Pedagogy, Policing or Preventing Plagiarism? Experiences with facilitating Professional Development and Turnitin

This was a paper Vickel Narayan and I presented at the eFest meets Teaching & Learning conference, UCOL 2009. It was an interesting experience at a vibrant conference. A time for firsts, it was Vickel's first time to present and write an academic paper for a conference, and it was the first time that we had written and presented together. I felt that we both learned a lot on the way, from each other, from the feedback we gathered from the audience (see below), and from reflecting on how well it went on the day.

It was an interesting audience, and it was great to have much more of a discussion underway throughout the session. There appeared to be a lot of sharing of experiences, strategies, and problems faced, which saw the audience fully engaged. Throughout the session there was also a couple of people Tweeting about main points, and I found this was a great way, afterwards to see how people had interpreted what had been said, and what they saw as central points. It was also great to find out, for example, that the mindmap I had made building on previous work I'd done in 2006, was in fact useful and did illustrate some key factors behind why learners plagiarise.

All in all, judging from the comments, the discussion, and the feedback, I think the audience went away with some new ideas and approaches, as well as affirmation that they 'not alone'! :-)

To access the accompanying handout: http://www.scribd.com/full/20133056?access_key=key-2kh798rentwwpywxfd9l

To access the full paper: http://www.scribd.com/full/18077894?access_key=key-2d8r0452hsbwlgdffwx7

Feedback

• Excellent; general overview; positive approach to manage plagiarism
• Session was great. Just enough time to have our discussion!
• Liked the suggestion: getting students to have constructive dialogue about plagiarism
• Love the handout w the links. Thanks heaps. T
• I enjoyed the session but needs longer time for discussion
• Plagiarism is a lot more than I realised
• Important - see a way to move from punitive to formative
• "Use a free tool for formative use" - this was a new idea for me! Thanks for all the links - I will use
• Good to see Turnitin as a formative tool rather than punitive
  
• Turnitin as a tool - not the answer
• Thanks for the references
• Cultural issues seem to be the main factor but I value the deterrence factor and want to improve arguments

Abstract: Plagiarism is a global issue that needs to be addressed by all educators and learners. This paper considers a simple definition of plagiarism, and then briefly considers reasons why students plagiarise. At Unitec NZ, Te Puna Ako: The Centre for Teaching and Learning Innovation (TPA:CTLI) is working closely with faculty, managers, student support services and library personnel to introduce strategies and tools that can be integrated into programmes and curricula whilst remaining flexible enough to be tailored for specific learners. The authors therefore provide an overview of one of the tools available to check student work for plagiarism - Turnitin - and describe the academic Professional Development (PD) approaches that have been put in place to share existing expertise, as well as help staff at Unitec NZ to use the tool in pedagogically informed ways, which also assist students in its use. Evaluation and results are considered, before concluding with some recommendations. It goes on to theorise how blended programmes that fully integrate academic literacy skills and conventions might be used to positively scaffold students in the avoidance of plagiarism. Conference participants will be asked to comment on and discuss their institutions' approach to supporting the avoidance of plagiarism (including the utilisation of PDS and other deterrents), describe their own personal experiences, and relate the strategies they employ in their teaching practice and assessment design to help their learners avoid plagiarism. It is planned to record the session so that the audience's narratives can be shared with other practitioners.

Please cite as: Owen, H., & Narayan, V. (2009, 29 Sept - 01 Oct). Pedagogy, Policing or Preventing Plagiarism? Experiences with facilitating Professional Development and Turnitin. Paper presented at the Teaching excellence - excellence in teaching: Teaching and Learning Conference Meets eFest 2009, Universal College of Learning (UCOL), Palmerston North.

Pedagogy, Policing or Preventing Plagiarism? Experiences with facilitating Professional Development and Turnitin

View more presentations from Hazel Owen.

Web 2.0 ePortfolios that work for both students and educators: Strategies and recommendations

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To access the accompanying handout: http://www.scribd.com/full/20963840?access_key=key-tjhoooneoyc6p12igkx

Abstract:
The VET ePortfolio Roadmap was released in June 2009 to provide guidelines, specifications, and strategies for implementing ePortfolio initiatives. The Roadmap was published, in part, as a response to the increasing interest in the potential of ePortfolios to improve the Recognition of Prior Learning process, and expedite work-based learning, apprenticeships, and traineeships. Previous research studies into learners' use of ePortfolios endorse this response, suggesting that their levels of engagement, creativity, and feelings of empowerment are enhanced, thereby increasing retention and success. It all sounds extremely promising...but what does it actually 'look' like for students and educators? How are learners, practitioners and other stakeholders actually engaging with ePortfolios?

In this paper I have three main aims. The first is to provide some background by referring to an early initiative that was implemented between 2003 and 2006 with Foundation students at Dubai Men's College (DMC) where the students created a Career ePortfolio as part of an integrated Computer, Research Skills and Projects Course. The ePortfolios, however, were not interactive, were rather 'static', and the final artifact was primarily produced for assessment rather than self-reflection and development. Since this and similar early initiatives, the introduction of Web 2.0 social software elements to ePortfolios has helped realise additional benefits, including improved reflective practice, augmentation of the quality of final artifacts, and a heightened awareness of purpose and audience. As such, the second aim is to explore recent work with Web 2.0 ePortfolios with students and faculty at Unitec NZ (a multi-sector education institution in NZ), and some of the associated findings and implications. Finally, I will draw the threads together to discuss a number of key strategies and recommendations for the effective implementation of Web 2.0 ePortfolio initiatives, including targeted Professional Development for staff, and scaffolding and guidance to assist the students with self-reflection, collection and selection of evidence of achievements, while also fostering their personalised and creative life-long learning journeys.

Please cite as: Owen, H. (2009, October 16). Web 2.0 ePortfolios that work for both students and educators: Strategies and recommendations. Paper presented at the VET E-portfolios Showcase 09 - learning for life.

Web 2.0 ePortfolios that work for both students and educators: Strategies and recommendations

*NB: currently there is about 2 minutes of dead space at the beginning of the presentation. I hope to edit this out later.

To access the accompanying handout: http://www.scribd.com/full/20963840?access_key=key-tjhoooneoyc6p12igkx

Abstract:
The VET ePortfolio Roadmap was released in June 2009 to provide guidelines, specifications, and strategies for implementing ePortfolio initiatives. The Roadmap was published, in part, as a response to the increasing interest in the potential of ePortfolios to improve the Recognition of Prior Learning process, and expedite work-based learning, apprenticeships, and traineeships. Previous research studies into learners' use of ePortfolios endorse this response, suggesting that their levels of engagement, creativity, and feelings of empowerment are enhanced, thereby increasing retention and success. It all sounds extremely promising...but what does it actually 'look' like for students and educators? How are learners, practitioners and other stakeholders actually engaging with ePortfolios?

In this paper I have three main aims. The first is to provide some background by referring to an early initiative that was implemented between 2003 and 2006 with Foundation students at Dubai Men's College (DMC) where the students created a Career ePortfolio as part of an integrated Computer, Research Skills and Projects Course. The ePortfolios, however, were not interactive, were rather 'static', and the final artifact was primarily produced for assessment rather than self-reflection and development. Since this and similar early initiatives, the introduction of Web 2.0 social software elements to ePortfolios has helped realise additional benefits, including improved reflective practice, augmentation of the quality of final artifacts, and a heightened awareness of purpose and audience. As such, the second aim is to explore recent work with Web 2.0 ePortfolios with students and faculty at Unitec NZ (a multi-sector education institution in NZ), and some of the associated findings and implications. Finally, I will draw the threads together to discuss a number of key strategies and recommendations for the effective implementation of Web 2.0 ePortfolio initiatives, including targeted Professional Development for staff, and scaffolding and guidance to assist the students with self-reflection, collection and selection of evidence of achievements, while also fostering their personalised and creative life-long learning journeys.

Please cite as: Owen, H. (2009, October 16). Web 2.0 ePortfolios that work for both students and educators: Strategies and recommendations. Paper presented at the VET E-portfolios Showcase 09 - learning for life.

Web 2.0 ePortfolios that work for both students and educators: Strategies and recommendations

View more presentations from Hazel Owen.

Motivation, agency and purpose

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Our department is just about to have it's strategic planning day, so I've been doing some thinking and research around what works with individuals and teams, and came across this really thought-provoking TED talks video by Dan Pink: http://www.ted.com/talks/dan_pink_on_motivation.html.

One of the key notions Pink discusses is that extrinsic motivation only works with tasks with a low cognitive load, whereas creative, right brain tasks require intrinsic motivation. Motivation is also enhanced by a clear sense of purpose. Pink's argument is that business is being run on a model that has been proven by research that it doesn't work (reward), and that it needs to shift to a model that supports and enables creative motivation, trust, and teamwork. After watching his video, I went away convinced, and will now have to begin a quest to shape my own working environment as Pink recommends :-)

Pink also has a blog, where he has posted an entertaining Dilbert about extrinsic motivation, a discussion around the fact that money cannot buy motivation (but that a fair wage needs to be agreed), and a critique of the importance of sabbaticals and creativity.

The running notes from the TED blog are as follows:

"Dan Pink, once a speechwriter for Al Gore, is now a career analyst beginning a revolution in the workplaces of the world. This morning at TEDGlobal he begins by noting that a little over 20 years ago, he did something that he regrets. He went to law school. He didn’t do very well. Pink jokes that he graduated in the part of his class that made the top 90 percent possible. He never practiced law a day in his life as he wasn’t allowed to. But today, against his better judgment, he says, he wants to use some of those legal skills. He wants to make a case for rethinking how we run our businesses.

Pink shows a slide title "The candle problem," a psychological experiment created by Karl Duncker in 1935. A person is brought into a room and given a candle, a box of thumbtacks and matches and asked to attach the candle to the wall so that the wax doesn’t drip on to the table. The person who can solve the candle problem is one who, rather than seeing the box as receptacle for the tacks, sees it as something that can be used in the solution. The box is tacked to the wall and the candle placed on it.

This experiment is used to learn about incentives, Pink explains. Two groups of people are offered the problem -- the first group is simply timed and the second group is offered rewards. It takes the second group three and and a half minutes longer than the first group, on average, to solve the problem. "That’s not how its suposed to wrk! I’m an American. Incentives work!" Pink exclaims. But, he says, this experiment has shown that incentives actually dull thinking and block creativity and he notes that this is not an aberration. It’s been shown over and over again. It’s one of the most robust findings in social science and also one of the most ignored. There’s a mismatch between what science knows and what business does.

Another experiment was done with the problem presented in a slightly different way. Th tacks were taken out of the box, and then the incentivzed group did much better than the other. Pink says this is because it’s an easy problem. For these types of tasks of narrow focus, where you can see the goal right there, rewards work really well.

However, he points out that around the world, white collar workers are doing less of this second type of work and more of the first. Narrow tasks have become fairly easy to outsource and to automate and right-brain conceptual tasks have become more important. Everybody in this room, Pink says, is dealing with their own version of the candle problem. And for those people the if-then rewards don’t work. "This is not a feeling. I'm a lawyer, I have no feelings. This is not a philosophy. I'm an American, I don't believe in philosophy," he says. This is a fact, Pink asserts.

He draws on the a study by Dan Ariely and his colleagues. Ariely et al found that once the given task in one of these experiments was only a mechanical skill, rewards would mean better performance, but if any rudimentary cognitive skill was needed, a larger reward would mean a worse performance. The study was retested in India to control for cultural differences and they found got the same results. Studies at the London School of Economics have also found that financial incentives can result in a negative impact on performance.

So, Pink says, to get out of the messes of the 20th century, we don't need to do more of the wrong things. We need a new approach, one that includes three basic elements: Autonomy, mastery and purpose. These are the building blocks of an entirely new operating system. Today, he says he's going to talk about autonomy. The traditional notions of management are great if you only want compliance, he explains. But for creative thinking, we have to approach things differently.

He points to the software company Atlassian -- a few times a year, they tell their engineers to go off for 24 hours and work on anything that is not their regular job. Then they all come back together and present their work. They call these Fedex days, because they have to deliver something overnight. Atlasssian has taken also implemented the 20 percent time rule that Google has, where employees can take that 20 percent of their time at work to work on whatever they want. Pink says that about half of Google's products have come from that time.

Pink also advocates results only work environments (ROWE) where there are no schedules, people don't have to work in the office, employees can work wherever and whenever they want and meetings are optional. When companies implement ROWE policy, he says, productivity always goes up and turnover goes down.

For more evidence, he discusses two different models that were posed for creating a digital encyclopedia. The Microsoft model which included hiring researchers and experts and extensive planning, and the Wikipedia model where people would participate because they were interested. Pink asserts that 10 years ago, you could not have found two economists who would have said that the Wikipedia model would work better, but it does.

Science knows that motivators only work to solve narrow problems, Pink declares, but they destroy creativity. Maybe, he says, if we can increase productivity in solving the candle problems everywhere, we can change the world."

The Web: End of the classroom era?

The “The Web: End of the classroom era?” debate today at the eFest meets Teaching and Learning Conference, was well-attended. Initially the rules around the debate were established: panel of 6 people, 3 affirmative (in agreement with the statement) and 3 negative (in disagreement with the statement). Both panels were seated on the stage. The audience and a red and green voting paper. There was an adjudicator and a timekeeper. Each panel had 3 minutes each to speak.

The first speaker was from the affirmative team, and began by giving some statistics around online learning. Learners in online courses spend more time on task than in purely face-to-face contexts, and achievement of learning outcomes is higher. The second speaker from the panel in disagreement, responded by coming from the ‘human’ aspect – human teachers for human learning. It was interesting that face-to-face was seen as a positive approach for emotive factors, and being able to ‘see’ where learners were at, and what they were feeling. There appeared to be no understanding around the range of tools that can facilitate these same factors, the fact that somehow face-to-face learning is better – that there is no boredom, more engagement, more opportunities to contribute. Joyce was quick to challenge these ideas, pointing out that in face online it can be more democratic, that more learners have a voice, can create an identity. She recommends the You Tube video: Mr Winkle awakes. The Internet releases the teacher from the information transfer model and frees them up to debate.

The next speaker did not rebut any of the previous points, saying that she felt nothing had been said that needed to be rebutted! She feels that the Internet caters for the trivial, and referred to Andy Warhole’s 10 minutes of fame. The Web lets inadequate, foolish people express their thoughts, and the Web can deceive. You can’t trust the Web and there are perils and traps for young players. The next affirmative speaker chose to rebut the previous speaker’s points. He pointed that Ivan Illich foresaw the Internet. Schools and classrooms are industrial strength learning and that this is not the sort of learning we need. He quotes Illich’s book around conviviality. Learners are reliant on teachers and the system that makes education work. Learning is what happens on the Internet, and that will usher in the post-industrial age.

The final person from the disagreement panel, Colin Cox made a comment about the fact that he had not heard the previous speaker as he was Tweeting. He than gave an overview of his flight from Auckland to Palmerston North, pointing out that pilots who had learned in a simulated environment would not have the skills to really fly a plane.

Next stage was to throw things open things open to the audience for questions and comments. The first person from the audience made the point that simulators have been used to train medical professionals and pilots for years; that dentists were being trained in second life. The rebuttal made the point that the classroom is as big as the world – which played directly into Joyce’s hands – who pointed to the title of the debate!!

A question from the audience asked why eFest took place in a classroom on Tuesday. It was argued that eFest in fact had started months before in wikis, through Twitter, in Skype meetings – in a collaborative, globally diverse participants. The one laptop per child initiative enables children to connect to each other, even if they are not able to connect to the Internet.

One of the audience pointed out that she felt nervous about contributing to the discussion, but if she were online she would be able to contribute more comfortably. She poses the question – are teachers motivated by popularity, and their ‘ego’, when students appear to ‘love’ them?

A final comment from the audience pointed out that he could’t imagine his kids picking up the skills they currently have in an online environment…like kicking a ball.

A final vote from the audience was requested after a humorous summary of the main points made in the debate. It was a close call. The adjudicator declared the debate a draw given the quality of the debate and the spirit behind it!!!

I heard the people behind me say that it had been the best part of the conference. It certainly provoked passionate responses that showed the depth of commitment and feeling educators invest in their ‘calling’.

Talent devlopment

“If people knew how hard I had to work to gain my mastery, it would not seem so wonderful at all” Michelangelo

This post describes a session given by Colin Cox at the eFest meets Teaching and Learning 2009 on October 1st 2009. It focussed on talent, motivation and myelin! It posed the questions: do you do what you do because you have natural talent? Mystery about how to people have talent, what is it, and where does it come from?

A session that explored what the components that make talent and how you ‘grow’ talent. It was a quite interactive session, which involved for example speaking to the person sitting next to you and asking what they felt talent is, and then collecting some of the responses from the audience verbally. Only about 30 seconds per question was given, but the replies indicated that it was just long enough for people to formulate ideas and replies. The answers indicated quite a cross-section of opinions around the subject of talent, its source, and how/if it can be enhanced. Some key ways that were seen as effective ways of enhancing the potential of learners in education, including coaching, self-belief, practice, mentoring, commitment, opportunity.

Some examples of people with talent were Lance Armstrong, Tiger Woods, Jerry Rice, Shane Cameron, and this then moved to a discussion of ‘nature or nurture’. If it isn’t nature then the conclusion was that it would exclude a lot of people. The question was also raised about excellence or mastery in any endeavour and if it was about innate talent, IQ, memory, physical prowess, motivation, practice or a combination.

The example of Tiger Woods was unpicked, and the notion of the fact it was hard work and role models that made the difference as opposed to genetics (although genetic potential does determine height, weight, and muscle mass). By his first major competition at the age of 17 he had already been practising golf since he was 1 ½ years of age.

The next area that was explored was short-term memory (cited the 1978 Carnegie Mellon University study). Cox role=played the part of SF who was able to remember 22 digits after hearing them only seconds before – 1 per second. The amount of effort was physical and emotional. With 250 hours of practice SF was able to recite back 88 digits having only heard them once – 1 per second. The short-term memory is something that can be expanded and extended with practice. The records are now being broken regularly, from 102, to 3 card decks (52 cards in a deck). It was emphasised that SF had average ability.

IQ was the next subject to be put under the spotlight. A study around sales people and horse racing was cited, and looked at who was the most successful, given the information that they have, at predicting results. IQ was not a predictor of success – the lawyer (IQ 118) was not as successful as a construction worker (IQ 85), with the construction worker using more complex formulae, and a success rate double that of the lawyer.

Cox gave an overview of the ‘Myelin secret’ – it’s not about neurons and synapses it’s about Myelin, the neuron insulator. The more you do an activity, the more it insulates the neuron, which takes a neuron from basic functionality to ‘super’ functionality that enables quick responses, thinking and interconnections. Neurons are stimulated by outside actions and influences; the first time you do something neurons fire slowly and are relatively ‘uncoordinated’ – the more something is done, the more the myelin insulates the neurons, and the better the performance of the neuron. Einstein’s brain was the same size as the average person but it had a lot more white matter – myelin.

As an overview, Cox concluded with a discussion of:
1) passion; passion maximises talent because talent requires effort and time, and is not always fun; Where talent meets talent, the person becomes unstoppable. Initially, the passion is not there; there is the requirement for a role model who encourages people to try something. Once a person tries something and realises that they are quite good at something, then this can translate to passion that helps you overcome difficulties and hardships. It helps when the role model is also passionate.
2) practice; it is not any old practice that makes the difference, it is ‘perfect practice’. The elite don’t just practice, they do deliberate practice that is designed to improve performance, and helps the individual identify specific elements for improvement. What meaning has this for students? The comfort zone is not your friend! Life needs to include challenge, things that push you outside of your comfort zone – things you do not know how to do. However, the ‘panic zone’ is also a negative space where a person is pushed too far, which often results in an individual giving up and/or withdrawing. Each student has a different range of comfort, learning and panic zones, so learning experiences need to be tailored to the individual. Practice is the ‘mother’ of skills and includes observation, imitation and repetition. It includes focussed work that builds myelin. Anders Ericsson says the 10-year (10,000 hours) rule appears to be consistently accurate – i.e. it takes 10 years to master something, whether it is playing a musical instrument, playing a sport, excelling in a career.
3) Feedback is vital when you are practising.

A thought-provoking session, with a lot of application for education, and helping learners meet their potential.