Saturday, July 31, 2021

Weekly Sporto bookmarks (weekly)

Posted from Diigo. The rest of my favorite links are here.

Posted by at No comments:

Saturday, July 24, 2021

Weekly Sporto bookmarks (weekly)

  • https://www.rnz.co.nz/national/programmes/sunday/audio/2018803483/online-learning-and-cheating-means-re-evaluating-testing

    • technological environment means cheating is a more complex question than it once was
    • In normal study we're asking students to collaborate together and learn together, because we know that social learning is really important for building up knowledge and sharing knowledge... so we're actually asking students to do this all the time, and then we get to an exam environment and we're asking for individual knowledge."
    • rethink the entire area of online examinations, academic integrity and [how] academic misconduct is communicated to students."

Posted from Diigo. The rest of my favorite links are here.

Posted by at No comments:

Saturday, July 17, 2021

Weekly Sporto bookmarks (weekly)

Posted from Diigo. The rest of my favorite links are here.

Posted by at No comments:

Saturday, July 10, 2021

Weekly Sporto bookmarks (weekly)

Posted from Diigo. The rest of my favorite links are here.

Posted by at No comments:

Saturday, July 3, 2021

Weekly Sporto bookmarks (weekly)

  • Student Perception of Stress in Online and Face-to-Face Learning: The Exploration of Stress Determin

    tags: online learning face-to-face

  • Badges Need Rigor! (Or do they really?) - IBM Training and Skills Blog

    tags: digital badges openbadges IBM skills training badges

    • The debate about Open Badges has shifted from their use as a signal of achievement to a dialog about rigor and the qualifications to earn a badge

    • We wanted to make sure we protected the IBM brand, provided valuable, trusted credentials with real business value, and we wanted earners to share them frequently to improve their reputation. If they don’t have value, why bother claiming them? We developed standards, badge classifications and governance to guide our program and created process that would scale across the complex, vast world of IBM activities.

       

      But, even with stringent processes, definitions and governance in place, I am frequently asked about rigor. “How much rigor is involved in this badge?” It’s the wrong question, because Open Badges were not designed to be relegated to activities with an arbitrary definition of rigor; they were designed to do much, much more.

    • But badges are not exams – badges are not even activities. Open Badges are digital representations of information.
    • Badges are about connecting people to opportunity.
    • Open Badges can — no, must – be leveraged to capture passions and interests, as well as achievements
    • Badges = Information you don’t even know you need
    • Open Badges should also capture information about abilities which fall outside traditional assessment, and many of these abilities have real business value
    • Speaking of the future, who will raise their hands to tell us which skills will be needed in the next workforce? A new study finds 85% of jobs that will exist in 2030 haven’t been invented yet. And if the World Economic Forum is correct, the skills for the future look very different from the skills today, and they are changing in front of our eyes
    • As Open Badges have increased in adoption, the number of issuers and badges issued has risen dramatically. While some have expressed concern there are now too many badge issuers and too many badges, Serge Ravet, president of the Open Recognition Alliance, said he believes the opposite is true. Badges, he says, develop trust. Because they are transparent and provide information about the activity, a person viewing a badge can instantly determine the value, unlike resumes which frequently contain falsehoods.  “If badges develop trust, how much trust is too much?” Ravet asks
    • With badges, you should be able to identify and isolate the badges that matter to you — without having to sift through badges that may be valuable to someone else.
    • We must make it easy to identify and distinguish badges for soft skills or self-identified passions from rigorous activities, like certification exams.
    • we must find better ways to differentiate and classify badges.

  • The three biggest (perceived) problems with Open Badges | Open Thinkering

    tags: digital badges openbadges belshaw

    • the same ‘big three’ issues came up as potential concerns.
      • Value
        •  
      • Motivation
        •  
      • Quality
    • there are no gatekeepers
    • The recognition that the badge consumer
    • The ‘rigour’ of the criteria
    • Value is an emergent property of systems. I could write much, much more on this, including discussions of fiat currencies and things that are used in place of currency for trusted exchanges.
    • a result of poor learning design
    • If badges are aspirational, if they recognise things that the learner feels proud of, and if they are part of a non-linear pathway, then I don’t think there’s a problem.
    • The OBI is a method for issuing, exchanging, and displaying metadata-infused credentials
    • To be clear, my first issue is with the way “high quality” is often equated with the traditional process and that process only.
    • It takes a leap of faith to apply Open Badges to your core business
    • Badges are a ‘trojan horse’ technology. They get people talking about things that usually remain latent within their organisation. Badges are also something into which people project their hopes, fears, and dreams

Posted from Diigo. The rest of my favorite links are here.

Posted by at No comments:
Subscribe to: Posts (Atom)