Practicum Learning: perils of the authentic workplace

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Abstract
The goals of practicum programs frequently require that the practicum experience is an authentic experience of work and workplace learning. The more authentic the experience, the more the situation of the student in the workplace conforms to that of the employee. Most accounts of adult learning assume that their recommendations are applicable to all environments. Few countenance the possibility of malevolent or perverted facilitation, or envisage facilitation occurring under hostile conditions. Yet an examination of the learning environment of the workplace reveals that it is far from ideal and poses unique challenges to the practicum facilitator, especially when that role is assumed by workplace supervisors. The specific interests of student and employee may not be aligned, but the interests of both diverge from those of organisations and owners sufficiently to raise issues for the applicability of adult learning approaches. The argument supports a closer examination of the dynamics of trust building, of the scope of learning that can be facilitated at work, and the use of learning facilitators whose interests are independent of workplace interests when designing practicum programs.

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