Module Specifications.
Current Academic Year 2024 - 2025
All Module information is indicative, and this portal is an interim interface pending the full upgrade of Coursebuilder and subsequent integration to the new DCU Student Information System (DCU Key).
As such, this is a point in time view of data which will be refreshed periodically. Some fields/data may not yet be available pending the completion of the full Coursebuilder upgrade and integration project. We will post status updates as they become available. Thank you for your patience and understanding.
Date posted: September 2024
| |||||||||||||||||||||||||||||||||||||||||||
|
None |
|||||||||||||||||||||||||||||||||||||||||||
|
Description This module immerses students in fundamental organisational psychology theory. It is designed to form a strong foundation in theory and equip student with a deep understanding of issues related to work and well-being, motivation, trust and performance within the context of contemporary work environments. It draws extensively on international state-of-the-art research and requires students to apply this to their own worlds of practice to create sustainable work and strong workplace relationships. | |||||||||||||||||||||||||||||||||||||||||||
|
Learning Outcomes 1. understand the psychological issues within organisations and to explore the challenges faced by employees in contemporary work settings. 2. analyse behaviours and processes within organisations at a number of levels (individual, team, organisation) 3. apply psychological theory to work settings and prescribe solutions for the world of practice 4. critique competing models and approaches to motivation, assessing their relevance in applied settings 5. critically evaluate state-of-the-art research with the purpose of composing a focussed literature review 6. apply psychological theory based on empirical evidence to build more sustainable workplaces, particularly in terms of protecting employee well-being 7. apply psychological theory in an ethical and responsible manner to achieve balance between organisational and individual priorities | |||||||||||||||||||||||||||||||||||||||||||
All module information is indicative and subject to change. For further information,students are advised to refer to the University's Marks and Standards and Programme Specific Regulations at: http://www.dcu.ie/registry/examinations/index.shtml |
|||||||||||||||||||||||||||||||||||||||||||
|
Indicative Content and Learning Activities
Introduction to the field of Work and Well-BeingThis section explores and explains the nature, history processes and functions of Organizational Psychology and its role in contributing to effective organisations.The evolution of the concept of workExplores the meaning of work and careers. Discusses how the concept has evolved and how it is impacted in contemporary workplaces by intergenerational differencesPsychological Well-beingExplores the idea of well-being, why it is important for individuals but also how organisations can benefit from fostering well-being amongst their employees.Work engagement, well-being and performancesThis topic introduces the concept of work engagement, proposed as something that captures both drive and well-being. It reviews evidence on the validity of the concept and reviews studies that link it to performance outcomes.Stereotypes and Diversity in the Workplace ConflictStudents will learn about the benefits and costs of diversity in the workplace. The issues of stereotyping, prejudice, and discrimination as well as diversity will be studied from an individual as well as a group perspective which will incorporate an analysis of how young people are socialized into the business environment. Explores the role of norms and stereotypes as sources of conflict within organizationsPsychological contract and TrustThis section looks at the importance of psychological contract at work and its relevance in organizational change processes. Definition of psychological contract, types of psychological contracts, violation of psychological contract, psychological contract and organizational change. Moves onto look at wider issues around trust in organisationsMotivationClassic and contemporary models, diagnosis of motivational problems, presentation of solutionsHigh performance work systemsBridging psychology and HR, this session examines what elements must come together to foster high performance at the team level. | |||||||||||||||||||||||||||||||||||||||||||
| |||||||||||||||||||||||||||||||||||||||||||
Indicative Reading List
| |||||||||||||||||||||||||||||||||||||||||||
|
Other Resources None | |||||||||||||||||||||||||||||||||||||||||||