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.

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