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首页> 外文期刊>Advances in developing human resources >Moments of Discomfort and Conflict: Holocaust Museums as Agents of Change
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Moments of Discomfort and Conflict: Holocaust Museums as Agents of Change

机译：不适和冲突的时刻：大屠杀博物馆成为变革的推动者

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摘要

Museums serve as a place of memory, where heritage is conserved, collections cared for, and the best possible conditions are created for visitors to experience exhibits and the meanings and events they represent. These cultural institutions are increasingly defined by the ability to act as disseminators of culture and history as well as conveyors of controversial issues and have the ability to provide a vast range of informal and purposeful learning opportunities for adults. Programming that addresses a range of issues centering on social and environmental consciousness and human rights allows cultural institutions to draw upon resources and expertise to provide chances for individuals to change professional practice, gain new perspectives on societal norms, and challenge existing mental models. The events of the Holocaust and its representation in museums serve as an agent of change to improve the social and environmental situations for individuals and the organizations and communities in which they live and work. Using transformational learning theory as a conceptual frame, this article presents two cases for exploring museums' role in supporting HRD and offers suggestions for partnerships between organizations and museums. Looking to museums and historic sites as sources of human resource development has far-reaching implications for cultural, organizational, and individual practices and is an innovative approach to initiating societal and institutional change.
机译：博物馆是一个记忆的地方，这里保存着遗产，照顾着人们的藏品，并为游客创造了尽可能好的条件，让他们体验展览及其所代表的意义和事件。这些文化机构越来越多地被定义为充当文化和历史的传播者以及争议性问题的传播者的能力，并具有为成年人提供广泛的非正式和有目的的学习机会的能力。解决方案围绕社会和环境意识与人权问题进行解决，使文化机构可以利用资源和专业知识，为个人提供机会，以改变职业实践，获得关于社会规范的新观点，并挑战现有的思维模式。大屠杀事件及其在博物馆中的代表充当变革的推动力，以改善个人及其生活和工作所在的组织和社区的社会和环境状况。本文以转化学习理论为概念框架，提出了两个案例，探讨了博物馆在支持人力资源开发方面的作用，并为组织与博物馆之间的伙伴关系提供了建议。将博物馆和历史遗迹作为人力资源开发的源泉，对文化，组织和个人实践具有深远的影响，是发起社会和机构变革的创新方法。

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