The document outlines the ethics of organizational development (OD), emphasizing responsibilities to oneself, clients, the OD community, and society as a whole. It discusses the importance of integrity, professional competence, and social responsibility while also highlighting ethical dilemmas that may arise in practice. The document concludes with differing perspectives on whether OD practices may be deemed unethical due to potential manipulation or coercion.

1. Ethics of organizational development

2. Prepared By
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Manu Melwin Joy
Assistant Professor
Ilahia School of Management Studies
Kerala, India.
Phone – 9744551114
Mail – manu_melwinjoy@yahoo.com

3. Ethics of OD
• RESPONSIBILITY TO
OURSELVES
– Acting with integrity and
Authenticity.
– Striving for self-knowledge
and personal growth
– Asserting individual
interests in ways that are
fair and equitable.

4. Ethics of OD
• RESPONSIBILITY FOR
PROFESSIONAL DEVELOPMENT
AND COMPETENCE
– Accepting responsibility for the
consequence of our acts.
– Developing and maintaining
individual competence and
establishing cooperative
relations with other
professionals.
– Recognizing our own needs and
desires, and dealing with them
responsibly in the performance
of our professional roles.

5. Ethics of OD
• RESPONSIBILTY TO CLIENTS
AND SIGNIFICANT OTHERS.
• Serving the long-term well-
being of our client system
and stakeholders.
• Conducting ourselves
honestly, responsibly, and
with appropriate openness.
• Establishing mutual
agreement on a fair
contract.

6. Ethics of OD
• RESPONSIBILITY TO THE OD
COMMUNITY.
– Contributing to the
continuing professional
development of other
practitioners and field of
practice.
– Promoting the sharing of
professional knowledge and
skill.
– Working with other
professionals in ways that
exemplify what the
profession stands for.

7. Ethics of OD
• SOCIAL RESPONSIBILITY.
– Acting with sensitivity to the
consequences of our
recommendations for our client
system and the larger systems
within they are a subsystem.
– Acting with awareness of our
cultural filters and with
sensitivity to multinational and
multicultural differences and
their implications.
– Promoting justice and serving
the well-being of all life on
earth. -

8. The Ethics of OD:
Summary of the Debate
OD is
unethical
• Imposes values of the
organization; coercive
and manipulative
• Potential for abuse
OD is
ethical
• The imposition of values
is an inherent part of life,
especially on the job
• Abuse comes from
individuals, not from
the technique itself,
which is neither good
nor evil

9. Antecedents Process Consequences
Ethical Dilemmas
• Misrepresentation
• Misuse of data
• Coercion
• Value and goal
conflict
• Technical
ineptness
Role Episode
• Role conflict
• Role ambiguity
Role of
the
Change
Agent
Role of
the
Client
System
Values
Goals
Needs
Abilities
A Model of Ethical Dilemmas