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Dan R.D.

Unpacking Badges for Lifelong Learning [25Sep11] - 0 views

hastac.org/...cking-badges-lifelong-learning

badges learning currency identity reputation motivation community

shared by Dan R.D. on 25 Sep 11 - No Cached
  • Author: Sheryl Grant
  • Is there some core definition or badge-ness to explain what makes badges unique?
  • If badges are like degrees, diplomas, grades, or currency -- which many of us have collected and displayed and benefited from -- what's wrong with them? Why are badges worse or better? If badges are visual signs of rank, reputation, membership, and identity, and are just another way to show affiliation, why are they different than, say, titles, clothing, hair, language, accents, bumper stickers, friends, or an alma mater?  
  • ...6 more annotations...
  • Because badges hinge on motivation. Most of the energy in the badges conversation seems to have roots in the different ways people think about motivation, and more specifically about motivation and learning. What motivates learners to learn? What de-motivates them? 
  • Where's the line between motivating a learner and manipulating them?
  • For me, the most interesting intersection of the Badges for Lifelong Learning conversation is where learning theories overlap with research into virtual communities, new collectives, commons-based peer production -- whatever you want to call what we do online. A good deal of Internet research is about participation and motivation. If anything connects the badges community, it's seems to be the belief that more participation is better.
  • The communities of practice research links new collectives like Wikipedia with learning and identity, and authenticity is thought to affect people's motivation to learn and participate and reach goals.
  • There's this obscure ID Compensation theory that isn't even on Wikipedia! yet!
  • What if badges are just one more way to represent feedback? What if they're the best, most versatile way to provide feedback, whether that feedback is many-to-one, one-to-one, or many-to-many?
Dan R.D.

Compensation Cafe: Is Your Organization Ready To Go ROWE? [26Jul11] - 0 views

www.compensationcafe.com/...nization-ready-to-go-rowe.html

ROWE compensation work organization 1UE_NS

shared by Dan R.D. on 27 Sep 11 - No Cached
  • Here are the 'Nine Commandments' of ROWE:
  • We do not post office hours or core hours. Our employees know where to be when they need to be there. We don't dictate it. Everybody has complete control over how they spend their time. All the time.
  • We do not track time for our exempt/salaried workforce. We track work getting done.
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  • There are no hours-worked expectations for exempt/salaried employees. We do not talk about how many hours we work or demand 40, 50, or 60 hours out of people.
  • We do not have a tele-work policy, handbook or tele-work rules. Tele-work is so 1970's, Work is just work. It doesn't need a location label, And, we don't have flextime.
  • We do not track PTO (vacation, sick time, personal time, holiday time). It's not a benefit. Unlimited paid time off as long as the work gets done is the contemporary benefit that matters.
  • Nobody asks permission to go to an appointment, event or any other personal activity. Ever. And they don't have to inform the team or management in an effort to be polite.
  • We have adopted the Sludge* Eradication Strategy - NO SLUDGE in our workplace.
  • We NEVER put 'mandatory' on a meeting invite. Every meeting is optional.
  • We don't have any limits put on how or when we can work: "No E-Mail Fridays" and "No Meeting Wednesdays" don't exist in our organization. 
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