Pedagogical Media Competencies of Preservice Teachers in Germany and the United States: A Comparative Analysis of Theory and Practice

Teachers need knowledge and skills to make effective use of the growing variety of media and technology texts and tools available for use in elementary and secondary education. For this reason, pedagogical media competencies are highly relevant for teachers’ professional development. The theory of media pedagogical competencies is first defined and then located in the context of the relevant scholarly literature from both Germany and the United States. We conducted a comparative analysis of German and U.S. pedagogical media competency models and report data on a survey of teacher education programs in Germany and the United States to identify the proportion of programs of study that include courses in media didactics, media and school reform, and media education. We consider the implications of the missing connections between the theoretical framework of pedagogical media competencies and the current practice of media pedagogical teacher training, revealing implications for further work needed to improve the integration of media in various school-related contexts.     

Career Development: The Linkage Between Training And Organizational Development

Improved organizational efficiency can only be accomplished if the employees within an organization have developed the skills, competencies, knowledge, and attitudes to perform at the highest possible levels. To a limited degree this can be accomplished via training, but employees develop the fundamental skills, competencies, knowledge, and attitudes related only to their current job. As a result, the organization is only indirectly impacted. This refers to the micro perspective of improved organizational efficiency. Organizational efficiency can also be accomplished through organizational development, but the individual employee is often overlooked during this process. Without employee commitment to improve efficiency, it will be short-lived. This approach refers to the macro perspective of improved organizational efficiency. Both the micro and macro perspectives of improved organizational efficiency have their weaknesses. Thus, a combination of the two processes is necessary. Career development is that combination. Career development is a process which enables employees to develop beyond the fundamental skills, competencies, knowledge, and attitudes required for their present job assignments. It is a process which is focused on improving organizational efficiency while relying on the development of the individual employee. Performance improvement practitioners can provide learning activities which improve employees' skills, competencies, knowledge, and attitudes by viewing improved organizational efficiency from an individual (micro) perspective while remaining dedicated to the overall enhancement of the organization (macro). However, many performance improvement practitioners fail to see the connection between training and overall organizational development. These terms are often used interchangeably which leads to the increased confusion and misapplication of each process. It is necessary, therefore, to arrive at an acceptable definition in order to communicate effectively the intent as well as the similarities and differences of the processes. This will enable performance improvement practitioners to better understand the commonalities of each process. It is this understanding that serves as the basis of this article and the forthcoming recommendations.     

Career Development; The Linkage Between Training and Organizational Development Originally published in 1989, PIQ 2.1

Improved organizational efficiency can only be accomplished if the employees within an organization have developed the skills, competencies, knowledge, and attitudes to perform at the highest possible levels. To a limited degree this can be accomplished via training, but employees develop the fundamental skills, competencies, knowledge, and attitudes related only to their current job. As a result, the organization is only indirectly impacted. This refers to the micro perspective of improved organizational efficiency. Organizational efficiency can also be accomplished through organizational development, but the individual employee is often overlooked during this process. Without employee commitment to improve efficiency, it will be short-lived. This approach refers to the macro perspective of improved organizational efficiency. Both the micro and macro perspectives of improved organizational efficiency have their weaknesses. Thus, a combination of the two processes is necessary. Career development is that combination. Career development is a process which enables employees to develop beyond the fundamental skills, competencies, knowledge, and attitudes required for their present job assignments. It is a process which is focused on improving organizational efficiency while relying on the development of the individual employee. Performance improvement practitioners can provide learning activities which improve employees' skills, competencies, knowledge, and attitudes by viewing improved organizational efficiency from, an individual (micro) perspective while remaining dedicated to the overall enhancement of the organization (macro). However, many performance improvement practitioners fail to see the connection between training and overall organizational development. These terms are often used interchangeably which leads to the increased confusion and misapplication of each process. It is necessary, therefore, to arrive at an acceptable definition in order to communicate effectively the intent as well as the similarities and differences of the processes. This will enable performance improvement practitioners to better understand the commonalities of each process. It is this understanding that serves as the basis of this article and the forthcoming recommendations.     

Book Reviews

Abstract

This study was designed to determine the value of the Southern Region Cooperative Extension Program Leadership Network in the United States. Of particular interest was determining the value added by the network for individual extension administrators, their state organizations, and the southern region. The researchers conducted a series of focus groups and an electronic survey of the members of the Southern Region Cooperative Extension Program Leadership Network to determine the value of the network. The Program Leadership Network was found to provide great value for the vast majority of study participants at the individual, team, and organizational levels. This value included enhancing individual performance, encouraging critical thinking, catalyzing best practices, providing opportunities for leadership and skill development, enhancing the relationship between extension programmes, and serving as a think tank for regional and national initiatives. Extension and programme administrators in other regions and countries should examine leadership networks to determine if they are adding value to extension work. Development of a network similar to the Southern Region Cooperative Extension Program Leadership Network could improve individual, team, and organizational effectiveness. This is especially true for enhancing multistate, regional, and national programming. Extension systems and workers will find value in this study since the results indicate that networking of extension workers enhances personal, team, and organizational performance. A secondary value includes the increased number of multistate, regional, and national coordination of extension programming efforts.     

Integrating problem- and project-based learning opportunities: assessing outcomes of a field course in environment and sustainability

Improving student competencies to address sustainability challenges has been a subject of significant debate in higher education. Problem- and project-based learning have been widely celebrated as course models that support the development of sustainability competencies. This paper describes a course developed for a professional Master’s program in environment and sustainability that employs such a model. Additionally, the course was designed to offer value-added opportunities by introducing attributes of interdisciplinary training, service learning, academic research, and professional practice. Results from the course assessments by students, faculty, community clients and organizational partners show this model provided a range of learning, professional and practical outcomes for course partners. The value-added benefits include strengthening sustainability competencies and professional skills for students; longitudinal research opportunities for teaching faculty; real-time assessments of farming practices for community clients; and a heightened regional profile for the non-profit biosphere reserve organization supporting course delivery.     

The influence of national and organizational culture on the use of performance improvement interventions

This exploratory study examined the influence of national and organizational culture on the use of various performance improvement interventions. Data on intervention use were collected from practitioners in the United States and South Asia. Results revealed that orientation programs, organizational communication, instructor‐led training, and performance appraisals were among the most used interventions in both the United States and South Asia. Findings also indicated that factors such as organization size, location of headquarters, learning and development budget, and reporting structure are related to the use of interventions. Practitioners in South Asia predominantly had expertise in disciplines such as human resources, while those in the United States had experience in instructional design and human performance technology. These differences may influence the development and implementation of instructional and noninstructional interventions.     

美国研究生STEM教育最新核心能力——政策脉络、标准框架及培养路径

美国研究生STEM教育核心能力框架为其高科技人才培养提供了理论基础。基于对《21世纪研究生STEM教育》报告中美国硕士与博士研究生STEM教育的最新核心能力分析,形成2项一级指标、4项二级指标和26项三级指标的最新核心能力标准框架。跨学科多元教育要素整合的内生路径和多元利益主体协作的外促路径,构成了美国研究生STEM教育核心能力培养路径。我国研究生教育亟需构建基于类型和专业的研究生核心能力框架;强化学科能力各要素的关系研究,完善专业能力的内容与考核机制;明确可转移能力的具体内容,制定多元的培养路径;立足协同多元利益主体,建立研究生核心能力联动培养机制。     

人力资源开发对提升企业核心竞争力的作用

核心竞争力在企业可持续发展竞争优势中具有重要作用。人力资源开发（HKD）在核心能力开发和管理中具有战略作用。文中确定人力资源开发在组织战略中的作用,提出和讨论人力资源开发在核心竞争力管理功能的战略角色为参与战略规划、开发核心竞争力以及对其的提高。     

Performance capabilities and competencies at the undergraduate and graduate levels for performance improvement professionals

This quantitative study sought to identify the performance capabilities and competencies that organizations in the northern midwestern United States expect of future performance improvement professionals at the undergraduate and graduate levels. Eighty‐nine performance improvement professionals representing 89 organizations completed an online survey that captured the participants' perspective regarding undergraduate and graduate‐level performance capabilities, and undergraduate competency expectations. Results suggest that participants expect several training and development performance capabilities, a few organization developments, and no performance management performance capabilities at the undergraduate level. Several training and development capabilities, most organization development capabilities, and all performance management performance capabilities were expected at the graduate level. This definition is fundamental to support academic curricular development and the field of performance improvement.     

Complementary assessment in teacher and school leadership training: Necessity,conceptualization and validation

Contemporary education requires teachers and school leaders who have well developed basic skills and competencies such as interpersonal communication, teamwork and leadership, in order for them to lead their students toward successful integration into society. These skills and competencies are crucial for proper functioning in modern society. Existing training programs for teachers and school leadership roles, however, have little if any dedicated guidance for developing these skills and competencies. Inclusion of basic skill development in training programs necessitates a new model that focuses on their assessment. As a first step toward the development of such a model, this study, carried out using the Delphi method, offers definition and validation of a new concept called “complementary assessment”.     

Competency Pay for Professionals and Managers in Business: A Review and Implications for Teachers

This article describes the use of a form of pay for knowledge and skills used for professional workers in the private sector known as competency-based pay. The definition of competencies, their assessment, and their link to pay are discussed, along with the relation of competencies to organizational performance and human resource management strategy. The relatively small amount of existing empirical research is reviewed, and two case studies of the use of competency-based pay are presented. The article concludes by summarizing lessons for education from private-sector experience, which include the need to link the competencies paid for to the capabilities the organization needs to fulfill its mission, the importance of measuring competencies in behavioral and observable terms, and the need to integrate competencies into all phases of the human resources management process, including staffing and development as well as compensation.     

美国职业教育的认知和感悟

具有良好的体系,完备的功能、多元化的方式这就是美国职业教育。美国从事职业教育的学校紧贴社会需求设置课程及时调整专业类别,重在就业的岗位知识和技术技能的培训,学生根据劳动力市场变化需要选择自己的专业方向。当前我国的职业教育发展存在两种不同的取向。一方面人们认为职业教育就是就业教育,另一方面受发达国家职业生涯教育、关键能力等职业教育理念的影响,以及迫于我国现实的就业压力,人们认为职业教育要以人为本,不仅要满足于学生职业生涯规划发展的需要,还要加强职业素质及关键能力的培养,培养具有发展潜力的综合素质较高的高技能人才。     

美国本科拔尖人才培养实践探究——以亚利桑那州立大学荣誉学院为例

荣誉学院是美国荣誉教育培养本科拔尖人才的主要组织形式。亚利桑那州立大学的荣誉学院被评为全美最佳荣誉学院,从"现状-原因"的个案演绎视角,探究美国培养本科拔尖人才的实践策略。研究发现荣誉学院在培养目标上体现为高标准与多向度的全面塑造,组织内部为学术与教学秩序融合的书院模式,外部组织架构是与专业学院的跨学科合作。在具体培养实践过程中,招生与筛选采取多层、开放的录取和筛选分流机制,课程设置为混合-阶梯式,教学方式为寓教于研、协作式与情境式教学方式的集合。美国荣誉学院是现代精英教育的坚守与革新,通过构建师生共同体、发挥跨学科和院系合作的外溢效应,打破人才培养特区的藩篱,培养本科拔尖人才并使其走向卓越。     

Auditor Independence: Beyond the Dilemma of Combining Auditing and Advisory Activities for the Development of Quality Assurance Systems in Agriculture

Abstract

This article aims to study the design and the organization of auditing systems to develop environmental or quality assurance schemes at the farm level and the role that extension services could play in these processes. It starts by discussing the issue of combining auditing and advisory activities and developing auditing competences. Empirical data is based on a case study conducted in northern France with Chambers of Agriculture including: a) the study of the organizational design set up for the auditing system in order to guarantee its credibility and reliability; b) the analysis of audit training sessions delivered to agricultural advisers. Our results provide a formalization of what can be an audit work and the independence of the auditor. It is argued that the interpretation of independence and the management of the human resources and their competencies determine how extension services get involved in quality assurance systems at the farm level.     

Competencies for distance education professionals

The purpose of this study was to identify the roles and competencies of distance education professionals within the United States and Canada. A population of 103 distance education experts was identified, and their perceptions regarding this information were sought in a modified two-round Delphi process. The results of the study include a competency model for distance education. It illustrates the final top ten competencies and eleven roles which were identified by the study. In addition, a supplemental table outlining outputs and competencies by individual role was developed. The top ten competencies portray the dual importance of both communication and technical skills in distance education. These ten competencies are: (1) Interpersonal Communication, (2) Planning Skills, (3) Collaboration/Teamwork Skills, (4) English Proficiency, (5) Writing Skills, (6) Organizational Skills, (7) Feedback Skills, (8) Knowledge of Distance Education Field, (9) Basic Technology Knowledge, and (10) Technology Access Knowledge. The resulting competency model will be useful in serving as a research foundation for development training and certification programs for distance education professionals. She is also Editor of the International Review section of this journal.     

Identifying core competencies to advance female professors’ careers: an exploratory study in United States academia

This exploratory study aims to identify the core competencies necessary to successfully advance the careers of female associate professors in higher education. To ascertain these core career competencies, a critical incident interview technique was employed. One-to-one semi-structured interviews with six female full professors at a major research university in the Midwestern region of the United States were conducted. Based on participants’ career advancement experiences, the following competencies were identified: (1) making important connections, (2) fulfilling responsibilities in academia, (3) being politically savvy, (4) managing personal and professional obligations, (5) developing a sense of self-agency for one’s career, and (6) believing in one’s self in the work environment. The action-oriented findings of this research, rather than skill-based, can be easily adapted by faculty and institutions, both domestically and internationally, to improve current practices. These findings offer a unique contribution for improving the research and practice of career development among female faculty in higher education.     

Teachers’ Critical Evaluations of Dynamic Geometry Software Implementation in 1:1 Classrooms

Although the use of dynamic software in high school mathematics in the United States has emerged as a research topic, little research has been conducted on how teachers integrate new software in relation to at-home technology networks. Interviews with eight mathematics teachers from four North Carolina counties participating in 1:1 laptop initiatives are analyzed to trace similar decision-making themes, including Internet access, laptop availability, software use, and teacher training. This article outlines how current technologies in classrooms were critically examined by the teachers and how network connectivity impressions affected hardware and software use.     

Another development training programme? Education for practical engagement in extension and development work

Current development education in the United Kingdom usually offers participants from developing countries studies of what development is or should be. These programmes are well suited to the needs of higher-level planners or policy researchers. They contrast markedly with the urgent need for the knowledge of and skills in how to undertake planned economic and social changes. This paper suggests a possible route towards a practical, professional training for middle-and lower-level personnel engaged in managing development and extension services. Briefly, the paper notes the lack of educational programmes aimed at practical training and middle-level staff in Britain; and the role of education in the process of development. Current difficulties for locating these programmes in the developing countries themselves are discussed, and the outline for a suitably practical programme, initially based in Britain, is proposed.     

Tiered Internship Model for Undergraduate Students in Geospatial Science and Technology

This article discusses the development, implementation, and evaluation of a tiered internship program for undergraduate students in geospatial science and technology (TIMSGeoTech). The internship program assists education programs in providing skill development that is relevant and useful, and it aligns graduates and their skills with industry needs, through internship experiences. The unique internship tiers clarify the United States Department of Labor’s requirements on geospatial technician competencies and preparation. The vibrant internship process and its thorough evaluation improve the relevance of coursework to today’s geospatial applications and competencies, student academic performance, student retention and graduation rates, and employer’s satisfaction.