After at their own pace and had

After
the survey majority of employees (74 %) believed that eLearning leads to higher
job satisfaction, but only 38% were satisfied with eLearning at their job. This
disconnection is probably due to the lack of proper training and usage of eLearning
systems  the fact that few employees use eLearning
on a daily basis. Even the one who use eLearning regularly are not properly equipped with the training needed
to be effective and efficient. The researchers agreed with a study by Voce
(2007), which reported that employees were not currently using eLearning,
because they were not sure of eLearning possibilities, they did not have the
time, and thought eLearning was not relevant to their jobs. The current study say
that there were employees who lacked confidence, and disliked eLearning
technology. Surveyed participants

expressed dissatisfaction for the following reasons: poor quality of eLearning products,lack 

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of accessories,
lack of support in learning a new system, and poor Internet connectivity.

According to the current study’s results, such dissatisfaction has contributed
to lower job satisfaction. However, the results also showed that there were
satisfied employees who were able to enjoy current technology, because they
learned at their own pace and had access to training opportunities that led to
development. The impact of eLearning on job performance cannot be
underestimated. eLearning continues to become a leading instructional method in
workplaces across organizations of various sectors and of varying sizes
(Kramer, 2007). With 41.9% of study participants saying their jobs have been
easier, and 63.5% stating that eLearning has been beneficial to their work, it
is important for corporate leaders to rethink the way eLearning initiatives are implemented in their organizations. How employees react to
eLearning can affect the overall performance of the organization.

After
the survey majority of employees (74 %) believed that eLearning leads to higher
job satisfaction, but only 38% were satisfied with eLearning at their job. This
disconnection is probably due to the lack of proper training and usage of eLearning
systems  the fact that few employees use eLearning
on a daily basis. Even the one who use eLearning regularly are not properly equipped with the training needed
to be effective and efficient. The researchers agreed with a study by Voce
(2007), which reported that employees were not currently using eLearning,
because they were not sure of eLearning possibilities, they did not have the
time, and thought eLearning was not relevant to their jobs. The current study say
that there were employees who lacked confidence, and disliked eLearning
technology. Surveyed participants

expressed dissatisfaction for the following reasons: poor quality of eLearning products,lack 

We Will Write a Custom Essay Specifically
For You For Only $13.90/page!


order now

of accessories,
lack of support in learning a new system, and poor Internet connectivity.

According to the current study’s results, such dissatisfaction has contributed
to lower job satisfaction. However, the results also showed that there were
satisfied employees who were able to enjoy current technology, because they
learned at their own pace and had access to training opportunities that led to
development. The impact of eLearning on job performance cannot be
underestimated. eLearning continues to become a leading instructional method in
workplaces across organizations of various sectors and of varying sizes
(Kramer, 2007). With 41.9% of study participants saying their jobs have been
easier, and 63.5% stating that eLearning has been beneficial to their work, it
is important for corporate leaders to rethink the way eLearning initiatives are implemented in their organizations. How employees react to
eLearning can affect the overall performance of the organization.

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