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This paper sets out to enhance understandings of how work team members interpret and learn as part of a functional work based team in a quality management environment. The research focuses on a particular workplace in order to learn more about how entry-level workers understand the meaning of change.

This paper addresses themes of union-management strategies, job control and workplace learning, suggesting that workers may be reluctant to learn because flexibility masks a paradox underlying the capitalist employment relationship. Data gathered from the pulp mills in the Canadian province of British Columbia (BC) between 1996 and 1999 are analysed and the paper concludes that workers' resistance to learning is part of the contested arena of productivity and job control.

Global economic restructuring and the increasing freedom to trade are key factors affecting company growth and success and national economic success. In this paper it is suggested that the current policy agenda in the UK has 'learning' central to social, economic and technological development. The development of skills is seen as an important factor in productivity levels but the effectiveness of training interventions is contested. The paper explores the impact of a Learning Centre on the development of organisational learning by small and medium sized enterprises (SMEs) by means of a case study developed to investigate aspects of lifelong learning in the workplace. The authors conclude that the research suggests that not only is there a divide between learning in large organisations and SMEs but that SMEs are not a homogenous group. The key factor is to encourage SMEs to engage in and with individualised training and development.

Recent literature dealing with the relationship between learning and work has changed focus from preparation for specific employment to a focus on lifelong learning. This paper looks at recent vocational education reforms in Alberta, Canada, in the light of the tensions and debates current in adult workplace learning literature. Three key educational initiatives are reviewed: Career and technology studies, registered apprenticeship program and tech prep. Interview data collected with representatives from government, education, labour and industry are analysed with a view to gaining a better understanding of the context of workplace learning in which these reforms are taking place.

This paper aims to define and present a model and some of the key attributes of a new employment relationship with a view to measuring and monitoring the extent to which modern organisations have evolved from the old employment paradigm to embrace the merging of the workers' and organisations' needs and interests. The model covers eight core attributes of a new employment relationship: flexible employment; customer focus; focus on performance; project-based work; human spirit and work; loyalty and commitment; learning and development; and open information. In the section on learning and development the question is asked: should learning and development activities in organisations focus on developing the individual or be concerned with achieving organisational outcomes? It is argued that, in human resources development terms, a holistic approach should be adopted, encompassing both activities.