The argument here is direct, if tentative. Thus, most available evaluative studies agree that OD applications, globally, have substantial success rates, but this seems ironic in light of the common domination of culturally relativistic views. Many observers urge the culture-boundedness of planned change which implies low OD success rates. This paper is one in a projected series of qualitative tests about whether the irony is only apparent. That is, this series proposes to test for the congruence of the basic OD normative framework with various cultural patterns that can be encountered in the global analysis of today's organizations. A high degree of fit between the OD Work Ethic and more or less discrete ideational frameworks will help dissolve the apparent irony. Here, the specific task involves testing the congruence of the "Confucian Work Ethic" with an OD normative framework. The latter may be viewed as the "target" against which the fit of the Confucian Work Ethic is tested in a qualitative sense. High success rates are reported for OD applications in Confucian settings, especially in Korea where Confucian ideas have a substantial prominence. Here, Confucian comparisons with the OD Ethic imply a "good fit," which is consistent with the similarly high success rates in Korea as well as elsewhere.