1. Determine what the customer craves and deliver it. In the case of college and university students, there are limits. Balancing student wants and desires with what they actually need to be successful students and engaged citizens can, in fact, be extremely challenging. “The customer is always right” philosophy practiced by many businesses simply does not fit with the mission of postsecondary institutions. Instead, the role of educators is to advance and apply knowledge, facilitate the exploration of ideas, foster cognitive dissonance, prepare students as lifelong learners and productive workers, and even, hold them accountable for their actions or inactions. Ideally, the college experience should be transformational—helping students become the best person they can be. With that said, failing to align teaching methods, curriculum, academic programs, and institutional services with the needs and expectations of students is a perilous path.
2. Create unexpected value. Incumbent institutions tend to focus on known problems (e.g., student attrition causation factors, poor service delivery, cumbersome processes, undersubscribed programs, insufficient class availability). True disruption seldom occurs in this space. Creating value where it did not exist before or was not expected spawns disruption. In the private sector, such intuitive value ideation is seen in Disney’s “Imagineering” the attractions in its theme parks, Apple’s invention of the iPhone, and Airbnb’s alternative to staying with the multitudes at expensive, disturbingly uniform hotel chains. This is what the authors of Blue Ocean Strategy characterize as swimming in the “blue ocean”, where there are few, if any, competitors (Kim, W. C. & Mauborgne, R., 2005). No disruptor is found in the “red ocean” crowded with similar competitors.
3. Avoid being average. If your school is one of the elite, well-known few, with highly selective admissions, it is not average. However, the vast majority of colleges and universities do not fit this profile. They have to find other ways to distinguish themselves. A capstone student experience, an innovative curriculum, guaranteed internship placement or study abroad, digital career portfolios, or a unique pricing model represent just a few examples. While it would be ideal to find something that makes your institution distinctive throughout the nation or the world, that is highly improbable. A more attainable goal is to position your institution uniquely among your direct competitors.
4. Identify the potential for expansion. As it relates to student enrollment growth, expansion opportunities are usually found within one or more of four domains: (1) thorough penetration of your existing primary market, where the institution and its academic programs have a strong presence, (2) the introduction of new programs into your primary market, (3) promotion of the institution and existing programs in a new market, and (4) diversification—new programs and new markets. Each domain has inherent risks and potential rewards. Risk levels are illustrated in Figure 1 and are described here.
Primary market penetration possesses the lowest risk, requires the least investment of resources, and has the fastest return on investment. Depending on an institution’s primary market, this domain also may produce only modest new enrollments. Option two, mounting new programs in an institution’s existing primary market has risks associated with conducting the proper market research to determine student and industry demand as well as market saturation. Another common risk relates to the degree to which new program offerings are adequately promoted. An obvious upside to this domain is that the institution already has visibility in the market. Takingthecurrent program array to a new marketrequires the time and resources to develop a presence where none has previously existed. Sending recruiters to a new territory once or twice a year is woefully insufficient. Creating such visibility requires a sustained physical presence with area recruiters or alumni volunteers, targeted advertising, networking with schools and other organizations in the region, and strategic partnerships. Finally, diversification carries with it the highest level of risk because it involves assuming all the risks of launching new programs in a market with no prior visibility. If executed effectively, however, this domain can generate an abundance of new students.
5. Disruption always comes at a cost. It is true that your institution may create a disruption by leveraging existing technologies and human capital. Yet, no organization can avoid the cultural and real costs associated with unlearning old ways, creating new programs and business models, scaling innovations, or marketing a new approach. These costs must be weighed judiciously against potential benefits of such a paradigm shift. Once a decision is made to pull the trigger, the change process must be managed carefully with the upfront inclusion of key stakeholders.
6. Equate disruption with innovation, not extinction. The rise of educational disruptors can be unsettling. If disruption is simply perceived as a threat to the way of life in the academy or ignored, the results will be devastating for many higher education institutions. Conversely, if disruption pushes college leaders and enrollment managers out of their comfort zone and they reinvent their institutions, the educational experience of students will be greatly enhanced. In a time of creative destruction, the winners are those who exert extraordinary efforts to go beyond traditional norms, which is not always the early adopters of a new educational model or practice.
7. Successful disruptors pursue four disciplines simultaneously. The four disciplines translated into the higher education lexicon include low costs, relational connections with students, program innovations, and rapid time-to-market. Of these, student connections is the only discipline college and universities excel at consistently. To thrive in a future with a seemingly infinite number of nimble disruptive innovators, educators must compete in the other three disciplines as well.
We invite you to an upcoming session in the 2017-18 CIDER Sessions series on Wednesday, May 2, 2018. This free, online session will feature David Mykota from the University of Saskatchewan.
Title: Social Presence in Online Learning: A Scoping Study
This presentation reports the findings of a scoping review of the construct social presence. The methodology follows the design for scoping reviews as advocated by Arksey and O’Malley (2005).
A scoping study is desirable because by synthesizing the research literature the opportunity to identify practical guidelines for the development of social presence is facilitated. A two-stage screening process resulted in 105 studies identified for inclusion with data extracted using a standardized form. A descriptive numerical analysis and qualitative content analysis for those studies included was undertaken. Results from the manuscripts, screened for inclusion and synthesized from the data extracted in the scoping review, provide strategies for the structuring of social presence; the potential benefits of effective affective communication in an online environ; and an overview of the evolution of the construct social presence. Future research that links both the theoretical and empirical frameworks that validate social presence across a variety of online and e-learning environs is recommended so that best practices for excellence in higher education can continue to be made possible.
When: Wednesday, May 2, 2018 – 11am to 12noon Mountain Time (Canada)
Registration is not required; all are welcome. CIDER Sessions are recorded and archived for later viewing through the CIDER website. For more information on CIDER and our Sessions, please visit us at: http://cider.athabascau.ca
Pre-configuration:
Please note that it is important to set up your system prior to the event. Make sure your Mac or PC is equipped with a microphone and speakers, so that you can use the audio functionality built into the conferencing software. The Adobe Connect platform may require an update to your Flash Player; allow time for this update by joining the session 10 minutes prior to the scheduled presentation.
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CIDER sessions are brought to you by the International Review of Research in Open and Distributed Learning (IRRODL) and the Centre for Distance Education, Athabasca University: Canada’s Open University and leader in professional online education. The Sessions and their recordings are open and available to all, licensed under a Creative Commons Attribution 4.0 International License.
In 1995, psychologist and science journalist Daniel Goleman published a book introducing most of the world to the nascent concept of emotional intelligence. The idea–that an ability to understand and manage emotions greatly increases our chances of success–quickly took off, and it went on to greatly influence the way people think about emotions and human behavior.
What are my emotional strengths? What are my weaknesses?
How does my current mood affect my thoughts and decision making?
What’s going on under the surface that influences what others say or do?
2. You pause.
pausing helps you refrain from making a permanent decision based on a temporary emotion.
3. You strive to control your thoughts.
By striving to control your thoughts, you resist becoming a slave to your emotions, allowing yourself to live in a way that’s in harmony with your goals and values.
4. You benefit from criticism.
When you receive negative feedback, you keep your emotions in check and ask yourself: How can this make me better?
5. You show authenticity.
You know not everyone will appreciate your sharing your thoughts and feelings. But the ones who matter will.
6. You demonstrate empathy.
The ability to show empathy, which includes understanding others’ thoughts and feelings, helps you connect with others. Instead of judging or labeling others, you work hard to see things through their eyes.
Empathy doesn’t necessarily mean agreeing with another person’s point of view. Rather, it’s about striving to understand–which allows you to build deeper, more connected relationships.
Negative feedback has great potential to hurt the feelings of others. Realizing this, you reframe criticism as constructive feedback, so the recipient sees it as helpful instead of harmful.
9. You apologize.
Emotional intelligence helps you realize that apologizing doesn’t always mean you’re wrong. It does mean valuing your relationship more than your ego.
10. You forgive and forget.
When you forgive and forget, you prevent others from holding your emotions hostage–allowing you to move forward.
11. You keep your commitments.
12. You help others.
Actions like these build trust and inspire others to follow your lead when it counts.
13. You protect yourself from emotional sabotage.
You realize that emotional intelligence also has a dark side–such as when individuals attempt to manipulate others’ emotions to promote a personal agenda or for some other selfish cause.
And that’s why you continue to sharpen your own emotional intelligence–to protect yourself when they do.
despite China’s many technological advances, in this new cyberspace race, the West had the lead.
Xi knew he had to act. Within twelve months he revealed his plan to make China a science and technology superpower. By 2030 the country would lead the world in AI, with a sector worth $150 billion. How? By teaching a generation of young Chinese to be the best computer scientists in the world.
Today, the US tech sector has its pick of the finest minds from across the world, importing top talent from other countries – including from China. Over half of Bay Area workers are highly-skilled immigrants. But with the growth of economies worldwide and a Presidential administration hell-bent on restricting visas, it’s unclear that approach can last.
In the UK the situation is even worse. Here, the government predicts there’ll be a shortfall of three million employees for high-skilled jobs by 2022 – even before you factor in the immigration crunch of Brexit. By contrast, China is plotting a homegrown strategy of local and national talent development programs. It may prove a masterstroke.
In 2013 the city’s teenagers gained global renown when they topped the charts in the PISA tests administered every three years by the OECD to see which country’s kids are the smartest in the world. Aged 15, Shanghai students were on average three full years ahead of their counterparts in the UK or US in maths and one-and-a-half years ahead in science.
Teachers, too, were expected to be learners. Unlike in the UK, where, when I began to teach a decade ago, you might be working on full-stops with eleven-year-olds then taking eighteen-year-olds through the finer points of poetry, teachers in Shanghai specialised not only in a subject area, but also an age-group.
Shanghai’s success owed a lot to Confucian tradition, but it fitted precisely the best contemporary understanding of how expertise is developed. In his book Why Don’t Kids Like School? cognitive Dan Willingham explains that complex mental skills like creativity and critical thinking depend on our first having mastered the simple stuff. Memorisation and repetition of the basics serve to lay down the neural architecture that creates automaticity of thought, ultimately freeing up space in our working memory to think big.
Seung-bin Lee, a seventeen-year-old high school graduate, told me of studying fourteen hours a day, seven days a week, for the three years leading up to the Suneung, the fearsome SAT exam taken by all Korean school leavers on a single Thursday each November, for which all flights are grounded so as not to break students’ concentration during the 45 minutes of the English listening paper.
Korea’s childhoods were being lost to a relentless regime of studying, crushed in a top-down system that saw them as cyphers rather than kids.
A decade ago, we consoled ourselves that although kids in China and Korea worked harder and did better on tests than ours, it didn’t matter. They were compliant, unthinking drones, lacking the creativity, critical thinking or entrepreneurialism needed to succeed in the world. No longer. Though there are still issues with Chinese education – urban centres like Shanghai and Hong Kong are positive outliers – the country knows something that we once did: education is the one investment on which a return is guaranteed. China is on course to becoming the first education superpower.
Troublingly, where education in the UK and US has been defined by creativity and independent thinking – Shanghai teachers told me of visits to our schools to learn about these qualities – our direction of travel is now away from those strengths and towards exams and standardisation, with school-readiness tests in the pipeline and UK schools minister Nick Gibb suggesting kids can beat exam stress by sitting more of them. Centres of excellence remain, but increasingly, it feels, we’re putting our children at risk of losing out to the robots, while China is building on its strong foundations to ask how its young people can be high-tech pioneers. They’re thinking big – we’re thinking of test scores.
soon “digital information processing” would be included as a core subject on China’s national graduation exam – the Gaokao – and pictured classrooms in which students would learn in cross-disciplinary fashion, designing mobile phones for example, in order to develop design, engineering and computing skills. Focusing on teaching kids to code was short-sighted, he explained. “We still regard it as a language between human and computer.” (My note: they are practically implementing the Finland’s attempt to rebuild curricula)
“If your plan is for one year,” went an old Chinese saying, “plant rice. If your plan is for ten years, plant trees. If your plan is for 100 years, educate children.” Two and half thousand years later chancellor Gwan Zhong might update his proverb, swapping rice for bitcoin and trees for artificial intelligence, but I’m sure he’d stand by his final point.
When a student is brilliant on the street corner but falling asleep in class, something is wrong with the schooling system.
Emdin labeled financially-driven education entrepreneurs as “enemies.” And he took on the nonprofit leaders, policymakers and edtech do-gooders he believes have “good intentions but enemy executions,” dubbing them “frenemies.”
Can We Please Stop Talking About Generations as if They Are a Thing?
Millennials are not all narcissists and boomers are not inherently selfish. The research on generations is flawed. DAVID COSTANZA
APRIL 13, 2018 9:00 AM
We spend a lot of time debating the characteristics of generations—are baby boomers really selfish and entitled, are millennials really narcissists, and the latest, has the next generation (whatever it is going to be called) already been ruined by cellphones? Many academics—and many consultants—argue that generations are distinct and that organizations, educators, and even parents need to accommodate them. These classifications are often met with resistance from those they supposedly represent, as most people dislike being represented by overgeneralizations, and these disputes only fuel the debate around this contentious topic.
In short, the science shows that generations are not a thing.
It is important to be clear what not a thing means. It does not mean that people today are the same as people 80 years ago or that anything else is static. Times change and so do people. However, the idea that distinct generations capture and represent these changes is unsupported.
What is a generation? Those who promote the concept define it as a group of people who are roughly the same age and who were influenced by a set of significant events. These experiences supposedly create commonalities, making those in the group more similar to each other and more different from other groups now and from groups of the same age in the past.
In line with the definition, there is a commonly held perception that people growing up around the same time and in the same place must have some sort of universally shared set of experiences and characteristics. It helps that the idea of generations intuitively makes sense. But the science does not support it. In fact, most of the research findings showing distinct generations are explained by other causes, have serious scientific flaws, or both.
Numerousbooks, articles, and pundits have claimed that millennials are much more narcissistic than young people in the past.
on average, millennials are no more narcissistic now than Xers or boomers were when they were in their 20s, and one study has even found they might be less so than generations past. While millennials today may be more narcissistic than Xers or boomers are today, that is because young people are pretty narcissistic regardless of when they are young. This too is an age effect.
Final example. Research shows that millennials joining the Army now show more pride in their service than boomers or Xers did when they joined 20-plus years ago. Is this a generational effect? Nope. Everyone in the military now shows more pride on average than 20 years ago because of 9/11. The terrorist attack increased military pride across the board. This is known as a period effect and it doesn’t have anything to do with generations.
Another problem—identifying true generational effects is methodologically very hard. The only way to do it would be to collect data from multiple longitudinal panels. Individuals in the first panel would be measured at the start of the study and then in subsequent years with new panels added every year thereafter, allowing assessment of whether people were changing because they were getting older (age effects), because of what was happening around them (period effects), or because of their generation (cohort effects). Unfortunately, such data sets pretty much do not exist. Thus, we’re never really able to determine why a change occurred.
According to one national-culture model, people from the United States are, on average, relatively individualistic, indulgent, and uncomfortable with hierarchical order. My note: RIchard Nisbett sides with Hofstede and Minkov: https://blog.stcloudstate.edu/ims/2016/06/14/cultural-differences/
Conversely, people from China are generally group-oriented, restrained, and comfortable with hierarchy. However, these countries are so large and diverse that they each have millions of individuals who are more similar to the “averages” of the other country than to their own.
Given these design and data issues, it is not surprising that researchers have tried a variety of different statistical techniques to massage (aka torture) the data in an attempt to find generational differences. Studies showing generational differences have used statistical techniques like analysis of variance (ANOVA) and cross-temporal meta-analysis (CTMA), neither of which is capable of actually attributing the differences to generations.
The statistical challenge derives from the problem we have already raised—generations (i.e., cohorts) are defined by age and period. As such, mathematically separating age, period, and cohort effects is very difficult because they are inherently confounded with one another. Their linear dependency creates what is known as an identification problem, and unless one has access to multiple longitudinal panels like I described above, it is impossible to statistically isolate the unique effect of any one factor.
Are some millennials narcissistic? Are some boomers selfish? Sure, but there are many who are not and whose profiles mirror othergenerations.
First, relying on flawed generational science leads to poor advice and bad decisions. An analogy: Women live longer than men, on average. Why? They engage in fewer risky behaviors, take better care of themselves, and have two X chromosomes, giving them backups in case of mutations. But if you are a man and you go to the doctor and ask how to live longer, she doesn’t tell you, “Be a woman.” She says eat better, exercise, and don’t do stupid stuff. Knowing the why guides the recommendation.
Now imagine you are a manager trying to retain your supposedly job-hopping, commitment-averse millennial employees and you know that Xers and boomers are less likely to leave their jobs. If you are that manager, you wouldn’t tell your millennial employees to “be a boomer” or “grow older” (nor would you decide to hire boomers or Xers rather than millennials—remember that individuals vary within populations). Instead, you should focus on addressing benefits, work conditions, and other factors that are reasons for leaving.
Second, this focus on generational distinctions wastes resources. Take the millennials-as-commitment-averse-job-hoppers stereotype. Based on this belief, consultants sell businesses on how to recruit and retain this mercurial generation. But are all (or even most) millennials job-hopping commitment avoiders? Survey research shows that millennials and Xers at the same point in their careers are equally likely to stay with their current employer for five or more years (22 percent v. 21.8 percent). It makes no sense for organizations to spend time and money changing HR policies when employees are just as likely to stick around today as they were 15 years ago.
Third, generations perpetuate stereotyping. Ask millennials if they are narcissistic job-hoppers and most of them will rightly be offended. Treat boomers like materialistic achievement seekers and see how it affects their work quality and commitment. We finally are starting to recognize that those within any specific group of people are varied individuals, and we should remember those same principles in this context too. We are (mostly) past it being acceptable to stereotype and discriminate against women, minorities, and the disabled. Why is it OK to do so to millennials or boomers?
The solutions are fairly straightforward, albeit challenging, to implement. To start, we need to focus on the why when talking about whether groups of people differ. The reasons why any generation should be different have only been generally discussed, and the theoretical mechanism that supposedly creates generations has not been fully fleshed out.
Next, we need to quit using these nonsensical generations labels, because they don’t mean anything. The start and end years are somewhat arbitrary anyway. The original conceptualization of social generations started with a biological generational interval of about 20 years, which historians, sociologists and demographers (for one example, see Strauss and Howe, 1991) then retrofitted with various significant historical events that defined the period.
The problem with this is twofold. First, such events do not occur in nice, neat 20-year intervals. Second, not everyone agrees on what the key events were for each generation, so the start and end dates also move around depending on what people think they were. One review found that start and end dates for boomers, Xers, and millennials varied by as many as nine years, and often four to five, depending on the study and the researcher. As with the statistical problem, how can distinct generations be a thing if simply defining when they start and when they end varies so much from study to study?
In the end, the core scientific problem is that the pop press, consultants, and even some academics who are committed to generations don’t focus on the whys. They have a vested interest in selling the whats(Generation Me has reportedly sold more than 115,000 copies, and Google “generations consultants” and see how many firms are dedicated to promulgating these distinctions), but without the science behind them, any prescriptions are worthless or even harmful
David Costanza is an associate professor of organizational sciences at George Washington University and a senior consortium fellow for the U.S. Army Research Institute. He researches, teaches, and consults in the areas of generations, leadership, culture, and organizational performance.
Open Discussion: Instruments and Methods for Formative Assessment: by invitation of teachers from Plovdiv region | Тема: Инструменти и методи за актуални училищни занятия
Where | Къде: СУ „Димитър Матевски“ https://goo.gl/maps/rojNjE3dk4s and online ( виртуално) When | Кога: 2. май, 2018, 14 часа | May 2, 2018, 2PM local time (Bulgaria) Who | Кой: преподаватели и педагози | teachers and faculty How | Как: използвайте “обратна връзка” за споделяне на вашите идеи | use the following hashtag for backchanneling#BGtechEd
Intro | Представяне – 5мин. Who are we (please share short intro about your professional interests) | Кои сме ние: споделете накратко професионалните си интереси (използвайте “comment” section под този блог) http://web.stcloudstate.edu/pmiltenoff/faculty/
Reality Check (before we do tech) | минута за откровение (преди да започнем с технологии):
who is our audience | кого учим/обучаваме? https://blog.stcloudstate.edu/ims/2018/04/21/in-memoriam-avicii/ https://blog.stcloudstate.edu/ims/2018/04/17/edtech-implementation-fails/
why technology application fails | защо се проваля използването на технологии в обучението?
Understanding Purpose | какъв е смисълът
Insufficient Modeling of Best Practices | недостатъчен или несподелен опит
Bad First Impressions | лоши първи впечатления
Real-World Usability Challenges | ежедневни проблеми
The Right Data to Track Progress | кои данни определят успеха
Share your thoughts for the fails | Сподели твоите мисли за провала
Тема1. Сравняване на Kahoot, Edpuzzle и Apester – 1-1, 1/2 час продължителност Topic 1: A comparison of Kahoot, Apester and EdPuzzle
Дискусия, относно методиката на използване. Споделяне на опит кога и как го използват колегите от България и САЩ (други страни?).
Short demonstration and discussion regarding methodology of use. Sharing experience of use.
Споделяне на опит | ideas and experience exchange.
Comparison to other tools (e.g. flipped classroom advantage to Kahoot; difference from EdPuzzle, similarities to EdPuzzle) | съпоставяне с други инструменти: например, обърната класна стая – предимство пред Кахут; разлики и прилики с ЕдПъзил и тн)
Създаване на акаунт | account creation and building of learning objects
Comparison to other tools (e.g. flipped classroom advantage to Kahoot; difference from EdPuzzle, similarities to EdPuzzle) | съпоставяне с други инструменти: например, обърната класна стая – предимство пред Кахут; разлики и прилики с Еиптстър и тн)
Тема 2. Виртуална реалност в учебния процес – теория и практика- 1-1, 1/2 час продължителност Topic 2. Virtual reality in teaching and learning – theory and hands-on
When a student is brilliant on the street corner but falling asleep in class, something is wrong with the schooling system Ако учащ се е страхотен на ъгъла на улицата, но се проваля или заспива в клас, тогава нещо е грешно с учебната система https://blog.stcloudstate.edu/ims/2018/04/17/education-teched-frenemies/
The annual school superintendent hunting season is open, and as usual, about a dozen cities are jockeying to woo an ever-shrinking pool of qualified candidates for a demanding job that requires one part managerial skills, one part political savvy and one part education-policy acumen for a tenure that, on average, lasts barely more than three years.
To be sure, big-city school superintendents are paid handsomely. In 2014, the salaries of superintendents at cities that are part of the Council for the Great City Schools ranged from $99,000 to $339,000, in addition to platinum health care, pensions, life insurance and other related benefits. Most superintendents of the biggest school districts clear $300,000 easily, with the job of helming New York City schools drawing upward of $500,000.
“Anybody who gets into this knows full well that the demands are extremely high,” Casserly says. “The context in which you do this job now is probably more difficult now than it’s ever been. It does give some people pause.”
Publisher / Organization: Athabasca University Press
Year founded: 2000
Description: The International Review of Research in Open and Distributed Learning disseminates original research, theory, and best practice in open and distributed learning worldwide.
Publisher / Organization: The University of Illinois at Chicago- University Library
Year founded: 1996
Description: First Monday is among the very first open access journals in the EdTech field. The journal’s subject matter encompasses the full range of Internet issues, including educational technologies, social media and web search. Contributors are urged via author guidelines to use simple explanations and less complex sentences and to be mindful that a large proportion of their readers are not part of academia and do not have English as a first language.
Academic Management: University of Catalonia (UOC)
Year founded: 2004
Description: This journal aims to: provide a vehicle for scholarly presentation and exchange of information between professionals, researchers and practitioners in the technology-enhanced education field; contribute to the advancement of scientific knowledge regarding the use of technology and computers in higher education; and inform readers about the latest developments in the application of information technologies (ITs) in higher education learning, training, research and management.
Description: Online Learning promotes the development and dissemination of new knowledge at the intersection of pedagogy, emerging technology, policy, and practice in online environments. The journal has been published for over 20 years as the Journal of Asynchronous Learning Networks (JALN) and recently merged with the Journal of Online Learning and Teaching (JOLT).
Publisher / Organization: International Forum of Educational Technology & Society
Year founded:1998
Description: Educational Technology & Society seeks academic articles on the issues affecting the developers of educational systems and educators who implement and manage these systems. Articles should discuss the perspectives of both communities – the programmers and the instructors. The journal is currently still accepting submissions for ongoing special issues, but will cease publication in the future as the editors feel that the field of EdTech is saturated with high quality publications.
Description: The Australasian Journal of Educational Technology aims to promote research and scholarship on the integration of technology in tertiary education, promote effective practice, and inform policy. The goal is to advance understanding of educational technology in post-school education settings, including higher and further education, lifelong learning, and training.
DESCRIPTION: The Internet and Higher Education is devoted to addressing contemporary issues and future developments related to online learning, teaching, and administration on the Internet in post-secondary settings. Articles should significantly address innovative deployments of Internet technology in instruction and report on research to demonstrate the effects of information technology on instruction in various contexts in higher education.
Publisher / Organization: British Educational Research Association (BERA)
YEAR FOUNDED: 1970
DESCRIPTION: The journal publishes theoretical perspectives, methodological developments and empirical research that demonstrate whether and how applications of instructional/educational technology systems, networks, tools and resources lead to improvements in formal and non-formal education at all levels, from early years through to higher, technical and vocational education, professional development and corporate training.
Description: Computers & Education aims to increase knowledge and understanding of ways in which digital technology can enhance education, through the publication of high quality research, which extends theory and practice.
Description: TechTrends targets professionals in the educational communication and technology field. It provides a vehicle that fosters the exchange of important and current information among professional practitioners. Among the topics addressed are the management of media and programs, the application of educational technology principles and techniques to instructional programs, and corporate and military training.
Description: Advances in technology and the growth of e-learning to provide educators and trainers with unique opportunities to enhance learning and teaching in corporate, government, healthcare, and higher education. IJEL serves as a forum to facilitate the international exchange of information on the current research, development, and practice of e-learning in these sectors.
Led by an Editorial Review Board of leaders in the field of e-Learning, the Journal is designed for the following audiences: researchers, developers, and practitioners in corporate, government, healthcare, and higher education. IJEL is a peer-reviewed journal.
Description: JCMST is a highly respected scholarly journal which offers an in-depth forum for the interchange of information in the fields of science, mathematics, and computer science. JCMST is the only periodical devoted specifically to using information technology in the teaching of mathematics and science.
Just as researchers build reputation over time that can be depicted (in part) through quantitative measures such as h-index and i10-index, journals are also compared based on the number of citations they receive..
Description: The Journal of Interactive Learning Research (JILR) publishes papers related to the underlying theory, design, implementation, effectiveness, and impact on education and training of the following interactive learning environments: authoring systems, cognitive tools for learning computer-assisted language learning computer-based assessment systems, computer-based training computer-mediated communications, computer-supported collaborative learning distributed learning environments, electronic performance support systems interactive learning environments, interactive multimedia systems interactive simulations and games, intelligent agents on the Internet intelligent tutoring systems, microworlds, virtual reality based learning systems.
Description: JEMH is designed to provide a multi-disciplinary forum to present and discuss research, development and applications of multimedia and hypermedia in education. It contributes to the advancement of the theory and practice of learning and teaching in environments that integrate images, sound, text, and data.
Publisher / Organization: Society for Information Technology and Teacher Education (SITE)
Year founded: 1997
Description: JTATE serves as a forum for the exchange of knowledge about the use of information technology in teacher education. Journal content covers preservice and inservice teacher education, graduate programs in areas such as curriculum and instruction, educational administration, staff development instructional technology, and educational computing.
Publisher / Organization: Association for the Advancement of Computing in Education (AACE)
YEAR FOUNDED: 2015
DESCRIPTION: The Journal of Online Learning Research (JOLR) is a peer-reviewed, international journal devoted to the theoretical, empirical, and pragmatic understanding of technologies and their impact on primary and secondary pedagogy and policy in primary and secondary (K-12) online and blended environments. JOLR is focused on publishing manuscripts that address online learning, catering particularly to the educators who research, practice, design, and/or administer in primary and secondary schooling in online settings. However, the journal also serves those educators who have chosen to blend online learning tools and strategies in their face-to-face classroom.
The most commonly used index to measure the relative importance of journals is the annual Journal Citation Reports (JCR). This report is published by Clarivate Analytics (previously Thomson Reuters).
SCImago Journal Rank (SJR indicator) measures the influence of journals based on the number of citations the articles in the journal receive and the importance or prestige of the journals where such citations come from. The SJR indicator is a free journal metric which uses an algorithm similar to PageRank and provides an open access alternative to the journal impact factor in the Web of Science Journal Citation Report. The portal draws from the information contained in the Scopus database (Elsevier B.V.).
Introduced by Google in 2004, Scholar is a freely accessible search engine that indexes the full text or metadata of scholarly publications across an array of publishing formats and disciplines.
Introduced by Elsevier in 2004, Scopus is an abstract and citation database that covers nearly 18,000 titles from more than 5,000 publishers. It offers journal metrics that go beyond just journals to include most serial titles, including supplements, special issues and conference proceedings. Scopus offers useful information such as the total number of citations, the total number of articles published, and the percent of articles cited.
Anne-Wil Harzing:
“Citations are not just a reflection of the impact that a particular piece of academic work has generated. Citations can be used to tell stories about academics, journals and fields of research, but they can also be used to distort stories”.
Harzing, A.-W. (2013). The publish or perish book: Your guide to effective and responsible citation analysis. http://harzing.com/popbook/index.htm
ResearchGate is a social networking site for scientists and researchers to share papers, ask and answer questions, and find collaborators. The community was founded in May 2008. Today it has over 14 million members.
Google Scholar allows users to search for digital or physical copies of articles, whether online or in libraries. It indexes “full-text journal articles, technical reports, preprints, theses, books, and other documents, including selected Web pages that are deemed to be ‘scholarly. It comprises an estimated 160 million documents.
Academia.edu is a social-networking platform for academics to share research papers. You can upload your own work, and follow the updates of your peers. Founded in 2008, the network currently has 59 million users, and adding 20 million documents.
The ORCHID (Open Researcher and Contributor ID) is a nonproprietary alphanumeric code to uniquely identify scientific and other academic authors and contributors. It provides a persistent identity for humans, similar to content-related entities on digital networks that utilize digital object identifiers (DOIs). The organization offers an open and independent registry intended to be the de facto standard for contributor identification in research and academic publishing.
The Scopus Author Identifier assigns a unique number to groups of documents written by the same author via an algorithm that matches authorship based on a certain criteria. If a document cannot be confidently matched with an author identifier, it is grouped separately. In this case, you may see more than one entry for the same author.
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more on metrics in this iMS blog
My note: what about the quest for consensus? A former library director claimed as foremost goal to improve the work of the librarians – consensus. To the point, when I had to write the library director: consensus in this library means the codification of mediocrity.
A recent study published in Applied Psychology has now confirmed that a collaborative work environment can make top performers–the innovators and hard-workers–feel miserable and socially isolated.
The problem is that rather than seeing a top performer as a role models, mediocre employees tend to see them as threats, either to their own position in the company or to their own feelings of self-worth.
Rather than improving their own performance, mediocre employees socially isolate top performers, spread nasty rumors about them, and either sabotage, or attempt to steal credit for, the top performers’ work. As the study put it: “Cooperative contexts proved socially disadvantageous for high performers.”
This is not to say that teamwork is a bad thing, per se. Indeed, most complex projects require a team to successfully complete. For teams to be effective, though, they need leaders who can swiftly squelch any attempt to isolate or denigrate a top performer.
