What
is the history behind the tool?
The Technology
Integration Matrix (TIM) was developed to help guide the complex task
of evaluating technology integration in the classroom. Basic technology
skills and integration of technology into the curriculum go hand-in-hand
to form teacher technology literacy. Encouraging the seamless use of
technology in all curriculum areas and promoting technology literacy
are both key NCLB:Title II-D/EETT program purposes. The Inventory for
Teacher Technology Skills (ITTS) companion tool is designed to help
districts evaluate teachers’ current levels of proficiency with
technology and is also used as a professional development planning
and needs assessment resource. The TIM is envisioned as an EETT program
resource which can help support the full integration of technology
in Florida schools.
What
is in each cell?
Each cell
in the matrix will have a video (or several videos) which illustrate
the integration of technology in classrooms where only a few computers
are available and/or classrooms where every student has access to a
laptop computer.
Group items tagged
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shared by Claude Almansi on 29 Sep 11
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Murdoch-Owned Wireless Generation's Contract Should Be Scratched, Teachers' Union Leade... - 0 views
www.huffingtonpost.com/...t-teachers-union_n_919325.html
Murdoch eg8 Wireless generation datamining database New York Huffington Post Huffington Resmovits
shared by Claude Almansi on 29 Sep 11
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Joy Resmovits Aug. 5, 2011 ""We have become increasingly concerned with the proposed contract," Michael Mulgrew and Richard Iannuzzi, who respectively head New York City's and the state's teachers' unions, wrote in the note. The letter is addressed to New York State Board of Regents Chancellor Merryl Tisch, state Commissioner of Education John King, Jr., and copied to State Comptroller Tom DiNapoli. "It is especially troubling that Wireless Generation will be tasked with creating a centralized student database for personal information even as its parent company, News Corporation, stands accused of engaging in illegal news gathering tactics, including the hacking of private voicemail accounts," the letter reads. Murdoch acquired 90 percent of Wireless Generation for about $360 million last November. At the time of the acquisition, Murdoch said he saw K-12 education as a "$500 billion sector." Murdoch's first general move in the education sector had come just a few weeks earlier, when he tapped Joel Klein, then the chancellor of New York City's schools, to lead his education ventures. The Wireless Generation contracts were approved while Klein still ran the district, leading to speculation about the chancellor's intentions."
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Balancing e-lectures with podcasts - University of Leicester - 1 views
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by spk7 - Aug. 19, 2011 "Some time ago, Head of the School of Engineering, Professor John Fothergill, with the help of son Henry, produced a very engaging and funny video focusing on his experiences of moving some of his teaching online. In order that his course could still run while he was on sabbatical, John worked closely with Beyond Distance in order to achieve the best online experience for his students. The video draws upon a number of comic influences, most notably Monty Python. We hope you enjoy it!"
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shared by Claude Almansi on 29 Sep 11
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Retreat of Reno's Command - C. Szwedzicki: The North American Indian Works - 0 views
www.lunacommons.org/...270:Retreat-of-Reno-s-Commnand
pictures luna servlet lunacommons.org copyright open
shared by Claude Almansi on 29 Sep 11
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"Collection: C. Szwedzicki: The North American Indian Works Work Record ID: 219 Reproduction Record ID: 219 Work Class: depictions Work Type: print Title: Retreat of Reno's Commnand Title Type: constructed title Title: Sioux Indian painting Title Type: collective title Measurements: 11.40 x 19.05 in (28.96 x 48.39 cm) on sheet 15.30 x 19.50 in (38.86 x 49.53 cm) Measurement Type: dimensions Material: paper (fiber product) Material Type: support Inscription: Image Top Center: Custer Battle Field / June 25 and 26 1876 / Crazy Horse Inscription: Above Image Right: 8 [Plate Number] Creator: Bad Heart Bull, Amos, 1869-1913 Creator Dates: 1869-1913 Creator Nationality: Oglala Lakota Creator Name Variant: Bad Heart Buffalo (Tatanka Cante Sice) Creator Type: personal name Creator Role: painter Date: 1938 Location: Little Bighorn Battlefield (Mont.) Repository: Archives and Rare Books Library, University Libraries, University of Cincinnati, Cincinnati, Ohio Repository Type: current repository ID Number: 8 ID Number Type: plate number ID Number: ARB RB Oversize E98.A7 S568 1938 Vol. 2 ID Number Type: call number Style Period: Plains Indian Style Period: Indian art--North America Culture: Native American Culture: Oglala Lakota Subject: Belts (Clothing) Subject: Breechcloths Subject: Face painting Subject: Feathers Subject: Fringe Subject: Leggings Subject: Moccasins Subject: Beadwork Subject: Body painting Subject: Shirts, Men's Subject: Breastplates Subject: Hair pipes Subject: Bridles Subject: Horseback riding Subject: Horses Subject: Chokers Subject: Arrows Subject: Metalwork Subject: Picture-writing Subject: Saddle blankets Subject: Indian warfare Subject: Rifles Subject: Military uniforms Subject: Sabers Subject: Bow lances Subject: Crazy Horse (Tashunca-Uitco), ca. 1842-1877 Subject: Fixed-stone-head clubs Subject: Hats Subject: Saddles Subject: Saddlebags Subject: War shirts Subject: Reno, Marcus A. (Marcus Albert), 1835-1889 Subject: Indians of North America--Wars Subj
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While I live, I learn - Mobile Learning Project Summary - 0 views
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Mobile Learning Project headed by Nokia tech institue based in Amasonas Brazil.
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shared by Ruth Howard on 21 Apr 09
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Technology Integration Matrix - 0 views
fcit.usf.edu/matrix
Technology Integration matrix education tech_integration pedagogy edtech technologyintegration
shared by Ruth Howard on 21 Apr 09
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Transformation The teacher creates a rich learning environment in which students regularly engage in activities that would have been impossible to achieve without technology.
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Active
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Indicator: Given ongoing access to online resources, students actively select and pursue topics beyond the limitations of even the best school library.
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Collaborative
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Indicator: Technology enables students to collaborate with peers and experts irrespective of time zone or physical distances.
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Goal Directed
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Indicator: Students use technology to construct, share, and publish knowledge to a worldwide audience.
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Authentic
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Indicator: By means of technology tools, students participate in outside-of-school projects and problem-solving activities that have meaning for the students and the community.
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Constructive
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Indicator: Students engage in ongoing metacognative activities at a level that would be unattainable without the support of technology tools.
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You can download the Technology Integration Matrix for printing as a PDF.
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Welcome to StudyBlue | StudyBlue - 0 views
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Share notes and knowledge on the world's biggest academic network. A few million heads are better than one.
Official Google Blog: Google heads to grade school: New resources for K-12 teachers and... - 0 views
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shared by Vicki Davis on 22 Oct 09
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Keep It Clean - 10 views
techluke.home.comcast.net/...Page675.htm
education learning techsupport all_teachers edu_newapp techintegrator
shared by Vicki Davis on 22 Oct 09
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My good friend @Luke1946 on Twitter (we've also met before - he is SOOOOO smart) pointed me to the resources that he uses to help speed up the boot of computers. WE're having sloowwww boot times in our computer lab and here is where I'm heading.
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shared by Suzie Nestico on 16 Oct 11
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MasteryConnect - 26 views
www.masteryconnect.com
common core common core standards assessment education commoncore Standards apps bestpractices all_teachers curriculum edu_newapp
shared by Suzie Nestico on 16 Oct 11
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MasteryConnect makes it simple to share and discover common formative assessments and track mastery of state and Common Core standards. Built-in grading tools save teachers time.
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This is a great site for getting your head around the common core. A free account allows you access to a lot of the features and Common Assessments. Premium accounts allow you tools to collect assessment on your iPad or mobile device. Download the MasteryConnect FREE app for your iP*d or phone and have every Common Core standard easily accessible at your finger tips.
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Spatial Learning: A Powerful Teaching Tool by @richardjarogers - 1 views
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"Young and inexperienced with rose-tinted goggles: I was mindful of my responsibilities as a new Science teacher. Expectations were high. When the Deputy Head of the school suddenly asked to observe one of my Year 9 Physics lessons I knew I had to perform well. As a thriving school with a great reputation, Denbigh definitely set the bar high. My Year 9 kids were typical 13 and 14-year-olds. Some days they were great and some days they'd just had enough. Keeping them on-task was a challenge for an unskilled teacher like me."
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Plandamonium! by @mrlockyer - 3 views
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I've always felt that I teach for free, but get paid to plan and mark (don't tell my Head that). They both seem so time-consuming and arduous, and yet with a little thought and organisation, you can produce marking and planning which is rich and highly beneficial, all in the same amount of time that you would normally spend! So, here's the set-up; I find I work best after school, undisturbed and at a class desk, but whatever works for you...
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Going Above and Beyond by @karadowson - 0 views
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"Reviewing Behaviour Policies always seems to be top of the agenda when beginning a new school year and inducting new staff. Having just left an Assistant Headship in Dubai after five years, discussing the collective expectations we have of children was of paramount importance when taking up a Deputy Head position in a small school in rural Northamptonshire."
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5 things learnt in 5 years of teaching by @Mr_Gillett - 1 views
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"Maybe it is something to do with starting something new, but when I started thinking about my new role as Head of Science, I thought I should write a blog. This led me to re-discover the blog I had wanted to start before starting teaching. Unsurprisingly, I failed to keep going with the blog during the first chaotic years of teaching, but now I think it will be really useful and so I am going to stick with it this time! Since the previous post was 5 years ago, I thought I would start with a very general blog about five of the big lessons I have learnt since starting teaching."
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Cognitive Load Theory - UKEdChat - 0 views
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We all get overloaded from time to time, especially toward the end of a term when your todo list turns from being measured by points to metres. We all have our own capacity to deal with the issues at hand, and the ideas behind Cognitive Load Theory (CLT) attempt to maximise our bandwidth while streamlining the signals. The origins of the theory go back to the 1980s when a plethora of digital innovations changed how presentations were done in the business world. This trickled down in the following decades into how teachers presented ideas, moving away from blackboard and Over-Head Projectors to digitalised PowerPoint presentations. As with any new innovation, form overcame function, and for a period in the early noughties, I swear it must have been the law to cram as many animations and sound effects into every PowerPoint, and reading every word from the screen aloud was mandatory.
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shared by Ed Webb on 27 Feb 12
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The threat to our universities | Books | The Guardian - 0 views
www.guardian.co.uk/...threat-to-our-univerisities
universities university academia opinion analysis education
shared by Ed Webb on 27 Feb 12
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It is worth emphasising, in the face of routine dismissals by snobbish commentators, that many of these courses may be intellectually fruitful as well as practical: media studies are often singled out as being the most egregiously valueless, yet there can be few forces in modern societies so obviously in need of more systematic and disinterested understanding than the media themselves
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Nearly two-thirds of the roughly 130 university-level institutions in Britain today did not exist as universities as recently as 20 years ago.
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Mass education, vocational training and big science are among the dominant realities, and are here to stay.
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it is noticeable, and surely regrettable, how little the public debate about universities in contemporary Britain makes any kind of appeal to this widespread appreciation on the part of ordinary intelligent citizens that there should be places where these kinds of inquiries are being pursued at their highest level. Part of the problem may be that while universities are spectacularly good at producing new forms of understanding, they are not always very good at explaining what they are doing when they do this.
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talking to audiences outside universities (some of whom may be graduates), I am struck by the level of curiosity about, and enthusiasm for, ideas and the quest for greater understanding, whether in history and literature, or physics and biology, or any number of other fields. Some members of these audiences may not have had the chance to study these things themselves, but they very much want their children to have the opportunity to do so; others may have enjoyed only limited and perhaps not altogether happy experience of higher education in their own lives, but have now in their adulthood discovered a keen amateur reading interest in these subjects; others still may have retired from occupations that largely frustrated their intellectual or aesthetic inclinations and are now hungry for stimulation.
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the American social critic Thorstein Veblen published a book entitled The Higher Learning in America: A Memorandum on the Conduct of Universities by Businessmen, in which he declared: "Ideally, and in the popular apprehension, the university is, as it has always been, a corporation for the cultivation and care of the community's highest aspirations and ideals." Given that Veblen's larger purpose, as indicated by his book's subtitle, involved a vigorous critique of current tendencies in American higher education, the confidence and downrightness of this declaration are striking. And I particularly like his passing insistence that this elevated conception of the university and the "popular apprehension" of it coincide, about which he was surely right.
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If we are only trustees for our generation of the peculiar cultural achievement that is the university, then those of us whose lives have been shaped by the immeasurable privilege of teaching and working in a university are not entitled to give up on the attempt to make the case for its best purposes and to make that case tell in the public domain, however discouraging the immediate circumstances. After all, no previous generation entirely surrendered this ideal of the university to those fantasists who think they represent the real world. Asking ourselves "What are universities for?" may help remind us, amid distracting circumstances, that we – all of us, inside universities or out – are indeed merely custodians for the present generation of a complex intellectual inheritance which we did not create, and which is not ours to destroy.
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University economics departments are failing. While science and engineering have developed reliable and informed understanding of the world, so they can advise politicians and others wisely, economics in academia has singularly failed to move beyond flat-Earth insistence that ancient dogma is correct, in the face of resounding evidence that it is not.
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I studied at a U.K. university for 4 years and much later taught at one for 12 years. My last role was as head of the R&D group of a large company in India. My corporate role confirmed for me the belief that it is quite wrong for companies to expect universities to train the graduates they will hire. Universities are for educating minds (usually young and impressionable, but not necessarily) in ways that companies are totally incapable of. On the other hand, companies are or should be excellent at training people for the specific skills that they require: if they are not, there are plenty of other agencies that will provide such training. I remember many inclusive discussions with some of my university colleagues when they insisted we should provide the kind of targeted education that companies expected, which did not include anything fundamental or theoretical. In contrast, the companies I know of are looking for educated minds capable of adapting to the present and the relatively uncertain future business environment. They have much more to gain from a person whose education includes basic subjects that may not be of practical use today, than in someone trained in, say, word and spreadsheet processing who is unable to work effectively when the nature of business changes. The ideal employee would be one best equipped to participate in making those changes, not one who needs to be trained again in new skills.
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Individual lecturers may be great but the system is against the few whose primary interest is education and students.
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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, at least for me, depended almost entirely on what type of job I had.
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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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“leaving to spend time with your family” is a euphemism for being fired.
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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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it cannot change unless top women speak out.
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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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exactly this -- men do not have to make this choice. Thus, it will always be unequal.
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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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when my entire purpose is to make family references routine and normal in professional life.
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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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Seeking out a more balanced life is not a women’s issue; balance would be better for us all.
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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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These women are extraordinary role models.
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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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But when we do, we will stop talking about whether women can have it all.
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ECRP. Vol 4 No 1. Moving up the Grades: Relationship between Preschool Model and Later ... - 2 views
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This trend is especially prevalent in programs that serve low-income children. Compensatory early childhood programs such as Head Start and state-sponsored pre-kindergarten for low-income families and preschoolers with special needs are designed to help children acquire skills needed for later school success.
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Beginning in the 1980s, leading early childhood experts expressed concern about the wisdom of overly didactic, formal instructional practices for young children (e.g., Elkind, 1986; Zigler, 1987). They feared that short-term academic gains would be offset by long-term stifling of children's motivation and self-initiated learning. Later research suggests that these early concerns were warranted
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They cautioned that early academic gains in reading skills associated with didactic instruction of preschoolers "come with some costs" that could have long-term negative effects on achievement.
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imilarly, when the highly didactic Direct Instructional System for the Teaching of Arithmetic and Reading (DISTAR) was discontinued after third grade, children's previously high achievement in reading and mathematics declined
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Interesting study of children, preschool and later school success. "Children's later school success appears to have been enhanced by more active, child-initiated early learning experiences. Their progress may have been slowed by overly academic preschool experiences that introduced formalized learning experiences too early for most children's developmental status."
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shared by Dave Truss on 01 Jun 10
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Technological Literacy « Sean Banville's Blog - 13 views
seanbanville.com/...technological-literacy
shifting-education studentteacher leadership Admin mycomments newliteracy
shared by Dave Truss on 01 Jun 10
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Ten “buts” that need to disappear These have all entered my head over the past 16 years, since the time I didn’t know where the on button was on my school’s first Mac. They get in the way of my technological literacy, but shouldn’t. I’ve added just one piece of advice to each.
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Two questions sprang to mind upon reading Tom's words: 1. How literate / illiterate am I? 2. How literate do we need to be?
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shared by Vicki Davis on 24 Mar 09
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Twitter gets you fired in 140 characters or less - Technotica- msnbc.com - 0 views
www.msnbc.msn.com/29796962
education twitter learning digitalcitizenship digital_communication best practice netiquette case_studies
shared by Vicki Davis on 24 Mar 09
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Clay Shirky speaks of a day in the not-too-distant future when human resources departments will have the wisdom to look beyond social networking faux pas — at least in some small part because by then, everyone will have made at least one.
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Rep. Pete Hoekstra, R-Mich., tweeted this as-it-happens update regarding his group’s location and destination:"Moved into green zone by helicopter Iraqi flag now over palace. Headed to new US embassy Appears calmer less chaotic than previous here."
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This social networking comedy of errors spread like dancing hamsters across Twitter. In the retelling, "theconnor" earned the nick, "Cisco Fatty." Before the work day ended, Web sleuths revealed "theconnor's" true identity. "Theconnor" was lampooned in a popular YouTube meme. And thanks to Google Cache, the deleted content of "theconnor’s" homepage resurfaced on CiscoFatty.com, a Web site erected to commemorate this cautionary tale.
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Students need to understand that NOTHING, I repeat NOTHING Is private. Great case study about how 140 characters got someone fired before they were even hired.