Title Page

Why employees learn: A study of employee learning motivations and

behaviours in the context of Fourth Industrial Revolution (4IR) dominated
organisation

Author
Vivek kapila
Master of Business Administration - Human Resource Development
(2023-25) Batch
Symbiosis School of Online and Digital Learning,
Symbiosis International University, Pune, India
Abstract
Introduction

In today’s fast changing world Fourth Industrial Revolution (4IR) technologies

such as Artificial Intelligence, Machine Learning, Internet of Things(IoT),
digital-social-media, wearable technologies, etc. have fundamentally altered
the work landscape creating new opportunties and challenges for both
organisations and employees.

Fast changes occuring in business environment, technological developments,

competitive environment, increase in innovation, etc. have necessitated
employees to engage in learning and developmeent throughout their careers.
Constant upgradation of workforce skills is sine qua non to stay competitive in
21st century economies. In this context it becomes indispensable for
businesses to understand employee motivations and behaviours that lead to
engagement in learning and development initiatives.

This study aims to fathom the complex dynamics of learning ecosystem in the
4IR dominated organisation. While previous research on employee learning
has examined learning in traditional work settings there exists a significant
gap in understanding of employee learning motivations and behviours in the
context of 4IR. The research aims to shed light on factors that impact
employee learning and motivation in 4IR dominated corporate. It identifies the
key intrinsic and extrinsic factors that lead employees to engage in learning
and development. It examines the impact of individual employee
characteristics ( e.g. age, education, personality, etc.) on employee learning
motivation. The study also gauges the role of organisational culture and
leadership in proding employees to engage in learning and development
activities. An important component in study is to examine the impact of use of
4IR technologies such as AI, ML, mobile technology, social media technology,
etc. the era where blended and on-the-go learning are a norm in industry.

By illuminating various drivers of employee learning motivations and

behaviours in 4IR context the study will provide valuable insights for
organizations looking to prod employees to engage in continous learning and
development.
It will also contribute to the growing body of literature on workplace learning in
an era characterized by technological disruption, offering both theoretical and
practical implications for enhancing employee engagement, performance, and
overall organizational success.
Literature Review

The Fourth Industrial Revolution (4IR) is characterized by rapid technological

advancements, including artificial intelligence (AI), machine learning (ML), the
Internet of Things (IoT), big data, and social media technologies. These
advancements are transmogrifying the workplace, demanding a workforce
equipped with new skills and knowledge to remain competitive. Organisations
in 4IR age need to be learning organisations. Learning organisations refers to
an organisation that continually enhances its capabilties and adapts to
change throught development of its people. For organisation to become
learning organisations they need to understand employee motivations for
learning and development (L&D) initiatives.

This literature review explores the factors that motivate employees to

participate in L&D programs in the context of 4IR organizations. It examines
both intrinsic and extrinsic factors, individual characteristics, organizational
culture and leadership, and the influence of 4IR technologies on employee
L&D motivation and behaviours.

1. Intrinsic and Extrinsic Factors Motivating Employee Participation in

L&D

Understanding the factors that motivate employees to learn is crucial for

designing effective L&D programs. Research suggests that both intrinsic and
extrinsic factors play a role in employee motivation (Deci & Ryan, 2000).

• Intrinsic factors are internal desires that drive individuals to learn for
personal satisfaction and growth. These include the desire for
knowledge, skill development, mastery, challenge and realising one’s
potential. (Yoon & Park, 2015).

• Extrinsic factors are external motivators that influence behavior through

rewards or punishments. Examples include promotions, salary
increases, recognition, and performance evaluations (Singh, 2013).

Plethora of studies have explored the relative importance of intrinsic and

extrinsic factors. Some research suggests that intrinsic factors are more
effective in promoting long-term learning and development (Amabile, 1990).
However, extrinsic factors can also play a role, particularly in initiating and
sustaining participation in L&D programs (Deci et al., 1999).
L&D initiatives that provide scope for skill development, mastery, challenge,
realisation of one’s potential can tap into intrinsic motivations.

The Fear of Missing Out (FOMO) rewards, promotions and accolades that
accrue to those who upskill themselves continusly in 4IR age can be a strong
extrinsic motivator for employees to participate in L&D programs.

2. Impact of Individual Characteristics on Employee L&D Motivation

Individual characteristics such as age, education level, personality, and length

of work experience can influence employee motivation for L&D.

• Age: Studies have shown mixed results regarding the relationship

between age and L&D motivation. Some research suggests that
younger employees are more motivated to learn due to their career
aspirations (Ozcelik & Karatepe, 2017). However, other studies indicate
that older employees may be motivated to upskill to remain employable
(Longenecker & Fink, 2019).

• Education: Employees with higher education levels may be more

intrinsically motivated to learn due to their exposure to academic
environments (Kim & Park, 2018). Thus, employees holding doctorates,
multiple master’s degrees, etc. are likely to be more motivated towards
L&D initiatives than those with just bachelor degrees or below.

• Personality: Personality traits such as openness to experience,

conscientiousness, and self-efficacy have been positively linked to L&D
motivation (Judge et al., 2010). Employees who are open to new
experiences and learnings, and those who beleive in their ability to
excel at new skills tend to engage in learning activties more.

• Length of work experience: Motives for engaging in learning and

development acitities vary with length of work-experience of employees.
Experienced employees may be motivated to learn new skills to stay
relevant or advance their careers, while less experienced employees
may be motivated to acquire foundational skills.

When designing L&D programs, it is important to consider the diverse

characteristics of the workforce and offer be-spoke programs to cater to
different motivational drivers.
3. Role of Organizational Culture and Leadership in Fostering a
Learning-Oriented Environment

Organizational culture and leadership play a significant role in shaping

employee motivation for L&D.

• Organizational culture that values learning, provides opportunities for

growth, and encourages knowledge sharing can foster a learning-
oriented environment (Caldwell & Burke, 2019).

• Leadership style can also influence L&D motivation. Leaders who

demonstrate a commitment to learning, provide coaching and
mentoring, and recognize and reward learning efforts can motivate
employees to participate in L&D programs (Yukl, 2013).

In the context of 4IR, organizations that create a culture of continuous

learning and equip leaders with the skills to support employee development
are better positioned to motivate their workforce to adapt to technological
advancements.

4. Impact of 4IR Technologies on Employee L&D Motivation

The emergence of 4IR technologies presents both opportunities and

challenges for employee L&D motivation.

• Opportunities:

1. Personalized learning: 4IR technologies like AI can personalize

learning experiences by tailoring content and delivery methods to
individual needs and preferences (Wang, 2018). This personalization
can enhance engagement and motivation.

2. Microlearning: Technologies like microlearning platforms can deliver

bite-sized learning modules that are easily accessible and convenient
for busy employees (Mohammadi, 2017). This can make learning
more manageable and appealing.

• Challenges

1. Older employees may find training delivery through mobile

technologies or other forms of e-learning as less effective than traditional
instructor lead live trainings.
Research Gaps

Though deluge of authoritative research aiming at fathoming drivers for

employee motivation towards learning and development initiatives has been
done the existing literature is devoid of studies done in the context of Fourth
Industrial Revolution (4IR). This research paper aims specifically spotting
factors that prod employees to indulge in learning and development activites
in the context of 4IR.

Seminal shift has happended in the structure and working patterns of twenty
first century organisation. Collaboration and team work methods that are used
by corporates post covid-19 have changed conspicuosly. Blended learning,
online learning, on-the-go mobile learning, social-media-based learning,
online training, etc. have become the norm. The study aims at picking the
most recent trends in learning and development post covid-19 changes.

Also, most of studies have looked at one of the various factors that impact
employee learning and development motivation say organisational culture or
employee personalities. But in actual organisational context multitude of
factors impact employee motivation and behaviour towards learning activities.
This research aims at both qualitative and quantitative analysis of the myriad
factors that impact employee motivation concomittantly. The research looks at
how intrinsic factors, extrinsic factors, individual employee characteristics,
organisational culture, nature of leadership, and the use of 4IR revolution
technologies together impact employee learning motivations.

The study also delves into determing the employee response and attitude
towards the use of social-media technology, mobile technology, Artificial
Intelligence, Machine Learning, big data, etc. on skills required to do their
jobs. The research also tries to know whether employees possess self
efficacy to adapt to the changing demands of your job due to 4IR
technologies
Objectives of the Project
Well-defined research objectives are crucial for a successful research project.
They provide a clear direction, guide the research process, and ensure that
the study achieves its intended outcomes. This study has following objectives

1. To identify key intrinsic and extrinsic factors motivating employees to

participate in learning and development (L&D) initiatives
[Link] fathom the impact of individual characteristics (e.g., age, education,
personality, etc.) on employee Learning and Development (L&D) motivation.
3. To gauge the role of organizational culture and leadership in fostering a
learning-oriented environment that motivates employees to engage in
learning and development activities.
4. To examine the impact of use of 4IR tech (AI-ML, IOT, Big Data, Social-
media-tech) on employee L&D motivation.

Research questions

A research question is a clear open and focused question that guides the
research. Research questions help in defining the scope of the research and
help in collecting the right data.

This study focuses on answering following research questions.

Research Objective 1: Identify key intrinsic and extrinsic factors

motivating employees to participate in learning and development (L&D)
initiatives

• What are the most important intrinsic factors (e.g., desire for
knowledge, skill development, realising one’s potential) that motivate
employees to participate in L&D initiatives?
• What are the most important extrinsic factors (e.g., promotions, salary
increases, recognition) that motivate employees to participate in L&D
initiatives?
• How does the relative importance of intrinsic and extrinsic factors vary
across different employee groups (e.g., by age, job level, or
department)?
Research Objective 2: Fathom the impact of individual characteristics
on employee Learning and Development (L&D) motivation

• How does age affect employee motivation to participate in L&D

initiatives?
• How does educational level affect employee motivation to participate in
L&D initiatives?

 • How do personality traits (e.g., conscientiousness, openness to

experience, self-efficacy) affect employee motivation to participate in
L&D initiatives?

Research Objective 3: Gauge the role of organizational culture and

leadership in fostering a learning-oriented environment that motivates
employees to engage in learning and development activities

• How does a strong learning culture (e.g., emphasis on continuous

learning, development opportunities) impact employee motivation to
participate in L&D initiatives?
• How do leadership behaviors (e.g., role modeling, providing
development opportunities) influence employee motivation to participate
in L&D initiatives?

Research Objective 4: Examine the impact of use of 4IR tech (AI-ML,

IOT, Big Data, Social-media-tech) on employee L&D motivation

• How does the use of artificial intelligence (AI) and machine learning
(ML) in L&D programs (e.g., personalized learning recommendations)
affect employee motivation to participate?
• How does the use of the Internet of Things (IoT) in L&D programs (e.g.,
simulations, microlearning) affect employee motivation to participate?
• How does the use of big data in L&D programs (e.g., identifying skill
gaps, tracking progress) affect employee motivation to participate?
• How does the use of social media technologies in L&D programs (e.g.,
collaborative learning, knowledge sharing) affect employee motivation
to participate?
• Are there any potential drawbacks to using 4IR technologies in L&D
programs that could demotivate employees (e.g., concerns about job
security, feeling overwhelmed by technology)?
Scope and Limitations

This research study aims to comprehensively explore the factors influencing

employee learning motivations and behaviors within organizations
significantly impacted by the Fourth Industrial Revolution (4IR). The scope
and limitations are defined as follows:

Scope:

• Focus: The study will specifically investigate both intrinsic and extrinsic
motivational factors driving employee participation in Learning and
Development (L&D) initiatives. It will analyze how individual
characteristics, organizational culture, leadership styles, and the
integration of 4IR technologies influence these motivations.
• Context: The research will be conducted within organizations operating
in a 4IR-dominated environment. This implies organizations where
technologies like AI/ML, IoT, Big Data, and advanced social media
technologies are integral to operations and workflows. This focus allows
for an examination of how these technologies themselves impact
learning motivations.
• Participants: The target population will be employees at various levels
within the selected organizations. The study will aim for a diverse
sample representing different roles, departments, and levels of
experience to provide a holistic view. be clearly defined in the
methodology.
• Factors considered: The research will examine a range of factors,
including:
◦ Intrinsic Motivators: e.g., improvement in knowledge and skills,
personal growth,challenge, improving job effectiveness,skill-
development, sense of accomplishment.

◦ Extrinsic Motivators: e.g., career advancement, financial

rewards, recognition.

◦ Individual Characteristics: e.g., age, education level, years of

work-experience, personality traits (e.g., openness to experience,
conscientiousness) etc.

◦ Organizational Culture: e.g., learning climate, support for

development, nature and effectiveness of training provided,
opportunities to apply learnings, etc.

◦ Managerial support
 ◦ 4IR Technology Integration: e.g., extent of AI/ML use in
workflows, exposure to IoT-driven processes, 4IR technologies’
literacy requirements, self-efficacy to learn 4IR technologies, etc.

◦ Learning Behaviors: e.g., participation in online training, online

and blended learning experience, perusing of company social
media pages,etc.

Limitations:

• Generalizability: The findings may be limited in generalizability to other

industries or organizational contexts not directly represented in the
sample. The specific 4IR technologies utilized and the organizational
cultures of the participating companies will influence the results.
Replicating the study in different settings would be beneficial.
• Sample Size: The sample size may be a limiting factor in drawing
broad generalizations. A larger and more diverse sample would
strengthen the study's findings. Resource constraints might restrict the
achievable sample size.
• Self-Reported Data: Reliance on self-reported data (e.g., surveys,
interviews) may introduce bias due to social desirability or inaccurate
recall. While efforts will be made to minimize this, it remains a potential
limitation.
• Causality: While the study can identify correlations between variables,
establishing definitive causal relationships may be challenging.
Longitudinal studies or experimental designs would be needed to
address causality more robustly, but these may be beyond the scope of
this research.
• Focus on Specific 4IR Technologies: The study's focus on specific
4IR technologies (AI/ML, IoT, Big Data, Social Media) might exclude
other relevant technologies that could also influence learning
motivations. Future research could broaden the scope to include a
wider range of 4IR technologies.
• Dynamic Nature of 4IR: The rapid evolution of 4IR technologies
means that the findings may become less relevant over time.
Continuous research and updates are necessary to understand the
long-term impact of 4IR on employee learning.
• Access to Organizations: Gaining access to organizations willing to
participate in the study can be challenging. The cooperation and
willingness of employees to participate will also impact the data
collection process.
• Half-hearted response by respondents: Many a times the
respondents fill the survey in lackadaiascal manner which does not
reflects what they truly believe in.
 • Time Constraints: Time constraints may lead to situation whereby
sample size chosen for study and analysis may not the ideal one
(smaller and less diverse than actual workforce).

By acknowledging these limitations, the research aims to provide a valuable

contribution to the understanding of employee learning in the context of the
4IR. The findings will offer practical implications for organizations seeking to
create a learning-oriented environment that motivates employees to adapt
and thrive in the changing world of work.

Research Methodology

1. Research Approach

• Mixed-methods approach: Combining quantitative (survey-based)

and qualitative (interviews/focus groups) methods to gain
comprehensive insights into employee learning motivations in 4IR-
dominated organizations.
2. Research Type

• Descriptive & Exploratory:

◦ Descriptive to expound key factors influencing learning
motivation.
◦ Exploratory to uncover deeper insights into organizational and
technological influences on L&D motivation.
3. Data Collection Methods

• Primary Data:
◦ Survey (structured questionnaire) to collect quantitative data from
employees across different industries. Google Forms were used
to collect data from employees working at various levels across
different industries.
◦ Interviews/Focus Groups with employees working across
different industries using whatsapp conference call feature for
gaining qualitative insights.
• Secondary Data:
◦ Literature review on L&D motivation, 4IR technologies, and
organizational learning culture.
4. Sampling Strategy

• Sampling Method: Stratified random sampling (to ensure representation

across industries, job levels, and demographics).
• Target Population: Employees working in organizations that are using
4IR technologies.
• Sample Size:
 ◦ Quantitative: 200 respondents for statistical significance.
◦ Qualitative: 20-30 participants for in-depth thematic analysis.
5. Data Analysis Techniques

• Quantitative Analysis:
◦ Descriptive Statistics (Mean, Standard Deviation, Frequency
Distribution)
◦ Inferential Statistics (Regression Analysis, ANOVA, Structural
Equation Modeling (SEM) using SPSS)
• Qualitative Analysis:
◦ Thematic analysis using NVivo to identify patterns in interview
responses.

6. Ethical Consideration

• Informed consent from participants.

• Anonymity and confidentiality of responses.
• Compliance with ethical research guidelines.

Data Analysis and Interpretation

Implication

Conclusions

Suggestions

Refference

1. Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the

facilitation of intrinsic motivation, social development, and well-being.
American Psychologist, 55(1), 68–78.
2. Vroom, V. H. (1964). Work and motivation. Wiley.
3. Yoon, J., & Park, S. (2015). A Study on the Effects of Intrinsic Motivation
on Learning Outcomes in Online Learning Environments. Korean Journal
of Educational Technology, 31(1), 1-22.
4. Singh, R. (2013). The Impact of Intrinsic and Extrinsic Motivators on
Employee Engagement in Information [Link] of Education
for Library and Information Science, 1 54(1), 54-68.
5. Amabile, T. M. (1990). The social psychology of creativity. Springer-Verlag
6. World Economic Forum. (2020). The Future of Jobs Report 2020.
s

7. Deci, E. L., Koestner, R., & Ryan, R. M. (1999). A meta-analytic review of

experiments examining the effects of extrinsic rewards on intrinsic
motivation. Psychological Bulletin, 125(6), 627–668
8. Ozcelik, A., & Karatepe, O. M. (2017). The effects of organizational
support and career satisfaction on turnover intention: The mediating role of
job embeddedness. Tourism Management, 60, 97-107.
9. Longenecker, C. O., & Fink, L. D. (2019). Maintaining Professional
Competence: Motivations and Strategies of Experienced Professionals.
Adult Education Quarterly, 69(2), 127-145.
[Link], P. M. (1990). The fifth discipline: The art and practice of the
learning organization. Doubleday/Currency.
[Link], S. W., & Park, S. Y. (2018). The Effects of Perceived Organizational
Support and Intrinsic Motivation on Organizational Citizenship Behavior:
The Mediating Role of Job Satisfaction. Sustainability, 10(10), 362
[Link], T. A., Bono, J. E., & Locke, E. A. (2001). Personality and job
satisfaction: The mediating role of job characteristics. Journal of Applied
Psychology, 86(3), 237–249
[Link], R., & Burke, R. J. (2019). Developing a learning organization: A
systems approach. Management Learning, 50(1), 7-22.
[Link], M. (2018). Artificial intelligence in education: What, why, and how.
In Handbook of research on educational communications and technology
(pp. 821-837). Springer, Cham
[Link], G. (2010). Leadership in organizations (7th ed.). Pearson.
[Link], S. (2017). Microlearning: What it is and how to use it.
Training Industry Magazine.
[Link] Jr, F. J. (2014). Survey research methods (5th ed.). Sage
Publications.
[Link], A. (2013). Discovering statistics using IBM SPSS statistics (4th ed.).
Sage Publications.

Appendices

Questionnaire on Employee
Learning Motivations and
Behaviours in the Context of Fourth
Industrial Revolution (4IR)
Organizations

Introduction

Thank you for taking the time to complete this questionnaire. This study (purely for
academic purposes) aims to understand employee learning motivations and
behaviours in organizations undergoing significant changes due to the Fourth
Industrial Revolution (4IR). Your honest feedback will be crucial in helping us
understand what motivates employees to learn and develop new skills in this
evolving work environment.

Instructions

Please read each question carefully and select the answer that best reflects your
knowledge of facts, experiences or opinions.

The questions in this questionnaire are likely to help you introspect on your learning
motivations, skill-sets, personal characteristics and organisational experiences.
Few minutes of this survey form filling will help you answer questions about your
skill-development and learning preferences, and help in career planning.

P.S. This survey contains a completion code for [Link]

P.S: This survey contains Karma to get free survey responses at [Link]

PS: SurveyCircle users receive points for their participation, which can be used to
recruit free survey participants at [Link]

Email *

[Link]@[Link]

1. What is your age?

18-24

25-34

35-44

45-54

55 or more
2. What is your Gender?

Male

Female

Transgender

Prefer not to disclose

3. What is your education level?

High-school diploma or equivalent

Associate's Degree

Bachelor's Degree

Master's Degree

Doctoral Degree or Equivalent

4. What is your job-title?

Consultant
5. In which department do you work?

HR

6. How many years have you been working in your current organisation?

7. To what extent do you agree with the following statements about your
desire to learn and develop new skills?

a. I am interested in learning new things to improve my knowledge and skills.

Strongly Disagree

Disagree

Neither Agree or Disagree

Agree

Strongly Agree
b. Learning new things helps me feel challenged and stimulated.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

c. I believe that learning and development is essential for career growth

Strongly disagree

Disagree

Neutral

Agree

Strongly Agree
d. I am motivated to learn new skills that will help me be more effective in my
job.

Strongly Diasagree

Disagree

Neither Agree or Disagree

Agree

Strongly Agree

e. Learning new things helps me feel a sense of accomplishment.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree
8. How often do you seek out opportunities to learn and develop new skills
on your own (e.g., online courses, reading industry publications)?

Never

Rarely

Sometimes

Often

Always

9. Please describe what motivates you most to learn and develop new skills
in your current role.

As technology improves I learn skills to keep relevant in the industry

10. To what extent do you agree with the following statements about the role
of your organization in supporting your learning and development?

a. My organization provides me with opportunities to learn and develop new

skills (e.g., training programs, conferences).

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

b. My manager encourages me to learn and develop new skills.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree
c. My organization rewards employees who develop new skills (e.g.,
promotions, bonuses, etc).

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

d. My organization has a culture that values learning and development.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree
e. I feel supported by my organization in my efforts to learn and develop new
skills.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

f. My organisation provides financial incentives for learning and development

No

Yes, but that is not a motivation to pursue learning and development

programs

Yes, and they provide strong motivation to pursue learning and development
programs
g. My organisation provides career advancement opportunities based upon
learning and development?

No

Yes, but that is not a motivation to pursue learning and development

programs

Yes, and they provide strong motivation to pursue learning and development
programs

h. My organisation provides recognition for successfully completing learning

and development programs

No

Yes, but that is not a motivation to pursue learning and development

programs

Yes, and they provide strong motivation to pursue learning and development
programs
11. How satisfied are you with the following aspects of your organization's
learning and development programs?

a. Availability of training programs

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied

b. Quality of training programs

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied
c. Relevance of training programs to your job

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied

d. Opportunities to apply what you learn in training programs

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied

12. Please describe any challenges you face in accessing or participating in

learning and development opportunities within your organization.

linited opportunities given

13. How comfortable are you using new technologies (e.g., AI, machine
learning, big data)?

Not comfortable at all

Somewhat uncomfortable

Neutral

Somewhat willing

Very willing

14. Please describe any personal traits (For [Link] age, your education
level, your openness to newer experiences, your faith in yourself to complete
new learnings, your length of Experience, etc.) that motivate or hinder you
from learning and developing new skills.

age
15. To what extent do you believe that the use of 4IR technologies (e.g., AI,
machine learning, big data) will impact the skills required for your job in the
future?

No impact

Minor impact

Moderate impact

Significant impact

Very significant impact

16. How confident are you that you have the skills necessary to adapt to the
changing demands of your job due to 4IR technologies?

Not confident at all

Somewhat not confident

Neutral

Somewhat confident

Very confident
17.
Do you think features such as personalised training courses, on-the-go
training, mobile based e-learning, bite-sized learning, etc. have improved
your motivation to pursue training courses?

No impact

Minor impact

Moderate impact

Significant impact

Very significant impact

18.
Do you think features such as personalised training courses, on-the-go
training, mobile based e-learning, bite-sized learning, etc. have improved
your experience of learning and development initiatives taken by your
company?

No impact

Minor impact

Moderate impact

Significant impact

Very significant impact

19.
Please describe how the use of 4IR technologies (AI, machine learning,
social media technology, mobile technology) in your organization has
influenced your motivation to learn and develop new skills. How your
compare new age technology based learning with traditional learning
practices such as instructor led live training?

4IR is a great way to learn and new skills. Though new age tech based learning is
faster n conventient way of learning but instructor led learning has its own advanges.
Interactive discussion which you can’t do with tech based learning.

20. How do you use official company social-media pages ((Linkedin,

Instagram, X, Facebook, etc.) for learning about new products, new
technologies, industry trends, work styles, leadership opinions, expert says,
etc.

I rarely visit company social-media pages

I occasionally visit company social-media pages and pick up information

I daily visit company social-media pages and casually read what is updated

I regularly visit company social-media pages and consider posts as reliable

source of learning

I am addicted to company social-media pages, thoroughly consume every bit

of information updates and find them to be an excellent method of
professional development.

This content is neither created nor endorsed by Google.

Forms
Questionnaire on Employee
Learning Motivations and
Behaviours in the Context of Fourth
Industrial Revolution (4IR)
Organizations

Introduction

Thank you for taking the time to complete this questionnaire. This study (purely for
academic purposes) aims to understand employee learning motivations and
behaviours in organizations undergoing significant changes due to the Fourth
Industrial Revolution (4IR). Your honest feedback will be crucial in helping us
understand what motivates employees to learn and develop new skills in this
evolving work environment.

Instructions

Please read each question carefully and select the answer that best reflects your
knowledge of facts, experiences or opinions.

The questions in this questionnaire are likely to help you introspect on your learning
motivations, skill-sets, personal characteristics and organisational experiences.
Few minutes of this survey form filling will help you answer questions about your
skill-development and learning preferences, and help in career planning.

P.S. This survey contains a completion code for [Link]

P.S: This survey contains Karma to get free survey responses at [Link]

PS: SurveyCircle users receive points for their participation, which can be used to
recruit free survey participants at [Link]

Email *

abhisheksaini1005@[Link]

1. What is your age?

18-24

25-34

35-44

45-54

55 or more
2. What is your Gender?

Male

Female

Transgender

Prefer not to disclose

3. What is your education level?

High-school diploma or equivalent

Associate's Degree

Bachelor's Degree

Master's Degree

Doctoral Degree or Equivalent

4. What is your job-title?

Additional Assistant Engineer

5. In which department do you work?

PSTCL

6. How many years have you been working in your current organisation?

6.5 years

7. To what extent do you agree with the following statements about your
desire to learn and develop new skills?

a. I am interested in learning new things to improve my knowledge and skills.

Strongly Disagree

Disagree

Neither Agree or Disagree

Agree

Strongly Agree
b. Learning new things helps me feel challenged and stimulated.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

c. I believe that learning and development is essential for career growth

Strongly disagree

Disagree

Neutral

Agree

Strongly Agree
d. I am motivated to learn new skills that will help me be more effective in my
job.

Strongly Diasagree

Disagree

Neither Agree or Disagree

Agree

Strongly Agree

e. Learning new things helps me feel a sense of accomplishment.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree
8. How often do you seek out opportunities to learn and develop new skills
on your own (e.g., online courses, reading industry publications)?

Never

Rarely

Sometimes

Often

Always

9. Please describe what motivates you most to learn and develop new skills
in your current role.

As I am in engineering field which keeps on changing as the time goes by, hence, in
order to be well versed with this changing technological environment I have to
become synchronous with it...this motivates me to learn and adapt to these changes.
10. To what extent do you agree with the following statements about the role
of your organization in supporting your learning and development?

a. My organization provides me with opportunities to learn and develop new

skills (e.g., training programs, conferences).

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

b. My manager encourages me to learn and develop new skills.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree
c. My organization rewards employees who develop new skills (e.g.,
promotions, bonuses, etc).

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

d. My organization has a culture that values learning and development.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree
e. I feel supported by my organization in my efforts to learn and develop new
skills.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

f. My organisation provides financial incentives for learning and development

No

Yes, but that is not a motivation to pursue learning and development

programs

Yes, and they provide strong motivation to pursue learning and development
programs
g. My organisation provides career advancement opportunities based upon
learning and development?

No

Yes, but that is not a motivation to pursue learning and development

programs

Yes, and they provide strong motivation to pursue learning and development
programs

h. My organisation provides recognition for successfully completing learning

and development programs

No

Yes, but that is not a motivation to pursue learning and development

programs

Yes, and they provide strong motivation to pursue learning and development
programs
11. How satisfied are you with the following aspects of your organization's
learning and development programs?

a. Availability of training programs

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied

b. Quality of training programs

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied
c. Relevance of training programs to your job

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied

d. Opportunities to apply what you learn in training programs

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied

12. Please describe any challenges you face in accessing or participating in

learning and development opportunities within your organization.

Nil
13. How comfortable are you using new technologies (e.g., AI, machine
learning, big data)?

Not comfortable at all

Somewhat uncomfortable

Neutral

Somewhat willing

Very willing

14. Please describe any personal traits (For [Link] age, your education
level, your openness to newer experiences, your faith in yourself to complete
new learnings, your length of Experience, etc.) that motivate or hinder you
from learning and developing new skills.

My age, educational qualification and openness to newer experiences motivates me

to learn new things.
15. To what extent do you believe that the use of 4IR technologies (e.g., AI,
machine learning, big data) will impact the skills required for your job in the
future?

No impact

Minor impact

Moderate impact

Significant impact

Very significant impact

16. How confident are you that you have the skills necessary to adapt to the
changing demands of your job due to 4IR technologies?

Not confident at all

Somewhat not confident

Neutral

Somewhat confident

Very confident
17.
Do you think features such as personalised training courses, on-the-go
training, mobile based e-learning, bite-sized learning, etc. have improved
your motivation to pursue training courses?

No impact

Minor impact

Moderate impact

Significant impact

Very significant impact

18.
Do you think features such as personalised training courses, on-the-go
training, mobile based e-learning, bite-sized learning, etc. have improved
your experience of learning and development initiatives taken by your
company?

No impact

Minor impact

Moderate impact

Significant impact

Very significant impact

19.
Please describe how the use of 4IR technologies (AI, machine learning,
social media technology, mobile technology) in your organization has
influenced your motivation to learn and develop new skills. How your
compare new age technology based learning with traditional learning
practices such as instructor led live training?

NA

20. How do you use official company social-media pages ((Linkedin,

Instagram, X, Facebook, etc.) for learning about new products, new
technologies, industry trends, work styles, leadership opinions, expert says,
etc.

I rarely visit company social-media pages

I occasionally visit company social-media pages and pick up information

I daily visit company social-media pages and casually read what is updated

I regularly visit company social-media pages and consider posts as reliable

source of learning

I am addicted to company social-media pages, thoroughly consume every bit

of information updates and find them to be an excellent method of
professional development.

This content is neither created nor endorsed by Google.

Forms
Questionnaire on Employee
Learning Motivations and
Behaviours in the Context of Fourth
Industrial Revolution (4IR)
Organizations

Introduction

Thank you for taking the time to complete this questionnaire. This study (purely for
academic purposes) aims to understand employee learning motivations and
behaviours in organizations undergoing significant changes due to the Fourth
Industrial Revolution (4IR). Your honest feedback will be crucial in helping us
understand what motivates employees to learn and develop new skills in this
evolving work environment.

Instructions

Please read each question carefully and select the answer that best reflects your
knowledge of facts, experiences or opinions.

The questions in this questionnaire are likely to help you introspect on your learning
motivations, skill-sets, personal characteristics and organisational experiences.
Few minutes of this survey form filling will help you answer questions about your
skill-development and learning preferences, and help in career planning.

P.S. This survey contains a completion code for [Link]

P.S: This survey contains Karma to get free survey responses at [Link]

PS: SurveyCircle users receive points for their participation, which can be used to
recruit free survey participants at [Link]

Email *

Naikmusarrat@[Link]

1. What is your age?

18-24

25-34

35-44

45-54

55 or more
2. What is your Gender?

Male

Female

Transgender

Prefer not to disclose

3. What is your education level?

High-school diploma or equivalent

Associate's Degree

Bachelor's Degree

Master's Degree

Doctoral Degree or Equivalent

4. What is your job-title?

Executive
5. In which department do you work?

Ad Operations

6. How many years have you been working in your current organisation?

7. To what extent do you agree with the following statements about your
desire to learn and develop new skills?

a. I am interested in learning new things to improve my knowledge and skills.

Strongly Disagree

Disagree

Neither Agree or Disagree

Agree

Strongly Agree
b. Learning new things helps me feel challenged and stimulated.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

c. I believe that learning and development is essential for career growth

Strongly disagree

Disagree

Neutral

Agree

Strongly Agree
d. I am motivated to learn new skills that will help me be more effective in my
job.

Strongly Diasagree

Disagree

Neither Agree or Disagree

Agree

Strongly Agree

e. Learning new things helps me feel a sense of accomplishment.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree
8. How often do you seek out opportunities to learn and develop new skills
on your own (e.g., online courses, reading industry publications)?

Never

Rarely

Sometimes

Often

Always

9. Please describe what motivates you most to learn and develop new skills
in your current role.

New industry trends

10. To what extent do you agree with the following statements about the role
of your organization in supporting your learning and development?

a. My organization provides me with opportunities to learn and develop new

skills (e.g., training programs, conferences).

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

b. My manager encourages me to learn and develop new skills.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree
c. My organization rewards employees who develop new skills (e.g.,
promotions, bonuses, etc).

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

d. My organization has a culture that values learning and development.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree
e. I feel supported by my organization in my efforts to learn and develop new
skills.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

f. My organisation provides financial incentives for learning and development

No

Yes, but that is not a motivation to pursue learning and development

programs

Yes, and they provide strong motivation to pursue learning and development
programs
g. My organisation provides career advancement opportunities based upon
learning and development?

No

Yes, but that is not a motivation to pursue learning and development

programs

Yes, and they provide strong motivation to pursue learning and development
programs

h. My organisation provides recognition for successfully completing learning

and development programs

No

Yes, but that is not a motivation to pursue learning and development

programs

Yes, and they provide strong motivation to pursue learning and development
programs
11. How satisfied are you with the following aspects of your organization's
learning and development programs?

a. Availability of training programs

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied

b. Quality of training programs

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied
c. Relevance of training programs to your job

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied

d. Opportunities to apply what you learn in training programs

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied

12. Please describe any challenges you face in accessing or participating in

learning and development opportunities within your organization.

No challenges
13. How comfortable are you using new technologies (e.g., AI, machine
learning, big data)?

Not comfortable at all

Somewhat uncomfortable

Neutral

Somewhat willing

Very willing

14. Please describe any personal traits (For [Link] age, your education
level, your openness to newer experiences, your faith in yourself to complete
new learnings, your length of Experience, etc.) that motivate or hinder you
from learning and developing new skills.

I m open to new experiences

15. To what extent do you believe that the use of 4IR technologies (e.g., AI,
machine learning, big data) will impact the skills required for your job in the
future?

No impact

Minor impact

Moderate impact

Significant impact

Very significant impact

16. How confident are you that you have the skills necessary to adapt to the
changing demands of your job due to 4IR technologies?

Not confident at all

Somewhat not confident

Neutral

Somewhat confident

Very confident
17.
Do you think features such as personalised training courses, on-the-go
training, mobile based e-learning, bite-sized learning, etc. have improved
your motivation to pursue training courses?

No impact

Minor impact

Moderate impact

Significant impact

Very significant impact

18.
Do you think features such as personalised training courses, on-the-go
training, mobile based e-learning, bite-sized learning, etc. have improved
your experience of learning and development initiatives taken by your
company?

No impact

Minor impact

Moderate impact

Significant impact

Very significant impact

19.
Please describe how the use of 4IR technologies (AI, machine learning,
social media technology, mobile technology) in your organization has
influenced your motivation to learn and develop new skills. How your
compare new age technology based learning with traditional learning
practices such as instructor led live training?

Ok

20. How do you use official company social-media pages ((Linkedin,

Instagram, X, Facebook, etc.) for learning about new products, new
technologies, industry trends, work styles, leadership opinions, expert says,
etc.

I rarely visit company social-media pages

I occasionally visit company social-media pages and pick up information

I daily visit company social-media pages and casually read what is updated

I regularly visit company social-media pages and consider posts as reliable

source of learning

I am addicted to company social-media pages, thoroughly consume every bit

of information updates and find them to be an excellent method of
professional development.

This content is neither created nor endorsed by Google.

Forms
Questionnaire on Employee
Learning Motivations and
Behaviours in the Context of Fourth
Industrial Revolution (4IR)
Organizations

Introduction

Thank you for taking the time to complete this questionnaire. This study (purely for
academic purposes) aims to understand employee learning motivations and
behaviours in organizations undergoing significant changes due to the Fourth
Industrial Revolution (4IR). Your honest feedback will be crucial in helping us
understand what motivates employees to learn and develop new skills in this
evolving work environment.

Instructions

Please read each question carefully and select the answer that best reflects your
knowledge of facts, experiences or opinions.

The questions in this questionnaire are likely to help you introspect on your learning
motivations, skill-sets, personal characteristics and organisational experiences.
Few minutes of this survey form filling will help you answer questions about your
skill-development and learning preferences, and help in career planning.

P.S. This survey contains a completion code for [Link]

P.S: This survey contains Karma to get free survey responses at [Link]

PS: SurveyCircle users receive points for their participation, which can be used to
recruit free survey participants at [Link]

Email *

satyam@[Link]

1. What is your age?

18-24

25-34

35-44

45-54

55 or more
2. What is your Gender?

Male

Female

Transgender

Prefer not to disclose

3. What is your education level?

High-school diploma or equivalent

Associate's Degree

Bachelor's Degree

Master's Degree

Doctoral Degree or Equivalent

4. What is your job-title?

5. In which department do you work?

Education

6. How many years have you been working in your current organisation?

7. To what extent do you agree with the following statements about your
desire to learn and develop new skills?

a. I am interested in learning new things to improve my knowledge and skills.

Strongly Disagree

Disagree

Neither Agree or Disagree

Agree

Strongly Agree
b. Learning new things helps me feel challenged and stimulated.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

c. I believe that learning and development is essential for career growth

Strongly disagree

Disagree

Neutral

Agree

Strongly Agree
d. I am motivated to learn new skills that will help me be more effective in my
job.

Strongly Diasagree

Disagree

Neither Agree or Disagree

Agree

Strongly Agree

e. Learning new things helps me feel a sense of accomplishment.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree
8. How often do you seek out opportunities to learn and develop new skills
on your own (e.g., online courses, reading industry publications)?

Never

Rarely

Sometimes

Often

Always

9. Please describe what motivates you most to learn and develop new skills
in your current role.

required to keep pace with technology

10. To what extent do you agree with the following statements about the role
of your organization in supporting your learning and development?

a. My organization provides me with opportunities to learn and develop new

skills (e.g., training programs, conferences).

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

b. My manager encourages me to learn and develop new skills.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree
c. My organization rewards employees who develop new skills (e.g.,
promotions, bonuses, etc).

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

d. My organization has a culture that values learning and development.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree
e. I feel supported by my organization in my efforts to learn and develop new
skills.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

f. My organisation provides financial incentives for learning and development

No

Yes, but that is not a motivation to pursue learning and development

programs

Yes, and they provide strong motivation to pursue learning and development
programs
g. My organisation provides career advancement opportunities based upon
learning and development?

No

Yes, but that is not a motivation to pursue learning and development

programs

Yes, and they provide strong motivation to pursue learning and development
programs

h. My organisation provides recognition for successfully completing learning

and development programs

No

Yes, but that is not a motivation to pursue learning and development

programs

Yes, and they provide strong motivation to pursue learning and development
programs
11. How satisfied are you with the following aspects of your organization's
learning and development programs?

a. Availability of training programs

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied

b. Quality of training programs

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied
c. Relevance of training programs to your job

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied

d. Opportunities to apply what you learn in training programs

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied

12. Please describe any challenges you face in accessing or participating in

learning and development opportunities within your organization.
13. How comfortable are you using new technologies (e.g., AI, machine
learning, big data)?

Not comfortable at all

Somewhat uncomfortable

Neutral

Somewhat willing

Very willing

14. Please describe any personal traits (For [Link] age, your education
level, your openness to newer experiences, your faith in yourself to complete
new learnings, your length of Experience, etc.) that motivate or hinder you
from learning and developing new skills.
15. To what extent do you believe that the use of 4IR technologies (e.g., AI,
machine learning, big data) will impact the skills required for your job in the
future?

No impact

Minor impact

Moderate impact

Significant impact

Very significant impact

16. How confident are you that you have the skills necessary to adapt to the
changing demands of your job due to 4IR technologies?

Not confident at all

Somewhat not confident

Neutral

Somewhat confident

Very confident
17.
Do you think features such as personalised training courses, on-the-go
training, mobile based e-learning, bite-sized learning, etc. have improved
your motivation to pursue training courses?

No impact

Minor impact

Moderate impact

Significant impact

Very significant impact

18.
Do you think features such as personalised training courses, on-the-go
training, mobile based e-learning, bite-sized learning, etc. have improved
your experience of learning and development initiatives taken by your
company?

No impact

Minor impact

Moderate impact

Significant impact

Very significant impact

19.
Please describe how the use of 4IR technologies (AI, machine learning,
social media technology, mobile technology) in your organization has
influenced your motivation to learn and develop new skills. How your
compare new age technology based learning with traditional learning
practices such as instructor led live training?

20. How do you use official company social-media pages ((Linkedin,

Instagram, X, Facebook, etc.) for learning about new products, new
technologies, industry trends, work styles, leadership opinions, expert says,
etc.

I rarely visit company social-media pages

I occasionally visit company social-media pages and pick up information

I daily visit company social-media pages and casually read what is updated

I regularly visit company social-media pages and consider posts as reliable

source of learning

I am addicted to company social-media pages, thoroughly consume every bit

of information updates and find them to be an excellent method of
professional development.

This content is neither created nor endorsed by Google.

Forms
Questionnaire on Employee
Learning Motivations and
Behaviours in the Context of Fourth
Industrial Revolution (4IR)
Organizations

Introduction

Thank you for taking the time to complete this questionnaire. This study (purely for
academic purposes) aims to understand employee learning motivations and
behaviours in organizations undergoing significant changes due to the Fourth
Industrial Revolution (4IR). Your honest feedback will be crucial in helping us
understand what motivates employees to learn and develop new skills in this
evolving work environment.

Instructions

Please read each question carefully and select the answer that best reflects your
knowledge of facts, experiences or opinions.

The questions in this questionnaire are likely to help you introspect on your learning
motivations, skill-sets, personal characteristics and organisational experiences.
Few minutes of this survey form filling will help you answer questions about your
skill-development and learning preferences, and help in career planning.

P.S. This survey contains a completion code for [Link]

P.S: This survey contains Karma to get free survey responses at [Link]

PS: SurveyCircle users receive points for their participation, which can be used to
recruit free survey participants at [Link]

Email *

siva.nalluri2012@[Link]

1. What is your age?

18-24

25-34

35-44

45-54

55 or more
2. What is your Gender?

Male

Female

Transgender

Prefer not to disclose

3. What is your education level?

High-school diploma or equivalent

Associate's Degree

Bachelor's Degree

Master's Degree

Doctoral Degree or Equivalent

4. What is your job-title?

Silicon architect - senior engineer

5. In which department do you work?

Silicon performance Architecture

6. How many years have you been working in your current organisation?

7. To what extent do you agree with the following statements about your
desire to learn and develop new skills?

a. I am interested in learning new things to improve my knowledge and skills.

Strongly Disagree

Disagree

Neither Agree or Disagree

Agree

Strongly Agree
b. Learning new things helps me feel challenged and stimulated.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

c. I believe that learning and development is essential for career growth

Strongly disagree

Disagree

Neutral

Agree

Strongly Agree
d. I am motivated to learn new skills that will help me be more effective in my
job.

Strongly Diasagree

Disagree

Neither Agree or Disagree

Agree

Strongly Agree

e. Learning new things helps me feel a sense of accomplishment.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree
8. How often do you seek out opportunities to learn and develop new skills
on your own (e.g., online courses, reading industry publications)?

Never

Rarely

Sometimes

Often

Always

9. Please describe what motivates you most to learn and develop new skills
in your current role.

Career growth
10. To what extent do you agree with the following statements about the role
of your organization in supporting your learning and development?

a. My organization provides me with opportunities to learn and develop new

skills (e.g., training programs, conferences).

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

b. My manager encourages me to learn and develop new skills.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree
c. My organization rewards employees who develop new skills (e.g.,
promotions, bonuses, etc).

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

d. My organization has a culture that values learning and development.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree
e. I feel supported by my organization in my efforts to learn and develop new
skills.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

f. My organisation provides financial incentives for learning and development

No

Yes, but that is not a motivation to pursue learning and development

programs

Yes, and they provide strong motivation to pursue learning and development
programs
g. My organisation provides career advancement opportunities based upon
learning and development?

No

Yes, but that is not a motivation to pursue learning and development

programs

Yes, and they provide strong motivation to pursue learning and development
programs

h. My organisation provides recognition for successfully completing learning

and development programs

No

Yes, but that is not a motivation to pursue learning and development

programs

Yes, and they provide strong motivation to pursue learning and development
programs
11. How satisfied are you with the following aspects of your organization's
learning and development programs?

a. Availability of training programs

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied

b. Quality of training programs

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied
c. Relevance of training programs to your job

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied

d. Opportunities to apply what you learn in training programs

Very Dissatisfied

Dissatisfied

Neither satisfied nor dissatisfied

Satisfied

Very Satisfied

12. Please describe any challenges you face in accessing or participating in

learning and development opportunities within your organization.

Time and schedule

13. How comfortable are you using new technologies (e.g., AI, machine
learning, big data)?

Not comfortable at all

Somewhat uncomfortable

Neutral

Somewhat willing

Very willing

14. Please describe any personal traits (For [Link] age, your education
level, your openness to newer experiences, your faith in yourself to complete
new learnings, your length of Experience, etc.) that motivate or hinder you
from learning and developing new skills.

Life itself is incremental learning

15. To what extent do you believe that the use of 4IR technologies (e.g., AI,
machine learning, big data) will impact the skills required for your job in the
future?

No impact

Minor impact

Moderate impact

Significant impact

Very significant impact

16. How confident are you that you have the skills necessary to adapt to the
changing demands of your job due to 4IR technologies?

Not confident at all

Somewhat not confident

Neutral

Somewhat confident

Very confident
17.
Do you think features such as personalised training courses, on-the-go
training, mobile based e-learning, bite-sized learning, etc. have improved
your motivation to pursue training courses?

No impact

Minor impact

Moderate impact

Significant impact

Very significant impact

18.
Do you think features such as personalised training courses, on-the-go
training, mobile based e-learning, bite-sized learning, etc. have improved
your experience of learning and development initiatives taken by your
company?

No impact

Minor impact

Moderate impact

Significant impact

Very significant impact

19.
Please describe how the use of 4IR technologies (AI, machine learning,
social media technology, mobile technology) in your organization has
influenced your motivation to learn and develop new skills. How your
compare new age technology based learning with traditional learning
practices such as instructor led live training?

Neutral

20. How do you use official company social-media pages ((Linkedin,

Instagram, X, Facebook, etc.) for learning about new products, new
technologies, industry trends, work styles, leadership opinions, expert says,
etc.

I rarely visit company social-media pages

I occasionally visit company social-media pages and pick up information

I daily visit company social-media pages and casually read what is updated

I regularly visit company social-media pages and consider posts as reliable

source of learning

I am addicted to company social-media pages, thoroughly consume every bit

of information updates and find them to be an excellent method of
professional development.

This content is neither created nor endorsed by Google.

Forms