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The purpose of this paper is to present a novel laser pointer for manual coating robot teaching. The laser pointer has simple structure and no physical contact with substrate in teaching work. The sensitivity of visual detection in the design accuracy is guaranteed.

The strategy adopts two laser sources to form a triangle to achieve a fixed distance detection pointer for manual robot teaching. After optimizing the source, spot size and the incident angle of the lasers, the sensitivity of fixed-distance judgment is analyzed and compared with traditional pointers. In addition, the laser pointer adds the functions to simulate coating atomizer, including posture and overlap pitch. Finally, the laser pointer verified by coating application and measurement system analysis evaluation.

The laser pointer has been successfully applied to coating robot teaching by the authors’ team. From the simulation and experimental results, it can be concluded that the proposed approach is effective at improving manual teaching of coating robot, especially for the complex geometry.

The main function of the laser pointer often used for manual teaching in other purposes; for example, sealer etc. The paper innovatively considered and tested the laser pointer on robotic coating process.

Compared with the traditional hard straight stick pointer, the paper proposes a very simple construction for teaching pointer with laser feature. At the same time, the requirement of coating process simulation is considered.

The “Colleague Review of Teaching” programme (CRT) aimed to enhance reviewees’ confidence to teach. The paper aims to discuss this issue.

Case studies using mixed-method, interview and questionnaire, repeated measures intervention were employed whereby academics in an Australian university science faculty volunteered to participate in a multi-faceted teaching review programme. Underpinned by confidence and self-determination theory, the CRT included peer coach training, reviewee choice, and a strengths-based approach to peer reviewing and coaching colleagues.

The reviewees declared an enhanced confidence to teach, teaching skills and unit design knowledge in an environment that was supportive of psychological needs. The peer coaches reported the CRT to be a positive experience that should continue. The strengths-based approach to peer observation of teaching and peer coaching facilitated department collegiality and was positively received by all participants who completed the programme.

The indifferent response to the CRT protocol completion reconfirms that peer review is a complex science and needs careful negotiation.

Review, peer coach and mentor training, review practice, choice protocols and the multi-faceted approach (pre-observation meeting, observations, written report and post-observation meeting) were positively received.

This paper provides rich insight into the experiences of a teaching review process.

The rollout of individualised disability funding in Australia resulted in an increased demand for services for people with a disability, particularly support for the high percentage of Australians with autism spectrum disorder. Continuing professional development is one way to grow and maintain a skilled workforce; however, face-to-face opportunities can be limited in remote areas of Australia. Technology may provide a low-cost and widely accessible platform for providing education and support for staff in these areas.

The current study evaluated a novel webinar training and individual online support program for 36 allied health, education and community support staff. Data were collected via a survey on changes in perceived “knowledge and skills” and “confidence” in supporting children with autism, as well as mode of participation, and accessibility of the program.

Participants reported a significant increase in their “knowledge and skills” and “confidence”, in working with children with autism. This increase was positively related to the number of webinars the participants accessed. The mode of webinar access was predominantly via watching recordings of webinars (asynchronous learning). Synchronous learning via individual online sessions was accessed by a small number of participants, mostly allied health professionals. Workload and scheduling were identified as barriers to engaging in the program. The technology platform was found to be accessible and acceptable.

A predominantly asynchronous mode of delivery was successful, thereby increasing program access and flexibility for remote staff. Technology was not a barrier to accessing the program regardless of remoteness or job role.

Premal Seth, Head, Human Resources, of Technosol, sat in his Bengaluru office at 9 pm dreading the traffic he would have to negotiate if he stepped outside to catch a bite and equally dreading going up for coffee to the coffee shop 100 meters from his office. It was the first week of April (the week after the finalization of performance appraisals and ratings of all employees) and he would often bump into known and unknown people within the company who were disappointed, upset, sad, or plain angry at how the manager had ranked him/her or how unfair the performance management system was. Deciding not to get up at all, he focused on the various pending grievance emails. As he was going through them, an email from Vasundhara Rao, a senior subject matter expert, located in Ahmedabad, caught his attention (for details about the case characters, refer Exhibit 1).

Outlines pointers to possible changes in higher education, particularly in the UK, by 2005. Reference is made to indicators from the UK, USA and Australia. Includes a section on possibilities concentrating on the possible size, shape, structure and nature of the British higher education system by 2005. Also considers demand, funding, the use of new technologies, external competition, research assessment and the standards and purposes of higher education. Discusses ten pitfalls, and concludes with seven principles which could guide development.

This paper aims to report the efforts to reverse a dire research output trend at a Ghanaian Business School, following a similar effort at a business school in New Zealand in the 1990s. African universities are often challenged by resource constraints, ageing faculty and low compensation regimes. The consequences of these challenges are particularly felt in the area of the research output of faculty members in the business and management area. The problem of low research output has been written about by management scholars who lament the weak showing of African management faculty in reputable journals and top-notch conference presentations.

This is a qualitative and phenomenological study of an applied intervention. Using a combination of open-ended questionnaires as well as open forums attended by faculty members of the business school, views, perceptions and opinions on factors mitigating research and issues on research culture were collected and analysed. Descriptive analyses were used to collate the dominant views and frequency of mention of such views.

Using the descriptive accounts of faculty of the Business School, the research finds that a research-oriented culture expressed through factors such as leadership, institutional support, articulation or otherwise of relevant values have significant impacts on research output.

Based on the impacts reported here, this paper advances an intervention model to assist efforts towards improving the research culture and scholarly outputs in business schools in Africa. The paper also proposes a conceptual and research framework for examining and influencing the organisational and research culture of universities in Africa.

This paper is perhaps the only attempt to examine research culture in an African business school. It suggests that the research culture in a business school or faculty can be developed, reinvented or influenced and that research in African universities will not “just happen”, it has to be carefully planned for, nurtured and built into the fabric of university culture. This has significant implications for the growing effort to bring African scholarship in the management areas up to the point where it can more directly impact management thinking.

The primary aim of the work reported here is to determine whether a low cost teaching approach which had been successfully used in one region of Tanzania (Tanga) could be introduced to other teachers in a different region by teachers, rather than outside experts. A second aim is to determine whether changes occurred in children's knowledge and behaviour and a third aim is to determine if the work was sustained.

The study was carried out in ten randomly selected schools in the Dodoma region, where there is a high prevalence rate of trachoma, with the teachers being taught active methods by colleagues from Tanga. Local staff from Helen Keller International had an input in teaching about trachoma itself. Data in the form of environmental, educational and clinical observations and were collected at the beginning, the end and during the programme and information on children's knowledge was obtained at the beginning and the end.

The results were encouraging in showing that teachers were effective in passing on their skills to other teachers, who in turn were enthusiastic in putting their new knowledge into practice. Equally encouraging was the way in which children's behaviour changed as well as their knowledge. A follow up four years later showed that the work has continued in all ten schools and has and spread to 27 others. Teaching on trachoma will be included in the new national curriculum for primary schools.

It is suggested that teachers should be considered as a significant part of any community based trachoma programme.

The purpose of this study is to explore schoolteachers’ experiences of knowledge sharing as a source of informal learning in the workplace when teaching new education programs on financial literacy and entrepreneurial skills.

This study is based on interviews with American schoolteachers teaching education programs provided by Junior Achievement USA that aim to equip pupils with practical skills in financial literacy and entrepreneurship to improve their work-readiness in adult life.

The findings of this study indicate that knowledge sharing is a source of informal learning among the teachers when dealing with the JA programs. This takes place through collaboration in communities of practice. Experienced teachers (who have previously taught the programs) are especially valuable in sharing their insights and helping the teachers prepare their teaching. Such knowledge-sharing practices help the schoolteachers to improve their practices. Having a supportive social culture encourages knowledge sharing between schoolteachers, but more time is needed to prioritize this kind of collaboration between co-workers.

Teaching financial literacy and entrepreneurship through pupil-driven activities can be experienced as different from teaching regular subjects, and teachers in the study seem to benefit from sharing experiences when it comes to preparing or adding to their teaching. The findings suggest that to facilitate knowledge-sharing practices can be helpful to schoolteachers when introducing new topics and pedagogical methods in schools.

This chapter explores how four culturally, ethnically, and linguistically diverse colleagues use self-study methodologies and online journaling to systematically examine inquiry-based teaching and learning in international contexts. Respectively from the USA, Canada, Taiwan, and China, the main research question is, “How can we develop an inquiry stance in our similarly diverse teacher candidates?” For five months, they explore the question with one another in an interactive online journal. The analysis of their written journal reflections result in four main themes: (1) naming and framing inquiry and context, (2) perspectives on translating theory to practice, (3) common practices for developing inquiry stance, and (4) policy work. The chapter concludes with a list of recommendations for fostering inquiry-based teaching and learning with culturally, ethnically, and linguistically diverse teacher candidates. Self-study research methodologies, Philosophy for Children, and online journaling are also suggested as professional development models for diverse globalized teacher educators.