The relationship between improvement, problem orientation, and systems thinking is the way they all lead to each other. Improvement, which can be seen based on learning or performance depending on whether you agree with Krempl and Pace (2001) or Bierema (1996), helps fix the problem (opportunity) or close the gap from the current state to the desirable state. HRD tools are provided through systems thinking for identifying improvement problems and taking action, therefore connecting back to improvement.
The open system part of system thinking isn’t exactly new to me, but is much more understood now after reading this chapter. I’ve been thinking it is much more complicated than it is, and basically its just a system that can be changed or influenced by the outside forces (environment).
The only connection that I can see is that each one is part of a system that ultimately makes up framework for the HRD profession. Vague, but that’s the only connection I can see.
My world view is that for majority of people, the population is made up of good people that want to be good people and be able to provide for themselves and others. This deals or relates to HRD because I think that people in their occupations want to perform well for both personal satisfaction and for others, however somewhere along the way that becomes clouded and interrupted. Whether the distraction is from environmental or organizational factors is the job of the HRD professional to identify as they try to reconnect them to themselves and their job.
Integrity and ethics aren’t only important to the HRD profession, but should be in all professions and life-styles. Specifically though, in HRD, they are important because if we as professionals don’t guide other human beings with integrity and ethical practices, then we could potentially help to create unethical & integrity lacking people.
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