Apprenticeship Behaviors
February 2020 Carla George Researcher University Of Warwick
Apprenticeship Behaviours Abstract The paper explores the apprentice’s mindset when approaching their apprenticeship and reviewing the affects on the apprenticeship journey seeing through their eyes.
Introduction The topic of apprenticeship behaviours has been underexplored as there is a huge scope on policy and procedures. I decided to pursue this as it just been my interests of how the current climate influences current apprentices. The areas of exploration will be based on their current relationships and Work Challenges Work constraints can affect the manner of how apprentices learn and can produce negative attitudes such situations are difficult to measure to determine the cause of behaviour. Here are some points to highlight that can be a possibility. I spoke to a few apprentices their demotivation is lack of support from their supervisors at work, one apprentice had to self-learn as she tried to speak with her supervisor to access knowledge that is relative to her job role as a means of training and the response she received “refer to google” she felt that it was an excuse to not help her or he just didn’t know the answer. This caused her to be very demotivated as she was left to support her own learning without mentorship and she decided to apply for a new job position at a different company. She received the job offer but her current employer discussed the issue that she experienced and decided to give her a promotion with flexible hours and they decided to end the supervisor’s contract due to the nature of her complaint. She decided to stay with her present employer due to addressing her issues and job opportunity provided.
Lack of Resources- Limitation of resources that can harper learning such as computer resources, information and training opportunities. In this situation the learner has to use existing knowledge and apply this within his current practice this could be at a low-level stage. To overcome this then there should be opportunities to use skills derived from authentic activities to participate in more complex tasks. Training may not be able to assist with this but perhaps provide basic solutions in order to achieve this goal. Feedback from apprentice where he had to use existing knowledge to improve his performance at work due to lack of expertise and opportunities within the organisation.
Employer’s Influence On Apprenticeship Training
The report focuses on the main drivers regarding employer’s behaviour that will affect their approach towards considering apprenticeship training: the capability of influencing, the opportunities that would arise based on influencing and what would de-motivate employers trying to influence training.
Attitudes Spencer and Lucas (2013) explain that attitudes depend upon mannerisms character and the way how people work developing their values and experiences. It is important that apprentices observe behaviour so that they can understand behaviours that are rewarded and valued within the workplace. They need to be surrounded by those that would be a good example and will lead them in the right direction. Feedback from candidates based on developing attitudes and collaborating with others based on learning. Candidate 1 “Not sure about this it’s mainly working things out myself there are times I do every well when I ask questions and my colleagues gives me hints and ideas on how to do stuff and give me planning of how things should work. There are times I work very well where my colleagues are communicating with each other and how things work etc I have different learning methods.”
Summary Apprenticeships are mainly focused on is learning and needs the collaboration of both employers and trainer providers to implement an appropriate model in place to ensure that apprentices will achieve their learning goals.
References Billett, S.R. (1992). Authenticating learning - learning in the workplace. A Paper Presented at the 1992 AARE & NZARE Joint Conference "Educational Research: Discipline and Diversity" Deakin University, Geelong, Victoria, Australia. 22-26 November 1992. Billett, S.R. (1993). Evaluating modes of skill acquisition. Centre for Skill Formation Research and Development. Griffith University: Brisbane, Australia. Lucas and Spencer (2013) Expansive Apprenticeships