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Learning and Development, a Core Strategy of Organizational Culture: Thailand Perspective
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Author(s): Kannapat Kankaew (Burapha University International College, Thailand), Parinya Nakpathom (International College, Burapha University, Thailand), Alhuda Chanitphattana (Burapha University International College, Thailand), Hataipat Phungpumkaew (Burapha University International College, Thailand), Kwanporn Boonnag (Burapha University International College, Thailand)and Gilbert C. Magulod Jr (Cagayan State University, Tuguegarao City, Philippines)
Copyright: 2024
Pages: 16
Source title:
Human Relations Management in Tourism
Source Author(s)/Editor(s): Marco Valeri (Niccolò Cusano University, Italy)and Bruno Sousa (Polytechnic University of Cávado and Ave, Portugal)
DOI: 10.4018/979-8-3693-1322-0.ch005
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Abstract
Globalization allows modern trade to compete in perfect markets. On the other hand, globalization and tourism allow people to travel, learn, and exchange the way of life, culture, and norms more easily. Thus, stressing on creating value added by delivering the customer experiences through the services from the workforce could deliver the competitive advantages. Literally, human resources could make the company distinct from its rivals. Whereas the external environment keeps changing that disrupts various facets of all kind of organizations. Yet, the hasty flow of information and novelty of contemporary knowledge shapes individuals' behavior. It leads to the products/services consumption and new trends. This phenomenon makes people and organizations need to adapt themselves purposefully. But on the flip side—extensive acclimatization in the tourism industry might ruin the uniqueness and the existence identity of local people. This chapter delves into the importance of learning and development implementation as an organizational culture in tourism and hospitality sector.
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