Whose curriculum is it anyway? Stakeholder salience in the context of Degree Apprenticeships

A Degree Apprenticeship model has recently been introduced into the United Kingdom (UK) Higher Education system as part of wider changes to vocational training. The system has experienced numerous rapid changes in regulation and funding, and it is now little understood by many stakeholders. Distinguishing different phases in UK Higher Education, and using a salience model as a lens for analysis, this article identifies and examines stakeholders with regards to their influence on the Higher Education curriculum. The new Degree Apprenticeship model is funded by an employer payroll levy and it requires Higher Education institutions to deliver training to specific standards. This research explores the implications of the model for the Higher Education curriculum, concluding that the direct involvement of employers in the design and delivery of vocational Higher Education introduces untried elements into UK Higher Education on the assumption that the funding requirement will lead to a change in employer behaviour. This, coupled with the opening of Higher Education provision to private providers, transfers power over the curriculum to those with potentially no commitment to wider public values, and may offer a threat to the international standing of UK Higher Education. This article contributes to research in understanding how Higher Education systems respond to, and actors cope with, imposed change.     

Fire play: ICCARUS—Intelligent command and control,acquisition and review using simulation*

Is it possible to educate a fire officer to deal intelligently with the command and control of a major fire event he will never have experienced? The authors of this paper believe there is, and present here just one solution to this training challenge. It involves the development of an intelligent simulation based upon computer managed interactive media. The expertise and content underpinning this educational development was provided by the West Midlands Fire Service. Their brief for this training programme was unambiguous and to the point:

• 1 Do not present the trainee with a model answer, because there are no generic fires. Each incident is novel, complex, and often ‘wicked’ in that it changes obstructively as it progresses. Thus firefighting demands that Commanders impose their individual intelligence on each problem to solve it.
• 2 A suitable Educational Simulator should stand alone; operate in real time; emulate as nearly as possible the ‘feel’ of the fireground; present realistic fire progress; incorporate the vast majority of those resources normally present at a real incident; bombard the trainee with information from those sources; provide as few system‐prompts as possible.
• 3 There should also be an interrogable visual debrief which can be used after the exercise to give the trainees a firm understanding of the effects of their actions. This allows them to draw their own conclusions of their command effectiveness. Additionally, such a record of command and control will be an ideal initiator of tutorial discussion.
• 4 The simulation should be realisable on a hardware/software platform of £10 000.
• 5 The overriding importance is that the simulation should ‘emulate as nearly as possible the feelings and stresses of the command role’.

     

A re‐examination of expatriate recruitment for education in developing countries

This article aims to identify and examine the key factors in effective recruitment for people to work successfully overseas. It investigates key factors such as experience of working overseas, attitude and personality which determine the success or failure of people recruited to work in education in developing countries; from personal reasons for seeking such work and the appropriate recruitment process, to the induction and how expatriates settle in to their work and life in a very different culture and working environment. The ‘culture shock’ experienced on arrival is studied to reflect on how its effects may be lessened. Three case studies illuminate specific lessons that can be learned where there is evidence of match or mismatch between expatriate and employing organization.     

Summer Professional Development in Chemistry for Inservice Teachers Using OWL Quick Prep

Secondary teachers participating in summer professional development chemistry workshops in Texas used an online chemistry tutoring program, OWL Quick Prep (Day et al. in OWL: Online Web-based Learning, Brooks-Cole Cengage Learning, Florence, KY, 1997) as a part of the inservice training. Self-reported demographic data were used to identify factors in preparation and practice that affected pretest and posttest scores. Data from the pretests and posttests indicate that nomenclature and problems requiring calculations were the most challenging topics for the cohort. The participants who correctly completed 90% of the questions in the tutoring modules showed significant improvement in content mastery.     

Private universities: a way to increase access to university education in Ontario

The citizens of Ontario are requiring increasingly specialized skills. These are needed by the business community so that it will be able to compete effectively in the global economy. A perception exists that the traditional, publicly funded universities in Ontario are ill equipped to provide the necessary training that is required by employers. The reasons cited are the following: (i) inadequately applied science programmes; and (ii) insufficient space to accommodate students pursuing university education. The reduction in funding for Ontario universities makes the expansion of their current infrastructures a rather difficult proposition. Therefore, permitting private universities to operate in Ontario might be a viable option for increasing access to university education.     

A comparison of signaled vs. unsignaled free-operant avoidance in wild and domesticated rats

Three experiments compared the performance of domesticated hooded rats and nondomesticated black rats under signaled and unsignaled free-operant leverpress avoidance. There was no difference between groups in asymptotic shock rates under unsignaled avoidance; however, the black rats avoided much more successfully when the signal was present, while the hooded rats showed little or no improvement. When a longer signal was employed (10 vs. 5 sec), the effects were essentially the same. The black rats generally had higher response rates, and this difference was most pronounced in extinction, where the hooded rats made very few responses. The domesticated rats received a disproportionately large number of shocks early in the session (warm-up) under unsignaled avoidance, but this tendency was much less pronounced for the black rats. However, both groups showed appreciable amounts of warm-up during signalled avoidance. The findings are discussed in terms of differences in levels of activation/arousal between domesticated and nondomesticated animals.