The document discusses the core values and ethical beliefs that guide organizational development (OD) practitioners, emphasizing the importance of humanistic approaches, personal and professional growth, and the responsibility to clients and stakeholders. It outlines key principles, including participation, authenticity, and social responsibility, while highlighting the challenges faced in maintaining these values in a changing organizational landscape. Furthermore, it emphasizes guidelines for ethical conduct within the OD profession and the significance of understanding cultural differences.

1. & ETHICS
CORE VALUES
OF ORGANIZATIONAL
DEVELOPMENT

2. DISCUSSANTS
PATRICIA DIESCA
JOYCE RELAMPAGO

3. OBJECTIVE
S
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
1. Providing opportunities for people to function as human
beings rather than as resources in the productive process.
2.Providing opportunities for each organization member,
aswell as for the organization itself ,to develop to his / her
full potential.
3.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
1.Financial and Economic Tensions
2.The push to see Organizational
Development as technology
3.Management culture and expectations
4.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

24. THANK YOU!