Implications Of Informal Learning

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The previous result which concerned with contextual data about informal learning, informal learning activities in the workplace and implications of informal learning are discussed by macro perspectives and micro perspectives (Malaysian context). Contextual data of informal learning. Informal learning frequently defined as on the job (Hoffman, 2005). However, Werquin (2010) described that informal learning in the context of learning by experience. On the other hand, Eraut (2004) have defined informal learning as "implicit, unintended, opportunistic and unstructured learning” (p. 250). Informal learning is “experiential, non-routine and tacit” activities (Marsick and Watkins, 1990, p. 15) and its forming through doing, thinking and communicating…show more content…
Informal learning is “predominately unstructured, experiential, and non-institutional” (Marsick and Volpe, 1999, p. 4). Sometimes, Informal learning is viewed as any learning activities that carry out when in an outside of a classroom setting (Hodkinson, Colley, &Malcolm, 2003; Kremer, 2005; Reardon, 2004). Bear et al. (2008) found that the workers are casual and unplanned encounters while taking place informal learning. According to Hager (1998), informal learners are habitually unaware of the significance, range, and depth of their knowledge. Yanchar and Hawkley (2015) defined that informal learning as ordinary and unstructured, such as the process of learner copes with the routine task and ability to accomplishing the task they responsible. However, Baser and Buntat (2010) defined that informal…show more content…
Informal learning has the advantage with respect to job satisfaction toward workers who practices informal learning. “Personal growth and development are obviously major components of job satisfaction and the informal learning that underpins that satisfaction irrespective of the nature of the occupation” (Aspin, Chapman, Hatton, & Sawano, 2012, p. 87). Rowden and Conine (2005) highlighted the significant of informal learning to enhance job satisfaction while Alonderiene (2010) conclude that informal learning has an active link with worker’s job satisfaction. Rowden and Ahmed (2000) and Rowden (2002) which research in Malaysia and United Sound Amerika found that informal learning has a positive impact on worker’s job satisfaction. Suratman (2013) found that informal learning activities are more or less are enhancing job satisfaction. Informal learning is one of learning that aid team building and empowered the team member (Marsick et al., 2000). According to Yang and Lu (2001), informal learning is the essential determinant of individual performance. According to Hoekstra and Korthagen (2011), teacher those involved in informal learning are enhancing experience during the learning
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