> It stands for
> Openness & Risk Taking
> Employees feel free to express their ideas & the organization is > willing to take risks & experiment with new ideas & new ways of doing > things. The degree of openness of the organization is an important > factor in determining the nature of various dimensions of HRD being > designed.
> Employees face the problems & work jointly with others concerned to > find its solution. They face the issues squarely without hiding them > or avoiding them for fear of hurting each other.
> A minimum level of trust may be deemed necessary for the introduction > of the performance appraisal system and other elements of HRD. > Employees department & groups trust each other & can be relied upon to > do whatever they say they will.
> Authenticity is the value underlying trust. It is the willingness of a > person to acknowledge the feelings he/she has, and accept
> himself/herself as well as others who relate to him/her as persons. >
> Employees are action � oriented, willing to take initiative & show > a
> high degree of Proactivity. They anticipate issues and act or respond > to the needs of the future.
> Autonomy is the willingness to use power without fear, and helping > others to do the same. Employees have some freedom to act
> independently within the boundaries imposed by their role/job. >
> Collaboration involves working together and using one another�s > strength for a common cause. Individuals, instead of solving their > problems by themselves, share their concerns with one another and > prepare strategies, work out plans of action, and implement them together. >
> Experimenting as a value emphasises the importance given to innovation > and...