Kindred Todd & the Ethics of Organizational Development - Case Analysis
Problem
The case of ‘Kindred Todd & the Ethics of OD’ illustrates a situation where an employee named Todd has started working for a consultation firm and she is facing an ethical dilemma. She was told by her boss Mr. Stebchuck to represent herself as Continuous Quality Improvement expert in front of a client. However, she was just a fresh graduate with no training or relevant experience to be able to recommend quality solution to the client. Following are the macro and micro level problems presented in the case;
A. MACRO
Macro problem is referred to a subject of concern, which may influence the organization as a whole. In this case, the macro problems were substantial ethical dilemmas of goal and value conflict, misrepresentation as well as practical and official ineptness. Todd’s boss, Mr. Stepchuck misrepresented Todd as a Continuous Quality Improvement expert. This could have hurt the entire reputation of the organization for forging the qualification of an employee. Another major problem was the goal and value conflict that also resulted from misrepresentation of Todd to the client. Todd's inexperienced suggestions could have hurt the organizational processes of client, for which Stepchuck did not show any concern even when Todd informed him about her incompetence.
B. MICRO
The micro issues illustrated in the case depicts the ethical dilemma of values. The first issue was the value conflict. While sending her to deal with the client, Stepchuck kept Todd in the hope that the entire senior management would be present in the meeting. He also told Todd that she would also be meeting president for few initial steps. This could have hurt the professional image of Todd as an individual. Secondly, when Todd discussed the matter of her incompetence with her boss, he stated that they will be delivering them CQI as it’s the buzzword of the month. This represented the dilemma of values for Todd as her employment was endangered if she refuses to perform CQI and apparently, her professional status would be questioned. Misrepresentation of Todd could have affected the new business processes and profitability of the client firm, as well as, the reputation of the consulting firm with which Todd was associated.
Causes
The causes of the problem include the violation of ‘ethical responsibility towards client' and the provision of ethical guiding principles of an OD professional in showing the willingness to execute CQI without any prior diagnosis of organization's business processes. The willingness of the consulting firm for performing CQI interventions without thorough examination was an ethical misrepresentation. Moreover, the consulting firm also did not operate within the expert capacity of CQI solution and yet agreed to intervene, which means that they falsified their stature. Their pretension could indirectly lead the client to believe that their choice of solutions would ultimately produce the desired results.
Systems Affected
Structural Problems
The major structural problem lies within the contracting and consulting format of the consulting firm. They opted for performing CQI without any diagnosis and without knowing whether the solution would fruitful to the client or not. The conflict basically lies between their organization goal and working format. Implementing a solution without examination did not position the consulting firm in full capacity to serve their clients’ best interest.
Psychosocial
Stepchuck did not consider the aptitude, skills, qualification and competencies of Todd before handing her over the assignment. She was a fresh practitioner without having certification and expertise in continuous improvement processes. She lacked information and skills in handling OD situation and especially CQI. Her insights, decision, and suggestion could have resulted in the maltreatment of the business processes.
Technical
Todd did not possess the competencies and aptitude required to implement CQI solutions. She was misrepresented as a CQI expert with enormous experience of improving organizational development processes. Although Todd endeavored to acquire and learn about CQI, which is appreciated, however, sourcing her personal shadow consultant was unethical as she could have misused official data against the company.
Managerial
Todd’s boss Stepchuck provided vague information to Todd. He did not inform Todd that the client wants to implement CQI and also did not explain the requirement as well as the purpose of the client for choosing this solution. Moreover, Todd was not informed about the meeting appropriately as she was told she will be meeting the president. However, she was bombarded with the questions by senior management when she reached the client's office. Todd's boss also did not show any concern when she discussed her ineptness, instead, he forced Todd to execute CQI.
Goal Setting
Since the contracting & entering phase was inefficient and inadequate, the goal conflict remained unidentified. The goal of the client firm was to implement a solution that could enhance business performance. However, the goal of the consulting firm was to simply execute the solutions requested by the client without diagnosis and examination. This resulted in misalignment between the goals of the consulting and the client firm.
Organizational Level and Elements Involved
The level involved in this scenario is individual level. Todd was facing a situation where if she refuses to follow the direction of her boss, then her job would be threatened. Similarly, if she would listen to her ethical conscience, then it would have hurt the organizational, as well as, her personal reputation. Stepchuck decision affected Todd at an individual level. However, continuing with Stepchuck’s decision affects the client firm at an organizational level, as her insights for implementing CQI could affect their business processes.
Alternatives
Todd could have engaged her client in data gathering and fact-finding assignment i.e. going after the Action Research Model, in order to validate the problems and to determine if CQI is indeed as a solution to their problems. Action Research Model necessitates mutual collaboration as well as honest and open communication between OD professional and client. She could have also gone further to explain implications and risk associated with CQI while convincing them to opt for any other alternative to improve business performance. This approach could have helped Todd overcoming her personal ethical impasse. However, it could also have further complicated the goal and value conflict with her boss. That is because by disagreeing to her boss’ directions of engaging clients to validate their needs and executing CQI intercessions; she would have observed unprofessional approach.
Recommendations
I believe that honesty is the best policy and dishonest can’t sustain in a long run. Facing the critical situation, Todd should personally meet with the president and clarify him about everything. She should explain that she take honesty as her responsibility being an OD professional. She should also offer her services as an assistant if supported by the president and Stepchuck. Similarly, she should also realize that if Stepchuck could have sent her without having the expertise, then it is hard to believe that he believes in any kind of ethical values and her career would be endangered to survive in such type of employment. Moreover, Todd should ask Stepchuck to provide her assistance in this project. Furthermore, Todd should also discuss the miscommunication by showing the desire to work with them with honesty and professional ethics.
References
Cummings, T. G., & Worley, C. G. (2009). Organization Development and
Change (9th ed.). Cengage.
