Organization Development Dilemmas

Organization Development Dilemmas

An Organization Development (OD) practitioner is to an organization as a veterinarian is to an injured animal. The practitioner "diagnoses" (or discovers) the most important priorities to address in the organization, suggests a change-management plan, and then guides the organization through the necessary change. Kindred Todd, a recent graduate who majored in Organizational Development sought her first job in a small growing consultant company. Thinking that this organization would allow her opportunity to further develop her proficiency in Foundation and Core competencies of an OD practitioner.

Ms. Todd began her new career as an example of the McGregor Y Theory, which states that most people enjoyed work and responsibility and would be committed to an organization if the work was satisfying and rewarding. However, upon her first assignment she was immediately placed in a situation that challenged her beliefs. Larry Stepchuck, her boss, misrepresented her expertise, knowledge, and experience to the client. This resulted in her becoming overwhelmed and quickly realizing her technical ineptness. Ultimately causing her to employ radical measures, by collaborating with a external consultant to get the project completed without harm to the client.

Due to the unreasonable requirements and demands placed upon her she was unable to maintain the Ethical guidelines established by the Organization Development Institute, the American Society for Training & Development and a consortium of professional associations in OD. Ms. Todd employed the assistance of a more seasoned colleague and misrepresented him as a "shadow" to the client when he actually was the brain behind the project. Out of desperation to achieve completion of the project Todd took on the mindset of an individual Psychologist Abraham Maslow, classifies as Theory Z in which that the greatest motivation comes from doing a difficult job well.

Due to the complex nature of the OD profession Todd realized that one of the most important rules is to know your role and understand that it is constantly changing and being redefined, so you need to be flexible and innovative to succeed.

Sigmund Freud suggested in his Theory X, the belief that people only work in order to gain security and that workers can only be motivated through coercion, using rewards or punishment. Larry Stepchuck embodies all these characteristics in his managerial profile, by misrepresentation of Todd to the