ORLD 500 Organizational Dynamics (3) -- ONLINE
This course provides a foundation in organizational theory and practice; and introduces students to the field of organizational development. It provides students with a framework for understanding and changing organizations from a micro to macro level. Students will learn how to create an organization that is responsive to environmental forces; and align the organization’s structure and culture with the strategy. The course is applicable to different types of large and small, private and public entities in the contemporary business environment. As part of the course, students will engage in in-depth case study development and analysis of real world businesses.
ORLD 501 Contemporary Organizational Leadership (3) -- ONLINE
This course provides an introduction to leadership, highlighting historical and contemporary perspectives and research findings. Students will review fundamental leadership approaches and theories and examine the role of leaders in the 21st Century. Students will also study leadership development approaches and the impact of effective and ineffective leadership within organizations. Strategic leadership practices will be identified and direct application will be emphasized at the individual, interpersonal/group, and organizational level. Throughout the course, students will create an integrated model of leadership based on credible perspectives, theory, and research findings. Integrated models can be directly applied to an organization that the student studies throughout the course.
ORLD 502 Organizational Informatics (3) -- ONLINE
This course introduces students to the field of organizational informatics, the collection, organization, and use of data to make evidence-based decisions in organizations. Students will learn an action research paradigm that focuses on data collection, synthesis, and dissemination. Students will learn the strengths and weaknesses of different types of data (e.g., subjective self-report, bottom-line performance data, market data), format (qualitative vs. quantitative), and methods (i.e., action research design). Students will learn how to evaluate the credibility of data and how to use data from multiple sources to make informed decisions. Lastly, students will learn some of the key ways to analyze qualitative data (e.g., chi-squared) and quantitative data (e.g., descriptive statistics, correlations, t-test).
ORLD 503 Applied Analytics (3) -- ONLINE
This course introduces students to the analytical skills needed to produce evidence-based research results within their organizations. Students will review the foundations of analytics and they will use these foundations to develop a working knowledge of more advanced analytics (e.g., analysis of variance, regression, and factor analysis). Students will also learn the appropriate ways to report the results of their analyses through the use of text, figures, and tables. In addition, attention will be paid to ways to communicate results to senior leaders and layperson audiences.
ORLD 510 Professional Leadership Development (3) -- ONLINE
This course focuses on professional leadership development. The course is designed to improve personal awareness in the areas of self-management, professionalism, work attitudes and motivation, personality, innovation and creativity, communication, diversity, and ethical decision making. In addition, students will gain an appreciation and understanding of the diverse individual differences that leaders encounter in a global workforce. Students can apply concepts from this class to their own professional development and also use concepts to promote and sustain a diverse working environment. Upon completion of this course, students will recognize their strengths and weaknesses and create a professional development plan that emphasizes self-management practices.
ORLD 515 Talent Management and Development (3) -- ONLINE
This course looks at talent management and development in organizations from a holistic, systems perspective. Talent management begins with the recruiting and staffing process and moves through the entire life-cycle of the employee as an active contributor in the organization. Students will study the major theories and approaches to selecting and developing employees. Topics that will be covered include strategic selection, employee and leadership development, assessment options for selection and development, workforce planning, and employee motivation and retention. We will also discuss contemporary topics such as use of technology to implement talent management and development, multi-media methods for coaching and mentoring, and applied models for talent planning and succession planning.
ORLD 535 Team Leadership (3) -- ONLINE
The ability of a group to function as a team to run things, to make things, or to provide recommendations about things is a powerful organizational dynamic. This course addresses teaming as a leadership tool to be used in appropriate situations to maximize individual talent through collective interactions. Students will learn what makes a group a team, how to build and lead a team, and how to facilitate team performance. Structured exercises and assessments carried out both in and outside of the classroom will provide students with teaming experiences that develop their team consultation and facilitation skills. The most recent body of research literature will be used to develop a realistic understanding of what teaming can and cannot do as a leadership tool.
ORLD 545 Leading Organizational Change (3) -- ONLINE
This course is designed to prepare students to lead organizational change efforts directed at improving organizational functioning and quality of work life. A general framework of planned change combined with the organizational development perspective of leading change will be used to introduce students to change facilitation tools and techniques. Using case studies, students will design change interventions and change management strategies using group simulations, demonstrating change agent competencies in the areas of systems thinking, action research, consultation skills, project management, and strategic visioning. Awareness of the empirical evidence underlying the strategic, technostructural, human resource, and human process change strategies will be identified.
ORLD 565 Future-Focused Leadership (3) -- ONLINE
This course focuses on the competencies necessary to be a future-focused leader. Students will learn how to think about the future, in terms of visioning, scenario planning, and systems thinking. As a key component of the course, strategic elements will be introduced. In addition, students will learn the value of creativity and innovation in developing a future-focused approach to leadership. As a key component of the course, students will be asked to develop a future-focused vision for their work unit or organization.
ORLD 575 Contemporary Issues in Leadership (3) -- ONLINE
This course will be focused on contemporary issues in leadership. Students will use cases and recent scholarly and popular press media to explore some of the issues at the forefront of leadership, such as ethics, followership, and leadership assessment. This course will be designed as a way to spark advanced discussion on the topic of leadership, allowing students to go more in depth into contemporary leadership topics and paradigms. Students will produce a reflection paper focuses more in depth on one of the topics covered in the course.
ORLD 590 Action Research I (3) -- ONLINE
This course serves as the first capstone experience for SPS Graduate students. Students will revisit program competencies emphasized by the program and reflect on the ways in which they have developed themselves within those competency areas and within the 5 dimensions of the SLU experience. Specific attention will be paid to strengths and weaknesses of the student, as well as opportunities for programmatic improvement. This will culminate in a formal development plan for the student. Lastly, during this course, students will be assigned an onsite mentor, who will work with the student to develop a proposal for an action research project. The project will be implemented and summarized in ORLD 595: Action Research II.
ORLD 595 Action Research II (3) -- ONLINE
This course serves to complete the capstone requirement for SPS Graduate students. Students will conduct their action research project and produce a summary of synthesis of their results. The capstone project will include evidence that the student has successfully applied the competencies taught within the program.
OSTD 480 Organizational Theory & Practice (3) -- ONLINE
Prerequisites: ENGL 190, CMMK 121, CST 295, OSTD 300, OSTD 320 or 330, OSTD 410, PST 320, PST 340 or PSYK 425, Senior Status. An overview of how organizations work including theory, research, and application. Students will gain a deeper understanding of organizational structure, culture, communication, and strategic planning processes within the internal and external environment. Current trends will also be discussed. Students will complete cases and engage in experiential exercises to facilitate critical thinking and the application of course content to organizational settings. The final course project will integrate knowledge and skills in the area of organizational theory with systematic problem solving skills to assess and diagnose an organizational problem. This course is the Capstone Course for the OS Major.
PSYK 477 Occupational Health and Stress (3)
Prerequisites: PSYK 101 and CST 295. This course focuses on issues involved in the development and maintenance of a healthy workforce, with an emphasis on physical, mental, and emotional health. Some of the topics to be addressed include: occupational stress and stress management, the Occupational Safety & Health Administration (OSHA) and its role in workplace health, the interplay between employee well-being and organizational effectiveness, and the use of Employee Assistance Programs in organizations. The course will also provide students with specific tools, strategies, and techniques for managing stress and evaluating the health of their organization.