reference bias in peer assessment. MOOCs
Rogers, T., & Feller, A. (2016). Discouraged by Peer Excellence: Exposure to Exemplary Peer Performance Causes Quitting. Psychological Science
(3), 365–374. http://doi.org/10.1177/0956797615623770
exposure to exemplary peer performances can undermine motivation and success by causing people to perceive that they cannot attain their peers’ high levels of performance. It also causes de-identification with the relevant domain.
pedagogy can be easily overlooked for convenience or cost.
as educators I think it is in our best interest to realize that just because one modality provides better instructional or assessment models than another, doesn’t mean people won’t sacrifice out of need. As my favorite boss used to say, products and services are all about Time, Money, and Quality… pick two. Progress updates work.
Piech, C., Huang, J., Chen, Z., Do, C., Ng, A., & Koller, D. (n.d.). tuningPeerGrading.pdf. Retrieved March 25, 2016, from http://web.stanford.edu/~cpiech/bio/papers/tuningPeerGrading.pdf
A bit of disharmony can be very fruitful in a decision-making group. If we are to achieve innovation and disruption, then sometimes we first need discordance and discontent.
But the things that make for a great dinner party are not necessarily the things that make for a good decision-making body. Indeed, in some cases they might be just the opposite.
My note: I see the “dinner party” analogy very much as the “MN nice” analogy. When my previous boss said to me on my second year at SCSU that the foremost goal is to “get along,” my jaw dropped, since my German education and upbringing had taught me that the foremost goal is to “get the job done.”
the problems is, most companies today are run to minimize risk, not maximize freedom and speed
don’t base your venture on a plan, instead base it on a strategic foundation