Report on Promoting Informal Learning in the Workplace for the CEO

This report investigates the concept of informal learning in the workplace, differentiating it from formal learning and exploring how individuals acquire knowledge and skills through experiences, mentoring, and social interactions. It identifies factors that enable or constrain informal learning, such as organizational culture, leadership styles, and individual characteristics like openness and conscientiousness. The report highlights the significance of informal learning for both individuals and the organization, including improved skills, increased engagement, and enhanced performance. It also acknowledges limitations, such as potential lack of structure. The report concludes with recommendations for the CEO to promote informal learning, emphasizing the importance of fostering a supportive environment, encouraging mentoring, and providing opportunities for continuous learning. The report used qualitative research methods, including secondary data and case studies, to support its findings and recommendations.

Running head: PROMOTING INFORMAL LEARNING IN THE WORKPLACE
PROMOTING INFORMAL LEARNING IN THE WORKPLACE
Name of the Student
Name of the University
Author Note

1PROMOTING INFORMAL LEARNING IN THE WORKPLACE
Table of Contents
Introduction................................................................................................................................2
Discussion..................................................................................................................................3
About informal learning and difference between formal and informal learning:..................3
Manner of learning in informal learning process...................................................................4
Factors influencing or constraining informal workplace learning.........................................5
Influence of individual characteristics on informal learning.................................................6
Significance of informal workplace learning on individual and organization.......................8
Limitation of informal workplace learning..........................................................................10
Conclusion................................................................................................................................11
Recommendations:...................................................................................................................12

2PROMOTING INFORMAL LEARNING IN THE WORKPLACE
Introduction
The learning that is self-directed or derived from experiences is known as informal
learning. The conduction of informal learning is dissimilar from formal learning, as informal
learning does not include specific goals or framework for learning outcomes of individuals.
The concept of informal workplace learning consists of the application of socialization, play
and heuristic language construction. Informal learning may not be quantified or structured,
but its importance as well as the application can be witnessed in various career development
stages. The purpose of the report is to present the measures of implementing informal
learning in the workplace by promoting the ideas and significance of its application. The
report will contribute as a brief demonstrating the concept of informal learning by opposing
the features with formal learning. In this report, learning opportunities of the individuals
through the informal form of learning will be explained. The report will also present the
factors responsible for constraining or enabling the process of informal learning in the
workplace. The benefits and significance of informal learning will also be presented in
regards to the workplace. The main problem that will be addressed in the report is the
constraint of financial resource for increasing the quantity and quality in the workplace. The
research and investigation will include the method of qualitative research, where secondary
data and case study method will accompany the required investigation. The research will
deduce the learning about informal learning and its significance in a workplace setting. The
paper will present recommendations for improving the practice of informal learning. The
paper will be concluded by summarizing the benefits and methods of informal workplace
learning for the CEO of the organization.

3PROMOTING INFORMAL LEARNING IN THE WORKPLACE
Discussion
About informal learning and difference between formal and informal learning:
The learning which is derived from experiences, self-study, games, watching videos,
reading articles and through active participating measures is known as informal learning. In
informal learning, the objectives and standards are structured by the learner, knowingly or
unknowingly. The concept of informal learning is also aligned with asynchronous learning.
Asynchronous learning refers to the design of learning that constitutes the application of on-
demand learning, self-paced learning and e-learning. Informal workplace learning is learning
process that takes place outside the formally organized institution, objective or meeting-
room. The concept of informal learning is widely applied in place of the corporate
educational program and corporate training for the purpose of deducing Return on Learning
and for addressing the lack of resources and time (Grossman & Salas, 2011). The mechanism
of learning, which constitutes the process of gaining knowledge outside the boundary of the
traditional trainer-led programs reflects the concept of informal learning. Informal learning
sources include active participation in social programs, observational learning, incidental
learning, seeking suggestion for concern or the motive of development.
The difference between informal and formal learnings is based on the resources or
methods of acquiring knowledge and skills. Formal training is based on the data of Training
Need Analysis, which is not similar for informal learning as it does not abide by a strict
motive. Formal learning aims at definite learning outcomes, whereas information presents the
flexibility of learning concepts, idea or practice without any boundary. Formal learning
includes specific structure and standards for conduction and future assessment, whereas
informal learning does not include structured framework and standards. Formal learnings are
based on teacher-based or instructor-based approach.

4PROMOTING INFORMAL LEARNING IN THE WORKPLACE
On the other hand, informal learning does not include specific instructions, as it can
be derived from anyone in the workplace setting or from the external environment. Unlike
formal learning, informal learning is based on the spontaneous or impromptu approach to
learning. Informal learning is driven or triggered by the value of intrinsic motivation for
learning or solving a problem. Formal learning is usually based on specific goals and results
in an improved set of practices and activities. On the other hand, informal learning includes
reflection, practice and evaluation of specific aspects.
Manner of learning in the informal learning process
Individuals learn through informal learning processes in the workplace by various
forms and associations. One of the way or state of learning includes workplace mentoring.
Mentoring is one of the primary manners of learning by incorporation of time and focus by
each experienced employee to new employees. Mentoring eliminates the authority gap
amongst employees and managers/trainers (Billett, 2004). New employees in the organization
learn from their mentor in the day-to-day activities or whenever they require advice from
seniors. Engaging attention in social networking accounts such as LinkedIn as it is a
professional networking site with the scope of learning about various industry practices and
personal accomplishment of individuals. Employees can also learn unknowingly by helping
others in the organization. Scrolling through the individual career development in the
company website or portal can also result in informal learning and motivation of individuals
in the workplace. Communicating with senior employees about the method of improvement
or simply about a concern regarding any operational function will lead to informal learning in
the workplace. Employees who volunteer in teaching and learning without communicated
needs facilitates the procedure of informal learning. Individuals in an organization learn
through informal training without any application of hierarchical position (Grossman &
Salas, 2011). Through the informal learning process, individuals develop a sense of trust, and

5PROMOTING INFORMAL LEARNING IN THE WORKPLACE
positive relationship as the fear of authority, judgement and assessment is completely avoided
in the informal way of learning. The participative approach in an organization builds
understanding and knowledge through informal learning process (Noe, Tews & Marand,
2013). Engaging in activities that involves communication with colleagues or working
collaboratively for a project will lead to informal learning. Being in a team also contributes to
the process of informal learning. Activities such as self-study programs, reading and
understanding performance support resources, practising existing skills, volunteer mentoring,
reading books, engaging in group games, the incidental practice of skills and participating in
a teamwork or community practice leads to the development of learning in an informal way.
Factors influencing or constraining informal workplace learning
Various factors can result in the process of influencing the practice of informal
workplace learning. It is established that the engagement of the employees in different
activities of workplace results in the process of informal learning. In a survey of
understanding the engagement of employees, it has been observed that ‘Age’ is one of the
factors of enabling informal workplace learning. Older employees tend to engage more in
informal engagement, leading to learning. Rank-order or position in the organization is also
considered as the factor that influences engagement in the workplace. People in high position
sense the responsibility of volunteering help to the newer employees in regards to the
organizational practices and in day-to-day operational activities (Choi & Jacobs, 2011).
Another crucial factor enabling the process of informal learning is organizational culture.
Organizational culture in an organization shapes the employee behaviour, engagement
practices and communication practices despite the authoritative hierarchy. Positive
organization culture encourages employees to communicate with colleagues and mentors
freely and also develops the flexibility of learning new things through participation and
volunteering contribution in teamwork. Employee behaviour is another factor that leads to

6PROMOTING INFORMAL LEARNING IN THE WORKPLACE
the positive or negative support of the concept of informal learning. Open communication
majorly influences the efficiency of informal learning. The influence of top management
from HRD (Human Resource Development) in the value of informal learning. Role or task
satisfaction in the workplace also positively affects informal learning practices. Leadership
styles can impact the efficiency of informal learning. Transformational leadership that
involves motivating employees towards gaining excellence, will positively influence informal
leadership style in the workplace (Ellinger, 2005). Democratic or participative leadership,
which involves the concept of shared power in the decision making process, also affects the
involvement in informal learning positively.
On the other hand, there are various constraints that negatively affect the practice of
informal learning in the workplace. One of the prime factors influencing the practice of
informal learning negatively can be the work culture. Negative work culture with lower
scope for socialization and a minimum degree of flexibility can affect the practice of informal
learning. Quality of relationship amongst co-workers also reflects the potentiality of
negatively affecting co-worker participation and engagement, thereby affecting the practice
of informal learning (Ellinger & Cseh, 2007). Leadership style in the workplace can either
constrain or support the practice of informal learning. Bureaucratic leader style, based on the
nature of the command, will lead to the negative influence of informal learning practices.
Influence of individual characteristics on informal learning
Individual characteristics reflect major influence over the practice and involvement in
informal learning in the workplace. Few Individual characteristics that can affect the value of
informal learners are as follows:
 Openness: The personality trait of openness in individuals reflects the ability to
experience new things with a higher degree of acceptability and participation. People

7PROMOTING INFORMAL LEARNING IN THE WORKPLACE
with this trait or characteristics can easily be encouraged in participative and engaging
practices for the purpose of increasing informal learning (Delahaye & Choy 2018).
 Extraversion: Extraversion is a personality trait which represents the individuals who
are sociable and attracts energy in the workplace (Raemdonck, Gijbels & Groen,
2014). This personality trait can be encouraged for conducting and participating
programs that stimulate informal learning in the workplace as they will be enthusiastic
in learning from seniors and in mentoring new employees.
 Conscientiousness: Personality traits of conscientiousness reflects a robust sense of
responsibility in individuals. They can develop a high sense of realization for learning
skills and understanding work efficiency through informal learning.
 The motivation of learning: The motivation or drive to learn from different things and
approach in the workplace reflects a positive influence on the practice of informal
workplace learning as these individuals tend to utilize multiple opportunities in
developing the skills and competencies (WIELENGA-MEIJER et al., 2010). The
motivation of learning also stimulates the approach of engaging in the development
activities in the workplace.
 Self-efficacy: This individual characteristic help in forming a judgement about
personal capabilities. The individual characteristics are known for positively
influencing the involvement and participation practices in self-development practices
as they tend to realize their gap in the current and desired level of capability (Marsick
& Watkins, 2001),. The personal judgment approach leads to the realization of
effective participation and involvement in various forms of learning, including
informal approach.
Yes, there are individuals with certain personality characteristics who are better
equipped with the capability of informal learners. The individual with the personality trait of

8PROMOTING INFORMAL LEARNING IN THE WORKPLACE
Neuroticism reflects feelings like worry, fear, envy, jealousy and anxiety, which can hinder
the involvement in informal learning process. All the other four personality traits, including,
extraversion, openness, conscientiousness and even agreeableness, can be encouraged or will
be involved in any form of informal learning. Amongst these four characteristics, individual
with conscientiousness are better equipped with informal learning. The reason can be their
strong sense of responsibility and readiness for learning skills and developmental programs.
People with conscientiousness are more dependable, achievement-focused and disciplined.
These traits are inclined towards the opportunities of developing their skills, such as informal
learning. People with conscientiousness can also be considered as mentors, facilitating
informal learnings amongst new employees in the organization. They are mostly involved in
the process of improving their skills through informal learning. People with the
characteristics of openness are also considered for participating or involving in various
learning experiences, thereby influencing informal learning.
Significance of informal workplace learning on individual and organization
The significance of Informal learning is applicable for both organizations and
individual employees in the workplace. Informal learning should not only be used as an
accompaniment for the formal learning process but needs to be incorporated in the workplace
as a practice of continual skill development. The potential benefits of informal workplace
learning for individuals in an organization are as follows:
 Focus: Learning in the informal approach of learning in the workplace are more
focussed as the control is driven by learners regarding various desirable concepts
 Flexibility: Informal learning in workplace stimulates flexibility for the
learners/employees due to the absence of a structured framework or standard.
Flexibility enhances the level of interest and participation with the skill development
motive.

9PROMOTING INFORMAL LEARNING IN THE WORKPLACE
 Removes negative pressure: Informal workplace learning eliminates the restriction of
performing to a certain level or with a specific score range. This approach addresses
the drive for learning for self-realization or motivation of learning something
productive (Tannenbaum et al., 2010).
 Advantage of unpredictability: Organizations experiences a better rate of participation
in an impromptu discussion of gaining or sharing knowledge amongst colleagues (Lee
et al., 2019).
 Better scope of learning: Informal learning, if practised frequently may lead to a better
scope of expanding the boundaries for advanced learning as the full control will be on
learners (Skule, 2004).
 Control over pace: The control of the pace of learning is concentrated amongst
employees. Employees can learn whenever they want, and however, they would like
to learn for shaping a positive contribution to the organizational role.
 Positive momentum: The drive of learners in the absence of negative pressure and
assessment criteria will be high.
The potential benefits of informal workplace learning for organizations are mentioned below:
 Collaborative approach: Collaborative approach in the workplace combines the efforts
of organization and employees towards the accomplishment of goals and objectives.
Informal learning encourages the practice of collaborative learning process in the
workplace for efficient performance (Lee et al., 2019).
 Learning ecosystem: The organization can develop a learning ecosystem focussed on
promoting and participating in the continual development process (Coetzer, Susomrith
& Ampofo, 2019).
 Saves money: This is one of the greatest features of incorporating informal workplace
learning. Informal learning does not comprise of a specific framework, schedule,

10PROMOTING INFORMAL LEARNING IN THE WORKPLACE
standards and the need for sourced resources. Unlike formal learning, informal
learning can occur anytime, anywhere and can be learned from anyone. Informal
learning eliminates the need for resources, designated time and need for trainers
which thereby reduce the cost of the organization.
 Empowers employees: Informal learning contributes to the organization by
empowering employees by offering the flexibility of exploring interests and
capabilities. Empowering employees in the organization for taking responsibility for
their skill development program by conducting informal learning activities or
socialization practices.
 Increase efficiency: Informal workplace learning enhances the productivity and
efficiency of the workforce in the organization as this approach cannot be restricted
by schedule, budget and representatives (Coetzer, Wallo & Kock, 2019). Informal
learnings can help in addressing concerns in the organization effectively without
waiting for the right time and resources.
 Satisfies curiosity: Informal learning is known for satisfying curiosity in the
organization as it provides immediate learning experiences from different forms of
learnings such as mentors and self-study.
 Reinforces formal learning: Informal workplace learning is known for addressing the
doubts derived from formal learning, which can be accommodated from external
sources and/or by self-study. Exploring responses for the doubts or curiosities from
formal learning may result in the development of interest for other fields in the
organization.
Limitation of informal workplace learning
Informal workplace learning reflects the capability of improving workplace
productivity without spending a penny or hassle of scheduling session with trainers.

11PROMOTING INFORMAL LEARNING IN THE WORKPLACE
However, informal workplace learning can also have potential limitations or disadvantages,
which are mentioned below:
 Risk of inefficiency or wasting time: The provision of flexibility and freedom of
participating in socialization may lead to inefficiency of performance by involvement
in unproductive topics and organizational politics.
 Competitive environment: With the increasing competition in the workplace,
employees can restrain from sharing knowledge.
 Unquantifiable: The inability of quantifying the outcome of informal workplace
learning in the absence of the standards and goals can divert the process of moving
towards the organization's vision.
Conclusion
Therefore, it can be concluded from the paper that informal workplace learning can be
very beneficial and crucial for establishing a continual developmental motive within the
organization. Informal workplace learning is different than formal learning in regards to the
concentration of power and responsibility as well as the difference of dependency on trainers,
financial resources and proper guidelines. Informal learning is a spontaneous approach to
addressing concerns and for developing skills of employees. In informal workplace learning,
employees learn through socialization, mentoring, asking queries, self-study, observing,
discussing and secondary research. The paper discussed the factors, which can affect the
effectiveness of informal workplace learning, which includes the position in the organization,
age, organizational culture, employee behaviour, communication approach, leadership style
and role satisfaction. The factors that negatively influence the efficiency of informal
workplace learning practice includes poor organizational culture, quality of relationship
amongst employees and leadership style. The paper also represented the individual