Organizational Psychology APPL 641.185 (4423) 3 credits
5:30 - 8:00 PM
Classroom: Academic Center: BC 313A
Learning Commons, LC 411
Office Hours: Tuesdays and Wednesdays 12-2PM
UB site for travel funds to conferences (Scroll down)
Course Catalog Description:
Studies how principal theories and empirical findings from research in organizational psychology are used to improve employee performance and satisfaction. Emphasizes the interactive effects of situational and individual difference variables as they influence organizational behavior. Overview includes motivation, leadership, employee morale, group dynamics and interpersonal communication. Students apply theoretical and empirical findings to solutions of work-related problems in case studies. Lab fee may be required. Prerequisite: This course is open only to the following majors: Applied Psychology or Certificate in Professional Counseling Studies. Other majors may take this course with departmental permission only.
To prepare the student for implementing effective procedures for increasing productivity while improving the quality of work life of employees.
To familiarize students with the traditional and contemporary theories and practices relating to motivation, leadership and job satisfaction.
To enable the student to apply the theories to improving organizational effectiveness.
Student Learning Outcomes: At the end of the course you should be able to:
o Landy, Frank J., & Conte, Jeffrey M. (2013). Work
in the 21st Century: An Introduction to Industrial and Organizational
4th edition Blackwell Publishing ISBN- 978-1-118-29120-7 (or the 5th edition)
o Other assigned readings: (see schedule below)
Class format: Lecture, class discussions and group problem solving activities.
1. Demonstration of an understanding
of assigned readings;
2. Successful completion of two exams
3. Three individual case reports (submitted on due date)
4. Responses to Chapter questions posted in discussion forums (Sakai).
Note: Although attendance is not required, attendance will be recorded and is stronly encourged.
Grade determination: Exams (40%) + Cases (60%) = 100% Mid-term and final exams (20% each) + three case reports (20% each)
Grades for each assignment and course grades based on following scale: A = 90 - 100; B+ = 85 - 89; B = 80 - 85; C+ = 75 -79; C = 70 - 74; F = < 70
Cases available: ALL CASES ON LINE
Schedule of Assignments:
B = f (p*e)
Kurt Lewin B = f (p*e)
Session 2: September 4 Chapter 2: Methods and Statistics in Psychology (modules 2.1 - 2.4)
Session 3: September 11 Chapter 8 The Motivation to Work (Modules 8.1 & 8.2)
Guest speakers: Sarah Hewitt and Gabreille Sigallis
Guest speakers: Sarah Hewitt and Gabreille Sigallis
*** Report due for trial case The Skeptical CEO (optional) ****
Session 4: September 18 Chapter 8 The Motivation to Work (con't) (Modules 8.3 & 8.4)
Choose a case (any one) Cases on Job Satisfaction
Session 5: September 25 Chapter 9 Attitudes, Emotions, and Work (Modules 9.1)
Group discussion questions
Complete the JSS for a job you have had, score it and bring the completed form to class.
(use the MS Word version, not the online one)
Description of several Job Satisfaction Scales
*** Report due for Case: Motivation ***
Session 6: October 2 Chapter 9 Attitudes, Emotions, and Work (con't) (Modules 9.2 & 9.3)
Session 7: October 9 Review for midterm Some discussions questions to review for the exam
Session 8: October 16 *** Midterm Exam ***
Session 9: October 23 Chapter 11 Fairness and Diversity in the Workplace (all Modules) -
*** Report due for Case: Satisfaction ***
Choose a Case (any one) Cases on Leadership
October TBD 2016 PTCMW Career Panel
Session 10: October 30 Chapter 12 Leadership (Modules 12.1 & 12.2)
Big five personality characteristics (Handout individual difference measure: GZTS)
November 5 (monday)
PTC/MW special event:
2:00 PM - 7:00 PM:
Talent Connection & Networking Event
November 5 (monday) PTC/MW special event: 2:00 PM - 7:00 PM: Talent Connection & Networking Event
2:00 - 4:00 PM: Special Presentation by Dave Dorsey, Liberty Munson, and Seymour Adler
Session 11: November 6
Guest Speaker: David Hamill, Fedearal Aviation Administration Presentation PPT
***collect GZTS inventories ****
Session 12: November 13 Chapter 12 Leadership (con't) (Modules 12.3 & 12.4)
Personality Assessment Inventories
Session 13: November 20 Chapter 13 Teams in Organizations (Modules 13.1 & 13.3)
Session 14: November 27 Chapter 13 Teams in Organizations (Modules 13.1 & 13.3)
Guest Speakers: Noel Jones,
Tyler Reck and Matt Sigafoose U.S. Office of Personnel Management
Tyler Reck and Matt Sigafoose U.S. Office of Personnel Management PPT Presentation
Session 15: December 4 ***Final Exam ***
December TBD PTC Fall EVENT
Readings on reserve in Langsdale Library: Reserve holdings
Barrick, M. R., & Mount, M.K. (1991) The Big Five personality dimensions and job performance. Personnel Psychology. 44, 1-26
Bass, B. M. (1997) Does the transactional-transformational Leadership paradigm transcend organizational and national boundaries? American Psychologist, 52, 130-139.
Collins, J. M. (1998). Race, Job Applicants, and the Five-Factor Model of Personality: Implications for Black Psychology, Industrial/Organizational Psychology, and the Five-Factor Theory. Journal of Applied Psychology
Deci, R. & Ryan, R. (2000) Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist., 55, 68-78.
Kohn, A. (1993) Why incentive plans cannot work. Harvard Business Review. Sept-Oct. (reserve)
Mount, Barrick & Strauss (1994) Validity of observer ratings of the big five personality factors J. of Applied Psych. V.79, no. 2. pp 272-279
Stewart, G.B. et al. (1993) Rethinking Rewards. Harvard Business Review. Nov-Dec. (Reserve)
o The University of Baltimore provides access to Turnitin.com, a tool used to detect originality in student work. This tool is fully integrated with Sakai and available for all faculty members. If you plan to use Turnitin, please include the following statement somewhere on your syllabus: “As a part of an institution-wide effort to ensure the originality of student work, the University of Baltimore licenses Turnitin, a commercial text matching service that analyzes students’ submissions against its own archive of student papers, articles and web sites to report on student originality and identify possible plagiarism. Incorrect use of other individuals’ work will likely result in plagiarism charges, which can lead to a failing grade on an assignment, a failing grade in the course, or even suspension from UB. All UB faculty members reserve the right to use this or other measures to evaluate your work for originality and proper attribution. Not understanding the definition of plagiarism or improper attribution are not excuses for failure to abide by originality requirements in this or any other course.”