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小石 -

青少年的科学发展--青少年工作室 - 0 views

  • 为“青少年的科学发展”提供一流服务      青少年工作室  青少年的科学发展 目前社会普遍关注青少年素质差问题,广泛开展素质教育。而素质差往往是内在问题的外在表现,许多人没有弄清问题根源在哪儿,就照猫画虎,使当前素质教育流于形式。   青少年发展中真正的问题是什么?我们可以这么看,孩子来到这个世界上,会很自然地和社会发生接触。在接触的过程中,他们会产生各种各样的疑问和困惑。这些疑问和困惑如果家长和老师不能及时发现并解决,孩子的成长就会受到一定程度上的阻碍。就像孩子们说的,当疑问和困惑积攒多了,他们“不在沉默中爆发,就在沉默中灭亡”。     青少年也想做个明白人。他们真正需要的,是在了解今天社会的真实面貌,或者说现代化进程的概况中,确立他们生活的基调;在认识现代社会的主要格局和发展趋势中,确立自己的价值取向;在深入探索某些领域具体的事业中,找到自己生命的位置。    无论是学校教育、家庭教育、社会教育,还是素质教育、家长教育,等等,都要为此提供各种服务,传递时代的脉搏、时代需要的各方面知识和经验,培养各种必备的意识和能力。而青少年将承前继后,代表未来!   我们“青少年工作室”,是在具备了成人职业咨询、大学生人生咨询、青少年发展咨询丰富的知识和经验,并作了较系统的总结之后,顺应时代召唤,以为“青少年的科学发展”提供一流服务为宗旨,而成立的青少年发展前沿机构。     目前,我们在各城区图书馆、文化宫做巡回公益咨询。 欢迎您来电来函。     青少年工作室 通讯地址: 北京市北三环中路甲38号乙304            邮编: 100088 预约电话: 010—8125 0945   13120397808                 邮箱: xiansf@vip.163.com 
chuyuntian

幻灯片设计原则之三--留白 - 麦兜侃大山 - 畅享博客 - 0 views

  • 幻灯片设计原则之三——留白 人们误以为“空”即是一无所有,但它实则蕴藏着无限可能。——铃木大拙(Daisetz Suzuki)  留白(也叫空白或消极空间)的概念十分简单,但真正应用起来却很难。人们在设计文档或幻灯片时,选择在留白处填充更多元素的欲望往往十分强烈。如今,职场人士设计幻灯片时犯的最大错误就是,不留一点空白部分,在每张幻灯片上塞满文字、图框、剪贴画、图表、脚注以及恼人的公司标识。留白意味着简约与精致。图形设计中需要运用留白,室内装潢也是如此。不难发现,高端品牌店的内部空间经常被设计得尽可能开放,这是因为留出的空间能够为顾客营造出高品质、成熟、尊贵的氛围。留白是带有目的性的。设计新手可能只会关注文字、图形等“积极”元素,而忽视运用留白以使设计作品更加夺人眼球。要知道,恰恰是留白赋予了“积极元素”呼吸的空间,营造出浓烈的艺术氛围。从表面上看,在幻灯片上运用留白是一种空间的浪费。但是,留白并不等同于空白和一无所有,它实则蕴藏着无限可能与惊人力量。禅宗艺术推崇空的修行和运用。比如一幅图画上除了拥有两三个元素之外,剩下全是留白部分,但那些元素以及留白部分的微妙位置关系传达了强而有力的信息。日本许多室内设计也是同样的原理,房间内除了榻榻米等必备的传统家居以外,其余就是空地。正是这样的设计才使得人们能够更好地欣赏室内美好的物品,比如插花或壁画等。可以说,留白本身就是一种强有力的设计元素,而其他元素太多反而容易冲淡其微妙的设计效果。用好留白本页上方蓝色的幻灯片是如今典型的设计样式:数行的要点加上一幅与主题相关的图片。上面几乎没有空白部分,图片也挤在文字旁边,给人突兀的感觉。同样地,我也设计了六张幻灯片,旨在介绍“八分饱”思想。由于没有必要把所说的内容全都打在幻灯片上,我把许多文字也一并省去。最后,六张幻灯片都以干净整洁的白底图片作为背景,并且留有足够的空白插入文字,以吸引观众的目光。当他们乍然看到幻灯片时,首先印入眼帘的就是图片(因为尺寸更大,色彩更艳丽),然后便会自然地转移至旁边的文字。
小石 -

Modernize Corporate Training: The Enterprise Learning Framework | - 0 views

  • In the mid 1990s we entered what I call the “blended and informal learning” era.  Organizations realized that “e-learning” was not as all-powerful as we once imagined, and the concepts of blended learning began.   Many companies actually “reopened” and “reinvested” in their classroom programs again.  I wrote The Blended Learning Book in 2004 and it continues to be highly relevant today.   As organizations adopted more and more blended learning concepts and the internet became more widely available, we realized that the many of original concepts of e-learning (replacing instructor led training) were incorrect:  what we really needed to do was create a “new” learning experience on the web, one which included both formal (structured) programs as well as a wide variety of informal (unstructured) forms of content.  
  • Google, of course, forced this evolution upon us.  Employees and young workers, used to “googling” any problem they wanted to solve, no longer wanted to sit through long, formal online programs unless they were very entertaining.  Today, in fact, according to Basex research published in May of this year, 28% of all employee work is wasted by people multi-tasking between email, google, and various other forms of “informal learning.”  The same research also found that the average employee visits 45 websites every day!
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  • This pattern of behavior (and availability of technology), of course, has been further enhanced by the availability of social networking, which led us to the fourth phase shown above.  Today’s employee has access to formal training, overwhelming amounts of other information, and actual human beings online.  Adding this all together, the corporate learning landscape has undergone a dramatic change.  Now, when someone needs to “learn” something, we must consider the various ways they can gain these skills or information:  they can go to a class, they can take an online course, they can look up support information on the web, they can read a book, or they can find someone who knows what to do and get help.  And we, as L&D professionals, must “formalize” this informal learning environment and make sure we align our investments toward talent management and the needs to build deep levels of skill.
  • This shift has created tremendous challenges for the corporate training department.  Our research shows that 68% of knowledge workers now feel that their biggest learning problem is an “overwhelming volume of information.”   This information exists in many formats, it is often out of date, and they are not sure how to find what they need.  In some sense the need for “formal” training is greater than ever (you can make sure you get the right information presented in the right way).  Yet in fact, now corporate training professionals must grapple with a whole new set of issues:  how do I create a complete “learning environment” (not a learning program) which supports this new world of formal and informal learning?
  • And the shift has impacted our profession as well.  Our research members now tell us that the biggest help they need is not in developing new content, but rather building the organizational learning culture and understanding the new skills and disciplines they need to be effective.
  • As you can see, the framework is multi-faceted.   If you would like to walk through it in detail, I encourage you to read our in-depth whitepaper.  Briefly, the framework has six main areas:   Learning Programs (the solution-oriented training solutions you deliver), Audiences and Problems (a clear segmentation of your audiences and their specific needs), Learning Approaches (the four ways in which learning solutions are developed and delivered), Learning Disciplines (the things you as an L&D professional must now know to stay current in this area), Tools & Technology (the vast array of technology you can rely on to build and deliver these solutions),  and Learning Culture (the underlying business processes, management processes, and talent management programs which support enterprise learning).
小石 -

Tony Yet | Twine - 0 views

  •  
    Tony Yet - student living in China, a geek fond of learning new languages, experimenting with new technologies, and a big interests in self-organizing systems
fenghe

免费高速VLESS---Heroku+cloudflare workers - 92KM - 0 views

  •  
    addEventListener(
    "fetch",event => {
    let url=new URL(event.request.url);
    url.hostname="你的heroku域名.herokuapp.com";
    let request=new Request(url,event.request);
    event. respondWith(
    fetch(request)
    )
    }
    )
leo bnu

CNN Political Ticker: All politics, all the time Blog Archive - State Dept. s... - 0 views

  • WASHINGTON (CNN) — The Iraqi government could be tweeting soon, courtesy of Hillary Clinton.
  • The Iraqi government could be tweeting soon, courtesy of Hillary Clinton.
zoomquiet

淄博方案20090709-2 - 0 views

shared by zoomquiet on 10 Jul 09 - No Cached
  • 信息技术学科教师
    • zoomquiet
       
      具体有多少人? 这关系到单位资金可以投射到的人数...
  • 主动积极施加影响的学校社会化学习社区构建
    • zoomquiet
       
      这句话怎么读都不通,是否用两个短句? 主动参与校内的社会化学习社区创建,从而又对学校产生积极影响...
  • 不断更新的个人社会化学习网络(PSLN)
    • zoomquiet
       
      这种社会化个人资源的变化,如何评定,量化? 感觉整个项目,都是行动式的计划,只约定了作什么, 没有靠谱的指标来证明,作到了什么程度,得到了什么本质的改变...
  • ...5 more annotations...
  • 信息技术学科教学维基(WIKI)内容
    • zoomquiet
       
      这是个可以量化的切入点, 就维基文章的增长速度, 查阅次数增长的趋势; 被媒体引用梁,等等方面, 可以从側面表达出领域知识积累和流通的能力
  • 最终核心的问题和落脚点,都应该是教师当前课堂教学能力的提升
    • zoomquiet
       
      立意明确, 但是这有个隐藏的假设~当前信息技术相关课目的内容是靠谱的; 俺建议,从这个方案中,也应该通过实践,总结出当前信息技术学课教育的内容改良方向...
  • 教学过程改进
    • zoomquiet
       
      提出这一方面的研究非常有现实意义, 建议参考医药领域的作法: 建立对比样本组, 在同级学校间确立对比关系,进行同样方式和频率的回访或是测量, 承诺在一定时期内改进的幅度;-)
  • 高效能工作习惯
    • zoomquiet
       
      依然有个评测方式的问题, 是否是高效工作习惯, 总应该落实到某种单位时间产值/产量/产能的数值上来,,,否则,只是东施效娉..
  • 总合:3.9万元
    • zoomquiet
       
      长达两年的改进计划,只有不到4万的资金,的确不多, 就看最后的社会效应了,,
fenghe

清华发布"学堂在线"大规模开放在线课程平台 - 清华大学新闻网 - 首页 - 综合新闻 - 内容 - 0 views

  •  
    "学堂在线"平台已初步完成平台国际化与中文本地化,开发了不依赖 YouTube 的 HTML5 视频播放器,建立了系统性的测试框架,实现了平台全文搜索功能及计算机程序的自动测评,并部分完成了可视化公式编辑器、手写汉字与公式识别,用户学习行为分析模块以及移动设备的课程学习应用。同时,仍在积极挖掘开发新增功能模块,改善用户平台使用体验,追踪学生学习效果并不断探索新型教育模式与教育理念。
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