Learning through work: workplace affordances and individual engagement

Learning through work: workplace affordances and individual engagement Identifies factors that shape how learning proceeds in workplaces. Focuses on the dual bases of how workplaces afford opportunities for learning and how individuals elect to engage in work activities and with the guidance provided by the workplace. Together, these dual bases for participation (co-participation) at work, and the relations between them, are central to understanding the kinds of learning that workplaces are able to provide and how improving the quality of that learning might proceed. The readiness of the workplace to afford opportunities for individuals to engage in work activities and access direct and indirect support is a key determinant of the quality of learning in workplaces. This readiness can promote individuals' engagement. However, this engagement remains dependent on the degree by which individuals wish to engage purposefully in the workplace. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Workplace Learning Emerald Publishing

Learning through work: workplace affordances and individual engagement

Journal of Workplace Learning, Volume 13 (5): 6 – Sep 1, 2001

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Publisher
Emerald Publishing
Copyright
Copyright © 2001 MCB UP Ltd. All rights reserved.
ISSN
1366-5626
DOI
10.1108/EUM0000000005548
Publisher site
See Article on Publisher Site

Abstract

Identifies factors that shape how learning proceeds in workplaces. Focuses on the dual bases of how workplaces afford opportunities for learning and how individuals elect to engage in work activities and with the guidance provided by the workplace. Together, these dual bases for participation (co-participation) at work, and the relations between them, are central to understanding the kinds of learning that workplaces are able to provide and how improving the quality of that learning might proceed. The readiness of the workplace to afford opportunities for individuals to engage in work activities and access direct and indirect support is a key determinant of the quality of learning in workplaces. This readiness can promote individuals' engagement. However, this engagement remains dependent on the degree by which individuals wish to engage purposefully in the workplace.

Journal

Journal of Workplace LearningEmerald Publishing

Published: Sep 1, 2001

Keywords: Workplace learning; Participation; Employee development; Corporate culture

References

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