Europe to lead human-centric Artificial Intelligence: we invite the industry, research institutes and public authorities to test ethics guidelines for trustworthy AI drafted by a group of experts.
Whether the NYC police angle is true or not (it’s being hotly disputed), Facebook and Google are thinking along lines that follow the whims of the Chinese Government.
SenseTime and Megvii won’t just be worth $5 Billion, they will be worth many times that in the future. This is because a facial recognition data-harvesting of everything is the future of consumerism and capitalism, and in some places, the central tenet of social order (think Asia).
China has already ‘won’ the trade-war, because its winning the race to innovation. America doesn’t regulate Amazon, Microsoft, Google or Facebook properly, that stunts innovation and ethics in technology where the West is now forced to copy China just to keep up.
Session 2: The Digital Age: The Impact and Future Possibilities Offered by Data and Technology
Thank you for registering to participate in the second Reimagining Minnesota State forum. The Forums have been designed to spark not only individual reflection but what we hope can serve as catalysts for discussions in a variety of venues. The Forum will be recorded and available for viewing on the Reimagining website.
Below are the directions whether you are attending in person or by live stream.
Catherine Haslag: Is there any research to show students retention in an online class vs a face-to-face course?
the challenge is not collecting, but integrating, using data.
silos = cylinder of excellence.
technology innovation around advising. iPASS resources.
adaptive learning systems – how students advance through the learning process.
games and simulations Bryan Mark Gill. voice recognition,
next 3 to 5 years AR. by 2023 40% with AR and VR
AI around the controversial. Chatbot and Voice assistants.
Unizin: 13 founding members to develop platform, Canvas, instructional services, data for predictive analytic, consistent data standard among institutions,
University innovation Alliance. Analytics as the linchpin for students’ success. graduation rates increase. racial gap graduation. Georgia State.
digital ethics. Mark Gill and Susana Nuccetelli. digital ethics: Susana Nuccetelli brought her students from the Philosophy Dept to Mark Gill’s SCSu Vizlab so we can discuss ethics and AI, last semester. jobrien@educause.edu
assistant vice president for student success and prevention Morgan State U
the importance of training in technology adoption
Dr. Peter Smith, Orkand Endowed Chair and Professor of Innovative Practices in Higher Education at University of Maryland University College
social disruption, national security issue,
Allan Taft Candadian researcher, 700 hours / year learning something. 14 h/w.
learners deserve recognition
free range learning.
how do we get a value on people from a different background? knowledge discrimination. we value it on where they learned it. then how you learned it and what you can do with it. talent and capacity not recognized.
we, the campus, don’t control the forces for a very first time. MIT undergrad curricula is free, what will happen. dynamics at work here. declining student numbers, legislation unhappy. technology had made college more expensive, not less. doing the right thing, leads to more disruption. local will be better, if done well. workplace can become a place for learning.
learning is a social activity. distance learning: being on the farthest raw of 300 Princeton lecture. there is a tool and there is people; has to have people at the heart.
what will work not only for MN, but for each of the campuses, the personalization.
staying still is death.
Panel discussion
what is the role of faculty in the vendor and discussions about technology. a heat map shows that IT people were testing the vendor web site most, faculty and student much less.
Many U.S. states are similar in population size and demographics to Finland, and education is largely run at the state level. In the economically depressed forest region of North Karelia — on the Russian border — where we spent much of our time, the unemployment rate is nearly 15 percent, compared with under 5 percent in America and our home state of New York. However, the U.S. child poverty rate is four times higher than Finland’s.
Delegations and universities from China and around the developing world are visiting Finland to learn how to improve their own school systems.Singapore has launched a series of Finnish-style school reforms.
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.
Digital Fluency: Preparing Learners for 21st Century Digital Citizenship Eighty-five percent of the jobs available in 2030 do not yet exist. How does higher education prepare our learners for careers that don’t yet exist? One opportunity is to provide our students with opportunities to grow their skills in creative problem solving, critical thinking, resiliency, novel thinking, social intelligence, and excellent communication skills. Instructional designers and faculty can leverage the framework of digital fluency to create opportunities for learners to practice and hone the skills that will prepare them to be 21st-century digital citizens. In this session, join a discussion about several fluencies that comprise the overarching framework for digital fluency and help to define some of your own.
Dr. Jennifer Sparrow, Senior Director for Teaching and Learning with Technology and Affiliate Assistant Professor of Learning, Design, and Technology at Penn State. The webinar will take place on Friday, November 9th at 11am EST/4pm UTC (login details below)
how DF is different from DLiteracy? enable students define how new knowledge can be created through technology. Not only read and write, but create poems, stories, if analogous w learning a language. slide 4 in https://www.slideshare.net/aidemoreto/vr-library
communication fluency. be able to choose the correct media. curiosity/failure fluency; creation fluency (makerspace: create without soldering, programming, 3Dprinting. PLA filament-corn-based plastic; Makers-in-residence)
immersive fluency: video 360, VR and AR. enable student to create new knowledge through environments beyond reality. Immersive Experiences Lab (IMEX). Design: physical vs virtual spaces.
Data fluency: b.book. how to create my own textbook
rubrics and sample projects to assess digital fluency.
What is Instructional Design 2.0 or 3.0? deep knowledge and understanding of faculty development. second, once faculty understands the new technology, how does this translate into rework of curriculum? third, the research piece; how to improve to be ready for the next cycle. a partnership between ID and faculty.
“Netnography” has been developed for online community researchers. It is “net” plus “ethnography,” which is based on the traditional ethnography and combines with the qualitative analysis for online interactive contents forms of virtual community members. The aim of doing netnographic research is to study the subculture, interactive process and characteristics of collective behaviors of online communities (Kozinets 2009). Follow the development of Internet technology, the web–based method is more convenient and cost–effect in data collection. Members in virtual groups create a large number of interactive texts, pictures, network expressions and other original information over time, which provides an extremely rich database to researchers. Moreover, from the data collection’s point of view, this online observation method will not interfere with the whole research process, which is better than questionnaires and quantitative modeling (Moisander and Valtonen 2006). Additionally, Kozinets (2009) also pointed that netnogrpahy emphasize on the research background, observers not only focus on the text during communications but also need to pay attention to the characteristics of language, history, meaning and communication types. Even parse fonts, symbols, images and photo data. These content of studies are significant in social communication, which is called “Cultural Artifact.” On the other hand, netnography is based on traditional ethnography as a methodology; therefore it inherits the research processes of ethnographic method. Kozients (2009) reinterpreted these procedures for netnography as Firstly, to determine the research target and understand its cultural characteristics; Secondly, to collect and analyze information; Thirdly, to ensure the credibility of interpretation; Fourthly, pay attention to research ethics; Lastly, to obtain respondents feedbacks. To make my research adapting to this guidelines, I make my research process as 1. To target on Plymouth Chinese overseas students and to explain the Chinese guanxi; 2. To collect and analyze data through the existing WeChat group created by Plymouth Chinese Students and Scholars Association (CSSA); 3. To confirm the identity of key influencers in this virtual group; 4. To get feedbacks from respondent as much as possible.
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.
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more on what makes “great leader” in this IMS blog
The EU’s code of conduct on countering illegal online hate speech was first presented in 2016 and initially had four major internet platforms that participated – Facebook, Microsoft, Twitter, and YouTube. Snapchat is the seventh major IT platform to join the EU’s non-binding ethics regulations to fight illegal online hate speech.