The Palgrave Handbook of Critical Human Resource Development

Contents
Notes on Contributors
List of Figures
List of Tables
Part I Introduction
1 Critical and Social Justice Perspectives in HRD
	In Whose Interest Should HRD Serve?
	Editors’ Narratives: Why Are We Critical?
		Joshua’s Narrative: Self-Discovery, Validation, and Liberation Through Critical HRD
		Jamie’s Narrative: Moving from Disrupted to Disrupter Through Critical HRD
	A Framework for Understanding the Scope of Critical HRD
	Organization of the Handbook of Critical HRD
	References
Part II Recontextualizing
2 Speaking Up in a Brave New World: Recontextualizing HRD in Postemotional Society
	Introduction
	Critical HRD
	Postemotional Society
	The Brave New World
	A Brave New World of Postemotionalism for CHRD
		Other-Directedness
		Mechanization of Emotion
		Voyeuristic Inaction
	Implications for HRD
		Relating
		Organizing
		Learning
		Changing
		Advocating
	Conclusion
	References
3 The Ideological, Theoretical, and Socio-Economic Context of Critical HRD: A Foundational Introduction
	Introduction
		Global Political Shifts
		Ideology and Its Relations to Theory
		Critical Ideologies for Challenging ‘Truth’
		The Globalized, Neoliberal Context
		Discourse Domination
		Theoretical Dilemmas of CHRD
		Theoretical Tensions of CHRD
		Problematizing Performativity
		Performativity and the Patriarchy
		Dominant Masculine Rationality in HRD
		The Commodified [Gig] Worker in the Neoliberal Context
			Bridging the Research-Practice Gap
		Tensions, Quandaries, and Opportunities Concerning Critical Compromise and Radical Change; Pragmatic Orientation and Critical Integrity, a Dichotomy?
		Tensions Between Profit Maximization, Stakeholders, and (C)HRD
		Shaping Policy, Practice, and Experience for Social Justice. The Role of CHRD in Organizational Equality, Diversity, and Inclusion
	Chapter Summary
	References
4 Morality, Ethics, and Critical HRD
	What Is Morality and Ethics?
	What Is a Human Resource?
	What Is a Human?: Toward an Ethics of CHRD
	References
5 Emotional Labor and Resistance: Implications for Critical HRD
	Introduction
	Literature Review
	Method
	Findings and Discussion
		Emotion Work
		Autonomous Emotional Labor
		Emotional Labor
		Indirect Emotional Labor
		Emotional Labor Enactments
		Power, Resistance, and Emotional Labor
	Conclusion
	Implications for HRD and Future Research
	Appendix
		Poetic Critical Incident: How is it?
	References
6 Prefigurative Spaces: Building Community and Collective Record of Resistance to Create Change in Spaces of Organizing
	Introduction
	Prefigurative Politics
		Prefigurative Space
	Methodology
	The Occupy London
		The Prefigurative Space of the Occupy London
	Discussion
	Prefigurative Politics and CHRD
	Conclusion
	References
7 Reflecting Upon the Rise, Fall, and Re-emergence of Unions: Critical Approaches to the Organization of Labor
	Defining and Practicing Advocacy
	Critical Theory Framework
	Advocacy Practices in Unions: The Highs and the Lows
	Advocacy as Relating, Learning, Organizing, and Changing in HRD
		Relating as Advocacy
		Learning as Advocacy
		Organizing as Advocacy
		Changing as Advocacy
	Emerging Advocacy Practices in Unions and HRD
		Collective Bargaining for the Common Good
		Organizing Within the Political Economy of Organizations and Industries
		Coalition Building: Moving from Transactional to Transformational Spaces
	Discussion
	References
8 Recontextualizing Learning in Work and Leisure
	Conceptualizations of Leisure
	Work and Leisure
	Learning in Work and Learning in Leisure
	Recontextualizing Learning in Work and Leisure for HRD Theorizing and Practice
	Conclusion
	References
Part III Reconceptualizing
9 A New Organizational Space for Inclusion Through the Evolutionary Wholeness Praxis
	What We Know: Analyzing the Current Paradigm of Diversity and Inclusion
		Proposition 1: The Current Paradigm of Diversity and Inclusion Privileges Performativity
		Proposition 2: The Current Paradigm of Diversity and Inclusion Commodifies Workers
		Proposition 3: The Current Paradigm of Diversity and Inclusion Reproduces Power Relations
	Where We Go: Envisioning an Evolving Paradigm of Diversity and Inclusion
	The Principle of Whole Self
	The Principle of Self-Management
	The Principle of Evolving Purpose
	Conclusion
	References
10 Learning, Knowing, and Resisting Through Critical Approaches in Spaces of Organizing
	Philosophies of Adult Learning that Frame Theory
	Transformative Learning
		Social-Emancipatory Approach to Transformative Learning
		Psycho-Critical Approach
		Common Themes in Transformative Learning
	Positionalities Through a Critical Lens: Critical Race, Feminist, and Queer Theories
		Feminist Theory
		Critical Race Theory
		Queer Theory
	Limitations and Critiques
		Social-Emancipatory
		Psycho-Critical
		Critical Race Theory
		Feminism
		Queer Theory
	Considerations for Practice and Organizations
	Conclusions
	References
11 Reconceptualizing Human Capital Theory: Working and Relating on the Global Stage
	Normative Conceptualization of Human Capital Theory
	Reconceptualizing HCT
		Mutuality
		Human Agency
		Dignity
		Multiple Culturally Informed Approaches
	Working and Relating on the Global Stage
	Conclusions
	References
12 Challenging Dominant Ideologies and Expanding the Narrative Habitus in Spaces of Organizing Through Critical Thinking
	Narrative Habitus Through a Critical Theory Lens
	Stories in Spaces of Organizing
	Interrogating Dominant Ideologies Through Critical Thinking
	Mitigating Bias in Prevailing Stories
	Reframing Stories
	Seeking Out Counter-Narratives
	Conclusion
	References
13 Applying Critical (Self) Advocacy and Social Justice Through Employee Resource Groups
	Theoretical Foundation and Background
		Self-Advocacy
		Understanding the Distinction: Self-Advocacy, Self-Promotion, and Self-Agency
		Self-Advocacy in Practice
	Understanding the Need to Practice Self-Advocacy via ERGs
		Critically Examining How Self-Advocacy in ERGs is Enacted Through Organizational Support
	Implications for HRD Research and Recommendations for ERGs
	Implications for HRD Research: Applying a Social Justice Approach to Research in HRD
	Recommendations for ERGs: Creating a Balanced Approach to Employee Resource Groups Through an HRD Perspective
	Conclusion
	References
14 Reflecting on Leadership, Leading, and Leaders
	Reflecting on Leadership, Leading, and Leaders
	Critical Leadership Studies
	People
	Place
	Process
	Conclusion
	References
15 Applying Critical, Feminist Perspectives to Developmental Relationships in HRD
	Developmental Relationships (DRs) in Human Resource Development (HRD)
	Defining Traditional Developmental Relationships (TDRs)
	Defining Nontraditional Developmental Relationships (NDRs)
	Introducing the Concept of Virtual Developmental Relationships (VDRs)
	Critiquing TDRs from Feminist Perspectives
	Questioning DRs from an Intersectional Feminist Viewpoint
	Decolonizing DRs from a Transnational Feminist Viewpoint
	Reimagining Developmental Relationships Toward Gender Equity, Social Justice, and Solidarity
	A Model of Critical Feminist Developmental Relationships—CDFRs
	CFDR Goals and Characteristics
		Values Emancipatory DRs
		Values Mutuality
		Exhibits Sensitivity to Sociocultural Context
		Embraces Cultural Diversity
		Incorporates Participatory Reflection and Action
		Interrogates Dominant, Hegemonic Views
		Acts on Unjust Systems
	Implications for Research and Practice
	Conclusion
	References
Part IV Reconnecting
16 Identity, Privilege, and Power in Critical HRD
	Identity
	Social Identity Theory
	Social Learning Theory
	Privilege
	Power
		Foucauldian Notions of Power
		Steven Lukes and the Three-Dimensions of Power
	Identity, Privilege, and Power in HRD
	Troubled in Terms of Learning and (Dis)Empowerment, and Work
	Implications
	References
17 Community, Intersectionality, and Social Justice in Critical HRD
	Critical Race Theory
	Black Feminist Thought
	Intersectionality
	Critical HRD
	Social Justice
	Community
		Networks
		Mentoring
		Employee Resource Groups and Affinity Groups
	Relationships in Spaces of Organizing
		Context
		Stakeholders
		Process
		Method
	Discussion/Conclusion
	References
18 Understanding and Reducing Negative Interpersonal Behaviors: A Critical HRD Approach to Improve Workplace Inclusion
	Relationships and Relating in the Workplace
	Understanding Negative Interpersonal Behaviors
	Passive and Episodic/Sporadic Behaviors
	Passive and Continual/Habitual Behaviors
	Aggressive and Episodic/Sporadic Behaviors
	Aggressive and Continual/Habitual Behaviors
	Vignettes of Negative Interpersonal Behaviors
	Microaggression Scenario
	Discrimination Scenario
	Incivility Scenario
	Bullying Scenario
	Reducing Negative Interpersonal Behaviors
		Raise Awareness
		Empower Diverse Voices
		Dispense Corrective and Disciplinary Actions for Offenses
		Build Inclusive Organizational Cultures
	Conclusion
	References
19 Theorizing the Role of Ally Attitudes and Behaviors in Shaping Inclusive Spaces of Organizing: The Institutional Allyship Model
	Introduction
	Defining (and Redefining) Allyship
	The HRD Function as Ally
		Relating
	Learning
		Organizing
		Changing
	Recommendations
		Complexities in the Definition and Focus of Allyship
		Performative Allyship: A Cautionary Tale
	Recommendations for Future Research
		Focus of Research
	Conclusion
	References
20 Understanding Emotion to Enhance Learning for Individuals, Communities, and Organizations
	Introduction
	Why Emotions Are Integral to Human Resource Development
		Why Have Emotions Been Missing from HRD?
	Emotions and Workplace Inequalities
	Humanism in HRD
	Emotions as Part of Learning
	Psychological Approaches to Emotions in HRD
		Psychodynamics
		Emotional Intelligence
	Sociological Approaches to Emotions in HRD
		Context, Culture, and Change
		Emotion Work, Emotional Labor, and Emotion Management
	Conclusion and Implications
	References
21 New, Emerging, and Alternative Forms of Learning and Knowing: Perspectives to Inform a More Critical HRD
	Reflecting on New, Emerging, and Alternative Forms of Learning and Knowing
	Learning, Knowing, and Acting
	The CoVID Connection
	Civil Rights and Equality
	Love Is a Verb
	What Is Empathy
	Empathy and Ways of Knowing
	Empathy in Practice
	Talking and Testifying
	Bearing Witness as a Practice
		Testimonio
		Counternarratives
	We Are in This Together
	Empathetic Social Justice Learning
	Conclusions
	References
22 A Collective Autoethnographic Journey Toward Academic Repair: Unfolding Restorative Micro-Repair Practices
	Collaborative Autoethnography—Writing Our Story to Illuminate Repair
	The Unfolding
	Structure
	Process
	Communality
	Summary
	Moving Forward: Elements of Restorative Micro-Repair…and Risk
	Conclusion
	References
Index