70 THE ROLE OF THEORY AND PHILOSOPH

70 THE ROLE OF THEORY AND PHILOSOPHY IN HRD ries and specific theories, while others might be ignored. Thoughtfully identifying Core component theories from Psychology and other theoretical domains for ar ticulating the HRD discipline is essential for advancing its academic status. Furthermore, the blending of the core theories provides the true distinguishing theoretical base of HRD, Take two theoris often identified as foundational to HRD: system and an thropological theories. System theory is not as value laden as anthropology Anthropologists are generally committed to not disturbing or changing the cul ture they study. In contrast, System theory almost always is thinking about under standing the system and the potential of improving it. Thus, it can be paradoxical to have HRD people spouse anthropological views with the internt to change the culture. This is a simple illustration of the missing logic that can Ccur when the (ry building is bypassed. Given the nature and purpose of H RD, Casy arguments Can be made that ystern theory is core to HRD and anthropology is secondary Anthropology will likely provide situational methods and tools to be called upon as needed while never being central to the theory and practice of HRD. A 5CAND EXHIuple of Imissing logic within HRD is seen when HRD profes "sionals claim a whole systems view (of the world, the organization, and the sky ple in it) without having the rigorous system theory and tools to match those claims, Putting people into a guided group process and relying only on those in teraction skills is sufficient for whole systern understanding. Such a view would limit the skill of the HRD professional to group interaction facilitation, Theory has an enormous challenge and opportunity in the growing HRD profession. The concurrent questions are questions of philosophy : What is there (ontology): How do you know? (Epistermology), and Why should I? (Ethics). The following essay by Dr. Karen Watkins (1989), a noted HRD scho lar, provides al ternative philoworlical metaphors for thinking about HRD theory and practice. PHILOSOPHICAL METAPHORS FOR HRD THEORY AND PRACTICE Contributed by Karen E. Watkins Theories from different disciplines atteript to explain the universe, using the tools and perspectives of that discipline. An interdisciplinary applied field like HRD can thus he expected to make use of many different theories. For example, general systein theory is a robust and useful diagnostic theory, which efits apar ticular philosophical metaphor. Just as different disciplins and different systein levels may all for different the oriS , SO may alternative pillosopranks for the role of human Tource diclopment all for different thoris. Five Such philosophical metaphors will be considered and are depicted in Figure 4. l: the human resource developer as organizational prof lem solver, organizational change agent / interventionist or helper , organizational Philosophical Metaphors for HRD Theory and Practice 71 Nonpsychological E, ED Nonpsychological Person + Environment = Life Space The Psychological Life Span Figure 4. 1

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This is a physical and concrete theory, while others may be burned. This should be clear. The core element theory is to explain the essence of HRD from psychology and other theoretical fields. In order to promote the improvement of academic status, Fu's core theory provides a real theoretical distinction. Two basic theories of human resource development are often regarded as the basis of human resource development: system theory and system theory. Anthropologists are generally committed to not interfering with or changing culture. They study relativity and systematology, mainly thinking about the lack of understanding of the system and the potential for improvement. It may be absurd to use anthropologist's view and cultural change. This is a simple error in the description that can be curc when "building" is through nature and geography. The purpose of this paper is to propose that the core of system theory is human resource science and secondary human geography. For example, providing the necessary context, methods and tools, rather than focusing on theories and methods. In practice, HRD 5cand exhibit imacilogywith HRD can be seen when professionals claim a complete system view. The organization of the world and the sky in its 41 do not have a strong theoretical system and tools to match them It is claimed that putting people into a process and relying on only those skills is enough as a whole Understanding system. The interaction group of Su Jiang's limited human resources professional skills In the field of human resource development, there are great challenges and opportunities, some of which are philosophical problems. What are "ontology" and "do you know what is" episermology "and" I should be ethis 41? "Here is Dr. Karen. Watkins holmium 19895 and notes that HRD scholars provide an international philosophical metaphor for thinking about HRD theory and practice. Philioshical Metals Co., Ltd. is formed by Karen e Watkins from different disciplines. This paper expounds the application of University in applied subject, applied subject and applied subject. Like HRD, he hopes to use many different theories, such as general system theory, crime and Useful dialectics refers to philosophical allusions of different disciplines and systems. The level can be different from the source, so can replace philosophy for the whole process of human tourism development. Different philosophical concepts consider and depend on human resources. Organizational development, problem solving, organizational change, agency, intervention, help, organizational philosophy The HRD and psychological practice of metafingers 71. Ed non psychological person "environment" and "living space" psychology Life span figure 4.1