China and the Political Myth of ‘Brainwashing’

Mitchell, Ryan

doi:10.22459/mic.04.03.2019.07

Cited by 1 publication

(2 citation statements)

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“…The second deskilling process involves forcing individuals to learn skills that are irrelevant to performance in the mainstream sense, but are consistent with the host’s preference, such as skills in expressing loyalty. In this case, performance may be considered as non-performance or even counter-performance in the mainstream sense (Mitchell, 2019).…”

Section: Theorizing Human Resource Development Practicesmentioning

confidence: 99%

“…An HRD sub-system employs closed shaping if it operates under two restrictive conditions: (1) Institutional members' physical mobility is confined by the HIS such that members cannot escape from their shaping location even if they are unwilling to accept the shaping (Schein, 2002), and (2) members' access to key information sources is restricted such that all crucial social information is censored and endorsed by the shaping mechanism (e.g., King et al, 2017;Wang et al, 2017Wang et al, , 2022. Studies have revealed that information blockage is a necessary and sufficient condition for closed shaping (Liu, 2020;Mitchell, 2019). Closed shaping is sometimes referred to as brainwashing (Lifton, 2012;Taylor, 2016) or indoctrination (Schein, 2002).…”

Section: Theoretical Unitsmentioning

confidence: 99%

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Theorizing Human Resource Development Practices in Extended Contexts

Wang

Doty

2022

Human Resource Development Review

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Mainstream human resource development (HRD) views are based on assumptions derived from organizations and societies in the western open contexts. They are inadequate and misleading in explaining the causality and regularities of HRD practices in non-mainstream closed contexts, which account for majority countries according to the 2022 World Press Freedom Index. As the fourth study in a progressive multi-stage theorizing program, we theorize HRD as multi-level and multi-context practices to decode the causality and regularities from open to closed sociopolitical contexts. We adopt an emancipatory theoretical stance to derive law-like axioms and theorems of HRD with its corresponding host system (HIS) contexts. We do so through formal and theoretical language and abstraction. We provide illustrative cases at the organizational and national levels to demonstrate the applicability of our theorizing. We further discuss implications for HRD theory, research, and practice, as well as limitations and future research directions for continued theorizing.

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Section: Theorizing Human Resource Development Practicesmentioning

confidence: 99%