a 2006 conference concluded "that students learned biology content, that students and teachers were highly engaged, that student attendance improved, that disruptive behavior dropped, that students were building 21st-century skills in virtual communication and expression, and importantly, that using this type of technology in the classroom can facilitate good inquiry learning."
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"I'm in a unique situation where there's a computer at every lab table," he says, pointing out that many teachers do not have that ratio of students to computers.
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when the games don't work properly, but most teachers don’t have that level of technical skill, she points out.
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"There are little things you need to know," she says, to keep the games running smoothly. "[Otherwise], it's not going to work in the classroom, and teachers aren't going to use it."
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"If [the game] doesn't have a focus or clear reason for what they're doing, it really doesn't work," says Pokrzywinski. Adapting games to the curriculum is possible, she says, but it takes time—something many teachers don't have.
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shared by David Wetzel on 19 Mar 10
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20 Questions to Ask Students in Science Projects: Children Develop a Better Understandi... - 13 views
homeschooling.suite101.com/..._questions_in_science_projects
science teaching strategies inquiry problem solving activities learning
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Problem-Based Learning at University of Delaware - 4 views
www.udel.edu/...groups-in-action.html
Project_based_learning Problem_based-learning collaborative_learning
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Executive Summary | U.S. Department of Education - 9 views
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critical thinking, complex problem solving, collaboration, and multimedia communication should be woven into all content areas.
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In all these activities, technology-based assessments can provide data to drive decisions on the basis of what is best for each and every student and that in aggregate will lead to continuous improvement across our entire education system.
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Another basic assumption is the way we organize students into age-determined groups, structure separate academic disciplines, organize learning into classes of roughly equal size with all the students in a particular class receiving the same content at the same pace, and keep these groups in place all year.
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The NETP accepts that we do not have the luxury of time – we must act now and commit to fine-tuning and midcourse corrections as we go. Success will require leadership, collaboration, and investment at all levels of our education system – states, districts, schools, and the federal government – as well as partnerships with higher education institutions, private enterprises, and not-for-profit entities.
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Perhaps one of the most frightening statements in the document to a large number of school districts. Teachers quite often are able to enact a mid-course shift, and students are most always extremely flexible, but at the administration and district level change can often be glacial as such radical change could very well mean replacing the hierarchy of leadership throughout a district, shifting positions, or eliminating them, and large organizations have a tendency towards self-preservation.
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