This reaction begins with three positive aspects of the article: (a) effects of cultural differences on HRD interventions; (b) shaping and skilling as separate HRD outcomes, and (c) unlearning or deskilling as HRD outcomes. In terms of critique, Wang and Doty emphasize open and closed systems but fail to provide clear definitions. Indeed, some aspects of closed systems appear in Western or more “open” societies. Another issue, reducing usability of this work, involves the mathematical formulations. An HRD practitioner and emerging scholar living in China adds some critique, suggesting that China may be better characterized as a semi-closed system. Further, based on experience, positive outcomes can result from closed shaping and negative skilling-in a closed host institution system (HIS). Nevertheless, the manuscript can hopefully lead to some new explorations in HRD research and theory and potentially practitioner use.
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