Part I: Organizational Behavior
Unit 1: Introduction 14 LHs
Concept of organizational behavior; Levels of OB analysis; Organizational behavior system; Basic assumptions of organizational behavior; Contributing disciplines to the field of organizational behavior; Individual behavior as an input-output system; Mental process: beliefs, attitudes, values, needs, motives and behavior; Emotions and Cognitive dissonance; New challenges for manager in OB.
Unit 2: Perception and Learning 12 LHS
Concept of perception; Perceptual process; Factors affecting perception; Attribution theory; Attribution errors; Perception and individual decision making; Concept and principles of learning; Learning theories: classical theory, operant theory, cognitive learning and social learning; Behavior modification.
Unit 3: Personality 12 LHs
Concept and types of personality; Personality traits and characteristics; Determinants of personality; Emotions and personality; Major personality attributes influencing organizational behavior;
Unit 4: Job Satisfaction 8 LHs
Concept and importance of job satisfaction; Measuring job satisfaction; Effects of job satisfaction on
Unit 5: Groups and Teams in Organizations 10 LHs
Concept of group and group dynamics; Stages of Group formation; Types of groups; Nature and significance of informal groups; Teams: concept, nature and types, differences between group and team; Team performance factors; Issues in managing work teams.
Unit 6: Organizational Conflict and Stress 10 LHs
Conflict: concept, nature, and types; Sources of conflict; Approaches to conflict management; Resolving conflict through negotiation; Functional and dysfunctional conflicts; Organizational stress: concept, causes and managing stress.
Unit 7: Organizational Change and Development 9 LHs
Concept and forces of change; Resistance to change; Approaches to managing organizational change: Lewin’s three steps model; Organizational development (OD): concept and features of OD and OD interventions.
Part II: Human Resource Management
Unit 8: Introduction 15 LHs
Human Resource Management: concept, characteristics, objectives and functions; Human resource management system; Human resource outcomes: quality of work life, productivity and readiness to change; Challenges of human resource management. Human Resource Planning: concept, characteristics, process and importance.
Unit 9: Job Design and Analysis 12 LHs
Meanings of job, task, position and occupation; Concept, benefits and methods of job design; Concept and purposes of job analysis; Sources of job analysis information; Job description, job specification and job evaluation: concept and contents.
Unit 10: Talent Acquisition and Development 18 LHs
Talent, Talent management and Talent development: concept and importance; Meaning, sources and methods of recruitment; Concept of selection; Difference between selection and recruitment; Selection process, selection tests, interviews and their types; Concept and process of socialization; Concept and process of learning; Human resource development: concept and importance; Concept, objectives and benefits of training; Determining training needs; Training methods: on - the - job and off - the – job training ; Concept and techniques of management development; Evaluating training effectiveness
Unit 11: Performance Appraisal and Reward Management 8 LHs
Concept and uses of performance appraisal; Methods of performance appraisal: graphic rating scale, alternative ranking, paired comparison, forced distribution, critical incident, essay and checklist methods; Concept of reward management; Types and qualities of effective rewards; Performance appraisal practices in Nepalese organizations.
Unit 12: Employee Maintenance and Emerging Issues in HRM 7 LHs
Employee health and safety, employee welfare, social security; Grievance handling and redressal;
General guidelines in administrating employee’s discipline; Emerging issues and challenges of
HRM: employee empowerment, downsizing, work- life balance, use of technology in HRM functions, e-HRM, green-HRM, outsourcing HRM, ethics in HRM (surveillance vs. privacy); HRM in Naples organization.