ORGANIZATION DEVELOPMENT

BEHAVIORAL SCIENCE
INTERVENTION FOR ORGANIZATION
IMPROVEMENT

SIXTH EDITION BY
WENDELL FRENCH 2000

PRESENTATION DESIGN
BY
DR. SABAH ALWAN
ALL RIGHTS RESERVED
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 CHAPTER 4:

VALUES, ASSUMPTIONS,
AND BELIEFS IN OD

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 VALUES,
ASSUMPTIONS AND
BELIEFS :

Constitute an integral
part of
organization
development, shaping
the goals and methods
of the field
and distinguishing OD
from other
improvement strategies.
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 VALUES AND
ASSUMPTIONS

-- are developed from

the research and
theories by behavior
scientists as well as
from the experiences
and observations of
practicing managers.

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 BELIEF

-- is a proposition
about how the
world works which
individuals accept as
the truth

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 VALUES/BELIEFS

is all about
what is desirable or non-
desirable
(it is differentiated
between good and bad)

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 OD VALUES TEND TO
BE HUMANISTIC

Values that recognize the

importance of the
individual,
respects the thinking
of the individual with
identity that
produces creativity.
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 OD DEMOCRATIC
VALUES

it asserts the sanity of

the individual. it
delivers them from
the misuse of power. it
is similar in content
with the humanistic
value.
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EARLY SYSTEM OF OD VALUES AND
ASSUMPTIONS

Warren Bennis (1969) proposed that OD

practitioners (change agents) share a set of
normative goals based on their
humanistic /democratic philosophy

1. Improvement in interpersonal
competence
2. Human factors and feelings to be
recognized
3. Increase understanding between and
within working groups 9
management) to ensure
individual creativity

5. Problem solving and

conflict resolution rather
than

confrontation
methods

6. Management seeking
organic, humanistic
approach to deliver their 10
IMPLICATIONS OF OD VALUES AND
ASSUMPTION DEALING WITH
INDIVIDUAL

FIRST ASSUMPTION:

Most individuals have drives

towards personal growth and
development

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 SECOND ASSUMPTION:

Most people desire

to make a
greater contribution to
reach organization goals.

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These two assumptions generate
the leadership challenge and
communicate to move
straightforward to ask, listen,
to support, to challenge, to
encourage risk-taking, to
widen responsibility, and hold
their employees in highest
standard and reward success.
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 What is the
difference
between
the two
assumptions
and the X & Y
Theory?
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AND RUNNING ORGANIZATIONS

Fairly steep pyramid

1) Emphasis on top-down directives
2) grouping by specialized
functions
3) adherence to the chain of
command 15
 STEEP PYRAMID
ORGANIZATION

Such organizations are

not totally obsolete due
to the factor of not
meeting the demands
of the marketplace

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 WIN-LOSE
ORGANIZATION

Such organizations
are designed on a
short term function
which cannot meet
the satisfaction of the
consumer, such as
IBM and the American
Auto Industry during
the 80s
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WIN-WIN
ORGANIZATION

Such organizations are

designed with OD
foundation, with a long-
term function with a (win-
win) attitude that develop
reversible (top-down-
down-up) communication
with organization leaders.

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WIN-WIN
ORGANIZATION
It is a learning
organization . it has
the ability to change
according to consumer
market demand.

It encourages employee
empowerment and
crucial participation
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