D2L Tips and Tricks 10.2 #USGRockEagle13

Terri Brown and Louise Fechter, Georgia Southern University

    • Upgraded to Desire2Learn 10.2 in July 2013. (Actually from 9.4.1 to 10.0 earler then later to 10.2.)
    • Support plan: revised training, more documentation, briefed support team, wrote “tips & tricks”.
    • When get calls, walk through the task then follow up with a document. If no doc exists, then that is a trigger to create one.
    • Left navigation panel expandable. Drag and drop such as from Google Drive. (Requires Google App integration.)
    • Kaltura is where they have faculty place multimedia files.
    • Document viewer OK. Not as fully featured as desktop equivalents, so students probably will have to download many documents to use them. Binder not much better?
    • D2L Community site has templates for download. Organized templates into a folder. Then enable them.
    • Discussion “Must post first” option to make the student start a thread before they can respond to others.
    • Rubrics cannot be graded in discussion tool. Use two browsers.
      • Fort Valley: Open rubric in grade item. Grade topic.
    • Posts marked read automatically.
    • Deleted topics can be restored without outside intervention? TOO COOL. Am I out of a job now?
    • Reading view promoted instead of grid view. Maybe grid going to disappear soon?
    • Pager lost sound. Just an icon notification.
    • Dropbox enter grades for no submission so students see the item on their grades and better calculate their grades. Ungraded items not calculated as zero unless change Grades setting. Restore deleted folders. Bulk upload files.
    • Student was able to submit after the end date. Not able to replicate.
    • If due date AND end date set to the same value, then neither date shows in the calendar. Use only an end date. Serious bug.
    • View student progress is new. Graph of logins. Progress meter.
    • Quiz matching type improved. Recalculation requires clicking on the TRASH CAN icon (does not delete) to recalculate.
    • Lessons learned:
      • Set user expectations.
      • Communicate.
      • News widget.

 

GA Southern’s D2L Journey #USGRockEagle13

Eric Floyd and Terri Brown, Georgia Southern University

    • Real-Time Ellucian integration not cross-listing. Lack of quality control for release just before start of term. Hotfix soon after resolved.
    • 10.2 released late (June not May) so missed between terms window. Upgrade broke real-time again, but because delayed until August got the fix before upgrade.
    • Tried cloning from production to test, but decided better to copy 10 courses. (BCE, BCC tools)
    • Lessons learned:
      • TEST! Complexity grows with complexity of the system.
      • Familiarize changes in updates. Do not rely on D2L documentation. Listen to community. heug?
      • Be careful of encouraging third party tools. They can be bought and die.
    • Plan to move to D2L hosting? “Right now we are the tip of the spear… When GeorgiaVIEW’s functionality catches up, then that might be a possibility.”

Columbus State Degreein3 #USGRockEagle13

Web site:  columbusstate.edu/degreein3

Mary Covington, Executive Director, IT Services, Columbus State University

Notes from session:

    • Program:
      • Bill and Melinda Gates Foundation grant.
      • Degree in 3 years. 1st year get a certificate. 2nd year get an Associates. 3rd year get a degree.
      • $18,000 degree.
      • At least 1/3rd low income.
      • Early intervention.
      • All online courses. Standardization of course design.
    • Session talk:
      • Columbus State University owns computers and loan to students for 3 years. (After graduation, student keeps the computer.)
      • Proctored tests. Google Chromebooks, but Lockdown browser does not work on them. ProctorU used instead.
      • Since all the data really is up in the cloud, easily exchange the machine.
      • Students signed commitment letter to send the machine back. Only close call, the student changed mind after talking to an advisor.
      • 100% online degree technical support, 24/7 campus support, outsource after hours.
    • Lessons learned:
      • Know the funding plan
      • Do not specify type of technology in the grant.
      • IT people make IT decisions.
      • Vendors will try to coerce.
      • Know purchasing processes.
      • Just in time purchasing is hard.
      • Warranty process not well understood.
      • Students already have access to a computer or library already.
    • Next steps
      • In year 3 of 3.
      • 4 more sessions.

Got to explain what is Collaborative Programs, Georgia ONmyLINE, and Ingress for the presenter.

Motivation 3.0

A recent event reminded me I should read Daniel Pink’s book Drive: The Surprising Truth About What Motivates Us. I picked it up in August to read, but since my copy is a hard back the Georgia heat would warp it, so I left it forgotten in the bedside table. So here I am, thoroughly enjoying it.

My 2009 post TED Talk: Dan Pink on the surprising science of motivation is about his discussion of the ideas covered in the book. It one of my favorite all time TED Talks. RSA produced an animated video for a similar talk on the same topic.

Rewards improve performance for mechanical tasks. They malfunction when the tasks require rudimentary thinking. These extrinsic motivators are what Pink calls Motivation 2.0. We need to look at Motivation 3.0 where intrinsic motivators drive performance. They are:

    • Autonomy – urge to direct our own lives
    • Mastery – urge to get better and better at something that matters
    • Purpose – urge to do participate in something larger than themselves

Recently I lamented about how I may have profited from Specialist Culture, employees who are technically gifted or great in their fields don’t have to consider how their behaviour or work affects anyone. (Source: The Toxic Workplace) The benefit of being considered an expert in a rock star team? We suffer less compliance and receive more autonomy so we can self direct ourselves to mastery and take on the projects that give us purpose. I realized for most of my career I have had great amounts of autonomy. Supervisors pointed me at the problem, provided a vision of the end result, and let me go at it. That is a tremendous trust even for a 19 year old that I guess I earned. (Surprising.) Also, these supervisors provided me valuable instant feedback on my work.

Perhaps the history of being treated this way is why I treated the student assistants I supervised this way. Also, losing autonomy at my prior position and the way that frustrated me was a huge factor in my being poached away to my current position. Anyway, this stuff will continue to be a part of my thinking both in how bosses treat me but especially how I work with teams. An interesting question is how to arrive at more areas of the organization to achieve the same?