Organizational Behavior & Human Resources Management Minor
Students intending to get a minor in organizational behavior & human resources management should complete the following course work:
(Click on courses to view descriptions)
Required
Credits: 3
Category: Business core
Pre-requisites: A course in sociology or psychology, at least junior standing
Offered: 2 sections in Fall, 2 sections in Winter, occasionally 1 section in Spring/Summer
Instructional Format: In-class and online
Description: Application of basic behavioral science concepts and research to management of organizations. Emphasis on determinants and consequences of individual behavior, interpersonal communications, group and intergroup behavior as they influence effectiveness of management.
Credits: 3
Category: Required for Organization Behavior/Human Resource Management Concentration
Pre-requisites: BUS 181, BUS 211, prior or concurrent BUS 341, ECN 201, ECN 202, and their prerequisites
Offered: 1 section in Fall
Instructional Format: In-class
Description: Organization, training, motivation, and direction of employees. Designed to be helpful to any student who may be called upon to supervise work of others.
Electives – choose two courses from:
Credits: 3
Category: Elective for Organization Behavior/Human Resource Management Concentration
Pre-requisites: BUS 181, BUS 211, prior or concurrent BUS 341, ECN 201, ECN 202, and their prerequisites
Offered: 1 section in Winter
Instructional Format: In-class
Description: Economic, social and legal problems in negotiating the collective bargaining agreement. Detailed consideration of issues of collective bargaining and administration of the contract through grievance procedures and arbitration. Basis exploration of compensation planning and administration.
Credits: 3
Category: Required for Organizational Behavior/Human Resource Management Concentration
Pre-requisites: BUS 341, BUS 344, and their prerequisites; senior standing
Offered: 1 section in Winter
Instructional Format: In-class
Description: Approaches and practices to select, train and compensate employees to ensure organizational effectiveness and employee satisfaction. Topics include recruitment methods and tools including measurement of validity and reliability, staffing tools such as the employment interview and training systems (e.g. needs analysis, development, and evaluation) as well as compensation systems that attract, retain, and motivate good employees. Lecture, discussion, and project management format.
Credits: 3
Category: Required for Organizational Behavior/Human Resource Management Concentrations
Pre-requisites: BUS 344, BUS 443, and their prerequisites; senior standing
Offered: 1 section in Winter
Instructional Format: In-class
Description: Examination of contemporary developments and trends (hot topics) that affect organizational behavior and human resource management and the exploration of how to affect organization-wide change. Projects include in-depth interview with practicing human resource manager, in-basket exercise, challenge team building. Capstone course for the OB/HRM concentration.
Electives – choose one course from:
Credits: 3
Category: Human Rescource Elective, General Education Elective - Social Science
Pre-requisites: ECN 201, ECN 202, and their prerequisites
Instructional Format: In-class
Description: Examination of labor issues within the context of various theories. Exploration of questions about why people work, the conditions under which they work, how they are paid, and the structure of labor markets.
Credits: 3
Category: Human Rescource Elective, General Education Elective - Social Science
Pre-requisites: PSY 100 and a course in statistics or research design, or consent of instructor
Offered: Infrequently
Instructional Format: In-class
Credits: 3
Category: Human Rescource Elective, General Education Elective - Social Science
Pre-requisites: SOC 100
Instructional Format: In-class
Description: Examination of sociological dimensions of the division of labor in contemporary society. Topics may include: occupational and labor market structures, organizational context of work, the employment relationship, job satisfaction, labor-management relations, implications of technological change and globalization, and effects of gender, age and race/ethnicity on employment.
