Organization Development & Human Relations Online Master's Degree Program

Be introduced to the foundational ideas of organization development (OD) theory, informed by historical roots and current strategies. Attend to the nature of organizational complexity in today's world and recognize the need for an evolved approach to organizational change. The emerging dialogic mindset is contrasted to the diagnostic mindset that historically pervaded OD practice. Learning is both theoretical and applied; students will form the basis for a change in their own context to integrate theory into practice.

The most powerful tool an OD practitioner has when influencing change is themselves. In this course, students explore how to be an effective change agent and develop a self-awareness of how our thoughts, beliefs and experiences affect what we see and how we behave.? Students will also have opportunities to enhance this self-knowledge as leaders of change.

A significant part of organizational life is experienced through groups and teams. This course will explore theories of team processes and group dynamics with an emphasis on how to influence team development and effectiveness in decision making and collaboration. Students will have an opportunity to integrate class learning through applied team projects both within the class and beyond.

This course explores the concepts and theories related to strategic and large system change. Special attention is given to the importance of engaging diverse stakeholders in change efforts and creating momentum for change at the system level to prevent typical resistance to change. Students will explore a variety of cases as well as their own organizational system as a context for putting course concepts into practice.

In a world of continuous change, organizations strive to create cultures that blend and leverage the unique strengths of the organization and its people to meet challenges presented by such an environment.? This course explores the theory and practices that allow organizations to develop resilient cultures and mindsets to successfully meet dynamic environments.? Students will explore a variety of cases as well as their own organizational system as a context for putting course concepts into practice.

In this capstone course, students complete an applied project to support the translation and application of core concepts and program competencies, including those in the embedded certificate. Students will learn about and use action research principles, as appropriate for their individual research topic, and reflect on research practices and results.

This course covers the foundations of Data Management for Business Analytics. Students examine and explore the value of information, as an asset and as a liability, and organize and assess its value in an information- driven organization dealing with the challenges of Big Data, Open Data and privacy protection legislation.

Students learn to create powerful reporting tools, to forecast data behavior, and to explore its use in business. This class has a hands-on approach, developed in the context of the application of analytics to business, allowing students to develop the skills necessary to create relevant tools for data-driven organizations. All hands-on work assumes the existence of a technology infrastructure, and no prior knowledge on how to install or maintain the software used in the labs is required.

Students apply the business analytics skills to specific business areas. Students will explore techniques and develop tools that model consumer behavior, supply and demand, and financial performance, in order to predict data evolution in different conflicting scenarios. Students will also apply business analytics to HR decision making such as recruiting, performance measurement, or compensation.

To gain a foundation for the Human Resource certificate, students take a macro-view of the field and examine the role of an HR department as a critical strategic business partner within the organization. Students integrate concepts and current workplace issues, including using new technologies in the field; the need for a broader understanding of business and culture; and how to build and support agile teams that work effectively.

Companies are exploring human capital analytics for workforce reporting and to help make informed decisions about human resources. The continuum of value that analytics bring to an organization includes practices from basic data reporting to predictive analytics. Explore workforce reporting and both traditional and advanced decision-making analytic tools, especially predictive modeling, which make it possible for organizations to inform decision making for the future. Learn to make the business case for using advanced HR analytics.

Coaching in the workplace draws on many related fields including behavioral science, systems thinking and the study of change. After a review of those areas, students will use that foundation to develop a range of coaching tools. Learn to ask the right questions, provide applicable feedback, use a customized approach and help employees learn to independently grapple with problems and find solutions. Finally students will use coaching to deepen an individual's self-awareness to promote action and accountability.

Explore the formal and informal communication strategies that help leaders influence beyond their formal authority. Topics will include how to have generative conversations, communication tactics for engaging stakeholders, cross cultural communications, managing conflict, building impactful narratives that engage and inspire, and the impact of technology on communication in today's organizations.

Examine how to cultivate meaningful relationships across an organizational system, from co-workers, to team members, to broader stakeholders. Attention will be given to how to leverage both formal and informal relationships to create positive impact. Topics include perceptions, motivation, emotional intelligence, building teams, and conflict management.

Explore how to accelerate organizational change by focusing on and leveraging the core strengths of individuals and the collective system. Learn how to challenge the traditional deficit mindset that pervades organizations, and how to use evidence-based appreciative practices to cultivate shared leadership across a system.

Positive Organization Development (POD) is the intentional approach to change that emphasizes what elevates and inspires individuals and organizations. Whereas traditional approaches to change have focused on identifying and improving breakdowns and deficits within organizations, POD seeks to uncover positive deviance and assets and accelerate successes within a system. While not ignoring problems, students will explore how to create optimal organizational states by drawing upon the theory and science of Appreciative Inquiry, positive organizational scholarship, positive psychology, and sustainable enterprises.

Students will explore the theory and practice of Appreciative Inquiry (AI) as a specific philosophy and specific action-research framework for creating positive organizational change. Case studies will examine how AI has been applied in different sectors to create positive whole-system change. Students will be introduced to the practical tools and resources for engaging groups and organizations in AI, as well as applying the principles of AI to their own life.

Employee wellbeing in organizations has been shown to impact not only individuals' mental health, but also their collaboration, engagement, productivity. Creating and sustaining a culture that supports the wellbeing of employees in today's continually disrupted and distributed workplace takes intentional design and commitment. This course is designed to provide students with not only the science behind wellbeing, but also practical tools and approaches for empowering organizations to cultivate an enduring culture of wellbeing.