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The following are a collection of publicly sourced articles related to the recent rise of artificial intelligence in everyday applications. note: following each [hyperlinked] title/subtitle are abstracts generated by ChatGPT after receiving prompts from M. Neal. "Write an abstract for [article link]" is indicated with [URL] abstract. "Write an abstract for [article text]" is indicated with [text] abstract. These very similar prompt-responses are shared consecutively in the hope that reading the abstracts will showcase the variations in ChatGPT output (despite similar input). Big Tech was moving cautiously on AI. Then came ChatGPT.
Google, Facebook and Microsoft helped build the scaffolding of AI. Smaller companies are taking it to the masses, forcing Big Tech to react.
[URL] Abstract: "ChatGPT, the Large Language Model developed by OpenAI, has been acquired by Google for an undisclosed sum. The acquisition has been widely seen as a move to improve Google's AI capabilities and stay ahead of competitors in the field. The ChatGPT model will be integrated into various Google services and products, including search, voice assistants, and translation services. This acquisition highlights the growing importance of AI technology and the increasing demand for advanced language models like ChatGPT."
[text] Abstract: Meta's Blenderbot, a chatbot released by Facebook's parent company three months before OpenAI's ChatGPT, was deemed a failure due to its over-cautious content moderation. In contrast, ChatGPT's conversational style, which allows for discussion on controversial topics, has made it a mainstream success. As ChatGPT continues to grow in popularity, tech giants such as Meta and Google are feeling pressure to speed up their own AI processes, potentially disregarding safety concerns. This has sparked concerns among AI ethicists, who fear that big tech's rush to market may expose billions of people to potential harms before they have been fully studied. Despite these concerns, companies like OpenAI continue to release their AI tools to the public, viewing it as the only way to assess real-world harm. The fast pace of AI progress requires companies to prioritize making the right decisions and releasing AI models that best serve the community, while considering the broader societal impacts of these innovations.ChatGPT Is Dumber Than You Think
Treat it like a toy, not a tool.
Abstract: "The deployment of AI language models like ChatGPT, developed by OpenAI, in writing and journalism raises questions about the ethics of AI-generated content. ChatGPT is capable of producing human-like text, making it difficult to distinguish between AI-generated content and content written by a human. The ethical concerns include issues of accuracy, accountability, and bias in AI-generated writing, as well as the potential for AI systems to manipulate public opinion. The article highlights the need for transparent and responsible deployment of AI language models in journalism and writing, and the importance of considering the ethical implications of AI-generated content."
ChatGPT could be used for good, but like many other AI models, it's rife with racist and discriminatory bias
[URL] abstract: ChatGPT, a large language model developed by OpenAI, is prone to biases like many other AI models. Despite its impressive performance in generating human-like text, the model has been found to have biases based on the training data it was exposed to. These biases can be a result of various factors such as the demographic representation in the training data, cultural norms and values, and other systemic biases present in society. It is crucial for developers and users to be aware of these biases and take steps to mitigate them.
[text] abstract: ChatGPT, an advanced artificial intelligence chatbot developed by OpenAI, is at the forefront of the debate on the potential and dangers of AI. Although the chatbot can assist with writing and speaking tasks and provide entertainment, it has also been used to cheat, plagiarize, spread misinformation, and enable unethical business practices. Furthermore, like many chatbots, it has a history of being biased. OpenAI added guardrails to prevent problematic responses, but these were easily bypassed by users. As AI is increasingly used to make important decisions in various industries, such as healthcare and law enforcement, the issue of bias must be addressed to prevent amplifying existing inequalities. This problem is not unique to ChatGPT and is well-documented, with studies showing the negative effects of biased algorithms. The AI industry is divided on who should be held responsible for these biases and whether harmful models should be released. Despite these concerns, AI models are becoming more prevalent in our lives and researchers are urging caution on the potential for harm due to AI biases.
The US Copyright Office says an AI can’t copyright its art[text] abstract: The US Copyright Office has rejected a request to copyright a work of art created by an AI algorithm named Creativity Machine. A three-person board determined that the AI-generated image lacked the necessary "human authorship" required for protection under copyright law. The board emphasized the vital role of the human mind in creative expression, citing past court decisions which have consistently found that non-human expression is ineligible for copyright protection. This decision highlights the importance of human agency in machine-produced works and raises questions about the limits of AI in the realm of art and copyright.[Google] An important next step on our AI journey[URL] abstract: This blog post provides an overview of BARD (Bidirectional Attention Representation for Documents), a new AI-powered search system developed by Google. BARD leverages the latest advances in natural language processing and machine learning to deliver more relevant and accurate search results, even for complex queries. The system utilizes a bidirectional attention mechanism to better understand the context of each word in a document and make connections between words, which helps to improve the relevance of search results. With BARD, Google aims to provide users with a more intuitive and seamless search experience, enabling them to find what they're looking for more quickly and easily.[text] abstract: Google has opened up its experimental conversational AI service, Bard, to trusted testers ahead of wider availability. Bard aims to combine the world's knowledge with the power, intelligence and creativity of large language models, drawing on information from the web to provide high-quality responses. Bard will initially be released with a lightweight version of LaMDA, the company's language model for dialogue applications. The release will be used to gather feedback and improve quality and speed. AI-powered features in Google Search, which will distill complex information and multiple perspectives, will soon be rolled out. Google also plans to onboard individual developers and enterprises to build on top of its best AI models.
last updated on 02/06/2023

Want to improve your teaching? Participating in a peer observation process is a great way to create a space for you to reflect upon your own teaching and open up a dialogue related to best practices in teaching. It is very important to note that peer observations are NOT evaluative and are NOT tied to performance review. They are a training and development tool to facilitate reflection and personal growth.A peer observation process can:

create a culture that values best practices in teaching and facilitation; 
provide learning opportunities for employees to reflect upon their own teaching and facilitative leadership skills and learn from their peers; and 
build capacity in teacher training, observation feedback, and general pedagogy within the organization. 

The MSU Extension Peer Observation Process is based on the following premises.
Premise #1: Peer observation is helpful for teachers, especially for the one observing.

Faculty in higher education report that peer observation is useful (83%) and a majority (74%) feel it should be required (Divall, M. et al. 2019).
In peer observation, the true learner is the one who is observing (Richardson, 2000; Hendry & Oliver, 2012). Watching another teach is useful and instructive and allows teachers to discover new resources and ways of teaching, supports career-long learning in teaching, and provides a forum for teachers to discuss what good teaching is (Richardson, 2000).

Premise #2: Evaluative observation can be invalid and potentially destructive.

In evaluative observation, staff doing the observing may lack the motivation or knowledge to make good recommendations. It is also possible that that observer’s critique may damage the self-efficacy of the teacher being observed as a result of feedback that is not delivered in an appropriate way (Hendry & Oliver, 2012).
The validity of evaluative observations for measuring teacher efficacy is troublesome. Strong et al. (2011) looked at observations of teachers who were classified as “effective” or “ineffective” based on student achievement data, and then had observers with different levels of expertise watch recordings of those teachers teach and classify the teachers as “effective” or “ineffective.” Although judges were in high agreement (rater reliability), they demonstrated a low ability to identify effective teachers. Administrators and teacher educators were accurate only about one-third of the time. In other words, observers are unable to identify effective teachers from ineffective teachers.
To explore the conundrum of why evaluative observation isn’t accurate, I recommend reading Dr. Robert Coe’s blog post “Classroom observation: It’s hard than you think” (2014), published by the Centre for Evaluation & Monitoring at Durham University.

Premise 3#: Peer observation processes align to adult learning theory.

Theories of experiential learning, the teaching model used in 4-H, align to our proposed peer observation process. Experiential learning includes doing, reflecting, and applying. In the proposed peer observation process, the educators involved “do” by teaching or observing, “reflect” through post-observation reflection forms and structured conversations, and then “apply” by integrating new ideas and concepts into their own teaching.
The peer observation process aligns with social cognitive theory (Bandura, 1997) which posits that personal, behavioral, and environmental influences interact in learning. Concepts of self-efficacy, the belief that we can take actions to improve performance, is supported through the peer observation process.

Learn more about the MSU Extension Peer Observation Process.
References:
Bandura, A. (1997). Self-efficacy: The exercise of control.  London: W.H. Freeman & Co Ltd.
Coe, R. (2014, January 9). Classroom observation: it’s harder than you think. [Blog post]. Retrieved from https://www.cem.org/blog/414/.
DiVall, M., PharmD., Barr, Judith,M.Ed, ScD., Gonyeau, M., PharmD., Matthews, S. J., Van Amburgh, J., PharmD, Qualters, D., PhD., & Trujillo, J., PharmD. (2012). Follow-up assessment of a faculty peer observation and evaluation program. American Journal of Pharmaceutical Education, 76(4), 1-61. Retrieved from http://ezproxy.msu.edu.proxy1.cl.msu.edu/login?url=https://search-proquest-com.proxy1.cl.msu.edu/docview/1160465084?accountid=12598
J., Van Amburgh, J., PharmD, Qualters, D., PhD., & Trujillo, J., PharmD. (2012). Follow-up assessment of a faculty peer observation and evaluation program. American Journal of Pharmaceutical Education, 76(4), 1-61. Retrieved from http://ezproxy.msu.edu.proxy2.cl.msu.edu/login?url=https://search-proquest-com.proxy2.cl.msu.edu/docview/1160465084?accountid=12598
Hendry, G. D., & Oliver, G. R. (2012). Seeing is believing: The benefits of peer observation. Journal of University Teaching and Learning Practice, 9(1), 1-11. Retrieved from http://ezproxy.msu.edu.proxy2.cl.msu.edu/login?url=https://search-proquest-com.proxy2.cl.msu.edu/docview/1037909669?accountid=12598
Richardson, M. O. (2000). Peer observation: Learning from one another. Thought & Action, 16(1), 9-20. Retrieved from http://ezproxy.msu.edu.proxy2.cl.msu.edu/login?url=https://search-proquest-com.proxy2.cl.msu.edu/docview/62336021?accountid=12598
Strong, M., Gargani, J., & Hacifazlioğlu, Ö. (2011). Do We Know a Successful Teacher When We See One? Experiments in the Identification of Effective Teachers. Journal of Teacher Education, 62(4), 367–382. https://doi.org/10.1177/0022487110390221
Weller, S. (2009). What does "peer" mean in teaching observation for the professional development of higher education lecturers? International Journal of Teaching and Learning in Higher Education, 21(1), 25-35. Retrieved from http://ezproxy.msu.edu.proxy2.cl.msu.edu/login?url=https://search-proquest-com.proxy2.cl.msu.edu/docview/757171496?accountid=12598

Online Test Security Issues
Unfortunately, it has become far too commonplace for students to “help each other out” by posting test questions and answers on websites. Try a google search for your course code and exam title and you may find sites listing your exam (e.g., Course Hero, Koofers, Chegg, and Quizlet). Also try a search of specific questions to see what’s out there. Most of these sites are meant to help students study and they post honor codes* but not all students will abide by them.
As the instructor, you can ask these study sites to remove your material when you find it.
Here are some ways to minimize issues when using the D2L Quiz tool, while also promoting honesty and learning. 
Recommendations to reduce cheating

Limit the opportunity to use outside sources by enforcing a time-limit.
Add a mandatory academic honesty question at the beginning of the exam, asking students to certify that the test represents their independent work.
Create large question pools (reword questions and choices each semester so they cannot be easily searched).
Randomize the question sequence and/or answer choices.
Display one question per page, or at least fewer questions per page. This makes it harder for students to take a screenshot of the questions in bulk. 
Craft questions that require critical thinking: Avoid straightforward identification questions, where students can answer through a quick search.
Ask students to select all of the correct answers (use multiple-select type and change the setting to "correct answers" to award partial credit).
Provide limited views of results upon submission. Limiting the viewing window does not prevent copying but it can reduce the ability to go back later to copy.
Use remote proctoring opens in new window for high-stakes exams. The downside can be technical obstacles, cost, and privacy issues (e.g., use of webcams).

Time limits on exams/quizzes
If you are giving an online exam, time-limits help to both reduce cheating and encourage more studying. See The Value of Time Limits on Internet Quizzes opens in new window.
"Time limits on exams are associated with better learning and exam performance because they reduce the opportunity to look up answers in lieu of learning the material."
There is also a setting in D2L quizzes to disable right-click. This prevents students from doing a quick copy of the whole question in order to search for answers in another window. 
Another potential issue: Submission Views
If the submission view shows all of the questions and what they got right and wrong as soon as they submit it, this can easily be copied and sent to another student without you seeing it posted on the internet. Random selection helps to make this less of an issue but it would be better to have clear end-dates with restricted submission views. Keep the default submission view as "score only" and then don’t show the other details until after the end-date.
Here are recommended Submission View settings.
DEFAULT VIEW
Date: immediatelyShow Questions? NoStatistics: none(Saying "No" to Show Questions means students will only see a score)
ADDITIONAL VIEWS
Display right/wrong answers after the due dateDate: ##/##/####Show Questions? Yes, Show all questions with user responsesShow question answers: NoStatistics: none (or show statistics - your preference)
Back to score only at end of courseDate: ##/##/####Show Questions? NoStatistics: none
Bring the second additional view back to “score only” at the end of the semester so that views are not left open when you copy the course to a new semester.
Reviewing Quiz results
To review quiz activity, go to Assessments > Quizzes and select "Grade" on the pull-down menu by the quiz title. Go to the attempts tab, and click on individual attempts to review results by student. Click on "Attempt Logs" to see the quiz entry and completion for each student.
Use the pull-down menu next to a Quiz title in the Quiz list view, and select Statistics to view Quiz/Question stats (view each tab).
Also, watch student activity within your course content to understand patterns that may alert you to issues. Look at Table of Contents > related tools > view reports > users tab, to compare quiz results with content views to discover potential issues.
Here are the recommendations from the D2L Brightspace Community to help prevent cheating:

On the Edit Quiz page, in the Optional Advanced Properties area, select Disable right click.
Select Disable Email, Instant Messages and alerts (but only if there is an enforced time-limit). Students will not be able to use D2L email in any of their courses while the quiz is pending.
Incorporate question pools into your quizzes to distribute unique sets of questions to users.
In the Quiz Questions area, select Shuffle questions at the quiz level.
If Sections are used, select Shuffle questions in this section.

Note:  You can shuffle within sections rather than shuffling questions at the quiz level if you would like to present auto-graded items first (MC, M-S, T/F) and then present essay (WR) questions later.
*Examples of honor codes

MSU Academic Integrity (PDF) opens in new window
Spartan Academic Pledge opens in new window
Course Hero honor code opens in new window
Chegg Honor Code opens in new window
Quizlet Honor Code opens in new window
Koofers Terms of Use opens in new window

Go to Brightspace D2L Documentation for more on creating and managing quizzes opens in new window.

Insight into the 7 most desirable competencies among employers of new college graduates by Jeff Beavers, Executive Director, MSU Career Services Network.  Jeff has more than 20 years of experience in campus recruiting and career services and is certified in competency modeling by Lominger/Korn Ferry.
 

MSU Resources on Civility and Community Enhancement in Academic Environments
Michigan State University is a large and diverse institution hosting a variety of climates and cultures. Understanding and navigating these cultures can sometimes be challenging, so this list of resources is provided to increase awareness of the opportunities for learning and growth that are available to enhance our community and those that engage with it. It is the responsibility of everyone at MSU to contribute to an academic environment that welcomes every individual and respects their unique talents as we all work toward preparing future generations of Spartans. 
Resources available at MSU

Conflict Resolution: 

The Faculty Grievance Office responds to inquiries from MSU faculty, academic staff and administrators concerning alleged violations of MSU policies and practices.






The Office of the University Ombudsperson assists students, staff members, instructors, and administrators sort through university rules and regulations that might apply to specific student issues and concerns and help to resolve disputes.






MSU Human Resources offers Organizational Development Consulting Services on a variety of topics including climate/culture/interpersonal relationships. 


The Office for Inclusion and Intercultural Initiatives offers programs and resources to bridge understanding across difference:

Inclusive Communications Guide (coming soon). 






One-page Tip Sheets (printable/shareable .pdfs) These were designed to aid in building inclusive classrooms, but many of the concepts are more broadly applicable to other academic spaces and environments. 

Setting up an Inclusive Classroom (PDF)
Some Dialogue Basics (PDF)
Intercultural Dialogue Facilitation (PDF)
Strategies for Managing Hot Moments in the Classroom (PDF)
Interrupting Bias: A Technique (PDF)
Microaggressions: A Primer (PDF)








Learn at Lunch this informal series welcomes anyone to bring their lunch and join the conversation. A variety of topics related to inclusion, social justice and equity will be highlighted - the schedule for the year is posted on the website in August.


Implicit Bias Certificate Program (available through MSU HR in EBS): this series of three sessions include topics on Creating an Inclusive Environment, Implicit Bias and Microaggressions, and Preparing for the Next Encounter. Sessions can be attended consecutively or combined to complete a certificate. 


List of diversity and inclusion workshops offered (examples include Building an Inclusive Workplace, Disrupting Bias in the Academy, Racial Literacy, Building an Inclusive Classroom, Inclusive Leadership, Diversifying and Retaining Faculty and Staff) 


MSU Dialogues a cohort-based experience exploring deep conversations about race, gender and other important aspects of identity. Undergraduate, graduate, faculty and staff groups are formed through application and the series of 6-8 meetings is offered each semester. 


MSU Human Resources also has information and workshops available to further productive conversations about workplace culture and environments: 

List of behavioral competencies
Free online learning opportunities through elevateU including topics such as: 

Building a High-Performing Work Culture (example topics: personal skills, optimizing team performance, leadership skills)
E-books available in the Library (titles on health and wellness, etc.) 


In-person workshops in collaboration with units across campus. Access to these programs is through EBS - Some of these include: 

Building Capacity-Resilience as a Leader
Creating & Sustaining Positive Workplace
Creating an Inclusive Environment
Crucial Accountability    
Crucial Conversations
Emotional Intelligence in Leadership
Engaging Teams for Maximum Performance
Ethics: How Do We Deal With "Gray Areas"
Honing Your Emotional Intelligence
Inclusive Communication Series
Managing Difficult Customers
Prohibited Harassment: for employees, for supervisors, student employees
Thriving through Change




Prevention, Outreach and Education Department offers a variety of trainings on  violence prevention and bystander intervention, healthy ways of practicing consent and establishing boundaries, creating a culture of respect in the workplace, navigating boundaries in professional settings and more.
Employee Assistance Program (EAP): no cost, confidential counseling service offered to MSU faculty, staff, retirees, graduate student employees, and their families. 
Health4U Program: some examples of resources provided include: emotional wellness coaching, courses, events and resources to support more healthy habits and practice 
The Academic Advancement Network offers thriving sessions for Academic Specialists, Fixed-term Faculty, and Tenure-System Faculty are focused on supporting career progression. This is a wonderful opportunity to connect with people who can help individuals and units navigate the various appointment types at MSU.
LBGTQ Resource Center offers QuILL training: Queer Inclusive Learning and Leadership Training for understanding the experiences of people who may be marginalized by their gender identity.
Office of Cultural & Academic Transitions  offers intercultural leadership training for departments and organizations

Other useful external resources

Climate/Culture/Inclusive Environments

Link to SHRM article: 6 Steps for Building an Inclusive Workplace
Definition of Workplace Bullying and other resources from WBI 
More information about workplace bullying, what to do, difference between hostile work environment
Forbes article on commonality and bullying in the workplace
Book: Lester, J. (Ed.). (2013). Workplace bullying in higher education. Routledge.
Belsky, G. (2013). When good things happen to bad people: Disturbing news about workplace bullies. Time. 
Wilson, S. M., & Ferch, S. R. (2005). Enhancing resilience in the workplace through the practice of caring relationships. Organization Development Journal, 23(4), 45.
Youssef, C. M., & Luthans, F. (2007). Positive organizational behavior in the workplace: The impact of hope, optimism, and resilience. Journal of management, 33(5), 774-800.
Work Culture and Environment - Key Principles
Arianna Huffington: 10 Ways to Actually, Finally Improve Company Culture




Inspiration & Personal Growth

Brené Brown video on shame, guilt and empathy and empathy vs sympathy
Alain de Botton, TED talk on A kinder, gentler philosophy on success






8 Secrets to Success TED talk with Richard St. John
Free edX course on Happiness at Work
Free edX course on Mindfulness and Resilience to Stress at Work




There are also numerous resources available at the MSU Library: 

Taking the Liberty of Incivility: Workplace Bullying in Higher Education by Lee Gloor, Jamie, Human Resource Development Quarterly, 02/2014, Volume 25, Issue 1, pp. 121–126, Article PDF: Download Now Journal Article: Full Text Online (book review)
Workplace bullying policies, higher education and the First Amendment: Building bridges not walls by Coel, Crystal Rae and Smith, Frances L. M First Amendment Studies, 07/2018, Volume 52, Issue 1-2, pp. 96–111, Article PDF: Download Now, Journal Article: Full Text Online
Workplace Bullying as Workplace Corruption by Vickers, Margaret H Administration & Society, 10/2014, Volume 46, Issue 8, pp. 960–985, Article PDF: Download Now, Journal Article: Full Text Online
Bully University? The Cost of Workplace Bullying and Employee Disengagement in American Higher Education by Hollis, Leah P SAGE Open, 06/2015, Volume 5, Issue 2, p. 215824401558999, Article PDF: Download Now, Journal Article: Full Text Online
The Gendered Nature of Workplace Bullying in the Context of Higher Education by Ambreen Anjum and Amina Muazzam, Pakistan Journal of Psychological Research, 07/2018, Volume 33, Issue 2, pp. 493–505, Journal Article: Full Text Online

Attention Faculty, Staff and Students:  
The Center for Teaching and Learning Innovation is pleased to announce the finalists for the Teaching Center Director position. Candidates will visit campus next week. 
Each finalist will host a public presentation/open forum where they will share their views on a critical educational topic of their choice; their vision for the teaching center at MSU, and their response to a case-study scenario prepared by the search committee. You are welcome to attend in-person (details to come) or via Zoom webinar. Time will be provided for audience interaction with the candidates in each of the three segments. 
Jeremy Van Hof Public Presentation/Open Forum  
Date: Tuesday, July 25, 2023  
Time: 1:00p – 2:30p  
Location: 443 Hannah Administration Bldg. or Zoom  
Zoom Registration Link for Jeremy Van Hof’s Presentation 
 
Crystal Dawn Howell Public Presentation/Open Forum  
Date: Wednesday, July 26, 2023  
Time: 1:00p – 2:30p  
Location: 443 Hannah Administration Bldg. or Zoom  
Zoom Registration Link for Crystal Dawn Howell’s Presentation 
 
Kate Birdsall Public Presentation/Open Forum  
Date: Thursday, July 27, 2023  
Time: 1:00p – 2:30p  
Location: 443 Hannah Administration Bldg. or Zoom  
Zoom Registration Link for Kate Birdsall’s Presentation    Public presentations will be recorded and posted to the search webpage afterward and include a candidate feedback survey link.Photo adapted by Jan Huber on Unsplash

#iteachmsu Community Norms and Practices
The #iteachmsu Commons is an inclusive community. In order to cultivate and maintain a space where we all feel comfortable sharing ideas, questions, and resources, we have developed this set of norms and practices.
If you feel that there is something missing from these standards that is essential to our community, please let us know.

We value a diverse community and inclusive language, interactions, and practices. We’re all here to learn. 




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Discriminatory language or imagery is not tolerated. 
We welcome linguistic diversity while recognizing the public nature of the platform and the sharing capacity. 
Content that is shared will be formatted for accessibility. For your support, review this Basic Accessibility Checklist when creating content.
We all value learning and are supportive of our community members as we expand our knowledge together. We all make mistakes and that's okay. If someone shares a misconception, question, etc., we will respond in a constructive, non-critical way.




We believe in the power and importance of sharing responsibly.




We encourage each other. We ask questions. We answer questions. We provide feedback and resources to deepen our understanding.
When an idea is not yours originally, a proper attribution and/or citation should be provided.
Copyright and Fair Use guidelines should be adhered to. Need support to determine if you’re following them? Contact MSU Libraries’ Copyright Office.




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Search the site before adding new/reduplicated content.
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Select the appropriate/relevant group to share your content to.

The following is a list of the educators receiving the #iteachmsu Educator Award from the College of Social Science. For more information on these awards, check out the article entitled "#iteachmsu Educator Awards".
Amanda Kreuze: Amanda is appointed as the instructor of the online version of ISS310: People & the Environment for the Spring Semester 2020. As the course administrator and coordinator, I could not do my job without a highly motivated and knowledgeable person like Amanda in that role. She truly cares for her students and does her best to make sure that they are not only successful, but also that their online experience in People & the Environment is positive. The situation that students (and instructors) now find themselves in is unfathomable in many regards, but Amanda continues to do all that she can to provide a safe and positive online environment for students to learn. Thank you Amanda for all that you do for onGEO and your students!
 
Ida Djenontin: In addition to maintaining high performance on her own work, Ida has been a great support to both me and students in her role as TA for two of my classes this Spring! She has done a yeoman job with grading, but more importantly, has taken many other steps to get to know the undergrad students and to help with management. These have been crucial in helping us all successfully navigate the transition to 'remote' instruction. I deeply appreciate her work ethic and positive demeanor.
 
Rajiv Paudel: We would like to recognize Rajiv Paudel, graduate student in the Department of Geography, Environment, and Spatial Sciences, for his unwavering understanding and compassion through an unprecedented semester. Rajiv is teaching GEO325 (Geographic Information Systems) for the Department this spring and found himself responsible for transitioning 42 students through a swift transition to remote learning. Throughout this transition, Rajiv has been concerned for his students and their situations, in and out of the virtual classroom. Rajiv has been willing to work individually with students to remedy technical challenges with the fully online labs and repeatedly put his students first. The onGEO group is grateful for all that you do, Rajiv!
 
Aaron Luedtke: Aaron is one of those exceptional graduate students who devotes a tremendous amount of energy on being one of the best teachers in our department. Aaron received the Harry Brown Graduate Fellowship for Academic Excellence from our department in 2019 and had previously received the Fred Williams Graduate Award for teaching in 2018. This year, he was again nominated for the Somers teaching Award in IAH. Academically and intellectually, Aaron is an outstanding student with numerous fellowships and awards. He received a short-term dissertation fellowship from the D'Arcy McNickle Center at Chicago's Newberry Library and the Everett Helm Visiting Fellowship from the Lily Library at Indiana University. His article on Indigenous communities in the Great Lakes will be published in the forthcoming collection, The Northern Midwest and the US-Canada Borderlands: Essays on a Lost Region, in 2020.
 
Steve Anderson: Steve has been a teaching assistant for one of our department's largest courses--Introduction to Comparative Politics--for several semesters. Given the number of students and the nature of the assignments, this is not an easy job, and Steve always performs beyond expectations. He provides quick, careful, and helpful feedback to students on their work, and he is careful and reliable. Our students are lucky to have him as a teacher, and I'm lucky to have him as an assistant!
 
Kesicia Dickinson: Kesicia is so smart, kind, and respectful. She is inclusive and strong and serves as a mentor to our newest students of color. She is constantly empowering other students who feel out of place in the academy and creating space for them to shine. When some students -- especially her more junior peers of color – feel isolated and feel imposter syndrome, she goes out of her way to remind them that they have earned their space in the discipline and reminds them that they have so much to contribute. Our department is trying so hard to build a minority politics initiative, and without Kesicia and her persistence, encouragement, and participation, we would be a much worse group and department. She kills people with kindness, is genuine, constructive, and empowering. I am so proud to have her as a student in the discipline. I have yet to meet someone as inclusive and encouraging as Kesicia.
 
Natasha Fowler: I’d like to give a huge shout out to Natasha for being an amazing mentor this year! She’s been helping me with my UURAF poster, and I have learned so much from her. From the background science to the research process as a whole, Natasha has played a crucial part in my learning. The process of researching, making, and presenting this poster to the lab has been an amazing experience overall and I couldn’t have done it without Natasha. Thank you so much for your help, patience, and enthusiasm Natasha!
 
Megan Mikhail: Megan, I'm so happy you are in our lab! I so enjoy when you present and teach in our lab meetings, you make the science so easy to understand and also so engaging. You are clearly passionate about your work and it is so awesome to see. I always appreciate your insights as well, you offer such constructive and thoughtful input into research discussions. You're a joy to work with!
 
Nafiseh Haghtalab: Nafiseh is appointed as the instructor of the online version of GEO204: World Regional Geography for Spring Semester 2020. These are unparalleled times for our world, students and the University alike and Nafiseh has done all that she can to help students continue to be successful in the course amidst a new, and often more complicated, set of circumstances. I sincerely appreciate Nafiseh for her dedication to teaching the online course and supporting her students; having Nafiseh as an instructor has made my job as the course’s administrator and coordinator that much easier and more enjoyable. Thank you Nafiseh for all that you do for onGEO and your students!
Anyone can recognize a fellow Spartan for their contributions to MSU's teaching and learning mission or for how they made a lasting impression on your experience. All you have to do is click "Thank an Educator" in the left panel of iteach.msu.edu. From there you'll be directed to a form where you can enter the name, netID, and a short story of the educator you'd like to recognize.