Between apprenticeship and skill: acquiring knowledge outside the academy in Early Modern England

Apprenticeship was probably the largest mode of organized learning in early modern European societies, and artisan practitioners commonly began as apprentices. Yet little is known about how youths actually gained skills. I develop a model of vocational pedagogy that accounts for the characteristics of apprenticeship and use a range of legal and autobiographical sources to examine the contribution of different forms of training in England. Apprenticeship emerges as a relatively narrow channel, in which the master's contribution to training was weakly defined and executed conservatively. The creation of complementary channels of formal instruction was constrained by cost and coordination problems. When we consider a range of British youths who obtained advanced skills as artisan practitioners (and engaged in invention or pursued natural philosophical interests), we see the importance of individual agency over institutional structures. For these youths, training could involve rejecting apprenticeship, engaging in periods of advanced study, including time in multiple workshops after the end of apprenticeship, and parallel campaigns to access scarce books and communities of scholarship

Job tenure and unskilled workers before the Industrial Revolution: St Paul’s Cathedral 1672-1748

How were unskilled workers selected and hired in preindustrial labour markets? We exploit records from the rebuilding of St. Paul’s Cathedral, London (1672–1748) to analyze the hiring and employment history of over one thousand general building labourers, the benchmark category of ‘unskilled’ workers in long-run wage series. Despite volatile demand, St. Paul’s created a stable workforce by rewarding the tenure of long-standing workers. More senior workers received more days of work each month, preference when jobs were scarce, and the opportunity to earn additional income. We find the cathedral’s strategy consistent with reducing hiring frictions and turnover costs

Networks in the Premodern Economy: the Market for London Apprenticeships, 1600-1749

This paper examines the importance of social and geographical networks in structuring entry into skilled occupations in premodern London. Using newly digitised records of those beginning an apprenticeship in London between 1600 and 1749, we find little evidence that networks strongly shaped apprentice recruitment. The typical London apprentice did not have an identifiable connection to his master in the form of a kin link, shared name, or shared place or county of origin. The majority of migrant apprentices' fathers came from outside of the craft sector. Our results suggest that the market for apprenticeship was strikingly open: well-to-do families of all types were able to access a wide range of craft and trade apprenticeships, and would-be apprentices had considerable scope to match their perceived ability and aptitude to opportunity.Apprenticeship, human capital formation, training, migration, networks, UK, early modern

Transferring useful knowledge. Quality mechanisms in European apprenticeship

Human capital is central to current debates about the sources of growth and divergence in the premodern economy. Apprenticeship, the key formal arrangement by which occupational skills were transferred in this period, has in the past often been associated with guild monopolies and exclusion, implying a drag on the accumulation of human capital. Several stimulating recent contributions have pointed to apprenticeship as a potentially important explanation for English or European advances in manufacturing and technology in the run up to industrialisation. In this paper, we explore mechanisms that helped improve quality among artisans. We focus on one in particular: the selection of training masters by apprentices

Puncturing the Malthus delusion: structural change in the British economy before the industrial revolution, 1500-1800

Accounts of structural change in the pre-modern British economy vary substantially. We present the first time series of male labour sectoral shares before 1800, using a large sample of probate and apprenticeship data to produce national and county-level estimates. England experienced a rapid decline in the agricultural share between the early seventeenth and the beginning of the eighteenth centuries, associated with rising agricultural and especially industrial productivity; Wales saw only limited changes. Our results provide further evidence of early structural change, highlighting the significance of the mid-seventeenth century as a turning point in English economic development

Structural change and economic growth in the British economy before the Industrial Revolution, 1500-1800

Structural transformation is a key indicator of economic development. We present the first time series of male labour sectoral shares for England and Wales before 1800, using a large sample of probate and apprenticeship data to produce national and county-level estimates. England experienced a rapid decline in the share of workers in agriculture between the early seventeenth and the beginning of the eighteenth centuries, associated with rising agricultural and especially industrial productivity; Wales saw few changes. Our results show that England experienced unusually early structural change and highlight the mid-seventeenth century as a turning point

Unskilled labour before the Industrial Revolution

The Industrial Revolution is seen as a major turning point in the management of labour, bringing about employment practices that gave structure and stability to the workforce. This paper provides evidence that employers were using hiring and retention strategies to stabilize the unskilled workforce at least a century before industrialization. We exploit the comprehensive employment records that survive from the rebuilding of St. Paul’s Cathedral in London (1672–1748) to reconstruct and analyse the employment history of over one thousand general building labourers, the benchmark category of unskilled workers for economic historians. We show that St. Paul’s was able to stabilize its workforce by establishing a core group of long-standing workers. Tenure was incentivized with more days of work each month on the site, priority in the queue for retention and rehiring in periods of low labour demand, and the opportunity to earn additional income as watchmen. These strategies reduced turnover and may have allowed the Cathedral to retain the most productive workers, reshaping our understanding of when modern employment practices emerged