With the growing technology advances and integration of new technology into classrooms, professors across the nation have adopted clickers as a means of participation in lectures. Of course, with new engagement strategies comes pros and cons, including how students must remember to bring the clickers, and if lost, will have to pay to replace the unit. The clickers can also prompt students to pay more attention in class, since clickers can be used to take quizzes, and in turn, keep an online record of attendance.
A recent article in the Journal of Marketing Education entitled “Using Clickers in a Large Business Class: Examining Use Behavior and Satisfaction,” analyzes the use of clickers in the classroom which yields overall positive responses in content engagement. Authors Nripendra P. Rana and Yogesh K. Dwivedi also provide data on the behavioral intentions of the students in their study. The abstract for their article is below:
As more and more institutions are integrating new technologies (e.g., audience response systems such as clickers) into their teaching and learning systems, it is becoming increasingly necessary to have a detailed understanding of the underlying mechanisms of these advanced technologies and their outcomes on student learning perceptions. We proposed a conceptual model based on the technology acceptance model to understand students’ use behavior and satisfaction with clickers. The valid response from 138 second-year business students of Digital Marketing module taught in a British university, where clickers are extensively used in the teaching and learning process, made the basis for data analysis. The results provided a strong support for the proposed model with a reasonably adequate variance (i.e., adjusted R2) of 67% on behavioral intentions and sufficiently high variance on use behavior (i.e., 86%) and user satisfaction (i.e., 89%).
The article is free to read for a limited time, and don’t forget to sign up for email alerts through the homepage so you never miss a new issue.
[We’re pleased to welcome Laura Galloway of Heriot-Watt University and David Higgins of the University of Liverpool. They recently guest edited a special issue in Industry and Higher Education entitled “Learning and education: Exploring entrepreneurial actions and practice.” From Galloway and Higgins:]
Following the Institute for Small Business and Entrepreneurship Conference in Glasgow in Autumn 2015, we were delighted to develop a special issue of Industry and Higher Education on ‘Learning and education: Exploring entrepreneurial actions and practice’ – the 5th special issue we have done so far. Included are seven papers, collated to comprise a robust contribution to the field.
Several of the papers are on the broad topic of entrepreneurship education in universities, including:
- ‘Lost in Space’: The Role of Social Networking in University-based Entrepreneurial Learning by Lockett, Quesada-Pallarès, Williams-Middleton, Padilla-Meléndez and Jack who explore the impact of social networking on learning in the UK and Sweden;
- Entrepreneurship in Vocational Education: A Case Study of the Brazilian Context by Stadler and Smith, in which entrepreneurship education in vocational studies in Brazil is explored;
- Breaking in the Waves: Routines and Rituals in Entrepreneurship Education by Neergaard and Christensen, who present an exploratory study of how classroom routines and rituals impact on entrepreneurship education;
- The Phenomenon of Student-Led Enterprise Groups by Preedy and Jones who investigate how the simulated business ‘roles’ performed in student-led enterprise groups afford and enhance experiential and social learning;
- A Mystagogical View of ‘Withness’ in Entrepreneurship Education by Refai and Higgins investigates entrepreneurship education from a mystagogy perspective, exploring notions of identity with and initiation into entrepreneurship.
Papers on learning amongst those in firms are also included in this special edition:
- Help Wanted! Exploring the Value of Entrepreneurial Mentoring at Start-Up by Brodie, Van Saane, and Osowska presents a qualitative study of mentoring in five start-up ventures;
- Up the ANTe: Understanding Entrepreneurial Leadership Learning through Actor-Network Theory by Smith, Kempster and Barnes focuses on leadership in the small business, how it is learnt and its importance.
These papers form a valuable contribution to the study of entrepreneurship education and learning amongst entrepreneurs. Through this special issue we seek to present a scholarly voice which seeks to foster innovative and accessible scholarly writing which is of crucial importance to any research field. The ability of any publication to develop material which engages with practical experience and action must be a key priority in the advancement of future practice and scholarship. The uniqueness of the ISBE community to develop and stimulate activities which can serve the ISBE community provides an extremely valuable network of resources for early career researchers, students and practitioners.
The special issue articles ‘Breaking in the Waves: Routines and Rituals in Entrepreneurship Education’ by Neergaard and Christensen, and ‘‘Lost in Space’: The Role of Social Networking in University-based Entrepreneurial Learning’ by Lockett, Quesada-Pallarès, Williams-Middleton, Padilla-Meléndez and Jack are currently free to read through Industry and Higher Education.
The 2017 Institute for Small Business and Entrepreneurship Conference is taking place 8-9 November 2017 in Belfast, and has a theme of ‘‘Borders’, prosperity and entrepreneurial responses.
[We’re pleased to welcome author Mildred A. Schwartz of the University of Illinois at Chicago. Schwartz recently published an article in the Journal of Management Inquiry entitled “From the Ordinary to Corruption in Higher Education.” From Schwartz:]
When I moved to New Jersey after many years of teaching in Chicago, my interest as a political and organizational sociologist was piqued by the kind of corruption I learned of. Not fully satisfied with existing theories and explanations, I began thinking of how to approach corruption as a sociological phenomenon. Then, when I read local press coverage about misconduct at the University of Medicine and Dentistry of New Jersey (UMDNJ), I felt that I had found the ideal case
for exploring how corruption could arise even within such an unexpected setting–a university dedicated to the health care professions.
Of all the findings that came from my research, at least two were surprising. One was the prevalence of many of the illegal or unethical behaviors found at UMDNJ in other U.S. universities that had medical schools. The second was the ability of UMDNJ and other universities, despite misconduct, to still fulfill their duties to train health care professionals, advance scientific research, and treat the sick.
I would like to think that my findings will inspire efforts at controlling organizational corruption, particularly as it is manifested in higher education. At least three guidelines emerged from the larger research, discussed in my book, Trouble in the University: How the Education of Health Care Professionals became Corrupted (Brill, 2014). One is the importance of enough transparency to allow organizational participants to understand how decisions are made. Second is the need for accepted avenues through which to express complaints without fear of reprisal. Third, and this is especially relevant to state-supported universities although it is not confined to them, is the need for firm boundaries between politics and education.
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[We’re pleased to welcome author Matthew Eriksen of Providence College. Eriksen recently published an article in the Journal of Management Education entitled “Shared-Purpose Process Implications and Possibilities for Student Learning, Development, and Self-Transformation,” co-authored by Kevin Cooper. Below, Eriksen outlines the inspiration for this study:]
Over my 20 year teaching career, I continuously have found myself disappointed with my students¹ initial level of commitment to, engagement in and responsibility for their learning and development as they enter my course. Just as Lencioni (2002) identifies a lack of commitment as one the five dysfunctions of a team, a low level of student commitment to a course has a significant negative impact on students¹ learning and educational experience, as well as on instructors¹ professional gratification (Jenster & Duncan, 1987). For many, it is as if education has become something that is happening to students rather than something that they actively and intentionally engage in to achieve some purpose beyond getting a good grade and course credit, preferably with a minimal amount of effort.
In our article, Kevin Cooper and I present a response to student disengagement in the form of a shared-purpose process. Although initially conceived to increase students¹ commitment to and engagement in their learning and development, as the shared-purpose process was employed it became apparent that it was also a form of experiential/case-in-point learning (Heifetz, 1994; Heifetz & Linsky,2002) that is relevant to leadership, team and organizational development courses, as establishment of and commitment to a shared purpose and organizing context is important to becoming an effective team or organization. In addition, once a shared purpose is established and committed to by students and teacher, it can provide a guiding framework through which to facilitate additional partnership and in-class experiential learning opportunities.
In contrast to other student-directed learning methodologies, the shared-purpose process takes into account the social, as well the cognitive, aspects of learning. In addition, it helps students proactively identify and develop strategies to address hindrances to their learning. Over the course of the semester, students¹ self-transformation is facilitated through their weekly engagement in self-reflection (Kolb, 1984; Schön, 1983), self-reflexivity (Cunliffe, 2004; Cunliffe & Easterby-Smith, 2004), peer coaching, and a cogenerative dialogue (Martin, 2006; Stith & Roth, 2006). Cogenerative dialogue allows students to learn from their classmates¹ experiences, as well as their own direct experience.
In addition to being successfully employed in undergraduate and MBA leadership and team courses, this shared purpose process has also be employed in teams and organizations to improve members¹ engagement, commitment and performance, and once the shared purpose has been established, it can be used as a structure to facilitate collaboration and productively work through conflict.
Cunliffe, A. (2004). “On becoming a critically reflexive practitioner.”Journal of Management Education, 28(4), 407-426.
Cunliffe, A. and Easterby-Smith, M. (2004). “From reflection of practicalreflexivity: Experiential learning as lived experience.” In M. Reynolds and R. Vince (Eds.) Organizing Reflection, Ashgate: Aldershot, 30-46.
Heifetz, R. A. (1994). Leadership without easy answers. Cambridge, Mass:
Belknap Press of Harvard University Press.
Heifetz, R. A., & Linsky, M. (2002). Leadership on the line: staying alive through the dangers of leading. Boston, Mass, Harvard Business School Press.
Jenster, P. V. & Duncan, D. D. (1987). “Creating a context of commitment:
Course agreements as a foundation.” Journal of Management Education, 11(3): 60-71.
Martin, S. (2006). “Where practice and theory intersect in the chemistry classroom: using cogenerative dialogue to identify the critical point in science education.” Cultural Studies of Science Education, 1 (4), 693-720.
Kolb, D. A. (1984). Experiential learning. Englewood Cliffs, NJ: Prentice Hall.
Lencioni, P. (2002). The five dysfunctions of a team: A leadership fable, Jossey-Bass: San Francisco.
Schön, D. (1983). The reflective practitioner. London: Temple Smith.
Stith,I. & Roth, W-M. (2006). “Who gets to ask the questions: The ethics in/of cogenerative dialogue praxis.” [46 paragraphs]. Forum Qualitative Sozialforschung / Forum: Qualitative Social Research, 7(2).
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[We’re pleased to welcome author Catherine Nickerson of Zayed University, UAE. Nickerson recently published an article in Business and Professional Communication Quarterly entitled “Mobile or Not? Assessing the Instructional Value of Mobile Learning,” co-authored by Chrysi Rapanta and Valerie Priscilla Goby. From Nickerson:]
We became interested in this topic, partly because our university is keen to increase the use of mobile learning across the curriculum, but also because we know that our students – all young Emirati nationals – are very familiar with all forms of new media. We know that in adopting mobile learning in our business communication classes, we are tapping into their already existing skills, and at the same time, we are providing them with additional practice in multi-tasking, and the multi-media, communication skills that they are likely to need once they enter the workforce. However, in addition to the obvious advantages that are associated with student motivation and mobile learning that we established in our previous research, we also wanted to find out if mobile learning would actually help our students to improve their performance.
Our students’ performance on a particular topic improved, when their time in the classroom included mobile learning and also when it didn’t, as long as the teaching that they received was specifically focused. At the same time, the students that received a mobile learning intervention were more likely to perform better than the students in a control group who were not given any specific teaching, than those students who were taught in a traditional way. This meant that in introducing mobile learning, we could expect our students to be more motivated, we could expect them to further develop a set of useful skills, and we could expect them to potentially improve their performance. In the future we aim to incorporate more mobile learning into our business communication classes, while at the same time, continuing to investigate the effect that mobile learning has.
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Classroom photo attributed to Catalyst Open Source (CC).
[We’re pleased to welcome author Stephen Bear of Fairleigh Dickenson University. Bear recently published an article in the Journal of Management Education entitled “Students as Protégés: Factors That Lead to Success,” co-authored by Gwen Jones. Below, Bear outlines the importance of this study:]
We have established, in our undergraduate curriculum, a practitioner-mentoring program for all business students in our sophomore-level organizational behavior course. The intent of the program is that, early in the students’ business education, they will begin to link and apply the theories of organizational behavior to actual workplace situations through regular interactions with their mentor throughout the semester. For many students the mentoring program is the highlight of the course, while for others the mentoring program is just another required course assignment. This range of reactions led us to wonder what factors encourage satisfaction with practitioner-student mentoring relationships? The level of satisfaction with a mentor is important because dissatisfaction can prompt a protégé to spend less time with a mentor and can reduce the quality of mentoring exchanges and the overall effectiveness of the mentoring relationship (Ortiz-Walters, Eddleston & Simone, 2010).
In our study we examined five independent variables that we believed could affect satisfaction: networking to find a mentor, trust in the mentor, self-disclosure to the mentor, role modelling by the mentor and mentoring program understanding. While each variable was positively related to mentoring relationship satisfaction, the most surprising finding of the study was the importance of student networking to find a mentor. Many students initially have difficulty finding a mentor, and we have debated whether faculty should step in to ensure that each student has a high quality mentor. Our study showed that when student’s network to find their own mentors this is positively associated with mentoring relationship satisfaction. Students who found their own mentors were more satisfied with their mentoring relationships than students who relied on the professor to match them with a mentor. We believe this finding is very relevant to faculty and to staff that establish mentoring programs as it suggests that whenever possible, student protégés not faculty should play the key role in the selection of their mentor. Finally the relationship between networking and mentoring relationship satisfaction is likely complex and should be explored further in future research. In our study, 77% of students were successful in finding their mentors through networking, and analysis indicated that there were no significant differences in finding a mentor, as based on age, gender, or race/ethnicity. An opportunity for future research is to determine whether socioeconomic class or a student’s first-generation college status would influence the ability to network to find a mentor, as these students might have fewer networking contacts.
Ortiz-Walters, R., Eddleston, K. A., & Simione, K. (2010). Satisfaction with mentoring
Student photo attributed to the University of the Fraser Valley (CC).
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[We’re pleased to welcome authors Christelle Martin-Lacroux of the University of Grenoble and Alain Lacroux of the University of Toulon. They recently published an article in Business and Professional Communication Quarterly entitled “Do Employers Forgive Applicants’ Bad Spelling in Resumes?,”which is currently free to read through BCQ. From Martin-Lacroux and Lacroux:]
It is now well established that students’ spelling deficiencies are increasing and that this has become a growing concern for employers, who now consider correct spelling and grammar as one of the most important skills needed by organizations. Despite the significant amount of time spent on writing at work and employers’ growing dissatisfaction with their employees’ spelling skills, little is known about recruiters’ attribution and decision making when they read application forms with spelling errors. Our paper in Business and Professional Communication Quarterly contributes to fill this gap by describing how spelling mistakes in application forms have a detrimental impact on applicants’ chance to be shortlisted. Our findings rely on an experiment on 536 professional recruiters who had to assess application forms varying in their form (presence or absence of spelling errors) and their content (high or low level of professional experience). We found that spelling errors and work experience have a strong impact on recruiters’ shortlisting decisions. All things being equal, the odds of rejecting an application form were 3.65 times higher when the form was error laden, whereas the odds of rejecting an application form were 2.7 times higher when the form indicated a low level of work experience. Not surprisingly, the recruiter’ spelling ability influence their decision to reject or not an application form from the selection process. For example, the odds of rejecting an error-laden application form when assessed by a recruiter with weak spelling abilities were two times lower than the odds of rejecting this form when evaluated by a recruiter with strong spelling abilities. We made another interesting finding that applicants need to be aware of: the number of spelling errors did not influence the recruiters’ decision. Application forms can be rejected even with very few spelling errors.
In conclusion, applicants do need to be vigilant about the potential negative impression they make on recruiters with a faulty application form: few spelling errors can be as detrimental as a lack of professional experience!
Please find the full abstract to the article below:
Spelling deficiencies are becoming a growing concern among employers, but few studies have quantified this phenomenon and its impact on recruiters’ choice. This article aims to highlight the relative weight of the form (the spelling skills) in application forms, compared with the content (the level of work experience), in recruiters’ judgment during the selection process. The study asked 536 professional recruiters to evaluate different application forms. The results show that the presence of spelling errors has the same detrimental impact on the chances of being shortlisted as a lack of professional experience, and recruiters’ spelling skills also moderate their judgment.
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Photo under (CC) license.