LECTURE 7 THEORIES OF HRD (YOUR POV)

LECTURE CONTRACT By the end of this lecture, you will be able to: Identify and describe the 6 specific theories related to HRD in the psychological and systems theory domains State the relationship/implications of each theory to HRD

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Psychological Theory Component Gestalt psychology theory – Behavioral psychology theory Cognitive psychology theory

GESTALT THEORY

➜ originated from German word to mean ‘ form or shape’ in 1890 ➜ In gestalt psychology, focus on the various aspects of a person and how they combine into a whole that affects that person’s relationship with his or her environment ➜ An integrated whole system with its parts enmeshed. The whole is greater than just the sum of its parts.

PSYCHOLOGICAL THEORIES & HRD Gestalt

TheoryTheoristsContributions GestaltWertheimer, Kofka, Kohler, Lewin Focus on the whole person Holistic view of organizations and individuals Clarifies goals of individual contributors, work process owners, organization leaders as well as organisational goals as a whole.

BEHAVIOURAL THEORY

➜ Focus on the observable change in behaviour ➜ Also known as learning theory ➜ The accumulation of KSAs through experience & learning leads to better performance at the workplace. BEHAVIOURAL THEORY

PSYCHOLOGICAL THEORIES & HRD Behaviour

TheoryTheoristsContributions BehaviorismWatson, Pavlov, Thorndike How external environments affect human behavior Rewards and motivation systems Goal setting Develop knowledge and expertise of individual contributors, work process owners and organization leaders

COGNITIVE THEORY

➜ primarily focused on the individual and mental processes eg memory, aptitude and intelligence ➜ explains how the individual learn and make meaning of their experiences ➜ emphasizes that individuals are not only influenced by external factors but also make decisions about those influences and their meaning.

PSYCHOLOGICAL THEORIES & HRD Cognitive

TheoryTheoristsContributions CognitivePiaget, Bruner, Tolman How humans process information Foundation for instructional design How humans make meaning of their experiences Harmonize goals and behaviors

SYSTEMS THEORY

Gradous (1989)

SYSTEMS THEORY COMPONENT General systems theory Chaos theory Futures theory

GENERAL SYSTEMS THEORY (GST)

GENERAL SYSTEMS THEORY ➜ Views an organisation as an organism ➜ Talks about inputs, processes, outputs and feedback ➜ Focuses on synergy and interdependence in external and internal environment of an organisation: - an organisation cannot be isolated from external environment as external changes will affect it - Organisational teams and subsystems cannot operate alone ➜ Must adapt in order to survive

SYSTEMS THEORY & HRD General Systems

HRD must understand how it and other subsystems connect and disconnect from the host organizational system GENERAL SYSTEMS THEORY (GST)

CHAOS THEORY ➜ A tiny difference will result in a completely different behavior of a complex system ➜ Examples: weather conditions, migratory patterns of birds, diseases … ➜ Unpredictability in complex systems ➜ Teaches us to expect the unexpected

IS IT POSSIBLE? A butterfly flapping its wing in Mexico can cause a hurricane in China

SYSTEMS THEORY & HRD Chaos

Want big impact? USE BIG IMAGE By understanding that ecosystems, social systems, and economic systems are interconnected, HRD can hope to avoid actions which may end up being detrimental to our long-term well- being.

FUTURES THEORY The Whirlpool Galaxy (M51). No organization is as complex as a galaxy, but the complexity we face when managing organizations can far exceed anything we imagine.

FUTURES THEORY ➜ Look to the future ➜ New challenges due to fluid environment and constant/continual changes ➜ Is concerned not only with forecasting the future, interpreting the future and critiquing the future, but also with creating alternative futures.

SYSTEMS THEORY & HRD Futures

HRD must help the organisation to recognize and cope with an evolving future state.