Additional Information

Instruction Mode: Online
We are witnessing a drastic shift in organizations ’actions, statements, and approaches to the topic of race and racism in the U.S. Protests against racial injustice across the nation have spurred business leaders to pledge support for antiracism efforts, Black-owned businesses, and historically Black colleges and universities. At the same time, the federal government has issued an executive order to end diversity and inclusion training that “perpetuates racial stereotyping or division” for federal employees and their contractors. The purpose of this course is to identify and understand the role of workplaces in advancing racial equity. Students will develop knowledge on diversity and inclusion in organizations through a racial equity lens. By centering the experiences Black people and other people of color in the U.S. workplace, we will nuance how intersecting systems of inequality affect multiple groups (e.g., women of color, queer people of color, etc.). We will first deepen our understanding of concepts related to racial equity (i.e., antiracism, systemic racism). We will also assess how legal precedents and labor moments in history fortified systemic racism in the workplace. Then, we will examine barriers and potential solutions to advancing racial diversity, equity, and inclusion in contemporary and future workplaces. Students will demonstrate their learning through writing personal reflections, analyzing case studies, and participating in virtual simulations and experiential activities.

Additional Information

Instruction Mode: In Person
Our lives are built upon countless decisions, some small (What am I going to wear to class?) and some very consequential (Should I accept this job offer?). This course will cover the basics in the science of decision making, exploring the ways in which people tend to make decisions, the ways people ought to make decisions, and common discrepancies between the two. Students will learn about rational models of decision making and the reasons why people’s decisions often stray from these models. Students will explore different modes of decision making, such as intuition vs. deliberation, and will discuss various pitfalls (i.e., predictable biases) associated with the use of common decision making strategies or rules of thumb. Many of these topics will bediscussed in terms of their organizational consequences, such as the effects of different decision making strategies and heuristics on the fairness and objectivity of hiring decisions. Most importantly, students will leave the class with a toolkit to avoid errors and biases in their own decisions.
Enrollment limited to students who are able to attend in-person classes in the Ithaca area.

Additional Information

Instruction Mode: Online
Our lives are built upon countless decisions, some small (What am I going to wear to class?) and some very consequential (Should I accept this job offer?). This course will cover the basics in the science of decision making, exploring the ways in which people tend to make decisions, the ways people ought to make decisions, and common discrepancies between the two. Students will learn about rational models of decision making and the reasons why people’s decisions often stray from these models. Students will explore different modes of decision making, such as intuition vs. deliberation, and will discuss various pitfalls (i.e., predictable biases) associated with the use of common decision making strategies or rules of thumb. Many of these topics will bediscussed in terms of their organizational consequences, such as the effects of different decision making strategies and heuristics on the fairness and objectivity of hiring decisions. Most importantly, students will leave the class with a toolkit to avoid errors and biases in their own decisions.
Enrollment limited to students who are unable to attend in-person classes in the Ithaca area.

Additional Information

Instruction Mode: Online

Additional Information

Instruction Mode: Online
We will cover basic leadership theories with an emphasis on how they are used, analyze leadership cases, and examine current leadership surveys and training material. At the end of the course students should know the major leadership theories and models and how to apply them to their own leadership experiences; know where to find the latest research on leadership and management; be familiar with ways to assess leadership effectiveness and the problems involved in interpreting data from leadership measures; know how to evaluate popular leadership and management books and articles (“guru-books”); and be familiar with current knowledge about global or international leadership and management.

Additional Information

Instruction Mode: Online

Instructor Consent Required (Add)

Additional Information

Instruction Mode: Online
We are witnessing a drastic shift in organizations ’actions, statements, and approaches to the topic of race and racism in the U.S. Protests against racial injustice across the nation have spurred business leaders to pledge support for antiracism efforts, Black-owned businesses, and historically Black colleges and universities. At the same time, the federal government has issued an executive order to end diversity and inclusion training that “perpetuates racial stereotyping or division” for federal employees and their contractors. The purpose of this course is to identify and understand the role of workplaces in advancing racial equity. Students will develop knowledge on diversity and inclusion in organizations through a racial equity lens. By centering the experiences Black people and other people of color in the U.S. workplace, we will nuance how intersecting systems of inequality affect multiple groups (e.g., women of color, queer people of color, etc.). We will first deepen our understanding of concepts related to racial equity (i.e., antiracism, systemic racism). We will also assess how legal precedents and labor moments in history fortified systemic racism in the workplace. Then, we will examine barriers and potential solutions to advancing racial diversity, equity, and inclusion in contemporary and future workplaces. Students will demonstrate their learning through writing personal reflections, analyzing case studies, and participating in virtual simulations and experiential activities.

Additional Information

Instruction Mode: Online

Instructor Consent Required (Add)

Additional Information

Instruction Mode: Online
The focus of this course will be reading and discussing research related to judgment and decision making (JDM). Students will build a knowledge base covering multiple areas of research in JDM, such as systems of reasoning, task and context effects, heuristics, biases, and de-biasing strategies. Students will also build on broader skills related to discussing experimental research, proposing, and analyzing new research ideas.

Additional Information

Instruction Mode: In Person
Employee voice is an important focus of research in a range of fields, spanning Organizational Behavior, Human Resource Studies, and Employment Relations. In this graduate seminar, we will discuss different theoretical and empirical approaches to studying employee voice, with the aim of developing a more integrative understanding of its causes and consequences. Under what conditions are employees more likely to communicate ideas, concerns, or suggestions? What institutional or organizational conditions support expanded employee participation in decision-making – within work groups, workplaces, organizations, and industries?¿ How are productivity or efficiency gains from expanded employee voice distributed? And under what conditions do they result in improvements in pay and working conditions? We will give particular attention to comparing Organizational Behavior and Employment Relations perspectives. Some sample topics include: organizational justice and voice; the psychology of silencing interest-group representation; harassment and mobbing; the psychology of negotiation; voice, silence, and diversity; high performance work systems; teams and direct participation; national institutions and democracy at work; unions and voice.¿
Enrollment limited to students who are able to attend in-person classes in the Ithaca area.

Additional Information

Instruction Mode: Online
Employee voice is an important focus of research in a range of fields, spanning Organizational Behavior, Human Resource Studies, and Employment Relations. In this graduate seminar, we will discuss different theoretical and empirical approaches to studying employee voice, with the aim of developing a more integrative understanding of its causes and consequences. Under what conditions are employees more likely to communicate ideas, concerns, or suggestions? What institutional or organizational conditions support expanded employee participation in decision-making – within work groups, workplaces, organizations, and industries?¿ How are productivity or efficiency gains from expanded employee voice distributed? And under what conditions do they result in improvements in pay and working conditions? We will give particular attention to comparing Organizational Behavior and Employment Relations perspectives. Some sample topics include: organizational justice and voice; the psychology of silencing interest-group representation; harassment and mobbing; the psychology of negotiation; voice, silence, and diversity; high performance work systems; teams and direct participation; national institutions and democracy at work; unions and voice.¿

Additional Information

Instruction Mode: Online