MGDI 70081 UoM HR Management Organizational Psychology Management and Change Essay

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Humanities

MGDI 70081

University of Manchester

MGDI

Description

Assignments should be word processed: 12pt font size, with 1.5 or double line spacing

Assignment

Write an essay on a topic or theme of organisational psychology taken from the Organizational Psychology (OP) syllabus. Structure your essay using the following framework.

1. Review the current standard position on your chosen topic by outlining the main points of related academic theory. Your essay should refer to up to date literature. Cite the references you use, observing standard citation conventions. (25%)

2. Examine the topic critically from an academic perspective. For example, you are encouraged to highlight and discuss the main points of debate that surround different academic theories relating to the topic. (25%)

3. Discuss the extent to which these key theories on this topic are relevant/applicable to an organisation or group of organisations in a country with which you are familiar. Provide specific examples of relevant organisational practice/psychology/behaviour when seeking to discuss the relevance/applicability of these theories to the organisation/s. You may choose to refer to your actual or prospective role in the organization in this aspect of the discussion. (50%)

The essay must be in 3,000 words in length and must be word-processed (maximum word limit 3,000 words).


*EVIDENCE & REFERENCES

a. Supported by relevant academic theory.

a. Minimum of 20 references (textbooks and journal articles).

c. References should include current journals & books from the past 2-3 years.

d. Full listing of these references should be presented, using Harvard Manchester referencing style at the end of the essay.

e. Use electronic resources (databases and e-journals) available via google scholar.


**below is the sample outline for the organizational psychology essay, the sample essay outline I uploaded will help you to organize/structure your essay. And I also uploaded the course content that you may need to refer to. Also, I have uploaded some past sample essays (each sample essay has a grade on it, so you can see how the professor grades the essay) (Please do not quote/do not make reference to these Past Sample Essays. These are for examples ONLY). In order to write this essay, you will need to look at the syllabus (I also uploaded below)。

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SAMPLE OUTLINE FOR ORGANIZATIONAL PSYCHOLOGY ESSAY 3000 WORDS [Please note that the following is just a ‘sample outline’ which may provide you some ideas to develop an outline for your own essay. You can select any topic from the Syllabus / Programme Outline/Lecture Schedule of this module.] CHALLENGES OF MOTIVATING EMPLOYEES AT WORK: THE CASE OF A LOCAL MANUFECTURING COMPANY IN CHINA 1. INTRODUCTION (300 WORDS) a. Context of i. Motivation ii. Context of work and motivation in China iii. Aims and objectives of the essay (should be focused…) b. Approach to essay question (methodology and outline [i.e. structure] of the essay) 2. LITERATURE REVIEW (600 WORDS) a. Definitions and scope of motivation theories b. Categorization of motivation… – theoretical overview… 3. CRITICAL REVIEW (600 WORDS) Examination of presented theories a. Motivation, work and cultural context i. Positive ii. Negative iii. … 4. CASE STUDY/ PRACTICAL EXPERIENCE (1200 WORDS) (Should be structured according to the stated aims and objectives) Based on a manufacturing company in China a. Brief introduction of the company, history, mission, objectives… b. Work environment and motivation context c. Your research examination d. Findings (results…) of your research e. Analysis of findings 1|Page 5. CONCLUSION (300 WORDS) a. b. c. d. Brief summary of the essay Understanding of best practice of motivation in work place, etc Suggestions and recommendations, if you have any Your concluding remarks REFERENCES Harvard Style Guide for References 2|Page SYLLABUS Organizational Psychology Module GDI, SEED, University of Manchester ORGANIZATIONAL PSYCHOLOGY (MGDI 70081) COURSE DESCRIPTION 2020-21, Semester One Total Teaching Hours: 30 Credits: 15 AIMS ▪ ▪ To examine critically aspects of human psychology and behaviour, organisational design and processes To develop a conceptual understanding of organisational psychology, behaviour and human resource issues such as perception, attribution, stereotyping, motivation, culture, metaphor, communication, groups and teams, power and politics, decision making, organisational change, and leadership OBJECTIVES After completing the module participants should be able to: ▪ Account for a wide range of approaches to organisational psychology and behaviour in the literature ▪ Discuss critically the relevance of that literature to understanding behaviour in their own organisations, and in their own and other country contexts ▪ Analyse issues of behaviour in organisations ▪ Apply theoretical frameworks effectively to their own and projected management practice contexts SYLLABUS SESSIONS THEMES Session 1 Session 2 Session 3 1|Page Introduction to Organisational Psychology; Meanings and Approaches to Organisational Behaviour Psychological Explanation to Social Interaction in the Work Setting: Perception, Attribution and Stereotyping; Metaphor Culture and Organisations: Perspectives on National and Organisational Culture SYLLABUS Organizational Psychology Module GDI, SEED, University of Manchester Session 4 Personality: Psychological Perspectives of Why People Behave the Way They Do? Session 5 Theory and Practice of Communication and Intercultural Communication in Organizational Context Session 6 Motivation: Psychology of Work Incentivization and Theory and Practice of Job Satisfaction Session 7 Power and Politics in Organizations: Implications of Leadership Theory in Organizational Context Session 8 Research Session on Writing Essays; Organisational Psychology and Behaviour: Lessons Learned + Tutorial sessions on relevant thematic areas + Students are encouraged to learn the following topics through enquiry-based self learning: Decision Making; Organizational Change; Organisational Culture; & Groups and Teams. Supports would be available during the tutorial sessions. SESSION OUTLINE See lecture schedule/session outline distributed separately READING See reading lists distributed separately ASSESSMENT A 3000 word assignment written on a topic of the participant’s choice and according to module convenor’s guidelines. 2|Page SYLLABUS Organizational Psychology Module GDI, SEED, University of Manchester ORGANIZATIONAL PSYCHOLOGY (MGDI 70081) COURSE DESCRIPTION 2020-21, Semester One Total Teaching Hours: 30 Credits: 15 AIMS ▪ ▪ To examine critically aspects of human psychology and behaviour, organisational design and processes To develop a conceptual understanding of organisational psychology, behaviour and human resource issues such as perception, attribution, stereotyping, motivation, culture, metaphor, communication, groups and teams, power and politics, decision making, organisational change, and leadership OBJECTIVES After completing the module participants should be able to: ▪ Account for a wide range of approaches to organisational psychology and behaviour in the literature ▪ Discuss critically the relevance of that literature to understanding behaviour in their own organisations, and in their own and other country contexts ▪ Analyse issues of behaviour in organisations ▪ Apply theoretical frameworks effectively to their own and projected management practice contexts SYLLABUS SESSIONS THEMES Session 1 Session 2 Session 3 1|Page Introduction to Organisational Psychology; Meanings and Approaches to Organisational Behaviour Psychological Explanation to Social Interaction in the Work Setting: Perception, Attribution and Stereotyping; Metaphor Culture and Organisations: Perspectives on National and Organisational Culture SYLLABUS Organizational Psychology Module GDI, SEED, University of Manchester Session 4 Personality: Psychological Perspectives of Why People Behave the Way They Do? Session 5 Theory and Practice of Communication and Intercultural Communication in Organizational Context Session 6 Motivation: Psychology of Work Incentivization and Theory and Practice of Job Satisfaction Session 7 Power and Politics in Organizations: Implications of Leadership Theory in Organizational Context Session 8 Research Session on Writing Essays; Organisational Psychology and Behaviour: Lessons Learned + Tutorial sessions on relevant thematic areas + Students are encouraged to learn the following topics through enquiry-based self learning: Decision Making; Organizational Change; Organisational Culture; & Groups and Teams. Supports would be available during the tutorial sessions. SESSION OUTLINE See lecture schedule/session outline distributed separately READING See reading lists distributed separately ASSESSMENT A 3000 word assignment written on a topic of the participant’s choice and according to module convenor’s guidelines. 2|Page
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Human Resource Management 1

HUMAN RESOURCE MANAGEMENT - ORGANIZATIONAL PSYCHOLOGY,
MANAGEMENT AND CHANGE
Student’s Name
Student’s Code

Course and Code
Professor
Institution
Institution’s Address
Date

Human Resource Management 2
1. INTRODUCTION
a. Context of Human Resource Management
Over the past few decades, various organizations have done well in human resource
management. The success of these organizations depends on how well they manage their
human resources. According to Stewart and Brown (2019), human resource management plays
a vital role in achieving an organization's goals. Human resource capability does not depend
on size; instead, it depends on the effectiveness of managing human resources. Stewart and
Brown 2019 identify the following as the critical categories of human resource management.
The first category involves recruitment and talent development. Here, the human resource
management is in charge of hiring, training, and firing human resources whenever needed. The
HR department ensures that the employees are well-equipped to fit in their new roles, and to
provide they can work effectively with other members of the organization.
The second category involves the health and safety of employees. Every country has
regulations regarding the healthcare policies and requirements for the organizations to accord
their employees. The HR manager is responsible for reviewing all the protocols and practices
and advising the organization of the potential hazards that their organization is likely to face.
The third category is employee record keeping. Employing a new member into an organization
involves keeping all their credentials in a file. During a review, the HR department keeps a
copy of such documents in the same file. The last category is regulatory compliance and legal
management. The organization supports the documents in the file to protect themselves from
any lawsuits. Also, it must maintain regulatory compliance to ensure the best employee
practices within the organization.

Human Resource Management 3
b. Approach
This paper intends to explore the subject of human resource management by doing the
following. It will conduct a literature review on various literature to lay the foundation. It will
proceed to complete a critical consideration before giving a case study on the subject. Finally,
it will conclude by identifying all the key points.
2. LITERATURE REVIEW
a. Definition of the Scope
Nankervis, Baird, Coffey, and Shields (2019) define human resource management's scope
to contain the following three crucial aspects. The first component is the personnel aspect.
According to Nankervis, Baird, Coffey, and Shields (2019), the personnel aspect involves
"manpower planning, recruitment, selection, placement, transfer, promotion, training and
development, layoff and retrenchment, remuneration, incentives, and productivity." Secondly,
the welfare aspect involves all the working conditions, particularly the availability of amenities.
Such amenities include canteens, restrooms, employee safety services, and recreational
facilities. The last component is the industrial relations aspect. According to Nankervis, Baird,
Coffey, and Shields (2019), this aspect includes the organization's discipline and culture. It
handles such aspects and matters as managing employee unions, dispute settlement,
disciplinary actions and procedures, and consultations.
b. Theoretical Overview
According to Bratton and Gold (2017) in Human resource management: theory and
practice, contemporary workplaces continue to change and become dynamic every day. This
literature was authored to offer all the readers and users a more critical view of the marketplace
realities. In particular, this book intends to adequately prepare all the readers to have a deeper
understanding of various human-resource-related issues, as observed in today's society. The

Human Resource Management 4
leading concepts that this book identifies include compliance with the laws and regulations,
how to manage changes, leadership development, workforce training and development,
adapting to innovations, and compensation. All these topics are crucial for the proper
management of the dynamic human resource environment.
On the other hand, Noe, Hollenbeck, Gerhart, and Wright (2017) focus on human resource
management from the competition. According to this book, every organization that plans to
remain relevant should strive to meet competitive standards and goals. As such, the literature
starts by defining competitiveness as "the ability of an organization to maintain and gain market
share in its industry" Noe, Hollenbeck, Gerhart, and Wright (2017: 4). Also, Noe, Hollenbeck,
Gerhart, and Wright (2017: 4) defines "sustainability as the ability of a company to survive and
exceed in a dynamic environment based on approach to organizational decision making." The
book proceeds to identify that all human resource practices influence the organization's bottom
line positively. By exploring the role of human resource management from the angle of
sustainability and competitivenes...


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