Showing papers in "Advances in Developing Human Resources in 2002"
TL;DR: In this paper, the authors present definitions, purposes, and elements of case-study research for the purpose of understanding how case study research can be used to build theory in applied disciplines.
Abstract: The problem and the solution. This chapter overviews case study research and proposes a manner in which case study research can contribute to theory building in applied disciplines. Although theory building using case study research has been discussed previously in the literature, there is no clarity as to how case study research can be used to build theory. Moreover, it should not be assumed that there is clarity on the processes of case writing, case studies, or case study research. This chapter presents definitions, purposes, and elements of case study research for the purpose of understanding how case study research can be used to build theory in applied disciplines.
496 citations
TL;DR: This chapter acts as a foundation for the journal by highlighting strategies commonly used in building theory and offers a generic, five-phase method of theory-building research.
Abstract: The problem and the solution. One of the challenges of theory-building research in applied disciplines is making the logic used to build the theory explicit and accessible to the user of the develo...
353 citations
TL;DR: The grounded theory research approach as mentioned in this paper presents promising possibilities for the development of theoretical frameworks that emerge from research situated in practice and enhance the HRD theorist-HRD practitioner partnership in the process of theory building.
Abstract: The problem and the solution. A challenging mandate recently advanced by human resource development (HRD) scholars and practitioners has been the development of theory with clear implications for practice. The grounded theory research approach presents promising possibilities for the development of theoretical frameworks that emerge from research situated in practice and enhance the HRD theorist–HRD practitioner partnership in the process of theory building.
199 citations
TL;DR: In this paper, the authors explored the connection between emotional intelligence and preferred styles of conflict resolution and examined the implications for human resource development and micro level organizational change specifically, and found that individuals with high emotional intelligence preferred to seek collaborative solutions when confronted with conflict.
Abstract: The problem and the solution. There continues to be strong interest regarding the emotional intelligence construct,primarily because of the construct’s potential as a predictor of workplace behavior in organizations. Little research has been conducted, however, that considers the implications of emotional intelligence for organizational change and human resource development in organizations.The study outlined in this article explores the connection between emotional intelligence and preferred styles of conflict resolution and examines the implications for human resource development and micro level organizational change specifically. One hundred and thirty-nine respondents were administered the Workgroup Emotional Intelligence Profile, a measure of group members’ emotional intelligence when working in teams, as well as the Thomas-Kilmann Conflict Model Instrument. The results consistently showed that individuals with high emotional intelligence preferred to seek collaborative solutions when confronted with...
172 citations
TL;DR: In this paper, the authors investigate the emotional experiences of a merger and develop a framework to map out the emotional experience more comprehensively, which allows researchers to view emotions as an essential part of the working experience.
Abstract: The problem and the solution. Organizational changes, especially mergers,are very emotive events.Still,in change models, the role of emotion is rarely discussed. Most of the change literature focuses on rational and cognitive aspects and views emotions merely as human frailty or cause for interference with implementing change.This literature portrays a very limited and superficial understanding of emotions. By drawing on psychological literature on emotion theories,more helpful notions can be developed, such as viewing emotions as an essential part of the working experience. These theoretical developments are exemplified and taken a step further by the results of an explorative study, investigating the emotional experiences of a merger.A framework is developed,which allows researchers to map out the emotional experience more comprehensively.
147 citations
TL;DR: The problem and the solution as discussed by the authors : The advancement of technology in the global workplace is having a profound impact on the roles of human resource development (HRD) professionals. In the past, technolo...
Abstract: The problem and the solution. The advancement of technology in the global workplace is having a profound impact on the roles of human resource development (HRD) professionals. In the past, technolo...
102 citations
TL;DR: The problem and the solution of theory building from a social constructionist perspective is discussed in this paper, where the authors present an eight-step approach to theory building, at the same time as illustrating this approach with an example taken from the author's own research.
Abstract: The problem and the solution. This chapter presents theory building from a social constructionist perspective. It asks what constitutes theory for a social constructionist and compares the assumptions made within this paradigm with those embedded in quantitative research. The chapter then offers an eightstep approach to theory building, at the same time as illustrating this approach with an example taken from the author’s own research. Finally, the chapter offers a discussion of the legitimacy and a critique of this approach.
76 citations
TL;DR: This chapter presents a comparative analysis of research methods for theory building that leads to deeper understanding of the methods and their unique contributions to theoretical knowledge.
Abstract: The problem and the solution. This volume presents an anthology of methods for theory building in applied disciplines. Each chapter has described the assumptions and methods of distinct approaches ...
73 citations
TL;DR: This chapter focuses on Dubin’s quantitative method of theory building for applied disciplines, a two-part, eight-steptheory-building method as a specific variation of the generalmethod of theory-building research in applied disciplines presented in chapter 1.
Abstract: The problem and the solution. There are a number of strategies and methods that the theory builder can use to develop applied theory. Each strategy and method is informed by assumptions about what makes for knowledge and in turn good theory—and each is a way of seeing and understanding the phenomenon central to the theory. Dubin, a recognized scholar in applied theory building, advocates a theory-then-research strategy and quantitative hypothetico-deductive approach to applied theory building. This chapter focuses on Dubin’s quantitative method of theory building for applied disciplines, a two-part, eight-steptheory-building method as a specific variation of the general method of theory-building research in applied disciplines presented in chapter 1.
66 citations
TL;DR: The problem and the solution of emotion research is frequently classified into psychological and sociological approaches; the authors believe this dichotomization is limiting and not representative of real emotion research as discussed by the authors.
Abstract: The problem and the solution. Emotion research is frequently classified into psychological and sociological approaches; the authors believe this dichotomization is limiting and not representative o...
65 citations
TL;DR: In this paper, the role of online technologies in the integration of knowledge generation and sharing, and organizational and individual learning and development is explored in the context of human resource development (HRD).
Abstract: The problem and the solution. Human resource development (HRD) professionals consider the integration of the basic HRD functions an important goal. A part of this integration involves linking online technology-based knowledge management solutions and the technology-enabled learning and development of an organization’s human potential. This chapter explores the role of online technologies in the integration of knowledge generation and sharing, and organizational and individual learning and development.
TL;DR: In this paper, the authors investigate the implications of the management of emotions through planned corporate change programs and find that the emotions produced by such programs are not always congruent with those desired and invoked by the organizations engaging in such programs, and that the deliberate managing of emotion may instead lead to unintended and unexpected emotions within the participants of such programs.
Abstract: The problem and the solution. Managing emotional behavior as a leverage point for organization change is an increasingly popular concept.This article investigates the implications of the management of emotions through planned corporate change programs. It suggests that the emotions produced by such programs are not always congruent with those desired and invoked by the organizations engaging in such programs, and that the deliberate managing of emotion may instead lead to unintended and unexpected emotions within the participants of such programs.Drawing on data from an in-depth study of one such program,the article comparatively analyses the emotions designed into the program, comparing these with empirical evidence of the emotions displayed by the participants on the program. It finds considerable differences, which it argues are important areas for future human resource development research.
TL;DR: In this paper, the authors examine the changing role of the trainer who uses Web-based learning environments and identify the new roles and competencies that must be developed to become an effective e-trainer.
Abstract: The problem and the solution. The Internet and Web-based technologies are having a profound impact on the lives of human resource development (HRD) professionals. Trainers who use the Internet for instructional delivery need to assume new roles and develop new competencies while continuing to apply existing ones in order to be successful trainers when using these new technologies. The purpose of this chapter is to examine the changing role of the trainer who uses Web-based learning environments and to identify the new roles and competencies that must be developed to become an effective e-trainer.Critical factors associated with the adoption of new technologies and strategies for effectively training the e-trainer also are explored. Finally,strategies for developing the new skills required of the etrainer are reviewed.
TL;DR: This chapter describes common meta-analytic approaches and outlines a process of building theory in applied disciplines through this approach, in terms of its unique roles in the relationship between theoretic constructs and empirical evidences.
Abstract: The problem and the solution. Although meta-analysis has been widely recognized as a powerful empirical research method, it has not been well acknowledged that it can be a valuable tool for theory-...
TL;DR: This chapter describes how the traditional instructional design model is modified when designing instruction for these new technologies.
Abstract: The problem and the solution. The introduction of Internet and Web-based technologies has resulted in changes in the way instructional design models are applied in the creation of instruction delivered via the new media. New resources and constraints must be considered and new questions must be asked and answered.This chapter describes how the traditional instructional design model is modified when designing instruction for these new technologies.
TL;DR: In this article, the authors summarized the relevant literature on emotions and used two short scenarios to illustrate its application to the training context and found that emotions are frequently present in the training room and are likely to influence the training process and the effectiveness of individual and group learning.
Abstract: The problem and the solution. Emotions, such as excitement, boredom, frustration, joy, and anger, are frequently present in the training room and are likely to influence the training process and the effectiveness of individual and group learning. How, then, can human resource development professionals use empirical and theoretical literature on emotions to understand the impact of emotions on training? This article summarizes the relevant literature and uses two short scenarios to illustrate its application to the training context.
TL;DR: The role of information in contemporary change efforts, and the impact that technology has had on the practice of organization development over the past decade is discussed in this article, where a case study of a Web-enabled platform used to drive culture change is presented.
Abstract: The problem and the solution. Organization development (OD) is a data-driven process for change,and as a result,the successful application of OD interventions and tools has become increasingly dependent on the use of information technology. This chapter focuses on the role of information (or data) in contemporary change efforts, and the impact that technology has had on the practice of OD over the past decade.Following a case study of a Web-enabled platform used to drive culture change, the chapter closes with a discussion of the unexpected consequences and potential issues involved with the use of technology for OD initiatives that need to be addressed.
TL;DR: Human resource development professionals charged with enhancing performance and learning must examine the new range of alternatives provided through technology and consciously determine better ways to provide support, references, courses, and collaboration.
Abstract: The problem and the solution. Although technology is being used to support learning through electronic versions of traditional instructional programs, its most direct effect on work performance is ...
TL;DR: This chapter presents some of the advantages for both the informal learner and the workplace by this technology, as well as the challenges of using the technology well to support informal learning processes.
Abstract: The problem and the solution. Informal learning is a part of our everyday experience. We learn as we interact with others and our environment. This learning process, which may include interventions such as coaching, mentoring, and communities of practice, can be enhanced by the availability of Internet-based technologies.This chapter presents some of the advantages for both the informal learner and the workplace by this technology, as well as the challenges of using the technology well to support informal learning processes.
TL;DR: For example, the authors suggests that too many workers cannot meet the basic skill demands needed to successfully perform job duties, learn, and apply learning on the job, and the success of human resource development professionals in building a globally competitive workforce is dependent on a thorough understanding of what basic employability skills are needed as well as their capacity to help build workforce development systems that will ensure every worker has these skills.
Abstract: The problem and the solution. A variety ofpowerful economic factors are combining to change the way work is done. These changes have profound implications for the basic employability skill requirements ofour workers. Research suggests, however, that too many workers cannot meet the basic skill demands needed to successfully perform job duties, learn, and apply learning on the job. The success ofhuman resource development professionals in building a globally competitive workforce is dependent on a thorough understanding ofwhat basic employability skills are needed as well as their capacity to help build workforce development systems that will ensure every worker has these skills.
TL;DR: This chapter presents quality standards in this area, which shows that effective workforce development systems must have standards and means to assess and certify them.
Abstract: The problem and the solution. Setting and certifying competency standards has always been controversial, particularly within the educational system. Nonetheless, effective workforce development systems must have standards and means to assess and certify them. This chapter presents quality standards in this area.
TL;DR: In this article, the authors present policy, governance, and foundation system standards to address the shortcomings of many WFD systems in the United States, including the lack of integration of workforce system elements across several levels.
Abstract: The problem and the solution. The promise ofeffective workforce development (WFD) systems is that they will support the sustainable development oforganizations and communities by building the capacity for individuals to be successful in the world of work and to make positive contributions to the communities in which they live. Unfortunately, many WFD systems in the United States are not fulfilling these expectations. A major reason for this failure is lack ofintegration of workforce system elements across several levels. This chapter presents policy, governance, and foundation system standards to address these problems.
TL;DR: The Workforce Investment Act (WIA) of 1998 has fundamentally reshaped workforce development funding in the United States as mentioned in this paper, and more guidance is still needed as to what the workforce development system should look like.
Abstract: The problem and the solution. The Workforce Investment Act (WIA) of 1998 has fundamentally reshaped workforce development funding in the United States. Although the WIA has much to say about the process used to build the system, more guidance is still needed as to what the workforce development system should look like. This chapter presents core principles that should guide development of every workforce development system, as well as an assessment framework.
TL;DR: This chapter presents an ROI process that can be implemented along with most technology projects and can be used with the spectrum of IT project implementations.
Abstract: The problem and the solution. The increasing use of Internet and Web-based information technology (IT) tools in the modern workplace has heightened the need for a comprehensive return on investment (ROI) methodology that can be used with the spectrum of IT project implementations. This chapter presents an ROI process that can be implemented along with most technology projects.
TL;DR: This chapter looks at the theoretical constructs that aid in understanding these new realities that information technologies have had in the ways that individuals and groups communicate and collaborate, as well as learn and perform.
Abstract: The problem and the solution. Information technologies have had an enormous impact on today’s world of work, and in particular, in the ways that individuals and groups communicate and collaborate,as well as learn and perform. This chapter looks at the theoretical constructs that aid in understanding these new realities. Second, it explores the extent of the impact the technologies have had. Next, it looks at the types of simple and complex communications that are currently being used throughout the world of work. Finally, it explores the unanticipated results of the wide adoption of these communication tools.
TL;DR: The problem for many human resource development (HRD) professionals is that their role in the implementation of technology is either nonexistent or limited to only organizing the software-training schedule as mentioned in this paper.
Abstract: The problem and the solution. Billions of dollars have been spent on technology for the purpose of improving business productivity. The “spend” includes technology applications for enterprise resource planning systems,business-to-business and business-to-consumer e-business solutions, e-marketplaces, advanced planning systems, warehouse management systems, scan-based trading, and online catalogs. The problem for business is that the return on investment (ROI) for technology is unpredictable and frequently impedes improved business performance for a period of time; costs go up, service goes down, and inventory gets out of control.The problem for many human resource development (HRD) professionals is that their role in the implementation of technology is either nonexistent or limited to only organizing the software-training schedule. The opportunity for both improved technology ROI and getting HRD to play a larger role in overall performance improvement requires business teams and HRD professionals to gain ...
TL;DR: In this article, the authors provide quality standards for how programs and services are delivered in a manner that removes barriers for entry, provides leading-edge research-based services, and ensures their sustainability over the long term.
Abstract: The problem and the solution. Workforce development programs and services must be delivered in a manner that removes barriers for entry, provides leading-edge research-based services, and ensures their sustainability over the long term. This chapter provides quality standards for how programs and services are delivered.
TL;DR: In this paper, the authors provide quality standards for effective workforce development systems in both the area of performance management and accountability for key outcomes, and provide a solution to the problem and the solution.
Abstract: The problem and the solution. To be effective, workforce development systems need to be managed in a manner that ensures they are coordinated and integrated. In addition, they must have effective performance management systems in place that provide accountability for key outcomes. This chapter provides quality standards for effective workforce development systems in both these areas.
TL;DR: This issue of Advances in Developing Human Resources, on technology, is the last as Editor-in-Chief and two very capable HRD scholars are taking over the helm.
Abstract: This issue of Advances in Developing Human Resources, on technology, is my last as Editor-in-Chief. No, I am not being displaced by technology. Two very capable HRD scholars are taking over the helm. Dr. Scott Johnson from the University of Illinois will be assuming the Editor-in-Chief role for volumes 5 and 6. Dr. Wendy E. A. Ruona, University of Georgia, will serve as Associate Editor-in-Chief for volumes 5 and 6, and then will assume the Editor-in-Chief position for volumes 7, 8, and 9. Both Johnson and Ruona have served on the ADHR editorial board and have edited issues of ADHR. Johnson and Ruona will bring new vision and energy to ADHR and we look forward to their leadership. The Academy of Human Resource Development is committed to limited terms for editors as a means of journal renewal. While there may be some loss in expertise in the transition, the new thinking and new ideas from new leadership is seen as the best hope in keeping journals alive and lively! Since ADHR is a topical journal with issue editors, we have had some new learning. It became clear that creating the Associate Editor-in-Chief position (similar to HRDQ and HRDR) and reducing the editor-in-chief roles to three years were two logical changes. At a more fundamental level, we changed publishers with Volume 3. Berrett-Koehler Publishers made a decision to get out of the journal business, and Sage Publications became our new partner. This was an incredibly amicable transition from one fine company to another. Special thanks go to Steve Piersanti, President of BK, for investing in the start-up of ADHR and for his support in starting up Human Resource Development Quarterly (HRDR) (when he was president of Jossey-Bass). Special thanks also go to Catherine Rossbach, Acquisitions Editor at Sage, for investing in ADHR and the start-up of HRDR. Piersanti and Rossbach took risks in investing in the Academy and its journals. They deserve our high respect and appreciation.