Historian Diane Ravitch wrote in "The Great Technology Mania" for Forbes magazine that education specialists assert that there is no evidence to support computer use or the Internet increases a student's potential for success. While such equipment can make completing an assignment much easier, the students using the equipment will not necessarily get a higher grade than someone who doesn't.
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Does classroom technology help or hinder? - Features - 0 views
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Does technology increase academic results? This question is not the right one to ask... Does a pen make you smarter? Silly.
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Rise Of The iGeneration: Don't Call Me, Text Me | Online Media Gazette - 13 views
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According to Nielsen Mobile, in the first quarter of 2009, the average U.S teenager made and received an average of 191 phone calls and sent and received 2,899 text messages every month. By the third quarter, the number of texts jumped to a whopping 3,146 messages per month. This is equivalent to more than 10 text messages per hour.
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Are they communicating with each other less? or more? Research seems to indicate that kids are using this hyper-connectedness to actually enrich their personal relationships, not isolate themselves.
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We are in the midst of four distinct generations: Baby Boomers (born 1946-64), Generation X (1965-79), Net Generation (1980-89) and the new iGeneration (born in the 1990s and beyond). The “i” designation represents the “individualized” nature of their media.
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This is one of the most specific categorizations of generations I've seen. I wonder what the writer's source is?
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According to Nielsen Mobile, in the first quarter of 2009, the average U.S teenager made and received an average of 191 phone calls and sent and received 2,899 text messages every month. By the third quarter, the number of texts jumped to a whopping 3,146 messages per month. This is equivalent to more than 10 text messages per hour.
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Big Thinkers: Henry Jenkins on New Media and Implications for Learning and Teaching | E... - 15 views
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shared by Nick Senger on 22 Apr 10
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New Hampton School - Social Media Reading List - 12 views
newhampton.wikispaces.com/Social+Media+Reading+List
socialnetworking education technology socialmedia leadership administrator
shared by Nick Senger on 22 Apr 10
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Outstanding collection of resources for introducing the benefits of using social networking in schools to reluctant educators
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WeVideo - Collaborative Online Video Editor in the Cloud - 8 views
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A fascinating way that allows you to shoot and upload video that is integrated with Google drive. While there is a free version, there are also paid versions for higher capacity requirements. This allows online video editing and easy sharing with social media. This may be the resource we've been looking for collaborative video editing. Eager to try.
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Comedy Central to Host Comedy Festival on Twitter - NYTimes.com - 2 views
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Next week, you can attend a 5 day comedy show. The hashtag is #comedyfest and it is being cohosted with Comedy Central and Twitter. Here's the New York times article on this event. Will be a neat follow for your personal life.
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TED Teams Up With PBS for Education Program - NYTimes.com - 4 views
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"In its first television foray, TED has joined forces with the Corporation for Public Broadcasting and the New York public broadcaster WNET for a one-hour special, "TED Talks Education," to be broadcast on PBS on Tuesday. If it is successful, the program could become a template for future joint projects, said Juliet Blake, one of the show's executive producers and the TED official charged with bringing the conferences to television."
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shared by Vicki Davis on 03 Feb 13
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New SMART Table® 442i inspires collaborative learning - SMART Technologies - 8 views
www.smarttech.com/...nspires+collaborative+learning
education news microsoft_surface_techonolgy edu_newapp edu_trends edu_news techintegrator technology
shared by Vicki Davis on 03 Feb 13
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YEs, they are here. Smart furniture. This is the smart table. Expect to see desks and more as we begin to merge our technology with everything around us. This would make a great unit for a demo or cool interactive learning center. " SMART Table® 442i collaborative learning center. Publicly unveiled at the British Education Technology Conference in London today, the SMART Table features an engaging 360 degree, multitouch surface with a brilliant 106.68 cm (42") high-definition 1080p LCD display. The SMART Table enables up to eight students to interact simultaneously and actively collaborate to achieve shared learning goals."
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Glogster - Poster Yourself - 0 views
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I'm going to play w/ this service some -- it is glogster. Going to look at it -- lets you mash up video, text, audio, etc. Definitely a new app to look at.
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Thousands of newspapers on the Net - 0 views
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shared by Ruth Howard on 15 Jul 09
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Future of Learning Institutions in a Digital Age | HASTAC - 0 views
www.hastac.org/...rning-institutions-digital-age
future learning education hastac HASTAC MIT research universities
shared by Ruth Howard on 15 Jul 09
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Forms and models of learning have evolved quickly and in fundamentally new directions.
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All these acts are collaborative and democratic, and all occur amid a worldwide community of voices.
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Self-learning: Today’s learners are self-learners.
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Today’s learning is interactive and without walls. Individuals learn anywhere, anytime, and with greater ease than ever before. Learning today blurs lines of expertise and tears down barriers to admission. While it has never been confined solely to the academy, today’s opportunities for independent learning have never been easier nor more diverse.
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with participatory learning and digital media, these conventional modes of authority break down.
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They create their own paths to understanding.
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learning to judge reliable information.
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finding reliable sources.
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learning how.
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collective pedagogy
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fostering and managing levels of trust.
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collective checking, inquisitive skepticism, and group assessment.
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growing complexities of collaborative and interdisciplinary learning
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Networked learning
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in contrast, is committed to
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cooperation, interactivity, mutual benefit, and social engagement
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The power of ten working interactively will invariably outstrip the power of one looking to beat out the other nine.
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contrastingly, is an “open source” culture that seeks to share openly and freely in both creating and distributing knowledge and products.
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Networking through file-sharing, data sharing, and seamless, instant communication is now possible.
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Learning never ends. How we know has changed radically.
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new institutions must begin to think of themselves as mobilizing networks.
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mobilize flexibility, interactivity, and outcomes. Issues of consideration in these institutions are ones of reliability and predictability alongside flexibility and innovation.
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Students may work in small groups on a specific topic or together in an open-ended and open-sourced contribution.
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These ten principles, the authors argue, are the first steps in redesigning learning institutions to fit the new digital world.
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Photo Card | Twitter Developers - 7 views
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Photo cards are a powerful new way to tweet. Photos scroll by -- have you wondered how some are photo cards and some are Tweets with links? Here's how you get your photo card on Twitter -- it needs to be the right dimensions (funny dimensions don't get it.) I've also found that you should add them directly on Twitter and not through an app. Read this information on how you have Photocards - some of these are for developers but if you want your pics to be cards and not links, you'll want to note the dimensions and that file sizes should be less than 1 MB as well.
The Press: The Enemy Within by Michael Massing | The New York Review of Books - 1 views
www.nybooks.com/...the-press-the-enemy-within
darlene news media liberal press conservatives rush Limbaugh conservative
shared by Felix Gryffeth on 04 Jun 13
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shared by Fred Delventhal on 24 Aug 12
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The Education Media Network | EdReach - 5 views
edreach.us
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shared by Fred Delventhal on 24 Aug 12
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EdReach provides a platform for passionate, outspoken educators- aiming to strengthen their voices by highlighting innovation in the field of education, through reporting critical educational news, providing commentary, and offering criticism of the educational issues of the day.
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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.
Education Leaders Identify Top 10 Components of Personalized Learning - 12 views
Wikinews, the free news source - 4 views
Women - Convergence, Change and the New Development of a New Tribe - 2 views
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World Without Walls: Learning Well with Others | Edutopia - 0 views
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We must also expand our ability to think critically about the deluge of information now being produced by millions of amateur authors without traditional editors and researchers as gatekeepers. In fact, we need to rely on trusted members of our personal networks to help sift through the sea of stuff, locating and sharing with us the most relevant, interesting, useful bits. And we have to work together to organize it all, as long-held taxonomies of knowledge give way to a highly personalized information environment.
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What Will suggests here is rising complexity, but for this to succeed we don't need to fight our genetic heritage. Put yourself on the Serengeti plains, a hunter-gatherer searching for food. You are thinking critically about a deluge of data coming through your senses (modern folk discount this idea, but any time in jobs that require observation in the 'wild' (farming comes to mind) will disabuse you rather quickly that the natural world is providing a clear channel.) You are not only relying upon your own 'amateur' abilities but those of your family and extended family to filter the noise of the world to get to the signal. This tribe is the original collaborative model and if we do not try to push too hard against this still controlling 'mean gene' then we will as a matter of course become a nation of collaborative learning tribes.
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Collaboration in these times requires our students to be able to seek out and connect with learning partners, in the process perhaps navigating cultures, time zones, and technologies. It requires that they have a vetting process for those they come into contact with: Who is this person? What are her passions? What are her credentials? What can I learn from her?
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Aye, aye, captain. This is the classic problem of identity and authenticity. Can I trust this person on all the levels that are important for this particular collaboration? A hidden assumption here is that students have a passion themselves to learn something from these learning partners. What will be doing in this collaboration nation to value the ebb and flow of these learners' interests? How will we handle the idiosyncratic needs of the child who one moment wants to be J.K.Rowling and the next Madonna. Or both? What are the unintended consequences of creating an truly collaborative nation? Do we know? Would this be a 'worse' world for the corporations who seek our dollars and our workers? Probably. It might subvert the corporation while at the same moment create a new body of corporate cooperation. Isn't it pretty to think so.
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Likewise, we must make sure that others can locate and vet us.
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technical know-how is not enough. We must also be adept at negotiating, planning, and nurturing the conversation with others we may know little about -- not to mention maintaining a healthy balance between our face-to-face and virtual lives (another dance for which kids sorely need coaching).
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All of these skills are technical know how. We differentiate between hard and soft skills when we should be showing how they are all of a piece. I am so far from being an adequate coach on all of these matters it appalls me. I feel like the teacher who is one day ahead of his students and fears any question that skips ahead to chapters I have not read yet.
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The Collaboration Age comes with challenges that often cause concern and fear. How do we manage our digital footprints, or our identities, in a world where we are a Google search away from both partners and predators? What are the ethics of co-creation when the nuances of copyright and intellectual property become grayer each day? When connecting and publishing are so easy, and so much of what we see is amateurish and inane, how do we ensure that what we create with others is of high quality?
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Partners and predators? OK, let's not in any way go down this road. This is the road our mainstream media has trod to our great disadvantage as citizens. These are not co-equal. Human brains are not naturally probablistic computer. We read about a single instance of internet predation and we equate it with all the instances of non-predation. We all have zero tolerance policies against guns in the school, yet our chances of being injured by those guns are fewer than a lightning strike. We cannot ever have this collaborative universe if we insist on a zero probability of predation. That is why, for good and ill, schools will never cross that frontier. It is in our genes. "Better safe than sorry" vs. "Risks may be our safeties in disguise."
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Students are growing networks without us, writing Harry Potter narratives together at FanFiction.net, or trading skateboarding videos on YouTube. At school, we disconnect them not only from the technology but also from their passion and those who share it.
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The complexities of editing information online cannot be sequestered and taught in a six-week unit. This has to be the way we do our work each day.
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The process of collaboration begins with our willingness to share our work and our passions publicly -- a frontier that traditional schools have rarely crossed.
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Look no further than Wikipedia to see the potential; say what you will of its veracity, no one can deny that it represents the incredible potential of working with others online for a common purpose.
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The technologies we block in their classrooms flourish in their bedrooms
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Anyone with a passion for something can connect to others with that same passion -- and begin to co-create and colearn the same way many of our students already do.
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I believe that is what educators must do now. We must engage with these new technologies and their potential to expand our own understanding and methods in this vastly different landscape. We must know for ourselves how to create, grow, and navigate these collaborative spaces in safe, effective, and ethical ways. And we must be able to model those shifts for our students and counsel them effectively when they run across problems with these tools.