Master of Science in Organizational Behavior
and Human Resource Development
Program Info | Program Goals
| Program Formats | Courses | Tuition
Meeting Challenges of the 21st Century
During the past decade, the changing marketplace has fostered a reexamination of management strategies, leadership, and work. There have been increased demands on corporations to increase quality and productivity, meet the challenge of global competition, respond to change and uncertainty more effectively, create a friendlier work environment, and reduce costs.
These factors have had a profound impact on how we manage people and have broadened the domain in which human resource personnel and organizational behavior specialists function in an organization. These individuals now function as agents of change in organizational structure and culture. They help develop leaders, train employees, and help individuals adapt to change within the organization. Accordingly, the skills and abilities of human resource and organizational behavior specialists have had to broaden to include analytic, managerial, and counseling skills.
The Masters Degree Program in Organizational Behavior and Human Resource Development is designed to address this broadened field. Its objective is to equip students with the knowledge and skills needed to meet the challenges of the profession.
The program examines multiple theories on organizational behavior and organizational development, with an emphasis on the importance of human resources. Systems approaches to planned organizational change are emphasized. The curriculum emphasizes the practical application of theories to complex issues facing organizations today.
Students learn about the consultation process and methods designed to improve an organization’s effectiveness. They also learn about professional and career development, issues related to workforce diversity, the transformation of organizational cultures, and understanding individual and group behavior in the context of the organization. Students examine and engage in the practice of change strategies such as team building, conflict resolution, role analysis, job design, organizational design, and instructional design, all of which can be used to assess and implement changes in their own organizations.
