MGT - Management

Department of Management, Walker College of Business

Graduate Courses in Management (MGT)

Jacqueline Bergman, Department Chair

Management (MGT)

MGT 5040. Employment Law (3).F. An examination of regulation of employment relationships in statutory (state and federal), common, and administrative law. Topics will include regulation of hiring, compensation and benefits, termination, and workplace safety. Laws emphasized will include Title 7 of Civil Rights Act, Worker Compensation, Fair Labor Standards Act, and the Occupational Safety and Health Act.

MGT 5045. Introduction to Human Resources and Professional Issues (3).F. This course provides an overview of the various human resource management functions in organizations, examines current issues that face human resource professionals, and helps to develop students' teamwork, interpersonal, presentation and professional skills. Students will get an opportunity to employ the science-practitioner model and develop solutions to current issues facing human resource professionals. (Same as PSY 5045)

MGT 5055. Leadership, Groups, and Teams (3).F. This course is designed to provide a broad perspective on leadership and teams in the fields of I-O psychology and human resource management. The course will be divided into two sections. The first section, on leadership, will examine both historical and contemporary views of leadership in organizations. The second section of the course, on work teams, will examine the dynamics that occur when individuals must work closely together toward a common goal. Students will examine the theory and research on teamwork and group dynamics, as well as the ways that teams are currently used and managed in today's organization. (Same as PSY 5055)

MGT 5065. Organizational Development (3).On Demand. A study of the process by which behavioral science knowledge and practices are used to help organizations achieve greater effectiveness. Emphasis on nature, history, assumptions, strategies and models, intervention techniques, and ramifications of organizing development. (Same as PSY 5065.)

MGT 5150. Behavioral Applications in Business (3).On Demand. This course aims to give the student practice in applying concepts and techniques useful in solving managerial, organizational and human behavior problems. It will highlight current research and theoretical background in social sciences oriented to the solutions of business problems. Prerequisite: graduate standing.

MGT 5160. Strategic Human Resource Management (3).S. Designed as a capstone course in the interdisciplinary M.A. degree in Industrial- Organizational Psychology and Human Resource Management. A study of human resource policy and strategy and their application to the solution of strategic problems of the firm. Prerequisite: completion of 24 hours in an Appalachian graduate program.

MGT 5450. New Venture Management (3).On Demand. An examination of the requisites associated with successful development and implementation of innovative strategies and new ventures in both entrepreneurial and intrepreneurial environments. Among the factors to be considered are the feasibility, operational planning, funding, initiation, and follow-through of innovative ventures. Prerequisites: admission to the MBA Program; CIS 5280; FIN 5020.

MGT 5500. Independent Study (1-4).F;S.

MGT 5530-5549. Selected Topics (1-4).On Demand.

MGT 5570. Compensation (3).F. This course presents practical tools, methods, and a systems perspective to help advance students' understanding of human resource management. The course covers compensation, benefits and related human resource functions such as performance appraisal, job analysis and selection practices. [Dual-listed with MGT 4570.]

MGT 5620. Managing the Global Workforce (3).On Demand. Focuses on the impact of global competition and multinational status of an organization on the management of human assets. Topics include organizational context; global expansion and HR planning; international recruitment, selection, and repatriation; compensation of expatriates; performance management; and HR issues in international joint ventures and alliances.

MGT 5630. Labor Relations (3).S. A study of labor-management relations with emphasis on management's relations with organized labor. Lecture, discussion and cases are used to study the reasons employees join unions, the laws that apply, and the process of working out a labor contract after it is negotiated. [Dual-listed with MGT 4630.]

MGT 5660. Staffing (3).F. A study of techniques used in employee selection and placement. Emphasis is on job and task analysis and the application of psychology in recruitment, biographical data, interviewing, work samples, assessment centers, rating scales, and testing. (Same as PSY 5660.)

MGT 5661. Performance Management (3).S. The study of methods used to describe and measure work behavior. Specific attention is given to developing competencies in job analysis and performance management in order to facilitate the evaluation of employee contributions to organizational success. (Same as PSY 5661.)

MGT 5671. Training and Development (3).On Demand. A study of the roles, functions, and skills of human resource development professionals. Consideration given to such topics as the philosophy and psychology of HRD, the design and implementation of training and development programs, and the major program areas and organizational settings for HRD. (Same as PSY 5671.)

MGT 5672. Advanced Organizational Psychology (3).On Demand. An examination of theory and research focused on individual and social processes in organizations. Topics include organizational research methods, job attitudes, mood, work stress, motivation, leadership, work groups and teams, prosocial behaviors, organizational culture and climate, and organizational theory and structure. (Same as PSY 5672.)

MGT 5700. Contemporary Issues in Management and Leadership (3).F.S. This course is designed to explore theories and practical applications of management and leadership in organizational settings. The major emphasis is on building the managerial and leadership skills necessary to diagnose and provide remedies for organizational level problems. Subjects covered include: management, leadership, strategic vision, organizational culture and values, motivation and empowerment, teams, leading diversity, and leading organizational change. Prerequisite: MGT 3630 (Intro to Organizational Behavior) or MGT 3010 (Survey of Management). [Dual-listed with MGT 4700.]

MGT 5730. Small Business Institute (3).On Demand. The Small Business Institute provides graduate students an opportunity to act in a consulting capacity; under faculty supervision, in an operating small business. The purpose is to provide an experiential learning opportunity generally not available in the classroom. Each student is assigned to a business and is responsible for determining the source of the problem being addressed, proposing alternative solutions, and estimating the costs and benefits associated with implementing the proposed solutions. Prerequisites: acceptance into the MBA Program or graduate standing and permission of the instructor.

MGT 5770. Business Ethics (3).F;S. A study of the economic, political, social and legal environments within which business processes take place and how such environments affect the decisions that businesses and managers make. [Dual-listed with MGT 4770.]

MGT 5900. Internship (6).SS. A full-time work experience for a minimum of ten weeks in a setting expected to provide meaningful and challenging exposure to issues of human resource management. Prerequisites: admission to candidacy in the interdisciplinary masters program in Industrial-Organizational Psychology and Human Resource Management, and permission of the internship coordinator. Graded on an S/U basis.

MGT 5989. Graduate Research (1-9).F;S. This course is designed to provide access to University facilities for continuing graduate research at the master's and specialist's levels. Graded on an S/U basis. MGT 5989 does not count toward a degree