Management (MGMT)
Current topics, issues and practices in various areas of Management. Course may be repeated up to four (4) times as content varies by title.
An analysis of human resources practices viewed from a comparative, cross-national perspective and the perspective of a multinational enterprise.
The processes inherent in effective management of the organization's human resources. Topics include: employee selection, training, and development; design of compensation and reward systems; applied motivation models; and current issues in the management of human resources.
Examines the techniques, policies, processes, strategies, and practices used by companies, managers, and individuals to effectively and efficiently motivate behavior via rewards.
Topics in staffing on a rotating basis among job analysis, recruitment, test validation, selection systems, and other subjects.
The law of employment relations. Policy and practice in areas such as equal employment, wages and hours, employee health and safety, pensions, and labor relations.
An analysis of some of the major problems faced by managers in their dealings with organizations representing employees. Primary emphasis is on the negotiation of labor agreements and the handling of problems arising under them. The public policy aspect of these problems is also considered.
Rights of employees in relation to their employers that arise from individual and collective agreements. Employee discipline and justice. Grievance procedures and their administration, including labor arbitration.
The nature, structure, and development of the labor union in the United States. Topics covered include labor history, structure of the labor movement, union governance, the law of unions, and problems of the labor movement.
Applied data analysis and research methods in human resources. Emphasis on research design, analytic strategies, measurement of human resource variables and outcomes, and presentation of written and oral information.
Capstone course for master’s students in human resources. integration of course work through analysis of current management issues and the use of case analysis and business simulations.
Field experience in human resources. Includes a report analyzing the experience.
When to use teams; how to design and implement team structures and motivate and lead team members; team decision making, conflict resolution, and other team processes.
Negotiations analysis, thinking, and communication; alignment between negotiation objectives and strategies; negotiation skills.
Experiential learning with successful business leaders; diagnosis of specific contexts and issues of leadership within these contexts; integration and comparison of leadership across contexts.
Understanding and managing innovation, both sustaining and disruptive; creating new capabilities in new entrepreneurial firms or large corporations.
Mergers and acquisitions in international and domestic settings: effects of strategic, financial, legal, accounting, and human resource factors.
Provides an applied Human Resources experiential project where students work under close faculty supervision to solve real-world business challenges using applied research and analytical skills.
Fundamentals of analysis and decision-making in financial management for human resource professionals.
Development of an understanding of behavioral concepts necessary for effective production management of organizations. Current literature, case studies, and other simulations to demonstrate applicability of concepts. Concepts studies include perception, motivation, leadership, and intergroup conflict.
A study of the nature of organizations, their design, their structure, their processes, as well as problems inherent in organizations (e.g., coordination, conflict, communications, power usage, politics).
Examination of methods of employee development and leadership development with an emphasis given to program design, management, and evaluation.
Policy formulation and decision-making in organizations. The interrelationships of functional areas within the organization, the application of management skills and processes to integrate these areas, and the impact of factors external to the organization are examined with a view toward the attainment of organizational goals.
The forces which influence and constrain decision and actions within the individual firm. Consideration of these forces as features of the existing legal, social, and ethical environments. Specific topics include the legal system and public policy, social organization, moral and ethical standards, public opinion, the social responsibility of the firm, and conception within the firm of its role in society, and the interaction of these forces with economic forces.
An evaluation of strategic planning in converging industries. Emphasis on underlying scientific and technological concepts.
Examines the principles, tools, and techniques necessary to conceptualize and initiate a new business entity.
An examination of problems involved in the organization and management of a small business, including an analysis of legal forms, location, product market determination, production, and other operating conditions.
Orientation to the field of personnel and employment relations. Also provides training in communications and computer skills needed in managing human resources.
Exploration of the funding and financial management of emerging ventures, including sources and structure of capital, financial levers to drive performance and metrics to monitor performance, and the study of how to impact, capture, quantify and realize value.
Cross-listed course: FINA 780
Chronological view of career development issues, from initial vocational and job choice decisions through retirement. Short-run and long-term consequences of individual and organizational career development strategies.
Research tools, techniques, and sources are utilized in the development of both analytical ability and facility in communication.
Emphasis on development of understanding the history of management theory and examination of current interpretations of these concepts.
Study of major theoretical and methodological issues in organizational behavior with emphasis on developing conceptual models and implementing research designs.
Exploration of current specialized topics in organizational behavior with emphasis on synthesizing research, developing conceptual models, and implementing research designs.
Theories and research in human resource management.
Advanced theories and research in human resource management.
Theories and research in entrepreneurship, emphasizing strategic management framework in integrating diverse treatments of the entrepreneur, new ventures, and corporate innovation.
An evaluation of theories of organization, with particular emphasis on business applications. Approaches to a conceptual framework include decision theory, sociological and behavioral theories. Various models are evaluated in an attempt to build a framework for analysis of organizations.
Research methods and techniques for translation of management theory and practical problems into testable propositions.
Investigates the theoretical and empirical evidence regarding strategies aimed at creating and sustaining competitive superiority in business firms and the strategy formation process.
The development and application of advanced statistical methods to problems in business. Topics include application of estimation and hypothesis testing in both univariate and multivariate cases.
Cross-listed course: MGSC 882
The structure and analysis of experimental and research designs with applications to business problems.