CORE VALUES

& ETHICS
OF ORGANIZATIONAL DEVELOPMENT

MARK CHERLIT APARRE

 I. DEFINING VALUES
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 conduct or
end-state of existence.
Rokeach, 1968
 I. DEFINING VALUES

a learned organization
of rules for making choices
and for resolving conflicts
Rokeach, 1968
 II. IMPORTANCE OF VALUES IN
Organizational Development

1. Guide choices
2. Provide a larger vision
3. Distinguish OD from other methods
4. Help prompt dialogue and clarify positions.
5. Evaluate how we did.
 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, as well as for the organization itself, to
develop to his/her full potential.
3. Seeking to increase the effectiveness of the
organization in terms of all of its goals.
 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 organizations
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.
 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
 IV. CHANGES TO OD VALUES
Over Time and the Values Debate

a. Theoretical Component
b. Practical Component
c. Humanistic Component

Traditional Humanistic Business

Component Effectiveness
 IV. CHANGES TO OD VALUES
Over Time and the Values Debate
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 (the outcome.
Church et al, 1994
 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
 VI. STATEMENT OF
Organizational Development Ethics
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
We commit ourselves to acting 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 and
equitable to us as well as to our clients and their
stakeholders.
 VI. STATEMENT OF
Organizational Development Ethics
We commit ourselves to acting 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 our
services if they are not properly used and do what
we 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
We commit ourselves to acting 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 own
only with consultation from people native to
or knowledgeable about those specific
cultures.
 VI. STATEMENT OF
Organizational Development Ethics
We commit ourselves to acting 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
We commit ourselves to acting 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
We commit ourselves to acting 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
We commit ourselves to acting 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 due
regard for colleagues in other professions.
 VI. STATEMENT OF
Organizational Development Ethics
We commit ourselves to acting 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
We commit ourselves to acting 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, 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.