Core Values and Ethics for Oraganizational Development .pptx

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1. & ETHICS CORE VALUES OF ORGANIZATIONAL DEVELOPMENT

2. DISCUSSANTS PATRICIA DIESCA JOYCE RELAMPAGO

3. OBJECTIVES 01 02 03 04 DEFINE CORE VALUES HELD BY ORGANIZATIONAL DEVELOPMENT PRACTITIONERS. DESCRIBE THE ETHICAL BELIEFS THAT INFLUENCE THEIR CHOICES AND DECISIONS. UNDERSTAND THE DIFFERENT COMPONENTS OF ORGANIZATIONAL DEVELOPMENT KNOW THE IMPORTANCE AND THE CHALLENGES IN HOLDING ORGANIZATIONAL DEVELOPMENT VALUES.

4. “an enduring belief that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conductor end-state of existence.” Rokeach, 1968 I. DEFINING VALUES

5. “a learned organization of rules for making choices and for resolving conflicts.” Rokeach, 1968 I. DEFINING VALUES

6. 01 02 03 04 05 GUIDE CHOICES PROVIDE A LARGER VISION DISTINGUISH OD FROM OTHER METHODS. HELP PROMPT DIALOGUE AND CLARIFY POSITIONS. EVALUATE HOW WE DID. II. IMPORTANCE OF VALUES ORGANIZATIONAL DEVELOPMENT

7. III. CORE VALUES OF ORGANIZATIONAL DEVELOPMENT Providing opportunities for people to function as human beings rather than as resources in the productive process. Providing opportunities for each organization member, aswell as for the organization itself ,to develop to his / her full potential. Seeking to in crease the effectiveness of the organization in terms of all of its goals.

8. III. CORE VALUES OF ORGANIZATIONAL DEVELOPMENT 4. Attempting to create an environment in which it is possible to find exciting and challenging work. 5. Providing opportunities for people in the organization to influence the way in which they relate to work, the organization, and the environment. 6. Treating each human being as a person with a complex set of needs, all of which are important in his / her work and in his / her life.

9. III. CORE VALUES OF ORGANIZATIONAL DEVELOPMENT -Participation, Involvement, & Empowerment -Importance of Group Teams -Growth, Development, and Learning -Valuing the whole person -Dialogue and Collaboration -Authenticity, Openness, and Trust

10. Theoretical Component Practical Component Humanistic Component IV. CHANGES TO OD VALUES OVER TIME AND THE VALUES DEBATE Traditional Humanistic Component Business Effectiveness

11. IV. CHANGES TO OD VALUES We must be concerned with both the people being affected and the way in which they work (the process ), as well as what they actually produce (theoutcome). Church et al, 1994 OVER TIME AND THE VALUES DEBATE

12. V. CHALLENGES TO HOLDING ORGANIZATIONAL DEVELOPMENT VALUES Financial and Economic Tensions The push to see Organizational Development as technology Management culture and expectations Research

13. We commit ourselves to acting in accordance with the following guidelines: I. Responsibility to Ourselves II. Responsibility for Professional Development and Competence III. Responsibility to Clients and Significant Others IV. Responsibility to the OD-HSD Profession V. Social Responsibility VI. STATEMENT OF ORGANIZATIONAL DEVELOPMENT ETHICS

14. We commit ourselves to act in accordance with the following guidelines: I. Responsibility to Ourselves A. Act with integrity; be authentic and true to ourselves. B. Strive continually for self-knowledge and personal growth. C. Recognize our personal needs and desires and, when they conflict with other responsibilities, seek whole-win resolutions. D. Assert our own interests in ways that are fair andequitable to us as well as to our clients and their stakeholders. VI. STATEMENT OF ORGANIZATIONAL DEVELOPMENT ETHICS

15. We commit ourselves to act in accordance with the following guidelines: II. Responsibility for Professional A. Accept responsibility for the consequences of our actions and make reasonable efforts to ensure that our services are properly used; terminate ourservices if they are not properly used and do whatwe can to see that any abuses are corrected. B. Develop and maintain our individual competence and establish cooperative relationships with other professionals. VI. STATEMENT OF ORGANIZATIONAL DEVELOPMENT ETHICS

16. We commit ourselves to act in accordance with the following guidelines: II. Responsibility for Professional C. Recognize our personal needs and desires and deal with them in the performance of our professional roles and duties. D. Practice within the limits of our competence, culture, and experience in providing services and using techniques. E. Practice in cultures different from our ownonly with consultation from people native toor knowledgeable about those specific cultures. VI. STATEMENT OF ORGANIZATIONAL DEVELOPMENT ETHICS

17. We commit ourselves to act in accordance with the following guidelines: III. Responsibility to Clients and Significant Others A. Serve the long-term well-being of our client systems and their stakeholders. B. Conduct any professional activity, program, or relationship in ways that are honest, responsible, and appropriately open. C. Establish mutual agreement on a fair contract covering services and remuneration. VI. STATEMENT OF ORGANIZATIONAL DEVELOPMENT ETHICS

18. We commit ourselves to act in accordance with the following guidelines: III. Responsibility to Clients and Significant Others D. Deal with conflicts constructively and minimize conflicts of interest. E. Define and protect confidentiality in our client relationships. F. Make public statements of all kinds accurately, including promotion and advertising, and give service as advertised. VI. STATEMENT OF ORGANIZATIONAL DEVELOPMENT ETHICS

19. We commit ourselves to act in accordance with the following guidelines: IV. Responsibility to the OD-HSD Profession A. Contribute to the continuing professional development of other practitioners and of the profession as a whole. B. Promote the sharing of professional knowledge and skill. C. Work with other OD-HSD professionals in ways that exemplify what the OD-HSD profession stands for. VI. STATEMENT OF ORGANIZATIONAL DEVELOPMENT ETHICS

20. We commit ourselves to act in accordance with the following guidelines: IV. Responsibility to the OD-HSD Profession D. Work actively for ethical practice by individuals and organizations engaged in OD-HSD activities and, in case of questionable practice, use appropriate channels for dealing with it. E. Act in ways that bring credit to the OD-HSD profession and with dueregard for colleagues in other professions. VI. STATEMENT OF ORGANIZATIONAL DEVELOPMENT ETHICS

21. We commit ourselves to act in accordance with the following guidelines: V. Social Responsibility A. Accept responsibility for and act with sensitivity to the fact that our recommendations and actions may alter the lives and well-being of people within our client systems and within the larger systems of which they are subsystems. B. Act with awareness of our own cultural filters and with sensitivity to international and multicultural differences and their implications. VI. STATEMENT OF ORGANIZATIONAL DEVELOPMENT ETHICS

22. We commit ourselves to act in accordance with the following guidelines: V. Social Responsibility C. Promote justice and serve the well-being of all life on earth. D. Withhold service from clients whose purpose(s) we consider immoral, but yet recognize that such service may serve a greater good in the longer run and therefore be acceptable. E. Act consistently with the ethics of the global scientific community of which our OD-HSD community is a part. VI. STATEMENT OF ORGANIZATIONAL DEVELOPMENT ETHICS

23. THANK YOU!