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Justifying ability: Human resource d...

Brown, Terry L.

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Justifying ability: Human resource development and persons with disabilities -- a grounded theory.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Justifying ability: Human resource development and persons with disabilities -- a grounded theory./
作者:	Brown, Terry L.
面頁冊數:	293 p.
附註:	Source: Dissertation Abstracts International, Volume: 76-02(E), Section: A.
Contained By:	Dissertation Abstracts International76-02A(E).
標題:	Educational administration. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3639957
ISBN:	9781321250428

Justifying ability: Human resource development and persons with disabilities -- a grounded theory.
Brown, Terry L.

Justifying ability: Human resource development and persons with disabilities -- a grounded theory. - 293 p.

Source: Dissertation Abstracts International, Volume: 76-02(E), Section: A.

Thesis (Ed.D.)--Northern Illinois University, 2014.

This item must not be sold to any third party vendors.

Systems are environments of repetition. A central problem of labor in a system of work focuses on improving technique in the reproduction of goods and services. Problems in routine environments are generally well-understood and solved through the application of known solutions. Individuals preparing to enter systems of work concentrate on practicing technique in anticipation of entering these routine environments. These conditions have given rise to the assemblage of selected theories and practices known today as human resource development. Identification of all labor problems and their solutions are then based on the assumptions of systems. This is a problem, especially when enacting HRD within marginalized groups, such as persons with disabilities.

ISBN: 9781321250428Subjects--Topical Terms:

2122799
Educational administration.

Justifying ability: Human resource development and persons with disabilities -- a grounded theory.
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245 1 0 $a Justifying ability: Human resource development and persons with disabilities -- a grounded theory.
300 $a 293 p.
500 $a Source: Dissertation Abstracts International, Volume: 76-02(E), Section: A.
500 $a Adviser: Jorge Jeria.
502 $a Thesis (Ed.D.)--Northern Illinois University, 2014.
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520 $a Systems are environments of repetition. A central problem of labor in a system of work focuses on improving technique in the reproduction of goods and services. Problems in routine environments are generally well-understood and solved through the application of known solutions. Individuals preparing to enter systems of work concentrate on practicing technique in anticipation of entering these routine environments. These conditions have given rise to the assemblage of selected theories and practices known today as human resource development. Identification of all labor problems and their solutions are then based on the assumptions of systems. This is a problem, especially when enacting HRD within marginalized groups, such as persons with disabilities.
520 $a The purpose of this study was to explore excluded labor efforts as a means to compare and contrast the purported cross-contextual applicability of both foundational and alternative HRD to marginalized groups. The research design was informed by grounded theory methods. Data collection included interviews with seventeen (n = 17) disability advocates who were drawn from region five and seven of the Office for Civil Rights out of the U.S. Department of Health and Human Services and, the ADA National Network. Data also was drawn from analysis and review of related literature, informational artifacts identified in the field of inquiry, and from researcher notes.
520 $a Data analysis revealed several deficiencies, contradictions, and troubling assumptions in foundational HRD models. Analysis of alternative models yielded surprising resulting calling into question the ability of these models to be emancipatory. Further data analysis led to the discovery of a conceptual model and a core category: justifying ability along with the delineation of three foundational HRD paradigms: those in routines, those in complex routines, and those in non-routines. Discussion includes development of a substantive model of human resource development -- PWDs and a formal grounded theory (FGT) of HRD, followed by implications, limitations, and recommendations.
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