Erwartungen von Lehrkräften
und neue Medien im Unterricht
(Teacher expectation and new media in teaching)
Jan Willem Overal
“The greater danger for most of us lies not in setting our aim too high and falling short; but in setting our aim too low, and achieving our mark.” Michelangelo
MA students University of Vienna
as part of:
LernerInnenautonomie im DaF/Z-‐Unterricht
(Prof. Dr. Karen Schramm & Marta Dawidowicz)
Choose one of these expectations and at the bottom of this page please give your name and tell us which one you will prepare:
1. In what kind of conditions is it most likely that motivation arises according to Daniel Pink? Do you recognize this for yourself? What are the implications for education? What are the implications for you as a student/teacher?
2. What is the difference between a fixed - and a growth mindset? What kind of mindset do you have? Defend the proposition that you have a fixed mindset. What are the implications for education? What are the implications for you as a student/teacher?
3. What is the cause for low expectations? What can teachers do to get high expectations? Do you ever have low expectations? What are the implications for education?
1. High Expectations
2. Working with resources
- Find your talent and develop that?
- You can learn anything?
Benjamin Bloom - Developing Talent in Young People
"After forty years of intensive research on school learning in the United States as well as abroad, my major conclusion is: What any person in the world can learn, almost all persons can learn if provided with appropriate prior and current conditions of learning. This generalization does not appear to apply to the 2% or 3% of individuals who have severe emotional and physical difficulties that impair their learning. At the other extreme there are about 1% or 2% of individuals who appear to learn in such unusually capable ways that they may be exceptions to the theory. At this stage of the research it applies most clearly to the middle 95% of a school population."
Daniel Pink on motivation
"The best use of money as a motivator is to pay people enough to take the issue of money off the table: Pay people enough so that they’re not thinking about money and they’re thinking about the work. Once you do that, it turns out there are three factors that the science shows lead to better performance, not to mention personal satisfaction: autonomy, mastery, and purpose."