新课标新思考

数学教学是师生之间交往互动与共同发展的过程。学生是数学学习的主人 ,教师是数学学习的组织者、引导者与合作者。教师在数学教学过程中 ,需处理好几个问题 :通过交往 ,建立良好的师生关系 ;关注差异 ,让学生都得到发展 ;挖掘资源 ,创造性地使用教材 ;营造氛围 ,让学生获得成功学习的体验     

Accessibility,easiness and standards

In setting the cut-scores on National Curriculum tests it is important to maintain standards. In the process of test development, both within and across years, changes are made to the style of the questions in order to increase their ‘accessibility’. This raises the question of whether a more accessible test should have higher cut-scores. Purely statistical definitions of equating are blind to differences between ‘accessibility’ and ‘easiness’ and cut-scores derived from statistical equating methods will be higher for a more accessible test. Arguments about the increased validity of the more accessible test are sometimes used to justify not raising the cut-scores as much as would be indicated by statistical methods. These arguments are shown to be equivalent to postulating that changing the accessibility is changing the construct measured by the test. Using a statistical measurement model can provide a rational basis for understanding accessibility and identifying types of question where accessibility issues are causing a measurement problem.     

Reform,standards and teacher identity: Challenges of sustaining commitment

Teacher commitment has been found to be a critical predictor of teachers’ work performance, absenteeism, retention, burnout and turnover, as well as having an important influence on students’ motivation, achievement, attitudes towards learning and being at school (Firestone (1996). Educational Administration Quarterly, 32(2), 209–235; Graham (1996). Journal of Physical Education, Recreation and Dance, 67(1), 45–47; Louis (1998). School Effectiveness and School Improvement, 9(1), 1–27; Tsui & Cheng (1999). Educational Research and Evaluation, 5(3), 249–268). It is also a necessary ingredient to the successful implementation, adaptation or resistance reform agendas. Surprisingly, however, the relationship between teachers’ motivation, efficacy, job satisfaction and commitment, and between commitment and the quality of their work has not been the subject of extensive research. Some literature presents commitment as a feature of being and behaving as a professional (Helsby, Knight, McCulloch, Saunders, & Warburton (1997). A report to participants on the professional cultures of Teachers Research Project, Lancaster University, January). Others suggest that it fluctuates according to personal, institutional and policy contexts (Louis (1998). School Effectiveness and School Improvement, 9(1), 1–27) and identify different dimensions of commitment which interact and fluctuate (Tyree (1996). Journal of Educational Research, 89(5), 295–304). Others claim that teachers’ commitment tends to decrease progressively over the course of the teaching career (Fraser, Draper, & Taylor (1998). Evaluation and Research in Education, 12 (2), 61–71; Huberman (1993). The lives of teachers. London: Cassell). In this research, experienced teachers in England and Australia were interviewed about their understandings of commitment. The data suggest that commitment may be better understood as a nested phenomena at the centre of which is a set of core, relatively permanent values based upon personal beliefs, images of self, role and identity which are subject to challenge by change which is socio-politically constructed.     

Raising standards in mathematics education: values, vision, and TIMSS

This paper examines perspectives on values, purpose and methodology in mathematics education in schools in the light of the Third International Mathematics and Science Survey (TIMSS) and current debates on standards. It argues that standards of attainment in school mathematics are closely connected to belief systems regarding value and purpose; that these systems do not always collectively offer a credible and coherent vision for mathematics education which can be effectively implemented in school classrooms; and that this coherence of vision is what to a large extent characterises the higher performing TIMSS countries. The paper forms part of a wider investigation into the processes of change in education, with a particular focus on mathematics.This revised version was published online in September 2005 with corrections to the Cover Date.     

Criteria for performance-based teacher assessments: Validity, standards, and issues

Conclusion Validity theory, together with currently available and emerging standards for performance assessments, provides guidance for the developers of high-stakes performance assessments. It is imperative, however, that important aspects of validity and standards for quality and fairness of performance assessments be built into such assessments from their very inception. Specifying the target performance in terms legitimate to all of the assessment participants and creating an explicit methodology for integrating diverse points of view provide the foundation for defensible assessments. It is only through painstaking analyses and field work, however, that many validity-related aspects of the assessments can be satisfactorily resolved. Perhaps, with the passage of time, a cycle can be established in which these experiences from the field can inform further development of standards of performance assessment, which can then be used to raise the standard of assessment development practice. Only then can the full promise of modern validity theory be fulfilled.     

Accreditation,standards and diversity: an analysis of EQUIS accreditation reports

The development of various national and supra‐national accreditation systems is currently being discussed as a possible response to an increasingly internationalized and deregulated higher education sector. However, the establishment of such procedures may have unintended consequences, not least with respect to limiting the diversity of higher education. By studying a number of accreditation reports in the field of business administration (the EQUIS system), the paper discusses whether this procedure manages to balance the need for minimum standards with demands related to institutional diversity and development.     

Creating profits by creating failures: standards,markets, and inequality in education

Serious questions need to be raised about the educational ‘reforms’ now underway in a number of nations. Research largely on the English and American experience(s) are used to document some of the hidden negative effects of two connected strategies of reform: neoliberal policies for marketization and neo-conservative policies for imposing national curricula, national standards, and national testing. The combination of these reforms has led to an increase not a decrease in inequalities. Among its results are the production of both a ‘thin’ version of dominant pedagogical and curricular forms and of the social privileges that accompany them.     

体育与健康课程标准的实施与学生体育兴趣的培养

根据学生学习体育的兴趣特点，结合课程标准的实施要求，对培养学生的体育兴趣途径进行探讨，以培养学生的体育兴趣，提高学校体育课的教学质量和效果。     

Compulsory Higher Education Teacher Training in Sweden: Development of a national standards framework based on the Scholarship of Teaching and Learning

Today visible proofs of excellence in teaching and learning are increasingly important aspects of institutional branding in higher education (HE). Teaching competence is brought forward as a central aspect of the quality of programmes. Still, the induction of new university teachers is managed in many different ways. Approaches may vary according to how teaching competence is perceived; as growing from practice only, requiring formal courses or, for instance, outlined in the Scholarship of Teaching and Learning (SoTL) movement. In Sweden, the HE Ordinance from 2002 states that to get permanent positions, lecturers should have completed Compulsory HE Teacher Training (CHETT). The size and organisation of the courses were not regulated in the Ordinance and institutional practices varied. In a three‐year project intended learning outcomes for CHETT was suggested. These outcomes are based on SoTL and linked to an estimated work‐load of 10 weeks. Based on a national survey in 2006, institutional responses to the proposals are analysed.     

Compulsory Higher Education Teacher Training in Sweden: Development of a national standards framework based on the Scholarship of Teaching and Learning

Today visible proofs of excellence in teaching and learning are increasingly important aspects of institutional branding in higher education (HE). Teaching competence is brought forward as a central aspect of the quality of programmes. Still, the induction of new university teachers is managed in many different ways. Approaches may vary according to how teaching competence is perceived; as growing from practice only, requiring formal courses or, for instance, outlined in the Scholarship of Teaching and Learning (SoTL) movement. In Sweden, the HE Ordinance from 2002 states that to get permanent positions, lecturers should have completed Compulsory HE Teacher Training (CHETT). The size and organisation of the courses were not regulated in the Ordinance and institutional practices varied. In a three-year project intended learning outcomes for CHETT was suggested. These outcomes are based on SoTL and linked to an estimated workload of 10 weeks. Based on a national survey in 2006, institutional responses to the proposals are analysed.

     

Equity,justice and standards: assessment decision making in higher education

Recent concerns about ‘fairness’ in university entrance have highlighted the need to review existing practices in admissions processes. The agendas for equity and social inclusion, however, must also apply to the processes and outcomes of higher education, where considerations of ‘standards’ are additionally crucial. As principles underpinning the assessment process, ‘equity’ and ‘justice’ and ‘academic standards’ are part of taken‐for‐granted cultures and practices which impact on decisions about progression, eligibility for awards and degree classification for individual students. Changing discourses of academic standards have given rise to contrasting decision‐making processes rooted in the role and operation of assessment boards. Contrasting models of assessment board cultures are developed to highlight how practices are beset by conceptual confusions about what is being assessed and the basis for judgements about success and failure in higher education. There is a strong case, not only for critical review of assessment processes, but also for monitoring outcomes for different social groups.     

Training Transfer and Transfer Motivation: The Influence of Individual,Environmental, Situational,Training Design,and Affective Reaction Factors

The purpose of this study is to examine the effects of individual, environmental, training design, and affective reaction factors on training transfer and transfer motivation. To determine the relationship between these factors and their influence on training transfer and to test the model, the researchers collected data from employees in the Malaysian banking sector. Structural equation modeling with Amos 16 was used to test the model and determine the relationship. The study suggested that training stakeholders should manage the training program effectively. Transfer is maximized when trainees have social support, high performance self‐efficacy, and transfer motivation. Stakeholders (e.g., trainers, trainees, supervisors, and peers) are important to the training transfer process, as are learner readiness, trainee reaction, instrumentality, and training retention. This study revealed that perceived content validity and transfer design work together and influence the trainee's performance self‐efficacy. In other words, if trainers want to improve the performance self‐efficacy level of trainees, they need to explain how the trainee can transfer the learned skills at the workplace and make sure the content of the training is similar to the actual job. The main objective of training programs is to align the employee's expertise with organizational goals. Organizations can achieve their desired objectives only when employees transfer the learned skills on the job. Unfortunately, employees often transfer only a small percentage of skills they have learned in training. To effectively manage their training programs, organizations need to identify and focus on the factors that resist effective training transfer.     

教师培训:问题、基础与创新

教师培训是教师专业发展的重要途径.新一轮课程改革为教师培训提供了难得的机遇,教师培训应该客观地审视目前所存在的问题和困难,积极寻求新的知识基础,实现教师培训方式的创新,这是新课程的迫切需要,也是教师教育发展的重大课题.