Impact of Technology on Teaching

Impact of Technology on Teaching Our students live in an era known as the Digital Age. More information is accessible to all people in our society, and more industries are seeking employees who are proficient in information literacy combined with highly-developed technological skills. Therefore, technology is key in helping students use learning throughout their lives. As an IT educator at my middle school, I know that my students are part of a tech-savvy generation who demand 21st century classrooms that prepare them for modern-day realities and future employment. If technology is now considered a teaching and learning approach, what are its attributes? In this paper, I will describe various characteristics of technology as a teaching and learning approach, circumstances where technology in the classroom is thought to be most effective, and specific examples of the efficacy of technology. I believe there are three unique characteristics of technology as an approach to teaching and learning. First, as technology becomes more available, teaching and learning become more flexible and tailored to student needs. For instance, with the use of some types of technology, such as the internet, hand-held devices, and online classrooms, teaching and learning can extend beyond traditional classroom walls and campuses. Hardcopy textbooks become relics of the past, as inexpensive, up-to-date, and interactive e-books are adopted by more and more institutions. With hand-held computing devices, students are no longer reliant on a single computer lab in the school. Students now have the means to conduct online research and master technology skills that they will need in their future careers. For instance, as soon as tasks are assigned by teachers, students can begin working at any time in and out of class. This bodes well for blended learning and e-learning approaches to education. Thes e are just a few examples of how teaching and learning takes place not only within the classroom but also outside the classroom too. Technology further affects teaching and learning because it changes student and teacher roles so that teachers can offer more personalized learning. As Bitner and Bitner (2002) note, the traditional role of teacher has been radically altered with the advent of technology as a teaching and learning tool: [Technologys] use can allow teachers and students to become partners in the learning process. Technology integration necessarily alters the traditional paradigm of the teacher providing wisdom and the student absorbing knowledge and for good reason. The knowledge needed for tomorrows jobs will change before many of todays students enter the job market (p. 97). Rather than acting as expert lecturers who provide knowledge, teachers in todays technological age play the role of facilitators who help students to think critically and learn actively. In this new relationship, students are much more engaged because lessons can be more customized and enhanced to fit each students learning styl e and progress. As more and more teachers are using adaptive learning software, gaming, coding and virtual reality in their classrooms, students can work and excel at their own level and pace. Students are active learners and authors, not just consumers when using technology: Students today must learn to search and discover knowledge, actively communicate with others, and solve problems so that they can become productive life-long members of our society (Bitner and Bitner, 2002, p. 97). Technology makes that happen by asking them to publish, share, and collaborate. A third unique feature of technology as a teaching and learning approach is its ability to transform classrooms into highly collaborative spaces, where learning happens both in and out of classrooms. Technology facilitates interaction amongst students so that they can share questions and information while participating in relevant, real-world tasks prepared under the guidance of the teacher. As a result, technology changes teacher practices because the classroom is more student-centered. Students roles change too from passive listener to collaborator and occasional expert. Furthermore, as tasks become more collaborative, they also become more complex, and students develop various transferable skills: Technology-based projects often require students to undertake a larger workload that can also be different in nature-completing open-ended tasks, collaborating with others, directing their own learning, and assuming new leadership roles to name a few (Groff and Mouza, 2008, p. 33). In te chnology-rich classrooms, students are more likely to be engaged in specialized group projects rather than whole class activities. People rarely work alone to accomplish important tasks in the world of work; technology is allowing schools to better reflect the collaborative nature of todays workplaces and perhaps better equip students with the skills they will need. I believe it is the skill and attitude of the teacher that determines the effectiveness of technology integration in the classroom. When the teacher is confident with technology, employing technology daily in the classroom using a variety of tools to co-create lessons, assignments and projects that show a deep understanding of content, the effectiveness of technology integration is present in the classroom: To be successful teaching with technology requires teachers to have a strong comfort level with, and consistently implement technology tools as part of their own repertoire of tools in courses they are teaching (Keengwe et al., 2008, p. 561). Teachers who are most successful at technology integration in the classroom are those who are so comfortable with technology that they intuitively know when to use and how to use it for student teaching and learning. When teachers are excited about and fully invested in employing technology, optimal teaching and learning environments are created. For instance, Darvasi (2014) recounts the story of a seventh-grade English teacher who used alternate reality games (ARGs) to transform his students study of The Odyssey. Using their teachers game-based version of The Odyssey, students had to follow QR codes and clues to re-assemble lost journals and make their way to the end of the game, often working together in groups to decipher hints in a variety of unexpected ways. Within this example, Darvasi (2014) argues that ARGs became an immersive learning system that combine[d] rich narrative, digital technology, and real-world game play, which allowed students to exercise critical thinking, resilience, and creative problem solving to succeed in the ARG (p. 1). While creating an ARG might seem implausible to many teachers, Darvasi believes that it is an achievable strategy, as it can be created via free user -friendly, web-based tools and digital software. A second example of the efficacy of technology in the classroom is a personal one based on my seven-year experience as the IT teacher at my middle school. My class is completely online and paperless, based in a wiki website where students log in to access lesson plans, assignments and resources, as well as chat in real time with each other or with me. Using a variety of web 2.0 tools on my wiki, and mind-mapping, VOKI, and comic software (to name a few), students are challenged to develop problem-solving skills to both navigate the interface and software as well as work collaboratively on open-ended assignments. In my experience, the presence of the online environment motivates students to learn, perhaps mostly because the technology eliminates a one-size-fits-all approach to learning and customizes content to meet individual needs and learning styles. Todays students cannot effectively be taught with pen and paper only. These dated technologies, while perhaps perfectly acceptable several decades ago, do not reflect the realities or needs of 21st century learners. As a teaching and learning tool, technology modernizes classrooms, transforming them into spaces that better reflect the day-to-day lives of todays learners and the skills they need to build for tomorrow. Just as we would never think of asking a student today to write a paper on a stone tablet, so too can we not ignore the necessity of various technological tools in making learning relevant and engaging for todays learners. References Bitner, N., Bitner, J. (2002). Integrating technology into the classroom: Eight keys to success. Journal  of technology and teacher education, 10(1), 95-100. Characteristics of Highly Effective Technology Teaching and Learning in Kentucky Schools.2009.  Retrieved from the web site:  http://education.ky.gov/curriculum/standards/teachtools/Documents/TechCharacteristicsARCCKDEPJK.pdf Darvasi, P. 2014. How to Transform the Odyssey into an Epic Game in Alternate Reality. Retrieved  from the web site: https://ww2.kqed.org/mindshift/2014/10/13/how-students-can-channel-the-odyssey-into-an-alternate-reality-epic/ Goddard, M. (2002). What do we do with these computers? Reflections on technology in the  classroom. Journal of Research on Technology in Education, 35(1), 19-26. Gorder, L. M. (2008). A study of teacher perceptions of instructional technology integration in the  classroom. The Journal of Research in Business Education, 50(2), 63. Groff, J., Mouza, C. (2008). A framework for addressing challenges to classroom technology  use. AACe Journal, 16(1), 21-46. Keengwe, J., Onchwari, G., Wachira, P. (2008). Computer technology integration and student learning:  Barriers and promise. Journal of science education and technology, 17(6), 560-565. Venezky, R. L. (2004). Technology in the classroom: steps toward a new vision. Education,  Communication Information, 4(1), 3-21.

How Actors Contribute to Film Essay

The very goal and essence of acting is to represent a certain character or figure and portray his or her ideas and personality. The goal of acting is to be another person entirely and play their character and their life as if they were your own. It is a beautiful art form and its target is to make the writer’s characters and story come to life. The skills, dexterity and prowess needed in order to fulfill such goals are, certainly, determination, as needed in the hearts of all people who are striving to achieve their dreams. It may not be considered as a skill but it is truly and absolutely a mandatory quality in every dreamy person. One also needs creativity and uniqueness in order to make the film’s â€Å"dramatis personae† come to life and be a real living and breathing person in the eyes of the audience. Also, for the role of the actor to come alive, the actor would need to be in possession of a strong power of influence and, in a way, control and manipulation for the reason that their acting needs to be fantastically believable and have a sense and aura of reality. This quality of believability will strike the audience and will cause a conflict in his or her mind, which would be sinking into the fantasy of the film and holding onto the reality of the world. You will need to be extremely professional and comfortable in front of the camera in order to lose the audience in the story and cast. These are only some of the many skills you will need in order to perform with beautiful finesse and accomplish the very purpose of acting. An actor who executes his job well, complete with panache, professionalism, believability, creativity, humility to accept the words of fellow actors or the director himself, and so much more are marks of good actors. They have to attain the goals of an actor and they have to know how to get into complete character. They have to know how to improve on themselves and make it their objective to reach out to their audience and convey their emotion and influence them to their advantage. As the audience, I would know good acting if I truly feel and believe in the words and actions of the actor. On the other hand, a bad actor is, naturally, the opposite. He is not professional in what he does and does not communicate enough feeling through his acting. The audience would not feel any passion from the actor and the actor does not achieve the exact impact he expected from the audience. The director is the individual who confronts the actor’s wrongdoings, suggests particular improvements, helps the actor understand his role and he is the one who directs the flow of the film, itself. He is a very vital part of the film industry. Since he knows the story and the cast very well, the director’s influence on an actor’s performance is crucial. The director has to know how to take charge and should know what to expect of his actors. He has to be a good communicator because if the actor misunderstands his words, it will absolutely affect the film development process. The actor should know how to follow his director but at the same times, they should have the respect due each other and the actor should know when he should speak up about certain topics. He should also regard the director as his mentor and so I believe the director’s influence may deeply affect the performance of the actor and the director’s words will surely be embedded in his mind. Since he is one of he heads of the film development process, the actor would know that the director knows best and so the effect and impact of the words of the director will affect the performance of an actor. Negative or negatively said words may offend the actor or it may even be taken constructively. Positive or even positively said negative words, may affect the actor more successfully because it will raise the actor’s confidence. Directors, though, should not control the every movement of an actor because he should allow a space for creative freedom, which actors are definitely entitled to. Actors should have creative freedom so that it will practice the mind of the actor to generate more creative, original and spontaneous ideas. Also, in order to make their own individual mark on the film and they will, somehow, feel more accredited for the film because they have contributed their own approaches in their acting. This will also help the director and ease his burdens of continuously managing the actor’s movements. Creative freedom is essential. But, it should not be used abusively liberal. The actor should give space for the director’s words as the director gave space for the actor’s creative freedom. Te film industry makes stories in order to influence or inspire their audience, let them enjoy books or lives of people in a more animated and different light and perspective, make them laugh, smile, inspirit or galvanize them, even for simply a moment. They could even be making these films because it is their most efficient or only outlet of their emotions. There are many reasons for creating films and creating stories because people have different minds and have different ways of thinking. We watch such films because we, as humans, are inclined to become very curious and become interested in many things. We may also sometimes, subconsciously, yearn for a better life and so we watch the movies that portray those with better lives that we want, movies with people with worse lives that will make us appreciate our present life or even some sort of nonsensical farce or slapstick comedy and that will make us laugh and lift our spirits. We also, may have different reasons of watching films that range from just wanting to have a get-together with friends or it is your way of cheering yourself up. Films are a very big part of our world’s culture because they can poison your mind and offend people or it can also make you laugh, inspire others and change people for the better and make you make a change and a difference.

Themes of Hunting Snake. Poem - 799 Words

HUNTING SNAKE -Judith Wright Hunting snake is the poem written by Judith Wright, an Australian environmentalist, who shares her amazing encounter with a great black snake. The main theme of the poem is nature. Here, the description that the poet gives about â€Å"the great black snake† is pretty much similar to the red bellied black snake which was found in the writer’s hometown in New South Wales. In this poem, the persona or the voice is that of the poet herself. The poem is written in a quatrain, i.e four stanzas altogether and each stanza with four lines each. There is also a definite rhyme scheme of the poem :ABAB but the poet has changed the rhyme scheme in the last stanza making it ABBA to make the stanza different from the rest†¦show more content†¦It’s a feeling of scared, terrified. â€Å"Froze half-through a pace† is a sentence taken from the poem. It shows just how anxious they are. â€Å"Sun-warmed in this late season’s grace under autumn’s gentlest sky.† The first line of the poem describes how warm their feelings were before the snake comes. Sun-warmed is the keyword of the sentence. It shows how they feel passionate relaxing and chilling out. I love the word, it reminds me of summer and all its greatness. â€Å"The great black snake went reeling by. Head-down, tongue-flickering on the trail.† \ That gave me an obvious picture of how the snake ruins the gorgeous image of autumn. Fallen leaves everywhere, orange-colored sky. But then the snake comes by, reeling above the fallen leaves and for a moment, autumn isn’t pretty anymore. â€Å"We lost breath to watch him pass.† That is very obvious on how terrified they were. They lost their breath. I’m not sure if they really meant it, literally, or it’s just a metaphor. But it really shows how scary the snake was. I like how the poet chose these words. It shows just the perfect meaning for this poem. â€Å"Fled living from his fierce intent.† Well, the word ‘fled’ caught my eye. Once again, I love the word choice! Fled means running away, so it really shows how the snake is always running away and right now it’s living from it’s bad intentions. â€Å"Cold, dark and splendid he was gone, into the grass that hid his prey.† This line gave a feeling that the snake was gone, yetShow MoreRelatedPike and Hunting Snake Comparison1238 Words   |  5 Pagesï » ¿In the poems â€Å"The Hunting Snake† by Judith Wright and â€Å"Pike† by Ted Hughes a strong relationship between man and nature is explored and expressed. Judith Wright was an Australian poet, environmentalist and Aboriginal land rights campaigner. Ted Hughes was an English poet and children’s book writer. Themes discussed in his poems were mostly nature having being fascinated with them from an early age. He wrote frequently of the mixture of beauty and violence in the natural world. 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Organisation Development And Human Resources Management - Free Essay Example

Sample details Pages: 8 Words: 2450 Downloads: 6 Date added: 2017/06/26 Category Management Essay Type Argumentative essay Did you like this example? The ageing population is a huge concern when it comes to organizational development and Human resources. All organization from the small business to the big organization has or will deal with issues arising from the lift of the pension eligibility age. In my work, I have pointed out some keys areas where employers have to give their best attention such as intergenerational conflict, the ageing challenge, discrimination and also I have describes some strategies or recommendation which could be use by any employers. Don’t waste time! Our writers will create an original "Organisation Development And Human Resources Management" essay for you Create order My work was mainly based on Internet articles and also books about human resources and organizational development. Introduction Today in Australia, according to the Australian treasury, the Australian population is getting older, for two main reasons which are a high decrease in birth rate since the late 1960s and also because the population is living longer, the life expectancy today is 78 and will be around 83 in 2043 according to the IGR (Intergenerational report, 2002). The government is now facing economic issues regarding their pension scheme. Because of the ageing population the cost of their pension scheme will be too high and so, under Rudds government, the pension eligibility was lift from 65 to 67, which means that workers will work longer. In the context of Human resource this decision has some important organisational implications that employers and managers must know how to tackle the problem of ageing workers. 1 The ageing challenge According to Keese, (2006) there are 30 countries who are members of the OECD and none of them have successfully tackled the problem of the ageing population. Some of them have started to tackle the problem and have implemented policies that encourage older worker to work. Peter Promnitz, region head of Mercer Asia/Pacific,(smh.com.au/opinion/politics/the-next-gfc-our-ageing-population, 2010) has another view of the ageing population. In his article The next GFC: our ageing population, Promnitz says that it is important that employers take action across their employees lifespan, not just towards the end. He also recommends that companies must take action during the recruitment, the retention and retirement. Recruitment: Companies should promote for and attracting older employees. As cited by Promnitz, successful businesses will also retain the experience and knowledge of older workers by being creative and flexible in their work practices with a willingness to redefine the jo b where necessary and effectively manage retirement transitions Retention: Employers are concerned about the health-care consequence of recruiting older employees. Absenteeism and disability are indeed greater with the older group. The challenge for manager will be to create a work environment and a job design, which can put together health, issues, training, environment and the tasks required. Retirement: Employers need to focus on preparing their employees retirement. It is an important part that if employees are going to work longer they also need the insurance of being looked after by their employers. Preparing transition plan with older employees will make the retirement process easier and more efficient. Also, involving young employee into the superannuation plan will be very valuable. By doing so, the young employees will know what to and what to plan about their future. Even if it looks like a far step for them, it will help them to set up financial goals in the per spective of retirement. The ageing population is a sensitive problem, increase the age of pension eligibility age, rising taxes to cover the health care cost of older people, are just steps from government to save money and decrease the cost but ageing population is more than just money and age. It is also a matter of generations, stereotypes, values and technology. Those matters are day-to-day problems for the organisation, because their employees will work longer managers have to be aware of any issues that could arise within the company and take responsible and specific actions and policies to make the work place more convenient for the older employees as well as other. It needs to be considered that the different industries might act differently to this age pension lift. Will be easier to handle the problem for some industries and might be harder for other (E.g labour industry, when older employees can have Health issues as they get older and wouldnt be able to do the job as required). Though, companies must be able to replace them or find them another job, create one within the company where they will be useful and considered as a good asset. 2 Intergenerational conflict Due to the ageing population the difference between the young generation and the old one can be a cause of conflict within the organization. From a Human resource point of view, it is essential to understand the value and attitudes of each generation. In her article, Donna Harrison, (2010) says that the boomers are know to be loyal to the employer, accepting the chain of command leadership and like a stable work environment. They are also more willing to see their salary as a reward from their experience, loyalty and knowledge. However, the generation X and Y are more flexible and individual. The generation X is more focused on having a good work/life balance and like personal achievement. The generation Y is more educated, High skilled when it comes to technology and more willing to travel and be part of the global village. By acknowledging that, managers must understand that each generation have their own goals, vary from person to person. Also, conflict can arise between each generation. Its a risk for the organization that can affect the productivity and the outcomes. Intergenerational factors have to be managed by manager/Human resource department to ensure the efficiency of the workplace. The older employee can be seen as more rigid and more resistant to change by the young generation, however their knowledge and experience is valuable in the workplace. They can foresee problems before they arise and can deal with them in a mature manner. And that is where the organization has to be present. Using their knowledge and experience to support the younger generation who is still learning. On the other side, the younger generation is more creative and more suitable to the modern world, which means that they can also put their income into the workplace. Even if the older people have to work longer, the key to a successful work environment and avoid conflict between generations, is to create a workplace where each generation can teach something to the other and make them work together instead of individual. Every generation is important, every individual is important and if the Human Resource manages it well, the productivity and the work environment will be improved. Managing the intergenerational tension will create many positives outcomes within the organization. Resolving tensions between the generations in the workplace is a huge task, but there is also another issue rising from an ageing population, which is discrimination. 3 Discrimination Discrimination is still common in the workplace and many people are still complaining about it. In this case of ageing population, the problem is between employers/employees or job seekers. According to the Australian right commission, (2009), they have identified the common discriminations that older people are facing in Australia when it comes to Human resource and organizational development. The first problem is that their have problems finding job, employers dont wan to hire them due to their age and the myth about old people is still present. For old employees, they are usually facing problems when it comes to promotion or accessing training where the younger people are preferred. So, how can this be resolved? How can we make an employer willing to hire an old person or to promote or give them access to training? Here, the government and employers have to work together. If older people have to work longer they must be able to find a job regardless of their age but more on t heir experience. It comes back to what Promnintz said about creating job for older people. A good example will be a Marketing company who will need employees from the baby boomer generation to target consumer from the same generation. They will be more suitable to find a good product than the younger generation. Another organizational implication will be to give support to the existing employees. Promote them, change their job activity or provide them with training to keep them up to date and able to follow the technology and resources used by the company. Many alternatives can be used to maintain the older people in the company. Employers must give more attention to their older employee. With the global financial crisis and big decrease of the superfund older people are willing to work more and cannot afford to retire. They cannot be left on the side. Employers need to retain their older employees and even if possible create new job positions for old people. 4 Retaining/Engaging Strategies Organization must come up with strategies to maintain or retain their older employees. Companies start to realize the positive outcomes of employing a mature workforce (Elizabeth Allen, 2009). Motivation is the key to maintain older worker performance (Chay, Aryee Chew 1995). Satisfaction and motivation are also keys factor for older people, they have to find satisfaction and motivation in what they are doing. They have to be able to develop them selves. Other way to maintain and keep old people is to give them specific assignment, training, technology courses and offering them to teach or support the young generation. Many ways are available to make them valuable assets for the company. Also, older generation is not always willing to change or to transform their stable environment. That is why, and it is also a part of the myth, that they have troubles finding job or have promotions. Baby boomers like stable environment and that is one thing that can stop managers from hiring them or supporting them. In a world of constant change and competitive market companies has to be up to date and always ready to change. So even if managers/employers are willing to change their policies or take new initiatives, the baby boomers must realize that they also have their responsibilities for the change and realize that they have to learn new skills in order to staying a valuable asset for the company. For example, the use of the technology (Computers, Internet, Intranet, PDAs.) is vital for companies. The Y generation is known to have the best knowledge when it comes to technology simply because they grow at the time as technology takes place in our lives. In fact, the baby boomers are seen to be a step behind when it comes to computer and the Internet world. But is it really true that baby boomers are still reluctant to the technology or is it just a myth? Researchers from Deloitte, an international management-consulting firm might have the answer. In their last paper, called Gen-Y-ers, Baby Boomers technology: Worlds Apart? their findings show that the geography influences more than the age. Also, another study from Forrester Research shows that more than 60 percent of those in this generational group actively consume socially created content like blogs, videos, podcasts, and forums. Whats more, the percentage of those participating is on the rise. So what does that mean for Employers? It means that spending a part of their budget into introducing the technology to their older employees is not a waste of money. Of course their level of understanding might not be as high or as fast learner as the younger generation but their participation will be as effective. Employers must understand that their older employees must not be left a side and that they must be taking care of as much as the young employees. Training all the generations will bring positive outcomes to the employers. Training support offered by the employers will be very importa nt, even if they have to retrain some of the staff, at the end, the whole company will be the winner. It is a win/win situation where both sides must realize their responsibilities and take actions. Communication and working together will be the key to the success. Pathos Leadership Group (pathosleadershipgroup.com) proposes 5 strategies to engage and retain baby boomers in the organization: * Time, Time, TimeÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ See Whats Become of Me! Baby boomers valued their time, time is very important for them and thats something that the organization needs to understand (E.g., Time off) * Act Green LocallyÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ Go Green Globally: Give them time for community services within the organization or outside the organization. They will come back recharged and motivated. * Wrap It UpÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ Ill Take It: flexibility while working on projects to participate on specific modules that highlight their expertise, in stead of the entire project. * Send in the Clowns: Providing the opportunity to pick/chose their schedule, as well as where they work, their productivity will blossom * People Let Me Tell You About My Best Friend: Install a mentorship (or coaching) program where the wisdom of Baby Boomers can be tapped before they depart from the organization.   Simply put, get the information from them before theyre gone. Implementing these strategies into the organization to maintain, retain and motivate the employees is highly recommended. Taking actions is important for organization to face the challenge of an ageing population in the workplace. Conclusion The main problem of lifting the age of the pension age from 65 to 67 is that the ageing population will have difficulties such as finding jobs, getting promoted or also offered training about new technology into the workplace. There are many stereotypes surrounding mature age workers they are expensive, difficult to manage, wont learn new skills, resist change and are not up to date with the new technology. And these stereotypes are making it difficult for the mature age workers who are not ready for retirement, to find jobs. Glennis Hanley from Monash Universitys Deparment of Management believes that there is one thing that need to be understand by the employers and Human Resource Department is that Baby boomers are vital to the workforce today and should be encourage to keep working as long as they can. Even if sometimes they are not happy with changes or transformation of their environment. Employers and baby boomers have to take their responsibilities and as Hanley says Busine sses need to employ the broad-based business experiences of baby boomers to foster and transfer cross-generational knowledge. Every single employee has a role to play in the organization and old employees as young employees have something to bring to the company and to their colleagues. The lift of the pension eligibility is a sensitive area for organizations; their success will depend on how they implement strategies into their workplace.