REPÚBLICA BOLIVARIANA DE VENEZUELA MINISTERIO PARA LA ECONOMÍA POPULAR INSTITUTO NACIONAL DE COOPERACIÓN EDUCATIVA
Versión preliminar
Módulo de Aprendizaje (DIDÁCTICA CONSTRUCTIVA)
CICLO DE FORMACIÓN: BÁSICA COMPONENTE: DOCENTE MAB-D-3
CUADERNO DE ESTUDIO VENEZUELA, 2005
L E R A R T S I N I M D R A A E L U D C E I L R B R A U S C N O O L P S L E O R R R E A T S N E E D C O D L A N O S R E P
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REPÚBLICA BOLIVARIANA DE VENEZUELA MINISTERIO PARA LA ECONOMÍA POPULAR INSTITUTO NACIONAL DE COOPERACIÓN EDUCATIVA
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Especialista en Contenido Maria Espino (Analista de Alfabetización II Gerencia Regional INCE Yaracuy) Elaboración y Diagramación
Edinson Figueroa (Analista Integral. Gerencia Regional INCE Yaracuy)
Equipo de Validación Jose Ramón Alvarez (Programador de Form. Pr of. Jefe, Gerencia de Investigación y Capacitación en Form. Profesional) Clara Elias (Supervisor de Formación Profesional Gerencia regional Ince Lara) Agradecimiento Lucila Garrido Esaa (Asesor Empresarial. Gerencia Regional Regional INCE Miranda) Coordinación Técnica Estructural División de Recursos para el Aprendizaje División de Estudios Especiales y Proyectos Coordinación General
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INTRODUCCIÓN
ÍNDICE TécnicaS de diagnÓstico participativo....................8 ¿Qué nos permite un Diagnóstico Participativo?......14 Participativo?......14
La Observación ..........................................................................................................................................................................4 Observación Observación directa e indirecta ............................ ......5 Observación Observación participante y no participante.................5 Observación Observación estructurada y no estructurada estructurada ........ ...... 5 Observación Observación de campo y de laboratorio .....................6 Observación individual y de equipo...........................6 Observación participativa ..........................................7 El Floa.........................................................................................................................................................................................8 A continuación continuación se presenta la matriz FLOA, por favor aplícala con el colectivo para determinar determinar cualquier problema...... problema...... .....8 ... ..8 fortalezas.....................................................................................................................................................................................9 oportunidades..............................................................................................................................................................................9 limitaciones.................................................................................................................................................................................9 amenazas.....................................................................................................................................................................................9 Técnicas de registro individual.................................10 Registro de Incidentes.......................................................................................................................................................10 Lista de Control ................................................................................................................................................................15 Escala de estimación valoración ......................................................................................................................................17 Cuestionario......................................................................................................................................................................20
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El sociograma....................................................................................................................................................................27 El sociodrama....................................................................................................................................................................28 Los inventarios de personalidad........................................................................................................................................29 Consisten en poner al participante en una situación ficticia referente a una conducta social, pero a la que muy posiblemente posiblemente puede tener tener acceso, para para que explique explique qué haría haría o dejaría de hacer en esas esas circunstancias; circunstancias; todo esto con el fin de que proyecte sus actitudes en relación con conductas sociales sociales específicas. Por ejemplo:..................................29
GLosario....................................................................32 Referencias bibliográficas.......................................34
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INTRODUCCIÓN El cuader cuaderno no de estudi estudio o “Técni “Técnicas cas de Diagnó Diagnósti stico co Participati Participativo” vo” tiene como propósito propósito dar a conocer una serie serie de técnica técnicass e instrum instrument entos os utiliz utilizado adoss por el facilitador a fin de obtener datos referentes al sujeto de aprendizaje y su entorno, lo cual hará mas fácil la selección de estrategias que permitan la fluidez de un aprendizaje constructivista. De hecho, ese diagnóstico hace posible el llenado de la fase de Indagación de la
Basá Basánd ndos ose e en el enfoq enfoque ue Cons Constr truc uctitivi vist sta a y en la Investigación Acción Participativa el facilitador puede utiliza utilizarr el diagnó diagnóstic stico o partic participa ipativ tivo o como como acción acción y transforma transformación ción de la realidad realidad desde abajo, abajo, en el que los docentes no son analistas sino “facilitadores”, no son instructores, sino sujetos de aprendizaje, no son ponentes ponentes sino oyentes oyentes de las realidades realidades locales de la gente, actuando como intermediarios en el proceso de intercambio de saberes, poniendo de manifiesto desde
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TÉCNICAS DE PARTICIPATIVO
DIAGNÓSTICO
La cualidad de " participativo" participativo" remite a varios actores en la cons constr truc ucci ción ón cole colect ctiv iva a con con inte interc rcam ambi bios os
Diagnóstico participativo
comu comuni nica cati tivo vos, s,
Para una mayor comprensión de las Técnicas de
elaboración de códigos comunes.
Diagnóstico Diagnóstico Participa Participativo, tivo, que se van a desarrollar desarrollar en este este cuaderno cuaderno de estudio, se define Diagnóstico como como un proc proces eso o que que se real realiz iza a en un obje objeto to determ determina inado, do, genera generalme lmente nte para para soluci soluciona onarr un proble problema. ma. En el proceso proceso de diagnós diagnóstic tico, o,
dicho dicho
nego negoci ciac acio ione nes, s,
cons consen enso soss
y
El Diagnóstico Participativo se inscribe en una
propue propuesta sta metodo metodológ lógica ica especí específica fica que tiene tiene en cuenta las particularidades y principios que iluminan nuestro quehacer como facilitadores de procesos de aprendizaje
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saberes previos, procedencia, inquietudes, y posible
Asimismo, permite la conformación del grupo de
moti motiva vaci ción ón..
acuerdo con sus saberes previos y sus formas de
Cabe Cabe
destacar que como
apropiación de los contenidos curriculares.
su nombre lo indica
Esta Esta metodol metodologí ogía a propon propone e organi organizar zar las tareas tareas
el
educativas educativas en los siguientes niveles: Comunitario Comunitario,,
diagnóstico
particip icipa ativo
se
inst instit ituc ucio iona nal, l,
inte inters rsec ecto tori rial al,,
el
ambi ambien ente te
de
hace sobre la base
aprendizaje.
de la partici participac pación ión
Los niveles antes mencionados, mencionados, se incluyen en tres
del colectivo.
ámbitos, a partir de los cuales se configura nuestra
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compor comportam tament entale aless grupal grupales es en sus expresi expresione oness
Ventajas y riesgos de la participación
más inmediatas.
Ventajas
Los grupos de encuentro , con con tend tenden enci cia a a
hacer hacer hinca hincapi pié é en el desa desarr rroll ollo o pers person onal al y el
•
Alcanza
Riesgos
distintos
•
Abarca
diferentes
aume aument nto o y mejor mejoram amie ient nto o de la comu comuni nica caci ción ón y
nive nivele les s
y
dife difere rent ntes es
niveles
y
relaciones interpersonales.
forma formas s
de
expr expres esió ión n
dificulta
llegar
(due (dueño ños s
Los grupos operativos , que hacen énfasis, no
hace hacer) r)..
al
consenso (exclusión)
Logro de éxito.
en el individuo dentro del grupo, ni en el grupo como tota totalilida dad, d, sino sino en la rela relaci ción ón que que tien tienen en los los
del del
status,
•
Crea Crea
espa espaci cios os
para para
•
Confusión Confusión del término
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Las relaciones intersectoriales (OG y ONG). A continuación describimos brevemente algunos de
El mundo del trabajo.
los posibles contenidos y alcances de cada ámbito significativo.
Su part partic icip ipac ació ión n en las las inst instit ituc ucio ione ness o en actividades organizadas para la comunidad.
Ámbito N° 1 Sujeto de Aprendizaje y la Comunidad Comunidad
Ámbito N° 2 Sujeto de Aprendizaje y la Institución Formativa
Lo
definimos Comprende todos los aspectos vinculados con la
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coop cooper erad ador ora, a,
repr repres esen enta tacción ión
del del
grup grupo, o,
Errores y preconcepciones.
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Costumbres.
con los sujetos de aprendizaje a su cargo, todas
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previstas
en
las
acciones
enumeradas
•
Tomar decisiones.
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•
La form formac ació ión n de grup grupos os en func funció ión n de
•
La
part partic icip ipac ació ión n
com comprom promet etid ida a
del
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Para ampliar información sobre el tema Consulte:
Segundo Segundo Paso:
se plan plante teaa el plan plan de
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5. Se debe debe orga organi niza zarr los los aspect aspectos os y sus sus indicadores secuencialmente. 6. Se debe debe emitir emitir juicios juicios o comenta comentario rioss de
intensidad, intensidad, la frecuencia frecuencia o cualquier cualquier otra variable variable que que afec afecte te al rasg rasgo o obse observ rvad ado, o, medi median ante te la graduación cualitativa o cuantitativa.
los aspectos observados. Las escalas de estimación o de valoración son las Ventajas:
herramientas más utilizadas por muchos tutores y
Son de fácil aplicación.
faci facililita tado dore ress
Permit Permite e registra registrarr la presen presencia cia o no de una
participantes.
conducta de un modo eficaz. Requiere Requiere de menos experiencia experiencia y energía energía del observador. Se puede tener una visión general y parcial de un grupo de participantes. No se req requier uiere e de equi quipos pos y recu recurs rsos os especiales. Escala de estimación valoración
Sirv Sirve e para para regi regist stra rarr rasg rasgos os de cond conduc ucta ta,, de
para para
emit emitir ir informes
de
sus
Son valiosas, porque normalizan y estandarizan en gran medida los rasgos que se observan, lo que permite la coordinación con los miembros del equipo de tutores, facilitadores y un seguimiento uniforme de la transformación de la conducta, en el transcurso del tiempo. En general se utilizan utilizan para observar observar entre otros, los siguientes aspectos: Apreciación
de
capacidades:
Memoria,
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Conduc Conducta ta psicos psicosocia ocial:l: Partic Participac ipación ión,, roles, roles,
En una escala de estimación ya no se va a señalar si
posición en el grupo, integración, normas.
la conducta está o no presente (SI-NO), sino que le vamos a asignar valores (excelente, bueno, regular,
Los Los crit criter erio ioss para para su elab elabor orac ació ión n incl incluy uyen en la
deficiente, entre otros).
definición de los rasgos en términos de conducta observable; hacerlo de forma unívoca de forma que
Las categorías de una escala de estimación pueden
el obser observa vado dorr lo enti entien enda da en un solo solo sent sentid ido o y
ser asignadas por cada facilitador de acuerdo a su
procurar que los rasgos sean independientes unos
criterio, a sus necesidades y a las del grupo.
de otros. Este tipo de registro se caracteriza por los siguientes En cuanto a los tipos de escalas, las hay numéricas,
aspectos:
que son las que gradúan el rasgo cuantitativamente, con con lo cual cual pued pueden en esta establ blec ecer erse se pará paráme metr tros os
1.
en
una
observación
formato con anterioridad en el cual ya se
que son las que valora valoran n aspect aspectos os de frecue frecuenci ncia a
han estipulado las conductas a evaluar.
(siempre, frecuentemente, a veces) o de intensidad sofisticadas son gráficas, para facilitar después un
basa
estructurada: el facilitador va a llenar un
estadísticos. También las hay verbales o cualitativas
del del valo valorr (sob (sobre resa salilien ente te,, nota notabl ble) e).. Otra Otrass más más
Se
2.
Admite categorías de evaluación: las cuales deben abarcar una amplia gama de posibilidades que permiten registrar la
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3.
4.
Es más más com compl plej eja a que que la list lista a de cote cotejo jo::
en sentido negativo, por lo general, se dificulta
Implica una discriminación más precisa
ubicarlas dentro de las categorías asignadas.
del facilitador al evaluar al participante,
Las cond conduc ucta tass a eval evalua uarr no debe deben n ir
para poder asignar los valores.
acompañadas de adverbios de tiempo.
No
incluye
comentarios
ni
Es aconsejable utilizar la escala de estimación
interpretaciones por parte del facilitador:
por lo menos tres veces al año, lo cual servirá
A través de ellas se registra el hecho h echo en
de indicativo para observar el progreso del
sí,
participante durante el transcurso del proceso
ubicándolo
en
la
categoría
correspondiente.
de aprendizaje. Exis Existe ten n dive divers rsos os model modelos os de esca escalas las de
Al trabajar con una escala de estimación, el faci facililita tado dorr
debe debe
toma tomarr
en
cons consid ider erac ació ión n
las las
siguientes pautas: Las conductas seleccionadas seleccionadas para integrar integrar la escala deben ser evaluables, susceptibles de ser medidas. Las categorías no deben ser más de cinco, ya
estimación que se utilizan según se desee eval evalua uarr en form forma a indi indivi vidu dual al o en form forma a colectiva, o si se desea aplicar una o varias veces al año. Las Las esca escala lass de esti estima maci ción ón ofre ofrece cen n una una vent ventaja aja indiscu indiscutib tible le como instru instrumen mento to de regist registro ro de las observ observaci aciones ones,, ya que brinda brindan n inform informaci ación ón muy
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acordes a la edad del participante. Sin embargo,
Capacidad de expresión verbal
cuando el grupo es muy numeroso resulta difícil para el facilitador llenar una escala de estimación para cada
uno
de
ellos los,
debido
básicamente
a
limitaciones de tiempo. Seguidamente se presenta un ejemplo de Escala de Estimación - Valoración
Capacidad de expresión escrita Capacidad de Análisis en situaciones comunes Posee buenas Relaciones Interpersonales Asume el rol de líder en momentos determinados Suma Integral
X1
X2
X3
Total: (X1 + X2 + X3) =
ESCALA DE ESTIMACIÓN - VALORACIÓN
EXCENTE
BUENO
REGULAR
DEFICIENTE
18 a 20
15 a 17
10 a 14
01 A 09
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habr habrán án de rell rellen enar arlo lo y envia enviarl rlo o de vuelt vuelta. a. Los Los
permiten más de una respuesta posible; son las que
cuestionarios en el proceso de formación son una
se responden por lo general con Verdadero o Falso, Falso,
práctica común.
Si – No, de acuerdo o en desacuerdo, entre otros. Las Las preg pregun unta tass mixt mixtas as,, son son las las que que se form formul ulan an
Para la aplicación de un cuestionario es necesario realizarse estas preguntas ¿Cómo lo llevo a cabo?; Se comi comien enza za form formul ulan ando do preg pregun unta tass acer acerca ca del del objeto en estudio basadas en el tipo de información que se quiere conocer. ¿Cuándo se debería usar puede ser utiliz utilizada ada en cualqui cualquier er esta técnica?; técnica?; puede etap etapa a
del del
proc proces eso o
form format ativ ivo o
en
desa desarrroll rollo, o,
depend dependiend iendo o de las pregun preguntas tas formul formulada adass en el cuestionario. Los Los Cues Cuestition onar ario ioss cons constit tituye uyen n un conjun conjunto to de preguntas, ejercicios o problemas los cuales se le admi admini nist stra ran n a los los suje sujeto toss de apre aprend ndiz izaj aje. e. Se presentan con preguntas abiertas, cerradas, mixtas,
combinando las preguntas abiertas y las cerradas. También También consisten consisten en un conjunto conjunto de preguntas preguntas estructuradas por escrito dirigido a un determinado grupo de personas con la finalidad de explorar su opinió opinión, n, conocim conocimien iento to y valora valoració ción n relati relativa va a las cuestiones que se les planteen. Existen diferentes tipos tipos de cuestio cuestionar narios: ios: las prueba pruebass de selecci selección ón múltiple, de verdadero o falso, de completación o de respuesta breve y de selección simple. Los cuestionarios permiten recabar un amplio rango de inform informació ación, n, por su caract caracterí erísti stica ca de aplic aplicabi abilid lidad ad
simu simultltán ánea ea
a
dife difere rent ntes es
números de personas. Es un procedimiento
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se aborda. Diseñar un cuestionario requiere de determinación determinación de criterios, criterios, indicadores, indicadores, establecimiento de la validez y en algunos casos de la confiabilidad del instrumento. Seguidamente
se
presen senta
un
modelo
de
cuestionario cuestionario en donde donde se puede aprecia apreciar r los los tipo tiposs de preg pregun unta ta a utili utiliza zarr en este este impo import rtan ante te inst instru rume ment nto, o, como como lo es el cuestionario. (Ver cuadro Nº 3)
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La entrevista
La Entrevista como acto de relación interpersonal en el que se pone de manifiesto una corriente afectiva que conduce a la motivación y a la orientación de los participantes participantes,, es por su naturaleza naturaleza una herramienta herramienta insustituible en toda acción tutorial. Todo Todo tuto tutorr y faci facilit litad ador or nece necesi sita tan n entr entrev evist istar arse se espontáneamente y de forma sistemática y periódica con sus participantes y con las familias con el fin no
incluso habilidades que se adquieren mediante una práctica sistemática, continuada y reflexiva. La
Entrev Entrevist ista a Tutorial Tutorial es realmen realmente te un acto de
comunic comunicació ación n que median mediante te un clima clima de afecto afecto,, confianza y aceptación puede contribuir a resolver problemas de maduración, desarrollo y orientación de los sujetos de aprendizaje y por ello debe reunir algunas condiciones:
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que ocupar un lugar, un tiempo y un
con una finalidad meramente informativa, bien para
contenido.
recoger datos de la personalidad y de la conducta
Tiene que estar planificada respondiendo a
del sujeto de aprendizaje o bien para proporcionarle
objetivos preestablecidos, lo que no significa
determinadas informaciones que puedan resultarle
que que teng tenga a que que esta estarr "pro "progr gram amad ada". a". Las Las
especialmente útiles y de interés, también se puede
entrevistas pueden también hacerse de forma
mantener un simple contacto con el fin de que el
espo espont ntán ánea ea y ocas ocasio iona nall cuan cuando do el prop propio io
suje sujetto
participante o sus familias la solicitan o el tutor
inquie inquietud tudes es y las dificu dificulta ltades des de adapta adaptació ción n que
la considere necesaria. En términos ideales,
tiene en el grupo y en el ambiente formativo. En
cada cada tuto tutorr debe deberí ría a tene tenerr al meno menoss tres tres
cualquiera de los casos, sea cual sea el contenido y
de
apr aprendi endiza zaje je
pued pueda a
expr expres esar ar
sus
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de la práct práctica ica:: El hace hacerr entre entrevis vista tass se apre aprend nde e
comunicativa comunicativa que permitan permitan al participante participante percibir
hacién haciéndol dolas. as. Sin embargo embargo
se proponen proponen alguna algunass
que el tutor tutor y él pueden pueden compar compartir tir experi experienc encias ias
norm normas as elem elemen enta tales les de "sent "sentid ido o comú común", n", que que
comunes. Se trata en suma de romper la relación de
podrían ser las que siguen:
pode poderr que que es inhe inhere rent nte e al papel papel del del faci facililita tado dor, r, trat tratan ando do de busc buscar ar una una rela relaci ción ón más más igua iguall y
Crear un ambiente relajado.
Es importancia que el participante perciba que el tutor o facilitador siente un interés objetivo por hablar
simétrica. Para ello es conveniente iniciar algún tema de presumible interés para el participante entre los que podrían estar los relativos a aficiones, aspectos
con él y ayudarle, lo cual se favorece buscando un
socio-p socio-polí olítico ticos, s, opinió opinión n abiert abierta a sobre sobre cualqui cualquier er
ambi ambien ente te físi físico co adec adecua uado do y utili utiliza zand ndo o algu alguno noss
acontecimie acontecimiento nto de actualidad, actualidad, proceso proceso formativo, formativo,
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volver a expresar por parte del tutor (entrevistador)
Aunque resulte obvio, el respeto escrupuloso por la
las actitudes y sentimientos esenciales que pueden
intimidad del sujeto de aprendizaje y la conciencia de
dedu deduci cirs rse e de las las pala palabr bras as manif manifest estad adas as por por el
que lo manifestado en la entrevista no será jamás
participante participante (entrevistado), (entrevistado), con un doble objetivo:
utili utiliza zado do
Que el entrevistado se comprenda mejor a sí mismo
confianza y por qué no decirlo: Cariño.
públ públic icam amen ente te..
En
defi definit nitiv iva: a:
resp respet eto, o,
vién viéndo dose se "ref "refle leja jado" do" en las las pala palabr bras as del del tuto tutorr o facilitador y que al mismo tiempo se genere un clima de confian confianza za y afecto afecto como consec consecuen uencia cia de la
Facilitar la toma de decisiones
El objetivo último de toda orientación individual es
percepción percepción por parte del participante participante de que el tutor
permitir que el participante sea capaz de encontrar
o facilitador "lo entiende".
sus propios itinerarios decisionales, es decir, que
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Por último, es oportuno terminar este título dedicado a la entrevista como técnica de la tutoría individual
* Se tornará más comprensivo y podrá aceptar mejor a los demás, y podrá enfrentar los problemas de la vida de
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En primer lugar _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
Como resultado de la aplicación de sociogramas, el
En segundo segundo lugar _ _ _ _ _
facilitador puede:
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A través de la presentación de sociodramas por
bandos; el primero de ellos se ha integrado por los
part parte e de los los part partic icipa ipant ntes es el faci facililita tado dorr pued puede e
partic participa ipante ntess más agresiv agresivos os que quiere quieren n sentirs sentirse e
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Para ampliar información sobre el tema Consulte:
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