The Technology of Organizational Human Development

Abstract

For my basic training in Mechanical Industrial Engineer, I understood very clearly that technology is the practical application of theoretical knowledge. Once I learned the basics of formal axiology with Alfonso Lozano, between 1980 and 1982, I had contact with pioneering works on the technological application of formal axiology: the Axio-administration´s thesis, developed by Ricardo Ortiz (Ortiz, 1973), which was led by Dr. Hartman and the Hartman Value Profile (HVP), developed by Drs. Mario Cardenas Trigos and Robert S. Hartman. I was fortunate that Ricardo Ortiz was my thesis director for my Bachelors degree and Mario Cardenas was my thesis director for my masters and doctoral degrees. Impressed by the technological possibilities of axiology, I decided to contact members RSHI and devote myself to work on the articulation of good in people and organizations in order to improve quality and competitiveness, using Hartmanian axiology as a reference framework. During the period between 1999 and 2014, while doing research on my doctoral thesis in Human Development, I drew up this proposal I call “The Technology of Organizational Human Development,” based on the concepts of “ordinal good,” “organizational excellence,” “labor competition,” “self-realization” and “quality.” These concepts, articulated in the light of formal axiology, allow us to understand how to add value or quality to people and organizations by increasing both qualities and harmony between these qualities to achieve high quality organizational direction, as established by ISO 9000 Norms. To achieve a meaningful understanding of such concepts in people, also I drew up a proposal called “axio-orientation.” In this paper I discuss these ideas.