FREE RIDER PROBLEM IN APPRENTICESHIPS IN CHINA

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Abstract：The free rider problemwould breakdown apprenticeships. Keeping positionsis adopted deal with this breakdown in Germany. Whether it could work in china or not is discussed.

Contexts

1. The Free Rider Problem

The free rider problem may result in the obstacles to applying apprenticeships in China. Firms are not willing to provide apprenticeships because it is difficult for them to remain top trained apprentices. Sometimes， the reason is that apprentices leave firms to attend universities， because they believe that a double qualification might enhance their future work conditions （Casey， 1986）. Thus， some non-training firms could get a free rider.

2.Keeping Positions to Solve this Problem in Germany

Casey （1986） maintained that making positions and opportunities for apprentices will be more likely to remain workers they have trained. In order to keep the vacancies open for excellent apprentices， some German firms may employ temporary staff to replace these apprentices who decide to participate in universities， Sometimes， firms may encourage these employees to take internships within company during their college period to keep positions available before they graduate from the university （Finegold and Wagner， 2002）.

3.The Brief Information about the Interviewees

All of this chapter would be generally depending on the data collected through following interviews.

4. Failure to Keep Positions for Apprentices in China

According to interviews， most companies are not willing to keep positions for apprentices. They would not keep positions for apprentices who leave firms to go universities. As Zhang explained，

“We prefer to reemploy new workers from students in ‘B/S/H Class’ who will graduate next year， or from outside labour market. After all， our company pursuit the high efficiency of work， it is impossible for us to keep one position for the apprentice who would study in the university for four years. ” （Zhang， 15：15， 2nd September， 2013）

5. Keep Positions for Apprentices

Many apprentices would appreciate that companies keep positions for them if they left for the higher education. As Cui claimed，

“I may feel grateful if firms are willing to keep positions for me and offer me opportunity to study in the university， so I will return back to my original employer without any doubts. However， once I come back to the firm， I may require higher positions or higher payments. After all， my degrees have been enhanced.”（Cui， 19：29， 3rd September， 2013）

Ge hesitated to make the decision on whether leave or stay on her expectation of this situation.

“I am not sure. I do not know whether I could get a better job after graduation from colleges. I would stay if I could not gain a job with better conditions， and I might leave if I do. After all， working in the hotel is too busy for girls.” （Ge， 18：00， 4th September， 2013）

And companies trust that this behaviour would gain apprentices’ respects and attract this type of apprentices back （Zhang， 2013； Yan， 2013）.

Contexts

Above all， keeping positions for apprentices who left original company for the university education might be advantageous for solving free rider problems of apprenticeships in China.

Reference

[1]Casey， B. （1986） “The Dual Apprenticeship System and the Recruitment and Retention of Young Persons in West Germany.” British： Joumal of Industrial Relations. 63-81

[2]Finegold， D. and Wagner， K. （2002） “Are Apprenticeships Still Relevant in the 21st Century a Case Study of Changing Youth Training Arrangements in German Banks”， Industrial and Labour Relations Review， 55： 4.