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Rebecca Fellows May 28 9:33pm | Last reply May 30 5:44pm Organizational development (OD) started "in the 1960's and has been evolving ever since" (IResearchNet, 2016), and it is part of the organizational side of Industrial-Organizational psychology. I have likened I-O psychology to "HR on steroids," based on what the goals for organizational improvement/betterment, as an I-O psychologist, are. What does OD focus on OD is a behavioral science and looks at how the overarching system works synergistically. It is a "field of professional practice focused on facilitating organizational change and improvement" (IResearchNet, 2016). Some may argue that organization development and change management (CM) are the same, but Dr. Steve Nguyen (2106) would disagree, saying that OD is a specialization within I-O psychology and that change management is a specialization of OD. The focus of OD is the "whole system, while change management's focus is on supporting the individual transitions that collectively result in organizational change" (Creasey, 2015). What is OD not? OD is not project application - that is more along the lines of CM. OD focuses on "how the system functions" (Nguyen, 2016) and not looking individually within the organization. Yes, OD is "directly attributable to the actions of specific individuals" (Truxillo, Bauer, & Erdogan, 2016) but not the organizational workers. Practical uses of OD OD is often used to facilitate conflict resolution. There needs to be a "high degree of flexibility during the course of an OD intervention" (Hubbell, 2013) due to other potential conflicts that may arise in a situation. An OD practitioner should have "consulting, knowledge, conceptual, and human skills" (Hubbell, 2013) because of the scope of work within an organization that may be necessary, including the potential to need working with HR. References Creasey, T. (2015, November 14). Exploring the Relationship between OD and Change Management: Interview. http://blog,prosci.com/exploring-od-and-change-management-authors-interview => Hubbell, L. D. (2013). The multiple roles of the organization development practitionerLinks to an external site. E. 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=$6527200 IResearchNet. (2016, February 2). Organizational Development. Psychology. https://psychology.iresearchnet.com/industrial-organizational-psychology/organizational-development/#google vignette => Nguyen, S. (2016, May 9). The link between industrial/organizational psychology, organization development, and change managementLinks to an external site. Ex. Workplace Psychology. https://workplacepsychology.wordpress.com/2016/05/09/the-link-between-industrial-organizational-psychology-organization-development-and-change-management Ex Truxillo, D. M., Bauer, T. N., & Erdogan, B. (2016). Psychology and work: Perspectives on industrial and organizational psychology. Routledge