LIO Lecture 5
Beliefs about learning and a diverse population
Isolde Kolkhuis Tanke
October 3, 2019
Duurzame inzetbaarheid = employability (de vertaling van het onderwerp van dit hoorcollege)
Content lecture 5
• The urgency to stay employable in a fast changing society (Nauta)
• Learning of specific groups: (Kynd)
• Low-qualified employees
• Older employees
• Professionals
• Learning action theories (van der Krogt)
Why so much talking about employability and the urge to focus on the future?
Societal, technical changes which change at accelerated speeds.
Employablity: a lot definitions are around
Employability is:
• The continuous fulfilling, acquiring, or creating of work through the optimal use of one’s
competences (Van der Heijde & van der Heijden, 2006)
People have to change to the demands in their life aimed at the future, to stay attractive to the labor
market
• The behavioral tendency that focuses on acquiring, maintaining and using qualifications aimed at
participating in and coping with the changing labor market throughout all career stages
(Kirschner & Thijssen, 2005)
• A dynamic matching process, to keep economic value for the labor market and a psychological
‘fit’ between work and person.
(Sanders, Kraan & Boermans, 2018)
Interests in employability
, The psychological fit is interesting. This is different from the regular focus from the
organization/managers. Without this match (demands of the job and the competencies of the
employee) it increases the amount of stress which eventually might lead to burn-outs.
Flow (bevlogenheid) in balance with stress/burn-outs. Also stay healthy and want to learn. It also
contributes to innovation when the participation and the employability is high. How can the
employability be raised?
Life-long learning
Employees which are motivated to learn and have a lot of experience might
not want to learn. Learning all day is hard to combine with the working
hours that provide productivity and profits. Depends on the available time
and money of organizations and the choices of managers.
This wish could lead to the creation of:
The self-directed learner…
Guglielmino (2013): “A highly self-directed learner is:
one who exhibits initiative, independence and persistence in learning
one who accepts responsibility for his or her own learning and who views problems as
challenges, not obstacles
one who is capable of self-discipline and has a high degree of curiosity
one who has a strong desire to learn or change and is self-confident
one who is able to use basic study skills, organize his or her time and set an appropriate pace
for learning and to develop a plan for completing work;
one who enjoys learning and has a tendency to be goal-oriented”.
The research behind this: is this a realistic picture of working people? Making scales to visualize this.
Employablity orientation refers to: (Nauta, et al., 2009)
employees openness to develop themselves and to adapt to changing work requirements
An employee has to be self-directed to do this.
What do organizations do? Create an employability culture
Employability culture:
“Managers stimulate constant dialogue between employees and direct supervisors about
self-development, create challenging work assignments with learning opportunities and
invest time and money in training and development”.
Employability culture – employability orientation
Interesting findings (Nauta e.a., 2009):
• Employability culture influences employability orientation in a positive way.
• Employability culture influences turnover-intention in a negative way. People who are more
interested in their employability prefer to stay.
• Importance of Role breath self-efficacy (contributing to employability orientation). When there are
more possibilities to increase the role of self-efficacy, it makes it easier to cross borders in the
company. connection to lecture 4/5 on borders crossing
• Career satisfaction (the content in your work, feeling very competent) less employability
orientation. When being happy it might want to make you stay there.
Role breadth self-efficacy
The extent to which people feel confident and feel that they are able to carry out a broader and
proactive role, beyond traditional prescribed technical requirements.
Example: Nursing homes (verzorgingstehuizen).
The ability to make their own decisions was first not so high. The team became more self-directed. In
the beginning a larger load, feeling shy and insecure. Next they learned/were helped in overcoming
Beliefs about learning and a diverse population
Isolde Kolkhuis Tanke
October 3, 2019
Duurzame inzetbaarheid = employability (de vertaling van het onderwerp van dit hoorcollege)
Content lecture 5
• The urgency to stay employable in a fast changing society (Nauta)
• Learning of specific groups: (Kynd)
• Low-qualified employees
• Older employees
• Professionals
• Learning action theories (van der Krogt)
Why so much talking about employability and the urge to focus on the future?
Societal, technical changes which change at accelerated speeds.
Employablity: a lot definitions are around
Employability is:
• The continuous fulfilling, acquiring, or creating of work through the optimal use of one’s
competences (Van der Heijde & van der Heijden, 2006)
People have to change to the demands in their life aimed at the future, to stay attractive to the labor
market
• The behavioral tendency that focuses on acquiring, maintaining and using qualifications aimed at
participating in and coping with the changing labor market throughout all career stages
(Kirschner & Thijssen, 2005)
• A dynamic matching process, to keep economic value for the labor market and a psychological
‘fit’ between work and person.
(Sanders, Kraan & Boermans, 2018)
Interests in employability
, The psychological fit is interesting. This is different from the regular focus from the
organization/managers. Without this match (demands of the job and the competencies of the
employee) it increases the amount of stress which eventually might lead to burn-outs.
Flow (bevlogenheid) in balance with stress/burn-outs. Also stay healthy and want to learn. It also
contributes to innovation when the participation and the employability is high. How can the
employability be raised?
Life-long learning
Employees which are motivated to learn and have a lot of experience might
not want to learn. Learning all day is hard to combine with the working
hours that provide productivity and profits. Depends on the available time
and money of organizations and the choices of managers.
This wish could lead to the creation of:
The self-directed learner…
Guglielmino (2013): “A highly self-directed learner is:
one who exhibits initiative, independence and persistence in learning
one who accepts responsibility for his or her own learning and who views problems as
challenges, not obstacles
one who is capable of self-discipline and has a high degree of curiosity
one who has a strong desire to learn or change and is self-confident
one who is able to use basic study skills, organize his or her time and set an appropriate pace
for learning and to develop a plan for completing work;
one who enjoys learning and has a tendency to be goal-oriented”.
The research behind this: is this a realistic picture of working people? Making scales to visualize this.
Employablity orientation refers to: (Nauta, et al., 2009)
employees openness to develop themselves and to adapt to changing work requirements
An employee has to be self-directed to do this.
What do organizations do? Create an employability culture
Employability culture:
“Managers stimulate constant dialogue between employees and direct supervisors about
self-development, create challenging work assignments with learning opportunities and
invest time and money in training and development”.
Employability culture – employability orientation
Interesting findings (Nauta e.a., 2009):
• Employability culture influences employability orientation in a positive way.
• Employability culture influences turnover-intention in a negative way. People who are more
interested in their employability prefer to stay.
• Importance of Role breath self-efficacy (contributing to employability orientation). When there are
more possibilities to increase the role of self-efficacy, it makes it easier to cross borders in the
company. connection to lecture 4/5 on borders crossing
• Career satisfaction (the content in your work, feeling very competent) less employability
orientation. When being happy it might want to make you stay there.
Role breadth self-efficacy
The extent to which people feel confident and feel that they are able to carry out a broader and
proactive role, beyond traditional prescribed technical requirements.
Example: Nursing homes (verzorgingstehuizen).
The ability to make their own decisions was first not so high. The team became more self-directed. In
the beginning a larger load, feeling shy and insecure. Next they learned/were helped in overcoming
