Adult and Organizational Development
Frameworks for understanding dynamic social systems that form the bases for research, assessment, planning, intervention and evaluation of social entities are explored. Linear and nonlinear theories will be examined especially as they may be applied to group and organizational training and development.
This course focuses on the role of communication in settings where there is an attempt to manage conflict among individuals or groups. Students study the major factors that influence conflict interaction and learn to apply conflict theories to interpersonal, group and organizational settings.
This course examines teaching and learning transactions in adult educational settings and the methods and techniques appropriate for facilitating adult learning.
Looks at the elements of constructive organizational culture. Students learn to design and implement dispute systems to create constructive conflict cultures. Change and learning processes are studied to help navigate cultural and systemic change effectively.
Educators need to know how to deveop safe and constructive learning environments. Effective management of conflict in educational settings and the creation of conflict competence in strudents and staff are key. This course provides an overview of search proven programs in conflict resolution education in K-12 contexts.
5516. Negotiation Processes (3
Negotiation is a critical skill in any professional or personal context. This course teaches students to engage effectively in cooperative and competitive orientations to negotiation in dyadic and multiparty situations.
5518. Third Party Conflict
Intervention (3 s.h.)
This course examines the various ideologies and roles that third parties adopt as they intervene in conflict in interpersonal, group, organizational, or cross-cultural settings. Students learn the fundamentals of various third party roles, including mediators, arbitrators, ombudspersons and facilitators. An emphasis is placed on how conflict interveners' purpose drives their practice as they work towards transforming difficult conflicts.
This course examines training methods to develop interpersonal and team effectiveness in the workplace. Skills included are understanding others, clear communication, asserting needs, exchanging feedback, influencing, resolving conflict, collaboration, and shifting gears.
This course examines contending frameworks for understanding conditions and dynamics of socio-cultural diversity, and scenarios for preferred outcomes. Contemporary and evolving issues of human diversity in our global, local and personal contexts are explored especially as these relate to professional practice.
5527. Training Design
and Deliver (3 s.h.)
Prerequisite: AOD 5403.
This course examines the design of training programs in public and private sector organizations. Students will learn to design active, experientially-based training programs.
This course addresses the theoretical understandings that guide appropriate implementation of professional managerial and facilitative roles in adult and organizational development. Students will gain increased clarity regarding contextually appropriate practice of both management and leadership.
This course provides a comprehensive overview of group research and theory and explores how group or team development influences adult learning and organizational goal achievement. Students will become familiar with both basic and applied research in the area especially as these relate to change and/or learning contexts.
This course focuses on the skills needed to assist groups and teams in their decision-making processes. Students learn both voting and consensus processes and they develop the skills needed to facilitate either approach to decision-making. The course also covers a range of specialized formats for assisting group decision-making such as brainstorming, nominal group technique, problem-solving, incrementalism and mixed scanning.
Assessment, Design and Strategy (3
Prerequisite: AOD 5401.
Through the exploration of theory, research and practice, this course is designed to enhance understanding of models and methods for assessing organizations, for strategic and focused planning, and for the creation of alternative system designs that may be employed to determine deliberate interventions.
The topics of this course vary. Its inclusion in the curriculum allows faculty and students to explore emerging issues in the field.
This course provides students with the opportunity to translate adult and organizational theory into practice by gaining experience working in contexts in which change and learning are being fostered. Students work under the auspices of the Training and Development Center and are placed in a variety of contexts. This course should be taken near the end of the student's program.
Prerequisite: AOD 5401, 5402, 5403, 5404. Students can only be registered for one other elective course while enrolled in the Proseminar course.
This capstone course provides students with the opportunity to design and complete a culminating project that applies the principles of AOD theory and practice.