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izz aty

Bloom's Taxonomy of Learning Domains - 0 views

  • Since the work was produced by higher education, the words tend to be a little bigger than we normally use. Domains may be thought of as categories. Instructional designers, trainers, and educators often refer to these three categories as KSA (Knowledge [cognitive], Skills [psychomotor], and Attitudes [affective]). This taxonomy of learning behaviors may be thought of as “the goals of the learning process.” That is, after a learning episode, the learner should have acquired a new skill, knowledge, and/or attitude. While the committee produced an elaborate compilation for the cognitive and affective domains, they omitted the psychomotor domain. Their explanation for this oversight was that they have little experience in teaching manual skills within the college level. However, there have been at least three psychomotor models created by other researchers.
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    The Three Types of Learning: A committee of colleges, led by Benjamin Bloom (1956), identified three domains of educational activities: Cognitive: mental skills (Knowledge); Affective: growth in feelings or emotional areas (Attitude); Psychomotor: manual or physical skills (Skills). Domains can be thought of as categories. Trainers often refer to these three categories as KSA (Knowledge, Skills, and Attitude). This taxonomy of learning behaviors can be thought of as "the goals of the learning process." That is, after a learning episode, the learner should have acquired new skills, knowledge, and/or attitudes.
izz aty

Blooms Taxonomy Made Easy - 0 views

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    Comparing the 1956 version and the revised version in 2001
izz aty

FLEAS, FLEAS, FLEAS! - LIGHT'S HOUSE - 0 views

  • Feedback was always to make you the bad one - the wrong one
  • people whose parents were not narcissistic - give their children positive reinforcement and supportive feedback. Those people have learned to associate feedback with assistance - with helpful kindness.
  • They won't go to "crazy-land" like you will when they get their performance review. They will feel helped. You will feel attacked. They will feel curious. You will feel inadequate. They will feel openness. You will feel fear. They will say, "Thank you, I'll work on that". You will go home and cry.
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  • you get defensive and criticize right back
  • that looks like narcissism, doesn't it? You're not accepting input from others about what you could do better. You feel deeply ashamed that you haven't been perfect - that's what you've been taught - if you're not perfect, you're a piece of trash who has to take all the blame for everything that's wrong, and all the blame for those who refuse responsibility.
  • What you have is the shadow  - “maladaptive behaviors"
  • "FLEAS". They're the bad behavior patterns and habits we picked up from living with a nutcase who had total and unhealthy control over us.
  • All human beings do narcissistic things, and when ACONs who aren't narcissists recognize and acknowledge their own self-centered behaviors, they sometimes worry that they're narcissists
  • They feel guilty about possibly having hurt someone's feelings, been self-centered, etc., and they panic. It can really be upsetting, even terrifying. And they beat themselves up mercilessly for it - because that's what they've been taught to do.
  • In order for someone to recognize, acknowledge and feel guilty about their own narcissistic behaviors, they first have to have a level of empathy and sense of emotional responsibility that narcissists, by definition, do not possess.
  • "If you're that worried about the impact of your behavior on others, and you're willing to publicly share your fear of being a narcissist, trust us, you're not one...you just have FLEAS."
izz aty

The 7 Habits of Highly Employable People | Guy Arnold | LinkedIn - 0 views

  • Habit 1: Be Proactive
  • There is no such thing REALLY as unemployment: there are jobs for everyone, if they can only consider more ‘How to add value’ and less ‘what’s in it for me?’The REAL issue is ‘unemployability’ … in the mindset, skillset and habits of those looking for work : if this wasn’t the case, how would migrants ever stand a chance of getting work?
  • Habit 2: Begin with the end in mind
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  • Don’t just go for ‘anything that’ll pay a wage’, stop and work out what you’re truly great at, and what you love, and then start asking: ‘How can I get paid to do this?’
  • Habit 3: Put first things first
  • find out what ‘employable’ means to your target employers
  • Physical: appearance and habitsMental: knowledge and skillsEmotional: how to communicate and focus on the real winSpiritual: what can you bring to the party that will make the world a better (and more productive) place!When you’ve nailed this, you need to start finding out information about organisations in your target area and sector, and what their issues are (that you might be able to help them solve)
  • Then work on your CV and interview skills
  • Habit 4: Think win/win
  • consider: ‘what’s the win for this organisation?’: ‘What can I help them stop, start or continue doing, that would help them get more of the wins that they want?’
  • Habit 5: Seek first to understand, then to be understood
  • where do they do well, and where do they fall down? What are their competition doing? What’s happening in the market … now … and in 5 years time? What do their customers think? What customers are they missing? What sort of people would they be looking for? And why?
  • Do research on your target market and organisations
  • then, you can approach them to see how interested they might be in talking with you.
  • Habit 6: Synergise
  • Employment is synergy: if it fails to be synergy in any way, then it’s going to be short term at best.
  • the ‘employee’ and ‘employer’ should both find their situations significantly enhanced by teaming up and working constructively together. Together everyone achieves more!
  • Habit 7: Sharpen the Saw
  • You need to sharpen your saw to be considered worth employing
  • You need to continually sharpen your saw while employed
  • You need to continually sharpen the saw outside work
  • No one in their right mind employs a blunt saw, but sharp saws make getting results much more rewarding for both parties.
izz aty

Employability: What is it? And How Do You Increase It? | employability4socialsciences - 0 views

  • define employability
  • The evidence you can provide of your skills/experience and your ability to communicate them in a powerful job winning way to potential employers.
  • What most students lack is the evidence and the ability to communicate to employers in a powerful way.
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  • easy things you can do to raise your employability almost instantly:
  • thinking in terms of achievements not activities
  • Start collecting evidence of your achievements
  • Evidence can be any of the following: Powerful stories/examples you can talk about at interview/assessment centres and write about on your CV and application forms Press clippings/reports Awards/commendations Video/Audio Blogs Certificates/Qualifications References (from high quality people/contacts!)
  • Apply for as many jobs as possible
  • The aim is to get as much experience as possible of for what for most of us is a stressful situation
  • The mock interview service that most university career centres offer are good to a point but only if you take them seriously
  • when it comes to CVs and application forms is that its not really about you (!) It’s about the role you are applying for and the company you want to work for
  • Look at the language they use on their website, look at their objectives and values
  • getting as much from your university experience as possible
  • try and hit as many of transferable skills as you can with the above three. These include team work, leadership, project planning and management, information skills, communication skills and reflective skills
  • you will want to  broaden your experience so you can talk about more than just your degree
  • Consider if you haven’t already volunteering, work placements, work experience, charity work, community projects, and part time jobs
  • Realise what employers are really looking for
  • regardless of what the job or person spec says an employer is really looking for three things in applicants: 1) That you can do the job 2) That you will fit in with the organisation 3) You will add more value than you take from the organisation.
  • Ensure that your application shows the above and that the examples you will be using at interview
izz aty

Job hunting over 50? Nine ways to make yourself employable and marketable - 0 views

  • turn yourself into a marketable prospect 
  • when you have decades of experience under your belt it can be easy to get stuck in an employment rut.
  • sit down and understand which of the skills you’ve acquired have a value, and which may even command a premium in today’s market.
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  • have you stagnated, using well-honed skills on a repeated basis but without adding more personal value within the workplace?
  • Six tips for success at job interviews
  • Identify your marketable skills
  • Break down the elements that have enabled you to be successful. Highlight your key strengths in your current or most recent role.
  • Update your skills for the job
  • take the courses that you need to bring your skills up to speed
  • skills needed to actually perform the functions of the job
  • Keep your professional accreditations current
  • Attend industry conferences to understand what is driving your sector, and how your skills might need to be adapted to play a role in the future.
  • Are you up to date with the tools and techniques that are being used by the forward-thinking firms winning the business?
  • Be honest in your assessment and identify both your strengths and any gaps that need to be addressed.
  • Know your industry/domain
  • Be clear about if and how the sector is growing and whether your expert knowledge is in demand or could even command a premium.
  • Have an understanding of how competitors do things, as this could be used to good effect in a new role (taking into account any non-disclosure agreements, of course).
  • Build your contacts
  • Strengthen communication skills
  • In many industries there is now a need to demonstrate expertise with a strong online presence
  • How to build your personal brand online 
  • Use technology to your advantage
  • Smart use of technology has become a major part of roles at all levels of an organisation. You should be able to demonstrate that this is an area you are comfortable with and can use to advantage in your role
  • Be a cultural and team fit
  • Demonstrate your key achievements
  • Achievements are as important as skills. Having yours off pat is essential, as is being able to demonstrate how you could repeat your success.
  • Understand which skills have value
  • Look at all the elements you have broken down, and take an honest look at which are transferable to a new role and have the greatest value in today’s job market. It is these that you should be prioritising on your CV during your job search or highlighting on your LinkedIn profile.
  • a key component of your job search: whether you should be focusing on roles where the likelihood of success is based your technical skills, or if you should be targeting employers where your sector and competitor knowledge is of greater interest.
izz aty

Employability | City University London - 0 views

  • For many years we have provided employment opportunities for graduating students through our strong links with leading companies in sectors from finance to civil engineering to the media.
  • it is important for our graduates to develop the intellectual capacity, skills and personal attributes required to move into the graduate position they desire, while also fostering the mindset and attitude necessary to embark on a rewarding lifelong journey in their chosen industry.
  • Unitemps, can help you secure part-time and temporary work while you study, giving you the opportunity to develop the transferable skills that are in demand from employers and the ability to articulate these when you are looking for your graduate position.
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  • increase your employability and develop your enterprising, entrepreneurial side
  • rapidly-growing culture of enterprise and innovation
izz aty

Apprentices are highly employable | Randstad.co.uk - 0 views

  • job candidates who have trained through this route are seen as being “more employable” than candidates with different experience, qualifications, and even degrees.
  • job candidates who have trained through this route are seen as being “more employable” than candidates with different experience, qualifications, and even degrees.
  • job candidates who have trained through this route are seen as being “more employable” than candidates with different experience, qualifications, and even degrees.
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  • The nature of the world’s workforce is changing, and employers are paying attention and modifying their recruitment and training schemes accordingly.
izz aty

Making our students employable - 0 views

  • From real-world placements to projects set and graded by leading employers, our courses are designed to equip students with the skills and experience sought after by today's employers.
  • Many of our courses are accredited by professional bodies
  • you can be confident that our students and graduates will have the professional skills and experience to add real value to your organisation.
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  • Our support extends beyond the classroom, and there are many ways that we help students to become highly employable
  • With employment fairs, graduate internships, enterprise support and a whole range of careers advice at their disposal, our graduates are ready to hit the ground running and embark on their exciting and rewarding careers, helping to support the needs of the professions
izz aty

The course made me highly employable | University of South Wales - 0 views

shared by izz aty on 12 Jun 15 - No Cached
  • My BSc Rugby Coaching & Development course and the unique way in which it operates
  • provided me with not only the qualifications but the all important hundreds of coaching hours each year within the professional regions community programmes and with the Welsh Rugby Union which inevitably made me highly employable following graduatio
  • I was not only competent, but also effective as a coach.
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  • Finally, Strength and Conditioning and Sportstec Analytical accreditation (also embedded in the course) have also proved incredibly important in informing my coaching
izz aty

What Traits Can Recruiters Deduce From Your Facebook Profile When Screening For a Job? ... - 0 views

shared by izz aty on 12 Jun 15 - No Cached
  • Northern Illinois University’s College of Business, has found that Facebook personality profiling managed to outperform industry standard psychometric tests in terms of its ability to predict the job success of a candidate.
  • What was remarkable was that the researchers only needed a five to ten minute perusal of a Facebook profile to achieve these superior results, which compares favourably to psychometric tests which can take up to 30 minutes to complete. This means it is easy for employers and recruiters to do the same.
  • Facebook Profiling is not yet a valid or legally defensible recruitment method
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  • surely this is a non-issue as Facebook users can prevent recruiters from seeing their profile data, using privacy controls, right?
  • What if an employer askS for access to your Facebook profile? This is personal information, protected under the data protection legislation of many countries in the world and you are under no obligation to disclose it to a recruiter.
izz aty

Five Top Tips to Make You Highly Employable | Career Services and Small Business HR Ser... - 0 views

shared by izz aty on 12 Jun 15 - No Cached
  • 1.) Establish the optimal career path for your personality and follow it
  • we are most satisfied when there is a degree of fit between our personality and the job we do and environment we work in.
  • satisfied employees perform better and this can only help your employment prospects
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  • 2.) Continually demonstrate your commitment to being the best at what you do
  • 3.) Target roles and environments in which you can differentiate yourself from the competition
  • recruiters can easily spot this high volume, low thought approach and it does not reflect well.
  • 4.) Prepare an Effective CV
  • every job seeker should read this article before preparing their CV: What recruiters look at during the 6 seconds that they spend on your resume/CV
  • 5.) Tailor every job application
  • Prepare a new cover letter for each job application
  • tailored specifically to the role, department, sector and company that you are applying to
  • include a reference to your personal differentiators, e.g. the achievements, skills, experience or qualifications that you believe will set you apart from the competition
izz aty

What recruiters look at during the 6 seconds that they spend on your resume/CV | Career... - 0 views

shared by izz aty on 12 Jun 15 - No Cached
  • 30 professional recruiters and monitored their eye movements over a 10 week period, using a scientific technique called’ eye tracking’.
  • recording and analyzing where and how long the recruiter focuses when assessing a CV/Resume for suitability for a job.
  • critical findings from the survey, which may help you to design better resumes/CVs
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  • Recruiters spend only 6 seconds reviewing an individual resume, despite therecruiters reporting that they spend longer.
  • The ‘gaze tracking’ technology used in the survey shows that recruiters spent nearly 80% of their time reviewing the following information. Name Current title/company Previous title/company Previous position start and end dates Current position start and end dates Education
  • Decisions were very much based on these 6 data points (shown above) and the “resume/CV detail and explanatory copy” had “little to no impact on the initial decision making process.
  • recruiters spend about 6 seconds making their initial “fit/no fit”decision.
  • Optimizing Your Resume/CV
  • have an organized layout
  • have a strong visual hierarchy
  • Prepare a tabulated personal data summary for the top of your resume/CV which summarizes the 6 key elements of data
  • Ensure the sections of your resume/CV, e.g. profile, key skills, professional experience and education are well delineated and each heading is in bold so recruiters can easily navigate your resume/CV
  • Ensure that your job titles are clearly highlighted, either in bold or underlined.
izz aty

CVs are Dead. Long Live Social Media Profiles. | Career Services and Small Business HR ... - 0 views

shared by izz aty on 12 Jun 15 - No Cached
  • 1. Facebook Enables Recruiter to Do Personality Profiling
  • Remarkably, one ground breaking study has shown that Facebook personality profiling can be more reliable than professional personality profiling tools. The point is, like it or not, Facebook now allows recruiters to do personality profiling to a level that was not achievable via a CV.
  • 2. Social Media Profiles Can Be More Reliable Than CV data
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  • the data is subject to public scrutiny, meaning lies can be more easily exposed on a Linked-In profile than they can on a CV, which means there is less room for dishonesty on Linked-In profiles than there is on a CV.
  • Linked-In profile data is arguably more trustworthy than a CV
  • a professionally prepared Linked-In profile (which is sitting in the public domain) may be more trustworthy than a professionally prepared CV.
  • 3. Linked-In Users Can Include Recommendations from Instantly Traceable Sources
  • Linked-In allows users to include verifiable recommendations from other Linked-In users which can be instantly traced back to the referee’s live Linked-In profile. This offers a level of credibility that CVs simply cannot match. .
  • 4. Social Media Profiles Are a Richer Source of Content than CVs
  • while it is still important that you produce a CV to a professional standard and deliver as required to a potential employer, I think that this is becoming an academic exercise. I think the CV will be used much more as a signal of intent and, as evidence shows many of the decisions about the candidate’s job suitability will be based on the social media profile.
  • my recommendation that candidates begin developing and maintaining a high quality social media presence if they are to maximize their chances of landing their dream job.
izz aty

What People Don't Realize About Publicizing Their Sins Online - FiqhOfSocial.Media - 0 views

  • “The internet is a reflection of our society and that mirror is going to be reflecting what we see. If we do not like what we see in that mirror the problem is not to fix the mirror, we have to fix society.” Vint Cerf, one of the ‘fathers of the internet’
  • Islamically, there are two hadith of the Prophet (s) that govern the publicizing of sins.
  • Principle 1: Don’t Publicize Your Own Sins
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  • Principle 2: Don’t Publicize the Sins of Others
  • Privacy Settings Are Not a Veil
  • Who Do You Follow? It’s really awkward when you meet a brother at the masjid who is married with kids, follow him on Instagram, and then see that while he posts normal pictures, he is following 200 swimsuit models on Instagram.
  • Unseen Consequences In the book It’s Complicated: The Social Lives of Networked Teens, the author makes a point about how teens consider their public spaces private. In other words, if they’re posting goofy photos with their friends and leaving comments, they can’t fathom why a random adult who has nothing to do with them would view it. While logically that may be true, it’s just not the case. The internet is forever.
  • Your profile is not limited to just a Facebook page. Your profile encompasses the sum of what you post, people you follow, and pages you’ve liked. Two questions that are great points of introspection: Would I be ok with how my social profiles look if I were to suddenly pass away? Would I be comfortable with my profile if I was “friends” with the Prophet (saw) online? Or if he was to see my Snapchat story history?
  • go out of your way to cut off even the smallest of doubts about your behavior.
  • Societal Pressure
  • Embarrassing Others
  • Indeed, those who like that immorality should be spread [or publicized] among those who have believed will have a painful punishment in this world and the Hereafter. And Allah knows and you do not know (24:19).
  • We have a natural curiosity to find out what others are up to, but it is part our faith to leave this alone. There is a story about the Prophet Musa (as). During a drought, he went out to the desert with 70,000 people and supplicated for rain. Nothing happened. Musa was expecting the supplication to be answered, and then Allah (swt) revealed to him that among them is a person who has been challenging Allah with sins for the past 40 years, and to call out on that person to repent because the rain is withheld due to him. So Musa called out to the people for this sinner to repent. The sinner looked around and saw no one coming forward, and he realized this was about him. He did not want to go forward and expose himself. So he put his head down and said, “My Lord I have disobeyed You for 40 years and You have always given me respite. I come to you in obedience so accept it from me.” He had barely finished this supplication when a cloud appeared overhead and rain started pouring down. Musa then called out to Allah confused – no one came forward, yet the rain was sent down. Allah (swt) told him, “O Musa, I did not expose him when he was disobeying Me, then do you expect Me to expose him while he is obedient to Me?”
  • A Muslim is a Muslim’s brother: he does not wrong him or abandon him. If anyone cares for his brother’s need, Allah will care for his need; if anyone removes a Muslim’s anxiety, Allah will remove from him, on account of it, one of the anxieties of the Day of resurrection; and if anyone conceals a Muslim’s fault, Allah will conceal his fault on the Day of resurrection (Abu Dawud).
  • “Oh you who have believed with their tongues yet faith has not entered their hearts! Do not back-bite the Muslims, and do not seek to discover their faults, for whoever seeks after their faults, Allah will seek his faults. And if Allah seeks after someone’s faults, He will expose him even (what he committed) in his home.”
  • Every one of my followers will be forgiven except those who expose (openly) their wrongdoings. An example of this is that of a man who commits a sin at night which Allah has covered for him, and in the morning, he would say (to people): “I committed such and such sin last night,’ while Allah had kept it a secret. During the night Allah has covered it up but in the morning he tears up the cover (sitr) provided by Allah Himself (Bukhari and Muslim).
  • The meaning of this Name is that Allah (swt) is aware of our sins, and yet He covers them up. He does not allow our embarrassing actions to become known to others. He protects us by keeping our faults from becoming public. He keeps even our largest sins hidden from those closest to us.
  • He is Al-Sitteer, and He covers your sins, asks you to repent, and He loves that you cover the sins of others
  • O Allah, I ask You for pardon and well being in this life and the next. O Allah, I ask You for pardon and well-being in my religious and worldly affairs, and my family and my wealth. O Allah, veil [sitr] my weaknesses and set at ease my dismay. O Allah, preserve me from the front and from behind and on my right and on my left and from above, and I take refuge with You lest I be swallowed up by the earth.
izz aty

A Dictionary For 21st Century Teachers: Learning Models - 0 views

  • Purpose: Improving our chance for a common language in discussing existing and emerging learning trends, model, and technology in hopes of innovation in classrooms, and collectively, education at large. Audience: K-12 & higher ed educators, researchers, institutions, and organizations globally. Form: An index of learning models, theories, forms, terminology, technology, and research to help you keep up with the latest trends in 21st century learning. This page was created and is updated by Terry Heick and TeachThought Staff, who you can contact directly with suggestions for terms, improved citations, corrections, or additions to the index. Revisions: Persistently updated. In addition to new definitions, models, and strategies, citations and references will also be added periodically, as will updates, corrections, edits, and revisions. Ed note: As stated, this is an ambitious work in progress that we’re choosing to share as we proof, revise, iterate, and generally improve for wider dissemination. When you find typos, dead links, missing sentences, inconsistencies, or flat out lies, let us know. ; ^ )
  • Blended Learning Blended learning is a learning model that combines digital and face-to-face learning experiences. The Christensen Institute for Disruptive Innovation defines Blended Learning “a formal education program in which a student learns: (1) at least in part through online learning, with some element of student control over time, place, path, and/or pace; (2) at least in part in a supervised brick-and-mortar location away from home; (3) and the modalities along each student’s learning path within a course or subject are connected to provide an integrated learning experience.” It is generally accepted that there are four models of blended learning: Rotation, Flex, A La Carte, and Enriched Virtual. The Christensen Institute clarifies that “the Rotation model includes four sub-models: Station Rotation, Lab Rotation, Flipped Classroom, and Individual Rotation.” (3) There is some thought that a certain percentage of instruction must be digital to qualify as “blended learning,” but there is no clear industry standard.
  • eLearning Learning expressly through online courses and related digital resources.
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  • Flipped Classroom Stated simply, a flipped classroom is one where students are introduced to content at home through digital tools (usually video), and then practice it at school under the guidance of a teacher. This is the reverse of the traditional pattern, where students are introduced to content at school, and then practice it at home without the guidance of the teacher (i.e., More Knowledgeable Other).
  • Game-Based Learning Learning through games (from physical to digital).
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