Use this URL to cite or link to this record in EThOS: http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.635151
Title: Policy into practice : is union learning representative activity meeting the expectations of its principal stakeholders?
Author: Hollinrake, A.
ISNI:       0000 0004 5354 6859
Awarding Body: Nottingham Trent University
Current Institution: Nottingham Trent University
Date of Award: 2014
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Abstract:
The TUC (Trades Union Congress) proposed that union learning representatives could play a role in developing a new culture of lifelong learning at the workplace as the health and safety representative movement has had a major impact on making work environments safer. This is the most extensive piece of research that has been done on union learning representative activity in the North-West region of England. Analysis of data, collected on behalf of unionlearn with the North-West TUC, identified that there were principal stakeholders that had an interest in the success of the union learning representative initiative; the Government and its agencies, TUC/ unionlearn, affiliate unions, employers and, as service users, union members. This thesis investigates to what extent union learning representative activity meets the expectations of those principal stakeholders. The investigation is underpinned by literature that explains the conceptual framework for workplace learning, stakeholder theory and unions and learning. The missing link appears to be the failure of the sponsors of the initiative (Government, TUC and CBI) to acknowledge the possible resistance of some employers to facilitate union learning representative activity in their workplaces. The history of vocational education and training (VET) within the UK testifies to employers’ resistance to be responsible for the facilitation of this. Employer representatives such as CBI (Confederation of British Industry) and CIPD (Chartered Institute of Personnel and Development) have no formal influence on the behaviour of employers in respect of the provision of learning opportunities for employees. For any of this to happen, employers have to cooperate and individuals (union members) have to want to participate. The nature of the employment relationship and employers’ acceptance of the right for collective bargaining is identified as crucial for the union learning representative initiative to be effective in the workplace. These conclusions contribute to the knowledge of the union learning representative initiative as the findings have been analysed through the lens of a body of literature concerned with workplace learning. Other reports are of findings from national surveys or specific unionlearn projects.
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID: uk.bl.ethos.635151  DOI: Not available
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