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This study aims to contribute to current research on team learning patterns. It specifically addresses some negative perceptions of the job performance learning pattern.

Over a period of three years, qualitative and quantitative data were gathered on pilot learning in the workplace. The instructional modes included face-to-face classroom-based training; pilots assessing pre-recorded videos in classroom-based training; pilots assessing videos with fellow pilot of similar rank (paired training); pilots undertaking traditional 4-hour simulator session with 1-hour debriefing using a variety of technologies for replaying the simulator session; and pilots undertaking 2-hour simulator sessions with extended 3-hour debriefing utilizing simulator replay video.

Although traditional classroom-based, face-to-face instruction was viewed as acceptable, pilots who critically assessed the practice of other pilots in pre-recorded videos felt empowered by transferring classroom instruction to the workplace. The study also establishes a need to determine the correct balance between high-workload simulator training and low-workload debriefing.

A move towards developing a typology for workplace learning patterns was viewed negatively if job performance was the focus. However, pilot practitioners felt empowered when provided with the right mix of performance-oriented learning opportunities, especially when these provided an appropriate mix of high-fidelity simulations with time for reflection on practice.

By focusing on one learning pattern – job performance – the paper demonstrates the benefits of learning via a variety of instructional modes. Whereas aviation has a unique workplace environment, many other high- and low-risk industries are acknowledging the impact of technical and non-technical skills on job performance. This may suggest that findings from this study are transferable across a broader range of workplace settings.

The findings demonstrate that broadening research across many professional workplace settings may assist in developing a more robust framework for the micro-organization of each workplace learning pattern.

The purpose of this paper is to study of how a virtual technology burden was created that impacted the professional pilot college student and various colleges/universities that offer professional pilot degree programs. A cascading set of events began as a result of US congressional reaction to a tragic airline accident. The resulting legislation forced the Federal Aviation Administration to publish new rules for first officer qualifications that were unmindful of the recommendations of professional pilot groups for simulation-based training. Ultimately, this placed a financial burden on both the college/university training curriculum and on the professional pilot student.

This paper adopts a case study approach.

Because of US congressional over-reaction, a collegiate system which produced excellent first officer candidates who had below 500 flight hours and who had been demonstrated scientifically to be efficient, skilled, and safe, was upended. The flight hour requirements were increased fivefold with little regard to its impact on the pilot pool. Congressional legislation forced the FAA to create and publish new rules that were unmindful of the simulation recommendations of professional pilot groups and required virtual simulation technology new to the college/university training environment.

Traces the effect of government interference into a previously stable continuum of college-prepared airline pilots who are safe and effective.

Research has shown that one of the reasons lean transformations fail is inadequate lean knowledge of supervisors. The purpose of this paper is to discuss the development of a lean training program for front-line manufacturing supervisors to provide them with the knowledge needed to engage their teams in daily continuous improvement.

A literature review was conducted on best practices in training design for positive transfer. Action research using qualitative methodologies was used to develop and pilot a new lean leadership training program for supervisors at one site within a case study company. The pilot was evaluated and continuously improved for future waves of training, consistent with action research, lean philosophies and training best practices.

Employee engagement has dramatically increased since the training class began and the number of lean improvements implemented in Operations at the case study company has increased 160 per cent. Manufacturing lead-time has also been reduced by more than 30 per cent. Because of the positive results from the training, it has been expanded at the pilot site and spread to other sites within the case study company.

As with any case study, one must take care when attempting to generalize findings beyond the case being examined. However, the pilot training program was successfully extended to several sites across different business segments of the case study company, increasing the likelihood that similar results may apply in other cases.

The case provides empirical evidence of the development of an effective training program to mature the lean capability of supervisors. Other companies seeking to provide training to develop front-line lean leaders can benefit from the lessons learned from the case study.

Managing violence is an important clinical and managerial responsibility within contemporary mental health practice and there have been considerable developments across the country to pave the way for a more ‘standardised’ approach to conflict resolution. Many trusts employ someone to lead on ‘conflict resolution’ but the precise nature of the lead role and the responsibility attached to it vary greatly between organisations. Similarly, some trusts have sophisticated systems for delivering and monitoring conflict training and updates, whereas others do not. The project described here sought to clarify how training for conflict resolution is organised within a sample of mental health trusts in England. Data was generated by questionnaire and telephone interview with trust leads, and the audit findings were then analysed and used to inform an inter‐professional training pilot in one local trust. It is now expected that frontline staff will enter into conflict resolution training as defined by the NHS Security Management Service (2004) and be trained in accordance with a national syllabus of training standards. Audited opinion suggests that the training co‐ordinator role is associated with improved governance in relation to conflict‐resolution training. Arguably, if national benchmarks and standards are to be met in relation to conflict resolution, trusts need to invest in training infrastructure and at least consider the merits of funding a dedicated co‐ordinator role and inter‐professional training.

People with dual diagnosis have complex needs and vulnerabilities that may lead to incarceration in prisons. Mental health and substance use services in prisons should have the capabilities to address their needs while incarcerated and facilitate the transfer of care to community services on release. In order to develop these capabilities, a training programme is required.A pilot training programme for dual diagnosis was developed and piloted in five London prisons. The training was based on a training needs assessment of prison staff and consultation with service users. It was delivered in two forms: a five‐day classroom based course, and a ‘blended learning’ method that comprised a manual and three sessions of supervision. The course was evaluated by a brief questionnaire that included items on attitudes, self‐efficacy and knowledge about working with dual diagnosis.The evaluation of the training revealed that all workers, no matter what method of training they received increased their perception of their skills (self‐efficacy) and increased their attitudes. Knowledge remained the same (although the scores pre‐training were high). There was no difference between the two types of training when mean scores were compared at post‐training. There was also no difference between the mental health and substance workers regarding their mean scores at follow‐up, apart from knowledge.The conclusion is that the training pilot was evaluated positively and did indicate that it has some effect on attitudes and self‐efficacy. More rigorous evaluation of the impact of the training is required, using a robust methodology and assessing the impact on clinical skills and service user outcomes.

Only 5 per cent of commercial airline pilots worldwide are women and women who enter the profession may experience negative attitudes and differential treatment on account of their gender. Although a growing body of research has focussed on the experiences of women pilots once they are hired, there is a need to examine women’s experiences during their initial (ab initio) training when their personal and professional identities are being developed and contested. Drawing on empirical fieldwork of the experiences of both women and men ab initio pilots undergoing training at two UK-based Flight Schools, this chapter reveals that women cadets not only perceive elements of their professional identities differently from men but that they actively adopt a range of strategies to negotiate potential conflicts between their developing personal and professional identities. The chapter makes a theoretical and empirical contribution to existing studies of gender-dominated professions and offers recommendations to Flight Training Schools and airlines who are seeking to encourage more women to enter the airline pilot profession.

Assertive outreach teams are working with a significant proportion of people with complex needs, including dual diagnosis. Government policy has highlighted the role of assertive outreach in engaging and intervening with this group. This paper reports on the development and evaluation of a specific team‐focused training package and its trial in the Eastern and West Midlands regions.

The goal of the paper is to present an enhancement of the existing on‐board ground collision avoidance system (GCAS) that is designed to increase pilot safety in USAF A‐10 aircraft. The A‐10 is a single‐seat, twin‐engine aircraft with a 30mm, seven‐barreled Gatling gun and 11 weapon pylons designed to fly at low level in close air support missions. The GCAS system provides both visual and aural cues for a pilot‐initiated recovery. The proposed algorithm of GCAS enhancement is built on a simple linear regression model that predicts the recovery height of the aircraft following a warning call and allows pilots to compare their own training events with flight test standards. This paper presents a discussion of model development, validation and comparison of the model predictions with actual flight test events. A comparison of recovery techniques and pilot options is included. A series of recommendations and possible usage for Air Force pilot training are also discussed.

The purpose of this paper is to theorize the theory-practice gap and to provide examples of how it currently expresses itself and how it might be addressed to better integrate between the worlds of thought and praxis.

Two empirical examples exemplify how the theory-practice gap is an institutionally embodied social reality. Cultural-historical activity theory is described as a means for theorizing the inevitable gap. An example from the airline industry shows how the gap may be dealt with in, and integrated into, practice.

Cultural-historical activity theory suggests different forms of consciousness to exist in different activity systems because of the different object/motives in the world in which we think and the practical world in which we live. A brief case study of the efforts of one airline to integrate reflection on practice (i.e. theory) into their on-the-job training shows how the world in which pilots think about what they do is made part of the world in which pilots live.

First, in some cases, such as teacher education, institutional arrangements can be made to situate education/training in the workplace. Second, even in the training systems with high fidelity, high validity (transferability) cannot be guaranteed.

The approach proposed provides a theory not only for understanding the theory-practice gap but also the gap that exists even between very high-fidelity (“photo-realistic”) training situations and the real-world praxis full of surprises.

IT is difficult to over estimate the importance of the visual display in flight simulation. The resolution of the engineering problems associated with this subject have been given the highest priority by all simulator manufacturers over the past years. Until an effective and reliable visual system was available to give the correct cues to the pilots, simulation was confined to research and to a limited range of training manoeuvres. Visual simulation really came of age about six years ago when the Federal Aviation Agency in the USA first allowed training credits for manoeuvres such as engine out on takeoff and circling approach, reducing the training that could not be done in the simulator with visual system to a small percentage. Today, a pilot's transition training can occupy about twenty hours in the simulator, but only about two in the aircraft.