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ORL 5362 Group dynamics: A systems perspective

Enrollment limited. The course explores social processes in groups and their impact on individual behavior. In addition to a series of lectures/discussions, students are required to participate in an experiential group relations conference or to conduct a self-study project on group relations. Special fee is required.This class gives students the opportunity to develop an in-depth understanding of group dynamics from a systemic perspective and to learn about their own behavior in groups. Readings, lectures, and discussions will address dynamics as they occur in varied groups, systems and contexts including the business world, educational institutions, healthcare systems, the military, religious institutions, and in community and family life. The interplay of power, authority, socio-political identities, and group dynamics is emphasized.

ORL 5522 Evaluation Methods I

Prerequisite: ORLJ 4009, Understanding Behavioral Research, or an instructor-approved substitute. This course provides an overview of major evaluation models and social research methods useful in designing evaluations of social interventions, programs, policies, services/products, or institutions. A main aim of the course is to develop critical consumers of evaluation research.

ORL 5523 Evaluation Methods II--Seminar

ORL 5523 is designed as an evaluation research laboratory. The course emphasizes selected readings and skill-building on an array of methodological topics covering qualitative, quantitative, and mixed-methods techniques through hands-on experiences with a “client-based problem” and data set. Prerequisite: ORL 5522, Evaluation Methods I, or an instructor-approved substitute. It is highly desirable that students have completed one or more added courses in statistics, data analysis (in qualitative or quantitative methods), or measurement before they begin ORL 5523.

ORL 5524 Instrument design and validation

This course provides hands-on experiences in the design and validation of a variety of assessment devices, such as, tests, scales, survey-based indices, or other instruments to tap educational, psychological, health, or other social constructs. The course draws (mainly) on techniques and theory from Classical Test Theory in measurement. Prerequisite: ORL 5522, Evaluation Methods I, or an instructor-approved substitute. It is highly desirable that students have completed one or more added courses in statistics, including multiple regression before they begin ORL 5524.

ORLJ 4000 Conflict Resolution in Schools

Peaceful, safe classrooms and schools support both academic and social-emotional learning. This course introduces the field of conflict resolution education in schools, in the context of supporting student academic achievement, increasing skills for coping with interests-based conflicts, and creating just and caring classrooms and schools.

ORLJ 4002 Functions of organizations

A survey of the primary functions and operations of organizations: accounting, finance, marketing, strategic planning, management information systems, and the relation of these functions to human resource management.

ORLJ 4005 Organizational psychology

Introduction to theories and research that underlie the field of organizational psychology. Implications and applications in various organizational contexts are considered.

ORLJ 4009 Understanding behavioral research

Overview of alternative methods of behavioral research and their relative strengths and limitations. Application of methodological principles in order to read and evaluate social science research and learn how to begin to conduct research.

ORLJ 4010 Executive coaching

Executive Coaching combines two previously taught courses into one in order to integrate theory and practice. As such, this course is intended to provide students with an overview of theory, research, and practice related to coaching within organizational settings as coaching is viewed as a subset of organizational consultation. Assuming some basic knowledge of organizational behavior and theory and limited experience with coaching, the course is designed to give students an opportunity to gain foundational knowledge of the coaching process, including how to create a coaching relationship, engage in coaching conversations, and build commitment for action planning.

ORLJ 4331 Constructive Multicultural Organizational Development: Leveraging Tension for Socially Just Change

Despite demographic and cultural changes leading to more diversity in organizations, workplaces often struggle with issues of justice, equity, and inclusion. In this interactive course, we will explore why change around social inclusion is often painstakingly slow and recalcitrant, and what can be done to promote and sustain constructive change in the workplace.

ORLJ 4800 Conflict & Complexity: A Dynamical Systems Approach to Addressing Protracted Conflict

This course will explore the relevance of dynamical systems theory (DST) for understanding protracted and seemingly intractable conflict at different levels of social reality (interpersonal, inter-group, international) and will outline the conditions under which such conflict can be transformed.

ORLJ 4804 Healing and Reconciling Relationships in Conflict

This course examines the role that unaddressed and unhealed emotional trauma plays in creating and maintaining conflict. It also highlights unaddressed trauma as an obstacle to reconciliation-our ability to put the past to rest and to rebuild relationships that have broken under the strain of conflict.

ORLJ 4901 Research and independent study in social-organizational psychology

Permission Required. Student works closely with faculty in conducting research in social-organizational psychology and producing a substantive paper at semester's end.

ORLJ 5002 Advanced functions of organizations

In Advanced Functions of Organizations, students will learn about the larger contexts within which businesses function, the mechanisms by which they are regulated, the ways in which these contexts and mechanisms impact the viability and success of a business or organization, and the impact these variables have on the decision-making role and behavior of management and employees in an organization. Topics covered are market analysis and business ethics, capital markets, business law, and business strategy and decision- making.

ORLJ 5003 Human resource management

The goal of this course is to provide a solid understanding of theory, research, and practice in human resource management. Through a combination of reading, cases, lectures, and discussions of the material, students will understand human resources' ability to be a credible partner to the business and its pivotal role in supporting organizational strategy; the complexity of the human resources function to move from the sole mission of the attraction, motivation and retention of people to one that also attempts a line of sight and contribution to organizational value; and the various aspects of the human resources function such as human resource strategy, talent management, talent development, organizational design/effectiveness, and training.

ORLJ 5005 Leadership and supervision

Major psychological and other interdisciplinary approaches to the study of leadership. Critical analysis of relevant theories, research, and practical applications.

ORLJ 5012 Organizational Internship

This course is designed to provide meaningful, real-world practical experience in an organizational setting. It allows the student to gain exposure to a professional environment where they can apply academic theory from the field of social-organizational psychology (human resources, organizational development, talent management, and others) or conflict resolution (human rights, majority relations, mediation, peacemaking, social justice, and others). Students will work for at least 150 hours within their selected organization.

ORLJ 5017 Small group intervention: Theory and method

Prerequisite: ORL 5362. This course gives students an opportunity to apply their knowledge of group and team dynamics in order to learn how to improve work team functioning and performance. The course covers a variety of models for effective teaming with an emphasis on how to apply those models to real work teams. Students learn relevant theory and research that underlies effective small group interventions and practice applied skills in teamwork. The class format is a seminar style with considerable discussion, case study analyses, role-plays, and small group work.

ORLJ 5018 Using survey research in organizational consulting

Prerequisite: ORLJ 4009. This course illustrates how to conduct survey research for organizational change initiatives. The following topics are covered: entering into survey research consulting, selecting concepts, conducting focus groups, survey construction and administration, data analysis, identifying needs, survey feedback techniques, and final reports. Students develop a survey-based project from initial conceptualization to final report presentation.

ORLJ 5019 Data-based interventions in organizations

Prerequisite: ORLJ 4009. Reviews tools for collecting, organizing, and analyzing qualitative and quantitative data in organizations. Students explore and practice the use of data collection techniques most frequently utilized by practitioners in the field (secondary data, observations, questionnaires, interviews, and focus groups), as well as practice analysis techniques associated with these tools. The use of diagnostic tools is considered within the framework of the consulting cycle (contracting and planning, data collection, data analysis, and data feedback). Upon completion of this course, the students should be well prepared to engage in a consultation with the real client.

ORLJ 5040 Research methods in social psychology

Open only to qualified doctoral students in the behavioral or social sciences. Representative approaches to practice in the design, conduct, and analysis of research. Fall: Experimental and quasi-experimental design. Spring: Field and survey methods; policy and evaluation research.

ORLJ 5045 Organizational dynamics and theory

Prerequisite: ORLJ 4005 or equivalent. Study of organizations as total systems with consideration of different types of organizations. Emphasis on the impact of such dimensions as mission, strategy, structure, culture, systems, and leadership on individual and organizational performance and vice versa. Organizational change is also addressed.

ORLJ 5046 Intercultural communications in organizational contexts: Theory, issues, and practices

This class is designed to explore the intercultural communication field and what it has to offer professional educators in the context of their understanding of intercultural theory and practice and in their ability to design effective and empathic learning environments.

ORLJ 5055 Organization change: Theory and practice

This course covers the primary content and substance of organization change. The content/substance includes theory, models and frameworks, research studies, and related concepts that influence the practice of organization change and vice versa: that is, how the practice of organization change influences theory, models, research, and concepts. The course is conducted as a combination of lecture and student activities and discussion with emphasis on (a) selected readings to be studied prior to each class and (b) discussion during class by all students.

ORLJ 5090 Strategic Talent Management

This course provides a comprehensive review of the theory and practice of Strategic Talent Management in organizational settings. Students will learn about key conceptual models (e.g., talent life-cycle, leadership pipeline, high-potential classification and role segmentation frameworks), processes and tools used for assessing and developing talent (e.g., talent reviews and brokering, multi-trait multi-method assessment frameworks, and the 70/20/10 model of development).

ORLJ 5115 Social networks and performance

This course allows students to understand how social networks influence performance in a wide variety of settings. Relevant topics in the application of social network ideology are explored, such as motivated goal pursuits, leadership processes, and the structure of group and organizational networks. The course also explores important interpersonal processes through a social network lens, such as human conflict, emotional contagion, and helping behavior.

ORLJ 5250 Equity, Diversity & Inclusion in Teams and Organizations

This course covers foundational and current research on equity, diversity and inclusion (E, D & I) in work teams and their larger organizational systems. Students in this course will learn effective, evidence-based practices and have opportunities for skill-building and hands-on learning related to issues of E, D & I in today’s workplace. Students will also engage in critical self-reflection to increase understanding of their own identities and knowledge about how who they are shapes how they navigate in diverse workplaces. The class format will include lecture, discussion, experiential learning and activities/exercises to increase practice skills in E, D & I.

ORLJ 5310 Preparation for Coaching

The purpose of this course is to introduce students to the basic structure and techniques of interviewing and listening. The course is largely experiential and is intended for students who have little or no background or experience in counseling or coaching.

ORLJ 5340 Adaptive Negotiation & Conflict Resolution

An experiential course designed to promote negotiation understanding and adaptivity across negotiation situations. Students will have the opportunity to develop more self-awareness and basic collaborative negotiation skills with supervised practice.

ORLJ 5341 Effective Mediation: Standard and Adaptive Practices

Mediators help disputants handle their conflict constructively and to find acceptable solutions. Students will learn the conditions when mediation is most effective, appropriate and feasible; identify basic differences in the task versus relationship nature of the cases presented; and employ strategies that are fitting and conducive to mediation.

ORLJ 5540 Proseminar in social and organizational psychology

Open only to qualified doctoral students in the behavioral or social sciences. Intensive readings and analysis of theories and research in social psychology and social structure.

ORLJ 5541 Proseminar in social and organizational psychology

Open only to qualified doctoral students in the behavioral or social sciences. Intensive readings and analysis of theories and research in social and organizational psychology and social structure.

ORLJ 6040 Fundamentals of cooperation, conflict resolution and mediation in different institutional contexts

This course is an advanced seminar on the theoretical foundations of conflict resolution based on current and previous social psychology research. It emphasizes the links between theory and practice and provides a broad overview of basic topics in conflict resolution, including cooperation and competition, power, culture, justice, negotiation and mediation, violence, intergroup conflict, intractable conflict and sustainable peace.

ORLJ 6045 Demography in Organizations

This course seeks to understand the role that demography plays in organizations. The main focus in this course is on demographic variables such as race, gender, and disability. The course examines various theoretical frameworks that help us to understand how demographic variables influence organizational behavior and decisions.

ORLJ 6244 Fieldwork in change, coaching, and supervision

Permission required. Prerequisites: ORL 5362 and ORLJ 4010. Students will be trained in Interpersonal Process Recall (IPR) and practice their acquired skills with the facilitation of the executive coaching labs (ORLJ 4010). Students meet in seminar format to debrief facilitation sessions, integrate learning, and advance their coaching knowledge and skills through reflection and assigned reading. Additional coaching opportunities and supervision may be undertaken.

ORLJ 6342 Prac:Multi-level Rsch in Organ

Permission required. Limited to doctoral students. Topics are announced in the preliminary and final course schedules distributed each semester.

ORLJ 6343 Practicum in change and consultation in organizations

Prerequisite: ORL 5362 and ORLJ 4005. Enrollment limited. Open to master's students and doctoral candidates who have a strong background in social science, organizational behavior, administration, psychology, or business. Offers the opportunity to understand the consulting process through work on change projects involving actual clients.

ORLJ 6344 Prac:Conflict Justice Coopertn

Permission required. Limited to doctoral students. Topics are announced in the preliminary and final course schedules distributed each semester.

ORLJ 6345 Prac:Dvrsty Discrim Organztns

Permission required. Limited to doctoral students. Topics are announced in the preliminary and final course schedules distributed each semester.

ORLJ 6346 Prac:Dynamic Network Lab

Permission required. Limited to doctoral students. Topics are announced in the preliminary and final course schedules distributed each semester.

ORLJ 6347 Prac: Diversity Dynamics Orgs

Permission required. Limited to doctoral students. Topics are announced in the preliminary and final course schedules distributed each semester.

ORLJ 6348 Prac: Manangerial Competence

Permission required. Limited to doctoral students. Topics are announced in the preliminary and final course schedules distributed each semester.

ORLJ 6349 Practicum: Process Consultation

Permission required. Limited to doctoral students. Topics are announced in the preliminary and final course schedules distributed each semester.

ORLJ 6350 Conflict Resolution: Advanced Methods for Identity and Intergroup Conflict

Prerequisite: ORLJ 5340. This applied course explores some of the theories and intervention skills needed when conflicts of interest are compounded by the complexity and perceived and/or real social identity differences. It is primarily concerned with how group differences (such as class, power, culture, race, and gender) can be understood and mitigated by means of negotiation, mediation, and dialogue.

ORLJ 6500 Stereotypes and stereotypic processes in organizational contexts

Open only to qualified doctoral students in the behavioral or social sciences. Stereotypes are an important means by which perceivers form impressions of others, and understand and interact with their social environments. It is important to understand the role of stereotypes in information processing as well as the conditions under which stereotype activation and use are more or less likely to occur. This seminar explores the development, activation and suppression and use of stereotypes in organizational contexts.

ORLJ 6502 Dynamic Networks and Systems

Doctoral seminar. This seminar examines various theoretical and empirical approaches to the study of complex systems. Example topics include traditional systems theory, social network analysis, dynamic network theory, social interaction analysis, and simulations of complex systems. A variety of frameworks are addressed that span individual, dyadic, group, organizational, and international levels.

ORLJ 6520 Advanced professional writing seminar

For doctoral students, only. This course is designed to help students develop the writing skills needed in their academic and post-academic careers. Course topics include establishing and maintaining good writing habits; writing theoretical, applied, and empirical papers; providing and responding to reviewer comments on manuscripts; and ethics in writing. The course provides a support for students as they work on completing their own qualifying papers. The desired and expected outcome of the course is at least one completed qualifying paper or paper ready to submit for publication.

ORLJ 6540 Contemporary Issues in Organizational Psychology

The primary purpose of this course is to provide students with an opportunity to develop an in-depth understanding of assessment tools from a psychological perspective and to learn about the wide range of applications of assessments in organizations. The course aims to enable students to apply, understand, and interpret scientific assessment tools throughout the talent management spectrum: selecting, onboarding, developing and engaging employees. Psychometric and test theory, a brief history of applied assessment, and the key methodologies used to assess and measure major work-related constructs (e.g., EQ, IQ, personality, and leadership potential) will be discussed, as well as novel applications of assessment and the future of talent identification. The course will pay particular attention to assessment-based solutions or interventions, such as executive coaching, organizational development, and high potential identification programs.

ORLJ 6640 Social-organizational psychology colloquium

Permission required. For doctoral candidates only. Discussion of ongoing projects involving research and consultation.

ORLJ 6901 Advanced research and independent study in social-organizational psychology

Permission required.

ORLJ 7501 Dissertation seminar

Permission required. Development of doctoral dissertations and presentation of plans for approval. Registration limited to two terms. For requirements, see section on Continuous Registration for Ed.D./Ph.D. degrees.

ORLJ 8900 Dissertation advisement in social-organizational psychology

Fee to equal 3 points at current tuition rate for each term. For requirements, see section on Continuous Registration for Ed.D./Ph.D. degrees.

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