Our master’s in management program can help you become a more experienced and effective manager in your field.
Discover the strategic role of human resources in helping organizations gain competitive advantage. Learn to formulate policies and programs that support high performance through training, empowerment, and job design. Explore how economic, social, psychological, legal, and cultural forces influence employment relations. Gain expertise in areas related to recruitment and selection, performance evaluation, compensation and benefits, and job design.
This sequence represents the minimum time to completion. Time to completion will vary by student, depending on individual progress and credits transferred, if applicable. For a personalized estimate of your time to completion, call an enrollment advisor at 855-646-5286.
|Course Code||MGMT 6101||Course||Managing First Things First||Credits||(3 sem. cr.)|
|Course Code||MGMT 6000||Course||Dynamic Leadership||Credits||(3 sem. cr.)|
|Course Code||MGMT 6010||Course||Managing People and Promoting Collaboration||Credits||(3 sem. cr.)|
|Course Code||MGMT 6115||Course||Communication for Leaders and Managers||Credits||(3 sem. cr.)|
|Course Code||MGMT 6140||Course||Initiating and Managing Change||Credits||(3 sem. cr.)|
|Course Code||MGMT 6175||Course||Managing, Mediating, and Resolving Conflict||Credits||(3 sem. cr.)|
|Course Code||MGMT 6135||Course||Harnessing the Power of Data and Information||Credits||(3 sem. cr.)|
|Course Code||MGMT 6110||Course||Critical Thinking for Effective Management||Credits||(3 sem. cr.)|
|Course Code||MGMT 6170||Course||Budgeting and Resource Allocation||Credits||(3 sem. cr.)|
|Course Code||MGMT 6905M||Course||Capstone: Integrating Management Theory and Practice for Individual Action||Credits||(3 sem. cr.)|
Effective managers know how to identify, prioritize, and act upon the most important items of the myriad of tasks that can potentially distract them on any given day. Students will explore the qualities of effective managers and various management styles to identify those which resonate. They will examine critical skills that are imperative to successful management, including organizing and handling priorities; communicating effectively; motivating, empowering, and developing people; resolving issues and challenges; and managing oneself. Students will gain valuable skills and knowledge that they can apply immediately.
Being an effective leader is essential in business and demands that an individual has a strong set of competencies, including the ability to understand one's self, motivate others, understand organizational culture, and manage ambiguity. In this course, students begin their personal and professional transformation by closely examining their current strengths and weaknesses, values, decision-making processes, and approaches to dealing with difficult problems. Students also explore leadership in turbulent times by examining how effective leaders think as well as how various management styles impact situations and relationships within an organization. Topics include key leadership concepts with applications to authentic situations; personal leadership and competency assessment; personal and professional development planning; and ethical values-based leadership decision making.
Contemporary business environments are increasingly competitive, global, fast paced, and knowledge intensive. In these environments, effective use of human capital is vital to an enterprise's success and survival. In this course, students will explore practical issues related to developing individuals and managing collaboration and will examine the skills and strategies necessary to address them effectively. Students will examine ethical and legal implications of managing a diverse workforce including issues that arise from cross-cultural differences and virtual work settings. The importance of communication as a tool to manage internal and external relationships is emphasized as it relates to the effectiveness of managing people to achieve organizational goals. Topics include planning and executing staffing strategies, developing individuals, fostering positive work environments, creating and sustaining teams, maintaining influence in the organization, managing a global workforce, managing programs for productivity improvement, and planning and managing the human side of organizational change.
The ability to communicate with others influences success in both professional and personal settings. As communities and places of work become increasingly diverse, the intersections of interpersonal and intercultural communication also increase, and communicators need to be aware that the cultural diversity of their audiences should affect the way they convey information. Students in this course examine interpersonal and intercultural intersections and study the influence of cultural diversity on interpersonal communication. By examining theory, students develop an approach to practice and hone individual strategies for communicating successfully in diverse interpersonal situations. Topics include interpersonal communication theory, intercultural communication theory, individual communication competence, nonverbal channels, person perception, conflict resolution, and listening and communication barriers.
Today’s business environment is constantly evolving to accommodate changes in economy, leadership, new regulations, and internal reduction and growth. Organizations require leaders who know how to work through barriers to effect positive and efficient organizational change. Students in this course learn about situations that constitute and require such change. They engage in a variety of assignments through which they explore effective strategies for initiating change and anchoring change into corporate culture to achieve organizational goals as well as for managing unplanned or unwelcome change. Students explore a variety of approaches and methods to transition individuals and organizations within evolving environments. They distinguish between reactive responses and proactive responses to change and examine the implications of culture, inertia, and uncertainty. Additionally, students explore the importance of understanding motivation and effective communication in mitigating negative reactions to change and facilitating the change process itself.
Managers and leaders must be skilled in conflict management including the capability to mediate or resolve conflict at the interpersonal through organizational levels. Students in this course explore the challenges of managing people in times of perceived conflict and dispute, and they work toward developing skills to identify different types of conflict situations. Students will gain the knowledge of methods and tools to prevent, manage, and break inherent conflict. Students also consider the implications of emotion and the multifaceted array of conflict-management styles—factors for which professionals must account. They engage in hands-on, practical exercises in general contingency thinking and action approaches and communication styles designed to help them resolve conflicts and move toward win-win outcomes.
Effectively using data and information can make the difference in whether the best decisions are made or problems are solved correctly. There are multiple approaches to practical managerial problem solving that are rooted in the systematic collection, analysis, and display of relevant data and information. In this course, students examine the importance of data, beginning with the process of transforming data into information, and then focusing on the best methods for presenting that information in support of sound and ethical decision making. Students evaluate common misinterpretations or errors in working with data and determine how to detect data and information presented in a deceptive manner. Students explore current paradigms in data-based decision making and problem solving. They learn how they can use these analytical-thinking practices to improve their general managerial decision-making skills.
Managers encounter a variety of challenges on a daily basis, which require the ability to employ existing tools and strategies to strategically communicate with individuals and the organization at large and to understand the different types of attitudes and values of others. Individuals with these skills are most successful when their efforts are coupled with the ability to think critically and analytically. Students are provided with the opportunity to improve their overall critical-thinking and reasoning skills within a managerial context. Using relevant management articles, case studies, and current topics analyses, students sharpen their diagnostic-reading skills and learn to construct effective, ethical, evidence-based arguments, which are fundamental capabilities of effective managers. They also examine common fallacies in thinking and reasoning as well as the rhetorical use of language to formulate convincing and effective arguments.
Managing business processes often involves careful planning and forecasting, taking into account many factors, such as expenses, investments, and, often times, unforeseen financial obligations. Students in this course explore the role of budgeting and resource allocation along with related processes within the organizational context. They examine processes related to managing budgets and strategies to read and communicate effectively the often complex financial information related to unit and organizational performance. Students also explore and discuss the implications of resource availability as well as methods to plan for and prioritize the use of resources, while considering ethical issues related to sustainability and resource scarcity.
Students in this course are provided with the opportunity to synthesize management content, theory, and practice to create their personal visions and goals. Students assess existing research and methods, reflect on their current approach to management, and purposefully plan for a future as a management professional who affects positive change. Students produce individual treatises that include essays on their values, beliefs, strengths, and weaknesses, which serve as a foundation for continued professional growth and development; thus, students become better equipped to meet the management challenges of an uncertain tomorrow.
|Course Code||MGMT 6612||Course||Talent Management||Credits||(3 sem. cr.)|
|Course Code||MGMT 6613||Course||Human Resource Metrics||Credits||(3 sem. cr.)|
|Course Code||MGMT 6617||Course||Performance Management||Credits||(3 sem. cr.)|
One of the most important assets of an organization is its talent, in other words, its human capital. However, too often there is little planning or strategy applied to the creation and management of this huge asset. In this course, students have the opportunity to develop the skills and knowledge to create and work effectively within a talent management and planning process. They explore recruiting strategies within a human capital development context and focus on building specific skills in managing an organization's talent through position planning, talent selection and placement, and retention. Using industry best practices, students also engage in applications and group projects to practice developing initiatives that align with organizational strategies.
Understanding the specific value of the human resource (HR) capital of an organization is crucial. Metrics for HR management provide the tools for both measuring human capital value and for overseeing and managing an organization's human resources. Students in this course explore HR metrics as tools for organizational and individual performance improvement. They work toward establishing a foundation for the effective deployment of performance metrics as part of the recruitment, training and development, and retention of human resources. Students learn which metrics to employ and how to manage the results—a pivotal responsibility of HR managers. Students in this course are provided with the tools to make informed decisions required to create, apply, interpret, and manage results of appropriate metrics as HR professionals.
Performance management is a set of practices and processes that creates career opportunities to attract appropriate resources, establishes an environment that nurtures individual productivity and development, and smoothly transitions individuals to their next position or organization. Students in this course are provided with the opportunity to address these three key sets of processes. They practice writing job descriptions, selecting the right employees, developing skill-based performance standards, effecting relevant onboarding programs, and implementing educational and training programs intended to drive the success of employees and the organization as a whole. They explore how to maximize employee productivity through structured feedback, coaching, reflective performance development conversations, effective compensation models, employee recognition programs, and career development paths. Students also examine ways to improve performance management systems by integrating feedback from the exit interviews of valued employees.