Postgraduate
MSc and Postgraduate
Diploma in Organizational Psychology
Detailed
Syllabus
Organizational
analysis
An overview of the different levels of analysis within organizational
research. Emphasis will be placed on the different paradigms from which
to analyse organizations, and the roles of theories and facts. Evidence-based
and reflexive practice will be evaluated, as well as some specific foci
on analysing power, gender and ethics. The aim of this module is to
provide a sound basis from which to explore, evaluate and critique any
issue within occupational psychology or organizational behaviour.
Organizational
research
Introduces the areas of knowledge which are necessary to critically
evaluate research reports and papers, and provides the knowledge needed
to carry out a quantitative or qualitative research project. Areas covered
will include: research design; sampling; both qualitative and quantitative
approaches to data collection; the statistical analysis of quantitative
data; the preparation of research reports and the use of different paradigms
in research.
Selection
and assessment
This module is designed to cover the key issues involved in selecting
and assessing people at work. Various selection methods are described,
and the criteria used for evaluating them are discussed. The nature
and causes of good job performance, and issues relating to the process
of job selection, are considered. A discussion of the validity of various
job selection methods is followed by an examination of the psychological
processes involved in selection. Finally, the fairness of selection
systems is considered.
Organizational
change
An introduction to the wide range of approaches to organizational change.
Examples of the topics included are corporate strategy; organizational
development; culture, power and organizational change; institutions,
discourse and change. Throughout the course, the aim is to develop a
critical appreciation of work in this field.
Life
career development
This begins by examining the concept of career from a variety of perspectives.
It considers the process of occupational choice and occupational socialisation
and different types of career path. Various ways of representing people's
careers and ways of intervening in career development are discussed.
Students are helped to understand their own life-career development
and consider ways in which they can help themselves and others make
role transitions.
Career
counselling theory and practice
Students are helped to develop an understanding of the theoretical basis
of career counselling. This is achieved by exploring ideas from the
main approaches to counselling generally, and drawing out the implications
and applications particularly relevant to career counselling. The module
then considers session management, assessment and the use of information
and communication technology in career counselling. Ethical and professional
issues are also addressed.
Work
and well-being
The aim of this module is to develop an understanding of the nature
and extent of relationships between work and well-being. Areas covered
include the determinants of well-being; relationships between work and
well-being; work and well-being in the context of everyday life; unemployment;
the role of individual differences; stress; and the use of organizational
and individual interventions aimed at influencing well-being.
Motivation
and performance at work
Examines contemporary work motivation theories within a coherent framework
and the causes of high performance. Areas to be covered will include:
content, need, process, and cognitive theories of work motivation; the
identification and measurement of performance criteria; explanations
for high performance; and the relationship between performance and a
variety of organizational variables including pay, leadership, groups,
job design, work systems, technical change, involvement and commitment,
attribution and self-efficacy, and goal setting.
Training
and development
The meaning of training and development is explored. Several models
of effective training are introduced, and ways of identifying training
needs are examined. Theoretical approaches to learning are discussed.
Various training methods are covered in relation to both theoretical
aspects of learning and the nature of the material to be learnt. Finally,
the ways in which training can be evaluated are considered.
New
technology at work
New forms of computer-based technology present both opportunities and
challenges for organizations. How can this technology be designed to
facilitate effective use? What new ways of working are implicated by
advanced technologies? This module covers a range of psychological and
organizational issues pertaining to the use of new technology at work,
from designing and evaluating the human-machine interface to analysing
the management of technological change.
Issues
in human resource management
This module explores the theoretical and conceptual debates in the field
of human resource management. It covers material on the origins, the
nature and the likely future of HRM, including international perspectives.
It examines the link between HRM and performance including the role
of employment relations, quality, flexibility and commitment.
Employment
relations
This module provides an overview of current developments in employee
relations. It considers the influence of employers, employees, trade
unions and the state in shaping the employment relationship. Areas covered
include the issues of management strategy and strategic choice; flexibility
in employment and managing diversity; the reform of pay determination
and performance management; the role of trade unions and the management
of conflict; and the role of the state as an employer. The aim of the
course is to develop a critical understanding of changing patterns of
employee relations.
International
human resource management
This module addresses the issues raised by international and comparative
Human Resource Management. It explores the impact of national culture,
the debates in the comparative HRM literature and examples of differences
in the way HRM is conducted around the world. It also examines how international
organisations deal with the extra complexity that operating internationally
brings to HRM.
Practices
in human resource management
This module is concerned with the practice of human resource management
in organisations. It considers issues relating to the links between
HRM strategy, policy and practice, highlighting potential models of
best practice and barriers to successful implementation, where appropriate.
It discusses HRM policy and practice concerning recruitment and selection,
organisational exit, performance management, careers, training and development,
job design and reward. It examines employee relations and equal opportunities
in the context of their relationship with HRM.
Dissertation (MSc only)
The project takes that form of an empirical study, quantitative or qualitative,
conducted by the student on some aspect of Organizational Psychology
and Human Resource Management. The study is written up as a scientific
report of not more than 10,000 words, including bibliography and notes
but excluding appendices.
