Thesis (Ph.D.) - University of Queensland, 2005. / Includes bibliography.

The purpose of this thesis was to show that cooperative learning strategies are suitable teaching techniques for the instruction of undergraduate music theory. Literature in music theory pedagogy has concentrated primarily on content-based teaching issues and offers little information on the range of teaching techniques available for promoting student learning. Many instructors may be relying on traditional teaching methods with which they are familiar-lectures, lecture-demonstrations and teacher-led discussions-to instruct tonal theory classes and may not be aware of cooperative learning or its potential usefulness as another instructional strategy. The body of this thesis is divided into three main sections. The opening section demonstrates how traditional teaching methods alone fail to meet many learning needs of students and points to cooperative learning strategies as one alternative method that addresses these needs. In the next section, cooperative learning is further defined in order to differentiate it from traditional group work. The third and largest section contains ten sample lesson plans based on topics central to first- and second-year tonal harmony courses. Each lesson includes at least one cooperative learning technique and a discussion of why the particular technique was applied to the topic. Instructors of tonal harmony who are looking for additional teaching strategies that actively involve the learners should consider using cooperative learning. The sample lesson plans offered in this thesis illustrate how these techniques may be used either briefly in conjunction with more traditional methods or on their own in more extensive activities. Variety within cooperative learning strategies has also been demonstrated by providing techniques ranging from simple, user-friendly ideas for the inexperienced, to more complex and challenging activities requiring higher levels of experience and collaborative skills. A selected bibliography is included to assist readers in becoming familiar with some of the resources available to those who use cooperative groups for instruction. / Arts, Faculty of / Music, School of / Graduate

Much confusion surrounds the term 'self-directed learning', which presently describes a process, a goal, a teaching technique, and an outcome of that teaching. As a process, the literature concentrates mainly on how individuals learn, with little reference to groups that can be as selfdirected as individuals. The purposes of this study were: (a) to reduce conceptual confusion by creating a typology distinguishing different processes of self-directed learning; (b) to explore the phenomenon of group self-directed learning; and (c) to illustrate the effect of environment on learning, and the complex learning dynamics in group settings. This project arose somewhat differently from typical doctoral research. Data from two unrelated field studies conducted for other purposes, completed before this thesis work began, each illustrated self-directed groups learning informally in the contexts of community action and innovative small workplaces. A subsequent review of the literature indicated a lack of attention to this form of group learning, and the field studies were then re-analyzed from this perspective. As a result of the literature review and data re-analysis (1) a typology emerged from the literature review that divides the process of self-directed learning into three forms, each of which is context sensitive but between which learners can continually move back and forth; (2) it appears that the term 'autodidactic' can apply to specific groups which are both self-organized and self-directed in their learning efforts; and (3) that the term 'autodidaxy' as presently defined is as conceptually confusing as the term 'self-directed learning'. This confusion is reduced by the typology proposed by this thesis. Minor findings indicate two continuing problems. The first is reluctance by some to accord non-credentialed learning the value it deserves, and the second is the difficulty often encountered in transferring knowledge from the site of learning to the site of application. This study concludes that 'informalizing' some formal curricula, and encouraging self-directed learning at all levels and in all contexts, may provide some of the tools necessary for living and learning in the twenty-first century. / Education, Faculty of / Educational Studies (EDST), Department of / Graduate

M.Ed.

Organizations need to develop innovations to meet emerging problems and challenges due to increasing global competition, customer expectations, or market changes. Responding to these challenges requires employees to create solutions within their organizations, such as new products or processes. While some research has found crucial roles of individual faculty in the innovation process, less is known about how individual educators (i.e., university faculty and clinical practitioners) work across knowledge and organizational boundaries.The purpose of this case study on team innovative work behavior (TIWB) in higher education was to learn more about which team learning behaviors (TLBs) and team innovative work behaviors (TIWBs) were exhibited by a university-based cross-boundary work team to understand how these complex organizations can leverage learning toward practice improvement. The purposefully selected sample was composed of an 11 member California-based work team consisting of 5 faculty members from a redesigning public university, 4 senior administrators from partnering public school districts, and 2 faculty members from a partnering mentor program. The primary data collection method was in depth critical incident (CI) interviews. Supportive methods included a pre-interview questionnaire, field observations, document and artifact review, and a group interview. The data were coded and analyzed first by research question, and then findings were organized thematically in alignment with three analytic categories based on the study’s conceptual framework. The research revealed that the team exhibited several TLBs and one TIWB throughout the redesign process. The team’s capacity for learning and innovating was strongly influenced by the organizational conditions that brought the team together as well as the team’s leadership and facilitation. While few of the team members were able to articulate their own learning and practice changes explicitly, they did reflect on their learning in the context of task completion and goal achievement. Recommendations are offered for university and district practitioners, and for further research, including: (1) identifying a team leader with both positional and reputational authority, (2) selecting a team based on existing relationships and shared commitment to change, (3) using evidence to challenge existing assumptions, and (4) aligning activities to organizational and environmental forces.

The research on cooperative learning has been conducted in terms of student achievement but little is known of how training in and use of cooperative learning affects teachers. The central purpose of this study was to examine the association between training in cooperative learning and teacher job satisfaction, with special attention to the subsets of collegiality and efficacy. A second purpose was to examine how levels of job satisfaction, efficacy, and collegiality vary as a function of the following training variables: (a) setting, (b) amount of use, (c) kind of training, (d) preparation for implementation, and (e) opportunity for skill maintenance. The research was conducted via questionnaire with 129 teachers responding, which was a response rate of 71%. The questionnaire gathered data about training variables and included a 30-item Job satisfaction Survey which had subscales: 10 questions on collegiality, 15 on efficacy, and 5 on overall job satisfaction. The validity of the Job satisfaction Survey was established by pilot testing, by expert review of the questions, and by the use of an established survey as a bench mark for comparison. The research analysis involved examination of mean scores on the Job satisfaction Survey and ANOVA technique to examine the significance of variables in training and levels of job satisfaction as well as the subsets of collegiality and efficacy. Although the research did not reveal a significant relationship between training in cooperative learning and teacher job satisfaction, a significant relationship was found between several training variables and levels of satisfaction as well as collegiality and efficacy. The training variables found to be significantly associated with teacher efficacy were these: (a) use of cooperative learning at the level of seven or more times a week, (b) small group sharing and problem solving sessions for participants during training, (c) discussion with colleagues to maintain skills, and (d) the use of principal observation and feedback. The training variables found to be associated with collegiality were as follows: (a) the use of five different opportunities to maintain skills as opposed to three or fewer and (b) the use of peer coaching and feedback. Training variables associated with overall job satisfaction were: (a) small group sharing and problem solving sessions during training, (b) the use of five skill maintenance opportunities as opposed to three or fewer, and ((c) the use of peer coaching and feedback. Given the results of this study, staff development specialists should structure training to include these significant variables as sources of collegiality and efficacy as well as overall job satisfaction of teachers.

Thesis (M.Ed.)--University of Hong Kong, 1983. / Includes bibliographical references (leaf 51-53). Also available in print.

This dissertation explores the experiences of nineteen individuals assigned to six collaborative Massive Open Online Course (MOOC) development teams across four university sites. Based on an analysis of these semi-structured interviews and process artifacts, findings reveal that collaborative MOOC development teams are composed of members with cross-campus affiliations who possess distinct knowledge, skills, and attitudes that—when combined with specific resources—facilitate the interdependence needed to effectively collaborate on MOOC curriculum. This research suggests that process behaviors that cultivate empathy and expedite trust among members positively mediate states that emerge from the diversity of power and affiliations commonly found on MOOC teams. Further, these process behaviors and emergent states are found to have an impact beyond the MOOC itself, on faculty behaviors in the classroom, staff behaviors with regards to future curriculum collaborations, and institutional acceptance and promotion of cross-campus collaborations with regards to online learning and collaborative curriculum development. While existing MOOC research has focused on the historical, pedagogical, and technical aspects of MOOC curriculum development, this dissertation contributes to a better understanding of how MOOC teams effectively collaborate to develop curriculum that leverages existing scholarship. This research therefore has implications for advancing scholarship on effective teams, collaborative curriculum design, online learning, and MOOCs, as well as informing practical recommendations for stakeholders engaged in strategically composing and working within collaborative curriculum development teams.

Thesis (Ph. D.)--University of Tennessee, Knoxville, 2007. / Title from title page screen (viewed on Sept. 19, 2008). Thesis advisor: Schuyler Huck. Vita. Includes bibliographical references.

published_or_final_version / Education / Master / Master of Science in Information Technology in Education