Online and Blended Teaching Readiness Assessment (OBTRA)

Development of the Online and Blended Teaching Readiness Assessment (OBTRA)

https://www.frontiersin.org/articles/10.3389/feduc.2021.673594/full

Readiness for teaching online has been defined as the qualities or predispositions of an instructor that exemplify teaching high-quality online courses (Palloff and Pratt, 2011). Mental and physical preparedness (Cutri and Mena, 2020), a willingness to create active, collaborative learning environments that foster a sense community (Palloff and Pratt, 2011), and acceptance of online teaching (Gibson et al., 2008) also demonstrate readiness for the online teaching and learning modality. An inability or unwillingness to adopt student-focused approaches and the perception that online courses provide low quality learning environments (Gibson et al., 2008) and are not worthwhile (Allen and Seaman, 2015) can be important barriers to the successful transition to teaching online.

Upskilling: The Next Revolution in Higher Education

Upskilling: The Next Revolution in Higher Education

In a business context, upskilling refers to how we teach employees new skills. When we talk about upskilling at All Campus, we’re thinking about the bigger picture. On a large scale, upskilling refers to students and employees putting heightened emphasis on rapid career and practical skill development.

Just as online learning made it possible to go to school from anywhere, the growing market for graduate, non-credit and professional certificate programs will push flexibility even further.

For students, shorter non-credit courses and certificate programs provide more opportunities to develop skills and advance their knowledge in smaller blocks of time and lower cost.

According to Strada Education, 65% of the U.S. workforce does not have a four-year degree and, as more people question the value of degree programs in general, micro-credentials and other alternative education options are bound to generate long-term momentum.

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more on upskilling in this blog
https://blog.stcloudstate.edu/ims?s=upskilling

e-learning develop remote workers

https://u2b.com/2021/10/15/how-e-learning-can-create-better-remote-workers/

As soon as the coronavirus was declared a pandemic early last year, 88% of multinational organisations began encouraging remote working. By summer 2020, 83% of businesses surveyed said they will continue to offer remote-work options long after the world returns to complete normalcy.

Additionally, Gallup research conducted before the COVID-19 pandemic, indicated that employees are optimally engaged when they remote work 60% to 80% of the time. That’s three or four days in a workweek.

microlearning – brief training modules – increases information retention by up to 20%. Whether through videos or short quizzes, implementing microlearning can be beneficial without being time-consuming, allowing remote workers to get back to their tasks as soon as they’re done.

Offering e-learning videos

ncorporating elements of entertainment

Keeping e-learning content consistent

Providing content across devices

Gamification as Design Thinking

Hung, A. C. Y. (2018). Gamification as Design Thinking. International Journal of Teaching and Learning in Higher Education, 30(3), 1812–9129.
https://hyp.is/go?url=https%3A%2F%2Fdocs.google.com%2Fdocument%2Fd%2F1k79afSI7WEvAnJGgy5ANs8Xw_wfJ8XWEuk9ri6exIVQ%2Fedit&group=9ypxjpYK
By reflecting-in-action,  the practitioner is able to gain metacognitive awareness  and perceive his/her intuitions and biases, test  hypotheses, and take on new perspectives. The  approach of having students learn by designing their  own games combines design thinking and game-based  learning (Kafai, 1995, 2006; Li, Lemieuz,  Vandermeiden, & Nathoo, 2013). Design thinking also  supports new forms of literacies brought on by new  media technologies as well as game-based learning.

It is likely that the effects of gamification cannot  easily be measured satisfactorily through surveys of  motivation, engagement, attendance, or grades because  there are too many variables that could affect how students  respond. Critics of gamification argue that it over

simplifies complex problems (Bogost, 2015; Robertson,  2010). However, both gamification and design thinking  are approaches to problem-solving. With design thinking,  gamification may be used in more meaningful ways  because design thinking offers a different lens through  which to conceptualize the problem.

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