ABSTRACT
We can distinguish at least four culturally distinct master types or ‘paradigms’ of management: the Anglo-American, the Japanese, the European and the Arab (AMC; Weir, 2000a, b, c; 2003). In this chapter we shall argue that ‘HRD’ is normally seen as a simplistic concept, derived from the first paradigm. If HRD is seen as in a complex world, however, it needs to be able to address more than this one world view.
