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Course Criteria
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3.00 Credits
Independent research program for students who have a strong academic record for a minimum of five previous semesters of college study. Overall GPA of 3.5 and department approval required for enrollment.
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0.10 - 6.00 Credits
This course is used to accept Human Resource Management credit from an external institution.
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3.00 Credits
An introduction to the basic processes of management including human behavior in the workplace, leadership, teams, quality, change, organizational structure and design, international management, and management ethics.
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0.10 - 6.00 Credits
This course is used to accept Human Resource Management credit from an external institution.
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3.00 Credits
Examination of the process and problems in effectively selecting, developing, utilizing, and evaluating human resources in an organization. Offered only in spring.
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3.00 Credits
Principles, concepts, and processes involved in the interface among individuals, groups, and organizations. Topics such as personality, perception, leadership development, role theory, motivation, power and conflict, group behavior, and job design.
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3.00 Credits
The current environment in which organizations operate is characterized by unprecedented change powered by rapidly emerging technologies, information overload, globalization, higher customer expectations, and changing values, lifestyles, and attitudes. This requires effective leaders to be proactive toward change or be lost in the tide. This course examines change from an organizational perspective by exploring the change process, representative change interventions, and the role of the leader in working with organizational members to accomplish successful change initiatives. Course concepts are drawn from many disciplines and explore change at individual, group, and organizational levels. Students will have the opportunity to analyze success, failure, and multiple dilemmas of public and private sector organizations in order to better understand the causes, implications, potential leader action, and strategies of organizational change. Cross-listed with LEAD 312.
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3.00 Credits
Study of the relationship between the employee and the employer including a foundation for understanding how employee and labor relations relate to management practices and to the full scope of human resources. Examination of the historical development of labor and labor relations, current laws that work to balance the rights and interests of employees with the rights and interests of the employer, and the conflicts and concerns that develop with the balance is broken. Investigation of employee/employer communication strategies, performance management concepts, grievances, the structure of unions, collective bargaining, and dispute resolution. Through the use of case studies, emphasis is placed on developing the ability to recognize employee/employer concerns, identify the laws that apply, and develop appropriate solutions. Prerequisite: HRM 120 or Instructor¿s consent.
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3.00 Credits
Human resource management practices in other countries differ from those in the U.S., each having advantages and disadvantages. This course investigates how a country¿s history, culture, religion, politics, and economy impact the practice of HRM. Human resource systems in the European Union in general and the Netherlands in particular will be analyzed and compared. Different paradigms will be explored with the goal of advancing a just system of human resources. Prerequisite: HRM 120. (Offered January Term, even years.)
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3.00 Credits
Students will travel to the Netherlands where Messiah has a relationship with a Dutch Christian college and study Dutch culture and management practices. Students will visit business and cultural sites, live with Dutch students, and participate in a business course with Dutch students. Prerequisites: HRM 120 and at least 6 credits of 300- or 400-level departmental courses. Cross-listed with BUSA 352. Meets General Education Cross-Cultural Studies requirement. (Alternate years, offered May Term 2009)
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