The problem and the solution. Adult learning theory and HRD are both concerned with the learning processes of adults. But where adult learning theory concentrates fully on individual outcomes of learning, HRD always deals with the dilemma between individual and organizational outcomes. The concept of critical reflection, as developed within adult learning theory, contributes to HRD by showing the importance of both problem solving and problem posing for individual and organizational performance. The concept of critically reflective work behavior seems to be a bridge between individual learning and organizational learning. Dimensions of critically reflective work behavior, like reflection on the self in relation to the job, critical opinion sharing, asking for feedback, and challenging groupthink, not only prompt individual learning processes but also enable workers to optimize work practices or to critically analyze and try to change organizational values, thereby initiating double-loop learning processes at the organizational level.
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