Experience and Educationis the best concise statement on education ever published by John Dewey, the man acknowledged to be the pre-eminent educational theorist of the twentieth century. Written more than two decades after Democracy and Education(Dewey's most comprehensive statement of his position in educational philosophy), this book demonstrates how Dewey reformulated his ideas as a result of his intervening experience with the progressive schools and in the light of the criticisms his theories had received. Analysing both "traditional" and "progressive" education, Dr. Dewey here insists that neither the old nor the new education is adequate and that each is miseducative because neither of them applies the principles of a carefully developed philosophy of experience. Many pages of this volume illustrate Dr. Dewey's ideas for a philosophy of experience and its relation to education. He particularly urges that all teachers and educators looking for a new movement in education should think in terms of the deeped and larger issues of education rather than in terms of some divisive "ism" about education, even such an "ism" as "progressivism." His philosophy, here expressed in its most essential, most readable form, predicates an American educational system that respects all sources of experience, on that offers a true learning situation that is both historical and social, both orderly and dynamic.

经验与教育 = Experience and education

Attention to the beliefs of teachers and teacher candidates should be a focus of educational research and can inform educational practice in ways that prevailing research agendas have not and cannot. The difficulty in studying teachers’ beliefs has been caused by definitional problems, poor conceptualizations, and differing understandings of beliefs and belief structures. This article examines the meaning prominent researchers give to beliefs and how this meaning differs from that of knowledge, provides a definition of belief consistent with the best work in this area, explores the nature of belief structures as outlined by key researchers, and offers a synthesis of findings about the nature of beliefs. The article argues that teachers’ beliefs can and should become an important focus of educational inquiry but that this will require clear conceptualizations, careful examination of key assumptions, consistent understandings and adherence to precise meanings, and proper assessment and investigation of spec...

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Teachers’ Beliefs and Educational Research: Cleaning Up a Messy Construct:

Preface Chapter 1 The challenge Chapter 2 The nature of the evidence: A synthesis of meta-analyses Chapter 3 The argument: Visible teaching and visible learning Chapter 4: The contributions from the student Chapter 5 The contributions from the home Chapter 6 The contributions from the school Chapter 7 The contributions from the teacher Chapter 8 The contributions from the curricula Chapter 9 The contributions from teaching approaches - I Chapter 10 The contributions from teaching approaches - II Chapter 11: Bringing it all together Appendix A: The 800 meta-analyses Appendix B: The meta-analyses by rank order References

Visible Learning: A Synthesis of Over 800 Meta-Analyses Relating to Achievement

This article is a review of the literature on classroom formative assessment. Several studies show firm evidence that innovations designed to strengthen the frequent feedback that students receive about their learning yield substantial learning gains. The perceptions of students and their role in self‐assessment are considered alongside analysis of the strategies used by teachers and the formative strategies incorporated in such systemic approaches as mastery learning. There follows a more detailed and theoretical analysis of the nature of feedback, which provides a basis for a discussion of the development of theoretical models for formative assessment and of the prospects for the improvement of practice.

Assessment and Classroom Learning

generalize create, solve unseen problems, extrapolate to unknown domains 22831.indb 124 6/15/11 2:11 PM Designing intended learning outcomes 125 • the verb at the appropriate level of understanding or of performance intended; • the topic content the verb is meant to address, the object of the verb in other words; • the context of the content discipline in which the verb is to be deployed. The ILOs for the course The Nature of Teaching and Learning illustrate these points: 1 Explain why a particular course topic is important to teaching. 2 Apply a course topic to your own teaching. 3 Refl ect on your teaching in terms of a working theory you have gained from the course. 4 Evaluate a situation that has gone wrong and apply a solution. The fi rst refers to declarative knowledge: the students have to reach a level of understanding that requires them to explain something, not just describe or list it: the latter only display multistructural levels of understanding, but explaining requires students to be able to relate the topic to the context of teaching and is at a relational level of understanding. The second is a functioning knowledge example also at the relational level as it requires a level of understanding that enables the student to apply the topic to teaching. The other two are also about functioning knowledge and should be at the relational to extended abstract level of understanding, depending on the originality of the student’s response. The content in (3) is the student’s own working theory and the context the student’s own teaching, and in (4), the content is the theory used in evaluating and the context the problematic situation in teaching. As a note on the number of ILOs per course, we stated earlier that there should be no more fi ve or six ILOs for any course, even though there may be up to ten topics that need addressing. The answer is to write integrating ILOs that address several topics, or, as in ILOs (1) and (2) above, the ILO allows the student to select just one topic for demonstrating ability to achieve the ILO. Another thing to watch out for are redundant ILOs, such as ‘Describe and explain . . .’. ‘Describe’ is redundant because if the student can explain the topic, he or she can certainly describe it. The other matter one should keep in mind at this stage is that desirable but unintended outcomes, or outcomes unforeseen by the teacher, may emerge. This is the nature of extended abstract responses by the student, and they will be accounted for in the normal assessment, but others may simply be things that the student sees as important and relevant learning. This matter becomes a practical issue during assessment, and we address it in Chapter 10. You should now be in a position to design and write your own ILOs for a course you are teaching (Task 7.1). 22831.indb 125 6/15/11 2:11 PM 126 Designing constructively aligned outcomes-based teaching and learning Task 7.1 Writing course ILOs Take a course that you are teaching. Consider the course aim and write the course ILOs by identifying: a the kind of knowledge to be learned (declarative or functioning). b the content or topic to be learned. c the level of understanding or performance to be achieved. d any particular context in which the outcome verb is to be enacted. The following grid may be a useful framework to help you think. Kind of knowledge Level of Content topic Context Declar/function understanding (outcome verb) ______________________________________________________________ ______________________________________________________________ ______________________________________________________________ ______________________________________________________________ ______________________________________________________________ ______________________________________________________________ Now go across the rows and write out the course ILOs by stating the intended level of understanding or performance (outcome verb), topic and the context in which the verb is to be enacted. There is no need to include the kind of knowledge in the ILO as that is defi ned by the verb(s) you use. To recap an example of a course ILO from our course The Nature of Teaching and Learning : Students should be able to: Refl ect (level of understanding and performance) on your teaching (context) in terms of a working theory you have gained from the course (content). Now write your course ILOs. Students should be able to: ILO1: _______________________________________________________ ILO2: _______________________________________________________ ILO3: _______________________________________________________ 22831.indb 126 6/15/11 2:11 PM Designing intended learning outcomes 127 Aligning ILOs at three levels: curriculum mapping Now that we have written the course ILOs, we have the task of checking to see that the three levels of intended outcomes, graduate, programme and course, are aligned. We can achieve this by curriculum mapping (Huet et al. 2009), which is a systematic means of ensuring alignment between programme ILOs and graduate outcomes, and course ILOs and programme ILOs. Graduate outcomes and programme ILOs Table 7.4 shows a simply way of checking the alignment between graduate outcomes and programme ILOs. The table is a device to ensure that the match between programme ILOs and graduate outcomes has at least been considered. Programme ILOs should not be forced to match graduate outcomes that don’t belong in the programme. Because of the different natures of different disciplines or professions, different programmes may have different emphases in addressing the graduate outcomes. It is not necessary that every programme should address all graduate outcomes to the same extent because some may not be relevant to the programme. Programme ILOs are simply the reasons that the programme is being taught, which is a matter of professional and academic judgment. However, university policy will prevail on this. Task 7.2 parallels Table 7.4: it asks you to align programme ILOs with the graduate outcomes of your university, if it has any. If the programme ILOs ILO4: _______________________________________________________ ILO5:_______________________________________________________ ILO6:_______________________________________________________ Review the ILOs to see whether: a the kind of knowledge, content and level of understanding or performance are relevant to achieve the course aim. b they cover all the main reasons for teaching the course. c they are clearly written, especially in identifying the level of understanding or performance to be achieved by the students, and the context (if appropriate). d the number is manageable for designing aligned teaching/learning activities and assessment tasks. How does this new set of course ILOs compare to your existing course ‘objectives’? Does the existing set need to be rewritten? 22831.indb 127 6/15/11 2:11 PM 128 Designing constructively aligned outcomes-based teaching and learning haven’t yet been articulated, discuss them with the programme coordinator and derive a set, then match them with the graduate outcomes. This should give you a clearer idea of how graduate outcomes can suitably be addressed in your teaching. How does your attempt gel with your university’s policy on this? Gelade and Fursenko (2007) also describe a tool for systematically mapping courses and programmes for graduate outcomes. Task 7.2 Aligning programme ILOs with graduate outcomes 1 Take a programme in which you are teaching and either list the programme ILOs if they are already articulated or, if they are not, sit down with the programme coordinator or programme committee chairperson and fi rst write the aims of the programme and a list of programme ILOs that meet those aims. 2 What are the graduate outcomes of your university? List them in the left-hand column in the grid below. 3 In the right-hand column list the programme ILOs that would address the graduate outcomes. Are all graduate outcomes addressed somewhere? Which are not? Does it matter?’ Graduate outcomes Programme ILO 1 2 etc. Table 7.4 An example of aligning programme ILOs with graduate outcomes Graduate outcomes Programme ILO Competent in professional Analyse and apply principles to real-life practice accounting situations Communicate effectively Communicate as a professional with clients and colleagues in real-life accounting situations Teamwork Operate effectively and ethically as a team member in real-life accounting situations Ethical professional As above 22831.indb 128 6/15/11 2:11 PM Designing intended learning outcomes 129 Programme ILOs and course ILOs The next level of alignment is between the programme and the course ILOs. As each programme is served by its constituent courses, it is important that, when aligning course ILOs to the programme ILOs, the course ILOs in total address all aspects of the programme ILOs. Often a programme ILO will be addressed by several courses, from different and increasingly more complex angles. You may attempt this in Task 7.3. Task 7.3 Aligning course ILOs with programme ILOs For individual teachers 1 List the programme ILOs of the programme. 2 List the course ILOs of the courses that you are teaching in a given programme. 3 Consider what programme ILO(s) each of the course ILOs addresses in the following table. Programme ILOs Course 1 ILOs Course 2 ILOs Course 3 ILOs

Teaching For Quality Learning At University

This article describes a model of teacher change originally presented nearly two decades ago (Guskey, 1986) that began my long and warm friendship with Michael Huberman. The model portrays the temporal sequence of events from professional development experiences to enduring change in teachers' attitudes and perceptions. Research evidence supporting the model is summarized and the conditions under which change might be facilitated are described. The development and presentation of this model initiated a series of professional collaborations between Michael and myself, and led to the development of our co-edited book, Professional Development in Education: new paradigms and practices (Guskey & Huberman, 1995), which was named 'Book of the Year' by the National Staff Development Council in 1996.

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Professional Development and Teacher Change

This article presents a model that describes the process of teacher change, particularly through staff development programs. The model suggests a temporal sequence of events that is hypothesized to typify the process front staff development to enduring change in teachers’ perceptions and attitudes. Research evidence supporting the model is summarized and the conditions under which change might be facilitated are described. Several principles for enhancing the change process to improve staff development efforts are also outlined.

Staff Development and the Process of Teacher Change

Teacher efficacy, self-concept, and attitudes toward the implementation of instructional innovation☆

This study examined the structure of a construct generally labeled teacher efficacy. A sample of 342 prospective and experienced teachers was administered an efficacy questionnaire adapted from the research of Gibson and Dembo (1984). Factor analytic procedures with varimax rotation were used to generate a two-factor solution that accounted for 32 % of the variance in scale scores. Contrary to previous research, these factors corresponded not to a personal versus teaching efficacy distinction, but instead to a simpler internal versus external distinction, similar to locus-of-control measures of causal attribution. Implications of these findings for past and future research involving this construct are discussed.

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Teacher Efficacy: A Study of Construct Dimensions

After an examination of 13 recent lists of characteristics of "effective professional development," Mr. Guskey concludes that they vary widely and that the research that supports them is inconsistent and often contradictory. Nonetheless, he argues, we need to seek agreement on criteria for effectiveness, along with clear descriptions of contextual factors. DO WE KNOW what makes professional development effective? Have researchers and practitioners reached consensus about what factors contribute to a successful professional development experience? Do we even agree on what criteria should be used to judge professional development's effectiveness? A review of newly developed lists of the characteristics of effective professional development indicates that the answer to each of these questions is "Maybe not." Recently I analyzed 13 different lists of the characteristics of effective professional development, all published within the last decade. These lists were drawn from publications of the American Federation of Teachers, Association for Supervision and Curriculum Development, Education Development Center, Educational Research Service, Educational Testing Service, Eisenhower Professional Development Program, National Governors' Association, National Institute for Science Education, National Partnership for Excellence and Accountability in Teaching, National Staff Development Council, and U.S. Department of Education. My goal was to find out the extent to which these various lists agreed. What I discovered is that they were derived in very different ways, used different criteria to determine "effectiveness," and varied widely in the characteristics they identified. I also found that the research evidence regarding most of the identified characteristics is inconsistent and sometimes contradictory. In considering their development, I concluded that most of the lists could be described as "research-based." But that research rarely includes rigorous investigations of the relationship between the noted characteristics and improvements in instructional practice or student learning outcomes. Instead, it typically involves surveys of the opinions of researchers and educators. In other words, researchers and practitioners generally favor these characteristics and believe they are important, despite the lack of verifying evidence. Only a National Institute for Science Education (NISE) analysis and an Educational Testing Service (ETS) study show a direct link between their identified characteristics and specific measures of student achievement.1 Of the 21 characteristics distinguished in the lists, the most frequently cited was enhancement of teachers' content and pedagogical knowledge. Helping teachers to understand more deeply the content they teach and the ways students learn that content appears to be a vital dimension of effective professional development. At present, however, nearly all of the studies relating this characteristic to improvements in student learning focus on achievement in mathematics or science. Whether the same is true for achievement in language arts, social studies, or other subject areas has yet to be thoroughly investigated. Most of the lists mention the provision of sufficient time and other resources as essential to effective professional development. Obviously, educators need time to deepen their understanding, analyze students' work, and develop new approaches to instruction. But significant contrary evidence exists. The NISE analysis, for example, showed that differences in time spent in professional development activities were unrelated to improvements in student outcomes. Similarly, the ETS study found that the amount of time spent in professional development was unrelated to achievement. So while effective professional development surely requires time, it's clear that the time must be well organized, carefully structured, and purposefully directed. Another consistently noted characteristic is the promotion of collegiality and collaborative exchange. …

https://www.jstor.org/stable/pdfplus/20440475.pdf

Thomas R. Guskey

Papers

Professional Development and Teacher Change

Staff Development and the Process of Teacher Change

Teacher efficacy, self-concept, and attitudes toward the implementation of instructional innovation☆

Teacher Efficacy: A Study of Construct Dimensions

What Makes Professional Development Effective