The Importance of Adult Self-education and Cultural Awareness When Creating a Sustainable Organizational Culture

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Culture and education are undoubtedly two of the major factors that determine both the level of societal development and an individual’s full-fledged social life in contemporary society. Cultural awareness and adult self-education serve to produce various forms of activities; they help accumulate and transform diverse culture forms and create essentially new potential for anyone whose aim is to transition to a higher level of organizational culture. The growth of organizational culture also depends on the quality of cultural awareness and adult self-education, whereas the perspective of an individual’s life in general is determined by opportunities created for the individual to participate in an organization’s system. Methodology. The results were quantified with further developed qualitative research methods. The research was performed in compliance with the following main principles of ethics: beneficence and ethical and honestly expressed opinions. The research was based on the methodological dispositions of transformative learning and experiential learning theory . Research was conducted in the following three stages: 1) research into generic competences (GC), identifying the importance of self-education of cultural awareness and how this relates to other competences; 2) research into the openness of adults to cultural awareness and self-education; and 3) hosting of a focus group discussion to identify prerequisites for the creation of a sustainable organizational culture. This paper presents the conditions needed for an employee to self-educate and acquire cultural awareness competency and how it relates to building a sustainable organizational culture. Can organizations achieve this? The aim of this paper is to reveal the importance of adult education and cultural awareness when creating a sustainable organizational culture. adult education cultural awareness self-education sustainability organizational culture Figures Figure 1 Figure 2 Figure 3 Figure 4 Figure 5 1 Introduction Cultural awareness and adult self-education contribute to the creation of various forms of activities; they help accumulate and transform diverse forms of culture and create essentially new potential for anyone whose aim is to transition to a higher level of organizational culture. The development of organizational culture also depends on the quality of cultural awareness and adult self-education, whereas the perspective of an individual’s life in general is determined by the opportunities created for the individual to participate in the organization’s system. Culture (in its broadest sense) is of utmost importance in the context of lifelong learning, where adult education is prioritised. It is continuous adult learning, the development of personal and professional knowledge and competences, that is critical to the cultural context in an individual’s private and societal life. It is evident that not all education and training processes are obvious and visible; some personality development processes can be hidden or implicit. For example, taste, behaviour, speaking style, and manners can be developed and shaped by incidental factors, impressions, cultural events, and aroused emotions. They do not belong to the direct function of adult education but are learned from the “School of Life”. This idea is particularly relevant to an adult with considerable life experience and knowledge who can choose ways and methods of self-education. The method of self-education for each person is an individual process that manifests itself, first, by self-integration or reintegration (socialization) into society and the expansion of his or her opportunities in his or her personal life and professional activity. For a society to survive and prosper, it must possess guarantees or a mechanism of culture transmission from generation to generation while simultaneously fostering the learning autonomy of each member of the society. Organizational culture plays a crucial role in the success of change initiatives and overall organizational development (Rosa et al., 2019) because it shapes the attitudes, behaviours, and norms of individuals within the organization. To create a sustainable organizational culture, it is essential to promote cultural awareness and adult self-education. They are the key factors in creating a sustainable organizational culture. Organizations that prioritize cultural awareness and support adult self-education are more likely to foster a culture of learning, growth, and adaptability. This culture of learning, in turn, enables individuals within the organization to continually acquire new knowledge, develop their skills and competences, and adapt to the ever-changing demands of the environment (Shi, Van Toorn, and McEwan, 2023). By promoting cultural awareness and adult self-education, organizations can cultivate a culture that values personal and professional growth, embraces change, and thrives in a dynamic and evolving business landscape; this, in turn, leads to a more resilient and sustainable organizational culture that is better equipped to navigate challenges, innovate, and achieve long-term success (Raya and Panneerselvam, 2013). In addition, prioritizing cultural awareness and adult self-education in organizations leads to heightened employee engagement and satisfaction. Employees who feel supported in their personal and professional development are more likely to be motivated, productive, and committed to the organization. They are also more likely to contribute innovative ideas and solutions because they have a strong foundation of knowledge and skills. Moreover, cultural awareness and adult self-education contribute to the overall well-being of individuals within the organization. By promoting a culture of continuous learning and self-improvement, organizations can enhance the personal growth and satisfaction of their employees; this, in turn, leads to a positive work environment and improved job performance. Overall, the integration of cultural awareness and adult self-education as part of organizational practices is essential to create a sustainable organizational culture. By understanding and embracing the importance of cultural awareness and adult self-education, organizations can create a sustainable organizational culture that values continuous learning, growth, and adaptability. 1.1 The Aim The aim of this research is to reveal the importance of adult education and build cultural awareness in creating a sustainable organizational culture. The significance of adult education and cultural awareness development in creating a sustainable organizational culture cannot be underestimated. These elements play pivotal roles in shaping values, behaviours, and the overall environment within an organization. Fostering a Culture of Continuous Learning By integrating adult education and the development of cultural awareness into organizational practices, companies can cultivate a culture that values continuous learning. This emphasis on ongoing education and development instils a mindset of adaptability and improvement, ensuring that employees are well equipped to navigate the ever-changing demands of the business landscape. Enhancing Employee Engagement and Satisfaction Prioritizing adult education and development of cultural awareness also leads to increased employee engagement and satisfaction. When employees feel supported in their personal and professional growth, they are more motivated, productive, and committed to the organization. This support fosters a sense of fulfilment and empowerment, leading to a positive work environment and improved job performance. Nurturing Innovation and Resilience Adult education and the development of cultural awareness contribute to the cultivation of innovation and resilience within an organization. Employees who are continuously learning and developing their skills are better positioned to contribute innovative ideas and solutions. Additionally, a culture of adaptability and openness to diverse perspectives enables the organization to thrive in a dynamic and evolving business landscape. Creating Long-Term Success Ultimately, by integrating adult education and cultural awareness development into organizational practice, organizations can create a sustainable organizational culture that values growth and adaptability. This culture sets the stage for long-term success, as it equips employees with the knowledge, skills, and mindset necessary to navigate challenges, drive innovation, and achieve sustainable growth. 2 Methodology The research relied on both quantitative and more advanced qualitative methods. It adhered to ethical principles such as beneficence, respect for participants’ opinions, and honesty. The methodological framework of the study was based on transformative learning and experiential learning theory. Various statistical methods were employed, including frequency tables, bar charts (histograms for age), and pie charts, to examine response distributions in the questionnaire to analyse generic competences. These techniques were also used to analyse subgroups of respondents based on factors such as gender, education level, location, and employment status. Paired frequency tables (cross tabulations) were employed to compare responses by different groups based on, for example, gender or employment type. The statistical significance of the observed differences was determined via tests such as the chi-square test and the Kendall tau rank correlation coefficient (for comparing ranked variables between two groups). The Wilcoxon signed-rank test was used to compare different generic competences, for example, cultural awareness. The research consisted of the following three stages: Research into generic competences (GC), identifying the importance of self-education and cultural awareness and how they relate to other competences. Research into the openness of adults to cultural awareness and self-education. Hosting a focus group discussion to identify prerequisites for the creation of a sustainable organizational culture. The study involved 218 adult participants from different age groups, including job searchers, employed individuals, business owners, and seniors. The histogram in Fig. 1 displays the ages of the respondents. It reveals an asymmetrical distribution where most of the respondents are young (between 24 and 30 years old), while the number of senior respondents decreases as age increases. The study aimed to involve respondents from the following four different social groups: job searchers, employed individuals, business owners, and seniors. The employment status of the participants was a crucial factor (see Fig. 2 ). Nearly half of all the respondents were unemployed. This can be attributed to several factors, including: a) unemployed individuals were one of the primary focus groups of the research plan; b) unemployed individuals may have had an interest in participating in the research and may have had more time available to participate; and c) unemployed individuals were typically well organized and easily accessible through employment service agencies. The percentage of employed individuals and small business owners among the respondents was also relatively high, accounting for more than 30%. However, there was a considerably smaller number of retirees, as it proved to be challenging for them to access and engage in the research. Most of the survey participants had a higher level of education, as shown in Fig. 3 ; this is likely due to the current overall high percentage of people that have attained a high educational level in Lithuania. Furthermore, this study involved a larger number of young individuals with higher educational backgrounds and more proficient computer literacy skills than other respondents. Sociological surveys indicate that individuals with lower levels of education are generally less inclined to participate in various surveys, especially those requiring technological skills such as computer and internet use. Consequently, their participation rate decreases significantly in such cases. The generic competencies of the research sample hold significance in presenting demographic data and information about the perceived importance of the competency of cultural awareness among respondents. The collected data enable a comparison of cultural awareness competency with other generic competencies, as well as the identification of their interrelations and dependence on demographic characteristics. 3 Results 3.1 Importance of Generic Competencies The concept of generic abilities and competences is reflected in their essential descriptions. These include the following: 1) universality of content, allowing the application of these skills in various professional, societal, and personal contexts; 2) flexibility and changeability of content, consisting of dynamic components such as knowledge, abilities, and skills; and 3) significance for professional development, social mobility, and cohesion. The development of these generic abilities lays the foundation for human capital growth. The application of competences is determined by human resource management strategies, vocational education models, labour market dynamics, economic development policies, and citizens’ approaches to personal development paths. Generic competences also greatly influence professional and geographical mobility among employed adults, thus impacting international labour force migration. Table 1 presents feedback on the importance attributed to cultural awareness (and other generic competences). Table 1 Responses to the question of the importance of cultural awareness competences Frequency % Very important 965 30.4 Important 1521 48.0 Not very important 548 17.3 Not at all important 136 4.3 Total 3170 100.0 No response 132 Total (including not responded) 3302 These results indicate that the significant majority (78%) of the respondents consider cultural awareness to be important. 3.2 Adult Openness to Cultural Awareness Self-education This section presents the findings of the study after the participants were surveyed on aspects such as engagement in cultural awareness activities, interest in art, education related to cultural awareness, obstacles to self-education of cultural awareness and skills assessment, and the role of theatre in developing cultural competence (Fig. 4 ). The aim of this survey was to gauge adults’ knowledge of and utilization of cultural competency and their level of cultural literacy. An electronic version of the questionnaire was used for random sampling, which provided free access to all adults. A total of 218 adults across different age groups were included in the research. The participants were asked to evaluate their level of cultural competency, which ranged from “very good” to “weak”. In connection with the artistic elements adapted into professional work and daily life, 51% rated themselves as “very good”, followed by a smaller percentage who assessed their ability to communicate on the issues of culture/art (45%) or their ability to expand their overall cultural awareness (42%). The abilities rated as “average” were distributed quite evenly within the group, except for the capacity to integrate artistic creativity into professional and daily life (27%). The skills rated as “weak” and “not aware” followed a descending distribution pattern. An adult person’s career is significant in their life; it is self-constructed and continuously evaluated throughout their working years. A range of competencies, such as various skills, knowledge, and abilities, are crucial for planning one’s professional trajectory. An individual’s cultural awareness competency is vital not only for advancement in their professional field but also for personal development. A professional career signifies ongoing personal growth and development alongside the pursuit of professional fulfilment. It involves progression at both the personal and societal levels; thus, an individual’s career is shaped by both personal efforts/skills and external influences within the surrounding environment. When examining the data related to the pursuit of a professional career, there was a diverse distribution of opinions among the respondents. They acknowledged that various personal cultural awareness skills aid them in independently planning their careers; only the extent of their utilization varies based on significance. The key to career planning is having the ability to incorporate aspects of artistic creativity into one’s professional endeavours and daily life (36%), actively cultivating and purposefully enriching one’s cultural perspective (35%), showing interest in art and recognizing its value (29%), and analysing works of art and discussing art-related topics with others, thereby broadening and enhancing one’s cultural outlook (23%). Personal cultural awareness skills are crucial for individuals, as they enable them to highlight their strengths to potential employers and establish and develop their own businesses. Each person’s career path is unique and reflects his or her personal outlook on life. As a result, research findings indicate that personal cultural awareness skills, albeit to a lesser extent, assist individuals in gathering information about career opportunities, engaging with human resource professionals on various career-related matters, and evaluating offers of advancement for higher job positions (see Fig. 5 ). The cultural awareness questionnaire included 13 questions regarding specific interests or activities related to cultural awareness. Each activity was assessed based on its significance via a four-point scale ranging from “very important” to “not important at all”, with an additional option of “not aware”. The results of the assessment of the importance of these cultural pursuits are presented in Table 2 . Table 2 Assessment of cultural pursuits Pursuits Very important Important Not very important Not important at all N % N % N % N % Reading books in leisure time 204 35.3 237 41.0 109 18.9 28 4.8 Reading newspapers and magazines in leisure time 146 25.3 244 42.2 151 26.1 37 6.4 Visiting art exhibitions 81 14.4 201 35.8 209 37.3 70 12.3 Visiting museums 81 14.4 205 36.3 217 38.5 61 10.8 Attending classical music concerts or listening to classical music in other ways 64 11.7 179 32.7 222 40.5 83 15.1 Attending pop music concerts or listening to pop music in other ways 74 13.1 240 42.4 198 35.0 54 9.5 Attending folk music concerts or listening to folk music in other ways 55 10.0 156 28.5 236 43.1 101 18.4 Attending performances at the theatre 123 21.7 274 48.3 133 23.5 37 6.5 Attending performances in recreation centres 86 15.5 239 43.0 175 31.5 56 10.1 Watching performances on TV 53 9.7 156 28.7 252 46.3 83 15.3 Watching films at the cinema 96 17.1 237 42.3 184 32.9 43 7.7 Watching films on TV 110 19.4 269 47.4 156 27.5 32 5.6 4 Prerequisites for Sustainable Organizational Culture Culture is undoubtedly one of the main factors determining an individual’s full-fledged social life in modern society. In other words, culture and education serve the creation of various forms of activity, help accumulate and transform various forms of culture, and create fundamentally new potential for anyone aiming to transition to a higher level of culture awareness and self-education. The growth of society also depends on the quality of a harmonious culture in an organization, whereas the perspective of an individual’s life in general is largely determined by opportunities created for him or her to participate in a supportive organization’s social life. Culture (in its broadest sense) is very important in the context of lifelong learning, where adult self-education is one of the priorities; it involves the continuous self-education of adults and the development of personal and professional knowledge and competences that are critical to the cultural awareness context in an individual’s private and social life. Not all self-education and training processes are obvious and visible; some personality development processes may be implicit. For example, behaviour, speaking style, and manners can be developed and shaped by incidental factors, impressions, cultural events, and aroused emotions. They do not belong to the direct function of adult self-education but are gained from the “School of Life”. This idea is relevant for an adult person with considerable life experience and knowledge, who can choose ways of self-education. The method of self-education for each person is an individual process that primarily facilitates self-integration (reintegration) into society and the development of opportunities in his or her personal life and professional activity. For society to survive and prosper, it must have guarantees or culture (Stancikas E., 2019). However, it is important for an adult to be surrounded by a collaborative learning environment, which serves as a catalyst for further self-education motivation. The creation of organizational culture is also closely related to employees’ soft skills development processes in the organization with clear learning objectives and access to resources. The soft skills of adults in an organization are inseparable from everyday communication, flexible relationships, and the creation of long-term success. Leadership support in a rapidly changing environment becomes extremely relevant. Motivated and effective leaders care about people so that they can get to know them and feel what they feel, see the world through their eyes, and then act on the new information (Boyatzis, McKee, 2006). According to Altermark et al., leaders need to be authentic and base their leadership on personal values (Altermark et al., 2022), enhancing employee engagement and satisfaction. Furthermore, it is important for an adult to develop soft skills and values. According to the researchers, fostering a culture of continuous learning and creating conditions for the development of soft skills for learners can improve the professionalism of a person and increase innovativeness and resilience. A person can become a more motivated and competitive specialist in the labour market (Sydorenko V. V., Dzhus O., Kozenko R. V., Ivanenko O. A., Zavadska T. M., 2022). Research has shown that soft skills are promising because they are related to performance results (Manchini N., Jiménez-Jiménez O., Ramos-Díaz N., 2022). Research by other researchers reveals that a favourable organizational environment and purposeful management can help individuals develop soft skills quickly and effectively. This can be a successful factor for citizens to work effectively in their profession (Kanokorna S., Pongtorna P., Sujanyac S., 2014). Values are universal, eternal, and immutable. Regardless of race, gender, age, politics, religion, or socioeconomic factors, these principles apply to all humanity. According to S. R. Covey (2003) values such as honesty, principledness, compassion, reliability, respect, will never be out of date; they are the basis of a purposeful, harmonious and fulfilling life. Self-confidence is an important adult ability that allows employees, instead of being stuck in a stifling bureaucracy, to feel free, be entrepreneurial, take care of their own careers and, like many other professionals, to be able to strengthen their existing skills and acquire new ones (Osterman, 2009). The development of emotional intelligence can help a person achieve well-being and live a healthier, happier, and fulfilling life. Adults whose emotional well-being is ensured can actively participate in work activities, establish meaningful relationships with other people, and experience more positive emotions (G. Naudužienė, V. Zuzevičiūtė, 2021). To develop soft skills within interest groups in organizations, it is necessary to bring adults together in activities, i.e., to involve them and activate their participation. Soft skills, in a narrow sense, are what help people adapt and communicate more easily with each other and in joint activities. In a broad sense, they mean the ability to acquire a suitable profession, to be active in the labour market, to develop a career in a purposeful way, and to feel successful. Therefore, soft skills are characteristic of a socially competitive, constantly learning, and developing citizen. All these soft skills are acquired through lifelong learning (Gedvilienė G. and Stancikas E., 2019). Soft skills guarantee our existence and survival in this world. Their presence helps us communicate with other people, develop, grow, gain new knowledge, pursue a career, and be satisfied with life. 5 Discussion Adult self-education and the development of cultural awareness play crucial roles in creating a sustainable organizational culture. They enable individuals to continuously learn and adapt with special focus on the development of soft skills, allowing them to maintain pace with the ever-changing demands and dynamics of the modern world. Continuous self-education and cultural awareness help individuals remain competitive and contribute effectively to the organization’s goals and objectives. Moreover, adult self-education promotes personal growth and development, allowing individuals to expand their knowledge and acquire new skills. This, in turn, contributes to the overall growth and development of the organization. By engaging in self-education, adults become more skilled and knowledgeable, which enables them to contribute to the organization’s success. Furthermore, fostering cultural awareness is essential in creating a sustainable organizational culture. It helps foster a sense of inclusiveness and respect for diversity within the organization, leading to greater collaboration, innovation, and productivity, as individuals from different cultural backgrounds bring unique perspectives and ideas to the table. Additionally, building cultural awareness helps individuals understand and appreciate different cultural norms and values, reducing the likelihood of misunderstandings or conflicts within the organization. To create a sustainable organizational culture, it is important for individuals in the organization to engage in self-education and develop cultural awareness. This would ensure that they are continuously learning, growing, and staying relevant and adaptable in a rapidly changing world. Adult self-education and the building of cultural awareness are vital in creating a sustainable organizational culture. They enable individuals to understand and appreciate the importance of continuous learning, personal growth, and cultural diversity. 6 Conclusions Based on the sources provided, it can be concluded that adult self-education and the development of cultural awareness play crucial roles in creating a sustainable organizational culture. This study emphasizes the importance of soft skills education and the influence of the environment in shaping sustainable behaviour. These findings suggest that organizations should focus on providing opportunities for adult self-education and foster a culture of awareness of and responsibility for sustainability. Furthermore, the research supports the idea that education is vital for the transmission and enrichment of culture. Through education, cultural perspectives and aspirations are incorporated into what is taught and how it is conveyed; this highlights the interconnectedness of education, culture, and sustainability. By promoting adult self-education, organizations can cultivate talent for sustainable development and encourage individuals to actively participate in addressing environmental issues. Additionally, it is suggested that creating a civic sense in society through civic citizenship education, awareness, and participation can further enhance sustainable behaviour. There are several prerequisites for the successful implementation of adult self-education and the building of cultural awareness when creating a sustainable organizational culture. They are the following: Leadership Support: The support and commitment of leadership are crucial for promoting and facilitating adult self-education and cultural awareness development. Leadership should prioritize and allocate resources for employee development programmes, create a supportive learning environment, and, importantly, actively participate in the learning process themselves. Access to Resources: Individuals must have access to relevant resources such as books, articles, online educational platforms, and training programmes that facilitate self-education and the development of cultural awareness. Collaborative Learning Environment: Creating a collaborative learning environment where individuals can engage in discussions, share perspectives, and learn from each other’s experiences is essential for promoting adult self-education and cultural awareness. Clear Learning Objectives: It is important to establish clear objectives for adult self-education and cultural awareness development, ensuring that learners understand what they are expected to achieve and how their learning contributes to the organizational culture. Supportive Organizational Culture: Organizational culture should encourage and support self-education and the development of cultural awareness. This can be achieved by promoting a growth mindset, fostering an environment of open communication and feedback, and recognizing and rewarding individuals who actively engage in self-education and develop their cultural awareness. Access to Proper Tools and Technology: Providing individuals with the necessary tools and technology that facilitate self-education and cultural awareness is crucial. These tools can include access to online learning platforms, educational resources, and communication technologies that enable individuals to engage in self-paced learning and connect with others who are also engaged in self-education and improving cultural awareness. Overall, the conclusions drawn from the sources suggest that adult self-education and the building of cultural awareness are crucial for creating a sustainable organizational culture. Furthermore, their integration is essential for the creation of a sustainable organizational culture. Organizations that understand and embrace the significance of these elements are better positioned to foster a culture of continuous learning, employee engagement, and innovation, ultimately paving the way for long-term success and resilience. To this end, a holistic model of transcultural lifelong learning can serve as a catalyst for positive social change and transformation. Declarations I confirm that the participants in the study have consented to participate and/or publish, even if this statement indicates that the need for consent was waived by the approving ethics committee. References Altermark, N., Johansson, H. & Stattin, S. (2022). Shaping Civil Society Leaders: Horizontal and Vertical Boundary Work in Swedish Leadership Training Programmes. Voluntas . https://doi.org/10.1007/s11266-022-00519 Boyatzis, R. & McKee, A. (2006) Sustainable leadership. 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Emotional intelligence in the era of Covid: Lessons to consider. In Соціальні інновації в контексті реформаційних змін: зб. матеріалів Міжнар. наук.-практ. конф.(м. Чернігів, 21 листоп. 2021 р.). Чернігів: Чернігівська політехніка, 2021 Additional Declarations The authors declare no competing interests. Cite Share Download PDF Status: Posted Version 1 posted You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. As a division of Research Square Company, we’re committed to making research communication faster, fairer, and more useful. We do this by developing innovative software and high quality services for the global research community. Our growing team is made up of researchers and industry professionals working together to solve the most critical problems facing scientific publishing. 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legend.\u003c/p\u003e","description":"","filename":"Figure1.png","url":"https://assets-eu.researchsquare.com/files/rs-5298921/v1/2412e1f54f090f36123278e4.png"},{"id":67258689,"identity":"96469c6d-8412-4a23-88c7-c847e81eff94","added_by":"auto","created_at":"2024-10-23 05:37:28","extension":"png","order_by":2,"title":"Figure 2","display":"","copyAsset":false,"role":"figure","size":17201,"visible":true,"origin":"","legend":"\u003cp\u003eSee image above for figure legend.\u003c/p\u003e","description":"","filename":"Figure2.png","url":"https://assets-eu.researchsquare.com/files/rs-5298921/v1/23f6638b3618e346ccdaeb82.png"},{"id":67258515,"identity":"0c120db1-28c6-4dfe-bb58-8a9e4873a9ad","added_by":"auto","created_at":"2024-10-23 05:29:28","extension":"png","order_by":3,"title":"Figure 3","display":"","copyAsset":false,"role":"figure","size":34772,"visible":true,"origin":"","legend":"\u003cp\u003eSee image above for figure legend.\u003c/p\u003e","description":"","filename":"Figure3.png","url":"https://assets-eu.researchsquare.com/files/rs-5298921/v1/16d44edd5a768d47ab0b19fa.png"},{"id":67258690,"identity":"02b1d1af-ffb6-4488-a834-cb64c0faad8f","added_by":"auto","created_at":"2024-10-23 05:37:28","extension":"png","order_by":4,"title":"Figure 4","display":"","copyAsset":false,"role":"figure","size":23605,"visible":true,"origin":"","legend":"\u003cp\u003eSee image above for figure legend.\u003c/p\u003e","description":"","filename":"Figure4.png","url":"https://assets-eu.researchsquare.com/files/rs-5298921/v1/77c7f9f164f47e23217481ed.png"},{"id":67258519,"identity":"932effc7-eb1d-4503-a066-a9b65d2e4556","added_by":"auto","created_at":"2024-10-23 05:29:28","extension":"png","order_by":5,"title":"Figure 5","display":"","copyAsset":false,"role":"figure","size":39158,"visible":true,"origin":"","legend":"\u003cp\u003eSee image above for figure legend.\u003c/p\u003e","description":"","filename":"Figure5.png","url":"https://assets-eu.researchsquare.com/files/rs-5298921/v1/d31c9af3d55663719c09248a.png"},{"id":67331855,"identity":"0225c715-16ce-4bd7-953d-dd0564385139","added_by":"auto","created_at":"2024-10-23 19:36:36","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":532186,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-5298921/v1/179ab1de-91e4-4c81-80dd-29a804b26a99.pdf"}],"financialInterests":"The authors declare no competing interests.","formattedTitle":"\u003cp\u003e\u003cstrong\u003eThe Importance of Adult Self-education and Cultural Awareness When Creating a Sustainable Organizational Culture\u003c/strong\u003e\u003c/p\u003e","fulltext":[{"header":"1 Introduction","content":"\u003cp\u003eCultural awareness and adult self-education contribute to the creation of various forms of activities; they help accumulate and transform diverse forms of culture and create essentially new potential for anyone whose aim is to transition to a higher level of organizational culture. The development of organizational culture also depends on the quality of cultural awareness and adult self-education, whereas the perspective of an individual\u0026rsquo;s life in general is determined by the opportunities created for the individual to participate in the organization\u0026rsquo;s system. Culture (in its broadest sense) is of utmost importance in the context of lifelong learning, where adult education is prioritised. It is continuous adult learning, the development of personal and professional knowledge and competences, that is critical to the cultural context in an individual\u0026rsquo;s private and societal life. It is evident that not all education and training processes are obvious and visible; some personality development processes can be hidden or implicit. For example, taste, behaviour, speaking style, and manners can be developed and shaped by incidental factors, impressions, cultural events, and aroused emotions. They do not belong to the direct function of adult education but are learned from the \u0026ldquo;School of Life\u0026rdquo;. This idea is particularly relevant to an adult with considerable life experience and knowledge who can choose ways and methods of self-education. The method of self-education for each person is an individual process that manifests itself, first, by self-integration or reintegration (socialization) into society and the expansion of his or her opportunities in his or her personal life and professional activity. For a society to survive and prosper, it must possess guarantees or a mechanism of culture transmission from generation to generation while simultaneously fostering the learning autonomy of each member of the society. Organizational culture plays a crucial role in the success of change initiatives and overall organizational development (Rosa et al., 2019) because it shapes the attitudes, behaviours, and norms of individuals within the organization. To create a sustainable organizational culture, it is essential to promote cultural awareness and adult self-education. They are the key factors in creating a sustainable organizational culture. Organizations that prioritize cultural awareness and support adult self-education are more likely to foster a culture of learning, growth, and adaptability. This culture of learning, in turn, enables individuals within the organization to continually acquire new knowledge, develop their skills and competences, and adapt to the ever-changing demands of the environment (Shi, Van Toorn, and McEwan, 2023).\u003c/p\u003e \u003cp\u003eBy promoting cultural awareness and adult self-education, organizations can cultivate a culture that values personal and professional growth, embraces change, and thrives in a dynamic and evolving business landscape; this, in turn, leads to a more resilient and sustainable organizational culture that is better equipped to navigate challenges, innovate, and achieve long-term success (Raya and Panneerselvam, 2013). In addition, prioritizing cultural awareness and adult self-education in organizations leads to heightened employee engagement and satisfaction. Employees who feel supported in their personal and professional development are more likely to be motivated, productive, and committed to the organization. They are also more likely to contribute innovative ideas and solutions because they have a strong foundation of knowledge and skills. Moreover, cultural awareness and adult self-education contribute to the overall well-being of individuals within the organization. By promoting a culture of continuous learning and self-improvement, organizations can enhance the personal growth and satisfaction of their employees; this, in turn, leads to a positive work environment and improved job performance. Overall, the integration of cultural awareness and adult self-education as part of organizational practices is essential to create a sustainable organizational culture. By understanding and embracing the importance of cultural awareness and adult self-education, organizations can create a sustainable organizational culture that values continuous learning, growth, and adaptability.\u003c/p\u003e \u003cdiv id=\"Sec2\" class=\"Section2\"\u003e \u003ch2\u003e1.1 The Aim\u003c/h2\u003e \u003cp\u003eThe aim of this research is to reveal the importance of adult education and build cultural awareness in creating a sustainable organizational culture.\u003c/p\u003e \u003cp\u003eThe significance of adult education and cultural awareness development in creating a sustainable organizational culture cannot be underestimated. These elements play pivotal roles in shaping values, behaviours, and the overall environment within an organization.\u003c/p\u003e \u003cp\u003e \u003cem\u003eFostering a Culture of Continuous Learning\u003c/em\u003e \u003c/p\u003e \u003cp\u003eBy integrating adult education and the development of cultural awareness into organizational practices, companies can cultivate a culture that values continuous learning. This emphasis on ongoing education and development instils a mindset of adaptability and improvement, ensuring that employees are well equipped to navigate the ever-changing demands of the business landscape.\u003c/p\u003e \u003cp\u003e \u003cem\u003eEnhancing Employee Engagement and Satisfaction\u003c/em\u003e \u003c/p\u003e \u003cp\u003ePrioritizing adult education and development of cultural awareness also leads to increased employee engagement and satisfaction. When employees feel supported in their personal and professional growth, they are more motivated, productive, and committed to the organization. This support fosters a sense of fulfilment and empowerment, leading to a positive work environment and improved job performance.\u003c/p\u003e \u003cp\u003e \u003cem\u003eNurturing Innovation and Resilience\u003c/em\u003e \u003c/p\u003e \u003cp\u003eAdult education and the development of cultural awareness contribute to the cultivation of innovation and resilience within an organization. Employees who are continuously learning and developing their skills are better positioned to contribute innovative ideas and solutions. Additionally, a culture of adaptability and openness to diverse perspectives enables the organization to thrive in a dynamic and evolving business landscape.\u003c/p\u003e \u003cp\u003e \u003cem\u003eCreating Long-Term Success\u003c/em\u003e \u003c/p\u003e \u003cp\u003eUltimately, by integrating adult education and cultural awareness development into organizational practice, organizations can create a sustainable organizational culture that values growth and adaptability. This culture sets the stage for long-term success, as it equips employees with the knowledge, skills, and mindset necessary to navigate challenges, drive innovation, and achieve sustainable growth.\u003c/p\u003e \u003c/div\u003e"},{"header":"2 Methodology","content":"\u003cp\u003eThe research relied on both quantitative and more advanced qualitative methods. It adhered to ethical principles such as beneficence, respect for participants\u0026rsquo; opinions, and honesty. The methodological framework of the study was based on transformative learning and experiential learning theory. Various statistical methods were employed, including frequency tables, bar charts (histograms for age), and pie charts, to examine response distributions in the questionnaire to analyse generic competences. These techniques were also used to analyse subgroups of respondents based on factors such as gender, education level, location, and employment status. Paired frequency tables (cross tabulations) were employed to compare responses by different groups based on, for example, gender or employment type. The statistical significance of the observed differences was determined via tests such as the chi-square test and the Kendall tau rank correlation coefficient (for comparing ranked variables between two groups). The Wilcoxon signed-rank test was used to compare different generic competences, for example, cultural awareness. The research consisted of the following three stages:\u003c/p\u003e\n\u003cul\u003e\n \u003cli\u003e\n \u003cp\u003eResearch into generic competences (GC), identifying the importance of self-education and cultural awareness and how they relate to other competences.\u003c/p\u003e\n \u003c/li\u003e\n \u003cli\u003e\n \u003cp\u003eResearch into the openness of adults to cultural awareness and self-education.\u003c/p\u003e\n \u003c/li\u003e\n \u003cli\u003e\n \u003cp\u003eHosting a focus group discussion to identify prerequisites for the creation of a sustainable organizational culture.\u003c/p\u003e\n \u003c/li\u003e\n\u003c/ul\u003e\n\u003cdiv class=\"BlockQuote\"\u003e\n \u003cp\u003eThe study involved 218 adult participants from different age groups, including job searchers, employed individuals, business owners, and seniors. The histogram in Fig. \u003cspan class=\"InternalRef\"\u003e1\u003c/span\u003e displays the ages of the respondents. It reveals an asymmetrical distribution where most of the respondents are young (between 24 and 30 years old), while the number of senior respondents decreases as age increases.\u003c/p\u003e\n\u003c/div\u003e\n\u003cdiv class=\"BlockQuote\"\u003e\n \u003cp\u003eThe study aimed to involve respondents from the following four different social groups: job searchers, employed individuals, business owners, and seniors. The employment status of the participants was a crucial factor (see Fig. \u003cspan class=\"InternalRef\"\u003e2\u003c/span\u003e). Nearly half of all the respondents were unemployed. This can be attributed to several factors, including: a) unemployed individuals were one of the primary focus groups of the research plan; b) unemployed individuals may have had an interest in participating in the research and may have had more time available to participate; and c) unemployed individuals were typically well organized and easily accessible through employment service agencies. The percentage of employed individuals and small business owners among the respondents was also relatively high, accounting for more than 30%. However, there was a considerably smaller number of retirees, as it proved to be challenging for them to access and engage in the research.\u003c/p\u003e\n\u003c/div\u003e\n\u003cdiv class=\"BlockQuote\"\u003e\n \u003cp\u003eMost of the survey participants had a higher level of education, as shown in Fig. \u003cspan class=\"InternalRef\"\u003e3\u003c/span\u003e; this is likely due to the current overall high percentage of people that have attained a high educational level in Lithuania. Furthermore, this study involved a larger number of young individuals with higher educational backgrounds and more proficient computer literacy skills than other respondents. Sociological surveys indicate that individuals with lower levels of education are generally less inclined to participate in various surveys, especially those requiring technological skills such as computer and internet use. Consequently, their participation rate decreases significantly in such cases.\u003c/p\u003e\n\u003c/div\u003e\n\u003cdiv class=\"BlockQuote\"\u003e\n \u003cp\u003eThe generic competencies of the research sample hold significance in presenting demographic data and information about the perceived importance of the competency of cultural awareness among respondents. The collected data enable a comparison of cultural awareness competency with other generic competencies, as well as the identification of their interrelations and dependence on demographic characteristics.\u003c/p\u003e\n\u003c/div\u003e"},{"header":"3 Results","content":"\u003cdiv id=\"Sec5\" class=\"Section2\"\u003e \u003ch2\u003e3.1 Importance of Generic Competencies\u003c/h2\u003e \u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eThe concept of generic abilities and competences is reflected in their essential descriptions. These include the following: 1) universality of content, allowing the application of these skills in various professional, societal, and personal contexts; 2) flexibility and changeability of content, consisting of dynamic components such as knowledge, abilities, and skills; and 3) significance for professional development, social mobility, and cohesion. The development of these generic abilities lays the foundation for human capital growth. The application of competences is determined by human resource management strategies, vocational education models, labour market dynamics, economic development policies, and citizens\u0026rsquo; approaches to personal development paths. Generic competences also greatly influence professional and geographical mobility among employed adults, thus impacting international labour force migration. Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e presents feedback on the importance attributed to cultural awareness (and other generic competences).\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eResponses to the question of the importance of cultural awareness competences\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"3\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eFrequency\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVery important\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e965\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e30.4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eImportant\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e1521\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e48.0\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNot very important\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e548\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e17.3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNot at all important\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e136\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e4.3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTotal\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e3170\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e100.0\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo response\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e132\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTotal (including not responded)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e3302\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eThese results indicate that the significant majority (78%) of the respondents consider cultural awareness to be important.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec6\" class=\"Section2\"\u003e \u003ch2\u003e3.2 Adult Openness to Cultural Awareness Self-education\u003c/h2\u003e \u003cp\u003eThis section presents the findings of the study after the participants were surveyed on aspects such as engagement in cultural awareness activities, interest in art, education related to cultural awareness, obstacles to self-education of cultural awareness and skills assessment, and the role of theatre in developing cultural competence (Fig.\u0026nbsp;\u003cspan refid=\"Fig4\" class=\"InternalRef\"\u003e4\u003c/span\u003e). The aim of this survey was to gauge adults\u0026rsquo; knowledge of and utilization of cultural competency and their level of cultural literacy. An electronic version of the questionnaire was used for random sampling, which provided free access to all adults. A total of 218 adults across different age groups were included in the research. The participants were asked to evaluate their level of cultural competency, which ranged from \u0026ldquo;very good\u0026rdquo; to \u0026ldquo;weak\u0026rdquo;. In connection with the artistic elements adapted into professional work and daily life, 51% rated themselves as \u0026ldquo;very good\u0026rdquo;, followed by a smaller percentage who assessed their ability to communicate on the issues of culture/art (45%) or their ability to expand their overall cultural awareness (42%).\u003c/p\u003e \u003cp\u003eThe abilities rated as \u0026ldquo;average\u0026rdquo; were distributed quite evenly within the group, except for the capacity to integrate artistic creativity into professional and daily life (27%). The skills rated as \u0026ldquo;weak\u0026rdquo; and \u0026ldquo;not aware\u0026rdquo; followed a descending distribution pattern. An adult person\u0026rsquo;s career is significant in their life; it is self-constructed and continuously evaluated throughout their working years. A range of competencies, such as various skills, knowledge, and abilities, are crucial for planning one\u0026rsquo;s professional trajectory. An individual\u0026rsquo;s cultural awareness competency is vital not only for advancement in their professional field but also for personal development. A professional career signifies ongoing personal growth and development alongside the pursuit of professional fulfilment. It involves progression at both the personal and societal levels; thus, an individual\u0026rsquo;s career is shaped by both personal efforts/skills and external influences within the surrounding environment.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eWhen examining the data related to the pursuit of a professional career, there was a diverse distribution of opinions among the respondents. They acknowledged that various personal cultural awareness skills aid them in independently planning their careers; only the extent of their utilization varies based on significance. The key to career planning is having the ability to incorporate aspects of artistic creativity into one\u0026rsquo;s professional endeavours and daily life (36%), actively cultivating and purposefully enriching one\u0026rsquo;s cultural perspective (35%), showing interest in art and recognizing its value (29%), and analysing works of art and discussing art-related topics with others, thereby broadening and enhancing one\u0026rsquo;s cultural outlook (23%).\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003ePersonal cultural awareness skills are crucial for individuals, as they enable them to highlight their strengths to potential employers and establish and develop their own businesses. Each person\u0026rsquo;s career path is unique and reflects his or her personal outlook on life. As a result, research findings indicate that personal cultural awareness skills, albeit to a lesser extent, assist individuals in gathering information about career opportunities, engaging with human resource professionals on various career-related matters, and evaluating offers of advancement for higher job positions (see Fig.\u0026nbsp;\u003cspan refid=\"Fig5\" class=\"InternalRef\"\u003e5\u003c/span\u003e). The cultural awareness questionnaire included 13 questions regarding specific interests or activities related to cultural awareness. Each activity was assessed based on its significance via a four-point scale ranging from \u0026ldquo;very important\u0026rdquo; to \u0026ldquo;not important at all\u0026rdquo;, with an additional option of \u0026ldquo;not aware\u0026rdquo;. The results of the assessment of the importance of these cultural pursuits are presented in Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e.\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eAssessment of cultural pursuits\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"9\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c9\" colnum=\"9\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003ePursuits\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c3\" namest=\"c2\"\u003e \u003cp\u003eVery important\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c5\" namest=\"c4\"\u003e \u003cp\u003eImportant\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e \u003cp\u003eNot very important\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c9\" namest=\"c8\"\u003e \u003cp\u003eNot important at all\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eN\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eN\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eN\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c8\"\u003e \u003cp\u003eN\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c9\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eReading books in leisure time\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e204\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e35.3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e237\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e41.0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e109\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e18.9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e28\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e \u003cp\u003e4.8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eReading newspapers and magazines in leisure time\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e146\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e25.3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e244\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e42.2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e151\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e26.1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e37\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e \u003cp\u003e6.4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVisiting art exhibitions\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e81\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e14.4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e201\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e35.8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e209\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e37.3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e70\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e \u003cp\u003e12.3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVisiting museums\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e81\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e14.4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e205\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e36.3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e217\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e38.5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e61\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e \u003cp\u003e10.8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAttending classical music concerts or listening to classical music in other ways\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e64\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e11.7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e179\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e32.7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e222\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e40.5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e83\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e \u003cp\u003e15.1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAttending pop music concerts or listening to pop music in other ways\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e74\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e13.1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e240\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e42.4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e198\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e35.0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e54\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e \u003cp\u003e9.5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAttending folk music concerts or listening to folk music in other ways\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e55\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e10.0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e156\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e28.5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e236\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e43.1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e101\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e \u003cp\u003e18.4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAttending performances at the theatre\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e123\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e21.7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e274\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e48.3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e133\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e23.5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e37\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e \u003cp\u003e6.5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAttending performances in recreation centres\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e86\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e15.5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e239\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e43.0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e175\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e31.5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e56\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e \u003cp\u003e10.1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWatching performances on TV\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e53\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e9.7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e156\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e28.7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e252\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e46.3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e83\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e \u003cp\u003e15.3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWatching films at the cinema\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e96\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e17.1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e237\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e42.3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e184\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e32.9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e43\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e \u003cp\u003e7.7\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWatching films on TV\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e110\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e19.4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e269\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e47.4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e156\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e27.5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e32\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e \u003cp\u003e5.6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"4 Prerequisites for Sustainable Organizational Culture","content":"\u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eCulture is undoubtedly one of the main factors determining an individual\u0026rsquo;s full-fledged social life in modern society. In other words, culture and education serve the creation of various forms of activity, help accumulate and transform various forms of culture, and create fundamentally new potential for anyone aiming to transition to a higher level of culture awareness and self-education. The growth of society also depends on the quality of a harmonious culture in an organization, whereas the perspective of an individual\u0026rsquo;s life in general is largely determined by opportunities created for him or her to participate in a supportive organization\u0026rsquo;s social life. Culture (in its broadest sense) is very important in the context of lifelong learning, where adult self-education is one of the priorities; it involves the continuous self-education of adults and the development of personal and professional knowledge and competences that are critical to the cultural awareness context in an individual\u0026rsquo;s private and social life. Not all self-education and training processes are obvious and visible; some personality development processes may be implicit. For example, behaviour, speaking style, and manners can be developed and shaped by incidental factors, impressions, cultural events, and aroused emotions. They do not belong to the direct function of adult self-education but are gained from the \u0026ldquo;School of Life\u0026rdquo;. This idea is relevant for an adult person with considerable life experience and knowledge, who can choose ways of self-education. The method of self-education for each person is an individual process that primarily facilitates self-integration (reintegration) into society and the development of opportunities in his or her personal life and professional activity. For society to survive and prosper, it must have guarantees or culture (Stancikas E., 2019). However, it is important for an adult to be surrounded by a collaborative learning environment, which serves as a catalyst for further self-education motivation. The creation of organizational culture is also closely related to employees\u0026rsquo; soft skills development processes in the organization with clear learning objectives and access to resources. The soft skills of adults in an organization are inseparable from everyday communication, flexible relationships, and the creation of long-term success. Leadership support in a rapidly changing environment becomes extremely relevant. Motivated and effective leaders care about people so that they can get to know them and feel what they feel, see the world through their eyes, and then act on the new information (Boyatzis, McKee, 2006). According to Altermark et al., leaders need to be authentic and base their leadership on personal values (Altermark et al., 2022), enhancing employee engagement and satisfaction. Furthermore, it is important for an adult to develop soft skills and values. According to the researchers, fostering a culture of continuous learning and creating conditions for the development of soft skills for learners can improve the professionalism of a person and increase innovativeness and resilience. A person can become a more motivated and competitive specialist in the labour market (Sydorenko V. V., Dzhus O., Kozenko R. V., Ivanenko O. A., Zavadska T. M., 2022). Research has shown that soft skills are promising because they are related to performance results (Manchini N., Jim\u0026eacute;nez-Jim\u0026eacute;nez O., Ramos-D\u0026iacute;az N., 2022). Research by other researchers reveals that a favourable organizational environment and purposeful management can help individuals develop soft skills quickly and effectively. This can be a successful factor for citizens to work effectively in their profession (Kanokorna S., Pongtorna P., Sujanyac S., 2014). Values are universal, eternal, and immutable. Regardless of race, gender, age, politics, religion, or socioeconomic factors, these principles apply to all humanity. According to S. R. Covey (2003) values such as honesty, principledness, compassion, reliability, respect, will never be out of date; they are the basis of a purposeful, harmonious and fulfilling life. Self-confidence is an important adult ability that allows employees, instead of being stuck in a stifling bureaucracy, to feel free, be entrepreneurial, take care of their own careers and, like many other professionals, to be able to strengthen their existing skills and acquire new ones (Osterman, 2009). The development of emotional intelligence can help a person achieve well-being and live a healthier, happier, and fulfilling life. Adults whose emotional well-being is ensured can actively participate in work activities, establish meaningful relationships with other people, and experience more positive emotions (G. Naudužienė, V. Zuzevičiūtė, 2021). To develop soft skills within interest groups in organizations, it is necessary to bring adults together in activities, i.e., to involve them and activate their participation. Soft skills, in a narrow sense, are what help people adapt and communicate more easily with each other and in joint activities. In a broad sense, they mean the ability to acquire a suitable profession, to be active in the labour market, to develop a career in a purposeful way, and to feel successful. Therefore, soft skills are characteristic of a socially competitive, constantly learning, and developing citizen. All these soft skills are acquired through lifelong learning (Gedvilienė G. and Stancikas E., 2019). Soft skills guarantee our existence and survival in this world. Their presence helps us communicate with other people, develop, grow, gain new knowledge, pursue a career, and be satisfied with life.\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e"},{"header":"5 Discussion","content":"\u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eAdult self-education and the development of cultural awareness play crucial roles in creating a sustainable organizational culture. They enable individuals to continuously learn and adapt with special focus on the development of soft skills, allowing them to maintain pace with the ever-changing demands and dynamics of the modern world. Continuous self-education and cultural awareness help individuals remain competitive and contribute effectively to the organization\u0026rsquo;s goals and objectives. Moreover, adult self-education promotes personal growth and development, allowing individuals to expand their knowledge and acquire new skills. This, in turn, contributes to the overall growth and development of the organization. By engaging in self-education, adults become more skilled and knowledgeable, which enables them to contribute to the organization\u0026rsquo;s success. Furthermore, fostering cultural awareness is essential in creating a sustainable organizational culture. It helps foster a sense of inclusiveness and respect for diversity within the organization, leading to greater collaboration, innovation, and productivity, as individuals from different cultural backgrounds bring unique perspectives and ideas to the table. Additionally, building cultural awareness helps individuals understand and appreciate different cultural norms and values, reducing the likelihood of misunderstandings or conflicts within the organization. To create a sustainable organizational culture, it is important for individuals in the organization to engage in self-education and develop cultural awareness. This would ensure that they are continuously learning, growing, and staying relevant and adaptable in a rapidly changing world. Adult self-education and the building of cultural awareness are vital in creating a sustainable organizational culture. They enable individuals to understand and appreciate the importance of continuous learning, personal growth, and cultural diversity.\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e"},{"header":"6 Conclusions","content":"\u003cp\u003eBased on the sources provided, it can be concluded that adult self-education and\u0026nbsp;the development of cultural\u0026nbsp;awareness play crucial\u0026nbsp;roles\u0026nbsp;in creating\u0026nbsp;a\u0026nbsp;sustainable organizational culture. This study emphasizes the importance of soft skills education and the influence of the environment in shaping sustainable behaviour.\u0026nbsp;These findings suggest\u0026nbsp;that organizations should focus on providing opportunities for adult self-education and foster a culture of awareness\u0026nbsp;of\u0026nbsp;and responsibility\u0026nbsp;for\u0026nbsp;sustainability. Furthermore, the research supports the idea that education is vital for the transmission and enrichment of culture. Through education, cultural perspectives and aspirations are incorporated into what is taught and how it is conveyed; this highlights the interconnectedness of education, culture, and sustainability. By promoting adult self-education, organizations can cultivate\u0026nbsp;talent\u0026nbsp;for sustainable development and encourage individuals to actively participate in addressing environmental issues. Additionally, it is suggested that creating a civic sense in society through civic citizenship education, awareness, and participation can further enhance sustainable behaviour.\u003c/p\u003e\n\u003cp\u003eThere are several prerequisites for the successful implementation of adult self-education and\u0026nbsp;the\u0026nbsp;building of cultural awareness when creating a sustainable organizational culture. They are the following:\u003c/p\u003e\n\u003col\u003e\n \u003cli\u003eLeadership Support: The support and commitment of leadership are crucial for promoting and facilitating adult self-education and cultural awareness development. Leadership should prioritize and allocate resources for employee development programmes, create a supportive learning environment, and,\u0026nbsp;importantly, actively participate in the learning process themselves.\u003c/li\u003e\n \u003cli\u003eAccess to Resources: Individuals must have access to relevant resources such as books, articles, online educational platforms, and training programmes that facilitate self-education and the development of cultural awareness.\u003c/li\u003e\n \u003cli\u003eCollaborative Learning Environment: Creating a collaborative learning environment where individuals can engage in discussions, share perspectives, and learn from each other’s experiences is essential for promoting adult self-education and cultural awareness.\u003c/li\u003e\n \u003cli\u003eClear Learning Objectives: It is important to establish clear objectives for adult self-education and cultural awareness development, ensuring that learners understand what they are expected to achieve and how their learning\u0026nbsp;contributes\u0026nbsp;to the organizational culture.\u003c/li\u003e\n \u003cli\u003eSupportive Organizational Culture:\u0026nbsp;Organizational\u0026nbsp;culture should encourage and support self-education and\u0026nbsp;the development of\u0026nbsp;cultural awareness. This can be achieved by promoting a growth mindset, fostering an environment of open communication and feedback, and recognizing and rewarding individuals who actively engage in self-education and develop their cultural awareness.\u003c/li\u003e\n \u003cli\u003eAccess to Proper Tools and Technology: Providing individuals with the necessary tools and technology that facilitate self-education and cultural awareness is crucial. These tools can include access to online learning platforms, educational resources, and communication technologies that enable individuals to engage in self-paced learning and connect with others who are also engaged in self-education and improving cultural awareness.\u003c/li\u003e\n\u003c/ol\u003e\n\u003cp\u003eOverall, the conclusions drawn from the sources suggest that adult self-education and\u0026nbsp;the\u0026nbsp;building of cultural awareness are crucial for creating a sustainable organizational culture. Furthermore, their integration is essential for the creation of a sustainable organizational culture. Organizations that understand and embrace the significance of these elements are better positioned to foster a culture of continuous learning, employee engagement, and innovation, ultimately paving the way for long-term success and resilience. To this end, a holistic model of transcultural lifelong learning can serve as a catalyst for positive social change and transformation.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003eI confirm that the participants in the study have consented to participate and/or publish, even if this statement indicates that the need for consent was waived by the approving ethics committee.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n \u003cli\u003eAltermark, N., Johansson, H. \u0026amp; Stattin, S. (2022). Shaping Civil Society Leaders: Horizontal and Vertical Boundary Work in Swedish Leadership Training Programmes. \u003cem\u003eVoluntas\u003c/em\u003e. https://doi.org/10.1007/s11266-022-00519\u003c/li\u003e\n \u003cli\u003eBoyatzis, R. \u0026amp; McKee, A. (2006) Sustainable leadership. Harvard Business School Press, 175-201\u003c/li\u003e\n \u003cli\u003eCovey, S.R. (2003), Principle-Centred Leadership, \u003cem\u003eFree press\u003c/em\u003e, p.33-41\u003c/li\u003e\n \u003cli\u003eDeveloping Teachers\u0026rsquo; Soft Skills within the New Educational Paradigm: Competences, Values, Indicators, Results. (2022). Questa Soft.\u003c/li\u003e\n \u003cli\u003eGedvilienė, G., \u0026amp; Stancikas, E. (2019, June). Development of social competence in the preparation and continuing training of adult educators. In \u003cem\u003eConference Proceedings. The Future of Education 2019\u003c/em\u003e.\u003c/li\u003e\n \u003cli\u003eRaya, R. P., \u0026amp; Panneerselvam, S. (2013). The healthy organization construct: A review and research agenda. \u003cem\u003eIndian Journal of Occupational and Environmental Medicine\u003c/em\u003e, \u003cem\u003e17\u003c/em\u003e(3), 89. https://doi.org/10.4103/0019-5278.130835\u003c/li\u003e\n \u003cli\u003eRosa, P., Sassanelli, C., \u0026amp; Terzi, S. (2019). Towards Circular Business Models: A systematic literature review on classification frameworks and archetypes. \u003cem\u003eJournal of Cleaner Production\u003c/em\u003e, \u003cem\u003e236\u003c/em\u003e, 117696. https://doi.org/10.1016/j.jclepro.2019.117696\u003c/li\u003e\n \u003cli\u003eShi, Y., Van Toorn, C. \u0026amp; McEwan M. (2023). Exploration\u0026ndash;Exploitation: How business analytics powers organisational ambidexterity for environmental sustainability. \u003cem\u003eInformation Systems Journal\u003c/em\u003e. https://doi.org/10.1111/isj.12456\u003c/li\u003e\n \u003cli\u003eStancikas, E. (2019, October 24). \u003cem\u003eCultural Awareness Concept and Content in Adult Self-Education\u003c/em\u003e. https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3748537 https://www.ceeol.com/search/article-detail?id=1129615\u003c/li\u003e\n \u003cli\u003eSomprach, K., Pongtorn, P., \u0026amp; Sujanya, S. (2014). Soft skills development to enhance teachers\u0026rsquo; competencies in primary schools. \u003cem\u003eProcedia - Social and Behavioral Sciences\u003c/em\u003e, \u003cem\u003e112\u003c/em\u003e, 842\u0026ndash;846. https://doi.org/10.1016/j.sbspro.2014.01.1240\u003c/li\u003e\n \u003cli\u003eManchini, N., Jim\u0026eacute;nez, \u0026Oacute;. J., \u0026amp; D\u0026iacute;az, N. R. (2022). Teachers\u0026apos; Soft Skills: a scoping review.\u003c/li\u003e\n \u003cli\u003eOsterman, P. (n.d.). \u003cem\u003eThe Truth about Middle Managers: Who They Are, How They Work, and Why They Matter\u003c/em\u003e [Review of \u003cem\u003eThe Truth about Middle Managers: Who They Are, How They Work, and Why They Matter\u003c/em\u003e].\u003c/li\u003e\n \u003cli\u003eZuzevičiūtė, V., \u0026amp; Naudužienė, G. (2021). Emotional intelligence in the era of Covid: Lessons to consider. In \u003cem\u003eСоціальні інновації в контексті реформаційних змін: зб. матеріалів Міжнар. наук.-практ. конф.(м. Чернігів, 21 листоп. 2021 р.). Чернігів: Чернігівська політехніка, 2021\u003c/em\u003e\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":true,"hideJournal":true,"highlight":"","institution":"Vytautas Magnus University","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"adult education, cultural awareness, self-education, sustainability, organizational culture","lastPublishedDoi":"10.21203/rs.3.rs-5298921/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-5298921/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003e\u003cem\u003eRelevance.\u003c/em\u003eCulture and education are undoubtedly two of the major factors that determine both the level of societal development and an individual’s full-fledged social life in contemporary society. Cultural awareness and adult self-education serve to produce various forms of activities; they help accumulate and transform diverse culture forms and create essentially new potential for anyone whose aim is to transition to a higher level of organizational culture. The growth of organizational culture also depends on the quality of cultural awareness and adult self-education, whereas the perspective of an individual’s life in general is determined by opportunities created for the individual to participate in an organization’s system.\u003c/p\u003e\n\u003cp\u003e\u003cem\u003eMethodology. \u003c/em\u003eThe results were quantified with further developed qualitative research methods.\u003cem\u003e \u003c/em\u003eThe research was performed in compliance with the following main principles of ethics: beneficence and ethical and honestly expressed opinions. The research was based on the methodological dispositions of transformative learning and experiential learning theory\u003cem\u003e. \u003c/em\u003eResearch was conducted in the following three stages: 1) research into generic competences (GC), identifying the importance of self-education of cultural awareness and how this relates to other competences; 2) research into the openness of adults to cultural awareness and self-education; and 3) hosting of a focus group discussion to identify prerequisites for the creation of a sustainable organizational culture.\u003c/p\u003e\n\u003cp\u003e\u003cem\u003eThis paper presents \u003c/em\u003ethe conditions needed for an employee to self-educate and acquire cultural awareness competency and how it relates to building a sustainable organizational culture. Can organizations achieve this?\u003c/p\u003e\n\u003cp\u003e\u003cem\u003eThe aim of this paper\u003c/em\u003e is to reveal the importance of adult education and cultural awareness when creating a sustainable organizational culture.\u003c/p\u003e","manuscriptTitle":"The Importance of Adult Self-education and Cultural Awareness When Creating a Sustainable Organizational Culture","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2024-10-23 05:29:23","doi":"10.21203/rs.3.rs-5298921/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"11391920-bfda-4597-b4c9-efb864f7c3e2","owner":[],"postedDate":"October 23rd, 2024","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[],"tags":[],"updatedAt":"2024-10-23T05:29:24+00:00","versionOfRecord":[],"versionCreatedAt":"2024-10-23 05:29:23","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-5298921","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-5298921","identity":"rs-5298921","version":["v1"]},"buildId":"qtupq5eGEP_6zYnWcrvyt","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}