Archive for October, 2011
An interdisciplinary method for the empirical investigation of the interaction of human beings with each other and with objects in their environment. It investigates human activities, such as talk, non-verbal interaction, and the use of artefacts and technologies, identifying routine practice and problems and the resources for their solution.
At the core of Interaction Analysis is this, “Knowledge and and action are fundamentally social in origin, organization, and use and are situation in particular social and material ecologies. Thus, expert knowledge and practice are seen not so much as located in the heads of individuals but as situated in the interactions among members of a community engaged with the material world.” Additionally, the authors situate learning as evidenced by the social interactions of the actors within a network. “Interaction Analytic studies see learning as distributed, ongoing social processes, in which evidence that learning is occurring or has occurred must be found in the ways in which people collaboratively do learning and do recognize learning as having occurred(p. 41).”
Jordan, B., & Henderson, A. (1995). Interaction analysis: Foundations and practice. Journal of the Learning Sciences, 4(1), 39–103.
Interaction analysis: foundations and practice
The author collected and analyzed 13 recent lists of characteristics of “effective” professional development and came to three conclusions. First, little agreement is apparent among researchers or practitioners on criteria for effectiveness. He urges going beyond evidence based on teacher self-reports to focus instead on the end goal of student achievement. Second, statements about effective development programs generally include “yes, but” qualifiers, frustrating policymakers and practitioners seeking simple answers. Yet, he agrees, the complexity of real-world context makes one-size-fits-all statements impossible. Finally, he says, while the promise of research-based decision making on professional development remains unfulfilled, it does not need to remain so. He urges identifying the strategies of effective teachers in each school and sharing them with colleagues as a basis for highly effective professional development in that context.
According to Guskey(2003), there is no explicit formula for generating effective professional development. There are a number of factors, such as differences in communities, cultures, socio-economic status, teacher turnover, and student turnover, that affect the whether or not a program will be successful. Due to these powerful contextual influences, broad-brush policies and guidelines for best practice may never be appropriate or accurate (Guskey, 2003).
Guskey, T. R. (2003). Analyzing lists of the characteristics of effective professional development to promote visionary leadership. NASSP Bulletin, 87(637), 4
I came across an interesting talk by Dr. Marsha Lovett’s of CMU Eberly Center for Teaching Excellence on how we can derive principles for creating learning materials( esp. OER) based on the research on Learning Sciences. She discussed three key principles:
- Learning is skills specific. – Students learn the skills they practice and only those they practice
- New knowledge is acquired through the lens of prior knowledge – Students see things differently from the way we do( What we intuitively feel will foster learning may not even be understood by students).
- Learners refine their knowledge and skill with timely feedback and subsequent opportunities to practice – feedback and opportunities for additional practice is important part of learning process.
The entire video of this presentation is available at mms://wms.andrew.cmu.edu/001/OLI/OLI_2008_s1.wmv
“Learning results from what the student does and thinks, and only from what the student does and thinks. The teacher can advance learning only by influencing what the student does to learn.” Prof. Simon of CMU.