ORGANIZATIONAL BEHAVIOR PROGRAM

Transcription

1 ORGANIZATIONAL BEHAVIOR PROGRAM Academic Director: Harold G. Kauffman GOALS AND OBJECTIVES The objective of the Master of Science Program in is to provide professionals and managers with the latest knowledge and techniques for addressing critical human issues in rapidly changing organizations to achieve high quality, productivity and job satisfaction. GRADUATE PROGRAM The course of study is designed for students with a wide variety of experience and needs. These range from human resource practitioners who need to update and broaden their qualifications to those with diverse backgrounds who wish to acquire the expertise to enter a field related to one of the following concentrations: Human Management of Training and Development Human Resource Information Some of the unique aspects of the program focus on topics that address rapidly changing organizational environments, such as: Managing the impact of changing technology on people and organizations. Motivating knowledge workers to stay upto- date with developments in their field Conflict resolution in turbulent and uncertain environments Designing new organizational structures that are more responsive to rapid change Career management in restructuring companies Training and development innovations to cope with changing job requirements Utilizing job and workplace design to improve motivation and performance Addressing human resource issues in organizations affected by globalization Outsourcing as a human capital strategy Developing effective leadership and teamwork Enhancing organizational effectiveness through human resource information systems and web-based human resource technologies Because most Polytechnic students are working professionals, many with managerial responsibilities, class schedules are offered in the evenings after normal office hours. Seminar-style classes, emphasizing participation and discussion, enable organizational behavior students to receive individual attention and to work closely with faculty as well as classmates, often in teams. An active, award-winning student chapter of the Society for Human Resource Management (SHRM) provides extra curricular opportunities for professional seminars, workshops and networking to enhance individual career development. With the unique knowledge and skills acquired from the Organizational Behavior Program, graduates have been able to pursue successful careers in prestigious firms ranging from high-tech to financial institutions as well as in the public sector, or as private consultants. ADMISSION AND DEGREE REQUIREMENTS Criteria for admission include a bachelor s degree with at least a B average from an accredited college or university and demonstrated evidence of motivation, maturity and the ability to benefit from and contribute to professional graduate studies in organizational behavior. Applicants who do not meet all the criteria may be admitted as nondegree students with the opportunity, subsequently, to become a degree candidate. Satisfactory scores on the Graduate Management Admission Test (GMAT) or an acceptable equivalent test such as the Graduate Record Examination (GRE) may be used as support for admission to degree studies. Students who have not completed an undergraduate course in statistics must enroll in MG 505 Probability and Managerial Statistics or its equivalent. Students without an adequate background in computers may be required to enroll in one or more of the preparatory courses in computer sciencee.g., CS 530 Introduction to Programming and Problem Solvingoffered by the Department of Computer and Information Science. These courses are in addition to the degree requirements of 12 courses or 36 units, which must be completed with an average of B or better. A maximum of 9 units of transfer credits may be granted for graduate courses taken elsewhere, as evaluated by the academic director. For the most current information on the Master of Science program in, please visit the program s Wweb site. CERTIFICATE PROGRAMS AND ONLINE COURSES The Program offers graduate certificate programs designed primarily for professionals and managers with work experience. Individualized programs make it highly appropriate for specialists as well as generalists to improve and update their knowledge and skills in critical areas ranging from the redesign of jobs and organizations to human resource information systems. In con- 1

2 ORGANIZATIONAL BEHAVIOR PROGRAM 2 sultation with the academic director, students may design a custom-made certificate program with appropriate courses to meet their professional development needs. A certificate focusing on human resource management may be completed with only online courses. These are fully accredited graduate courses. For further information, refer to epoly online learning in the Academic Policies and Degree Requirements section in Part 1 of this catalog. Applicants for certificate programs must hold a bachelor s degree. A certificate program requires five courses, which are selected according to individual needs. Upon completion of a sequence with an average grade of B or better, students are issued a certificate. Those who choose to apply for a Master of Science in Organizational Behavior are able, upon admission, to apply all courses taken for a certificate toward fulfillment of the graduate degree requirements. Additional information may be obtained from the academic director of the Organizational Behavior Program. THE CURRICULUM In any concentration there are 4 elements to the Master s degree: Core courses (required), Concentration Courses, Free Electives, and Project or Thesis. Each concentration consists of 9 credits of required courses plus 9 credits of elective courses selected from a list in each concentration. Courses in each concentration will consist of both 3 credit and 1.5 credit courses. With the Academic Director s approval, a concentration may be revised to consist of 18 credits of courses designed to meet students needs. Free Electives: 6 credits. Project OB 9343 or thesis : 3 credits. Total: 36 credits 1. CORE COURSES An organizational behavior foundation consists of three core courses upon which the student can build a specialization within the degree program. Core courses provide an introduction to the theory, research and practice basic to the field of organizational behavior. Students who have previously completed courses in any of these areas may be excused from taking them by presenting proof of competence and receiving waivers from the academic director. Other courses must be substituted with permission of the academic director. The core courses should be taken as early in the program as possible. Required Core Courses: MG 6013 MG 6313 Organization Theory & Design MG 6333 Research Methods 2. AREAS OF CONCENTRA- TION Students must choose an area of concentration consisting of six courses. This may be one of four concentrations listed below or, with the academic director s approval, may consist of a series of six courses designed to meet students special needs. Students who have previously completed a specific course in any of the areas of concentration may be excused from taking that course by presenting proof of competence and receiving a waiver from the academic director. Other courses must be substituted, with permission of the academic director. Courses in each of the four areas of concentration are shown below: Human The concentration in human resource management prepares professionals to deal with the critical human issues involved in staffing, evaluating and rewarding employees in an era of rapidly changing work environments. MG 6173 Performance Measurement & Reward MG 6223 Staffing MG 6133 Labor Relations MG 6211 Outsourcing: A Human Capital Strategy (1.5 credit) MG 6263 Human Resource Information MG 6283 Internet Applications in Human MG 8653 Managing Technological & OB 6XX1 Managing New Technology in HR OB 6XX1 Coaching in OB 6XX1 Multi-Cultural Management in the Global Organization Management of The concentration in management of change provides human resource professionals with the latest tools and techniques necessary to guide organizations and their employees through periods of rapid, potentially disruptive change, especially transitions created by changing technologies. MG 6243 Organization Development MG 6153 Leadership & Team Development MG 6201 Consulting in (1.5 credits) [continued below]

3 ORGANIZATIONAL BEHAVIOR PROGRAM 3 MG 6211 Outsourcing: A Human Capital Strategy (1.5 credits) MG 6351 Managing for Quality (1.5 credits) MG 8653 Managing Technological & OB 6XX1 Managing New Technology in HR OB 6XX1 Coaching in OB 6XX1 Multi-Cultural Management in the Global Organization Training and Development The concentration in training and development prepares human resource professionals to design, administer and evaluate complex training and development programs, particularly in organizations affected by the introduction of new technology. MG 6243 Organization Development MG 6153 Leadership & Team Development MG 6201 Consulting in (1.5 credits) MG 6351 Managing for Quality (1.5 credits) MG 8653 Managing Technological & OB 6XX1 Managing New Technology in HR OB 6XX1 Coaching in OB 6XX1 Multi-Cultural Management in the Global Organization Human Resource Information The concentration in human resource information systems integrates knowledge and skills in information systems and Internet applications together with human resource management to achieve organizational effectiveness in the new economy. MG 6263 Human Resource Information MG 6283 Internet Applications in Human MG 6173 Performance Measurement & Reward MG 6223 Staffing MG 6503 Management of Information & Information Technology MG 7173 Enterprise Data MG 8653 Managing Technological & OB 6XX1 Managing New Technology in HR 3. FREE ELECTIVES Two appropriate graduate courses may be chosen from any program at Polytechnic with the academic director s consent. 4. RESEARCH PROJECT MG 9343 Research Project in Organizational Behavior. All students must submit an independent research project. In special cases, MG 9973 Thesis for Degree of Master of Science may be substituted for students who wish to produce a major research study in a specialty. BS/MS ACCELERATED HON- ORS PROGRAM The Department of Management and the Department of Humanities and Social Sciences offer an honors program for exceptional first year or advanced undergraduate students. Through this program, students can earn a Bachelor of Science in Liberal Studies (with a concentration in behavioral sciences) and a Master of Science in in four to five years. For further information please refer to the description in the catalog section of the Department of Humanities and Social Sciences. Requirements for Advanced Certificates associated with the MS in Program Advanced Certificate in Organizational Behavior (15 credits): Required (6 credits): MG 6013 MG 6313 Organization Theory & Design Electives (9 credits) Selected from the following: MG 6153 Leadership and Team Development MG 6243 Organization Development Other OB courses may be substituted with the permission of the Academic Director Advanced Certificate in Human (15 credits): Required (9 credits): MG 6173 Performance Measurement and Reward Electives (6 credits) Selected from the following: MG 6133 Labor Relations MG 6263 Human Resource Information MG 6283 Internet Applications in Human Other OB courses may be substituted with the permission of the Academic Director

4 ORGANIZATIONAL BEHAVIOR PROGRAM 4 GRADUATE AND UNDER- GRADUATE COURSES For course descriptions of MG courses, please refer to the Master of Science in Management Program section of this catalog. OB 6013 Organizational Behavior Integration of behavioral science theories, concepts, research and techniques for understanding of human behavior in organizations. Topics include motivation and job satisfaction; decision-making; group dynamics; work teams; leadership; communication; power, politics and conflict; organization culture, structure and design; impact of technology; work stress; organizational change and development. Analysis of organizational behavior problems by case studies and simulated situations. Online version available OB 6113 Career Management Examination of careers from the perspec- tives of both management and individu- als, including career stage models, orga- nizational entry, career pathing, mid- career crisis, career change, continuing education and retraining, professional obsolescence, career re entry, job loss and underemployment. Emphasis on career assessment exercises for self evaluation OB 6123 Human Resource Management This course is designed to expose students to the broad range of human resource functions, the relationships among those functions, and particularly the relationship between human resource practices and the larger organization. We will explore conceptual and practical issues of the management of people that impact not only human resource professionals but also line managers. The course is divided into four modules: an overview of HRM; the recruitment, selection, and management of human resources; human resource challenges; and the role of the professional in the field of Human Resources. Online version available OB 6133 Labor Relations The course will emphasize an ongoing, interactive approach to allow students, managers, as well as human resource professionals, to develop their conceptual and practical expertise in this major workplace field of study. This course will provide students with the opportunity to develop a deep understanding from various perspectives and biases that apply to the major subject areas of labor relations so that they may appreciate the complexities of this major workplace issue and perform effectively in both union and non-union organizational environments. An appreciation for, as well as an understanding of, the US labor movement will be developed through readings, case studies, and an ongoing review of current labor issues. Topics include: a review of the current state of the labor movement in the United States; a brief overview of the labor movements history; labor statistics; US labor laws and practices; key participants in the various labor roles; union organizing campaigns; negotiating an agreement; the economic case for (and against) labor; contract administration; requirements to move from impasse to cooperation; grievances; labor and employment arbitration; employee discipline; unions and the public sector; global aspects; and the future for unions. Online version available OB 6143 Conflict Management Investigation of the nature and meaning of conflict in professional and technical organizations as well as in society. Analysis of the design of conflict avoidance and mitigation programs. Alternative dispute resolution modalities are presented and demonstrated. Skill building around collaborative conflict resolution OB 6153 Leadership and Team Development Focuses on the essential role of multifaceted leadership in diverse organizational settings. Explores the nature of leadership and its relationship to team development and organizational effectiveness. Includes a broad survey of theory and research on leadership and teams in organizations. Includes a hands-on approach involving experiential learning and case analyses, which will be conducted in teams, requiring students to be active participants. OB 6163 Job and Workplace Design An examination of the theoretical concepts, research findings, and practical applications of job and workplace design. Job design is presented from an interdisciplinary perspective with particular emphasis on how job design decisions influence attitudes and work behavior within organizations. Students are exposed to the diagnostic tools useful for measuring and evaluating jobs and the psychosocial aspects of the workplace environment, as well as the guiding principles of work redesign. Also reviewed are the influences on work design by innovations in information technology, modern manufacturing, virtual work arrangements and open office systems. Other topics covered include the design and support of effective work

5 ORGANIZATIONAL BEHAVIOR PROGRAM 5 teams, reengineering and total quality management, and environmentbehavior relationships such as privacy and communication in the workplace. Online version available OB 6173 Performance Measurement and Rewards The objective of this course is to provide a framework so that each student, upon successful completion of the course, will possess a substantial understanding of the basic and most current theories and concepts, as well as practices, in this complex field. Additionally each student will grow in his/her ability to design and execute effective performance measurement, management and reward systems in any organization. Online course OB 6181 Talent Management A survey course that provides a knowledge and understanding of the strategies and range of processes, methods and tools that are currently used by organizations in effective Talent Management programs. Includes a focus on the development and management of leadership talent as well as Talent Management practices for general management, professional, technicat and other positions. Topics include identifying and competing for critical talent pools; alignment and integration of HR practices; recruiting and employment branding; identifying, selecting, developing, reviewing and managing leadership talent; retention and recognition strategies; and career paths and career planning. OB 6191 Coaching in Focuses on the role of coaching in organizations as part of a talent management program to develop human resources. Provides an understanding of the definition, theoretical basis, functions and models of coaching, Examines how coaching is linked to the adult development lifecycle and the range of contexts in which coaching is applied. Addresses how coaching is used in leadership development as well as performance management, the multicultural aspects of coaching and the access minorities have to coaching. Provides a familiarity with the different coaching tools and instruments as well as how leading organizations are using coaching in their talent management programs. Issues related to certification as a coach are addressed. OB 6201 Consulting in Provides a practical orientation to consulting in organizations within an academic framework. Prepares students from a variety of disciplines for roles as internal as well as external consultants by building knowledge and skills to successfully take a client and project from entry through termination and evaluation. Each student is required to take a project from conception to presentation, thereby providing an indepth understanding of the details and issues that need to be addressed in the consulting role. OB 6211 Outsourcing: A Human Capital Strategy A comprehensive course that prepares students from a variety of disciplines with the knowledge and skills necessary to make the build or buy decision when considering outsourcing as an appropriate alternative. Topics covered include strategic implications, financial aspects, project management, internal consulting, metrics, legal considerations, development of an effective template RFP (request for proposal), internal communication details and management of the vendor/provider relationship. OB 6223 Staffing This course examines the design and management of successful staffing processes used to form matches between people and jobs in order to achieve organizational effectiveness and individual job satisfaction. Emphasis will be on the psychological theories, measurement concepts and practical techniques of personnel recruitment and selection, including such topics as human resource planning, job analysis, the reliability and validity of employee assessment methods and legal issues in the employment relationship. Online version available OB 6233 Training in An overview of the many forms of training and related learning activities found in the modern workplace, including management development, technical training, career planning and mentoring. The course will focus on training as both an asset to the organization and a necessity for delivering goods or services that will be valued by the customer. Topics addressed include needs analysis, preparation of employees for jobs, training program design, traditional training methods, computer-based methods, development, implementation and evaluation of training, targeting various groups with special training needs, and management development. Online version available OB 6243 Organization Development

6 ORGANIZATIONAL BEHAVIOR PROGRAM 6 Applied theory and research related to the process of managing change in organizations. Practical application of group, intergroup and individual changes. Planned structural revisions in formal organizations. Dynamics of orga- nizational change processes. Experiential techniques and seminar approaches emphasized. Online version available OB 6253 Seminar in Organization and Career Examination of organizational restructuring, including downsizing, reengineering, delayering, mergers and acquisitions, focusing on the impact of such change on professional and managerial careers. Emphasis on current organizational and individual management practices in coping with rapid structural and cultural change in the work environment. Experts from the private and public sectors as well as consulting firms address these management practices. OB 6263 Human Resource Information A well-designed human resource information system (HRIS) is a powerful, computer-based tool that enables you to enter and update all types of employee-related information quickly and easily. The purpose of this course is for you to gain an understanding of these technologies as they relate to, and are used in a business setting. The course emphasizes handson experience with the design of prototype simulations and database programming systems as they are used to solve common personnel problems and efficiently manage employee information. Online version available OB 6271 Managing Human Resource Technology in Examination of factors critical to the effective organizational adoption and utilization of technology in human resource applications. Topics covered include: project management; HR data and process standardization; organizational governance; the unique security requirements of HR data; metrics; and HR process and technology outsourcing. By understanding these issues and how organizations can address them, students will be better prepared to more effectively plan and implement HR process re-engineering and technology enablement. OB 6283 Web Based Applications in Human Resource Management Todays Human Resources Management are enabling organizations to slash costs, reduce errors, and ratchet up huge gains in productivity. Increasingly, the glue holding the entire HR equation together is Web technology. Course topics include employee self-service, online recruiting, and software that handles peer reviews, applicant tracking, performance management, succession planning, and benefits administration are drastically transforming the way work is done. Online version available OB 6313 Organization Theory and Design Analysis of theories of large scale organizations focusing on their structure and culture. Includes characteristics of bureaucracy, adhocracy, suboptimization, human dynamics and informal systems, influence and control systems, and planned change. Examination of both formal and informal organizations through case studies and discussion. Online version available OB 6321 Global Human An overview of human resource management practices in todays global work environment. Topics addressed include international/socio-cultural diversity; key characteristics of select countries international business behaviors; international strategic alliances; identification, recruiting, and selection of international personnel; training and development of expatriates and home country nationals; evaluation and coaching of employees in international organizations; intercultural skills acquisition for the line manager and human resources professional; team development strategies; and design of practical language learning tools for the HR professional and the line manager. OB 6333 Research Methods An introduction to theories and techniques of research methods. Primary objectives are to provide understanding and appreciation of why and how organizational research is carried out. Survey of research methods. Research proposals are developed. Online version available OB 9343 Research Project in Integration and application of advanced research techniques utilized in studies of organizations. Students develop and carry out individual applied research projects. Prerequisite: OB 6333 or instructor s permission. OB 9853 Selected Topics in each 3 credits Discussion and analysis of current topics in organizational behavior. Prerequisites: Advanced standing and instructor s permission.

7 ORGANIZATIONAL BEHAVIOR PROGRAM 7 OB 9861 Readings in each 1.5 credits Directed individual study or supervised readings in advanced areas of organizational behavior. Prerequisite: Program Director s permission OB 9873 Readings in each 3 credits Directed individual study or supervised readings in advanced areas of organizational behavior. Prerequisite: Program Director s permission