OR Kreitner R., Kinicki A., “Comportamento Organizzativo. Dalla teoria all’ esperienza”, Apogeo, (NOT included chapters: ) NON Attending. In Kreitner, R., & Kinicki, A. (Eds.), Comportamento Organizzativo (pp. 39–68). Milano, Italy: Apogeo. Lawler, E. E. III, & Finegold, D. (). Individualizing the. In R. Kreitner, & A. Kinicki (Eds.), Comportamento Organizzativo (pp. ). Milano, IT: APOGEO. Kretch, D., & Crutchfield, R. (). Perceiving the World.
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Silvia DoriaLucia Marchegiani.
UniRomaTre – Scuola di Economia e Studi Aziendali
See the website of Maria Rita Tagliaventi. Comportamento Organizzativo — Terza edizione. Case studies, literature book chapters and international papersand further material kretiner on the Internet will be provided on the website on https: In order to do so, work groups will be set up.
How to measure team effectiveness 2. Human Relations and Neo-Human Relations theories 4. Learning and training Types of decisions 3. Particular attention will be devoted to the innovations on these topics introduced by social networks and ICT. Teaching Mode Traditional lectures. Organizsativo of occupational hazards, protection and promotion of health Module II prof. The report has to be sent to the following email address: Teacher Maria Rita Tagliaventi.
HUMAN RESOURCE MANAGEMENT | Università degli Studi di Parma
Staff planning and organizational sizing 8. Exercises and business cases are proposed on the practical parts of the course. The development of cognitive skills 1.
Simulation of production systems. Teaching tools Registering dates a.comporgamento all information about the course will be communicated only via distribution list maria. Team dysfunctional processes 2.
The course addresses the topic of Human Resources Management aiming to: Registering dates and all information about the course will be communicated only via distribution list maria.
All groups will have to write a final report of the workincluding multimedia contents, written in Word by Friday January 11, Different kinds of work teams and the 5-stage development model 2. The Big Five model 1.
Lessons, discussion of case studies, and practice will focus on topics concerning individuals, groups, and organizational processes in work settings. Assessment methods The final exam of the overall course consists of two parts: Values, organizativo, moods and emotions 1. Politics as the exercise of power in organizations 4.
HUMAN RESOURCE MANAGEMENT
The relationships between values, attitudes, moods and emotions. Salta al contenuto principale.
Case studies and presentations of business practices will be widely used in order to illustrate particular themes in a real-life context and to stimulate critical analysis, discussion and reflection on the issues raised. Goal setting, performance assessment, compensation, and career management as motivational tools. The Big Five model. What motivation in work settings is: Attending Students – Costa G.
Communication skills At the end of the course, the student will able to communicate and explain the main contents of the course.
The project will concern the application of themes and tools learned during the course to the analysis and the identification of problems and subsequent elaboration of solutions for a organizzztivo study or a movie assigned by the instructor. The nature of values, attitudes, moods and emotions 1. Different kinds of work teams and the 5-stage development model.
The most relevant personality traits 1. The theoretical and disciplinary origins of people management: Teaching methods The course will consist of interactive lessons, discussion of case studies and media material, and group activities. The organizational unit dedicated to personnel management: Why people act the way they act: Legal Notes Privacy Access statistics. Learning skills Students who have attended the course will be able to deepen their knowledge in the field of human resources management, through the autonomous consultation of specialized texts, journals or dissemination, even outside of the topics g.kinicki in class.
Potential consequences of job satisfaction.