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This article offers a reflective analysis of the Eco Ambassadors Project as an example of the some of the ways in which learning about environmental issues and active citizenship can be encouraged and enabled through collaboration and negotiated participation. Some policy background to the project is given, followed by a critical consideration of the theoretical framework of situated learning; participation in a community of practice is then presented in relation to the project, alongside theories of citizenship. Three activities undertaken during the project are highlighted and these are critically examined in relation to the theories under consideration. The paper argues that the theoretical framework of learning by participation can usefully augment and help better explain how learners develop their identities as citizens, and that through participation people can become active members of communities that are environmentally and politically aware.

The purpose of this paper is to examine the paid and unpaid work time and learning activities of a small longitudinal sample (n=286) of continuously employed Canadians over the 1998‐2004 period.

A sub‐sample of those who responded to two national surveys carried out in 1998 and 2004 and who were continuously employed throughout this period was selected. In addition to a quantitative analysis of their responses to both surveys, a qualitative analysis of open‐ended interviews in 2000 with many of the same respondents offers further insight into orientations to engagement in formal (course‐based) and informal learning.

Those who are not taking adult education courses are still very likely to participate continually in job‐related informal learning. There is some indication that continuing lack of participation in courses may be associated with declining participation in job‐related informal learning. The in‐depth interviews suggest that most continuously employed respondents see course‐based education and informal learning as complementary.

The lack of prior longitudinal population studies means that understanding of continuity and change in work and learning relations has been based on inferences from cross‐sectional surveys. There are few recent longitudinal surveys of work and learning and none that incorporate both unpaid work and informal learning as well as paid work and adult education course participation. This study provides some elementary benchmarks for further diachronic research on work time and learning relations.

The purpose of this paper is: to add to current understandings of how people with learning disability make informed choices in relation to participation in research; and to highlight both the competencies of people with learning disability in relation to participation in research and the impact of their involvement on the quality of that research.

A participatory/collaborative approach, designed to engage participants in both developing processes for data generation and participating in the analysis of that data, was employed.

The complexities of research and the implications of participation were poorly understood. Collaborative, recursive approaches are important for developing understanding. Participation in the research approach by people with learning disabilities enabled the generation of new understandings.

The small sample size means the collaborative, recursive approach, whilst researched in depth, has not been widely generalised. Whilst there have been some difficulties in taking this forward at the study site, a second phase with another 6 men with learning disability has been carried out. Four of the men from the original study acted as co‐facilitators. Although it was not formally evaluated it was considered to be a helpful way of raising issues in relation to participation in research.

There needs to be more careful consideration of the broader issues behind informed consent. A recursive approach to developing informed choice (rather than a single engagement) needs to be embedded in practice. Peer to peer collaboration should be recognised as an approach to developing informed choice about participation.

This paper will be of value to people researching with people with learning disability. It demonstrates that, given appropriate opportunities, people with learning disability can understand some of the more complex concepts in relation to participation in research and so should be involved. It offers clear insights about how this may be achieved and raises the importance of including people with learning disability as active research participants in matters that affect their own lives.

The aim of this paper is to evaluate the role of learning from participation in a group of work‐based learners.

This study relies on qualitative data obtained from a survey of perspectives of students on two work‐based learning programmes. A group of 16 undergraduate and seven postgraduate students participated in a focus group and a number of one‐to‐one interviews.

It was found that work‐based learners learn effectively from both their community of practice in the workplace and their learning group of work‐based learners within the university. The study suggests that a learning group experience is valued highly by work‐based students and that dialogue with other students in the learning group appears to make a significant contribution to enhancing their knowledge.

The findings have implications for the design of work‐based learning programmes. The approach which integrates learning from the students' workplace community of practice and learning from the learning group at the university appears to be most effective.

The paper discusses the relationship between the nature of work‐based learning and the structure and pedagogy underlying such learning. Whilst the paper recognises that there are benefits to the individualised approach to work‐based learning, it nevertheless argues for more focus on the social aspect of learning, and emphasises the role of interaction with other learners in the learning group.

The explicit assumption in most literature on educational and skill mismatches is that these mismatches are inherently costly for workers. However, the results in the literature on the effects of underqualification or underskilling on wages and job satisfaction only partly support this hypothesis. Rather than assuming that both skill surpluses and skill deficits are inherently costly for workers, we interpret these mixed findings by taking a learning perspective on skill mismatches. Following the theory of Vygotski on the so-called “zone of proximal development,” we expect that workers who start their job with a small skill deficit, show more skill growth than workers who start in a matching job or workers with a more severe skill deficit. We test this hypothesis using the Cedefop European skills and jobs survey (ESJS) and the results confirm these expectations. Workers learn more from job tasks that are more demanding than if they would work in a job that perfectly matches their initial skill level and this skill growth is largest for those who start with a small skill deficit. The learning opportunities are worst when workers start in a job for which they have a skill surplus. This is reflected in the type of learning activities that workers take up. Workers with a small skill deficit are more often engaged in informal learning activities. Finally, workers who started with a small skill deficit are no less satisfied with their job than workers who started in a well-matched job. We conclude that a skill match is good for workers, but a small skill deficit is even better. This puts some responsibility on employers to keep job tasks and responsibilities at a challenging level for their employees.

The purpose of this paper is to address the following question: how do we derive a systemic understanding of community, business and microenterprise linkages in the light of the cardinal episteme of Islamic belief, Tawhid?

The worldview of unity of the divine laws termed in the Qur'an as Tawhid (oneness of God or equivalently oneness of the divine laws and also unity of knowledge) is explained in the form of a general socioeconomic paradigm. This worldview is then used to address the complementary relationships between microenterprises and their embedded social environment comprising community and business.

The participatory development interrelationships explained by means of circular causation between the variables representing community, business and microenterprise comprise a specific example of application of the Islamic episteme of unity of knowledge to entities that exist in embedded learning systems. Such learning systems are governed by the episteme of unity of knowledge as explicated by the Qur'an and the Sunnah (Prophetic guidance). These together form the foundation of every Islamic methodological inquiry and application. Examples of microenterprises are Pasar Pagi (morning markets) and Pasar Malam (night markets) in Indonesia. Other comparative examples are given.

This paper shows how participatory development and sustainability‐by learning paradigms arise uniquely from the epistemic foundations of unity of knowledge (Tawhid). The productive transformation of microenterprise groupings through their complementary relationships with community and business is shown to invoke the Tawhidi epistemic worldview. The result of such complementary social embedding is expected to result in enhanced organization and productivity of microenterprises. The paper offers policy prescriptions for such participatory development change.

This chapter focuses on the Street Work Homeless Project that was the site of one of the ethnographic case studies conducted in Manchester and also one of the participatory action research projects. The participants – men with lived experience of homelessness – were in many ways the antithesis of those usually considered for inclusion in a study on youth participation. However, the chapter shows how there is much to learn from this project, particularly in terms of how marginalised groups can actively participate in and for society. In preparation for the chapter, Rowley and Charles revisited their reflections and learning from the project. From this process, they wrote conversations exploring tensions that ran throughout the project. These tensions, and an antidote, are explored in the chapter. The chapter emphasises the importance of relationality in building mutuality and trust, the limitations of empowerment due to internalising pathologising dominant narratives, and the need to witness rather than spectate the more discomforting aspects of learning participation. By working through these tensions, it was possible to shift relations and roles between those designated as facilitator and participant leading to the question ‘who was lost and who was found?’. The chapter concludes that such processes are necessarily agonistic and creative to enable more inclusive and democratic participation to occur for marginalised groups.

Little attention has been paid to the employability of academic staff and the extent to which continuous learning contributes to academic career success. The purpose of this paper is to explore the contribution of formal and informal learning to employability.

Survey data were obtained from 139 academic staff members employed at the Open University in the Netherlands. The questionnaire included employee characteristics, job characteristics, organizational context factors, formal learning and informal learning and employability variables.

Informal learning, such as networking and learning value of the job, appeared to be solid contributors to employability, while the impact of formal learning activities was far less significant. Further, the study revealed the impact of employee and organizational context factors upon informal learning and employability. Age, salary and learning climate appeared to be strong predictors for informal learning, while promotions were shown to be highly positive contributors to employability.

The findings stress the value of informal learning, although human resource policies that encourage both formal and informal learning are recommended.

Academic careers comprise an under-researched area and the same applies to the relationship between learning and employability in the context of these types of careers.

There is a great deal that can be learned about participation by looking at Swedish experience. However, attempts to do so must begin on a note of caution. The steps which individual companies take in this direction are determined to a considerable degree by their own unique culture and that of the community in which they are located and clearly there are significant cultural differences between Sweden and Britain. Some of the more obvious of these differences go a long way towards explaining why the development of participation has progressed much further in Sweden than it has in this country. For example, their Trade Union system is, for historical reasons, much more rational than ours. It is based on a comparatively small number of industrial unions and, even if one includes white collar workers, it is extremely unlikely that any Swedish company will have to negotiate with more than three or four unions. And as union membership is virtually universal, particularly on the shop floor, the problem of management having to relate to mixtures of unionised and non‐unionised workers simply does not arise. In addition Sweden has a unitary education system: everyone goes to the same kind of school. This has been an important factor in making their society comparatively classless and, while one can argue about the wider social merits of a fully comprehensive system, there can be little doubt that collaboration between the different interest groups in industry is a lot easier when workers, managers and trade union representatives have a shared educational background. Some of the other differences between our two countries are less obvious but no less important. Sweden is a small nation which is almost completely dependent for its very high standard of living on the ability to compete in international markets. Perhaps because this dependence is so obvious its implications, in terms of productivity, profitability, manning levels and so on, appear to be accepted by the vast majority of Swedes. There is also a strong belief, running right across Swedish society, that participation and industrial democracy are good things in their own right and essential for the future of their industry; a concensus which we cannot yet pretend exists in Britain. Clearly Swedish companies have things a lot easier in developing participation than their British counterparts. Moreover some of the complexities of the British scene cannot be tackled at company level. There is not much the average production manager or shop steward can do about class differences or the structure of the Trade Union system. These are issues which must be dealt with at national level. However it would be wrong for companies to conclude that the differences between Sweden and Britain make Swedish experience irrelevent to us. We are certainly prevented by these differences from copying what they have done, but they do not prevent us from learning from their experience.

The purpose of this paper is to develop different kinds of organizational learning mechanisms based on various types of strategic intents (proactive- and reactive-orientation) and organizational environments (stable and unstable).

The authors utilized a grounded theory approach, and corroborated the results using multiple interviews and documents related to various cases. The authors determined the inter-judge agreement and performed a composite reliability analysis to ensure the robustness of the research.

Successful organization learning is contingent upon managerial strategic intent and the organizational environment in which the organization operates. Proactive strategic intent will cultivate a group-oriented learning system, whereas reactive strategic intent emphasizes the effectiveness of personal learning. Firms in an environment marked by radical change utilize experiential learning mechanisms (participation- and experience-orientation), whereas firms in a stable environment use a specialist-knowledge-oriented approach to learning (benchmarking- and specializing-orientation).

The authors offer a theoretical framework two-by-two matrix that has practical implications in providing managers with guidance in selecting the appropriate organizational learning mechanism to implement in their firms.