Management Psychology MSc/PGDip

This workshop-style module is run in collaboration with the owner-director of an occupational psychology consultancy organisation and a number of their staff. Using role play and other in-class activities, the workshop provides an opportunity for students to:

• Develop an understanding of skills and competencies required of a consultant and reflective practitioner
• Translate psychological knowledge, concepts and ideas into a language understandable by a non-psychologist
• Interpret basic statistical evidence and convert this into proposed consultancy activities
• Pitch for a possible piece of consultancy to a panel of people from the client organisation

This module has four main aims:

1. To provide an introduction to the nature and contribution of applied psychology to the world of work
2. To focus on core topics of relevance to management psychology
3. To help participants develop the critical skills required for postgraduate study and to undertake their research project.
4. To introduce students to concepts and tests relevant to quantitative workplace data.

Gain the knowledge and skills to effectively plan and design research as well as to critically appraise published research. You will be introduced to how to write a literature review in a systematic way, how to write a research proposal, study designs (including developing research questions), ethics and practical issues when planning and conducting research.

The module also covers designing questionnaires, psychometric issues such as reliability and validity, using interviews and focus groups, and use if the internet and an introduction to online research methods.

This module introduces the important issues of leadership, employee motivation and engagement at work, and considers the contribution that psychological theory makes to our understanding of these areas. The module also considers the role of the psychological contract and organisational justice as concepts for understanding employee relations and explores the opposing issues of citizenship and counterproductive behaviours. There is also a focus on appraising employee performance with emphasis on exploring the global move towards engaging with multi-source feedback.

This module begins with outlining theories of learning and the application of these to training development and design in organisations. Elements of the training cycle are discussed, including training needs analysis, training transfer and evaluation of training. Different methods of training delivery are evaluated, including consideration of e-learning and online training, whilst the development of innovation and creativity are also considered. The second part of the module focuses on employee development from a careers perspective and students are given the opportunity to explore practical implications by planning their own career development. Theories of occupational choice and career development are explored and the role of coaching, counselling and mentoring in relation to employee development are examined.

This module provides an introduction to various approaches to understanding organisations and the environments in which they operate. Areas covered include:

• Organisational structure, design, culture and climate
• Power, influence and negotiation in organisations; consumer psychology
• Methods and models of organisational development and change
• Organisational effectiveness, productivity, performance
• Groups, teams and teamwork

This module covers contemporary issues in selection and assessment both from a psychological perspective and as an important personnel system for organisations. It provides discussion of: the nature of the selection system, organisational and job analysis, recruitment, selection interviewing and psychometric testing, selection validation, the nature and use of assessment centres, and the adverse impact of selection methods. The emphasis throughout the module is on selection as a process comprising an identification stage, a design and delivery stage, and an evaluation stage, with multiple feedback loops between stages.

You will be introduced to a range of qualitative approaches and the theoretical and philosophical underpinnings and practical application of qualitative methods.

Teaching will combine lectures, workshops, and self-directed study. Sessions will include a focus on interviews and focus groups, Realist Evaluation, thematic analysis, Interpretative Phenomenological Analysis, narrative approaches and Grounded Theory.

Students will be guided to consider developing qualitative research questions, ethical issues in qualitative research and the critical appraisal of qualitative research evidence.

The module has a dual focus of i) the concept of strategy, especially the relationship between organisational and HR strategy ii) the management of workplace diversity. It covers:

• strategy as positioning: Environmental analysis, industry analysis and generic strategies; the resource based view of the firm; resources and capabilities; core competencies, strategic intent and corporate imagination
• different models of strategic human resource management, HRM practices, International strategic human resource management.
• the history of the changing workforce and the increasing interest in managing diversity at work
• the concepts of stereotyping, prejudice and discrimination will be examined and the challenges to successful diversity management
• the global context for diversity management
• a social psychology perspective on culture and communication and both within-group and inter-group relationships.

This is an empirical research project in psychology. 

You'll conduct an 8,000-word dissertation on a topic of your choosing related to applied research and associated methods in an organisational context.

You'll be assigned a supervisor who will be available to support you throughout your project.

This workshop-style module is run in collaboration with the owner-director of an occupational psychology consultancy organisation and a number of their staff. Using role play and other in-class activities, the workshop provides an opportunity for students to:

• Develop an understanding of skills and competencies required of a consultant and reflective practitioner
• Translate psychological knowledge, concepts and ideas into a language understandable by a non-psychologist
• Interpret basic statistical evidence and convert this into proposed consultancy activities
• Pitch for a possible piece of consultancy to a panel of people from the client organisation

This module has four main aims:

1. To provide an introduction to the nature and contribution of applied psychology to the world of work
2. To focus on core topics of relevance to management psychology
3. To help participants develop the critical skills required for postgraduate study and to undertake their research project.
4. To introduce students to concepts and tests relevant to quantitative workplace data.

Gain the knowledge and skills to effectively plan and design research as well as to critically appraise published research. You will be introduced to how to write a literature review in a systematic way, how to write a research proposal, study designs (including developing research questions), ethics and practical issues when planning and conducting research.

The module also covers designing questionnaires, psychometric issues such as reliability and validity, using interviews and focus groups, and use if the internet and an introduction to online research methods.

This module introduces the important issues of leadership, employee motivation and engagement at work, and considers the contribution that psychological theory makes to our understanding of these areas. The module also considers the role of the psychological contract and organisational justice as concepts for understanding employee relations and explores the opposing issues of citizenship and counterproductive behaviours. There is also a focus on appraising employee performance with emphasis on exploring the global move towards engaging with multi-source feedback.

This module begins with outlining theories of learning and the application of these to training development and design in organisations. Elements of the training cycle are discussed, including training needs analysis, training transfer and evaluation of training. Different methods of training delivery are evaluated, including consideration of e-learning and online training, whilst the development of innovation and creativity are also considered. The second part of the module focuses on employee development from a careers perspective and students are given the opportunity to explore practical implications by planning their own career development. Theories of occupational choice and career development are explored and the role of coaching, counselling and mentoring in relation to employee development are examined.

This module provides an introduction to various approaches to understanding organisations and the environments in which they operate. Areas covered include:

• Organisational structure, design, culture and climate
• Power, influence and negotiation in organisations; consumer psychology
• Methods and models of organisational development and change
• Organisational effectiveness, productivity, performance
• Groups, teams and teamwork

You will be introduced to a range of qualitative approaches and the theoretical and philosophical underpinnings and practical application of qualitative methods.

Teaching will combine lectures, workshops, and self-directed study. Sessions will include a focus on interviews and focus groups, Realist Evaluation, thematic analysis, Interpretative Phenomenological Analysis, narrative approaches and Grounded Theory.

Students will be guided to consider developing qualitative research questions, ethical issues in qualitative research and the critical appraisal of qualitative research evidence.

This module covers contemporary issues in selection and assessment both from a psychological perspective and as an important personnel system for organisations. It provides discussion of: the nature of the selection system, organisational and job analysis, recruitment, selection interviewing and psychometric testing, selection validation, the nature and use of assessment centres, and the adverse impact of selection methods. The emphasis throughout the module is on selection as a process comprising an identification stage, a design and delivery stage, and an evaluation stage, with multiple feedback loops between stages.

The module has a dual focus of i) the concept of strategy, especially the relationship between organisational and HR strategy ii) the management of workplace diversity. It covers:

• strategy as positioning: Environmental analysis, industry analysis and generic strategies; the resource based view of the firm; resources and capabilities; core competencies, strategic intent and corporate imagination
• different models of strategic human resource management, HRM practices, International strategic human resource management.
• the history of the changing workforce and the increasing interest in managing diversity at work
• the concepts of stereotyping, prejudice and discrimination will be examined and the challenges to successful diversity management
• the global context for diversity management
• a social psychology perspective on culture and communication and both within-group and inter-group relationships.