Table 3: Results of the relationship between student performance and facilitator education background

At the same time, the results of correlation analysis showthat the facilitator engagement has a positive impact onincreasing the number of reading discussion messages andenhancing the quality of discussion messages.

Thisstudy used weekly discussion grades as the proxy of thequality of discussion messages and student performance inonline discussions.

Where there are particular concerns about contract cheating it may be useful to train markers on how to detect it. After completing a three-hour training workshop, markers in one study accurately detected more than 80% of the contract cheating assignments they marked (Dawson & Sutherland-Smith, 2019). The agenda for this training workshop is available as a free and reproducible resource.

In Australian research studies, when markers were not looking for contract cheating they did not detect it (Lines, 2016), but when markers were asked to spot contract cheating they detected it around 60% of the time (Dawson & Sutherland-Smith, 2018, 2019). One of the simplest and cheapest interventions to improving contract cheating detection rates therefore is to alert staff to the possibility of contract cheating, and have clear processes in place for them to follow up suspicions.

Large qualitative sample and thematic analysis to redefine student dropout and retention strategy in open online education

Extortion is the new name of the game. Contract-cheating gremlins have turned to blackmail as an ongoing source of income from students. They threaten to tell the university the student has bought an assignment unless the student pays up.

A competitive process will select four universities. Each will receive $50 million over four years to build commercialisation capacity, and will also receive CSIRO specialist support.

The job cuts at Federation University are the latest in a wave of redundancies in recent months. Since July, Honi has reported on job losses at Adelaide University (130 jobs); La Trobe (300 jobs); Newcastle University (150 jobs); UTS (60 jobs); Macquarie University (300 professional staff, and 34 academics, including the entire Environmental Sciences department); the University of Western Australia (16 jobs in science, 16 in social sciences, with Anthropology and Sociology to be cut entirely); and Deakin University (200 jobs).

“we’re concerned about the corporatisation of our university. Deans becoming CEOs, schools becoming employment and startup centres; we’re an education provider not a corporation.

1.What are the current and future changes which have been triggered by the introduction of the principles of Industry 4.0 in the manufacturing industry? What is the scope of these changes? Will employees be affected in the future? What are the requirements for controlling intelligent production processes?2.Which impact does the introduction of networked and dynamic production processes have on qualification, competence and occupational profiles as well as on skilled workers in the manufacturing industry?3.Which competences are necessary to work within highly automated, networked production systems? What are the consequences of changed forms of work organisation? Are new forms of ‘knowledge and skills’ necessary?4.What are the relevant changes in curricula and further training profiles that will be getting in touch with the principles of Industry 4.0? Which shaping principles for occupational profiles and curricula can be derived?

90% of these companies apply digital equipment to the optimisation of their business and work-processes

College of Excellence

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