Experiential Learning in Action: a program for preparing educators for health professionals

Education is centre stage in current UK government initiatives to promote multi-agency team work. This paper draws on a research project which explored the way in which multi-disciplinary teams work and learn together in their practice with children, to consider the implications of ‘joined-up’ practice for theorizing dilemmas of knowledge creation and identity transformation for professionals in multi-agency teams. The paper focuses primarily on the experiences of education professionals. We exemplify some dilemmas of ‘joined-up’ team participation in specific workplace activities involving knowledge exchange. We then explore the impact of belonging to multi-agency teams on professional roles, identities and learning. The paper then summarizes strategies which professionals used for resolving dilemmas around learning and knowledge creation, and considers how participating in shared workplace activities might enable or constrain professionals to consoli date their professional identities and learning. Drawing on theoretical research into workplace participation and professional learning, the paper examines implications for theorizing the professional identity of teachers in multi-agency team work, within a systemic model that takes account of: creating new knowledge and practice; enhancing professional identity; and building inter-professional communities.     

The Headteacher as Manager: A Personal View

This article contributes to the growing debate around how we understand and develop multi-agency leadership in children and young people's services. Bringing together a range of inter-disciplinary research, it presents a framework for multi-agency leadership development, which, it argues, is well theorised, multi-level and versed in key field skills that educational leaders need in complex environments. The framework comprises six elements: complexity and culture (underlying concepts); multi-professional groups and inter-organisational partnerships (operating levels); and organisational consultancy and professional supervision (field skills). These elements are discussed, the practical implications of incorporating them into professional development provision for educational leaders are examined and some provisional conclusions are reached.     

An investigation of factors involved when educational psychologists supervise other professionals

Inter-professional supervision combines the social processes of supervision and multi-agency working: both complex and often poorly understood processes. This paper discusses the first author’s research of inter-professional supervision, involving an educational psychologist (EP) supervising another professional and complements the recently published guidelines on professional supervision produced by the Division of Educational and Child Psychology (DECP). The research involved 10 semi-structured interviews with six EPs (supervisors) and four other professionals (supervisees) recruited through purposive sampling. Interviews were digitally recorded, transcribed and coded using thematic analysis. Research findings suggested that inter-professional supervision was viewed positively. However, participants had a patchy experience of the contracting aspects of supervision and some talked of conflicting conceptualisations of supervision placing a strain on the supervisory relationship. Conclusions reflect the need to view supervision as a process enacted within multiple contexts which impact upon supervision in important ways.     

Evaluation of a core team centred professional development programme for building a whole-school cooperative problem solving approach to conflict

This study evaluated a professional learning approach using a core team (CT) model to assist primary (elementary) schools to develop whole-school collaborative conflict resolution processes. Thirteen schools were matched and randomly assigned to the enhancing relationships in school communities programme (n?=?10) or a non-programme control group (n?=?3). Programme schools provided a core (professional learning) team, who attended professional learning days, and disseminated programme content throughout their schools. Programme schools also received one full school staff workshop. After one year, CT participants were more likely to apply a collaborative conflict resolution model to problem scenarios and report greater knowledge and skills compared to non-programme-school control participants. Compared to the non-programme control group, non-core team programme school staff described using more cooperative approaches to handling conflict, especially when they had received more professional development from their CT. Programme school teachers taught more hours conflict resolution curriculum, and increases in hours taught by programme (but not control) teachers were associated with teacher reported increases in student understanding and use of cooperative methods. Patterns also supported a role of self-efficacy in implementation. The potential usefulness of a CT professional learning model for assisting schools to develop cooperative conflict resolution approaches was supported.     

中等职业教育风能与动力发电技术专业开设和发展的探讨

新能源产业的发展需要大量的技能劳动者。中等职业学校根据市场发展需求开设风能与动力发电技术专业,为了能够将本专业开设好,学校需要根据自己的办学实力、师资、设备等条件开设课程。本文从专业开设、师资队伍建设等方面进行探讨。     

The National Behaviour and Attendance Review (NBAR) in Wales: findings on school behaviour from the professional perspective

This paper presents the methodology and some of the findings on school behaviour obtained for the National Behaviour and Attendance Review (NBAR) in Wales. This work was undertaken over two years between 2006 and 2008. The Report was widely circulated in Wales to schools, local authorities, health and social service departments, as well as a wide range of professional and voluntary organisations in the autumn of 2008. The Review was written, led and chaired by the author. The Report was presented to the Minister for Children, Lifelong Learning and Skills and the Welsh Assembly Government, who subsequently endorsed the full Report on a cross-party basis. Thereafter, an Implementation Group was established to carry forward the 92 recommendations on attendance, behaviour, parenting, multi-agency working and children and young people. The methodology included both qualitative and quantitative approaches. This paper, however, focuses upon the findings obtained from the professional focus groups located throughout Wales during both Stage One and Stage Two of the review process. The evidence is discussed in context and both the core and supporting recommendations formulated from this approach are presented in the text.     

不同层次本科高校辅导员抓也化发展差异性研究

基于对17所本科院校659名辅导员的抽样调查,详细分析了“985工程”高校、“211工程”高校和其他本科类院校辅导员队伍建设的差异性,发现主要的差异集中在高校辅导员专业化发展水平的评价标准、辅导员专业化发展的主观努力程度、辅导员工作满意度中的外在满意度等三个方面     

Pupil absenteeism and the educational psychologist

From a review of the literature, it is concluded that (i) each form of pupil absenteeism relates to a heterogeneous group of children; (ii) because of such heterogeneity, those who are involved in assessment and intervention in relation to pupil absenteeism are faced with a demanding task; (iii) as a consequence of their education and training, educational psychologists (EPs) have the appropriate knowledge and skills for dealing with pupil absenteeism at both the individual and group level; (iv) with respect to dealing with pupil absenteeism, EPs could make and have made a contribution; (v) EPs have the necessary experience of working at a multi-agency level and, in connection with pupil absenteeism, have worked not only with the children and their parents but also at both whole school and multi-agency levels; and (vi) EPs have already demonstrated in the literature that they have much to offer in this important and demanding area.     

不同层次本科高校辅导员专业化发展差异性研究

基于对17所本科院校659名辅导员的抽样调查,详细分析了“985工程”高校、“211工程”高校和其他本科类院校辅导员队伍建设的差异性,发现主要的差异集中在高校辅导员专业化发展水平的评价标准、辅导员专业化发展的主观努力程度、辅导员工作满意度中的外在满意度等三个方面。     

关于“综合团队训练”提升大学生职业能力的研究

本研究以同专业同年级的其他217名学生为参照,针对60名大一学生实施为期一年的“综合团队训练”方案。通过方案实施前后学生们在（EUREKA技能问卷》的测评结果,验证“综合团队训练”在提高大学生职业能力方面的作用。结果显示,参训学生在自我管理、处理细节的能力、沟通技能、人际交往技能、领导技能等方面明显提高。所以,“综合团队训练”能显著提高大学生的职业能力,具有推广价值。     

Acceptability of the Predicting Abusive Head Trauma (PredAHT) clinical prediction tool: A qualitative study with child protection professionals

The validated Predicting Abusive Head Trauma (PredAHT) tool estimates the probability of abusive head trauma (AHT) based on combinations of six clinical features: head/neck bruising; apnea; seizures; rib/long-bone fractures; retinal hemorrhages. We aimed to determine the acceptability of PredAHT to child protection professionals. We conducted qualitative semi-structured interviews with 56 participants: clinicians (25), child protection social workers (10), legal practitioners (9, including 4 judges), police officers (8), and pathologists (4), purposively sampled across southwest United Kingdom. Interviews were recorded, transcribed and imported into NVivo for thematic analysis (38% double-coded). We explored participants’ evaluations of PredAHT, their opinions about the optimal way to present the calculated probabilities, and their interpretation of probabilities in the context of suspected AHT. Clinicians, child protection social workers and police thought PredAHT would be beneficial as an objective adjunct to their professional judgment, to give them greater confidence in their decisions. Lawyers and pathologists appreciated its value for prompting multidisciplinary investigations, but were uncertain of its usefulness in court. Perceived disadvantages included: possible over-reliance and false reassurance from a low score. Interpretations regarding which percentages equate to ‘low’, ‘medium’ or ‘high’ likelihood of AHT varied; participants preferred a precise % probability over these general terms. Participants would use PredAHT with provisos: if they received multi-agency training to define accepted risk thresholds for consistent interpretation; with knowledge of its development; if it was accepted by colleagues. PredAHT may therefore increase professionals’ confidence in their decision-making when investigating suspected AHT, but may be of less value in court.     

团队学习是辅导员队伍建设的有效途径

团队学习是切实提高辅导员的政治思想素质、理论水平和业务能力,打造一支学习型、创新型、研究性、实践型队伍的必然要求,也是进一步提高辅导员工作实效性、针对性和科学性的关键所在。本文以科学发展观为指导,论述了如何才能加强团队学习和提升的有效途径。     

高职院校政治辅导员队伍建设的若干问题

当前,高职院校政治辅导员工作存在主业不突出和心理压力大的问题。要正确看待政治辅导员的职业发展与定位问题、考核评价体系问题和个体的自身发展问题。加强政治辅导员队伍建设,应明确其工作职责,解决上课、职称问题,以及相应调整引进机制。     

An action learning approach to partnership in community development: a reflection on the research process

Green space offers a significant environmental resource that can improve the individual experience of health and quality of life. However, barriers exist that prevent the use of green space, and partnership (multi-agency) working has the potential to overcome these. Current public health policy aims to broaden the range of environmental public health intervention through effective partnership working. In response to this, a community development partnership project (Stepping Stones to Nature) was established in the south west of England to improve green spaces in neighbourhood communities through engagement and consultation. Integral to this project was an initiative to research the process and experience of partnership working. The aim of this paper is to report the experience of the multi-agency group guiding the research process and how they used an action learning approach to explore their experiences and guide the research process. Halfway through the project a ‘formal’ focus group discussion was arranged in order to capture the reflective thinking and learning that had taken place. The focus of this paper is on the data from that group discussion. Four main themes were evident from the data: expectation/perceptions; stakeholder involvement; tensions (at organisational and individual levels); and reflection and learning (through the partnership and research process). This paper reflects the different expectations of the research process that need to be identified early in partnership research in order that they can be appropriately managed.     

以中国梦引领高校辅导员队伍建设

"中国梦"是中国当下社会热议的名词,更是代表了中国发展新步伐的时代名词。全体中国人民尤其是青年立志为国家和民族的中国梦奉献自己的力量。中国目前的高校大学生数量激增,以青年教师为主力军的辅导员队伍是大学生群体的管理者和引导者,他们所进行的学生管理工作和中国梦有着内在统一性。辅导员要以中国梦为统领,重视思想政治建设,提升专业素养,加强职业能力,做到坚定信心,为人师表,传递正能量,助力大学生实现美好的中国梦。     

高职院校专业创新团队建设的实践与思考

通过专业创新团队的建设,不仅可以提高教师的专业能力,也能够促进专业建设的可持续发展。以北京工业职业技术学院机电一体化技术专业创新团队为例,从团队建设的必要性、组织管理模式、运行机制、主要建设措施等方面进行专业创新团队建设的探讨。     

加强服务意识提高服务质量

鉴于高校设备管理工作涉及面广、工作量大,高校设备管理人员一方面要进一步提高自身的政治和业务素质,另一方要不断增强服务意识、提高服务质量。提出了加强高校仪器设备管理人员的服务意识并提高服务质量具体措施:强化管理职能,做好仪器设备管理工作;与院系团结协作努力做好服务工作;提高管理队伍素质,稳定设备管理队伍;创建学习型组织,建立良好和谐的工作环境。     

任务驱动教学法在《旅行社计调业务》课程中的应用

“任务驱动”教学法对于激发学生兴趣,促进学生的学习主动性、积极性和创造性,对提高学生的学习能力和职业素质会产生积极的作用.《旅行社计调业务》是一门实操性很强的课程,通过任务驱动教学法在课程实践教学中的应用,能够使学生在实践中牢固掌握理论知识、培养岗位技能、增强职业意识.     

Collective commitment and collective efficacy: a theoretical model for understanding the motivational dynamics of dilemma resolution in inter-professional work

This paper presents a new theoretical model which conceptualizes inter-professional and multi-agency collaborative working, at the level of the individual within a group. This arises from a review of the literature around joint working, and is based on social psychological theories which refer to shared goals. The model assumes that collective commitment, collective efficacy, and process and outcome beliefs interact and feed into the development and maintenance of collaborative processes and outcomes. This is situated within an ecological framework that summarizes the context of inter-professional and multi-agency collaboration. The model illustrates working resolutions of specific inter-professional dilemmas around identity, role and control. This paper extends the literature around theoretical approaches to collaborative work in a multi-agency or inter-professional context, with its specific social-psychological focus on the motivations of the individual within the group.