Culture and Language in Corporate Learning Practices (Essay Sample)

Culture and Language in Corporate Learning Practices
Student’s Name
Institutional Affiliation
Culture and Language
Culture and language in corporate learning practices provides a rich field of discussion on best practices and theoretical frameworks that yield the best results. Alfiya Masalimov and Zyamil Nigamatov propose the structural-functional model which inclines on culture-based learning using mentoring (Masalimova & Nigmatov, 2015). They further seek to explore the model in a specific case application of corporate training of specialists in carrying out mentoring. In this model, mentoring is viewed as a crucial culture aspect in corporate learning practice. The model requires specialists to have a high level of psycho-pedagogical formation and competent cultural understanding of the corporate learning setting and in turn promises high effectiveness in training of interns and young employees. Therefore, adoption of mentoring as a corporate culture learning concept coupled with the broader concept of structural-functional model enhances the learning outcome of corporate education.
The use of mentoring was noted to assist at young workers professional competences development and corporate forming. This enables a more effective trajectory in realization of the full potential of the corporate employees by making it easier for corporate culture and social adaptation. This in turn creates a productive cultural cycle where employees who underwent the corporate mentorship process for corporate learning can in turn take up the role of mentoring new employees or interns therefore creating an effective cycle of corporate learning practice.
The largely publicized educational reform being pushed by Silicon Valley has not only produced a distinctive approach to corporate education but education at large as well. Though the reform is largely centered around creating a host of effective learning resources to suit the setting of Silicon Valley as place of technical and economic revolution, use of clear and well descriptive language has been considered as fundamental to the reform (Williamson, 2017). Its success in the corporate world has prompted its application institutions of education.
The reference dictionary of corporate learning for the digital world gives a deep focus on language as applied in corporate education. The need to have clear and well-defined terminologies and secondly the ground rules of how to apply them is very crucial in determining the effectiveness of corporate learning. Hao Liang goes ahead to discuss the far-reaching consequences that language has on the running of corporate learning practices (Liang & Marquis, 2018). For corporate learning to achieve its intended goals of optimizing the output by equipping them with the necessary knowledge at the corporate working setting, a preset language schema is necessary. This will not only serve as a reference point for the corporate education curriculum but more so a consolidated point for knowledge acquisition by the employees. For instance, the reference dictionary, a language resource for corporate education, seeks to address key terminologies and subjects that are common and crucial for the corporate learning environment. The nature of its specificity to the digital world creates a more effective reference point for language as used in corporate education.
Language is crucial in establishing a unified conceptual field for advanced corporate learning technologies. This is crucial in that, the basics once well understood can greatly assist in advancing the corporate education concepts. This also assists in the organization of practical and conceptual knowledge for the parties involved in implementation and development of learning solutions of the dynamic corporate education setting. This greatly assist in the creation of customized industry specific learning solutions.
In a separate approach, establishment of training centres helps in standardizing the nature of the culture that is imparted on the corporate personnel being trained. This enables the training centres to specialize in the creation of a curriculum that is properly aligned with the objectives and goals of the corporate institution that is involved (Avdeeva & Hrabylnikova, 2019). This enables the achievement of a standardization of the training and the learning practices that are being put in place in the corporate education process. It is key to note that training centres helps in the preservation and promotion of an optimal kind of corporate education culture that could as well be applied as the industry standard for learning optimization.
A recommender system in the corporate education is for sure an invaluable tool. This is because it assists in an employee centered upskilling culture. Corporate learning practices that embrace a recommender system are more likely than not to attain optimal corporate employee performance (Bhattacharya & Gupta, 2018). A recommender system assists in creating an employee culture where employees get to continually build on their skillset on a most opti