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Realities of Human Resource Management and Pragmatism.
The idea of human resource managers acting like prescriptive legitimators and advisors to the Company management needs to be replaced by social scientific and critical analytical research or balanced. Valuable guidelines and inspiration need to be provided by the sociological imagination for realist research (Watson, 2010). Furthermore, people should be informed directly in human resourcing activities that can further the segmented society’s particular interests. To achieve this, it is significant to adopt a realist and pragmatist style of thinking.
By following the pragmatist principles, we are better positioned to get grips with human resourcing realities principles and practices if we conceptualize Human Resource Management in terms of employment management and labour instead of treating it as one variant of employment management (Watson, 2010). It is vital to appreciate the connection between bureaucracy and Human Resource Management. Theory development and Human Resource Management research processes are developed by pragmatism. The way Human Resource Management interact outside the University is determined by pragmatism.
The relationship between realism and pragmatism is very close, according to the suggestions made by Watson. He suggested that when pragmatist thinking is incorporated with science’s critical realist philosophy, more success will be attained in the world. When pragmatism and critical realism become parallel projects, then it will be more helpful because both of them provide interpretivism and positivism that recognizes the importance of interpretation processes and social construction fully while denying settling for post-structuralist or the view that is constructivist of the organizational and social world as constituted by the discourse. Critical realism, scientific realism, and pragmatic realism focus mostly on the social world aspects that have got a ‘being’ to human interpretation’s external process (Watson, 2010).
Work Cited.
Watson, T. J. (2010). Critical social science, pragmatism, and the realities of HRM. The International journal of human resource management, 21(6), 915-931.