Classroom and MethodologiesClassroom TalesEnglish FactoidsEnglish Language TrainingLearning and Skills Development

Words beyond Rote Learning

By Yara Torrez

Without words, there is no communication. One of the primary objectives of a language learner is and should be to increase their vocabulary, but how? The teacher plays a vital role in this matter. There is a wide array of activities instructors can carry out to teach new words.

In our classes, often we listen to our students deliver effective presentations and use vocabulary they never use when they are participating in class discussions, or worse, words not even us, teachers, make use. On one occasion, one of my students used too many sophisticated words, so I decided to take notes to ask him about their meanings after the presentation. As expected, the student did not know what they meant. That only confirmed that the student had memorized all the information without really knowing what it was all about or what he was saying. Unfortunately, memorization is what most language learners’ turn to when they lack the vocabulary to talk about certain topics. This strategy is called rote learning.

According to the dictionary. Cambridge, rote learning is “learning something to be able to repeat it from memory, rather than to understand it.” Through rote learning there is no assimilation of the new information, for the learner does not make connections between what they already know and the new information; therefore, their learning is not meaningful. The students only parrot back instead of using their words.

It is worth mentioning that words are the key element of a language .and that they carry the message a speaker wants to convey. So, how can teachers help language students increase their lexicon and enable them to express their thoughts and ideas spontaneously? It might not seem easy. However, there are many practical tasks instructors can assign in and outside the classroom such as watching news and videos in English with close captions, listening to songs in English and analyzing the lyrics, recycling by using the newly acquired words in different contexts, and the like. Another surefire activity is reading. It has been proven that “reading increases [one’s] vocabulary more than talking or direct teaching” (“8 Benefits of Reading”). When we read we are somehow forced to look at the words that are new or strange to us, and either we try to guess their meaning from context, or we look them up in a dictionary. Also, reading gives us the chance to see the use of words in different contexts. The trick lies in the fact that certain words are likely to crop up again and again either in the same or other texts, so that makes our brain learn the new words and we start incorporating them in our lexicon unconsciously.

Nonetheless, reading might seem daunting to use in class because most students believe it is dull and passive. However, if instructors try to vary the way the students read, it might be the opposite -fun and active. Something important to bear in mind when we carry out activities in the classroom is the sequence they should follow to be efficient and produce the results we expect. Most in-class assignments should have at least three stages: pre, while, and post activities all of which play vital roles.  When assigning reading, for instance, the pre-reading activities prepare the learners by “activating relevant schemata and motivating them to read“(“Reading Activities”). There are countless ways to introduce the skill of reading like making predictions through pictures, showing short videos, or using the title of the reading itself, having the students say what they know or would like to know about the topic. Also, introducing words they will encounter in the reading, asking them to do research about the topic to discuss it with their classmates, presenting an interesting passage from the reading and promoting discussion, etc.

The second stage is the while, which is the essential task. Like the pre-reading activities, there are varied forms of engaging the students in the reading. A collaborative function is the literature circle, which involves getting the learners to work together in small groups. Each student in each cluster is assigned a role. They all should read the text thoroughly but should perform different tasks. The reading can be homework, or it can classwork depending on how long the article is since different resources can be used such as whole books, only one or some chapters in a book, readings from the textbook, newspaper articles, online readings, magazine articles, etc.

Another reading activity that can turn out to be fun is jigsaw reading. In here, the article is divided in sections; that is, the students receive different parts of the reading. They should work in small groups, and each team receives one part of the reading.  All reading sections should be enumerated. After they read their parts, students form new groups with members from different groups. They should retell the part they read following the correct order of the story. A variation of jigsaw reading is to make a puzzle with the reading. This is usually done with short articles because the reading should be printed out and cut into different shapes. Similarly, the learners work in small groups. Each member of the group receives different comprehension questions. So, to answer their questions, they should solve the puzzle. In other words, they must put all the parts together to read the complete text. The last suggested reading activity is reading and running. It is a contest that involves movement. The students work in pairs (A and B). Each pair receives two different sets of comprehension questions, words to which they should find synonyms or definitions to which they should find the concept. The reading is printed out and stuck outside the classroom. One of the students remains sitting while the other runs to find the answers to their questions or words. The students take turns to complete their respective task. The winner is the pair of students that finishes first. Altogether, these activities help to make reading more entertaining and dynamic.

As stated before, reading as any other classroom activity should have a follow-up. Again, many implemented post-reading tasks help the student make use of the vocabulary learned. Some examples are plays, debates, class discussions, role plays, oral presentations, creative writing, etc.

To sum up, reading is an activity that can be exploited to help language learners increase their vocabulary and consequently achieve fluency. Ideally, by carrying out activities like the ones mentioned above, the students might develop the reading habit and become independent learners.

Works Cited

“8 Benefits of Reading (or Ways Reading Makes You Better at Life).” LifeDev. 17 Dec. 2014. Accessed 12, Oct. 2016. http://lifedev.net/2009/06/reading-makes-you-better/

“Examples of pre-reading activities.” Englishpost.org. 31 Jan. 2013. Accessed 12 Oct. 2016. https://englishpost.org/2013/01/31/examples-of-pre-reading-activities/

Classroom and MethodologiesEnglish Language TrainingLearning and Skills DevelopmentMust ReadQuick Tips

Blended Learning: Using technology in and beyond the language classroom

Pete Sharma & Barney Barrett

Macmillan Publishers Limited

Oxford, England

 

Review

Blended Learning introduces teachers into the use of technology inside and outside the classroom. Though there is no doubt about the role of technology in our classrooms, it is rather a challenging task to search, combine, and take advantage of all the variety of tools and materials that one may find on the web. Pete Sharma and Barney Barrett have managed to put together a guide where they present different items of technology to be used in a language class. Their objective is to provide instructors with all the advantages of the tools, present possible problems and solutions that may come in handy, and examples of the way to enhance your classes, as they include a few model lessons plans for different levels of expertise.

If you are looking forward to introducing technology into your EFL classrooms and do not know where to get started, this book will take you by the hand on how to promote your classroom into the 21st century, engaging your students in different and diverse ways of learning.

  • It provides basic information for new technology users, though it also includes helpful websites for more advanced users too.
  • The book not only presents new technological tools, but also directions for the creation of new material.
  • It contains two appendices for beginners with detailed guidance for the use of Internet and the World Wide Web.

Check it out!

 

 

 

 

Business and ManagementCulture & DestinationsMust ReadTopicsWorld View

Keiser University, transforming Leaders in Central America

Published in La Prensa Grafica,, El Salvador

October 17, 2016

Mathew Anderson, President of Keiser University Latin American Campus, motivates parents to inherit quality education to their children by choosing Keiser.

The Latin American Campus located in San Marcos, Carazo, Nicaragua has become a regional reference in higher education, especially because it offers Central American students an integrated education based on a North American model. One of the major impacts this prestigious institution has is the fostering of the English language not only in its curriculum but also as a tool that they have to master in all their aspects of life, and a key to the business world.

According to Mathew Anderson, English is the fastest growing language in the world, making it the language of business and bringing prosperity to the countries in the region.  “93% of our graduates get a job, and whenever I travel, I receive requests from business people looking for our alumni due to the fact that they have studied a four-year major in a North American university and speak English rendering them into potential assets”, said Anderson.

LEADERS WHO IMPACT IN THE COMMUNITY

Keiser University has the mission of preparing the Central American future leaders who impact and change the environment where they perform. “Our main influence in the region is that we create leaders, people who work hard, are bilingual, and adapt to business scenarios”, indicated the university authority.

Likewise, Mathew Anderson stated that the quality of education of its graduates is characterized by innovation, hard work, and a high degree of work ethics leading them to give back to the community and to their countries of origin. Keiser University provides financial aid to those Central American citizens who cannot afford to enroll but show strong leadership skills, and strive for the best.

In addition to employing faculty with Master’s Degrees from prestigious U.S. Universities, Keiser University excels at offering an integral student life support in a safe campus and convenient location.

 

Classroom and MethodologiesClassroom TalesEnglish and TechnologyLearning and Skills DevelopmentMust Read

E-Papers: Teachers’ Treasure Trove

By James Cordonero

 When it comes to using realia in an English class, there is no other resource more updated, readily available, and abundant than online news. Nevertheless, teaching a news-based lesson is not just a matter of attaching a link to Edmodo and sending an article for students to read or merely asking them to google it and parrot it in the next class session.

To begin with, well thought-out news lessons should have a clear goal and be structured in such a way that they allow for the implementation and development of several stages such as warm up, pre-reading activities, reading the article per se,  listening to the article whenever a recording is available, vocabulary building and post-reading exercises as well as homework. It is worth mentioning that when using news lessons, instructors ought to implement a segregated-skill approach to developing a particular language skill (speaking, writing, reading, listening), yet all of the four skills should be practiced whenever possible.

Additionally, EFL instructors should also consider the following criteria (Andrew) when selecting a particular article:

  • Appropriateness:To what extent is the topic appropriate? Is it suitable for the class level and age group? Could it be upsetting to some of the students?
  • Interest:Will the students be interested in this topic?
  • Length:Is it too long? Articles that are particularly long should be avoided. Reading news articles is demanding and if they are too long, students might feel discouraged. It will also take time away from students’ talking time.
  • Language and structure:Is there a semantic field (e.g., education, environment, etc) instructors can use to enlarge learners’ lexicon? Are there any target structures related to the contents being covered in the class?
  • Generative Potential:In what other ways can the article be exploited? That is, are there any other activities to follow the article? Articles that lend themselves to discussions, debates, or role-plays are desirable.  Students should able to further practice the language after the reading and/or listening.

Teachers should not only bear in mind such prerequisites but also try, depending on the subject or type of class being taught, to focus on one of the language skills. For instance, one alternative way to using online news stories for developing writing skills is to pair up students, show them a headline and ask them to write as many questions as they can, just as if they were journalists tasked with writing the article corresponding to the headline. Then, they are to answer their own questions and organize their responses into a short article layout provided by the teacher. Afterwards, learners can compare their written versions with the original article.

In addition to being representative examples of clear and concise writing, newspaper articles showcase different types of writing models: informative, persuasive, expository, etc. This plethora of writing samples is certainly a teachers’ treasure to which they can resort to enrich their lessons and bring a large dose of reality into their classrooms.

Regardless of the skill instructors choose to emphasize, an effective news lesson should surpass the boundaries of the article and provide students with the chance to use the new vocabulary and/or knowledge meaningfully and in a variety of real-life contexts.

 

References

Andrew, J. (2008). ‘How to Effectively Use News Articles in the EFL Classroom’, The Internet TESL Journal, Vol. XIV, No. 12. Web

Business and ManagementCulture & Destinations

Nicaragua: Seeking talent in young adults

Academic Committee

In recent days, the Nicaraguan Foundation for the Economic and Social Development (FUNIDES) submitted the results of a study carried out to determine the competencies Nicaraguan employers demand from employees younger than 24 years old.

In Nicaragua, employability for young adults under 24 years of age poses a serious challenge for companies given that applicants lack the required competencies to fulfill the position requirements. The Nicaraguan Human Resources Association participated in the study and provided insightful statistics in regards to employability and skills domains for young adults.

  • 93 companies took part in the study
  • These companies represent a total of 17,000 employees
  • 23.52% (4000 employees) are 24 years old or under
  • 75% (3000) possess the competencies required and are currently working

The International Labor Organization (ILO) states that the easiness with which young adults enter the labor market suggests the relevance of the competencies they acquire during their education. This reference highlights that either the educational system does not cater to the labor market demands or is not providing competencies from one level of education to the other. Somehow, university education is bridging the gap between the technical and cognitive competencies. However, it is leaving aside the emotional and linguistic competencies in dire need for young adults to be hired or opt for higher ranked positions within the companies.

Companies are proctoring their screening tests to applicants and investing more time in the hiring process due to the distrust in the educational system to train young adults in the competencies needed. This process then becomes arduous and time-consuming for both the applicant and the company. Thus, representing an economic inefficiency that needs stronger measures in the public policies related to education, relevance, and credibility of the qualifications of the labor market within the age range. “An employee is a company asset, and compensation is an investment in that asset.” (Jacob Baadsgaard) Companies want to hire staff that grows within the businesses and becomes an asset instead of adding up to their turnover statistics due to the lack of socio-emotional competencies that are key not only to performing the job but also to keeping it.

General managers within the 93 companies surveyed in the study agree that when hiring young staff, they focus on the following competencies:

  1. Honesty
  2. Follow company standards of conduct
  3. Show enthusiasm and proactivity towards tasks performed
  4. Listen and tender respect to superiors
  5. Demonstrate ability to collaborate and work in teams

All socio-emotional skills ranked higher than technical and cognitive competencies. Also, they are the harder ones to find among applicants; although these may vary from company’s levels of performance or educational background. In essence, this lack of competencies goes hand in hand with incapacity the educational system to cater the demands of the labor market and becomes a true challenge to Nicaraguan’s educational system to make the changes and address the cognitive, technical and socio-emotional competencies within their programs. As Nicaraguan economy increases, there are higher demands for a better-prepared labor force, thus if not ready, this lack will transform into an obstacle that Nicaraguans need to overcome if foreign investment is attracted to the country.

 

 

Works Cited 

funides.com/wpcontent/uploads/2016/10/competencias_que_demandan_las_empresas_en_nicaragua.pdf.

Classroom and MethodologiesClassroom TalesEnglish and TechnologyEnglish FactoidsEnglish Language Training

Fostering Creativity in the EFL Classroom

Albert Einstein said that creativity is intelligence having fun, thus the essential meaning of creativity entails the concept of producing something new, innovative, unique, and original, as much as it is related to flexibility, adaptability, and versatility. Creativity has been defined as an ability to generate new things (Gomez, 2016), and bringing imagination and ideas to reality, through perceptions, connections and skills (Naiman, 2016). Mr. Martinez del Rio, the editor from “Tiempo de Estrategia”, states that “to be creative, you have to be wild, complex, let out your intuition, forget logic and think that there is not only one answer to every problem but many” (Gomez, 2016).

However, what is the role of creativity in the EFL classroom? Well, the development of the 21st century has brought us, teachers, new concepts, ideas, resources, tools, and sets to promote the learning process, all of which are intended to significantly improve the learning experience. Such development brings along new demands and expectations for students as well which include the acquisition, generation, cultivation, and refinement, in some cases, of specific skills that will positively prepare them for a prosperous and competitive future. Among a few of these skills, we can mention communication, teamwork and collaboration, creativity, investigation, creative and critical thinking, digital citizenship, and technology knowledge.

As educators, it is our responsibility to promote these skills among our students as we teach English, and it is not that challenging since learning another language requires practicing and exercising communicative and social skills. Combining teamwork, analysis and critical thinking, creativity and innovation, sharing ideas and solving problems could only result in the best opportunity for our language learners to succeed at both, language and professional development.

Once the relevance of creativity is realized, there are some stereotypes to work on. Many think that creativity is just an ability a few gifted people have, that is only required for the arts or it is a trait of your personality. Catherine Courage states that “creativity is a birthright, available to all, but used by few” (TEDxtalks, 2012). Moreover, creativity is only a muscle that needs to be exercised and strengthened. By setting the right environment and starting training from the classrooms, we can direct our students to endless ways to comply a task or design a project.

“A student who can read an expository text and turn it into an engaging, listener-friendly podcast can surely identify the author’s ideas, key details, and supporting information. And in putting the information together in her own way, in creating something unique and sharing it with the world, she has learned something new, grown as a person, and possibly inspired others. In which case, your English class has all the bases covered…” Amanda Ronan, 2015

References

Amanda Ronan. “5 Ways to Keep Creativity Alive in English Class.” Edudemic. Edudemic, 22 Jan. 2015. Web. 23 Sept. 2016.

Gómez, Katyana. “Esta Habilidad Te Ayudará a Ser Más Productivo (Parte 1).” Dinero En Imagen.com. Excelsior, 01 Sept. 2016. Web. 23 Sept. 2016.

@mikepa75. “A Student’s Path to Succeed in the 21st Century – Inspire EduTech -Educational Technology. Blended Learning. Education Development Rural Schools.” Inspire EduTech Educational Technology Blended Learning Education Development Rural Schools. Inspire Edu Tech, 28 Apr. 2016. Web. 23 Sept. 2016.

Naiman, Linda. “What Is Creativity? | Creativity at Work.” Creativity at Work. Linda Naiman Blog, 27 May 2016. Web. 23 Sept. 2016.

TEDxTalks. “Igniting Creativity to Transform Corporate Culture: Catherine Courage at TEDxKyoto 2012.” YouTube. YouTube, 17 Oct. 2012. Web. 14 Oct. 2016.

Business and ManagementEnglish FactoidsLearning and Skills DevelopmentMust ReadTopics

Talent Management vs HR

Adapted and condensed from the article by Susan M. Heathfield (2016), ‘What Is Talent Management – Really?’

For those of us who are not so acquainted with the term “talent management”, it is a phrase used in the area of human resources to refer to a company’s or “organization’s commitment to recruit, retain, and develop the most talented employees available in the job market”. In other words, talent management is a strategy some companies have started to implement in the hopes of retaining their most talented employees.

What apparently sets talent-management-oriented companies apart from the ones that use the term “human capital” is the emphasis placed on the manager’s role instead of on Human Resources when it comes to the life cycle of an employee working for an organization. Therefore, in a talent management system managers take on a greater responsibility and play a crucial role in the recruitment process as well as in the ongoing development of and retention of top performers.

Some of the processes involved in the talent management system include recruitment planning meeting, credential review and background checking, on-the-job training, coaching and relationship building by the manager, just to mention but a few.

Most of the processes above mentioned are now part of the main responsibilities of managers in some organizations.  Human Resources’ role, on the other hand, is to provide support and backup, yet in terms of supporting, developing and coaching an employee comes from his or her daily interaction with the manager.

Talent management is a relatively new concept in the working world, and a consensus is yet to be reached, but certainly, it is a strategy worth trying out to contribute to the growth and well-being of any organization or company.

References

Heathfield, S. (2016). ‘What Is Talent Management – Really?’ The Balance. Web

Business and ManagementMust ReadQuick TipsTopicsWorld View

Millennials and Talent Management Today!

By Academic Committee

The new trend in companies now geared towards the 21st century focuses on technology and globalization. Millennials, today’s leaders, with easy access to the global market, and native to technological surroundings transform Startups to billion dollar companies overnight leaving their competitive advantage to Talent and Creativity.

Whereas, CEO’s are now enforced to redefine their recruitment process within the four pillars of Talent Management considering as a starting point the Millennial’s way of thinking, use of technology, and globalization.

I. The Recruitment process:

The recruitment process is the first step where changes need to occur. Before, CEO’s through Human Resources office scouted people that would perfectly match the position requirements. In today’s global market, the focus is on talent and adaptability. In the modern globalized economy, companies weigh employee’s ability to acquire new knowledge and collaborate. Also, gaining experience and developing individuals’ skill-sets becomes essential.  Employers would now prefer to have energetic, malleable workforces who can learn on the job and help one another to innovate and create new solutions.

II. Learning Development

Today’s candidates are not looking for a career inside a company; they are looking for an experience. This immense change in the status quo of what people wanted at their workplace comes from the changes needs directly connecting to the economy. Thus agile workforce is required.

Millennials’ inherent values and life skills set imply hands-on the job and learning by doing. So, development of learning is shifting towards business leaders who progressively identify the lack of competence as a dominant obstacle to the implementation of their company’s strategies; thus, ensuring the need for creating opportunities and space for learning.

Millennials’ creative workforce considers of high added value the emphasis on continuous learning to the point that when they are not learning, they leave organizations. The key lies in creating conditions for learning to happen as part of their development aligned to the recruitment process and meeting the needs of the changing economy and its workforce.

III.    Periodical Check-ins

Annual Reviews are a thing of the past; today proved ineffective and inefficient in fostering high performance.  According to talent managers, Annual Reviews do not promote employee engagement or talent. Instead, valuing a year full of work and noticing changes that would require follow-ups until a new year comes and which results directly connects to compensation derives in demotivating collaborators. Millennials whose mindsets focuses towards learning and gaining experience that fosters talent and creativity need immediate input hence constant check-ins lead to direct real-time improvements.

Also, lifelong learning is the key to adjust performance through coaching and skills development rather than just evaluations. Today, Millennials value instant feedback given after direct performance if it is active and constructive. They feel the need to be geared towards their responsibilities and progress within the roles and duties they perform; hence their results drive the companies’ culture and employee’s engagement as they feel valued and take part of the system and for those that need improvement creating a support system that helps them grow. If leaders provide constant feedback on performance they are also building future leaders, coaches, and mentors who drive the economy and their responsibilities to fulfillment fostering teamwork; as a result creating new leaders. Also, instant check-ins goes hand in hand with clear objectives and results since they bring transparency and efficacy to the job performed which Millennials highly value.

IV. Career Development and Compensation

Unlike the traditional idea of career development which meant reaching the next step in the corporate ladder, the 21st Century economy places great importance on providing opportunities and support to middle-level operations to advance and create development opportunities for employees to meet the rapidly changing needs of the company. Talent Managers should focus on three primary drivers- purpose, autonomy, and mastery- to meet Millennials mindsets expectations for development.  Ideally, employers should create opportunities for young, talented, creative minds to experience different functions, roles, and markets for them to gain experience and build adaptability to change in employees; from now on, creating a more stable job opportunity to the collaborator. This career development opportunity leads to a change in view and although Millennials are ambitious and strive for financial success, they also prefer a collaborative work culture environment and value transparency.

Millennials focus on collaboration and equality and draw towards projects that connect their strengths and abilities leading to career fulfillment since social networks are their essence, they expect an open culture without barriers of any levels; subsequently, they also favor leaders who create opportunities for training and development.

Millennials now connected to the world through technology; they embrace cultural diversity and change as essential to their environment.  The creation of culturally diverse leadership teams and workforces with divergent backgrounds, perspectives, and ideas enables collaboration, inclusion and ensures equipped leaders for future challenges.  Lastly, considering that new challenges lie ahead, a succession of employees is essential to the fulfillment of positions with great talents, creativity, and better-equipped life skills. Such replacements can fulfill the needs throughout the organization connected to the economy, and its global trends requiring an immediate change in the Talent Management process where Millennials are taking over.

References

Haak, Tom. “10 Talent Management Trends for 2016 | HR Trend Institute.” HR Trend Institute. HR Trend Institute, 2016. Web. 28 Aug. 2016.

Martin, Jean. “How to Keep Your Top Talent.” Harvard Business Review. Harvard Business School, May 2010. Web. Aug. 2016.

Business and ManagementCulture & DestinationsEvents and ActivitiesLearning and Skills DevelopmentMust Read

Teaching Math, English and Engineering

Mathew Anderson, President of Keiser University

August 21, 2016

Mathew Anderson, President of the Latin American Campus of Keiser University in San Marcos, Carazo, is a scholar of how the development of robotics will make easier the lives of many people, and cause the misfortune of those they replace.

He is also a ‘preacher’ of the importance of having a bilingual workforce, not only because he runs a training school in that language, but because of the proven correlation between the acquisition of English, and the growth of the employee’s income, and GDP of a country.

Immersed in the task of implementing the Global Scale English in the country and focusing on the expansion of the University to the northern triangle of Central America, Anderson spoke with Confidential about Keiser the educational project. The expert in International Education, specializing in the History of Philosophy, also referred to the effects of 3D printing on world trade, and the impact the ‘Trump effect’ would have on the national BPO industry if the Republicans win the U.S. presidency.

What is the current status of the teaching of English in Nicaragua?

The fastest way to help the country and contribute to the growth of its economy is to learn English. There is evidence and statistics show that states that have adopted the teaching of English as a priority, which is the lingua franca – have seen an increase in per capita income and the economy in general.

The English Proficiency Index serves to verify the data, which draws information in 60 countries, without exception, those countries with higher levels of English, were those who had the higher income.

Research showed that individuals who had higher levels of English had incomes 30% to 40% greater than average. Even countries like China are promoting English as the medium of communication at the corporate level.

Something singular to Nicaragua is that outsourcing companies (BPO or call centers) have a high demand for bilingual staff, but in Nicaragua, there is no critical mass in English.

Countries like Nicaragua might not be an attractive destination for BPO if Donald Trump won the U.S. presidency …

For these decisions to be active, Trump would have to be approved by the US Congress and negotiate with its members, and I do not consider they want to lay off 11 million people. Rather, Trump is emphasizing on the issue of wages, which have been stagnant for a long time in the same range.

Although, working in a call center is a solution for an immediate job, what other advantages does a bilingual worker have in a market like Nicaragua?

The call centers are only touching the surface. In fact, for middle managers and senior executives, it is a key element to have English proficiency.

Generally, between 30% and 50% of all businesses worldwide have to make cross-border communication, and in an increasingly global world, there is greater demand for such type of communication. Even small grocery stores in Nicaragua are working with suppliers who provide services from abroad.

How can Keiser improve the teaching of English in the country?

Keiser is adopting universal standards for the sake of BPO and corporate companies operating in Nicaragua. We have seen that if institutions let the open market, without measurement, it caters the selling of programs that have no measure or verification of their quality.

The English teaching programs of our International Language Institute are reviewed and evaluated by doctors in the field of teaching English. Second, we hire people with master’s degrees in the discipline of English. Third, Keiser has a requirement that all English teachers are certified.

When someone studies English at another institution, he or she receives one to two hours per day of class, but in Keiser its English day and night for four years. The one with more consistency in the learning process will lead to having better results in the future. Besides, I must say that when comparing with other English teaching institutions, our prices are competitive with the quality and diversification we offer.

Who certifies teachers?

We use an international standard, and we are adapting our programs to align with the international standards. The GSE is a global consensus of more than 6,000 teachers. It is vital to stress that it is not a person or company that promotes the guidelines, but by a consensus of experts worldwide who participated and contributed to the design of the descriptors.

I do not know if others are using it, but we are promoting them. Our expectation is that other institutions get involved and chooses to adopt it and that the government involvement serves not only to recommend it but also to align its programs with it.

An American university in Carazo

“Our system of online education allows students to choose from up to 100 different majors.”

What are the advantages of studying at the Keiser Latin American Campus?

Most of our teachers come from prestigious universities, including Harvard, Oxford, and Stanford. Also, we are an American university, accredited to the American system with a level 6 in SACS, which is the highest.

This institution is service oriented to students who are eligible for an exchange program in the U.S., and within six months, also in China. Our pedagogy emphasizes critical thinking rather than memorization. Also, all of our classes are in English. Finally, our online learning system allows our students to choose from up to 100 different majors.

What is the Keiser educational project for Nicaragua and Central America?

Keiser tries to recruit as students, potential leaders within the region. There are good universities in Nicaragua and Central America that focus on the masses. Our focus is on the future leaders of Central American nations. Through leadership, we look for people with firm ethical and moral values and teach our students to be self-learners in the learning process.

As we know, knowledge grows exponentially every day. By contributing to the education of our students, we want them to help and return that knowledge to their nations.

Does it matter for a US employer that the title has been issued here, and not in Florida or Shanghai?

Absolutely! There is no difference. Graduates receive an American diploma which is also valid and recognized by the CNU.

You serve careers as Business Administration, Accounting, Criminal Justice, Technology, Nursing, and Psychology. How would you define the profile of this university?

Traditionally, the Latin American Campus has focused on business administration, political science, and psychology. However, like any other traditional school in the U.S., we also offer a plethora of options: we do not target a particular area, but we have a range of choices: from Associate Degrees (two-year degrees) to doctorates (Ph. D.).

As we are an institution accredited by SACS, which is the Southern Association of Colleges, 99.9% of our teachers have at least master’s degrees or higher. For our masters or doctoral programs, it is required to have a doctorate. For bachelor’s degrees, 25% of the courses must be taught by Ph. D’s.

How do you define your mission, regarding the type of professionals graduating: people with an American title that stay and work in their countries, or that go to work in the United States?

One of our added values is that 90% of our graduates get a job within and outside the country, or they get accepted into graduate programs. 85% of graduates get a job within their field of study.

In practice, most students choose to return home, but I guess that between 15% and 20% go abroad for work. Our primary focus is to stay in the region to contribute to their nations.

Artificial intelligence and critical thinking

People have to invest in training focused on the development of creativity

You say that 65% of children now in elementary school will labor in jobs that do not exist yet. What do you rely on to make that claim?

Historically speaking, inventions make some jobs disappear while generating new jobs, but AI is replacing the thought process, and will eliminate more jobs than it will create.

The estimate is that within 30 to 50 years, Artificial Intelligence will oust the thinking process. In fact, there are already jobs as security and home care among others, which are starting to be replaced by robotics.

What will differentiate us in the process is how we are developing critical thinking and creative thinking. For example, within academia, there are computer programs that validate qualifications objectively, and may qualify the quality of a trial. There are also computer programs that write short news reports in the field of business.

What should education systems do?

Writing on paper is easy. The focus has to be towards engineering, liberal arts (believe it or not), mathematics, (we should be emphasizing in that discipline since students are very young) and everything that is related to creativity, because other professions are being eliminated, even at this time when we are talking about it.

As an example, McDonald’s is operating fully robotic restaurants in some cities in the U.S., and I know of a company that replaced all agricultural workers with robots.

As for international trade, a pending topic to address is that 3D printers will rectify the logistics process and production so that all you have to export is raw material for ‘printing’ what you need.

You mentioned several professions that are at risk of being replaced by intelligent machines or robots, including teachers of primary and secondary schools. Can it also happen to university professors? And to those who teach English?

I recently read an article that mentioned that technology would not replace teachers, but teachers who do not use technology. There are aspects that neither robotics nor artificial intelligence can handle because they are part of human nature, but there are computers that can play chess better than any human.

Right now, both artificial intelligence and robotics, come to assist us in different jobs, but perhaps in the future, within 50 to 100 years, they might come to replace us. Stephen Hawkins always says that jobs will disappear, but will have to wait for time to pass to know if that prediction comes true.

Classroom and MethodologiesEnglish and TechnologyEnglish Language TrainingLearning and Skills DevelopmentTopics

Reaping the value of GSE and the GSE Teacher Toolkit

May 25, 2016

Updated 7 July, 2016

My goal as a classroom teacher is to do the best I can to make sure my content is meeting the needs of my learners. After fifteen years of teaching English, I know one thing to be very true: Every single group of learners I work with is different and will require different things from me. One semester I could have a group of students who have strong communicative fluency but are weak in complex critical thinking and contextual analysis of lectures and reading passages. The next semester I may have students who can easily ace a grammar, listening and reading test but struggle to speak in full sentences or respond outside of scripted conversation. This is the frustration and joy of teaching English: The classroom is a dynamic living space that supports the development of unique individuals with unique needs. But how do you know what’s truly working for your learners?

While observation is a valuable resource for assessing student skills, it is really tests, quizzes and tasks that provide enough evidence to understand a learner’s current abilities, strengths and weaknesses. So in any classroom, whether I’m following along with a textbook or creating a custom course, at some point, I need to stop and assess what is working for my learners so I can respond to their needs. Having a solid understanding of the level of ability of learners to perform with specific skills can help me target my teaching to utilize learner strengths to help build skills where learners are weak. This is where tools like the Common European Framework of Reference for Languages (CEFR) and the Global Scale of English (GSE) become extremely useful.

How the granularity of the GSE is a valuable resource

Both the CEFR and GSE are tools that help communicate a learner’s ability to perform. For teachers and administrators, these tools are useful because of the external validation of performance indicators. I myself have spent countless hours creating lesson plans and objectives and wondering “Is this challenging enough?” or “Is this going to be too difficult?” Often, the arbitrator is running the lesson in class and observing the results: successful learning or Hindenburg-level disaster. I found the CEFR useful as a way to quickly gauge whether or not an activity was addressing specific skills that other learners at the same level could perform. The Global Scale of English goes further by drilling down more explicitly into the skills. Where the CEFR is more of a general collection, the GSE provides more granular insight into the explicit skills and functions learners can build to become more proficient in their skills. It’s like the difference between driving from X to Y with or without turn-by-turn directions.

The Global Scale of English starts with the CEFR and builds out 1,000+ descriptors of performance across all four skills. This provides better distribution of the language skills and supports the usefulness of the CEFR to describe learning performance. A word of caution: The descriptors are not designed to be prescriptive about the learning journey! Like the CEFR, the GSE is not an all-or-nothing collection of descriptors indicating that “in order to learn D, you must first learn A, B and C—AND in that order.” Anyone who knows anything about language education can easily see the problems inherent in that kind of thinking. That’s because each learner has unique needs and learning does not occur in a straight line.

So, it is its granular nature that makes the GSE such a valuable resource. As an educator, I feel quite confident in my teacher’s intuition and my ability to use reflective practice to observe what works and what doesn’t work in the classroom. I can be creative and know when to use practice activities and assessments that come with my courses. I also know when I need to add activities and create content that will engage my learners and perhaps add a challenge that is meaningful, but that my course book does not contain. In the past, I would build that content based on my knowledge as a teacher and my knowledge of my students and use the course materials and future assessments as a general guide for their level. When planning I might also consult with other teachers and colleagues in the field as a way of brainstorming ideas and validating whether the content I’m creating is at the right level for my learners. But sometimes, I wonder if I’m making the best decisions. Are my lessons and content truly built for the skills and needs of my students? Enter the GSE Teacher Toolkit: an interactive resource with all the GSE descriptors.

Remember how we have 1,000+ descriptors for the GSE? Well, the GSE toolkit allows a teacher to drill down into all the descriptors quickly and easily to look for specific skills and to determine the level of challenge those skills will present learners. For me, there are three distinct ways to use the toolkit that will benefit English teachers:

The toolkit helps teachers access the GSE as a tool to validate institutional student learning objectives (SLOs)

As a model of descriptors of performance useful for creating rubrics and assessment tools

As an inspiration for interesting and unique content that will engage and excite learners

Of the three pieces, the last is the most useful starting point. Why? Let me give you an example.

The GSE Teacher Toolkit as an inspiration for content

For this example, I’m going to step into some very familiar shoes, those of a language teacher at a local college. My goal is to quickly improve my learners’ levels of ability in English to move students into an engineering class (a great example of teaching English for specific purposes). My coursebook has several strong reading passages and does a great job of building the reading skills with a focus on understanding words from context and using textual analysis to answer questions and describe the process of answering. I provide some authentic content and follow the same skill-building techniques that are outlined in my coursebook, as this is what my student are learning. The students work well, meet the expectations of the course and are working towards the learning objectives. Even with all this work and progress, at the start of the second semester I see many of the same faces in my classroom when I was expecting them to move to a higher course. I have to ask myself, What’s missing?

This is where the toolkit first became an eye-opening resource for me. When I searched the skills I was developing with my learners, all appropriate reading skills, all encapsulated in my SLOs (skimming, scanning, comprehension and basic inferencing), I found that I was teaching right at the level of ability of my B1 learners. The toolkit shows the skills at the B1 level and also at the B1+ level and the B2 level. As I started reading through descriptors of performance, I realized there were some higher-level skills that I had never explored in the classroom with my students, challenges my students were not being prepared for. Suddenly, by looking away from “where my students are now” to “where I’d like my students to be,” I was overwhelmed with ideas for content I could build to supplement my course book.

The GSE provided a new strategy for planning. My course book can cover the basic work and I’m free to generate interesting ideas for classroom activities that will really challenge my learners. Even though the group I’m working with is at a B1 level, I planned a B2-level activity around a GSE descriptor. At the B1 reading level, my students would read and process information from a problem-solution essay. My course book provides several good examples and structured activities to build the skill, reducing the work I have to do.  Now, for the challenge. I selected the following B2-level skill from the GSE toolkit:

Can critically evaluate the effectiveness of a simple problem-solution essay (GSE 61, B2 (59–66)).

This will allow the class to go beyond the surface application of the skill. For the activity, I selected a piece of authentic content, an op-ed piece from the newspaper, a great example of someone explaining a problem and presenting their argument for the best solution. The lesson plan practically wrote itself.

SLO: Students will be able to read and critically evaluate the effectiveness of a simple problem-solution essay from the opinion section of the newspaper.

SLO2: Students will describe which supporting details were most effective to support the author’s solution.

Steps

1) Read and review several shorter structured problem-solutions essays in the course book. Have students skim, scan and read to answer the specific question. Have students identify where the answer is indicated in the text and note why the answer is most appropriate.

2) Solo: Introduce seven selected vocabulary items from the op-ed piece and review.

3) Provide a gist question: Read the title. What solution do you think the author will provide to address the problem? Elicit predictions to check after the reading.

4) Have students skim. Check predictions.

5) Provide a set of comprehension questions. Have students scan and answer questions. Check answers in groups. In groups, have students discuss how they found the answer and why the text indicates this is correct. Check as a class.

6) B2 Skills: Evaluate the Effectiveness—Have students individually answer if they agree or disagree with the author’s solution. Students describe answers and why. Allow time for students to develop answers. In groups, have students share their ideas.

7) Building from the previous: In groups, have students discuss what aspects of the author’s solution were most effective. Have students list what additional details or examples could be provided to help others agree with the solution. Share ideas as a class.

8) In class [if time permits] or homework: Have students find an article, column piece or reading passage that provides an example of a problem solution that effectively swayed the student to agree with the solution for review in the next class.

The toolkit enables me as a teacher to be creative and provides additional validation that I’m working to challenge my learners appropriately. Steps 6 through 8 of my lesson will stretch my learners and, most importantly, help to provide skills that will hopefully see them transition out of my class and into general courses without the need to come back to me again. Being able to conveniently sort through and see descriptors specifically aligned to skills, area of study (professional, academic or general) and level of ability makes the tool particularly useful. No longer do I need to try to comb through and break down the very chunked description of performance in the CEFR to make it manageable and relevant for my learners. Additionally, I don’t have to search by reading through thousands of descriptors. In a few seconds, I can free my teacher planning brain to find new, fun and appropriate ways to challenge myself and learners to do new things together, proving that I am meeting my primary goal as a teacher, which is to support my students’ learning and support them towards success at their level and beyond.

With the new GSE toolkit, I feel as if I have just expanded my ability to discuss potential activities, assess skills and sense check the challenge of my activities with my peers across the world. The GSE certainly won’t replace my particular teacher “Spidey” sense or that of some of my best friends and colleagues in the field, but it certainly opens up a whole new world to what is possible in the classroom.

Reference

Davila, Sara. “Reaping the Value of GSE and the GSE Teacher Toolkit.”Pearson English. N.p., 25 May 2016. Web. 29 Aug. 2016.

Classroom and MethodologiesEnglish and TechnologyEnglish Language TrainingLearning and Skills DevelopmentMust Read

How to use the GSE to enhance and improve English assessments

July 6, 2016

The Global Scale of English has been a great support and a positive change for my practice. As I previously discussed, the GSE can be used in a variety of ways, but my three favourite uses are as a tool for validating my students’ learning objectives, as a tool to enhance and improve my assessments, and, finally, as a tool to create content. In this discussion, I’d like to look at how you can use the GSE and the Teacher Toolkit to create custom rubrics and also explore the potential of the GSE Assessment Framework for teachers. First up, a refresher on rubrics (please skip to the section titled “Using the Global Scale of English to create English learning rubrics” if you’re already familiar with the concept).

What’s a rubric?

If you aren’t familiar with it, a rubric is a tool that we can use to assess learning performance. A rubric can be used with any skill and with any kind of learning content. A rubric does this by providing descriptors of performance at different levels. Rubrics provide a clear roadmap for what performance is expected at a higher level of achievement. It’s the difference between saying “do better” and saying “Right now you are working at this level and if you concentrate on these skills you will see yourself working at the next level.” A rubric provides a clear indication of what needs to be improved in order for a learner to excel.

The great thing about rubrics comes from their clarity and consistency in assessing performance. A solid rubric helps me look at the specific performance of any given student and capture the information I need to know about the level at which that student currently is while providing feedback that is both summative and formative. The downside of rubrics is the challenge of creating a solid assessment rubric, one that provides a good formative roadmap, while also being reliable as a summative assessment. With practice, trial and error, anyone can create a good rubric. However, practical tools can help save a lot of time and frustration for administrators, teachers and learners.

Most of the rubrics used in the classroom look like this basic example of a rubric used to assess speaking performance:

Performance Being Assess Measurement Scale
Needs Development Consistently Used Proficiently Used Mastery
Speaking Short sentences with some mistakes. Longer, compound sentences with few mistakes. Long, compound sentences. Able to expand on ideas with few mistakes. Long, compound sentences, clearly organized. Able to expand on ideas and clarify concepts with few mistakes.

You will notice that there is no specific context for the speaking component in this rubric example. Depending on how a rubric will be used, you may want a very granular rubric tied directly to the context and content of learning, or you may want a rubric that can be used for a broader assessment. My example rubric could be used as part of an end-of-semester performance assessment, whereas a more granular rubric would be useful as an end-of-unit assessment or even a units-review assessment where I am looking at performance with specific content.

This rubric contains three specific parts: the scale, the performance to assess and the descriptors of performance. The scales for a rubric can vary across the globe; some teachers will use 1–5, some will use Poor to Excellent. When it comes to selecting the scale, use what will work best in your learning environment and help them communicate the rubric to others in the field, to your students and to your administrators. My personal preference is for a scale that indicates the current level of performance, without implied judgement. Once you have your scale in place, you want to figure out what you will be assessing. This will be largely driven by your course. What are you teaching? What performance do you need to assess? Performance of the skill is key.

For example, if you are teaching a grammar-focused class, you would not develop a rubric to assess the students’ grammar knowledge. It’s much easier to use a more traditional test to check for knowledge of rules. However, if you want to see how well a learner is correctly transferring the grammar they are learning into conversation, a rubric can provide direction. Such a rubric might look like this:

Performance Being Assess Measurement Scale
Needs Development Consistently Used Proficiently Used Mastery
Answer questions about the past and future Answers in simple sentences. Frequently mismatches verb tenses. Easily answers in simple sentences. Uses a few complex sentences. Mismatches verb tenses a little. Does not monitor or correct mistakes. Easily answers in simple and complex sentences. Makes few mistakes with verb tenses. Occasionally able to monitor and correct some mistakes. Easily answers in simple and complex sentences. Elaborates on answers without prompts. Consistent use of verb tenses with few noticeable mistakes. Demonstrates ability to monitor and correct when an error is made.

The final stage of your rubric construction will be the descriptors. The descriptors define what it is you will observe when students are performing. In a speaking assessment, you would be listening to students speaking in a conversation. In a writing assessment, you would look at the organization and cohesion of the students’ writing. The descriptors, then, describe the performance you would expect, aligned to your scale. The descriptors provide information that helps to clearly distinguish between each performance type. Using our writing example, you might have something like this:

Performance Being Assess Measurement Scale
Needs Development Consistently Used Proficiently Used Mastery
Personal paragraphs Presents personal information and details with little organization. Presents personal information with details. Selection of some details is clear. Presents personal information with supporting details. Details are clearly aligned to the information and arranged in logical order. Presents personal information with supporting details. Details are clearly aligned and organized. Specific examples clarify connections.

As you can see, a rubric builds from the bottom and works upwards. This way I can tell a student who Needs Development what they specifically need to work on in order to get to consistent, proficient and masterful use. This is something that can be planned for, and over the course of a semester, we can revisit this and see how their performance is improving and what next steps to take. A rubric helps to provide that kind of clarity. The greatest challenge in creating a rubric is usually in developing the descriptors of performance. What do I need to describe so I can both observe performance and define what the next level looks like?

Using the Global Scale of English to create English learning rubrics

A rubric is a pretty basic tool that a teacher uses to assess performance … but where does the GSE fit into all of this? For me, the most obvious place is in helping to define performance and create descriptors. As the GSE largely describes the use and application around the four English skills  without providing a specific context. This makes it a great place to start for understanding the performance I want to see in my classroom. Rather than the coursebook deciding, or my using my general sense of performance, the GSE gives me a clear indication of the difference in performance at different points along a learner’s learning journey aligned to a specific stops along the CEFR scale. Using the GSE, I could redraft my writing rubric so it would look like this:

Performance Being Assess Measurement Scale
Needs Development Consistently Used Proficiently Used Mastery
Personal paragraphs Can give personal details in a written form in a limited way.

(GSE 31/A2)

Can write a brief summary of their personal details.

(GSE 40/A2+)

Can write about personal interests in some detail.

(GSE 47/B1)

Can write about feelings and personal significance of experience in detail.

(GSE 67/B2+)

From the perspective of a teacher, this gives me a good starting point to add further details to my rubric that would allow me to further align with my curriculum and the learning outcomes defined by my institution. This might look something like this:

Performance Being Assess Measurement Scale
Needs Development Consistently Used Proficiently Used Mastery
Personal paragraphs Can give personal details in a written form in a limited way.

 

 

(GSE 31/A2)

 

Course Context: Past Experiences, Future Interests

Can write a brief summary of their personal details.

 

 

 

(GSE 40/A2+)

 

Course Context: Past Experiences, Future Interests

Can write about personal interests in some detail.

 

 

 

(GSE 47/B1)

 

Course Context: Past Experiences, Future Interests

Can write about feelings and personal significance of experience in detail.

 

(GSE 67/B2+)

 

Course Context: Past Experiences, Future Interests

Using the GSE, I can also see the progression of skill development and get a sense of how long it will take for learners to improve their performance[1]. Knowing that the difference between Needs Development and Consistent Use is a move from A2 to A2+, I might expect that a student starting at the bottom will get to Consistent Use by the end of a semester. If I have a learner starting at Consistent Use, my goal would be Proficient Use, and Mastery would be a stretch goal. A rubric using the GSE not only helps me get a solid description of the skill performance, but it can also improve my expectations of what learners will achieve based on the length of my course and the number of hours of input and study that will be accessed.

The GSE Assessment Framework

Of course, all of this is a lot of work, so imagine my surprise and delight when I discovered that the Global Scale of English team had developed a set of agnostic course rubrics that describe performance, contain descriptors, are aligned to the CEFR, cover all four skills and, most importantly, are available for teachers to download.

123

Download the full set of rubrics in the GSE Assessment Framework here: http://bit.ly/29t7RAO

The GSE Assessment Framework would not replace all of my classroom rubrics nor stop me from developing rubrics in the future, but it does provide a nice functional rubric that I can use to assess all manner of performance tasks in my classroom using a tool that is externally validated. That end-of-the-semester speaking test would be a perfect test case for the use of the GSE Assessment Speaking Framework rubric. A mid-term writing assignment could be assessed using an internal rubric with the GSE Assessment for Writing Framework for a secondary reference.

Additionally, the frameworks could be handed out to students at the beginning of the semester and used as a way to help students with personal goal setting. As many of my students have test scores that report aligned to the CEFR, it is a simple matter of having students use the GSE Assessment Framework to see how their current level is described and have them look towards the future to make a personal learning plan to continue to improve their English skills and concentrate on problem areas. The Global Scale of English Assessment Framework doesn’t replace all of my assessment tools, but it certainly becomes another time-saving feature to add to my assessment grab bag.

Having access to something as value packed as the Global Scale of English ecosystem, I realize that improving assessments is one of the first steps when it comes to the functional use of the GSE. With over 1,000 descriptors of performance and an assessment package to boot, I’m excited to think of what I can accomplish by utilising these tools and the impact this will have for me and my future students as we continue to work towards our shared goal of communicative fluency.

References

Davila, Sara. “How to Use the GSE to Enhance and Improve English Assessments.” Pearson English. N.p., 6 July 2016. Web. 29 Aug. 2016.

English Language TrainingLearning and Skills DevelopmentMultimediaPodcasts

Podcast – Continuing Professional Development

In this podcast, Alejandra Mora addresses what is Continuing Professional Development; the features needed when carrying out CPD and provides alternatives of CPD teachers can do.

 

 

MAMMaria Alejandra Mora (MSc. TEFL, SPLITT, TBI, and TEFL Certified) has over 18 years of experience as a teacher, teacher trainer, academic consultant and curriculum developer and has led teacher training workshops in Nicaragua, El Salvador, Costa Rica and Peru. She has a master’s degree in Teaching English as a Foreign Language and has a wide range of interests including program development and training and project work. She is currently working as program developer for the International Language Institute in Keiser University Latin American Campus.

 

Business and ManagementWorld View

The Glass-Ceiling for Non-Native English Speakers

by Academic Committee 

Managers, recruiters, and applicants are aware that English proficiency is a critical factor for the professional advancement of individuals in virtually every industry, especially in business and management. Not speaking the language hinders employees at all levels to develop themselves fully and excludes them from a wide array of opportunities inside and outside their companies. English has such importance that employees who do not speak it are left in a stagnant position and are relegated and eventually replaced. However, a bias against non-native English speakers in the business and entrepreneurial world has become a more pervasive problem that has created a glass ceiling for a valuable segment of the workforce, and a non-native accent is one of the most prominent ways in which this challenge manifests.

Non-native English speakers can face communication and cultural barriers that might be difficult to overcome depending on the attitude and level of immersion with the language and culture. These barriers provide some insights regarding the existence of this glass-ceiling. For instance, they can face difficulties in interpersonal relationships with vital people, in negotiations and preliminary talks, and selling themselves and their ideas, among others. However, the problem has a more intricate background. Even though the degree of globalization the world experiments nowadays both in academics and business has triggered a steep increase in the number of highly-qualified workers non-native of the English language, they still face difficulties being promoted, finding executive-level jobs, and even obtaining funding for entrepreneurial ventures. Hence, there are also other roots to this problem that transcend communication and cultural barriers and even performance. These are more related to an implicit, subtle discrimination towards foreigners, and they have deep psychological and evolutionary roots which affect the foreign labor force at a macro level.

Laura Huang et al., (2013) explain this phenomenon and states that companies and venture capitalists are shifting away their focus from the quality of entrepreneurs’ and workers’ ideas and knowledge to the quality of their English. However, she concludes that even though communication per se is not a significant factor causing the glass ceiling, political skill is. Ferris et al. (2005) define political skill as the ability of an individual to change his or her behavior according to the situational demands to influence or control other’s responses. An important aspect of political skill is that it expresses sincerity, which allows the person to hide ulterior motives. Furthermore, according to Ferris, it is independent of general mental ability but related to personality traits. Although a non-native accent can undermine opportunities for promotion, lower political skills provide a better explanation to the glass-ceiling problem since it is an essential skill for executives.

The existence of this bias against non-native English speakers poses some problems for the labor force, regulators, and also for companies. The most visible problem is the limited opportunities for professional advancement this segment of the population has despite their intelligence and performance. Moreover, regulators might have to establish stricter policies regarding the hiring of foreigners. Besides, due to the changing dynamics of the labor force, it creates tension for companies related to the recruitment of either national applicants with excellent political skills but lower expertise or foreign applicants with lower political skills but greater expertise. This tradeoff can significantly affect their organizational culture and profitability.

Professor Huang presents two possible solutions to this problem. The first one consists of training to help non-native English speakers develop an accent more in tune to the standard and requirements of their society, Nevertheless, this solution might not be as effective due to the difficulty in changing a person’s accent, especially at an older age. The other solution entails directly addressing this bias and the implicit assumptions related to it during interviews or job-seeking activities and taking advantage of opportunities to demonstrate high political skills despite a foreign accent.

The bias against non-native speakers, and the glass-ceiling it creates, poses difficult challenges for knowledgeable professionals, as well as for companies and regulators. This bias has deep roots beyond communication and performance issues, which makes it difficult to solve shortly. Political skill is one of the factors that best explain the problem. Hence, accent-reduction training and demonstration of political skills are possible solutions at a personal level to help mitigate the problem and increase professional opportunities within the labor force.

References

Ferris, G. R., Treadway, D. C., Kolodinsky, R. W., Hochwater, W. A., Kacmar, W. A., Douglas, C., & Frink, D. D. (2005). Development and Validation of the Political Skill Inventory. Journal of Management, 31(1), 126-152. doi:10.1177/0149206304271386

Huang, L., Frideger, M., & Pearce, J.L. (2013). Political Skill: Explaining the Effects of Nonnative Accent on Managerial Hiring and Entrepreneurial Investment Decisions. Journal of Applied Psychology, 98(6), 1005-1017. doi:10.1037/a0034125

Classroom and MethodologiesEnglish Language TrainingLearning and Skills Development

Cognitive Conflict to Foster Meaningful Learning

by Erick M. Izaguirre Zepeda, Keiser University Language Institute

Human’s search for knowledge is a lifelong process. It takes us many years to construct our own conceptions and beliefs. Many times this construction process demands a lot of studying, reading, and research. Sometimes these conceptions come from family traditions and values that are handed down from generation to generation. It is obvious that when learning something requires so much effort, this new knowledge we have acquired is of great value for us. After all we have dedicated our neurons to building ourselves a mindset we feel identified and comfortable with.  But what happens when our conceptions, beliefs, and ideas are debatable to people we consider knowledgeable and trustworthy? Are we open to listening to new and different ideas and willing to change our own ones in case we are convinced by the reliability of the new sources of information? Or do we just ignore what the new data states because we already have our own mindset?  Have you ever changed any of your conceptions or preconceptions thanks to/ because of new and extremely contradictory material that was presented to you? If you have, then you have experienced cognitive conflicts and you clearly understand what it is about and what it feels like.

Cognitive conflict

The cognitive conflict or cognitive dissonance theory is a branch of the well-known constructivist theory by Piaget. It suggests that “when children or learners experience a discrepancy between their understanding of the world and a new experience, they can either assimilate the new information into existing schema or accommodate the new information by creating new schema”. This has led some constructivist teaching approaches to focus on ways to generate this cognitive conflict in lessons.

To illustrate the concept of cognitive conflict and how it fosters the process of conceptual change and meaningful learning, I would like to tell you the story of my friend Paul. Paul was born in Puerto Cabezas and moved to the United States when he was 8 years old. He spent more than 25 years there. When in the States, he got into lots of troubles especially because of drugs consumption. He was addicted to alcohol and crack. All these problems he had led him to be deported back to Nicaragua.  Paul says that he lived so much discrimination because of his skin color, that he did not want to be black; in fact he hated being black. One day when he was still in America, soon before being deported, he had the opportunity to attend a meeting of the “Black Hebrews”, a movement which states that “Jesus was black, and Hispanics, Native Americans, and Negroes are the only real descendants of the tribes of Israel and, for instance the only ones included in God’s salvation plan”.

For many of us this new input might not make any difference, but for Paul it was a very significant new piece of information. Since that day Paul’s life has changed dramatically. Paul no longer consumes crack or alcohol and he is trying to live his life according to God’s will since this theory made him feel there was still hope for him.

Another possible way to define cognitive conflict is: “The mental discomfort produced when someone is confronted with new information that contradicts their prior beliefs, values, and ideas. When cognitive dissonance arises, the person will typically seek to reduce this discomfort either by changing their ideas or by avoiding (e.g. ignoring) the new information”.

As we can see, there are two possible consequences of the cognitive conflict. The first one is a very positive one. This is the one that helped Paul make significant changes in his life because he felt attracted to the new concept he was faced with. On the other hand, the second option is not so encouraging for those teachers who would like to implement this strategy into their classes. What type of teacher would like to run the risk of encountering students who will simply discard the new information being presented? This is completely against the real objective, isn’t it? I am pretty sure this new information about Jesus I just discussed did not and will never cause you to change your preconceptions or beliefs about Jesus. But do you think you will forget it?

I am part of the highest percentage of people who will not seek to reduce the cognitive discomfort by changing my idea about Jesus. Furthermore, it makes no difference to me what color he was. However, I am completely convinced that I will never forget about the “Black Hebrews” and what they believe.

Cognitive conflict in English teaching 

If the context in which Paul learned so meaningfully was the key to a conceptual change in his mindset, we can conclude that the same phenomenon might happen in the case of our English students. Our advantage as English teachers is that even though we usually try to teach our students values and socially acceptable behavior, changing people’s conceptions is not our main concern, but to provide them with the elements (language) to explain those of their own or other people’s. When the target grammar and vocabulary are presented through contextualized material that contradicts students’ previous beliefs and conceptions on such topic, the new information might not be assimilated enough to cause a change in their behavior, i.e. conceptual change, but the tools or instruments used, e.g. the language such as terms, vocabulary and grammar structures, will be understood and remembered. In the case of English teaching this aspect previously mentioned is the key to students’ meaningful learning, which is the goal we all pursue as teachers.

Classroom and MethodologiesLearning and Skills Development

Teaching meaningfully or covering textbook content?

by James Cordonero, Keiser International Language Institute

For those of us working in education, teaching a class that is meaningful to our students can turn out to be an elusive goal. Several factors may prevent instructors from achieving such a goal, chief among them: lack of time to prepare a meaningful lesson and the tyranny of the contents to be covered in a textbook. The latter factor often poses a dilemma for most teachers since some of the topics in a textbook may be completely irrelevant to the reality students live in, and yet covering pedagogical material usually takes a higher priority at the institutional level. This is where teachers’ creativity, experience, and resourcefulness come into play to make pedagogical material come alive for learners and give them something to get their teeth into, so to speak.

An effective teaching technique includes problem-solving activities that present students with cases, even worst-case scenarios, and follow-up questions to guide analysis and foster discussion. For example, a unit dealing with intelligent transportation systems, the kind of technology which is still science fiction in our country (regardless of the newly installed “smart traffic lights” in Managua), could turn into a good opportunity to discuss common issues in the Nicaraguan context such as drunk driving fatalities during the Holy Week, road accidents, and traffic jams.

Another technique for instructors to move beyond rote learning and take a quantum leap into meaningful learning is by encouraging students to think critically. One way to foster the development of high-order thinking skills is by posing thought-provoking questions instead of just providing input. This can give instructors a chance to kindle students’ interest in the seemingly unappealing topic to be covered in the next unit or chapter and thus get a class actively engaged in the learning process while activating background knowledge. For instance, a unit related to abstract art can be introduced by raising questions that make students voice their opinions about what they like or dislike about art in general and what they know about the different forms of art in Nicaraguan culture. They could also be asked hypothetical questions that require them to think or imagine what the world or a particular society would be like if art did not exist, or if saving valuable pieces of “art is worth a life”, a central theme explored in the film The Monuments Men.

As teachers, we should always bear in mind that meaningful learning is knowledge that solves a problem or addresses a particular need. Unfortunately, in many educational institutions in our country, breath of coverage has a higher priority over contextualized and meaningful knowledge. This counterproductive approach to teaching results in nil but classes about everything and nothing in general where students are overloaded with meaningless facts and required to parrot them without even digesting the data, not to mention analyzing them.

In brief, a more down-to-earth approach to teaching and a focus on real-world related matters can contribute to altering the entire culture of a school or school system. It enables students and teachers to explore different types of reality-check scenarios, which is what ultimately will prepare students to tackle with tangible issues. Meaningful learning entails crossing the artificial boundaries of the academic disciplines and injecting a dose of reality into students’ brains so they become more competitive in a fast-changing world. Let’s dare to jump over the fence of conventionality and shift the emphasis from cover-the-material memory work to a more hands-on learning experience.