ABSTRACT

The integrated practices model provides a framework for addressing the challenge of how the development of non-permanent workers’ capabilities can be supported over time and how the scaling up to the highly skilled workforces espoused by policies can realistically be achieved. The capabilities of the non-permanent worker are another of the dimensions in the integrated practices model, which also contribute to the non-permanent worker’s abilities to ‘see’ possibilities and negotiate affordances to their advantage where this is possible. In the integrated practice model, journey refers to future potential learning, career journeys and pathways of the non-permanent worker. Journey takes into account the interplay between all the dimensions of the integrated practice model. S. Billett and M. Somerville note the dynamic interplay between what, in the integrated practice model, we call dispositions, and context. The power of the integrated practice model to explain the experience, the work and the learning of the non-permanent worker is considerable.