Theory & Practice in HRD Orlando V. Griego, PhD • Then Samson's wife threw herself on him, sobbing, "You hate me! You don't really love me. You've given my people a riddle, but you haven't told me the answer." "I haven't even explained it to my father or mother," he replied, "so why should I explain it to you?" She cried the whole seven days of the feast. So on the seventh day he finally told her, because she continued to press him. She in turn explained the riddle to her people. Judges 14:16-17 Recap • HRD is a process for developing and unleashing human expertise through organization development and personnel training and development for the purpose of improving performance. Lost in the Amazons Recap • “You think because you Environment understand one you must Input Process Output understand two, because one and one makes two. But you must also understand and…” Feedback • Margaret Wheatley, Leadership and the New Science 1999 Basic System HRD Analyze Propose Create Implement Assess Activity Defining the Family / Organization • A family is a system. • All family / organizational systems go through predictable and expected tasks. • Family / organizational members establish routine, habitual patterns of interaction with one another – Routines are altered – Distinctive identify – Boundaries – Emotional climate – Members’ development (or non-development) The Family/Organization As a System • Complex structure • Interdependent group of individuals who: – Shared sense of history – Emotional bonding – Devise strategies for meeting needs of individual family / organizational members and the group as a whole Characteristics of Family / Organizational Systems • Multiple subsystems. • Common purposes and tasks that must be fulfilled. • Devises strategies for the execution of these tasks. Viewing the Family / Organization As a “System” • Structure – Membership: Family - Organization composition – Organization: Rules governing the family / organization • Tasks – The “business” of the family / organization – It’s common and essential responsibilities – Tasks fulfilled for society and for members Structural Properties of Families / Organizations • Wholeness • Organizational complexity • Interdependence • Openness Structural Properties of Families / Organizations: Wholeness • Individuals form a complex and unitary whole • Understanding the rules and unwritten rules that structure interact Structural Properties of Families / Organizations: Organizational Complexity • Subsystems: family / organizational systems are comprised of smaller units • Subsystems organized by: – Each member of the family / organization – Gender – Divisions – Different tasks – Generation: Marital, parental, and siblings Structural Properties of Families / Organizations: Organizational Complexity • Subsystems influence the family / organizational system • Family / organizational systems are also a subsystem within the broader community and society – The social, political, economic, educational, and ethical agendas of these broader social systems have an impact on the family and organization. Structural Properties of Families / Organizations: Interdependence • Mutually dependent and mutually influenced by one another. • Factors that appear to influence only one person have an impact on everyone. – Example: changes an sick child goes through. Structural Properties of Families / Organizations: Openness • Flow of information • Influenced by outside • Influences outside • Dynamic Predictable and Identifiable Tasks of Families / Organizations (5) (1) Establishing identity – Family / Organization as a whole – Each individual member (2) Clearly defined boundaries – Between family / organization and outside – Between individual members inside (3) Manage the family / organization – Chores, finances, problem solving (4) Create a human-focused environment – Family: warm and nurturing – Organizations: Respect and community (5) Adapt how tasks get accomplished in response to stress (expected and unexpected) – Family: Daughter leaves for college, loss of a job – Organizations: Loss of employees, loss of customers Modified Genogram Symbols Male Female Strong OK/Weak Conflict Modified Genogram Symbols Environmental Forces Environmental Little Sister Forces Me Big Sister Father Step Mother Environmental Forces Step Sister Environmental Forces Your Turn Class Objectives • To take part in the active learning of chapters 1-5. • To understand our decision making in the context of HRD. • If time: To practice leadership and its impact. Chapter Jeopardy Shelter Exercise • A comet has hit the earth and your group known as the Higher Echelon Logistic Program Management Entity (HELP ME) has survived. Unfortunately, the area has a high incident of Litronium 306. Luckily, your group made it to a fallout shelter. You have radio communication with other shelters under your jurisdiction. • Unfortunately, one shelter, which has oxygen, supplies, and equipment, only holds seven people. There are twelve people in the shelter. The supplies and equipment, however, will only sustain life for the anticipated shelter stay of four to five months. • The only information you have about the occupants of that shelter in question are contained in sketchy personnel files on each of the persons. The Object • You must first decide who will be ejected from the shelter. • Then, as a group, reach a decision on which seven people may remain in the shelter. Five persons must be ejected! (You have the ability to remove them). Decide who may stay and who must leave. • In addition, be prepared to explain your reasons for choosing the persons who must leave and the person who may stay. Rules • No voting • Everyone must come to a consensus • Differences need to be discussed openly • Listen to both sides prior to making a decision Biographical Information • Dr. Ira Silverstein, M.D. • Colonel Roger Thomas • Father John O’Conner • Mohammed Ibal • James Robinson • George Martinez • Kathy Love • Ruben Cohen • Larry Chen • Steve Anderson • Shelly Roberts • Stanely English Environment Economic Forces - Political Forces - Cultural Forces Organization Mission & Strategy - Organizational Structure - Technology - Human Resources Environment Input Process Output Analyze Propose Create Implement Assess HRD Feedback HRD Systems Theory Questions • What did you learn about yourself and your group process? – How did your initial input (individual) differ from your output (group decision)? – How did you personally deal with the decision conflicts? – What was your mission & strategy as a group? – How did you use your shelter organization? What could you have improved on? – Explain your effectiveness or ineffectiveness in using your group human resources? – What environmental forces impacted you? – How did you process feedback?
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