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Cap. 3: Core Values and Ethics of Organization Development - Coggle Diagram
Cap. 3: Core Values and Ethics of Organization Development
Defining Values:
Values express what a person believes should happen or ought to happen, and they are relatively stable and enduring from situation to situation, though they can also change and become more complex, particularly as a person gains more experience. Value statements are organized into a person’s value system, which is “a learned organization of rules for making choices and for resolving conflicts”. As a system, values help us decide what action to take and how to assess
both our actions and the actions of others.
Why Are Values Important to the OD Practitioner?
They guide choices about how to proceed. Returning to our values helps to guide us when we are uncertain how to proceed with a client or when we have multiple courses of action that are possible.
They provide a larger vision that extends beyond any individual intervention. For the OD practitioner, values provide a constancy of purpose that is greater than any single consulting engagement, providing a larger mission for one’s career.
They distinguish OD from other methods of consulting and change. OD and other types of management consulting share important similarities but also important differences. One of these differences relates to the values of OD work.
They can help to prompt dialogue and clarify positions.
They can help us evaluate how we did. Values can be a starting point for evaluation of an engagement or a point for personal reflection and self-evaluation as a consultant.
Core Values of Organization Development:
Participation, Involvement, and Empowerment:
The Importance of Groups and Teams:
Growth, Development, and Learning:
Valuing the Whole Person:
Dialogue and Collaboration:
Authenticity, Openness, and Trust:
Changes to OD Values Over Time and the Values Debate:
If the job of the OD practitioner is to assist the client in helping them achieve what they desire to achieve, this can be done within the broad context of OD’s core values and ethical beliefs. This is not to say that there are no challenges or tensions, however, to holding to these beliefs.
Challenges to Holding Organization Development Values:
Financial and economic tensions.
The push to see OD as technology.
Management culture and expectations.
Research.