Page 12 - DMGT520_ORGANIZATION_CHANGE_AND_DEVELOPMENT

Unit 1: Introduction to Organisation Development

1.4 Values, Assumptions and Beliefs in OD Notes

A set of values, assumptions and beliefs constitutes an integral part of organisation development,
shaping the goals and methods of the field and distinguishing OD from other improvement
strategies. Let us define the terms values, beliefs and assumptions.
 A belief is a proposition about how the world works that the individual accepts as true; it
is a cognitive fact of the person.
 Values are also beliefs and are defined as “Beliefs about what a desirable is or a good and
what an undesirable is or a bad (e.g., dishonesty).
 Assumptions are beliefs that are regarded as so valuable and obviously correct that they
are taken for granted and rarely examined or questioned.

1.4.1 OD Assumptions

People react to how they are treated. (Better treatment results in better productivity.)

 Work must meet the individual’s needs and the organisation’s needs.
 Most people are motivated by challenging and meaningful work; not controls threats and
punishment.

 Basic building blocks of the organisation are groups—therefore the units of change are
groups.

 Organisations suppress feelings, but this also suppresses commitment.
 Groups that learn to work using open and constructive feedback become better able to be
productive.

 People work best in supportive and trusting environments.
 Change is best implemented when people are part of the change process.
1.4.2 Values of OD

Values have always been an integral part of OD. The three important early statements regarding
OD values that had major impact on the field given are as follows:

 According to Warren Bennis OD practitioners or change agents share a set of normative
goals based on their humanistic/democratic philosophy. He listed the normative goals as
follows:

 Improvement in interpersonal competence.
 A shift in values so that human factors and feelings come to be considered legitimate.
 Development of increased understanding between the working groups in
organisations to reduce tensions.
 Development of better methods of conflict resolution.
 Development of organic rather than mechanical system.

 According to Richard Beckhard emphasize on the values held by OD practitioners as
follows:
 The basic building blocks of the organisations are teams.

LOVELY PROFESSIONAL UNIVERSITY 7