Discuss two ways in which the core values of Organization Development can advance a culture of helpfulness, and discuss how these ways would address the super chicken problem. 

The core values of Organizational Development which exemplify participation, involvement, and empowerment challenge the social norm of looking at titles, skills, intelligence, and capabilities as consideration of success. When people in an organization treat each other as "human beings" rather than resources or mere workers, this translates to a higher organizational value and people are more willing to work in this company than any other company since they feel valued and cared for. This can advance a culture of helpfulness because managers will now seek to consider each situation of the employee and will find ways to be of help to the employee since they understand the employee is a human and has his problems to deal with even outside of work.

As an example, if a manager has an employee who has been consistent in working not at a high-performance kind but still, he was present everyday but suddenly around last week, he has been absent and informed that he had family issues as his mother is sick and need to help her since she doesn't have anyone else, the manager might be tempted to think that the employee should separate work and family issues but, considering it in an organizational development's perspective, the manager can think of ways to help the employee such as letting him avail of leaves to take care of his mother. When those are used up, the manager can help him to still be productive by letting him work remotely for the time being. All of which are measures to help the employee and not work against the employee.

Aside from the first way in which core values can advance a culture of helpfulness and challenge our normal beliefs, the core values also has a way of instilling these beliefs and serve as guidance. Other companies can even have these in their company policies to embrace a humanitarian organizational culture. When managers provide opportunities for each organization member as well as for the organization itself to develop to its full potential, each team member strives to do their best to contribute to the organization's growth. Now, it's not anymore about being the best but each member wants a collective goal to be successful and that is for the organization to grow and to provide superior service through all of its member's efforts. This is a very exciting aspect of the organizational development's core values because individual power is limited but if all people in an organization do their best while being helpful towards each other, this makes the organization exceptional, consistent and compact. Unlike when people are not caring for each other's growth, there is inconsistency, demotivation, and a high employee retention since everyone is working for himself and not feeling as united as one might be in a organizational culture of helpfulness.

These ways of challenging the social norm and instilling core values as guidance in company procedures can address the super chicken problem since the organization and its management now values each and everyone's input and output. No one in the team feels inferior and thus the need to share ideas for the betterment of the organization becomes imperative and the joy of fulfilling a goal with a team backing you up is like no other. Ultimately, in an organization, motivations like money and success are important but even in Maslow's hierarchy of needs, belongingness, growth and self-actualization are important too. Therefore, when organizations understand these motivations, challenge their normal beliefs and instill the core values of organizational development, then not only can they advance a culture of helpfulness but can also help make their organization get its most desired competitive advantage, its people.

Step-by-step explanation

REFERENCES:

1. Anderson, D. L. (2020). Organization development: The process of leading organizational change (5th ed.). SAGE Publications.

2. Module 3: Core Values and Ethics of Organizational Development, https://www.studocu.com/ph/document/university-of-cebu/organizational-behavior-and-development/module-3-core-values-and-ethics-aparre/9907031

3. Heffernan, M, Forget the Pecking Order at Work, https://www.ted.com/talks/margaret_heffernan_forget_the_pecking_order_at_work?language=en#t-900805