Amazing Minds 2007
•
1 like•427 views
This presentation at the ATESL Conference 2007 discussed change, motivation, success, and perspectives from a global education conference. The purpose was to recognize keynote authors, address educational issues, and create an international network. Speakers discussed how change is constant and inevitable, how intrinsic motivation is more important than extrinsic motivation, and how perspectives on publishing have changed. Attendees from around the world shared how the conference in Cambridge, England motivated them and the lasting impact of their experience in creating an international community of educators.
Recommended
More Related Content
What's hot
What's hot (8)
Viewers also liked
Viewers also liked (9)
Similar to Amazing Minds 2007
Similar to Amazing Minds 2007 (15)
Recently uploaded
Recently uploaded (20)
Amazing Minds 2007
- 1. Presentation at the ATESL Conference 2007 by Sheri Rhodes
- 4. address the hottest educational issues
- 5. explore aspects of change
- 12. “Change, like sunshine, can be a friend or a foe, a blessing or a curse, a dawn or a dusk.” William A. Ward 1812-1882
- 13. “Change is inevitable. Change is constant.” Benjamin Disraeli 1804-1881
- 14. “If we want everything to remain as it is, it will be necessary for everything to change.” Giuseppe Tomasi Di Lampedusa 1896-1957
- 15. “The world as it is needs those who love it enough to change it, with what they have, where they are.” Robert Fulghum, Writer, Working cowboy
- 17. On a scale of 1-5 , rate the following statements: (5 = strongly agree) Intrinsic motivation is more important than extrinsic motivation. Motivation is essentially about rewarding and punishing people. If you want to motivate someone, make their tasks more interesting. Most people suffer from too much praise.
- 19. Recognition
- 20. Responsibility
- 21. Interesting Work
- 22. Professional GrowthHow do you motivate yourself? How do you motivate others?
- 26. Carol Harold
- 31. Adam Jana Martha (Pearson) (Czech Republic) (Peru)
- 32. Rita (Lithuania) and Irene (Germany)
- 34. Cesar Joe Andy (Chile) (Switzerland) (Taiwan)
- 36. The motivation I got from AM is enormous. And the feeling of our mutual motivation and support that we have all over the world now is great. Jana (Czech Republic)
- 37. A month has passed but I’m still feeling emotions looking at the pictures of ourselves at the wonderful gathering of the Amazing Minds in Cambridge. Lyudmyla (Ukraine)
- 38. I still keep the conference materials on my desk -just to remind me of those wonderful days in Cambridge. Katarzyna (Poland)
- 39. I think that the impact of our experience in Cambridge has really gone beyond any expectations. Ernestina (Italy)
- 47. Thank you for listening. Sheri Rhodes Mount Royal College Calgary, Alberta
Editor's Notes
- Some of you suffer from NHS – no handout syndrome (George Pickering)
- We recognize and celebrate the contributions you make everyday.Keynotes are by nationally recognized authors who share their personal experiences. Attend exciting events that address the hottest educational issues. You will have the unique opportunity to explore aspects of change in the world of education both at a professional and personal level, and discuss your views with fellow teachers from around the world.
- Teachers get into a routine – stay the same – never do anything elseNever know if what you do is effective or good unless you break your own rulesClassroom routines – break them and see what happensStand up front – move to back – you will learn more about bothReflect on your normal procedures and compare – this is the place where research startsIf you`ve always taught one level, take on something new, risky – learn more.Complaining is unproductiveDon`t just catalogue the nightmares – work out what the issues areLearn a language, keep a journal `The Mandarin Journal`Experienced theory of noticingRecord yourself teaching – what is it like being watched
- Herzberg`s Motivators and DissatisfiersMotivators ContentWe are motivated by WHAT we do.Dissatisfiers ContextWe can become dissatisfied by WHERE we do it
- MotivationHerzberg’s motivation theory focused on two factors, Motivation and Hygiene. Hygiene factors such as pay if perceived as unacceptable lead to job dissatisfaction, if perceived as acceptable lead only to a state of no dissatisfaction. Hence, a large raise may result in a temporary euphoria, but would not lead to job satisfaction.Motivation factors are present in the job itself. They include such things as opportunity for recognition, achievement, and growth. Hence, a leader that recognizes employee efforts and helps employees achieve and grow can help improve satisfaction, as long as pay is perceived as fair.Thus, regularly spending time with employees focusing on development and achievement adds value.
- Mind map `Happiness`Mind map `Success`
- Interactive WhiteboardsVisits to countries – Andy from Taiwan spent week with Joe in SwitzerlandPhotos exchangedQuestions asked and answeredPearson office design presented for consideration in Korean office designCollaboration on publishing projectsReunion planned for TESOL 2008 in New York