Bloom’s taxonomy: learning objectives - Deepstash
Bloom’s taxonomy: learning objectives

Bloom’s taxonomy: learning objectives

  • Knowledge-based objectives. Instead of just memorizing facts, the goal of this area is to be capable to remember, understand, apply, analyze, create, and evaluate our knowledge.
  • Emotion-based objectives. This domain measures how much you care about what you are studying: passive attention (the lowest level), active participation, valuation, organization, and characterization (the highest level, where you care enough to generate your own take on the knowledge).
  • Action-based objectives. This domain measures your ability to actually manipulate relevant tools.

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MORE IDEAS FROM THEARTICLE

  • What are the consequences of believing this?
  • How consistent is the information?
  • What assumptions have been made here?
  • How accurate is the data or information?
  • What is the meaning of this?
  • What are the main points?
  • What prejudice is being shown here?
  • What other points of view could be expressed?
  • What evidence is there to support the position or claims?
  • What examples are there to back-up the position or claims?
  • How relevant is the position or claims?
  • How reliable is the information?

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It is a set of three lists used to classify educational learning objectives into levels of complexity and specificity. They concentrate specifically on learning objectives in the cognitive domain (knowledge-based), affective (emotion-based) and psychomotor domains (action-based).

These three models were named after Benjamin Bloom, the author of Taxonomy of Educational Objectives: The Classification of Educational Goals.

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DOVE stands for: Deferral of judgment; Off-beat ideas; Vast quantities of ideas; Elaboration/expansion of ideas.

The ROPE method of brainstorming stands for:

  • Record all ideas
  • Original ideas are encouraged (no stupid ideas)
  • Put off evaluation (judgment can be done later)
  • Expand on other’s ideas.

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By repeating the question “why?” five times in a row, you explore the cause-and-effect relationships underlying a particular problem; the primary goal of the technique is to determine the root cause of a problem.

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This method means using a thinking buddy to debug a problem together, then share back what you found with the team.

  • Think: each person thinks about the problem and writes down their thoughts.
  • Pair: consolidate individual thoughts together.
  • Share: share back with the rest of the team.

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  • Within the comfort zone, there isn’t much incentive for people to reach new heights of performance.
  • It’s here that people go about routines devoid of risk, causing their progress to plateau.

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