Creating opportunities for the further enhancement of cross-cultural communication and the active promotion of innovation is a crucial step in promoting the further economic and social development not only in the environment of a specific state but also on the global level. Herein the significance of placing the research in the context of the global market lies. By studying the constraints experienced by organizations on the way to the enhancement of learning culture and designing the strategies for addressing the problem and encouraging the principles of learning culture and introducing innovations into the environment of a company despite possible obstacles as the basis for the further communication process, one will be able to provide the foundation for an all-embracive framework for managing cross-cultural communication process on a global level. In other words, companies representing other cultures and ethnicities will benefit extensively from an in-depth analysis of the approaches that are currently used by companies promoting the active learning and innovation, the challenges faced in the course of the identified activities, and the tools that can be used to reinforce the development of culture-based communication and successful learning. While the identified setting admittedly has several characteristics that make it clearly unique and, therefore, contribute to a significant degree of research results’ specificity, it can also be used to manage similar problems in the global setting. As a result, a massive improvement in the process of helping staff learn culture-related skills and be innovative in their decision-making can be built.
It would be wrong to assume that the significance of promoting the active acquisition of the relevant knowledge and skills by employees has been neglected by global companies. Quite on the contrary, there has been a propensity toward investing in the further professional development of staff members, particularly, the introduction of courses and other opportunities for the target population to acquire the necessary abilities and even professional character traits that could assist them in excelling in their performance (Asher 2016). The significance of investing a large amount of a company’s financial resources in the development of its staff and the shaping of their corporate values and ethics has been emphasized by Baycan (2016).
In addition, although the concepts of culture-oriented corporate strategies and the promotion of innovations might seem detached from each other, recent studies have proven that there is a tangible connection between the two. Particularly, Brettel and Cleven (2011) claim that the reinforcement of the importance of cooperation, ethical standards, and other essential components of the corporate philosophy allows for the creation of the environment in which the productivity of staff members increases consistently. As a result, the premise for the active promotion of innovative thinking is provided.
Herein lies the importance of determining the drivers behind the training process aimed at fostering the philosophy of learning and innovation as the essential corporate values. By studying the subject matter closer, one will be able to design the environment in which the effects of the forces driving the economic growth can be enhanced significantly. Furthermore, the scrutiny of the factors that allow fostering learning culture in the context of global companies will allow exploring the chances of increasing the levels of diversity. As a result, strategies for a more efficient intercultural and international dialogue can be designed successfully, thus, contributing extensively to the further economic progress of the firms operating in the realm of the global market.
The issues associated with the successful management of innovations and the introduction of the principles of the consistent learning serve as the foundation for decision-making and the essential idea behind the corporate philosophy of the organization. The lessons learned from the case under analysis will help improve the performance of companies all over the world. Therefore, by addressing the subject matter on a statewide level, one will be able to come up with the framework for managing the issues associated with innovation and learning culture in the workplace that can be deemed is applicable to the environment of other states.
Indeed, the importance of encouraging staff to acquire new skills and knowledge on a regular basis, especially as far as cross-cultural communication is concerned, is a crucial step toward a massive improvement for any organization operating in the context of the contemporary global economy. The outcomes of the study, therefore, should be deemed as an essential step toward designing a new and improved system of relationships between a company and its staff and the framework for investing in the firm’s employees that can be adopted to further the progress of an organization operating in the realm of the global market. Thus, global businesses will be able to enter a new era of cross-relationships based on cooperation, the dedication of the staff, and the unceasing process of learning as the key to successful cross-cultural communication and the management of corporate goals. Therefore, while being set in the context of the target economic environment and exploring the situation faced by global organizations, the current paper seeks to study the opportunities that can be used successfully by organizations operating in the global economy, in general. As a result, the foundation for massive progress can be built.
It would be wrong to assume that the current paper will be the first to explore the issue of promoting dedication and fostering the idea of unceasing learning among staff members. Quite on the contrary, the significance of the subject matter has been stated by a range of researchers over the past few years (Ali & Park 2016). Indeed, the necessity to engage people from different cultural backgrounds and with different goal and aspirations to strive to contribute to a common goal is a challenging task that any company working in the global setting will ultimately have to face. Thus, by studying the issues faced by global firms, one will be able to contribute extensively to the understanding of how staff members from different backgrounds and belonging to different cultures can be motivated and encouraged to strive toward a common corporate goal.
For instance, a recent study delved into the issue of managing the motivation levels among staff members by focusing on the financial side of the problem (Hasan 2012). According to Information Resources Management Association (2017), there is a direct connection between the training opportunities that companies offer to their staff members and the degree of innovative thinking among the target population, as well as their engagement and loyalty levels (Information Resources Management Association 2017). While the specified study sheds a lot of light on the issue of increasing engagement and loyalty levels among employees, though, it does not address the issues associated with the introduction of the learning culture-related skills as the foundation for the corporate philosophy and the basis for redesigning the target population’s mode of thinking. In other words, it is crucial to explore the implications of introducing the training system that is bound to foster learning culture-associated habits and motivation as part and parcel of the corporate philosophy to address the research gap that currently exists in the target area.
Particularly, the current research seeks to answer the following questions:
- What are the key drivers behind the acquisition of essential culture- and diversity-related knowledge, as well as the training process, particularly, the consistent acquisition of the relevant knowledge and skills by employees in global companies?
- What constraints prevent the introduction of a corporate philosophy based on innovations, as well as the successful management of training aimed at fostering the principles of learning culture, among the staff members?
- How can the essential factors contributing to the reinforcement of the training process and the active promotion of the principles of diversity-driven communication and corporate culture be enhanced in the realm of the global economy?
- How can the specified processes be controlled by company managers so that the acquisition of the relevant knowledge and skills by the target population could remain consistent?
As stressed above, the process of exploring the target environment and the opportunities for introducing the training system that will compel the staff members to accept the corporate value system based on the unceasing learning process and the principles of cultural diversity as the foundation for the decision-making processes, one will be able to explore not only the opportunities that global companies are currently facing in the management of their cross-cultural communication but also the options that firms working in the context of the global economy have to explore. Therefore, the research questions will have to reflect the nature of the study and embrace not only the issues faced by global companies, specifically, but also the problem of training staff to accept the principles of learning culture and innovation, in general. As a result, the foundation for a gradual improvement in the economic performance on a global scale can be facilitated. Therefore, the current research seeks to answer the following questions:
- Exploring the training techniques aimed at encouraging staff members working for global companies to accept a learning- and innovation-based culture;
- Determining the challenges that firms face when promoting the ideas of consistent learning and innovation as the foundational ideas for the decision-making process to staff members;
- Identifying the key tools for introducing employees to the ideas of the unceasing learning and innovation;
- Assessing the located strategies for the enhancement of innovative thinking and
- Building efficient strategies for managing the resistance among staff members when suggesting them to accept the recommended standards and responsibilities;
- Developing the foundation for innovative thinking as the key to decision-making processes in the context of an organization.
The goals listed above will allow answering the crucial questions of the current study. As a result, the opportunities for a massive improvement can be created. The identification of the key properties of the modern strategies aimed at promoting innovation and corporate culture will help understand how to appeal to the target population successfully. Consequently, the foundation for building a comprehensive framework for promoting the necessary values and philosophies to staff members will be created.
Ali, M, & Park, K 2016, ‘The mediating role of an innovative culture in the relationship between absorptive capacity and technical and non-technical innovation’, Journal of Business Research, vol. 69, no. 1, pp. 1669-166.
Asher, L 2016, Culture shock! Dubai, Marshall Cavendish International, New York, NY.
Balakrishnan, S 2017, UAE: public policy perspectives, Emerald Publishing Limited, Bingley.
Baycan, T 2016, Sustainable city and creativity: promoting creative urban initiatives, Routledge, New York, NY.
Brettel, M & Cleven, N 2011, ‘Innovation culture, collaboration with external partners and NPD performance’, Creativity and Innovation Management, vol. 20, no. 4, pp. 253-266.
Hasan, Z 2012, Shari’ah governance in Islamic banks, Edinburgh University Press, Edinburgh.
Information Resources Management Association 2017, Organizational culture and behavior: concepts, methodologies, tools, and applications, Information Science Reference, Hershey, PA.