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Tieena Burks : May 28 10:33pm | Last reply May 30 6:58pm As someone who has worked in various industries since adolescence, organizational development is apparent in each. From the training | received to run the cash register to regular professional development in my current position as an educator there was a systematic way my duties were explained, demonstrated, and evaluated. This tells me organizational development is not a new concept but one that is embedded in companies and organizations that desire longevity and growth. In fact, since 1960 the implementation of this theoretical practice occurred in a variety of vocations including manufacturing and community organizations (Burke, 2018). This demonstrates that since that time OD psychologists worked to facilitate productive environments to help both management and employees gain a better understanding of one another. One thing that is apparent with organizational development is that it cannot ignore the evolution of professional work environments. This is especially true after the recent pandemic when workspaces were restructured and evolved from the brick and mortar to a virtual setting. For some it would be difficult to transition to relying on tools such as Zoom or coding languages to help them complete tasks formerly done in person. An organizational development practitioner would be instrumental in presenting methods to help those transitioning while facing these new challenges (McNamara, n.d.). As someone who made such an adjustment several years ago, it was helpful to have support to navigate the various tools | needed to remain proficient in my position. While leaders in my field were instrumental in guiding us through adjusting to working online and eventually back in person, it was difficult. An organizational psychologist could have identified the key issues, mediated any conflict, and offered emotional support if needed (Hubbell, 2013). With an OD practitioner we could have explored the professional anxieties that came with working with our students to adjust to their return to the classroom. Through their analysis of information they could discover key insights to determine the crux of the issue and an intervention that is appropriate for improving the work environment (Anonymous, n.d.). One thing that was apparent at that time was there were supportive measures in place for students in the school but not the adults interacting with them. An OD practitioner could have offered a unique perspective to address the possible emotional toll faculty and staff faced while offering solutions to minimize those negative feelings. References Burke, W. W. (2018). The rise and fall of the growth of organization development: What now? Consulting Psychology Journal: Practice and Research, 70(3), 186-206. Hubbell, L. D. (2013). The multiple roles of the organization development. Journal of Multidisciplinary Research, 5(2), 71-81. https://search.ebscohost.com/login.aspx? direct=true&db=a9h&AN=91792219&site=ehost-live&scope=site&authtype=shib&custid=s6527200 &, McNamara, C. (n.d.). Overview of the field of organization development. Free Management Library. http://managementhelp.org/organizationdevelopment . Organizational Development.Links to an external site.(n.d.) https:/psychology.iresearchnet.com/industrial-organizational-psychology/organizational-development/