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1.
Faculty play an essential role in providing access for college students with LD. Though many recommendations exist in the literature for educating faculty about their roles regarding students with LD, it is unclear whether these strategies are actually addressing faculty needs. To examine this issue, the evolving role of faculty is discussed. Current practices in faculty education pertaining to college students with LD are reviewed. Discrepancies between the evolving faculty role and current faculty education practices are examined. Guiding questions are proposed for expanding faculty education efforts and models to keep pace with the evolving faculty role in providing access for college students with LD.  相似文献   

2.
Drawing from a survey of 1,239 part-time community college faculty, this analysis investigates their views about being involved in departmental and campus-wide decision-making. The adjuncts had somewhat of a voice in instructional decisions pertaining to their area of expertise, but virtually no involvement in personnel or broader organizational matters. In all domains, they expressed desire to have a stronger voice. However, they also noted barriers to inclusion of part-time faculty in decision-making, including schedule constraints, compensation, and respect from their full-time counterparts.  相似文献   

3.
The levels of support which faculty provide to students have been linked to a number of positive effects on students such as lower rates of attrition, greater satisfaction with college life, enhanced self-concept, improved academic performance and more likelihood of remaining enrolled in college through stressful life periods. There are surely fewer periods of life that are busier than new motherhood. This paper presents research carried out at a higher education institution in the United Arab Emirates. We look at the ways in which faculty interact with new student mothers and employ interviews to explore ways in which faculty acknowledge and offer academic and pastoral support to the new mothers. Their perceptions of students’ coping strategies when they combine motherhood and college studies are reported, and the ways in which faculty navigate college policy which relates to the student mothers. Faculty saw themselves as being extremely supportive and flexible towards new mothers. Whilst undergraduate student motherhood was uncommon in their home countries, it was generally felt that the increased organization, efficiency, time management and resilience witnessed in student mothers were assets to the college community. This study also has wider applicability to faculty support of non-traditional students in other settings.  相似文献   

4.
This study used quantitative and qualitative methods to examine the use of inclusive pedagogy by science, technology, engineering, and mathematics (STEM) faculty at three community colleges. The purpose was to identify barriers to the adoption of inclusive teaching methods for diverse learners and students with disabilities and to propose ways to break down these barriers. Two hundred and eleven community college STEM faculty members in Western Massachusetts were sent a questionnaire that was administered electronically, and 11 faculty members were interviewed, 9 of whom also were observed in the classroom. The most significant among the barriers reported were the lack of an inclusive mindset, lack of knowledge about pedagogy, high teaching loads, and lack of time for instructional development. Implications for practice and research are discussed.  相似文献   

5.
The college counselor can play a leadership role in decreasing the sense of alienation students of color feel and improve retention rates through the sponsorship of relationship and awareness-building activities. The author discusses institutional and community barriers, describes interpersonal outcomes, and reports the suggestions of students, staff, and faculty who attended a counseling center-sponsored retreat and focus groups.  相似文献   

6.
Abstract

Some resilient students with LD succeed ‘against the odds’ and reach college. The goals of the study are to explore their resources and barriers during their studies. The relationships between academic self-efficacy (ASE) and personal resources (sense of coherence (SOC) and hope) among college students with learning disabilities (LD) will be examined. The sample consisted of 438 college students divided into two subgroups: 149 students with LD and 289 Non-LD students. Results indicated that college students with LD reported lower levels of ASE, as well as lower levels of hope subscales and SOC. Persistent challenges of early learning distress experienced by those students during school periods continue to be prevalent during their college years. The ASE was predicted by the personal resources, and the risk factor (tiredness lost its significance). The importance of personal resources (SOC and hope subscales) was further emphasised by the mediation model (PROCESS). They mediated the relationships between LD and ASE. These outcomes call for empowering interventional programmes in order to promote hopeful thinking and personal coherence.  相似文献   

7.
通过问卷法考察了1328名高职生在校受同伴欺负的状况,发现高职生受欺负的状况存在明显的性别差异：高职男生受欺负的状况比高职女生严重,并且在整个高职阶段没有减缓的趋势,而高职女生受欺负的状况随年级增长明显减少。回归分析发现,羞怯、坏学生、老师不喜欢、同伴关系不良、欺负人等因素与高职生的受欺负程度存在正相关。  相似文献   

8.
ABSTRACT

Despite good career prospects in science, technology, engineering, and mathematics (STEM) fields, persistence of students in STEM fields of study at the community college and transfer to universities to pursue STEM majors is often quite low. Theories of persistence emphasize the importance of engagement, integration, validation, and financial assistance. The DCCCD STEM Institute is a comprehensive cocurricular program for community college STEM students. It illustrates the application of persistence theories in a multicollege urban district with a diverse student body. The STEM Institute uses a student/faculty cohort model with mentoring, professional skills programming, and scholarship support to transform student perceptions of themselves, integrate them into a STEM educational community, and validate their membership within that community. Institute membership also reduces isolation and financial concerns as potential barriers to persistence. STEM faculty also participate in professional skill development through a cross-college and cross-disciplinary cohort. Data on students who participated in the DCCCD STEM Institute from 2010 through 2014 show that 92% remain in a STEM educational or career pathway. Important practice implications for community college professionals include (1) forming student and faculty cohorts, (2) facilitating the development of mentoring relationships, (3) providing adequate centralized staffing, and (4) integrating resources and opportunities into a unified cocurricular program.  相似文献   

9.
Diversifying the faculty in community colleges, especially with faculty of color, continues to be problematic as we move through the first decade of the 21st Century. National statistics show that overwhelmingly the faculty continues to be Caucasian, even at a time when more and more students are coming from diverse ethnic backgrounds. This seemingly intractable problem is particularly acute in California, where the majority of community college students are students of color, but not the faculty. A faculty diversity program that has been in existence for 17 years has made important progress in changing the situation in southern California. This comprehensive program recruits, trains, and places interns in 10 community colleges in cooperation with a regional university. The results of the program demonstrate that substantial numbers of faculty of color are being prepared by the program and that they are getting hired in community colleges as adjunct and full-time faculty. Community colleges can be and should be proactive in identifying, developing, and hiring faculty of color. They shouldn't wait for other societal institutions to do the job for them. By working cooperatively with other local colleges, community based organizations that involve communities of color, and nearby universities, they have the opportunity to make significant inroads into diversifying their faculty. This program can and should be replicated in other parts of the country as a way to nurture the next generation of community college faculty leaders.  相似文献   

10.
This study examined the teaching techniques used by community college faculty and the student learning outcomes that faculty sought to accomplish. Data were collected through a survey designed to assess the degree to which a variety of techniques were used and the related student learning outcomes that were intended. Participants (N = 197) were career and transfer faculty at a large metropolitan community college in the midwestern United States. Analysis of the data included determining the frequency of use of each technique and examining the relationships between frequency of use, intended learning outcomes and four independent variables (gender, years of experience, rank, and teaching area). Results indicated that the lecture was the predominant technique used, although a majority of the faculty also used other techniques. When faculty used techniques other than lecture a majority of the time, they did so to accomplish higher order learning outcomes. Significant relationships were found between frequency of use, intended learning outcomes, and teaching area. Faculty teaching in the transfer curriculum were more likely to lecture a majority of the time and to intend higher order learning outcomes than career faculty who lectured to impart information.  相似文献   

11.
Through a comprehensive literature review, this article identifies and discusses barriers to recruitment and retention of faculty of color. Marginalization, racism and sexism manifested as unintended barriers are presented as a few of the barriers faculty of color face in successfully navigating the tenure process. Informed by this literature review, we conducted a self-study that presents the experiences of four faculty of color navigating the tenure process in a predominately white Research Institution. The purpose of this study was to share the experiences of three junior faculty of color as they navigate the tenure process, and one tenured faculty of color who is informally mentoring them through the process. This article highlights the findings of one component of a broader study: focus group discussions about how diversity efforts and activities are subsequently evidenced in teaching, research agendas and service. Four themes are presented: Academic Identity; Confronting Diversity, Mentoring, and Safe Spaces. A discussion of the consequences of these findings on faculty of color retention and recruitment is included. Recommendations are made to other predominately white institutions on how to address issues facing faculty of color.  相似文献   

12.
High-impact educational practices are increasingly being recognized as powerful teaching strategies that can positively impact both student and faculty experiences in the classroom. Student persistence in college is correlated to campus integration, and one way this can be successfully facilitated is through student–faculty research partnerships. This paper documents the process of one faculty research team integrating four undergraduate students into an ongoing research project, for which students received course credit. There were many benefits of this collaboration to both student and faculty participants, but there were also many opportunities to better streamline the project and to potentially create an institutional template for replication of this process so that other faculty members can learn from this experience and more easily successfully integrate students into their own research.  相似文献   

13.
ABSTRACT

Adults with learning disabilities (LD) constitute one of the fastest growing populations of students attending institutions of higher education. Faculty members play an important role in the adjustment and success of these students. The current study investigated the perceptions towards LD of faculty members at a public university in Israel. Specifically, the study examined the level of contact, attitudes, knowledge, and training of faculty members with respect to students with LD. The results demonstrated that faculty members overall had a significant amount of contact with and held positive attitudes towards students with LD. However, it appeared that faculty members would benefit from information regarding the current definition of LD, related legislation about LD and other disabilities, and training and support services for LD. Implications for practice and further research are discussed.  相似文献   

14.
Learning communities have been present in community college settings for more than a decade. The literature suggests that they are generally effective for both participating students and faculty. As economic development increasingly demands greater technological sophistication, and community colleges are faced with increasing numbers of developmentally challenged students, learning communities may be one means to effectively resolve this paradox. This article is directed to those faculty and staff who may be considering the initiation of a learning community. It provides a review of literature, and presents a set of issues currently being addressed at one small community college in Louisiana where a learning community is in the design stage.  相似文献   

15.
Community colleges employ more than one-third of the nation's higher education faculty. Nevertheless, the labor market through which faculty are recruited, selected, hired, evaluated and retained or replaced is one of the least understood aspects of these institutions. Functional management and effective policy both require a clear understanding of the workplace dynamics and employment dilemmas associated with this labor market. This article begins by recognizing that the 21st century economy is being transformed by large scale social, political, and technological developments—developments often referred to as the emergence of a new economy. This new economy is transforming the nature of work and the character of worker-employer relations. Four core ideas in the new economy literature are developed to show how they are creating fundamental labor market dilemmas for community colleges. The concepts are (a) information age technology, (b) globalization, (c) neo-institutional theories of organization, and (d) work spatialization. Analysis of these concepts shows how the transformation of work and of workplace relationships produced by the new economy is creating five troublesome dilemmas for community college management, policy, and research. These dilemmas are examined to build theory and frame policy issues for research and action. The dilemmas involve distinguishing work spatialization from secondary labor market status, separating institutional from bureaucratic forms of control, identifying symbolic and substantive faculty work roles, clarifying managerial control structures and roles, and identifying the career pipelines that bring individuals into this occupation. Responding to these dilemmas shapes college management, frames higher education policy issues, and defines a research agenda for anyone interested in understanding and improving community college performance.  相似文献   

16.
Employing critical race feminism, this article explores how black and Latina women faculty alter the teaching and learning environment at a predominantly white, research institution (PWI). The limited research on faculty of color at PWIs focuses on barriers to career success, yet places less emphasis on how these faculty negotiate barriers and facilitate structural change. Furthermore, higher education literature links faculty of color to a climate of inclusion, yet there is minimal empirical literature on how the presence of diverse faculty affects the well-being of campus communities. This study, then, aims to examine how black female and Latina faculty navigate and contribute to the classroom environment at a premier public institution. Though not mutually exclusive, the key findings from this qualitative study are that the participants navigate and contribute in two key ways: enacting legitimacy and employing equity-based pedagogy. Both strategies reflect oppositional positions, an awareness of being part of a socially marginalized group, combined with resistance against individual and collective subordination.  相似文献   

17.
Community college faculty members often find themselves divided between what they want to do and what they can do. Knowing what motivates faculty to engage in professional development and scholarly productive activities provides critical information for administrators. The present study explored the motivational characteristics of community college faculty and the contextual factors that support or thwart their engagement and productivity. It focused on three key professional activities: (a) basic or applied research, (b) classroom action/teaching research, and (c) faculty professional development. Findings indicate that community college faculty are motivated for all three activities primarily by intrinsic and value-related factors rather than by extrinsic or contextual factors. Further, faculty members present somewhat different motivational profiles for the three work activities. Their motivations also demonstrate responsiveness to workplace characteristics as faculty perceive and interpret them.

These findings provide implications to help college administrators make policy decisions to support the work of faculty and align with institutional mission and goals.  相似文献   

18.
This study surveyed Texas community colleges to assess the extent of faculty development programs and the means, the purpose, and degree to which they were evaluated. Ninety percent of the 62 community colleges responded to the Fall 1985 survey with 93% of the respondents indicating that they had organized faculty development programs. The data gathered revealed that most programs were group oriented, perceived as effective, and offered at higher rates than previous studies have indicated. However, the methods used to determine effectiveness were, on the whole, not measures of changes in teacher or student behavior. In addition, there is little evidence that the programs are being used as a major instrument for institutional change and improvement that is linked to the accomplishment of college goals and the establishment of accountability. It is suggested that faculty development programs can improve by being more diligent in the pursuit of opportunities to effectively evaluate outcomes and by focusing on more individual than group activities.  相似文献   

19.
The variety of experiences, backgrounds, and perspectives that an ethnically diverse faculty provides a community college give it the capacity to support the complex work that community colleges undertake. The challenges in having a diverse faculty require recruiting diverse applicants and in retaining those applicants once hired. Achieving these twin aims has proven elusive for many community colleges. This case study explores one college that underwent significant institutional transformations and concurrently diversified its faculty in ways that helped it evolve the collective skills that the institution needed. Over a 15-year period, the college became the most diverse in its state while growing from 4.3% full-time faculty of color to 23.3% full-time faculty of color. The study explores that 15-year period through analysis of archived records and interviews with key informants. This study identifies how a diverse faculty strengthened the college; it also suggests three key principles for how other colleges can achieve such diversity.  相似文献   

20.
This article highlights some of the obstacles facing tenure-track faculty of color in academia. Through the perspective of Critical Race Theory (CRT) and by using a counterstories method, four faculty of color share their experiences as they explore diversity issues through engaging in a 1-year self-study. Findings of this qualitative study provide important insights from the perspectives of faculty of color to address ways in which to identify supports that lever barriers during the tenure process.  相似文献   

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