Organisational Coaching
This section outlines the Organisational Coaching courses offered by the University of Sydney Business School as follows:
1. Master of Organisational Coaching
2. Graduate Diploma in Organisational Coaching
Overview of the courses
| Course code |
CRICOS code |
Course abbreviation |
Course title |
|---|---|---|---|
| FC052 |
055337J |
MOrgCoaching |
Master of Organisational Coaching |
| FF049 |
05533G |
GradDipOrgCoaching |
Graduate Diploma in Organisational Coaching |
The Organisational Coaching programs are designed to provide participants with an advanced, integrated understanding of professional, executive, and workplace coaching and the wider range of organisational processes within which workplace coaching is embedded. These programs are a joint initiative of the Discipline of Work and Organisational Studies in the Business School, and the School of Psychology in the Faculty of Science.
Credit points required for completion and duration
| Course title |
Credit points |
Duration (minimum) |
|---|---|---|
| Master of Organisational Coaching |
48 |
1 year full-time |
| 2 years part-time |
||
| Graduate Diploma in Organisational Coaching |
36 |
1 year full-time |
| 1.5 years part-time |
Course structures and progressions
Course requirements
1. Master of Organisational Coaching
To be awarded the Master of Organisational Coaching, students complete eight units of study (48 credit points), comprising:
- three core coaching psychology units of study (18 credit points)
- three work and organisational studies elective units of study (18 credit points)
- two elective units of study (12 credit points) selected from the work and organisational studies and/or coaching psychology elective options.
2. Graduate Diploma in Organisational Coaching
To be awarded the Graduate Diploma in Organisational Coaching, students complete six units of study (36 credit points), comprising:
- three core organisational coaching units of study (18 credit points)
- two work and organisational studies elective units of study (12 credit points)
- one elective unit of study (six credit points) selected from either the work and organisational studies or coaching psychology elective options.
Core units of study (Coaching Psychology)
- PSYC4721 Theories and Techniques of Coaching Psychology
- PSYC4722 Fundamentals of Coaching Practice
- PSYC4724 Coaching Practice.
Note: The units of study PSYC4721 and PSYC4722 are introductory units and should be completed in a student's first semester of study. The capstone unit, PSYC4724, should be completed in a student's last semester of study.
Elective units of study
Work and Organisational Studies
- WORK5002 People, Work and Employment
- WORK5003 Management and Organisations
- WORK6001 Organisational Analysis and Behaviour
- WORK6002 Foundations of Strategic Management
- WORK6008 Research Tools at Work *
- WORK6012 Industrial Relations Policy
- WORK6017 Human Resource Strategies
- WORK6018 International Industrial Relations
- WORK6022 Special Topic in WOS *
- WORK6026 Organisational Change and Development
- WORK6030 Performance and Rewards
- WORK6031 Recruitment and Selection *
- WORK6033 Organisational Sustainability
- WORK6034 Talent Management
- WORK6108 International Dimensions of HR
- WORK6111 Management Consulting *
- WORK6115 Managing Diversity at Work
- WORK6116 Employment and the Law
- WORK6117 Managing HR and Knowledge Systems *
- WORK6118 Managing Communication in Organisations
- WORK6119 The Innovative Firm
- WORK6120 Research Essay
- WORK6130 Leadership in Organisations.
Units of study marked with an "*" will not be offered for 2011.
Coaching Psychology
- PSYC4723 Socio-Cognitive Issues in Coaching Psychology
- PSYC4725 Assessment and Selection *
- PSYC4727 Positive Organisational Coaching
- PSYC4729 Groups, Teams and Systems
- PSYC4730 Applied Positive Psychology
- PSYC4731 The Psychology of Peak Performance.
Units of study marked with an "*" will not be offered for 2011.
For details of unit of study availability for 2011, please refer to the 'Units of study for Organisational Coaching coursework programs' section at the end of this chapter.
Progression guides
The following tables show course progression examples for a student enrolled in the Organisational Coaching Master€™s degree, Graduate Diploma or Graduate Certificate.
1. Master of Organisational Coaching
The following table illustrates a degree progression example for a student enrolled in the master€™s degree on a full-time basis undertaking four units of study (24 credit points) per semester. In this example, 'Sem.' is an abbreviation for 'Semester'.
|
Year |
Sem. |
Units of study |
|||
|---|---|---|---|---|---|
|
1 |
1 |
PSYC4721 |
PSYC4722 |
WORK elective |
WORK elective |
|
2 |
PSYC4724 |
WORK elective | WORK elective |
WORK elective |
|
2. Graduate Diploma in Organisational Coaching
The following table illustrates a course progression example for a student enrolled in the Graduate Diploma on a full-time basis undertaking three units of study (18 credit points) per semester. In this example, 'Sem.' is an abbreviation for 'Semester'.
|
Year |
Sem. |
Units of study |
||
|---|---|---|---|---|
|
1 |
1 |
PSYC4721 |
PSYC4722 |
WORK elective |
|
2 |
PSYC4724 |
WORK elective |
WORK elective |
|
Please Note: The information listed in these examples is based on the unit of study offerings for 2011 and is intended as a guide only. Students are usually able to complete the units of study for their course in different sequences to those which are listed above (including enrolling in units in Summer or Winter School sessions when available). Students are advised to plan their course based upon their individual needs and to contact the faculty€™s Student Information Office if they need any assistance in planning their progression in their course.
Units of study for Organisational Coaching coursework programs
General information relating to unit of study offerings
The unit of study information listed is for 2011 and was correct at the time of printing of this handbook.
The Business School website (sydney.edu.au/business/pgunits) contains the most up to date information on unit of study availability or other requirements. Timetabling information for 2011 is also available on the faculty website (sydney.edu.au/business/timetable). Students should note that units of study are run subject to demand.
Most units of study will be offered in standard semesters (either Semester 1 or Semester 2). Some units are also offered in intensive mode. The intensive sessions are explained in the following table.
Key to intensive unit of study offering sessions
|
Session code |
Description of how the unit will be offered |
|---|---|
|
1a (7) |
the unit of study will run intensively in the first half of Semester 1 |
|
1b (8) |
the unit of study will run intensively in the second half of Semester 1 |
|
2a (9) |
the unit of study will run intensively in the first half of Semester 2 |
|
2b (10) |
the unit of study will run intensively in the second half of Semester 2 |
| S1 Intensive (6) | the unit of study will run intensively in Semester 1 (non-standard start/end dates) |
| S2 Intensive (5) | the unit of study will run intensively in Semester 2 (non-standard dates) |
|
Summer School: Summer Early (42), Summer Main (43), and Summer Late (44) |
the unit of study will be offered intensively in the Summer School session |
|
Winter School: Winter Main (11) |
the unit of study will be offered intensively in the Winter School session |
Intensive sessions were introduced to cater for units of study that are delivered in non-standard ways. Sessions 6 and 5 have census dates that correspond to sessions 1 and 2 respectively.
The units of study available for 2011 for these programs are detailed under:
- Table of postgraduate units of study: Organisational Coaching coursework programs
- Postgraduate unit of study descriptions: Organisational Coaching coursework programs
1. Table of postgraduate units of study: Organisational Coaching coursework programs
| Unit of study | Credit points | A: Assumed knowledge P: Prerequisites C: Corequisites N: Prohibition | Session |
|---|---|---|---|
Core units of study |
|||
| PSYC4721 Theories & Techniques of Coaching Psych |
6 | Semester 1 Semester 2 |
|
| PSYC4722 Fundamentals of Coaching Practice |
6 | Semester 1 Semester 2 |
|
| PSYC4724 Coaching Practice |
6 | P PSYC (4721 and 4722) |
Semester 1 Semester 2 |
Elective units of study |
|||
| Master of Organisational Coaching students must complete 18 credit points in elective units of study from 'Section A' and 12 credit points in elective units of study from 'Section A' and/or 'Section B'. | |||
| Graduate Diploma in Organisational Coaching students must complete 12 credit points in elective units of study from 'Section A' and 6 credit points in elective units of study from either 'Section A' or 'Section B'. | |||
Section A: Work and Organisational Studies |
|||
| WORK5002 People, Work and Employment |
6 |
Foundation Unit for MHRM&IR |
Semester 1a Semester 2 |
| WORK5003 Management and Organisations |
6 | Semester 1 Semester 2 |
|
| WORK6001 Organisational Analysis and Behaviour |
6 | Semester 2 |
|
| WORK6002 Foundations of Strategic Management |
6 | Semester 2 |
|
| WORK6012 Industrial Relations Policy |
6 | Semester 2a |
|
| WORK6017 Human Resource Strategies |
6 | Semester 1 Semester 2 |
|
| WORK6018 International Industrial Relations |
6 | Semester 1 Winter Main |
|
| WORK6026 Organisational Change and Development |
6 | Semester 2b |
|
| WORK6030 Performance and Rewards |
6 | Semester 1a |
|
| WORK6033 Organisational Sustainability |
6 | N ECOF6110, CLAW6028 Capstone unit for MHRM&IR |
Semester 1a Semester 2 |
| WORK6034 Talent Management |
6 | N WORK6031 |
Semester 2 |
| WORK6108 International Dimensions of HRM |
6 | Semester 1a |
|
| WORK6115 Managing Diversity at Work |
6 | Semester 1 |
|
| WORK6116 Employment and the Law |
6 |
This unit is not available for students enrolled in the Master of Labour Law Relations |
Semester 1 |
| WORK6118 Managing Communication in Organisations |
6 | N ECOF6030, ECOF6040 |
Semester 1 |
| WORK6119 The Innovative Firm |
6 | Semester 1 |
|
| WORK6120 Research Essay |
6 |
Note: Department permission required for enrolment Available only to students who have achieved 75% or better in at least four WORK (or equivalent) units studied; and have the Discipline's permission to take the unit. |
Semester 1 Semester 2 |
| WORK6130 Leadership in Organisations |
6 | N ECOF5807, ECOF6090 |
Semester 1b Semester 2b |
Section B: Coaching Psychology |
|||
| PSYC4723 Socio-cognitive Issues in Coaching Psych |
6 | Semester 1 |
|
| PSYC4725 Assessment and Selection |
6 | Summer Late |
|
| PSYC4727 Positive Organisational Coaching |
6 | P PSYC4721, PSYC4722 |
S2 Intensive |
| PSYC4729 Groups, Teams and Systems |
6 | P PSYC (4721 and 4722 and either 4724 or 4728) |
Semester 2 |
| PSYC4730 Applied Positive Psychology |
6 | Semester 1 |
|
| PSYC4731 Psychology of Peak Performance |
6 | Semester 2 Summer Late |
|
| All PSYC units of study are offered through the School of Psychology in the Faculty of Science | |||
International Exchange Program units of study |
|||
| This units are only available to students participating in the International Exchange Program. | |||
| ECOF6106 International Exchange Program |
6 |
Note: Department permission required for enrolment |
S1 Late Int S2 Late Int |
| ECOF6206 International Exchange Program |
6 |
Note: Department permission required for enrolment |
S1 Late Int S2 Late Int |
| ECOF6112 International Exchange Program |
12 |
Note: Department permission required for enrolment |
S1 Late Int S2 Late Int |
| ECOF6212 International Exchange Program |
12 |
Note: Department permission required for enrolment |
S1 Late Int S2 Late Int |
| ECOF6118 International Exchange Program |
18 |
Note: Department permission required for enrolment |
S1 Late Int S2 Late Int |
| ECOF6218 International Exchange Program |
18 |
Note: Department permission required for enrolment |
S1 Late Int S2 Late Int |
| ECOF6124 International Exchange Program |
24 |
Note: Department permission required for enrolment |
S1 Late Int S2 Late Int |
| ECOF6224 International Exchange Program |
24 |
Note: Department permission required for enrolment |
S1 Late Int S2 Late Int |
2. Postgraduate unit of study descriptions: Organisational Coaching coursework programs
Please Note. These unit of study descriptions are listed alphanumerically by unit code.
PSYC4721 Theories & Techniques of Coaching Psych
Credit points: 6 Session: Semester 1,Semester 2 Classes: One 3 hour lecture per week. Assessment: Written papers (essay, journal or case study) and exam (100%)
This unit details the core theories and techniques of coaching psychology and evidence-based coaching, and the use of coaching as an applied positive psychology. Theories and techniques will be evaluated by reference to empirical research and conceptual analysis. An integrated goal-focused approach to coaching draws on a broad base of established Behavioural Science. Within this framework, primary attention will be paid to cognitive-behavioural and solution-focused theories and techniques of behaviour change and self-regulation, and their application to coaching clients. Each weekly seminar has a lecture component and an experiential learning component. The experiential learning component requires students to evaluate each week's topic in relation to their own personal life experience and to participate in group discussion and coaching practice.
PSYC4722 Fundamentals of Coaching Practice
Credit points: 6 Session: Semester 1,Semester 2 Classes: Block teaching. Assessment: Written papers (essay, journal or case study) and exam (100%)
This unit teaches the fundamentals of coaching, and lays the foundations for sound contemporary practice. This unit outlines the emergence of contemporary coaching from its roots in the Human Potential Movement, sports coaching, management consulting, clinical and counseling psychology, through to the establishment of the positive psychology movement. Drawing on established approaches students will be trained in the core micro skills of coaching. Core issues relating to mental illness and mental health and ethical professional coaching practice are addressed. Each seminar has a lecture component and an experiential learning component. The experiential learning component requires students to evaluate each topic in relation to their own personal life/work experience and to participate in group discussion. Practical experience of self-coaching and co-coaching are central aspects of this unit. This unit will be taught in block intensive mode over five days.
PSYC4723 Socio-cognitive Issues in Coaching Psych
Credit points: 6 Session: Semester 1 Classes: Block teaching with some evening tutorials. Assessment: Written papers (major and minor essay) and exam (100%)
The aim of this unit is to give students an understanding of key socio-cognitive issues related to coaching and behaviour change The focus of the unit is on critical appraisal of theory and the relation of theory to practice and research. Topics covered in this unit include models of self-regulated behaviour, personality type, the relationships between emotion, cognition and behaviour, and the roles of learnt resourcefulness, learned optimism, psychological mindedness, self-reflection and insight in behaviour change. The unit also critically evaluates contemporary understandings and assessments of emotional intelligence. Current topics and research methods in coaching psychology are also examined. Each weekly seminar has a lecture component and an experiential learning component. The experiential learning component requires students to evaluate each topic in relation to their own personal life/work experience and to participate in group discussion. This unit is run in a block teaching format.
PSYC4724 Coaching Practice
Credit points: 6 Session: Semester 1,Semester 2 Classes: One 3 hour lecture per week. Assessment: Written papers (case study and learning journal) and exam (100%)
Students will consolidate the theory and skills acquired in PSYC4721 and PSYC4722 through a semester-long coaching practicum. Using real-life issues in a supportive and confidential environment, students will coach each other in a structured solution-focused personal coaching program based on the material taught in previous units of study. This unit gives students experience in being both a coach and a client. A key component of this course will be feedback from the lecturer on students' coaching styles, skills and other relevant issues. As such this unit provides students with the opportunity to embed and develop their coaching skills. Case studies and case presentations will form part of the unit.
PSYC4725 Assessment and Selection
Credit points: 6 Session: Summer Late Classes: One 2 hour lecture per week. Assessment: Take home exam, Selection Case Study and Design of assessment program.
This unit will introduce students to some of the major assessment instruments used in coaching psychology. This unit does not accredit students to administer any of the instruments examined in this unit of study. Rather the unit focuses both on critical evaluation of assessment instruments and on fostering an understanding of where each may be best utilised. Assessment instruments include: NEO 4; 16PF5; Myers Briggs Type Inventory; the DISK; Human Synergistics; BarOn EQI; WAIS; MMPI; Self-directed Search; Strong Interest Inventory; Multi-factor Leadership Questionnaire.
PSYC4727 Positive Organisational Coaching
Credit points: 6 Session: S2 Intensive Classes: Five Day Seminars: Block Teaching. Assessment: A written coaching proposal (3,000 words) (50%), take home exam and written assignment (1,000 words) (35%), in-class exam (short answer and multiple choice) (15%).
How can psychology help create 'healthy' workplaces? Executive and management coaching have emerged as important factors in the enhancement of performance, engagement and well-being in the workplace, This unit examines key issues in contemporary executive and workplace coaching and equips students with the knowledge and skills to provide world-class executive and management coaching, The emphasis is on critical evaluation of theory and application to practice, Although primarily focused on positive psychology, solution-focused and cognitive- behavioural approaches to coaching in organisations, the application of psychodynamic (eg Kilburg) and systems (eg O'Neil) approaches to the enhancement of performance and well-being are also considered. The unit covers issues in senior executive coaching, coaching middle management, establishing manager-as-coach programs, and the use of positive psychology in the workplace.
PSYC4729 Groups, Teams and Systems
Credit points: 6 Session: Semester 2 Classes: One 3 hour lecture per week. Assessment: Written papers (major essay, minor essay) and exam (100%)
Coaching always takes place within the context of human systems, be they family, social networks, or workplace organisations. This unit of study considers both the theory and practice of working in human systems. At the theoretical level, students undertaking this unit will consider the major theoretical advances which aid our understanding of groups and complex human systems. These will include systems theory and complexity theory as well as major research findings in group and team dynamics. Students will also consider the practical implications of these theoretical approaches to coaching within organisations. Issues surrounding self organisation, leadership and control, and the management of change in complex adaptive systems will also be discussed. Students will design and facilitate a small group coaching program. This unit is run in a block teaching format.
PSYC4730 Applied Positive Psychology
Credit points: 6 Session: Semester 1 Classes: 5 day-long seminars Assessment: Written papers (Essays or case studies) and exam (100%)
This unit of study teaches the application of positive psychology to coaching in work and personal life contexts. We consider the core principles of positive psychology and how these can be applied in coaching interventions. Topics covered in this unit include; coaching as an applied positive psychology; goals, meaning and well-being; subjective and psychological well-being: happiness; gratitude; the languishing vs. flourishing dichotomy; broaden and build theory; self-concordance; well-being in the workplace; career coaching through the life span; and the use of positive psychology in health coaching. There is emphasis on both theoretical understanding and personal practice. The experiential learning component requires students to evaluate each week's topic in relation to their own personal life experience and to participate in group discussion and coaching practice.
PSYC4731 Psychology of Peak Performance
Credit points: 6 Session: Semester 2,Summer Late Classes: 5 day-long seminars Assessment: Written papers (essays or case studies) and exam (100%)
The Psychology of Peak Performance draws on theories and models of sport, performance and positive psychology and applies these to use in executive, workplace and personal coaching practice. Topics covered include flow, mental toughness, mental readiness, concentration enhancement strategies and techniques, rehearsal and debrief strategies, thriving under pressure, self-coaching, overcoming setbacks, performance protocols, focusing, and surviving success. In addition the unit covers issues related to high performing teams and groups. Issues of work/life balance are also addressed, particularly in relation to the management of optimal energy levels (avoiding burnout). There is emphasis on both theoretical understanding and personal practice. The experiential learning component requires students to evaluate each week's topic in relation to their own personal life experience and to participate in group discussion and coaching practice.
Textbooks
No set text book: A reading pack can be obtained from the University Copy Centre
WORK5002 People, Work and Employment
Credit points: 6 Session: Semester 1a,Semester 2 Classes: 1 x 3 hour seminar/tutorial per week Assessment: Case study (25%); Essay (40%); Final 2hr exam (35%); Academic Honesty Module (0%)
Note: Foundation Unit for MHRM&IR
This unit introduces students to competing perspectives on the nature, meaning and implications of Human Resource Management (HRM) and highlights the distinction between functional, normative and critical approaches to understanding HRM. The unit also provides an understanding of the key functions and processes associated with the practice of HRM, including: human resource planning, job analysis and work design; staff recruitment and selection; training and development; performance management and motivation; managing rewards and remuneration; equal opportunity and diversity management; international dimensions of HRM; and evaluating the effectiveness of HRM policies and practices. Opportunities are provided throughout the unit for consideration of case studies relating to particular issues.
WORK5003 Management and Organisations
Credit points: 6 Session: Semester 1,Semester 2 Classes: 1 x 3 hour seminar/tutorial per week Assessment: Case Study(20%); Essay(40%); Final 2hr exam OR Critical Reflection(40%); Academic Honesty Module (0%)
This unit aims to introduce students to the nature and context of management. It explores the functions and processes of management and encourages students to critically reflect on management theory and practice. It can be taken as a standalone unit for students enrolled in various specialist masters programs and also prepares students for further study in strategic management, organisational analysis and strategy and human resource management.
WORK6001 Organisational Analysis and Behaviour
Credit points: 6 Session: Semester 2 Classes: 1 x 3 hour seminar/tutorial per week Assessment: Group seminar presentation (20%); Individual essay (40%); Final 2hr exam (40%); Academic honesty module (0%)
This unit introduces students to the behaviour of people when acting as members of an organisation. The aim of the unit is to provide an understanding of the processes and structures that influence organisational behaviour, by drawing on ideas from psychology, sociology, management and anthropology. Topics covered include: personality and the self; learning and socialisation; motivation and commitment; group behaviour and dynamics; organisational design and boundaries; organisational culture, change and leadership.
WORK6002 Foundations of Strategic Management
Credit points: 6 Session: Semester 2 Classes: 1 x 3 hour seminar/tutorial per week Assessment: Case analysis (40%), Seminar facilitation (5%), Seminar paper (15%), Participation (5%), Final exam (35%)
This unit of study provides a critical examination of the concept of æstrategy' in the management of organisations beginning with an examination of different approaches to strategy and strategic management and the development of strategic management as an academic discipline. It also provides an understanding of the interplay between the external environment and industry environment and the organisation. It enables students to apply concepts of strategic management to a range of case studies in order to explore the practical application of strategic management models.
WORK6012 Industrial Relations Policy
Credit points: 6 Session: Semester 2a Classes: Intensive - 6 days 10-5pm Assessment: Continuous: Essays (30%), case studies (30%) and exam (40%)
The aim of this unit is to provide an understanding of the institutions and processes of employment relations with an emphasis on laws, institutions and social processes. It combines theoretical and historical understandings of employment relations in Australia with a detailed examination of the current problems and strategies of the the key employment relations players. Topics covered include: the regulatory framework, state and federal governments policies, union policy, employer policy, the practices of Australia's arbitral tribunals, the development of wage determination, and emerging patterns of dispute resolution. Overarching themes include individualisation and decentralisation of employment relations policy in Australia and whether there are more suitable alternatives.
WORK6017 Human Resource Strategies
Credit points: 6 Session: Semester 1,Semester 2 Classes: 1 x 3 hour seminar/tutorial per week Assessment: Continuous: Case study reports (30%), presentations (30%) and exam (40%)
This unit of study examines the theoretical foundations of strategic human resource management and then critically analyses the empirical evidence related to a range of HR strategies deployed in contemporary workplaces, both in Australia and internationally. In doing so, we will explore the issues underpinning emerging HR strategies, their implementation and the outcomes experienced within the organisation and the wider environment. The HR strategies studied will involve those that focus on managing a contemporary workforce and may include human resources strategies associated with: the management of front line workers, teams, non standard forms of employment, job quality and work-life balance, and gender and diversity at work, for example.
WORK6018 International Industrial Relations
Credit points: 6 Session: Semester 1,Winter Main Classes: 1 x 3 hour seminar/tutorial per week Assessment: Continuous: essay (40%), group seminar facilitation (20%), seminar particiapation and attendence (10%), in class test (30%)
This unit provides students with insights into the debate about the effect of globalisation on employment relations by using comparative analysis to identify the range of factors that account for similarities and difference in national patterns of industrial relations. The unit focuses on providing an understanding of the nature of industrial relations patterns in developed and developing market economies and invites students to compare a range of developments across these countries.
WORK6026 Organisational Change and Development
Credit points: 6 Session: Semester 2b Classes: Intensive - 6 days, 10am - 5pm Assessment: Continuous: assignment (50%), exam (50%)
This unit seeks to develop diagnostic and prescriptive skills in relation to the management of organisational change while also encouraging the adoption of a critical perspective of the field. Part 1 (Organisational Change and the Nature of Organisations) introduces the fields of organisational change, explains its relevance to organisation performance and strategy and examines key change management models. Part 2 (Diagnosis and Intervention) examines the utility of key organisational change models and techniques and identifies factors that may impact on the effectiveness of the change management process. Part 3 (Key Areas of Intervention) analyses the application of organisational change practices and initiatives to a number of specific organisational issues.
WORK6030 Performance and Rewards
Credit points: 6 Session: Semester 1a Classes: 1x 3hr seminar per week Assessment: group presentation on motivation survey findings (15%), group paper on motivation survey findings (25%), major assignment (individual essay or case study) (40%), 30 minute in-class test (20%)
This unit examines the processes and practices associated with contemporary performance and reward management. Results-based, behaviourally-based and competency-based methods of performance management are examined, along with processes of performance review, planning and developing. Coverage of reward management issues includes: job- and person-based approaches to building base pay structures; methods for rewarding individual performance; work group incentives such as gainsharing, goal-sharing and team pay; methods of rewarding employees for organisational performance, including employee share ownership; and performance-related rewards for executives. The unit also examines approaches to developing strategically integrated performance and reward management systems.
WORK6033 Organisational Sustainability
Credit points: 6 Session: Semester 1a,Semester 2 Classes: Semester 1: Intensive - 6 days 10-5pm, Semester 2: 1 x 3hr seminar/tutorial per week Assessment: Continuous: Essays (30%), case studies (30%) and exam (40%)
Note: Capstone unit for MHRM&IR
Organisational sustainability is a critical part of contemporary managerial practice, focusing on organisations' economical, social and environmental impact. This unit of study critically evaluates the intentions, practices and outcomes of organisational sustainability initiatives. By applying relevant theoretical frameworks, students will be encouraged to enhance their understanding of the role and responsibilities of management, the impact of organisations on employees, and the wider societal and environmental implications of contemporary organisational trends. With an emphasis on the human dimensions of organisational actions, this unit builds on foundational units of study in Management, Industrial Relations and Human Resource Management.
WORK6034 Talent Management
Credit points: 6 Session: Semester 2 Classes: 1 x 3 hour seminar/tutorial per week Assessment: Continuous: Essays (30%), case studies (30%) and exam (40%)
This unit examines the theories, practices and debates associated with contemporary human resource development (HRD). The unit begins with an exploration of different conceptions of learning and skill. The process of HRD is examined, with a focus on needs assessment and the delivery and evaluation of learning. The relationship between HRD and other areas of HRM is explored, particularly work organisation, performance management, remuneration and enterprise governance. The role of organisational learning and knowledge management are examined in terms of changing conceptions of organisational structure and performance. A second section of the unit places HRD in the context of the wider environment. Australian policy debates are examined and HRD systems in other countries are introduced and comparisons drawn. The likely success of skills-led models of societal, industry and enterprise development in the context of globalisation and the knowledge economy are discussed. A third section of the unit explores the relationship between HRD and careers. The causes and consequences of changing career structures, the breakdown of internal labour markets and the development of new forms of organisation are examined. Particular attention is given to the issues of executive development and succession planning.
WORK6108 International Dimensions of HRM
Credit points: 6 Session: Semester 1a Classes: 39 hours in Intensive mode over 7 days Assessment: Readiness Assurance Tests (30%); Team strategy activities (20%); Critical reflective journal assignment (30%); Final strategy assessment (20%)
This unit considers the opportunities and challenges associated with managing people in international and cross-cultural contexts, with specific emphasis on international recruitment, selection, preparation, placement, management development, performance management, reward and remuneration. The unit considers the implications of internationalisation and globalisation for human resource management (HRM), the different levels of international business activity, the difference between domestic and international HRM, the challenges of cross-cultural management, models of cross-cultural management, and specific international HR processes, including selection, development, performance management, remuneration and repatriation. The unit provides students with a practical understanding of the issues and challenges associated with managing employees in international, global and cross-cultural contexts.
WORK6115 Managing Diversity at Work
Credit points: 6 Session: Semester 1 Classes: 1 x 3 hour seminar/tutorial per week Assessment: Group Facilitation Exercise (15%); Short individual essay (15%); Major assignment (40%); Exam (take-home) (30%)
This unit examines the ways in which organisations manage a heterogenous workforce and the legal and ethical issues associated with the management of workforce diversity. While drawing on international literature in the field, the primary focus is on the Australian experience, including the so-called 'program' approach and the complaint mechanism found in the anti-discrimination statutes.As well as encouraging the development of diagnostic and prescriptive skills in diversity management, students also have the opportunity to develop a critical perspective on the growing literature in this field.
WORK6116 Employment and the Law
Credit points: 6 Session: Semester 1 Classes: 1 x 3 hour seminar/tutorial per week Assessment: Continuous: Essays (30%), case studies (30%) and exam (40%)
Note: This unit is not available for students enrolled in the Master of Labour Law Relations
This unit of study examines the legal framework with respect to labour relations in Australia. In particular it examines the scope of industrial law, the employment relationship, the Federal-State division of legislative power in industrial relations and the industrial arbitration systems, courts, tribunals, agreements and awards. Current developments in the law and politics of the systems will be referred to throughout the course.
WORK6118 Managing Communication in Organisations
Credit points: 6 Session: Semester 1 Classes: 1 x 3 hour seminar/tutorial per week Assessment: Continuous: Essay (35%), case studies (30%), exam (35%).
This unit of study is designed to introduce students to the theory and practical application of the management of communication in organisations. Advances in technology have had a dramatic impact on communication in recent years and this course will pay particular attention to the impact of these technologies and the implications for management. By the end of this course students will have a good understanding of organisational communications theory including a comprehensive knowledge of the differing styles, channels and content of communication. In addition, they will have a sound understanding of the technological channels available to manage communication and the associated benefits and challenges that this brings to contemporary organisations. A significant amount of the course will be devoted to practical applications of communication strategies including case study analysis and experiential learning using virtual discussion boards.
WORK6119 The Innovative Firm
Credit points: 6 Session: Semester 1 Classes: 39 hours in intensive mode - 6 days Assessment: Continuous: Case study reports (30%), presentations (30%) and exam (40%)
The aim of this course is to examine long run changes in the organisation and management of business enterprises. Against a background of an introduction of business history, the major themes to be covered include business strategy, marketing, employment relations, financing, governance and technology. While there is no precise chronological period, the main concentration will be on the growth of large-scale corporations from the nineteenth century to the present day. A major preoccupation of the course is to explore the factors that make an innovative firm. Some of these factors include the nature of the market, the regulatory environment, new technology and business leadership. The course will employ historical case studies and a comparative methodology and will also evaluate the way in which firms are classified as innovative by business and corporate historians.
WORK6120 Research Essay
Credit points: 6 Session: Semester 1,Semester 2 Assessment: Research essay (100%)
Note: Department permission required for enrolment
Note: Available only to students who have achieved 75% or better in at least four WORK (or equivalent) units studied; and have the Discipline's permission to take the unit.
This unit provides high-performing with the opportunity to undertake supervised reading and research for a major essay of 5,000 words on an approved topic of special interest in work and organisational studies. The unit centres on supervised individual reading and research rather than on class-based teaching and learning. Enrolment is limited to students who (a) have achieved 75% or better in at least four WORK (or equivalent) units studied; and (b) have the Discipline's permission to do so. Approval is subject to supervisor availability. Students contemplating enrolment in this unit must first seek approval from the Work and Organisational Studies Postgraduate Coursework Coordinator. Approval will depend on the nature of the proposed essay topic and the availability of appropriate supervisory expertise.
WORK6130 Leadership in Organisations
Credit points: 6 Session: Semester 1b,Semester 2b Classes: Intensive- 6 days 10-5pm Assessment: Continuous: Essays (30%), case studies (30%) and exam (40%)
This unit of study is designed to encourage you to consider the role and significance of leadership in various organisational contexts. The unit introduces you to the major streams of leadership theory and traces the development of our understanding about leadership. We will explore how these theories allow us to understand leadership in practice and in what ways leadership is linked to different aspects of organisational effectiveness. We will examine the 'good, the bad, and the ugly' sides of leadership, e.g. positive forms (transformational, charismatic) and negative forms (narcissistic and Machiavellian). We will explore leading for diversity and diversity in leadership (e.g. based on gender, culture and ethnicity) and the role of leaders in constituting ethical and socially responsible organisations. The critical role of leaders in effecting organisational change will be explored and we will examine the leadership of top management teams, and leadership succession. We will also examine leadership development programs and instruments and you will have an opportunity to reflect on factors that might influence your own leadership style.
Course rules and resolutions
Graduate Diploma in Organisational Coaching
These resolutions must be read in conjunction with applicable University By-laws, Rules and policies including (but not limited to) the University of Sydney (Coursework) Rule 2000 (the 'Coursework Rule'), the Resolutions of the Faculty, the University of Sydney (Student Appeals against Academic Decisions) Rule 2006 (as amended) and the Academic Board policies on Academic Dishonesty and Plagiarism.
Course resolutions
1 Course codes
|
Code |
Course title |
|---|---|
|
FC052 |
Master of Organisational Coaching |
|
FF049 |
Graduate Diploma in Organisational Coaching |
2 Attendance pattern
3 Master's type
0.
The master's degree in these resolutions is a professional master's course, as defined by the Coursework Rule.
4 Embedded courses in this sequence
(2)
Providing candidates satisfy the admission requirements for each stage, a candidate may progress to the award of any of the courses in this sequence. Only the longest award completed will be conferred.
5 Admission to candidature
(1)
Available places will be offered to qualified applicants ranked on merit in accordance with the following criteria:
(a)
a bachelor's degree, graduate diploma, graduate certificate or equivalent at an institution approved by the School and graded at a standard acceptable to the School; and where applicable:
6 Requirements for award
(1)
The units of study that may be taken for the course are set out in the Table of postgraduate units of study: Organisational Coaching coursework programs.
(2)
To qualify for the award of the Master of Organisational Coaching a candidate must complete 48 credit points, including:
(c)
12 credit points of elective units of study in Work and Organisational Studies and/or Coaching Psychology.
(3)
To qualify for the award of the Graduate Diploma in Organisational Coaching a candidate must complete 36 credit points, including:
(c)
6 credit points of elective units of study in either Work and Organisational Studies or Coaching Psychology.
7 Course transfer
0.
A candidate for the master's degree may elect to discontinue study and graduate with a shorter award from this embedded sequence, with the approval of the School, and provided the requirements of the shorter award have been met.
8 Transitional provisions
(1)
These resolutions apply to students who commenced their candidature after 1 January, 2011 and students who commenced their candidature prior to 1 January, 2011 who elect to proceed under these resolutions.
(2)
Candidates who commenced prior to 1 January, 2011 may complete the requirements in accordance with the resolutions in force at the time of their commencement, provided that requirements are completed by 1 January, 2016. The School may specify a later date for completion or specify alternative requirements for completion of candidatures that extend beyond this time.