FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W1528480581> ?p ?o ?g. }

• W1528480581 abstract "Given that the Queensland Academy of Sport (QAS) employs significant numbers of full-time performance sport coaches, it may be accurately characterised as a genuine workplace. As such, it is perhaps most desirable to investigate the ways these coaches learn their work through the application of a workplace learning* (see glossary) framework. Accordingly, throughout this thesis, I will argue that an understanding of the interaction between what the workplace (QAS) affords the individual and the personal agency* of the individual (high performance sports coaches), is important for structuring work environments that facilitate meaningful learning. Coaching* work can be viewed as a highly complex collection of practices in which effort is made to improve or sustain performance towards identified goals (Dickson, 2001b; Lyle, 2002). Performance coaches are often held totally responsible for competition results that are predominantly complex, dynamic and unpredictable, all of which is subject to intense and continuous scrutiny by fans and the media (Dawson, Dobson, & Gerrard, 2000; Potrac, Brewer, Jones, Armour, & Hoff, 2000). For full¬time coaches, such as those employed at the QAS, increased commitments bring increased expectations, pressures and demands. Understanding how these individuals learn to perform the work they undertake, and the influence their employing organisation can have on this learning, was the fundamental purpose of this research. The traditional view of learning has been steadily replaced with the focus on the person as a member of a sociocultural community in which activities, tasks, functions and understandings do not exist in isolation but rather as a part of broader systems of relations such as those found in workplaces(Hager, 2005; Lave & Wenger, 1991). Regarding workplace learning, Billett (2006) advocates a consideration of the interdependence between the individual and the social when describing learning through engagement in work practices. This way of understanding learning was extremely generative in the context of this research in that it allowed a consideration of both the individual (the QAS coach) and the organisation (the QAS) when discussing the learning that did, and just as importantly, did not take place. Analysis of data collected by means of face¬to¬face questionnaires with the coaches (n=24) and semi¬structured interviews with a smaller group of coaches (n=6) and administrators (n=6), revealed that coaches learned through a variety of sources both within and outside of (but often influenced by) the QAS. In addition, there were a range of factors involved in the operationalisation of policy, the working climate and the physical environment that were reported to have a significant impact on the learning of the coaches. In keeping with Billett’s theorising, aspects of the individuals’ personal agency were also found to be critical to the learning that did and did not take place. Indeed, it was the coaches’ personal agency which directed their engagement with the available sources, and their agency was, in turn, influenced by what the QAS afforded them. The QAS workplace could not be thought of as a benign entity. Previous empirical research has demonstrated that affordances* in workplaces are shaped by workplace hierarchies, group affiliations, personal relations, workplace cliques, cultural practices, race, gender, language skills, worker or employment status, and social norms (Billett, 2001a, 2004c, 2006b). The QAS was no different, with the interview data highlighting the existence of workplace structures, hierarchies and policies, which resulted in varied access and affordances for different coaches. Overall, the results of this research supported the contention that the organisational affordances and personal agency are interdependent in ways that might be considered relational rather than mutual or reciprocal." @default.
• W1528480581 created "2016-06-24" @default.
• W1528480581 creator A5057553295 @default.
• W1528480581 date "2007-01-01" @default.
• W1528480581 modified "2023-09-26" @default.
• W1528480581 title "Opportunities and engagement: Coach learning at the Queensland Academy of Sport" @default.
• W1528480581 hasPublicationYear "2007" @default.
• W1528480581 type Work @default.
• W1528480581 sameAs 1528480581 @default.
• W1528480581 citedByCount "0" @default.
• W1528480581 crossrefType "journal-article" @default.
• W1528480581 hasAuthorship W1528480581A5057553295 @default.
• W1528480581 hasConcept C108170787 @default.
• W1528480581 hasConcept C127413603 @default.
• W1528480581 hasConcept C138885662 @default.
• W1528480581 hasConcept C144024400 @default.
• W1528480581 hasConcept C15744967 @default.
• W1528480581 hasConcept C161191863 @default.
• W1528480581 hasConcept C17744445 @default.
• W1528480581 hasConcept C18762648 @default.
• W1528480581 hasConcept C19417346 @default.
• W1528480581 hasConcept C199539241 @default.
• W1528480581 hasConcept C2776050585 @default.
• W1528480581 hasConcept C2777855551 @default.
• W1528480581 hasConcept C2779363792 @default.
• W1528480581 hasConcept C2780031656 @default.
• W1528480581 hasConcept C36289849 @default.
• W1528480581 hasConcept C39549134 @default.
• W1528480581 hasConcept C41008148 @default.
• W1528480581 hasConcept C41895202 @default.
• W1528480581 hasConcept C542102704 @default.
• W1528480581 hasConcept C78519656 @default.
• W1528480581 hasConceptScore W1528480581C108170787 @default.
• W1528480581 hasConceptScore W1528480581C127413603 @default.
• W1528480581 hasConceptScore W1528480581C138885662 @default.
• W1528480581 hasConceptScore W1528480581C144024400 @default.
• W1528480581 hasConceptScore W1528480581C15744967 @default.
• W1528480581 hasConceptScore W1528480581C161191863 @default.
• W1528480581 hasConceptScore W1528480581C17744445 @default.
• W1528480581 hasConceptScore W1528480581C18762648 @default.
• W1528480581 hasConceptScore W1528480581C19417346 @default.
• W1528480581 hasConceptScore W1528480581C199539241 @default.
• W1528480581 hasConceptScore W1528480581C2776050585 @default.
• W1528480581 hasConceptScore W1528480581C2777855551 @default.
• W1528480581 hasConceptScore W1528480581C2779363792 @default.
• W1528480581 hasConceptScore W1528480581C2780031656 @default.
• W1528480581 hasConceptScore W1528480581C36289849 @default.
• W1528480581 hasConceptScore W1528480581C39549134 @default.
• W1528480581 hasConceptScore W1528480581C41008148 @default.
• W1528480581 hasConceptScore W1528480581C41895202 @default.
• W1528480581 hasConceptScore W1528480581C542102704 @default.
• W1528480581 hasConceptScore W1528480581C78519656 @default.
• W1528480581 hasLocation W15284805811 @default.
• W1528480581 hasOpenAccess W1528480581 @default.
• W1528480581 hasPrimaryLocation W15284805811 @default.
• W1528480581 hasRelatedWork W1548548605 @default.
• W1528480581 hasRelatedWork W192501159 @default.
• W1528480581 hasRelatedWork W2006899168 @default.
• W1528480581 hasRelatedWork W2096600435 @default.
• W1528480581 hasRelatedWork W2122115192 @default.
• W1528480581 hasRelatedWork W2184204874 @default.
• W1528480581 hasRelatedWork W2339540180 @default.
• W1528480581 hasRelatedWork W2587643743 @default.
• W1528480581 hasRelatedWork W2626304728 @default.
• W1528480581 hasRelatedWork W2809217755 @default.
• W1528480581 hasRelatedWork W2889582476 @default.
• W1528480581 hasRelatedWork W2943633977 @default.
• W1528480581 hasRelatedWork W2973696217 @default.
• W1528480581 hasRelatedWork W3029514461 @default.
• W1528480581 hasRelatedWork W3080329579 @default.
• W1528480581 hasRelatedWork W312215551 @default.
• W1528480581 hasRelatedWork W35597825 @default.
• W1528480581 hasRelatedWork W39072728 @default.
• W1528480581 hasRelatedWork W91943385 @default.
• W1528480581 hasRelatedWork W2526281734 @default.
• W1528480581 isParatext "false" @default.
• W1528480581 isRetracted "false" @default.
• W1528480581 magId "1528480581" @default.
• W1528480581 workType "article" @default.