How Stress Affects Your Memory
more on stress in this IMS blog
more on stress in this IMS blog
How Schools Can Acknowledge Secondary Trauma:
Building a Culture of Awareness
Create Peer Groups
Trauma-Informed Schools: School leaders should take a school-wide approach. There is a growing movement around creating trauma-informed schools — schools that recognize and are prepared to support community members affected by trauma and traumatic stress. Such schools deeply integrate social-emotional learning into their teaching, culture and approach, understanding that the holistic health and wellbeing of their charges is essential for achieving academic success.
Resource for teachers and schools
more on mindfulness in this IMS blog
taking video with Vuze: considering different scenes:
discussion about the length of the video segment
contact SCSU faculty: https://www.stcloudstate.edu/cpcf/faculty-staff.aspx
email@example.com ,firstname.lastname@example.org email@example.com firstname.lastname@example.org email@example.com firstname.lastname@example.org email@example.com
n Finland, we heard none of the clichés common in U.S. education reform circles, like “rigor,” “standards-based accountability,” “data-driven instruction,” “teacher evaluation through value-added measurement” or getting children “college- and career-ready” starting in kindergarten.
Instead, Finnish educators and officials constantly stressed to us their missions of helping every child reach his or her full potential and supporting all children’s well-being. “School should be a child’s favorite place,” said Heikki Happonen, an education professor at the University of Eastern Finland and an authority on creating warm, child-centered learning environments.
How can the United States improve its schools? We can start by piloting and implementing these 12 global education best practices, many of which are working extremely well for Finland:
1) Emphasize well-being.
2) Upgrade testing and other assessments.
3) Invest resources fairly.
4) Boost learning through physical activity.
5) Change the focus. Create an emotional atmosphere and physical environment of warmth, comfort and safety so that children are happy and eager to come to school. Teach not just basic skills, but also arts, crafts, music, civics, ethics, home economics and life skills.
6) Make homework efficient. Reduce the homework load in elementary and middle schools to no more than 30 minutes per night, and make it responsibility-based rather than stress-based.
7) Trust educators and children. Give them professional respect, creative freedom and autonomy, including the ability to experiment, take manageable risks and fail in the pursuit of success.
8) Shorten the school day. Deliver lessons through more efficient teaching and scheduling, as Finland does. Simplify curriculum standards to a framework that can fit into a single book, and leave detailed implementation to local districts.
9) Institute universal after-school programs.
10) Improve, expand and destigmatize vocational and technical education. Encourage more students to attend schools in which they can acquire valuable career/trade skills.
11) Launch preventive special-education interventions early and aggressively.
12) Revamp teacher training toward a medical and military model. Shift to treating the teaching profession as a critical national security function requiring government-funded, graduate-level training in research and collaborative clinical practice, as Finland does.
more on Finland Phenomenon in this IMS blog
these are suggestions from Google Groups with doctoral cohorts 6, 7, 8, 9 from the Ed leadership program
How to find a book from InterLibrary Loan: find book ILL
Citing someone else’s citation?:
Originality: Does the paper contain new and significant information adequate to justify publication?
Relationship to Literature: Does the paper demonstrate an adequate understanding of the relevant literature in the field and cite an appropriate range of literature sources? Is any significant work ignored?
Methodology: Is the paper’s argument built on an appropriate base of theory, concepts, or other ideas? Has the research or equivalent intellectual work on which the paper is based been well designed? Are the methods employed appropriate?
Results: Are results presented clearly and analyzed appropriately? Do the conclusions adequately tie together the other elements of the paper?
Implications for research, practice and/or society: Does the paper identify clearly any implications for research, practice and/or society? Does the paper bridge the gap between theory and practice? How can the research be used in practice (economic and commercial impact), in teaching, to influence public policy, in research (contributing to the body of knowledge)? What is the impact upon society (influencing public attitudes, affecting quality of life)? Are these implications consistent with the findings and conclusions of the paper?
Quality of Communication: Does the paper clearly express its case, measured against the technical language of the field and the expected knowledge of the journal’s readership? Has attention been paid to the clarity of expression and readability, such as sentence structure, jargon use, acronyms, etc.
Stanton, K. V., & Liew, C. L. (2011). Open Access Theses in Institutional Repositories: An Exploratory Study of the Perceptions of Doctoral Students. Information Research: An International Electronic Journal, 16(4),
We examine doctoral students’ awareness of and attitudes to open access forms of publication. Levels of awareness of open access and the concept of institutional repositories, publishing behaviour and perceptions of benefits and risks of open access publishing were explored. Method: Qualitative and quantitative data were collected through interviews with eight doctoral students enrolled in a range of disciplines in a New Zealand university and a self-completion Web survey of 251 students. Analysis: Interview data were analysed thematically, then evaluated against a theoretical framework. The interview data were then used to inform the design of the survey tool. Survey responses were analysed as a single set, then by disciple using SurveyMonkey’s online toolkit and Excel. Results: While awareness of open access and repository archiving is still low, the majority of interview and survey respondents were found to be supportive of the concept of open access. The perceived benefits of enhanced exposure and potential for sharing outweigh the perceived risks. The majority of respondents were supportive of an existing mandatory thesis submission policy. Conclusions: Low levels of awareness of the university repository remains an issue, and could be addressed by further investigating the effectiveness of different communication channels for promotion.
the researchers use the qualitative approach: by interviewing participants and analyzing their responses thematically, they build the survey.
Then then administer the survey (the quantitative approach)
How do you intend to use a mixed method? Please share
statement of the problem
digital object identifier, or DOI
digital object identifier (DOI) is a unique alphanumeric string assigned by a registration agency (the International DOI Foundation) to identify content and provide a persistent link to its location on the Internet. The publisher assigns a DOI when your article is published and made available electronically.
Why do we need it?
2010 Changes to APA for Electronic Materials Digital object identifier (DOI). DOI available. If a DOI is available you no longer include a URL. Example: Author, A. A. (date). Title of article. Title of Journal, volume(number), page numbers. doi: xx.xxxxxxx
Mendeley (vs Zotero and/or RefWorks)
Online Writing Tools: FourOnlineToolsforwriting
social media and altmetrics
2. What is Constant Comparative Method?
While it may take time to do this reflection, it can have many important benefits: 1) research shows that reflecting on experiences creates an environment in which insights and creativity can flourish; 2) taking a moment to consider the positive experiences (and to learn from the challenging ones) generates positive emotions which can benefit everyone during highly stressful moments in the semester; and 3) your experiences in narrative form provide insights to the committee beyond what is possible through surveys. This helps us to tailor the program in the future.
Here are a few questions/topics you should consider in your reflection:
I was not able to collaborate last year, but this year it has been perfect match with my ID2ID buddy Aura Lippincott. It is just marvelous to work with same-minded and driven person
We are well underway with one of our two projects – the VRrelax one the project each of us is teaming up with faculty and staff from our universities. We plan to roll out the test at the end of this month (October), do the research in November and compare notes and results in December. The project aims to establish if VR delivered by Oculus Go may have positive impact on stress reduction for students.
Our second project, the Open Learning one is also gathering speed; we intend to have a research topic determined by the end of the month, while we are gathering resources at the time being.
Each of us is in a daily contact with faculty and staff, searching for the right people to build a team. By mid September, we were able to start forming the research questions with the team and establish responsibilities and deadlines. We keep track of the progress via Google Docs: https://docs.google.com/document/d/1kOgqC7vUaBtOEDaB6ZF-ayEyVw2yBmB0fHXWrrcFkB4/edit and https://docs.google.com/document/d/1huFe1bPE08ha9acDLTsDkCz0blaxQ2bKKSxg97woGIY/edit
I have difficulty to pinpoint obstacles, because with a determined ID2ID partner and team members, all obstacles start to seem minuscules. We had discussions about the video content of the VR session, or the frequency of the testing and some of these issues is impossible to reconcile for two teams on different campuses, but again, they do not seem crucial when the team is driven by conviction to finish the research
In regard of the ELI Key issues
I see our work falling neatly under: digital and information literacy. The work through ID2ID seems as a intake of fresh air, since digital and information literacy is not considered in the stagnant 90-ish interpretation, as myopically imposed in the library where i work. Our project aims to assert digital literacy as understood by Educause.
To some degree, our work also falls under the ELI issue of “learning space design.” While we advocate for virtual learning spaces, as well as under the ELI issue “academic transformation and faculty development.” Both XR and open learning are ambitious trends, which inadvertently can meet resistance with their novelty and lack of track in former traditional methods of teaching and learning.
September 18, 201812:06 PM ET MARA GORDON
It turns out, nobody really knows. The first study, a systematic review, summarizes the research to date on physician burnout. Study authors found that researchers do not use a consistent definition of burnout, and estimates of how common it is vary widely.
The second study followed doctors-in-training over six years and tracked how they felt about their work. They found that women and doctors in certain high-stress specialties were more likely to experience symptoms of burnout, like emotional exhaustion and regret about career choice.
Dr. Katherine Gold, coauthor of an editorial accompanying the JAMA studies. She says that the main questionnaire used to measure burnout wasn’t even designed for doctors. She says it’s intended for professionals like social workers and therapists, who have to cope with trauma their patients experience. My note: this is the merit of Kelsey Milne’s dissertation with SCSU EDAD program: how do we measure may be the key to the right assessment.
Burnout definition: How you define burnout is all over the map. Any time you have a diagnosis that might apply to 85 percent of the population, you wonder how useful that is. But burnout is much less stigmatized than depression. People are just more willing to say they’re burned out.People have resonated with the feeling that something isn’t right, and something is making our work really difficult. We’ve latched on to this as the word we’re going to use.
There’s talk about the solutions all being personal. The physician should be more resilient. The physician should do yoga. The physician should practice mindfulness. I think the stress that people are feeling is much more about external demands, like the electronic medical record and paperwork.
I know I feel frustrated when I get emails telling me that there’s lunchtime yoga, which of course I can’t make it to because I have too many patient charts to complete. My Note: this is part of Kelsey’s findings for educators also.
more on meditation in this IMS blog
The newest students are transforming the way schools serve and educate them, including sending presidents and deans to Instagram and Twitter.
By Laura Pappano
A generation that rarely reads books or emails, breathes through social media, feels isolated and stressed but is crazy driven and wants to solve the world’s problems (not just volunteer) is now on campus. Born from 1995 to 2012, its members are the most ethnically diverse generation in history, said Jean M. Twenge, psychology professor at San Diego State University.
Campuses also have been slow to recognize that this age group is not millennials, version 2.0.
“IGen has a different flavor,” said Dr. Twenge of San Diego State University and author of “iGen: Why Today’s Super-Connected Kids Are Growing Up Less Rebellious, More Tolerant, Less Happy — and Completely Unprepared for Adulthood — and What That Means for the Rest of Us.”
Getting student attention and keeping it matters to administrators trying to build excitement for campus events, but also in prodding students about housing contracts and honor codes.
Being social on social media attracts students who might tune out official communication. Mr. Babineaux said he and his friends noted when college posts sounded “goofy” or “like your grandfather trying to say swag.”
Scott Gregory MARCH 30, 2018
Researchers have studied managerial derailment — or the dark side of leadership — for many years. The key derailment characteristics of bad managers are well documented and fall into three broad behavioral categories: (1) “moving away behaviors,” which create distance from others through hyper-emotionality, diminished communication, and skepticism that erodes trust; (2) “moving against behaviors,” which overpower and manipulate people while aggrandizing the self; and (3) “moving toward behaviors,” which include being ingratiating, overly conforming, and reluctant to take chances or stand up for one’s team. The popular media is full of examples of bad leaders in government, academia, and business with these characteristics.
Absentee leadership rarely comes up in today’s leadership or business literature, but research shows that it is the most common form of incompetent leadership.
Absentee leaders are people in leadership roles who are psychologically absent from them. They were promoted into management, and enjoy the privileges and rewards of a leadership role, but avoid meaningful involvement with their teams. Absentee leadership resembles the concept of rent-seeking in economics — taking value out of an organization without putting value in. As such, they represent a special case of laissez-faire leadership, but one that is distinguished by its destructiveness.
Having a boss who lets you do as you please may sound ideal, especially if you are being bullied and micromanaged by your current boss. However, a 2015 survey of 1,000 working adults showed that eight of the top nine complaints about leaders concerned behaviors that were absent; employees were most concerned about what their bosses didn’t do.
Research shows that being ignored by one’s boss is more alienating than being treated poorly. The impact of absentee leadership on job satisfaction outlasts the impact of both constructive and overtly destructive forms of leadership. Constructive leadership immediately improves job satisfaction, but the effects dwindle quickly. Destructive leadership immediately degrades job satisfaction, but the effects dissipate after about six months. In contrast, the impact of absentee leadership takes longer to appear, but it degrades subordinates’ job satisfaction for at least two years. It also is related to a number of other negative outcomes for employees, like role ambiguity, health complaints, and increased bullying from team members. Absentee leadership creates employee stress, which can lead to poor employee health outcomes and talent drain, which then impact an organization’s bottom line.
Because absentee leaders don’t actively make trouble, their negative impact on organizations can be difficult to detect, and when it is detected, it often is considered a low-priority problem. Thus, absentee leaders are often silent organization killers. Left unchecked, absentee leaders clog an organization’s succession arteries, blocking potentially more effective people from moving into important roles while adding little to productivity. Absentee leaders rarely engage in unforgivable bouts of bad behavior, and are rarely the subject of ethics investigations resulting from employee hotline calls. As a result, their negative effect on organizations accumulates over time, largely unchecked.
Constructive leadership creates high engagement and productivity, while destructive leadership kills engagement and productivity.
more on what makes “great leader” in this IMS blog
SEL social emotional learning
In his book, “Experience on Demand,” Jeremy Bailenson, the founding director of Stanford University’s Virtual Human Interaction Lab, writes, “No medium, of course can fully capture the subjective experience of another person, but by richly evoking a real-seeming, first-person experience, virtual reality does seem to promise to offer new, empathy-enhancing qualities.” Bailenson contrasts experiencing virtual reality with reading news accounts and watching documentaries. Those latter activities, he writes, require “a lot of imaginative work,” whereas virtual reality can “convey the feeling” of, say, a refugee camp’s environment, and the “smallness of the living quarters, the size of the camp.”
Caldwell—who used Google Expeditions to deliver a virtual reality experience set in the Holocaust—says that when his students first put on the goggles, they viewed them as a novelty. But within a minute or two, the students became quiet, absorbed in what they were seeing; they realized the “reality of the horror of what was in front of them.” Questions ensued.
Ron Berger, the Chief Academic Officer of EL Education, points to another factor schools should consider. He thinks virtual reality can be a powerful way to introduce kids to situations that require empathy or adopting different perspectives. However, he thinks no one tool or experience will bring results unless it is “nested in a broader framework of a vision and goals and relationships.”
Berger says virtual reality experiences have to be accompanied by work beforehand and follow-up afterwards. Kids, he says, need to be reflective and think critically.
immersion experiences like virtual reality should be “embedded in positive” adult and peer relationships. He adds that ideally, there’s also a resulting action where kids do something productive with the information they’ve learned, to help their own growth and to help others. He mentions an example where students interviewed local immigrants and refugees, then wrote the stories they heard. They published the stories in a book, and the profits went to legal fees for local refugees.
saving virtual reality for “very special experiences,” keeping it “relatively short” and not getting students dizzy or disoriented. A report Bailenson co-authored for Common Sense Media highlights the research that has—and has not—explored the effects of virtual reality on children. It states that the “potentially negative outcomes of VR include impacts on children’s sensory systems and vision, aggression, and unhealthy amounts of escapism and distraction from the physical world.”
four specific insights:
• Malleability: Genes are not destiny. Our developing brains are largely shaped by our environments and relationships—a process that continues into adulthood.
• Context: Family, relationships, and lived experiences shape the physiological structure of our brains over time. Healthy amounts of challenge and adversity promote growth, but toxic stress takes a toll on the connections between the hemispheres of our brain.
• Continuum: While we’ve become familiar with the exponential development of the brain for young children, it continues throughout life. The explosion of brain growth into adolescence and early adulthood, in particular, requires putting serious work into much more intentional approaches to supporting that development than is common today.
more on VR and empathy in this IMS blog
more on SEL social emotional learning
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