Organizational Development in HRD Case Study Research Paper

Organizational Development in HRD Case Study - Research Paper slipShe manages the situation stating that knowing more about the history and long term objectives of the steadfast is essential to answer their queries. The members are happy with the interaction as they fox little knowledge about CQI. Stepchuck is taking advantage of the clients ignorance by assigning Todd as an expert in CQI. Although Todd is genuine and wants to ensure openness, the chairwoman insists her to continue with the project. Now Todd has two options either quit the job or take up the role of CQI expert.(1). At this juncture, the new job raises certain honorable dilemmas that Todd has to address immediately. Both role ambiguity and role conflict are identified in the context, because as stated above neither the client nor the OD practitioner is clear about the respective responsibilities (p. 62). Moreover, the role ambiguity and role conflict will lead to subsequent dilemmas especially coercion, value and g oal conflict, and practiced ineptness.To illustrate, Todd does not want to jeopardize her honesty while working with the new project. At the same time she wants to help her client in some(a) means, though CQI is not her cup of tea. The current dilemmas can be solely attributed to the unethical stance of Todds employer, because his intention is entirely different from that of the client firm and his staff Todd. Evidently, Stepchuck is running a profit driven business heeding little attention to the actual needs or interests of the clients. As the case indicates, if the client is not sure about the issues they want to address, an unethical professional like Stepchuck tends to take unfair advantage of the situation. Even if Todd undertakes the assignment, she may have to face challenges associated with the stated dilemmas.(2). The way Todd responded to the situation at the meeting seems reasonable. A professional like Todd does not want to disclose the