The effectiveness of hybrid dynamic visualisation in learning genetics in a Hong Kong secondary school

Background: A teaching method to improve students’ ability to communicate ideas in genetics across the macro–micro levels of organisation was investigated in this study.

Purpose: It is designed to help students deconstruct the level of organisation of each tier of a genetic diagram, as the symbols used in such diagrams (i.e. lines and letters) can be too abstract to serve as hints for students to identify the level of organisation.

Design and method: The method employs hybrid dynamic visualisation, which combines static (e.g. a genetic diagram) and dynamic visualisations (e.g. meiotic cell division, fertilisation). The method also addresses the learning problem wherein students isolate the conceptual components of the processes of meiotic cell division and fertilisation from the procedural components of genetic diagrams. The new pedagogy was trialled in a voluntary enrichment course with 22 Secondary Six (or 12th grade) students.

Results: The results of conceptual assessments and individual interviews show that the participating students, in general, provided more explanations at the molecular level, although there is considerable room for improvement in making a smooth macro–micro transition. Students also had a better grasp of the symbolic representation and mathematical concepts of genetics. In addition, their responses in individual interviews revealed that they shared a restricted understanding of the term ‘recessiveness’.

Conclusion: Possible scaffolds for revisiting the concept of recessiveness in regular teaching are suggested.     

Didactic Restrictions on the Teacher’s Practice: The Case of Limits of Functions in Spanish High Schools

The Anthropological Theory of Didactics describes mathematical activity in terms of mathematical organisations or praxeologies and considers the teacher as the director of the didactic process the students carry out, a process that is structured along six dimensions or didactic moments. This paper begins with an outline of this epistemological and didactic model, which appears as a useful tool for the analysis of mathematical and teaching practices. It is used to identify the main characteristics of the mathematical organisation around the limits of functions as it is proposed to be taught at high school level. The observation of an empirical didactic process will finally show how the internal dynamics of the didactic process is affected by certain mathematical and didactic constraints that significantly determine the teacher’s practice and ultimately the mathematical organisation actually taught.     

The degree to which students and teachers are involved in second-level school processes and participation in decision-making: an Irish Case Study

The Education Act (1998 Education Act. 1998. Dublin: Government Publications. [Google Scholar]) is a key policy document in Irish education, emphasising the rights, roles and responsibilities of key stakeholders, including parents, teachers and pupils in schools. Since 1998 the Department of Education and Skills (DES) has stressed the need to introduce an increased role for teachers and pupils in decision-making. It is therefore timely to explore the response of teachers and students to such a collaborative school environment in a rural second-level school of approximately 600 students. Transition year (TY) students (ages about 15–16) and their teachers were surveyed by questionnaire and interviewed. It finds that while the school is proactive in involving students and teachers in decision-making, a source of social, personal and professional empowerment, experienced teachers, and students in particular, want a more substantial voice. For example, most students want more say. They want class discussions or a vote, not just Student Council (SC) representation, on important and not just trivial issues. They want involvement before decisions are taken, with more feedback. Overall, participation is considered important by all stakeholders.     

Action research and the micropolitics in schools

This paper is based on the assumption that action research always affects the micropolitical balance characteristic of a certain school setting. The authors claim that micropolitics, that is the patterns of formal power and informal influence, has largely been neglected in the literature on action research in schools. This means that action researchers appear to be ‘micropolitically illiterate’. Firstly in the paper the authors present the concept of micropolitics and a model consisting of three arenas for understanding micropolitics in schools. Thereafter they exemplify the different aspects and expressions of micropolitics by referring to their own action research projects. The focus is particularly on initiative to and engagement with action research. Finally they reflect on some micropolitical dilemmas characteristic of action research and the contradictory role of the action researcher.     

上海高校科技成果转化联动机构的运作实践

上海高校在学科与人才上都具备一定优势,近年来各校的自主成果转化取得一定成绩,但还不尽如人意．如何进一步整合上海高校的科技资源,搭建起有效的科技服务平台,促进上海高校整体与各省市（区）的科技合作,提高高校成果转化率真有重要的现实意义．“上海高校技术转移办公室”是一个为上海高校成果转化提供专门化服务的机构,通过几年的运作实践,机构不断打开上海高校与外省市科技服务部门以及地方企业合作的新局面,扩大了上海高校整体的影响力,并继续探索着进一步发展的工作思路．     

Effects of curriculum organisation on study progress in engineering studies

Procrastination and time investment areimportant issues in the study of studentperformance and progress. Previous research onthese issues has mainly concentrated uponindividual differences between students inpersonality and time management skills.However, study progress depends not only onstudent characteristics but also on theorganisation of the curriculum. A multilevelanalysis that was carried out on dataconcerning 1578 engineering students on twelvedifferent programmes provides evidence thatvariation in study progress can partly beattributed to curriculum organisation. Thespread of study activities over the year,instruction characteristics and examinationcharacteristics were found to have effects onprogress. This implies that institutes inhigher education may improve their studentsprogress to some extent by means of efficientcurriculum organisation.     

Enriching the historiography of Religious Education: insights from oral life history

This article seeks to exemplify the extent to which oral life history research can enrich existing historiographies of English Religious Education (RE). Findings are reported from interviews undertaken with a sample of key informants involved in designing and/or implementing significant curriculum changes in RE in the 1960s and 1970s. The interviews provided insights into personal narratives and biographies that have been marginal to, or excluded from, the historical record. Thematic analysis of the oral life histories opened a window into the world of RE, specifically in relation to professional identity and practice, curriculum development and professional organisations, thereby exposing the operational dynamics of RE at an (inter-)personal and organisational level. The findings are framed by a series of methodological reflections. Overall, oral life histories are shown to be capable of revealing that which was previously hidden and which can be confirmed and contrasted with knowledge gleaned from primary documentary sources.     

Exploring the challenges in scaling up the delivery of action learning facilitator training within a global organisation

Action learning is often used as an element of leadership development programmes. The intention is to support classroom learning with an experiential thread which runs throughout the life of the programme. Action Learning Associates (ALA) has been working with an international organisation for three years to deliver the global ‘First Line Manager Programme’ (FLMP). The action learning facilitator training (ALFT) programme is designed to enable participants to run action learning sets in their operational companies across the world. Originally created in English – the official business language – the ALFT is now also delivered in French. The focus of the paper is to explore learning, challenges and opportunities created by scaling up the delivery of ALFT to a global target audience of approximately 700 people. To date ALA has trained over 165 internal action learning facilitators from different countries, languages, cultures and professional backgrounds. The value to the participants of being skilled to run their own action learning sets, within the context of the FLMP, is explored along with the opportunities for organisational development and learning.     

Nurturing the H in HR: using action learning to build organisation development capability in the UK Civil Service

In the UK, the Civil Service Reform Plan is being implemented with urgency. This requires Civil Service departments and agencies to reform their structures and ways of working in order to deliver effective services in a climate of economic austerity and rapid social and technological change. Historically, Human Resource (HR) professionals have provided services based on the HR Business Partner model which has meant a focus on strategic and operational HR services. As part of these changes, HR managers and other professionals are now required to develop their capabilities in providing Organisation Development (OD) advice to their internal clients. In order to make this happen, the Civil Service's expert OD and Design Service launched an OD Capability Building programme and engaged OD specialists Mayvin to deliver it. The programme incorporates the postgraduate level-accredited Action Learning Question method developed by Dr Richard Hale called, in this context, OD Questions (ODQs). Participants on the OD Capability Building programme are required to complete an ODQ over a five- to six-month period. This entails scoping an OD challenge with key stakeholders, conducting some research and making recommendations for change or implementing such change. The participants work in ‘action learning sets’ and support each other with their problem solving and learning. A final report is written up by each participant leading to the award of postgraduate-level credits. Examples of ODQ areas include: How can I support a newly appointed Director General to align his team to address their challenges at a time of rapid change? How can I help my client department to improve employee engagement? How can I develop my own capability in working as a business partner and adding value alongside my client?