ORG Organizational Leadership Courses at Global Campus

This course explores aligning organizational learning and business strategies. Students will explore current issues in this area, including different approaches that organizations take to planning, implementing, managing, and evaluating training as well as factors that contribute to success. Topics include selecting the optimal combination of curricula and delivery modalities; choosing and implementing learning management systems, selecting and utilizing instructional technology tools; and evaluating the impact of learning programs on strategic organizational performance.

This course focuses on the process of applying research design models and methodologies to the analysis of performance problems or opportunities for organizations, teams or individual workers. Students will develop and apply a variety of systematic measurement tools, including extant (existing) data research, surveys, benchmarking, and focus groups while conducting performance and root cause analysis in the context of needs assessments or front end analysis.

This course presents approaches to utilizing quantitative, qualitative, and mixed methods to evaluate the effectiveness and impact of training programs. Models/methods will include Kirkpatrick’s levels of evaluation, Brinkerhoff’s Success Case Method, Phillip’s ROI method, and new developments in TDR (Talent Development Reporting).

This course focuses on the role of training, coaching, and mentoring as they relate to strategic talent development utilizing an evidence-based approach. Students will learn to integrate and align a development strategy with the long term goals and needs of the organization. Connections will be made to tools and methods used for performance management, identification of high potential leaders, and succession planning. Topics include the role of talent management in increasing the effectiveness of the organization, alignment of talent management strategies with organizational vision and direction, talent management approaches, use of data in talent management, and current trends in talent development.

In this course, students will conduct an action research project to help select the appropriate interventions related to diversity and inclusion. It is critical that when designing plans, students understand the role that different solutions have toward meeting organizational goals. Students will first begin by defining diversity and inclusion and how the definitions relate to organizational solutions. Then, they will explore approaches that organizations may take to assess and evaluate their needs, and to plan and then execute the appropriate response to support the organizational strategy. Topics will include: learning and development, training, communications, event planning, and community relations.

This course examines healthcare delivery systems in various developed economies around the world. Content focuses on health insurance and other forms of healthcare financing, and means of providing efficient and effective healthcare to the general public. The course includes discussions of a variety of healthcare financing and healthcare delivery systems in countries around the world, some of which offer nationally financed programs, while others offer a combination of nationalized and private health care features. Pertinent issues related to healthcare financing and delivery systems located in the United States will be highlighted and analyzed. Topics include current issues and practices in the public policy related to financing and delivery of healthcare, preventative and wellness programs, access to healthcare, and quality of care.

This course addresses important aspects of environmental influences on health and wellness, such as exposure to industrial chemicals, environmental toxins in air and water due to excessive use of agricultural chemicals, as well as contaminates from radon, molds and cancer causing erionite exposure. A corporate health and wellness consultant needs to be familiar with basic environmental hazards that cause illness both in the private and corporate settings, as well as how to address the health and wellness needs of those whose health has already been compromised through environmental agents.

This course emphasizes the importance of reflecting on the self. The emphasis is on exploring unresolved shame, guilt, anger and interpersonal communication blunders, the role of forgiveness and making amends, along with negative and positive communication patterns as they help future health and wellness experts increase their effectiveness in advising and counseling employees, patients and clients in various organizational settings. The role of suppressing biased thinking is also addressed. The idea is that people who are able to address their own psychological needs are more efficient in helping others, than those who have unresolved issues.

This course focuses on applying psychological principles to the workplace and facilitating the improvement of work environments, employee performance, motivation, attitudes, and interpersonal/team functioning. There is an emphasis on critical analysis, problem-solving, and leadership. Topics include talent management, globalization, changing demographics and diversity, and digital disruption and transformation. Drawing on both psychological theory and practical application, the course equips students with the knowledge, skills, and ethical understanding needed to lead and execute consulting projects.

This seminar examines cutting edge trends in organizational change, the current global business climate, forces driving change, and issues related to positioning organizations for the future. The topics selected will connect change with culture, existing organizational strategies, and the process of change in future directions. Major case study examples of organizational change are included in the learning process.