Curriculum

Provides a basic understanding of quantitative research methodology, techniques like survey research, and descriptive and inferential statistics as tools in the field along with the ethical application of appropriate statistical methods and the interpretation of analyses.

Survey of the field of organizational psychology including such topics as organizational theories, role theory, leadership, motivation, ethical principles, and interpersonal/intergroup processes.

This course will focus on qualitative research methods and their applications in organizational research, as well as the use of mixed methods approaches.

Survey of the field of personnel psychology including such topics as psychological research, employment law, hiring practices, professional and work assessment, selection, and development, and ethical principles.

This course challenges students to embrace a systems view of leadership and change at the organizational level. Students compare, contrast, and critique organizational design and assessment models. Organizational systems and design models are applied and designs utilized to effect change in the organization. Students are required to apply their own models of organizational change, strategy, and organizational capacity building to their work experiences or current workplaces or scenarios.

This course provides a comprehensive overview of the foundations and evolution of the field of organization development and change. The course covers numerous OD and Change theories and concepts to provide fuller understanding of the dynamics of change across organizational levels, as well as the contributions of the field to organizations, communities, and society across local and global contexts. Students will explore key aspects of the OD consulting process and OD interventions and have an opportunity to apply their knowledge through various experiential learning activities and assignments.

Students will learn how to conduct job demand analysis, work hazard analysis, human factors, and competency modeling and how to use the results for designing personnel selection systems and performance appraisal instruments, grounded in principles of human factors engineering.

Examines theory and techniques used to design, conduct, and evaluate instructional programs based on theories and principles of adult learning and organizational learning.

This course emphasizes leadership, leadership development, and the roles of leaders in organizational change. A review of leadership theories and their applications to business is accomplished through scholarly and experiential learning. This requires students to critically analyze leadership theories with a strong emphasis placed on contemporary leadership perspectives. Students will be required to connect leadership theories and practices to leadership situations that are relevant to their work experiences and contemporary issues of followership, organizational change, technological change, and social change.

This course introduces action research, design-based research, appreciative inquiry, and other intervention research methods, and the effective use of traditional qualitative and quantitative instruments for application during action research practice in organizations.

Overview of theory and practice of belongingness, wellness, and diversity in organizations; examination of the impact of changing workforce demographics on current and future productivity and competitiveness of organizations; and review of theories and practice of organizational social responsibility.

Supervised fieldwork in an area related to the students professional interests and program content. Course requirements include a site supervisor and a faculty supervisor, and a fieldwork placement. MUST BE TAKEN IN LAST SEMESTER/MODULE OF PROGRAM.

Provides a basic understanding of quantitative research methodology, techniques like survey research, and descriptive and inferential statistics as tools in the field along with the ethical application of appropriate statistical methods and the interpretation of analyses.

This course will focus on qualitative research methods and their applications in organizational research, as well as the use of mixed methods approaches.

This course provides a comprehensive overview of the foundations and evolution of the field of organization development and change. The course covers numerous OD and Change theories and concepts to provide fuller understanding of the dynamics of change across organizational levels, as well as the contributions of the field to organizations, communities, and society across local and global contexts. Students will explore key aspects of the OD consulting process and OD interventions and have an opportunity to apply their knowledge through various experiential learning activities and assignments.

Examines theory and techniques used to design, conduct, and evaluate instructional programs based on theories and principles of adult learning and organizational learning.

This course emphasizes leadership, leadership development, and the roles of leaders in organizational change. A review of leadership theories and their applications to business is accomplished through scholarly and experiential learning. This requires students to critically analyze leadership theories with a strong emphasis placed on contemporary leadership perspectives. Students will be required to connect leadership theories and practices to leadership situations that are relevant to their work experiences and contemporary issues of followership, organizational change, technological change, and social change.

Overview of theory and practice of belongingness, wellness, and diversity in organizations; examination of the impact of changing workforce demographics on current and future productivity and competitiveness of organizations; and review of theories and practice of organizational social responsibility.

Survey of the field of organizational psychology including such topics as organizational theories, role theory, leadership, motivation, ethical principles, and interpersonal/intergroup processes.

Survey of the field of personnel psychology including such topics as psychological research, employment law, hiring practices, professional and work assessment, selection, and development, and ethical principles.

This course challenges students to embrace a systems view of leadership and change at the organizational level. Students compare, contrast, and critique organizational design and assessment models. Organizational systems and design models are applied and designs utilized to effect change in the organization. Students are required to apply their own models of organizational change, strategy, and organizational capacity building to their work experiences or current workplaces or scenarios.

Students will learn how to conduct job demand analysis, work hazard analysis, human factors, and competency modeling and how to use the results for designing personnel selection systems and performance appraisal instruments, grounded in principles of human factors engineering.

This course introduces action research, design-based research, appreciative inquiry, and other intervention research methods, and the effective use of traditional qualitative and quantitative instruments for application during action research practice in organizations.

Supervised fieldwork in an area related to the students professional interests and program content. Course requirements include a site supervisor and a faculty supervisor, and a fieldwork placement. MUST BE TAKEN IN LAST SEMESTER/MODULE OF PROGRAM.