Workplace because informal learning is more important tool for

Workplace learning
improves employee’s skills and flourish their knowledge in order to remain
up-to-date employees with the rapidly growing technologies, society, and
economic power and values (Field, 2012; Kyndt & Baert, 2013; Patterson,
2001; Schmidt, 2007). Learning can be informal or formal as formal learning
consist of qualifications and certified training that is no longer seen today
because informal learning is more important tool for employees to learn with
their supervisors, peers, even learning by doing on the job or off the job.
Moreover, evidence shows that employees learn from each other to get solutions
for their day-to-day problems at workplace (Felstead et al,2005: 368;
Hager & Johnsson, 2009: 497). Undoubtedly, Work-related learning occurs
when individual employee traits and job characteristics match that contribute
together for development of employees himself and for the growth of
organization Doornbos et al, 2008: 131; Felstead et al, 2005:360,
363; Fenwick, 2008: 228). Research has shown individual’s learning
opportunities occurs more when fit for both person-job-fit and
person-organization-fit (Billett, 2002;Poell et al., 2004).

In addition,
scholars are interested to study age effect on work-related outcomes (Truxillo
et al., 2012). As one stereotype is that older employees less motivated to
learn as more experienced, having tremendous knowledge by increasing age. For example,
they are perceived to lack energy and less interested in training (Noack &
Staudinger,2009). As the age increasing employees are learn through intrinsic
motivation that gives autonomy over his own work rather to learn by financial
rewards (extrinsic motivation, e.g. Ryan & Dec, 2000). In addition, growing
age of employee differs significantly in their goals, preferences, aims, expectations
and even work values that influence at workplace learning.

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One of the most
widely used distinguishes between work values that are

extrinsic, or a
consequence of work (e.g. job security, salary) or intrinsic, occurring through
the process of work (e.g. intellectual simulation, challenge) (Elizur, 1984).Subsequent
research has added altruistic values (e.g. making a contribution to society)
(Borg, 1990), status-related values (e.g. influence, recognition, advancement)
(Ros et al.,1999), freedom-related values (e.g. work-life balance, working
hours) and social values (e.g. good relationships with supervisors or peers)
(Lyons, 2004). The fact that age difference employees work values have been
linked to changes the meaning of work for their career and to manage their work
life balance with personal life as responsibilities increase over time.