This document discusses the key values, beliefs, and assumptions of organizational development (OD). It states that values, beliefs, and assumptions provide structure and stability for people. The core OD values discussed are humanistic, optimistic, and democratic. Some examples of humanistic values given are respecting individuals and treating people with dignity. Optimistic values discussed include believing people are good and progress is possible. Democratic values assert individual freedom and fair treatment. The document also outlines several assumptions of OD, such as people desiring growth and to contribute more at work if supported. It advocates for adopting a team leadership style and empowering groups and individuals in the organization.
This document discusses the key values, beliefs, and assumptions of organizational development (OD). It states that values, beliefs, and assumptions provide structure and stability for people. The core OD values discussed are humanistic, optimistic, and democratic. Some examples of humanistic values given are respecting individuals and treating people with dignity. Optimistic values discussed include believing people are good and progress is possible. Democratic values assert individual freedom and fair treatment. The document also outlines several assumptions of OD, such as people desiring growth and to contribute more at work if supported. It advocates for adopting a team leadership style and empowering groups and individuals in the organization.
This document discusses the key values, beliefs, and assumptions of organizational development (OD). It states that values, beliefs, and assumptions provide structure and stability for people. The core OD values discussed are humanistic, optimistic, and democratic. Some examples of humanistic values given are respecting individuals and treating people with dignity. Optimistic values discussed include believing people are good and progress is possible. Democratic values assert individual freedom and fair treatment. The document also outlines several assumptions of OD, such as people desiring growth and to contribute more at work if supported. It advocates for adopting a team leadership style and empowering groups and individuals in the organization.
from other improvement strategies. A belief is a proposition about how the world works that the individual accepts is true; it is a cognitive fact for the person Values are also beliefs and are defined as beliefs about what is desirable or good and what is undesirable and bad Assumptions are beliefs that are regarded as so valuable and obviously correct that they are taken for granted and are rarely questioned
Thus, values, beliefs, and assumptions are
all cognitive facts or propositions, with values being beliefs about good and bad, and assumptions being strongly held, relatively examined beliefs accepted as the truth. Values, beliefs, and assumptions provide structure and stability for people.
OD values tend to be humanistic,
optimistic, and democratic. Humanistic valuesa. proclaim the importance of the individual; b. respect the whole person; c. treat people with respect and dignity d. assume that everyone has intrinsic worth e. view all people as having the potential for growth and development
Optimistic Values posita.
that people are basically good b. that progress is possible and desirable in human affairs c. That rationality, reason, and goodwill are the tools for making progress
Democratic Values asserta. The sanctity of the individual
b. The right of people to be free from misuse of power c. The importance of fair and equitable treatment for all d. The need for justice through the rule of law
The first assumption is that most individuals
have drives towards personal growth and development if provided an environment that is challenging and supportive The second assumption is that most people desire to make , and are capable of making, a greater contribution to attaining organizational goals than most organizational environments permit
Ask Listen Support Challenge Encourage risk taking Permit failure Remove obstacles and barriers Give autonomy Give responsibility Set high standards Reward success
Assumption 1: One of the most
psychologically relevant reference groups for most people is the work group, including peers and boss Assumption 2: Most people wish to be accepted and to interact cooperatively with atleast one reference group and usually with more than one group Assumption 3: Most people are capable of making greater contributions to a groups effectiveness and development
Assumption 4: As the formal leader
cannot perform all leadership and maintenance functions, therefore, the group members should assist the leader Assumption 5: Many attitudinal and motivational problems in organizations require interactive and transactional solutions
Let teams flourish
Leaders should adopt a team leadership style Group members should receive training in group effectiveness skills such as problem solving and decision making, conflict management, facilitation and interpersonal communication Dealing appropriately with feelings and attitudes to increase level of interpersonal trust This group perspective requires shift from viewing problem person to viewing problems and solutions as transactional and as embedded in the system
Experimenting with new organization
structures and new forms of authority is imperative Developing win-win attitude in organizations Creating cooperative rather than competitive organizational dynamics It is possible to create organizations that on the one hand are humane, developmental, and empowering, and on the other hand are high performing in terms of productivity, quality of output, and profitability
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