Concepts of Apprenticeship: Strengths, Weaknesses, and Pitfalls

Abstract

Apprenticeships are one of the oldest, yet most popular forms of training at the interface of work and learning and/or the word of education and the world of work. In the first section, we examine the characteristics of different aspects of apprenticeship such as logic, formality, work, learning and teaching. In the second section, we discuss different paradigms which often lead to misconceptions: (1) the private-training-market paradigm, (2) the young-person paradigm, (3) the advanced-economy paradigm and large-company paradigm, (4) the low-skilled and blue-collar-worker paradigm, (5) the technical and men paradigm, and (6) the discrimination paradigm. In the third section we summarize the results in an “Apprenticeship Maturity Model” with six levels: (1) informal apprenticeships, (2) semiformal apprenticeships / time-served apprenticeships, (3) output-oriented apprenticeships, (4) input-oriented apprenticeships, (5) process-oriented apprenticeships, and (6) collective apprenticeships. The proposed Apprenticeship Maturity Model follows a development logic: A problem arises, is then addressed, and might be solved, and a new problem arises. This process leads to a development with different concepts of apprenticeship which can be described in terms of maturity levels.