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Chapter-3 Organizational Development Practitioner

This document discusses organizational development practitioners and their roles and responsibilities. It outlines three types of practitioners: 1) those specializing in OD as a profession, 2) those in related fields like HR, and 3) managers who apply OD principles. All practitioners should have intrapersonal, interpersonal, consultation, and OD theory skills. Professional OD practitioners can be internal or external consultants and must navigate the boundary between organizational and client goals. Practitioners are guided by humanistic values of open inquiry, democracy, and well-being while helping organizations improve effectiveness and sustainability. They may face conflicts between these values and organizational needs. Ethical guidelines govern practice, but practitioners still encounter dilemmas around issues like misrepresentation, coercion, and

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2K views10 pages

Chapter-3 Organizational Development Practitioner

This document discusses organizational development practitioners and their roles and responsibilities. It outlines three types of practitioners: 1) those specializing in OD as a profession, 2) those in related fields like HR, and 3) managers who apply OD principles. All practitioners should have intrapersonal, interpersonal, consultation, and OD theory skills. Professional OD practitioners can be internal or external consultants and must navigate the boundary between organizational and client goals. Practitioners are guided by humanistic values of open inquiry, democracy, and well-being while helping organizations improve effectiveness and sustainability. They may face conflicts between these values and organizational needs. Ethical guidelines govern practice, but practitioners still encounter dilemmas around issues like misrepresentation, coercion, and

Uploaded by

vikas0511
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Chapter- 3 Organizational Development Practitioner

Organizational Development Practitioner - Introduction


The organizational development practitioner refers to atleast 3 sets of people :1. People specializing in OD as a profession they may be internal and external consultants to organization. 2. People specializing in fields related to OD like human resource management. 3. Managers and Administrators who apply OD from their line or staff positions

Competencies of OD practitioner
All the OD practitioners should have the following basic skills and knowledge:1) Intrapersonal skills or self management competence Self-awareness 2) Interpersonal skills Ability to work with others or groups. 3) General Consultation skills ability to get skills and knowledge used. 4) Organizational Development Theory- having general knowledge of organizational development

Professional OD practitioners
They are either internal or external to the organization. A promising line of research on the professional OD role centers on the issue of Marginality. The marginal person is who successfully straddles the boundary between two or more different goals, value systems and behaviour patterns.

Professional OD practitioners

Professional Values
Values have played an important role in OD from its beginning. OD professionals have prompted a set of humanistic values, including a concern for open enquiry, democratic principles and personal well-being. The value of humanizing organizations, improving their effectiveness, and sustaining heir environment has received widespread support in OD profession.

Professional Values
OD Professions also faces some serious challenges like there is conflict between employers greater meaning and the organizations need for effective and efficient use of its resources. They also value conflicts with powerful outside groups.

Professional Ethics
Ethical issues are concerned with how practitioners perform their helping relationship with organizational members. 1. Ethical Guidelines there are several articles and symposia about ethics in OD. Along with it statements of ethics governing OD practice have been sponsored by the American Society for training and Development and other professional associations in OD.

2. Ethical Dilemmas
OD practitioners encounter many ethical dilemmas. These are : Misrepresentation Misuse of Data Coercion Value and Goal Conflicts Technical Ineptness

A Model of Ethical Dilemmas


Antecedents Role of the Change Agent Process Consequences Ethical Dilemmas

Values Goals Needs abilities

Role Episode
Role conflict Role ambiguity Misrepresentation Misuse of data Coercion Value and goal conflict Technical ineptness

Role of the Client System

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