UNDERSTANDING INFORMAL LEARNING IN VIRTUAL PROFESSIONAL COMMUNITIES OF TEACHERS IN KAZAKHSTAN

Reinforced internationally in the context of educational improvement, teachers’ professional networks, as a source of social capital, have been conceptualised as an integral part of teacher professionalism, as well as an essential element of successful educational change, and in the context of what Van Dijck, Poell and De Waal (2018) call “the platform society”, the use of social media platforms within professional networks of teachers has become an agenda for both research and practice. Therefore, with the overarching aim of understanding how to promote informal learning of teachers in virtual professional communities in Kazakhstan, this study explored this phenomenon within the conceptual framework identified by a review of related concepts, in particular a triangle of learning factors, namely, the need for professional connectedness, knowledge sharing self-efficacy, and knowledge sharing and receiving. This parallel mixed-method study was carried out in 29 schools of Kazakhstan by collecting teachers’ self-reported practice with the help of a paper-based questionnaires (n=440) and face-to-face interviews (n=41). An emergent trend within the identified findings is that teachers in Kazakhstan use social media within professional communities in order to obtain knowledge, which is manifested in an overlapping mixture of news, information, opinion, experience and resources, suggesting that virtual professional communities are one of the spaces for informal learning since they provide the opportunity to gain public and/or personal knowledge related to the teaching profession. In line with the identified conceptual framework, the results of the study provide a partial explanation for teachers’ engagement in virtual professional communities in the context of informal learning. The study suggests that both the need for professional connectedness, as part of professional identity and commitment for learning, and knowledge sharing self-efficacy are positively associated with knowledge sharing and receiving. As well as identifying contextual types of virtual professional communities, the study identifies some of the contextual factors associated with the need for professional connectedness in the research context, such as professional isolation of teachers in rural schools, the need for mentoring support, and the context of educational change, and contextual sources of knowledge sharing self-efficacy, such as professional comparison and sense of professional connectedness. Finally, in contribution to the growing body of research, the present study also argues for the importance of face-to-to face collaboration within and beyond schools in order to promote professional knowledge exchange within virtual professional communities. The research has clear implications for research and practice in the fields of teacher professional learning, particularly in Kazakhstan, hence it is believed that present study can help future efforts to support informal learning in virtual professional communities

ADR-based Workplace Conflict Management Systems: A Case of American Exceptionalism

[Excerpt] The diffusion of ADR-based conflict management systems is a development increasingly highlighted in the literature. Organizations are seen as putting in place multiple procedures and practices so that different varieties of workplace conflict can be effectively addressed. Just why organizations are electing to introduce these integrated bundles of innovative conflict management practices is a matter of debate, but many view the development as transforming the manner in which workplace problems are managed in modern organizations, with some even pronouncing that it amounts to the rewriting of the social contract at work (Lipsky and Seeber 2006). This paper argues that to the extent to which conflict management systems are being diffused, it is occurring mainly in the USA became the institutional context for the management of the employment relationship creates considerable incentives for the adoption of ADR-inspired conflict management innovations. Other Anglo-American countries, where it might be thought reasonable to expect a similar pattern of ADR innovation at the workplace to emerge, are not experiencing any discernible shift towards conflict management systems inside organizations. It is suggested that in the absence of institutional incentives to adopt workplace management systems, organizations are unlikely to opt for radical conflict management innovations. At the same time, drawing on research in the Irish context, it is argued that tried-and-tested conflict management practices do change over time, with an incremental and evolutionary approach adopted by some organizations to upgrade practices considered the most interesting development. The paper is organized as follows. The first section assesses why the emergence of integrated conflict management systems in organizations is considered to be a significant new development in the USA. The next section evaluates evidence and suggests that a similar pattern of workplace conflict management innovation is not occurring in other Anglo-American countries. After this evaluation, it is suggested that the institutional context in the USA creates uniquely strong incentives for organizations to adopt integrated bundles of ADR practices at the workplace - causing the emergence of conflict management systems to be a case of ‘American exceptionalism’. The following section argues that in the absence of strong institutional incentives to do so, organizations are unlikely to move radically away from established conflict management systems. The penultimate section explains that even in the presence of organizational inertia, conflict management practices seldom stay the same and uses research in the Irish context to suggest that organizations sometimes use an evolutionary approach to upgrade conflict management practices in an incremental yet continuous manner. The final section presents a number of case studies of this evolutionary approach to conflict management innovation. The conclusions bring together the arguments of the paper

Work Organisation and Innovation

[Excerpt] Innovations in work organisation have the potential to optimise production processes in companies and improve employees’ overall experience of work. This report explores the links between innovations in work organisation – under the broader label of high performance work practices (HPWPs) – and the potential benefits for both employees and organisations. It draws on empirical evidence from case studies carried out in 13 Member States of the European Union where workplace innovations have resulted in positive outcomes

A Handbook of Data Collection Tools: Companion to "A Guide to Measuring Advocacy and Policy"

This handbook of data collection tools is intended to serve as a companion to A Guide to Measuring Advocacy and Policy. Organizational Research Services (ORS) developed this guide on behalf of the Annie E. Casey Foundation to support efforts to develop and implement an evaluation of advocacy and policy work. The companion handbook is dedicated to providing examples of practical tools and processes for collecting useful information from policy and advocacy efforts. Included within this handbook are a legislative process tracking log, a meeting observation checklist, a policy brief stakeholder survey, a policy tracking analysis tool, and a policy tracking form.This best practice provides an approach to measure advocacy and policy change efforts, starting with a theory of change, identifying outcome categories, and selecting practical approaches to measurement

The Danish Model and the Globalizing Learning Economy: Lessons for Developing Countries

Although Denmark shares with the other four Nordic countries certain attributes, such as pragmatic protestant religion, small and homogenous population, strong social democratic parties and ambitious welfare states, it also has its own characteristics. High degree of specialization in the so-called low-tech sectors, combined with high mobility and income security in labour markets (flexicurity), contributes to making the Danish system unique in the world. Denmark has experienced some stagnation in its growth over the last decade but still ranks among the top ten in the world in terms of GNP per capita, registered unemployment is less than 2 per cent (as of June 2008) while the inflation rate has remained moderate. These goals for economic policy have been realized in an environment with a high degree of income equality. In this paper we use the concepts .innovation system., .the learning economy. and .learning modes. to analyse the evolution of the Danish model and what can be learnt from it.economic development, welfare state, social cohesion, innovation

UCL (University College London) Libraries Masterplan: Masterplanning Report

BDP were appointed to undertake a Masterplan for the UCL Main Library and the UCL Science Library and to identify how these buildings could be re-ordered to significantly improve the quality of the library environment and to facilitate the delivery of library services. An initial brief was agreed with UCL’s Estates Management Committee and a Masterplan Steering Group established including academic representatives, library staff and design consultants. To inform the development of this brief, UCL Library Services undertook a number of consultation exercises with users of the Library; students, academic staff and external users, together with Library staff. A number of visits to exemplar library buildings in the UK and continental Europe were also undertaken to inform the development of options for the buildings. Following the development and review of initial options for both the Main Library and Science Library, it was agreed a further, hypothetical New Build Central Library Option should be reviewed, to accommodate a relocated and consolidated library service encompassing 7 of the 16 existing libraries currently distributed across the UCL Estate

Transformational leadership and innovation at the Lebanese banking industry

Purpose: Transformational leadership (TL) has been recognized as one of the most important factor influencing innovation. It is argued that this style plays an essential role in developing the process, structure and climate for organizations to become innovative. This research aims to examine the impact of TL on two aspects of innovation namely product and process innovation. Design/Methodology/Approach: The quantitative and explanatory analysis was taken by using the Structural equations modeling (SEM) with AMOS 20 to examine the relationship between TL and innovation. Research data were collected through a survey method. The sample result was determined by the probability stratified sampling technique of about 310 employees at 27 banks in Lebanon. Findings: The findings confirmed the importance of TL in enhancing innovation in banking sector. The main implication of the research highlights that individualized consideration is the most important predictor of product and process innovation followed by, inspirational motivation and idealized influence, respectively, whereas, intellectual stimulation has insignificant influence on product and process innovation. Practical Implications: Findings point to how transformational style of leadership produce better outcomes for the banks by mobilizing employees to engage in innovative products and processes. Originality/Value: These findings extends the understanding of the processes through which transformational styles of leadership stimulate innovation, and also highlight the benefits gained by cultivating more transformational styles of leadership to generate more innovative outcomes.peer-reviewe