MAKERERE UNIVERSITYINSTITUTE OF PSYCHOLOGY

DEPT OF ORGANISATIONAL & SOCIAL PSYCHOLOGY

CURRICULUM REVIEW PROPOSAL FOR THE BACHELOR OF ORGANIZATIONAL PSYCHOLOGY

SUBMITTED TO SENATE FOR APPROVAL

TABLE OF CONTENTS

Item……………………………………………………………………………………… Page

Background …………………………………………………………………………… 2

Vision & Mission ………………………………………………………………………. 2

Core Values …………………………………………………………………………… 2

Strategic objectives ……………………………………………………………………. 2

Programme Justification ………………………………………………………………. 2

Programme Objectives ………………………………………………………………… 3

Resources ……………………………………………………………………………… 3

Financial resources……………………………………………………………………… 3

Physical resources ……………………………………………………………………… 3

Personnel ………………………………………………………………………………... 3

General Regulations ………………………………………………………..…………… 3

Admission ………………………………………………………………………………. 3

Curriculum ……………………………………………………………………………… 3

Duration ………………………………………………………………………………… 3-5

Revised Programme structure ………..……………………………………………... 4-5

Course descriptions …………………………………………………………………… 5-32

Personnel details ……………………………………………………………………….. 33

Yearly budgetary estimates …………………………………………………………. 34

Current programme structure ……………………………………………………….... 35

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1.0 BACKGROUNDThe Bachelor of Industrial and Organisational Psychology is administered by the Department of Organisational & Social Psychology in the Makerere University Institute of Psychology. The course was first approved by the Makerere University Council in 2004 and its first intake was in the same year. It consists of both day and evening programmes. On average 160 students have been admitted to the course every year, and so far two cohorts have graduated. The Department was established with the prime objective of training and carrying out scientific research in the scientific areas of industrial, organisational and social psychology in order to increase understanding of occupational wellbeing and performance of workers and as well as enhancing organisational health, effectiveness and efficiency. Teaching is largely carried out by staff of the Department.

1.1 Vision A Market oriented department with international outlook, academics and professional excellence.

1.2 Mission To attract and develop students into market resilient professionals/scholars and to conduct research and provide outreach services of impact to community.

1.3 Core Values of the Department/ProgramThe Department holds the following values which we also inculcate in our graduates of the program:

Professionalism & Excellency Integrity Service Orientation Team Work Research Mindset Intellectual Autonomy Market Resiliency

1.4 Our Strategic ObjectivesThe strategic objectives of the department include:

Develop and maintain Result Oriented Management Develop and maintain high performing teams. Enhance student employability. Enhance professional growth and excellence. Attracting and maintaining competent and committed staff. Develop outreach programs. Conduct and publicize research of international repute.

2.0 JUSTIFICATION FOR THE PROGRAMMEThe Bachelors of Industrial/Organisational Psychology (I/O) was proposed to respond to the growing demand for Psychologists in this applied area in the Country. The field of I/O Psychology is about the application of the methods, principles and theory of the science of behaviour and mental processes of people at work. Therefore, students who opt for specialized training in I/O Psychology as an applied area can do so right from their first year of study. This allows students to get adequate exposure to the field of I/O Psychology and other basic areas of Psychology. In addition, undertaking a course of this kind will enhance the student’s capacity for graduate training in the professional area of I/O Psychology.

One key issue for all those with the responsibility of managing people is that they are all accountable to their organizations in terms of the impact of their human resources management and development deliverables, and they are expected to add value by managing their people optimally, that is both effectively and efficiently. As a result institutions are being forced to place sustained emphasis on training people that are better prepared for these and such other challenges. As managers in private, public and non-government organisations are increasingly getting to recognize the importance of I/O Psychology at work, and as society becomes more concerned with human wellbeing at work, then I/O Psychology becomes more relevant and in demand as a discipline.

However since its inception the course had not been reviewed. So the University’s recent policy to have all curricula reviewed has been an opportune moment to review the course.

3.0 PROGRAMME OBJECTIVESThe course objectives include:(i) To provide learning opportunities for students in I/O Psychology to:

Acquire a body of knowledge and skills associated with developing I/O Psychology human resources that will enable the students to translate theory into practice.

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Develop insights into the contextual and practical issues of I/O Psychology, especially as they relate to developing economies.

Gain a deeper understanding of the theory, assumptions and implications of I/O Psychology especially in the context of the new organisational realities.

(ii) To prepare students who wish to proceed for further their studies in areas such as I/O Psychology, Organisational Behaviour, MBA and other I/O Psychology related areas.

4.0 RESOURCES4.1 Financial ResourcesThis is a self financing programme generating its income from privately sponsored students. 4.2 Physical FacilitiesThe program utilizes space within the Institute of Psychology and with the larger groups teaching space from other units on the university is utilized. The Institute also has a well stocked library with a multitude of relevant scholarly resources for instruction and reference.4.3 PersonnelTeaching staff on the programme come largely from the Institute of Psychology as well as part-time facilitators from within and outside of Makerere University The program coordinator oversees the day to day running of the program under the supervision of the head of department.

5.0 GENERAL REGULATIONSThe program will be governed by the general University regulations. This includes registration, studies, examinations and degree classification.5.1 Admission RequirementsTo be admitted to the Bachelor of I/O Psychology program an applicant must satisfy the entrance requirements of the University. He or she may have a science or arts background. Specifically To be admitted to this course an applicant must have:

obtained a minimum of two principle passes at A-level, at the same sitting with a sciences or arts background; orpassed the appropriate Makerere University Mature Age Examinations; orearned at least a second class from an institution recognized by Makerere University.

6.0 CURRICULUM6.1 Duration of the programThe Bachelor of I/O Psychology extends for three academic years (i.e. six semesters). The programme is run on a semester system of two semesters per academic year. Each semester runs for seventeen weeks. The first fourteen weeks are for study and progressive assessments and the last three weeks are for sitting final examinations.6.2 Structure of the programmeStudents offering the Bachelor of I/O Psychology will be required to take six course per semester in each of the three academic years to earn the Bachelor of I/O Psychology Degree. And students are expected to have earned at least 108 credit units on completion of the programme to satisfy the requirements for the award of the degree. The table below indicated the papers offered, the paper codes and credit units.

PROGRAMME STRUCTURE IS SUMMARISED BELOW:LH = Lecture hours, PH = Practical hours, CH = Contact hours, CU = Credit units and TH + Tutorial hours.

MINIMUM CREDIT UNITS TO ATTAIN DEGREE: 36YEAR ONE: SEMESTER ONE

CODE MODULE NAME LH PH TH CH CUPSY 1102 Introduction to Psychology 3PSY 1104 Introduction to Experimental Design in Psychology 3IOP 1101 Introduction to Industrial & Organisational

Psychology3

IOP 1102 Introduction to Human Resources Dev & Mgt Psychology

3

IOP 1103 Accountability at Work 3IOP 1104 Industrial Relations Psychology 3

TOTAL CU 18

YEAR ONE: SEMESTER TWO

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CODE MODULE NAME LH PH TH CH CUPSY 1201 Social Psychology 3PSY 1202 Cognitive Psychology 3IOP 1201 Introduction to Information Technology & Systems

Mgt3

IOP 1202 Basic Records & Registry Management 3IOP 1203 Training & Development In Organizations 3IOP 1204 Public Administration 3

TOTAL CU 18

YEAR II SEMESTER ONE

CODE MODULE NAME LH PH TH CH CUPSY 2101 Basic Statistics 3PSY 2102 Developmental Psychology 3IOP 2101 Personnel Psychology 3IOP 2102 Personality and Work 3IOP 2103 Occupational Health and Safety 3

TOTAL CU 15ELECTIVES

IOP 2104 Community Psychology 3IOP 2105 Environmental Psychology 3IOP 2106 Gender, Work and Organisations 3

TOTAL CU 9

YEAR II SEMESTER TWO

CODE MODULE NAME LH PH TH CH CUPSY 2201 Research Methodology 3PSY 2202 Psychometrics 3IOP 2201 Conflict and Negotiation Management 3IOP 2202 Interpersonal and Communication Skills 3IOP 2203 Human Factors Psychology 3

TOTAL CU 15ELECTIVES:

IOP 2204 Cross-Cultural Psychology 3IOP 2205 Human Resources Management Perspectives 3IOP 2206 Political Psychology 3

TOTAL CU 9RECESS TERM

IOP 2207 Field Placement (Supervised Internship) 3TOTAL CU 3

YEAR 1II SEMESTER ONE

CODE MODULE NAME LH PH TH CH CUIOP 3101 Organisational Theory 3BUB 3101 Business Administration 3IOP 3102 Labour Economics 3IOP 3103 Administrative Law 3IOP 3104 Research Project I 3

TOTAL CU 15ELECTIVES

IOP 3105 Consumer Psychology 3IOP 3106 Management & Decision Making 3IOP 3107 International Relations 3

TOTAL CU 9

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YEAR II1 SEMESTER TWO

CODE MODULE NAME LH PH TH CH CUIOP 3201 Human Resources Planning 3IOP 3202 Organisational Behaviour 3IOP 3203 Occupational Counseling & Career Development 3IOP 3204 Labour Law 3IOP 3205 Research Project II 3

TOTAL CU 15ELECTIVES:

IOP 3206 Industrial Social Psychology 3IOP 3207 Innovation and Entrepreneurship 3IOP 3208 Development Studies 3

TOTAL CU 9

Coordination Load - CUs

COURSE DETAILSFIRST YEAR SEMESTER I COURSES

COURSE NAME: INTRODUCTION TO PSYCHOLOGYCourse Code: PSY 1103Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description: This is an introduction course to the discipline of psychology in general. It gives the historical development of the discipline and some of its important schools of thought that have had significant influence on the growth of the discipline. It explains the scientific bases of psychology as both an academic discipline and a professional career. The course gives a foundation on the application of psychology in the description, understanding and explaining, prediction, and control of human behaviour.

Course Objectives: By the end of the course students should be able to: Define Psychology and the key concepts used in the discipline Distinguish between nature and nurture concepts Categorize behaviour into its different forms Explain the different approaches to learning Discuss the different approaches to personality development

Course Outline/ContentThe course will specifically cover the following topics: Historical Development of Psychology, The Physiological basis of Behaviour, Sensation and Perception, Altered states of Consciousness, Learning, Memory, Intelligence, Motivation and Emotion, Developmental Psychology, Personality, Stress and Coping, Abnormal Behaviour, and Social Psychology.

Teaching /Delivery methodsLectures, Class presentations, and Independent study

Assessment methodsCoursework /assignment, Tests, Presentation skills /class discussions, Attendance CW =30% Exam = 70%Examination

Learning Resources1. Kalat, J.W. (2008). Introduction to Psychology (8th Eds). Thomason: Wadsworth Publishing.2. Nairne, J.S. (2009). Psychology (5th Eds.). Toronto: Thomson Nelson3. Nevid, J.S. (2009). Essentials of Psychology: concepts and application. Toronto; Thomson Belson4. Pastorino, E.E. & Doyle-Portillo, S.M. (2006). What is Psychology? Belmont, CA: Wadsworth / Thomson Learning.5. Plotnik, R. (2008). Introduction to Psychology. Thomason: Wadsworth Publishing

COURSE NAME: INTRODUCTION TO EXPERIMENTAL DESIGN IN PSYCHOLOGYPaper Code: PSY1104

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Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:This course is an introduction to the basic principles of research in psychology and other scientific disciplines. It explains the key principles of research, particularly experimental research, clearly and within the context of examples. It teaches students how to design and execute an experiment, analyze and interpret the results, and write a research report. Although the main focus is on experimentation, alternative approaches are discussed as important complements to controlled experiments.

Course Objectives: To introduce to the student the scientific/experimental method of doing research. To help the student appreciate the scientific/experimental method of doing research. To help the student appreciate how psychological and other scientific knowledge is generated. To enable the student to be able to attempt to establish cause and effect relationships through simple

scientific/experimental research.

Course Content:Introduction to Experimental Psychology, The Scientific Method, Alternatives to Experimentation, The Experimental Method and the Basics of Experimentation, Evaluating the Experiment, Measurement in Psychological Research, The Classification (Nomenclature) of Experimental Designs, Ethics in Scientific Research, Drawing Conclusions, and Writing the Research Report

Delivery Methods:Lectures, discussions, case studies, and simulations will be used.

Assessment:Assessment is through two written tests or a written test and a coursework and one final examination. CW =30% Exam = 70%

Learning Resources/References1. Doing Psychology Experiments - David Martin.2. Experimental Psychology - Myers & Hansen.3. Experimental Methodology – Larry B. Christensen4. Experimental Psychology: Methods of Research – McGuigan F.J.5. ----------------------

COURSE NAME: INTRODUCTION TO INDUSTRIAL/ORGANISATIONAL PSYCHOLOGYCourse Code: IOP 1101Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course description:The course is an introduction course to the issues of Industrial and Organisational management in the context of changing employee/employer relations. The course aims at enhancing the knowledge of the students in the total Industrial and Organisational function including an appreciation of developing new policies and practices for better management of people.

Course objectives: The course is intended to provide students of psychology basic knowledge and skills that will enable them;

1. Describe the origin of industrial/work psychology2. Describe the relevance of industrial psychologists3. Assess workplaces and employees and recommend the best fit.

Course content/outline:History of Industrial psychology; The relevance of an industrial psychologist in organizations; Physical psychological and social characteristics of the workplace; Individual differences and Employee Safety and Health; Drug use in the workplace; Aids and chronic diseases in the workplace; Employment of persons with disabilities; Individual differences and Stress in the workplace.

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Teaching and delivery methodsLectures, Seminars, Class presentations, Course works, Independent study

Assessment methods 1. Group assignments2. Class tests and Examination

References/Indicative readings1. Psychology and work today: An introduction to industrial and organizational psychology by D. P. Schultz and S. A.

Schultz.2. Psychology applied to work by P. M. Muchinsky3. Industrial and organizational psychology by J. B. Miner.4. --------------5. ---------------

COURSE NAME: INTRODUCTION TO HUMAN RESOURCE DEVELOPMENT AND MANAGEMENT Code: IOP 1102

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description: Although managers often receive extensive training in technical areas of their work, dealing with people is assumed to be a natural gift. Contemporary working environments, with their relentless pressures, often create situations where an understanding of psychology can enlighten and provide insight for resolution of problems.

Course Objectives To introduce psychological principles and perspectives that enable managers and employees better deal with HR issues at work.

ContentIntroduction to HRD; The role of personnel/ managerial psychology in HRM; Competence – based human resources systems; Career development; Training and development of HR specialists; HR policy; Ethics and HR; HR department’s role in organizational performance; Knowledge management and HRM&D; International HRM&D.

Teaching methodsLectures, Group work assignments, Seminar presentations and discussions

AssessmentEvaluation of group work assignments, written papers during the semester, and Assessment of end of course exam. . CW =30% Exam = 70%

Key References1. Cascio, W. F. (1998). Applied psychology in Human Resource Management (5th Ed.). Upper Saddle, NJ:

Prentice-Hall. 2. Ulrich, D., Losey, M. R. & Lake, G. (eds.) (1997). Tomorrow’s HR Management: 48 thought leaders call for

change. New York: John Wiley & Sons. 3. Armstrong, M. (2006). A Handbook of Human Resource Management Practice (10th Ed.). London: Kogan Page.4. Ulrich, D. (1996). Human resource champions: the next agenda for adding value and delivering results. Boston,

MA: Harvard Business School Press.5. -----------------------

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COURSE NAME: ACCOUNTABILITY AT WORK

Course Code: IOP 1103Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:There is a renewed global interest in combating all forms of unethical practices in the public and private sectors today. In Africa, there is a general concern that public life has increasingly become characterized by opportunism, self interest and gross disregard for the common good which are costing economies billion of dollars annually.

Course Objective:To introduce students to concepts and theories relating to the state of ethics and accountability in work places through thematic and case studies of the various form of counterproductive behaviours at work.

Course contents:Accountability: Forms and basic tenets, Ethical theories, Values of ethics, Honesty in organizations, Organizational commitment, Trust at the workplace, Counterproductive forms of work behaviours, Corruption, Moonlighting, Nepotism, Institutional mechanisms for dealing with non-accountability

Assessment: MethodsGroup assignments, Class tests and Examination . CW =30% Exam = 70%

References1. Rashed, , S. & Olowu, D. (Eds). Ethics and accountability in the African public Services. Nairobi: AAPAM.2. Murphy, K. (1993) Honesty in the workplace. Colorado State University. Brooks/Cole3. ------------------------4. -----------------------5. ------------------------

COURSE NAME: INDUSTRIAL RELATIONS PSYCHOLOGYCode: (IOP 1104)Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description: The course is designed to introduce students to: Industrial relations systems; Industrial conflicts and designing systems for resolving disputes in organizations; workplace negotiation skills; participation and representation.

Course Objectives: By the end of the course students should be able to:

1. Explain industrial relations systems2. Explain the process of trade union formation3. Discuss the importance of employee participation and representation in organization matters4. Differentiate and discuss the difference between industrial conflicts and disputes 5. Demonstrate the process of collective bargaining6. Explain the International Labour Organization (ILO) Conventions 7. Discuss the various processes of grievance handling through mediation, conciliation, consultation, fact finding

and arbitration8. Discuss the nature of pay and how it is determined9. Discuss the role of Federation of Uganda Employers in promoting harmonious industrial relations10. Discuss the changing patterns of work11. Explain what is meant by trade unions, their government and behavior

Course content/ OutlineIndustrial relations systems; Trade union formation procedures, requirements, objectives and obligations; Employee participation and representation in organization matters; Industrial conflicts and disputes; Collective bargaining; International Labour Organization (ILO); Grievance handling through mediation, conciliation, consultation and

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arbitration; Employee pay and how it is determined; Employers’ associations; Changing patterns of work, Trade unions, their government and behavior.

Teaching /Delivery methods:Interactive lecture method, Reading assignments, Class presentations, Independent study, and Class discussions.

Assessment Methods:Coursework, Tests, class presentation, Attendance, and Examination. CW =30% Exam = 70%

Learning Resources1. Thukaram, R. M E. (2004). Industrial Management, Himalaya Publishing, Mumbai.2. Salamon, M. (2000). Industrial Relations, theory and practice (4thEd.), prentice Hall, London.3. Wood, G. & Brewser, C. (2007). Industrial Relations in Africa, MacMillan, London.4. ---------------------------5. --------------------------

FIRST YEAR SEMESTER II COURSES

COURSE NAME: SOCIAL PSYCHOLOGY

Course Code: PSY 1201Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description: Social Psychology is a systematic study of interpersonal relations and social behaviour. It is a discipline that employs scientific methods to understand and explain how the thoughts, feelings, and behaviors of individuals are influenced by the actual, imagined, or implied presence of others. The focus of Social Psychology is on the individual rather than on the group or some other unit. While this is so, the goal of the discipline is to understand how most people act in a given situation. Social Psychology is not so much concerned about the unique personal characteristics of individuals that may cause them to act differently from each other but its core is on understanding general tendencies in the actions, feelings, and thoughts of individuals.

Course Objectives: By the end of the course students should be able to:1. Describe the behavioral patterns they observe in self and others2. Classify the behavioral patterns that they observe in self and others3. Identify the causal relationships that produce particular behaviors in people4. Predict the probability that any one individual will engage in a particular kind of behaviour5. Control the occurrence of specific patterns of behaviour in self and others6. Suggest ways of behavioral modification in self and others

Course Outline /Content: The course covers the following topics:Theories in Social Psychology; Self perception and self presentation; Social Cognition; Interpersonal relationships; Self disclosure; Communication and language; Attitudes; Persuasion; Aggression and Violence; Groups.

Teaching /Delivery methodsLectures, Class presentations, Independent study – Learning Resources missing

Assessment methodsCoursework /assignment, Tests, Presentation skills /class discussions, Attendance and Examination . CW =30% Exam = 70%

Learning ResourcesKey references

1. Alcock, J. E., Carment, D. W., & Sadava, S. W. (2005). A Textbook of Social Psychology (6th ed). Scarborough, Ontario: Prentice-Hall Canada.

2. Aronson, E., Wilson, T. D., & Akert, R. M. (2007). Social Psychology (6th ed.). 3. Englewood Cliffs, NJ: Prentice Hall. 4. Baron, R. A., Branscombe, N. R., & Byrne, D. (2009). Social Psychology (12th ed.).

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5. Boston, MA: Pearson/Allyn and Bacon. 6. Baron, R. A., Byrne, D., & Branscombe, N. R. (2007). Mastering Social Psychology. Boston, MA:

Pearson/Allyn and Bacon. Belmont, CA: Thomson/Wadsworth.

7. Crisp, R. J., & Turner, R. N. (2007). Essential Social Psychology. Thousand Oaks, CA: Sage Publications. 8. Franzoi, S. L. (2006). Social Psychology (4th ed.). New York: McGraw-Hill. 9. Myers, D. G. (2009). Exploring Social Psychology (5th ed.). New York: 10. McGraw-Hill. 11. Taylor, S. E., Peplau, A. L., & Sears, D. O. (2006). Social Psychology (12th ed.). 12. Englewood Cliffs, NJ: Prentice Hall.

COURSE NAME: COGNITIVE PSYCHOLOGYCourse Code: PSY 1202

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description: Cognitive Psychology is the study of the structures and processes of the human mind. This is composed of a systematic overview of the different forms of learning, roles of attention and retention in learning, the concept of memory, information processing, thinking and language, types of memory; improving memory, general knowledge and retrieval processes, problem solving, reasoning and judgment, theoretical approaches to motivation, components of motivation, theories of emotions, stress and coping.; perception, motivation and emotion.

Course Objectives: By the end of the course students should be able to:1. Describe the concepts and principles of Cognitive Psychology.2. Explain the theories of cognitive psychology.3. Describe the techniques of cognitive psychology.

Course Content:Meaning of Cognitive Psychology; Human Learning; Superstitious Behavior; Memory; Thinking and Language; Reasoning and Judgment; Motivation; Perception; and Emotions.

Teaching /Delivery methodsLectures, Class presentations, Independent study

Assessment methodsCoursework /assignment, Tests, Presentation skills /class discussions, Attendance and Examination . CW =30% Exam = 70%

Learning Resources

Key references1. Bourn L.F., Dominowski, R.L., Loftus E.F. & Healy A.F. (1986). Cognitive Processes (2nd Edition) Mc Graw-

Hill International.2. Morgan C.T., King, R.A., Weisz, J.R. & Schopler, J. (1986) Introduction to Psychology (7th Edition) Mc Graw-

Hill International Editions.3. Kalat, J.W. (1999) Introduction to Psychology (5th Edition).4. Atkinson R.L., Atkinson, R.C., Smith E.E., Bem, D.J. & Nolen-Hoeksema S. (1996). Introduction to

Psychology. 5. -----------------------------

COURSE NAME: INTRODUCTION TO INFORMATION TECHNOLOGY AND SYSTEM MANAGEMENTPaper Code: IOP 1201

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:Information Communications technologies are, increasingly, the single most important weapon in a Manager’s store. The course is designed to give the students an exposure into an understanding of the theoretical/ practical concepts,

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design and implementation of Information communications technologies. The students are expected to gain an understanding and be able to use a personal computer and common computer applications at a recognized level of competence. The following areas are covered: the basics of computing, introduction to networking and the internet, operating systems, storage devices, email, search engines and introduction to databases in access; manipulate text and graphics and documents; use MS Excel for budgeting and analyzing financial and statistical data; add charts and objects to worksheets; the world- wide web; MS PowerPoint; Introduce the underlying technologies involved in an Information System. Understand and relate immense possibilities offered by such systems in today’s challenges; the confidence to specify, use, and monitor such systems; introduction to communication technologies and e- learning etc.

Course Objectives:1. Identify the various parts of a computer system and what each does.2. Identify various Operating Systems.3. Identify major software applications packages and what they do.4. Know how to use common features of windows and the desktop. 5. Know how to organize files and folders using Windows Explorer.6. Be familiar with features common to Windows software.7. Have a working knowledge of Microsoft Office software.8. Use computers in the business workplace and other fields.9. Explain why Information Systems are so important today and how they are transforming organizations and

management10. Identify appropriate goals and objectives for organizations.11. Use various positioning frameworks to analyze an organization’s dependence on Information systems.12. Produce /devise an Information Systems plan/strategy for an organization.

Course Content:Basic Concepts, Using the computer and Managing files, Word Processing, Excel, Power point, Databases, Internet, Introduction to Information technology, Introduction Information system management, Introduction to web technologies, Introduction to database management, Introduction to Networking, and E- Learning- basics.Delivery Methods:The course will comprise of lectures, discussions, compulsory practical session and Assignments/ course works and tests.

Learning OutcomesAssessment Scheme:The assessment for this course is:

Unseen three hour examination, 70% of total mark. Coursework, 30% of total mark.

Core Texts/ Supplementary Reading:1. ECDL (4) – Electronic Computer Driving License2. ICDL –International Computer Driving License3. Whiteley, D. (2004). Introduction to Information Systems: Organisations, Applications, Technology and

Design. Basingstoke, UK.: Palgrave Macmillan Publishers Ltd.4. Principles of Information Technology.5. Peter Bishop, (2005).Comprehensive Computer Studies Second Edition, Hodder & Stoughton.6. Robert C. Nickerson,(2006). Computers Concepts and Applications, Second Edition, HarperCollins.7. Laudon, K.C. & Laudon, J.P. (2007). Management Information Systems: Managing the Digital Firm, 10th

Edition. Upper Saddle River, New Jersey: Prentice-Hall International, Inc. 8. Campbell D.J., (1997). Organisations and the Business Environment, 1997,Butterworth-Heinemann

COURSE NAME: BASIC RECORDS & REGISTRY MANAGEMENTCourse Code: IOP 1202Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.Course Description:This course aims at introducing students to the dynamics of records management in organizational settings in general with special reference to the human resources function. The course seeks to equip the student with critical skills relevant to the management of records in the world of work.

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Course Objectives:On completion of the course, students should be able to:

1. Discuss records management policy2. Explain records management justification3. Illustrate principles of records management4. Outline records retention and disposition schedules and scheduling5. Describe reformatting6. Analyze electronic records7. Appraise records center8. Discuss records disposal and destruction9. Application of ICTs in Records and Archive Management10. Describe ital records11. Explain forms, directives and reports management12. Discuss confidentiality and access; subpoenas and other courts orders13. Discuss disaster preparedness, response and recovery

Course Outline:Defining key concepts, Records management policies, Justification of Records Management, Principles of records management, Records retention and disposition schedules and scheduling.

Delivery Methods:Lectures, discussions, case studies, and simulations will be used.

Assessment:Assessment is through two written tests or a written test and a coursework and one final examination.CW =30% Exam = 70%

Learning Resources:1. Ford, J.W. (1999). Archival Principles and practice: a guide for archives management New York: Farland &

Co.2. Cook, M, (`1999). The Management of information from archives. Aldershot Gower.3. Cox, Richard J. (2000). Closing an era: historical perspectives on modern archives and records management,

Greenwood Press.4. Cox, Richard J. (2000). Managing records as evidence and information, Quorum Books: 5. Maher, W. (1992). The Management of College and University Archives. London: Scarecrow Press.6. Penn, I.A. (1994). Records management Handbook. (2 Ed). Aldershot: Gower7. Schwartz, Candy, and Fernon, Peter (1993). Records management and the library: issues and practices. Ablex

Publishing.

COURSE NAME: TRAINING AND DEVELOPMENT IN ORGANISATIONSCourse code: IOP 1203

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course descriptionThis is an introduction course intended to equip undergraduate psychology students with basic skills required in managing training and development programs at the workplace. Introduction to training and development includes; training and education; training design; behavioral models to guide training and development efforts; principles of learning; establishing training needs; methods and approaches in employee training and management development; measuring training and development outcomes; special training issues including issues such as changing careers, unemployment, equal opportunities and training Organisational leaders for a complex world.Course objectives: By the end of this course, students of organizational psychology should be able to;

1. Give general overview on training and development and education2. Describe Principles of learning

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3. Assess training needs4. Develop training and development objectives5. Describe and Apply Methods in employee training and development6. Describe delivery and presentation approaches 7. Design training materials8. Evaluate training and development programs9. Describe Special training issues such as changing careers and Unemployment.

Course ContentGeneral overview on training and development, Principles of learning, Assessing training needs, Training and development objectives, Methods in employee training and development, Delivery and presentation approaches, Designing training materials, Evaluating training and development programs, Special training issues such as changing careers and Unemployment.

Teaching and delivery methods1. Lectures, Seminars, Class presentations, Internship, Course works, and Independent study

Learning OutcomesAbility to assess workplaces and individuals for compatibility

Assessment CW =30% Exam = 70%

References 1. Developing and training Human Resources in organizations by Gary P. Latham2. Training and development by A. K. Sah3. Effective Training: Systems, Strategies and practice by P. N. Blanchard and J. W. Thacker

COURSE NAME: PUBLIC ADMINISTRATIONPaper Code: IOP: 1204

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:This course is an introduction to the study of public administration both as a discipline as well as a profession. The course aims to give the students (learners) the basic theoretical tools of analysis as used in public administration as well as expose them to the way public administration is practiced.

Course Objectives:1. To introduce to the student the nature and scope of public administration. 2. To help student understand the importance of managing publics.3. To help student appreciate the concept of administrative behavior.4. To introduce the student to the general concept of administrative structure.

Course Content:Nature and scope of public administration, Approaches and relations with other subjects, Importance and challenges in society, Administrative behavior, Principles of organization, Structure of organization, Personnel administration, Public Finance and Management, Administrative law, regulation and reforms, Administration and People.

Teaching/delivery Method:The course will be taught using lecture, tutorial, case study, and guest lecture methods.

Assessment: Learning Outcomes?

This is done through course work (take home), two written test and final examination. Course work and test account for 30% while final examination account for 70% making a final total of 100%.

Learning Resources/References1. Basu Rumki (1994). Public administration concept and theories

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2. Bellavita Christopher (1990.) How public organizations work: Learning from experience.3. Bozeman Barry (1993). Public management: The state of the art.4. African association for public administration and management (1984). African public services and challenges

and profile for the futre.5. Hughes Owen E. (1994). Public management and administration: An introduction.6. Lawton Alan (1998). Ethical management for the public services.7. Stillman II, Richard J. (1996). Public administration: concept and cases.8. Subramaniam V. (ed) (1990). Public administration in the third world: An international Handbook.

YEAR II SEMESTER ICOURSE NAME: BASIC STATISTICS

Course Code: PSY 2101

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course objectives:1. To enable student learn how to organize and present raw or wild data in a meaningful way (descriptive

statistics).2. To provide skills in establishing cause and effect relationships among variables (inferential statistics).

Course content:The contents include elementary statistical concepts and applications in Psychology such as: introduction to statistical concepts (e.g. definitions, types of data, parameters and statistics, scales of measurement, populations, samples, subjects, notation, etc); organization and presentation of data using diagrams (e.g. pictograms, pie charts, bar charts, etc) and graphs (e.g. histograms, frequency polygon, o-give, etc); measures of central tendency (e.g. mean, median, mode); variability (range, quartiles, mean deviation, variance, standard deviation); measures of relative position and relationship (correlations); hypothesis testing; and inferential statistical tests such as chi-square, t-test, and one way analysis of variance.

Learning Outcomes

Teaching /Delivery methodsLectures, Class presentations, Independent study

Assessment methodsCoursework /assignment, and Examination CW =30% Exam = 70%

References1. Amin, M. E. (2004). Foundations of statistical inference for social science research . Makerere University

Printery: Makerere University Kampala. 2. Howell, D (1997). Statistical methods for psychology, 4 ED. Belmont, CA: Duxbury. 3. --------------4. ---------------5. ---------------

COURSE NAME: DEVELOPMENTAL PSYCHOLOGY

Code: PSY 2102

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:As philosophers, scientists, and writers, both ancient and modern have recognised everything is constantly changing-nothing remains the same. Developmental psychology is the study of changes in people’s lives from conception to death. We are conceived, nurtured in a womb, born and cared for in infancy. We grow through childhood, experience adolescence and finally adulthood. Developmental psychology tries to unravel the complex interaction of factors that

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constitutes development across the life span. The course addresses all human domains of growth including physical, cognitive, personality, social and moral development.

Course Objectives: 1. To provide students with knowledge about human development.2. To give appropriate expectations for children and adolescents as well as help students recognize departures from normal development.

Course Content: What is development; Theories of Development; Prenatal Development and Birth Cognitive Development including , Infant perception, Infant cognition, Behavioural learning in infancy, Language acquisition; The Development of attachment; theories of attachment, Behaviourist theory, Psychoanalyst theory, Bowlby’s ethological theory, Measuring the security of attachment (Ainsworth’s strange situation),Factors that affect the development of attachment and the father’s special role; Adolescence – The Physical transition to adulthood, Reactions to adolescence, Emotion and social behaviour, Adolescence sexuality.

Teaching /Delivery methodsLectures, Class presentations, Independent study

Learning Outcomes

Assessment methodsCoursework /assignment, Tests, Presentation skills /class discussions, and Examination

References1. Berk, L.E. (1997). Child Development (4 ED). Boston: Allyn & Bacon2. Irwin, D.B. & Simons, J.A. (1994). Lifespan Development Psychology. Madison Brown & Benchmark3. ----------------4. ----------------5. ---------------

COURSE: PERSONNEL PSYCHOLOGY

Code: IOP 2101

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:Human organizations are all around- businesses, hospitals, political parties, military organizations, churches, social clubs and so on. Each organization has its own set objectives and in order to function effectively each must subdivide its overall task into various jobs. Jobs differ in their requirements; likewise people differ in aptitudes, abilities, and interests and along many other dimensions. Faced with such variability in people and jobs, programs for the effective use of human resources are essential.

This course is an introduction to personnel psychology. The word personnel means people. So personnel psychology is concerned with all aspects of applied individual differences at work. Personnel psychology is one of the oldest and most traditional activities of I/O psychologists. In fact, for many years personnel psychology and I/O psychology were synonymous. It was only after other topics caught the interest of I/O psychologists that personnel psychology became just a sub-specialty of the total profession.

Course aims: 1. To understand the applications of individual differences, behavior and job performance in the workplace. 2. It considers the human skills and talents needed for certain jobs and assessment for potential employees, evaluation of job performance, and training for improved performance.

Course content:

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This course is mainly about the following human resource development areas: job analysis and job evaluation; compensation and wage administration, personnel recruitment; psychological testing; screening and selection; training and development; performance appraisal and ethics in human resource management.

Teaching /Delivery methodsLectures, Class presentations, Independent studyLearning Outcomes

Assessment methodsCoursework /assignment, and Examination CW =30% Exam = 70%

References 1. Cascio, W. F. (1998).  Applied psychology in human resource management (4th Ed.).  Englewood Cliffs, NJ:

Prentice-Hall. 2. Cooper, D., & Robertson, I. T. (1995).  The psychology of personnel selection – A quality approach. London :

Routledge. 3. Kaplan R. M. & Saccuzzo D. P. (1993).  Psychological testing: Principles, applications and issues, (3rd ed.). 

Pacific Grove , CA : Brooks/Cole. 4. Kline P. (1986).  A handbook of test construction: Introduction to psychometric design.  New York : Methuen

& Co. 

COURSE NAME: PERSONALITY AND WORKCode: IOP 2102

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:Personality and work examines the increasingly controversial role of individual differences in predicting and determining behaviour and work performance. It asks whether psychological tests measuring personality traits can predict behaviour at work, such as job satisfaction, productivity as well as absenteeism and turnover. Just as occupational/organizational behavioural theorists and management scientist have neglected to examine individual differences in any systematic way, so personality theorists have failed to take occupational behaviour seriously as a correlate of individual differences.

Course objectives:1. To provide the students with an understanding of human personality and traits.2. To provide the students with an appreciation of how personality is related to job performance and success.3. To introduce the students to the psychology of personality assessment.

Course contents:Approaches to personality at work, the structure of personality attributes, Situation and motivational influences on trait relations, Dispositional influences on affective experiences at work, Personality and counter productive work place behaviour, Individual differences an social networks, the relationship between personality and individual job performance; the psychology of personality assessment.

Delivery Methods:Lectures, discussions, case studies, and simulations will be used.

Learning issues

Assessment:Assessment is through two written tests or a written test and a coursework and one final examination.

Learning Resources/References1. Barrack, M.R., & Mount, M.C. (1991). The Big Five Personality Dimensions and Job Performance: A Meta –

analysis. Personnel Psychology,2. Hogan, R. (2007). Personality and the Fate of Organisations. Lawrence Erlbaum: London3. Scheider, B. & Smith, D.B. (2004). Personality in Organisations. . Lawrence Erlbaum: London

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COURSE NAME : OCCUPATIONAL HEALTH AND SAFETYCODE: IOP 2103Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course objectivesBy the end of this course students should

1. Explain the concepts used in Occupational health and safety.2. Have knowledge of key aspects, approaches and theories of occupational health and safety.3. Acquire skills of enhancing occupational health and safety in organizational settings.

Course descriptionThe situation of occupational health and safety is not good worldwide. Many workers continue to contract occupational disease, involve in accidents and get exposed to infections. All these affect occupational health and safety. This course is deigned for undergraduate level training and is a compulsory course addressing the current concerns of occupational health and safety. The course provides knowledge equips the learners with knowledge and a wide range of skills of enhancing occupational health and safety in global and Ugandan context.

Course ContentIntroduction to occupational health and safety, The legal and policy context of occupational health and safety in Uganda, Occupational Hazards, Psychological Hazards, Workplace violence, Working conditions, Stress, Fatigue, Hazard and risk assessment, Reporting Health and safety incident, Protection of workers against hazards, and Occupational health and safety campaigns

Teaching/delivery method:In teaching the course, the following methods will be usedLectures, workshops, Independent study, and assignments and class presentations, group work and industrial visits

Learning outcomes:The students will master the Knowledge and understanding of concepts and theories as used in occupational health and safety. The students’ should be able to explain the concepts, detail out the history of organisational behaviour, explain the individual, group and organisational level factors that influence organisational behaviour. Professional skills of hazard assessment and incident reporting and report writing will be acquired. Advocacy skills will also be imparted. This will assist in campaigning against hazards and making the workplace a safer place. Protection skills as well as assessment skills will be acquired. Regarding transferable skills: The students will acquire workplace assessment and worker protection skills as well as safety skills.

Assessment methods:The course will be assessed using coursework/assignments. Students will be encouraged to conduct industrial visits, assess hazards and write reports which will be examined as coursework. More still, students will be a given a take home assignments which they consult available literature and write an essay and hand in for marking Tests will also be used to assess students learning. The Course work will take 30% and the exam will take 70%.

Learning resources:The students will have access to text books, off line and online journals, Internet and departmental manuscripts to aid their learning. Policy documents, reports and professional magazines will be used.

Indicative reading:The following references are key:

1. Baron R & Greenberg J (1990). Behaviour in Organisations: Understanding and managing the human side of work, 3/e. Boston: Allyn and Bacon

2. Furnham A (2006). The psychology of behaviour at work: The individual in the organisation, 2/e. New York: The psychology Press Routledgge

3. Baguma, P. (2001). Stress and coping among Ugandan nurses. Journal of Psychology in Africa, South of the Sahara, the Caribbean, and Afro-Latin America. Volume 11 #1 2001. pp. 16-37.

4. Occupational Health & Safety Magazine Online. The Finnish Institute of Occupational Health and Safety5. OSHA (Occupational Safety and Health Administration). www.osha.gov/

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6. The Republic of Uganda (2006). The Employment Act

COURSE NAME: ENVIRONMENTAL PSYCHOLOGYCode: IOP 2105

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description: The field of environmental psychology is vital, diverse, and fascinating. Environmental psychology is the study of transactions between individuals and their physical settings. In these interactions, individuals change the environment and their behaviour and experiences are changed by the environment. The discipline includes research and practice aimed at making building more humane and improving our relationship with the natural environment.

Course objectives: To provide the students with the theories and models of Environmental Psychology to enable them appreciate and explain the interrelationship between the environment (social, built, natural) and human behaviour as well as apply this knowledge to attempt to solve environment – behaviour problem.

Course content:Contents of the course include an introduction to environmental psychology; human nature, the environment, and the future; theories of environmental psychology including historical theories and contemporary theories; environmental perception and spatial cognition; appraising and assessing places; personality and environment; personal space; territoriality; crowding and privacy; surviving and thriving at home and in the city; learning and the physical environment; working and traveling; designing more fitting environments; environmental attitudes; managing common property resources.

Delivery Methods:Lectures, discussions, case studies, and simulations will be used.

Learning outcomesAssessment:Assessment is through two written tests or a written test and a coursework and one final examination.

Learning Resources

1. References2. Gardner, G.T. & Stern, P.C. (1996). Environmental Problems and Human Behaviour.3. Simon & Schuster: London4. Gifford, R. (1997). Environmental Psychology- Principles & Practices. Allyn and Bacon, Inc: Massachusetts5. ---------------6. --------------7. --------------

COURSE NAME: GENDER, WORK AND ORGANISATIONS Code: IOP 2106

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description: The course covers the broadest areas of academic and applied psychology viewed through the lens of gender. It presents the development of psychology as a science with inherent

scientific gender biases. It analyses the major psychological principles and theories by gender in the areas of human development, physiological processes, social relationships,

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applied psychology in the workplace, mental health and illness issues. It examines themultiple effects of biology, psychology, culture and social climate on gender. It explores thepower of gender roles, gender socialization and gender stereotyping, and shows howattitudes and expectations shape gendered behavior. It explores the issues of concern towomen and men, and presents how psychology can help transcend the limitations imposedby traditional gender stereotyping and roles.

Objectives of the course: By the end of the course students should be able to:

1. Distinguish between sex and gender2. Explain the various common concepts used in gender studies3. Discuss the various theoretical approaches to gender4. Explain how gendered behaviour is shaped

Course Outline Defining Gender and its related concepts, Analyze gender stereotyped discourse and its

effect on employee performance, Theories of gender, Construction of gendered identities, Representation of gender, Gender and work, Gender development and stereotypes, Health and gender, Power dynamics across gender, and Relationships and sexuality

Teaching /Delivery methodsLectures, Class presentations, and Independent study

Assessment methodsCoursework /assignment, Tests, Presentation skills /class discussions, Attendance and Examination CW =30% Exam = 70%

Learning Resources1. Brannon, L. (2008). Gender: Psychological Perspectives (5th ed.). Needham Heights, MA: Allyn and

Bacon. 2. Canary, D. J., & Emmers-Sommer, T. M. (with Faulkner, S.). (1997). Sex and Gender Differences in

Personal Relationships. New York: Guilford Publications. 3. Caplan, P. J., & Caplan, J. B. (1999). Thinking Critically About Research on Sex and Gender (2nd ed.).

Needham Heights, MA: Allyn and Bacon. 4. Crawford, M. (2006). Transformations: Women, Gender, and Psychology. Boston: McGraw-Hill. 5. Eagly, A. H, Beall, A. E., & Sternberg, R. J. (Eds.). (2004). The Psychology of Gender (2nd ed.). New York:

Guilford Publications. 6. Helgeson, V. S. (2005). Psychology of Gender (2nd ed.). Englewood Cliffs, NJ: Prentice Hall. 7. Lippa, R. A. (2005). Gender, Nature, and Nurture (2nd ed.). Mahwah, NJ: Lawrence Erlbaum Associates. 8. Lips, H. M. (2008). Sex & Gender: An Introduction (6th ed.). Boston: McGraw-Hill. 9. Lippa, R. A. (2005). Gender, Nature, and Nurture (2nd ed.). Mahwah, NJ: Lawrence Erlbaum Associates.

YEAR II SEMESTER II COURSE NAME: RESEARCH METHODOLOGYCode: PSY 2201Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Objective:The course provides training in a range of quantitative methods of research.

Course content:The contents include basic concepts in research; sampling design; questionnaire design and introduce the concepts of validity and reliability; interviewing in social research including new and emerging opportunities in computing for social and behavioral research such as computer-assisted interviewing, computer based literature searches; electronic mail for sharing research, and proposal writing. Overview of qualitative research; qualitative data collection methods; qualitative inquiry; historical research; observation; ethno methodology; document study; simulations and games.

Teaching /Delivery methods

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Lectures, Class presentations, Independent study

Learning outcomes

Assessment methodsCoursework /assignment, Tests, Presentation skills /class discussions, and Examination CW =30% Exam = 70%

References: 1. Bailey, K. D. (1994). Methods of social research. New York: The Free Press2. Katebire, D. A. (2007). Social research methodology: An introduction. Makerere University Printery:

Makerere University Kampala. 3. ------------------4. -----------------5. -----------------

COURSE NAME: PSYCHOMETRICS

Code: PSY 2202 Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description: Research and practice have shown a marked increase in the use of occupational testing in the world of work. With this has come increasing concern for equal opportunities, good practice and invasion of privacy issues associated with occupational testing.

Course Objectives Introduce students to psychometric testing in the workplace and equip them with an understanding of the strengths; limitations and applications of testing in employee selection, career development and counseling.

ContentTesting and assessment: an introduction, Principles of measurement and basic statistics for testing, Test construction and analysis, Testing processes, skills and competence, Selecting, evaluating and using standardized tests, and legal implications of testing in the workplace.

Teaching methods Lectures, Group work assignments, Seminar presentations and discussions, and Writing papers.

Assessment Evaluation of group work assignments, written papers during the semester. Assessment of end of course exam

Key References1. Kaplan, R. M. & Saccuzzo, D., P. (1993). Psychological Testing (3rd Ed.) Pacific Grove, CA: Brooks/Cole.2. Kline, P. (1986). A Handbook of Test Construction. Introduction to Psychometric Design. London: Methken

& Co.3. Sax, G. (1980). Principles of educational and psychological measurement and evaluation (2nd Ed.). Belmont,

CA: Wadsworth.4. Cohen, R.J. & Swerdlik, M. E. (2004). Psychological Testing and Assessment: An introduction to Tests and

measurement. New York: McGraw Hill5. -----------

COURSE NAME: CONFLICT AND NEGOTIATION MANAGEMENTCode: IOP 2201

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:

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The course focuses on equipping students with conflict and negotiation skills. It introduces students to the concept of conflict; theoretical approaches to conflicts; Types and forms of conflict; The structures of conflicts; Formation and Development of Conflict at the workplace; Management and Resolution of conflicts; and the Effects of Conflicts; The course also presents the Fundamental elements involved in a negotiation; Theoretical approaches to Negotiations; Essential steps for negotiation process; Negotiation Tactics; Skills for an effective negotiator; How to conduct win- win Negotiations; Conflicts during Negotiation processes; Team Negotiations; Cross cultural Negotiations ; Gender differences in Negotiations; and Electronic support in Negotiations.

Objectives of the course:By the end of the course, students should be able to:

1. Distinguish between conflict management and conflict resolution2. Discuss the various theoretical approaches to negotiation3. Outline the skills of an effective negotiator4. Explain differences between the various kinds of third party interventions in conflict resolution5. Outline the key requirements for effective team negotiations

Course Content: Theoretical approaches to conflicts, Development and process of conflicts at workplace, Management of Conflict, Effects of Conflicts, Conflict resolution, Third party Interventions in Conflict resolution, Theories of Negotiations, Negotiation Tactics, Negotiation outcomes, Skills for an effective negotiator, Conflicts during Negotiation processes, Team Negotiations, Cross cultural Negotiations, Gender differences in Negotiations, and Electronic support in Negotiations

Teaching /Delivery methodsLectures, Class presentations and Independent study.

Learning OutcomesAssessment methodsCoursework /assignment, Tests, Presentation skills /class discussions, Attendance and Examination CW =30% Exam = 70%

Learning Resources1. Breslin, J. W & J. Z. Rubin (1991), Negotiation theory and practice. Cambridge, MA: Program on

Negotiation.2. Pruitt, D. G. & Carnevale, P. J.(1993). Negotiation in social conflict. Buckingham: Open University.3. Taylor, A & J.B. Miller (1994), Conflict and gender. Creskill, NJ: Hampton.4. Breslin, J.W. & Rubin, J.Z. (1991), Negotiation theory and practice. Cambridge, MA: 5. Program on Negotiation.6. Neale, M. A., & Bazerman, M. H.(1991). Cognition and rationality in negotiation. 7. NewYork: Free Press.8. Pruitt, D. G. & Carnevale, P. J.(1993). Negotiation in social conflict. Buckingham: Open University.9. Taylor, A. & Miller, J.B. (1994), Conflict and gender. Creskill, NJ: Hampton

PAPER NAME: INTERPERSONAL AND COMMUNICATION SKILLSPaper Code: IOP 2202

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:This course presents the principles of effective interpersonal communication and relations in order to provide the students with a firm foundation in understanding how interpersonal communication works. With this foundation the students will be better able to develop and master the very practical skills of interpersonal communication. To be able to achieve this goal, a variety of skills are presented that include for example self awareness, people perception, verbal and nonverbal messages, engaging in conversations with greater satisfaction, communicating with power, and enhancing intercultural competence.

Course Objectives:

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To introduce to the students theories and principles of interpersonal communication and relations. To help the students appreciate and develop effective interpersonal and communication skills in a range of

situations.

Course Outline:Introduction to communication, Perception and communication, Listening in communication, Verbal communication, Non verbal communication, Conversation management, Interpersonal communication and relationships, Interpersonal communication and culture, Interviewing, Persuasive speaking, Interpersonal communication and power.

Course Delivery: Course delivery is through student presentations, case studies and discussions.

Assessment:Assessment is through at least two written tests or a written test and a coursework and one final examination.

Learning Resources/References:1. Messages: Building Interpersonal and Communication Skills (4Ed) - Joseph A. Devito (1999).2. Improving Communication- Suzanne Osborn & Michael T. Motley (1999).3. Mastering Communication- Gouran, Wiethoff, & Doelger.4. Speech Communication (6Ed)- William D. Brooks & Robert W. Heath (1989).

COURSE NAME: HUMAN FACTORS PSYCHOLOGYPaper Code: IOP 2203

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:The course introduces students to human factors and ergonomics principles, concepts and practices in the design, development, implementation and utilization of complex work machines, human-machine systems and environments, including optimization of human well being and overall system performance.Course objectives:By the end of the course the students should be able to:Describe the principles and concepts of ergonomics/human factors.Explain the inter-relationship between people, their occupation, equipment and work/home environments.Appreciate the importance of human factors in work and information technology design and development.Explain the legal and social aspects in ergonomics with particular emphasis on human errors and accidents in industry.

Course content:Introduction to human factors and ergonomics; The design and use of work technology; Anatomical, physiological and psychological knowledge linkage to anthropometry in human activities; Accidents, human errors and system design; cause, consequences and prevention of human errors and accidents; Risk management, control and assessment at various stages of product life cycle in home and work environments; The legal and social aspects of ergonomics in small, medium and large scale industries and user environments; Human factors in information technology.

Delivery methods:Teaching will be by lectures, discussions and case statement.

Learning OutcomesAssessment:Student learning will be assessed using:Written tests and/or course work (30%)Written examination (70%).

Learning resourcesReferences

1. Human factors in product design; the current practices and future trends by William S. Green and Patrick V. Jordan

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2. Psychology and Industry Today: An introduction to Industrial and Organizational Psychology By Duane P. Schultz and Sydney Ellen Schultz

3. Job Redesign and New Technology, Work Psychology, Understanding Human Behaviour in the Workplace (3rd

Ed) By Arnold Cooper & I.T. Robertson.4. Introduction to Industrial/Organizational Psychology (4th Ed) By Raggio R.E. (2003).5. Shultz and Shultz (1994). Engineering Psychology in Shultz and Shultz, Psychology Today (6Ed).

MacMillan – New York.6. Shackle, B. (1996). Ergonomics: Scope, Contribution and Future Possibilities. The Psychologist, 9(7), 304-

308.7. Clegg, C. (1994). Psychology and Information Technology: The Study of Cognitions in Originations. British

Journal of Psychology, 85.COURSE NAME: CROSS CULTURAL PSYCHOLOGYCourse code: IOP 2204Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:This will be a web based course offered by University of Minnesota Duluth, USA; Vaxjo University Sweden and Makerere University Uganda. In this course entitled “Cross Cultural Psychology”, we will address the links between culture and behavior by creating an international virtual classroom with regular classwork, discussions and personal connections that will be accessible to a wide range of students. Such an international online course will have several advantages: It will enable the students to learn from each other as well as the instructor as they complete the studies and the course content, thus getting an in-depth, serious, thoughtful exposure to another culture. The students will learn about and will actually have a chance to conduct cross-cultural research. At a theoretical level, this course will enable the collaborating psychologists to start exploring universal versus culture-specific patterns in psychology. Finally, as this collaboration continues, we plan to move beyond classroom interactions and create a systematic research program exploring certain topics.

Course objectives:By the completion of this course, students will be able to:1. Understand the implications of culture for psychological principles.2. Understand the qualitative and quantitative methodology of cross-cultural psychology.3. Investigate basic psychological principles using a cultural prism.4. Describe how formation of self and the group interactions are shaped by culture.5. Understand how cross-cultural understanding can be applied in the workplace, therapy and health settings.6. Learn how to work in culturally heterogeneous groups and with individuals from backgrounds that are different from one’s own.

Course outline:Module 1: Introduction Globalization and Diversity; Culture and Identity (Definitions of culture, Cultural values, Acculturation, Function of culture, Ethnocentrism, false uniqueness effect), and Methodology (Quantitative and Qualitative)

Module 2: Psychological processesSelf and others, Gender and Family (Partner selection, Beauty, Relationships, Child development with child rearing practices); Group Dynamics (Inter group conflict); Cognition and Communication (Perception, Thinking, Intelligence, Brain and Culture, Decision making, Nonverbal communication, Languages); and Culture, Personality and Emotion (Attitudes, Emotions, Beliefs, Personality)

Module 3: Applications Health and Culture (Happiness, Quality of Life, Views on mental health, Stress and coping, Sports and Culture); Cultural diversity at the work place; Leadership; and Human Resource Management (Selection, Motivation, Job evaluation)

4. Teaching/delivery methodIn teaching the course, the following methods will be used Online files, videos and movies, independent study, group assignments, online discussions, and assignments and coursework.

5. Learning outcomes

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Knowledge and understanding of concepts used in cross cultural psychology:The students’ should be able to explain the concepts, and theories in cross cultural psychology. Learners will be to explain differences in health, organizational behavior, mental health and managerial behavior from a cross cultural perspective.

Professional skills will be imparted including the ability to conduct cross cultural assessments, They will be able to design interventions, to deal with psychosocial problems brought about by cultural contacts e.g., problems of immigrants, acculturation and humanitarian endeavors

Regarding transferable skills: The students will attain psychological assessment skills in a cross cultural context

6. Assessment methodsThe course will be assessed using coursework/assignments. For example students will be a given a take home assignments be then individual or group assignments. Reading materials will be used and posted on the net. Participation will also be used to assess learning. Online projects, group projects and papers will also be used. Assessments will be done by instructors. Module exams will be dome. The Course work will take 30% and the exam will take 70%

7. Learning resourcesThe students will have access to text books, off line and online journals, Internet and departmental manuscripts to aid their learning; , web postings online videos, papers, files, movies, on line reading materials, internet based materials will be used

8. Technology

This course will be delivered completely online, using the WebCT platform. The course site will be housed at the University of Minnesota Duluth, and the international faculty and students will have guest access. Videoclips, pictures, audioclips will be shared and threaded discussions, chatrooms will be used to establish a dialogue across the three universities’ students. Input from instructors will include power point slides with audio and web-based discussions. The reading materials will include articles available online through the library resources.

9. Indicative reading

1. Bond, Smith & Kagitcibasi (2006). Understanding Social Psychology Across Cultures2. Hoecklin, L. (1995). Managing Cultural Differences: Strategies for Competitive Advantage 3. Hofstede, G. & Pedersen, P. (2002). Exploring Culture: Exercises, Stories, and Synthetic Cultures 4. Hofstede, G. (2004). Cultures and Organizations: Software of the Mind 5. Matsumoto & Juang (2006) Culture and Psychology6. Readings from the cross-cultural psychology website:7. http://www.ac.wwu.edu/~culture/contents_brief.htm 8. http://www.socialpsychology.org/cultural.htm#crosscultural

COURSE NAME: HUMAN RESOURCES MANAGEMENT PERSPECTIVESCode: IOP 2205Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description: Whereas some practitioners maintain that HR practices add value only for employers (i.e. by making the company a better place to work), this course is premised on an line of thought that suggests that HR practices create value for all stake holders (shareholders, customer, employees), in that all benefit from effective human resources.

Objectives of the course:To present central perspectives concerning the integration of HR more closely with the core business of organizations.

Course Content:Models and theories of HRM, HR systems and sustained competitive advantage, I/O psychology type HR practices as organizational innovations, HR research and information systems, Strategic HRM, Government reform and HRM, Gender and HRM, HR and globalization.

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Teaching methods:Lectures, Group work assignments, Seminar presentations and discussions, and Writing papers.

Learning Outcomes?Assessment

Evaluation of group work assignments, written papers during the semester. Assessment of end of course exam CW =30% Exam = 70%

Learning resources

References1. Ulrich, D., Losey, M. R. & Lake, G. (eds.) (1997). Tomorrow’s HR Management: 48 thought leaders call for

change. New York: John Wiley & Sons. 2. Ulrich, D. (1996). Human resource champions: the next agenda for adding value and delivering results.

Boston, MA: Harvard Business School Press.3. Hall, L. & Torrington, D. (1998). The human resource function: the dynamics of change and development.

London: Financial Times Professional Limited. 4. --------------5. ---------------

COURSE NAME: POLITICAL PSYCHOLOGYCode: IOP 2206 Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:How do average citizens think about politics and role that emotions play in political decision making? These and a host of other political questions ranging from how people interpret political questions and make political decisions to the role emotions, identities and analogies playing forming opinions and evaluating political options will form the central focus of this course.

Course objective(s)To expose students to a number of connecting points between psychology and politics. Course Content Foundations of political psychology; Political beliefs, affect and behaviour; Identity and conflict; Group dynamics and conflict resolution; Psychology of peace building and reconciliation; Political violence and terrorism; War theory; and World views.

Teaching methods Lectures, Group work assignments, Seminar presentations and discussions, Writing papers. Assessment

Evaluation of exercises, assignments and written papers during the semester. Assessment of end of course exam

Learning outcomes

Key References1. Kuklinski, J.H. (2002). Thinking about political psychology. Cambridge: Cambridge University Press.2. Jost, J.T. & Sidanius, J. (2004). Political Psychology. New York: Psychology Press.3. Hook, D. (2004).Critical Psychology. Cape Town: UCT Press4. ----------------------5. ----------------------

COURSE: FIELD PLACEMENT (SUPERVISED INTERNSHIP) Code: IOP 2207Duration of the Course: The student will undertake a one month (four weeks) placement.

Course description:

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The student will be required to undertake a one month Field Placement (Supervised Internship) in an organization sanctioned by the department in a position that will give them the opportunity to have professional exposure to utilize the skills they would have learned by then on the programme. The student will be provided a work place mentor as well as an academic supervisor who will make on site visits and interviews.

Course objectives:1. To provide the student with an opportunity to interact in the real world of work.2. To enable the student experience the demands, challenges and opportunities in the world of work.3. To enable the student transfer learning form the lecture room to the world of work as well as transferring

experiences in the world of work back to learning in the lecture room.

Course content:Delivery Method:The modal delivery will be mentoring that will include hands on exercises, case histories, desk top research, simulations, on site learning, and seminars.

Assessment:Assessment will be given out of 100% by assessment of Field Placement Report submitted by the student, as well as on site assessments of performance and interview with Workplace Mentor and student. CW =30% Exam = 70%Learning Indicate reading

THIRD YEAR SEMESTER ICOURSE NAME: INTRODUCTION TO ORGANIZATIONAL THEORY

Code: IOP 3101Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:Although many factors will determine whether an organization thrives or not, the discipline of organization theory has a major part to play.

Objectives of the courseThis course is aimed at introducing students to theories and concepts central to the study of organization, organizations as well as organizing.

Course Content:Overview of organization theorizing; How have organizations been studied: (The closed systems and Open systems); Organization Structures, Organizational environment; Organizational technology; and Organization size.

Teaching methodsLectures, Group work assignments, Seminar presentations, discussions and Writing papers.

Learning outcomesAssessment Evaluation of group work assignments, written papers during the semester. Assessment of end of course exam CW =30% Exam = 70%

Key References1. Hall, R.H. (2005). Organizations: Structures, Processes and outcomes. London: Pearson Education.2. Katz, D. & Kahn, R.L. (1976).The social Psychology of Organizations (2nd Ed.). New York: Wiley & Sons. 3. Pugh, D.S. (1990). Organizational theory: selected readings (3rd Ed.). London: Penguin Books. 4. Blunt, P., Jones, M.L. & Richards, D. (1993). Managing organizations in Africa: Readings, cases and

exercises. Walter de Gruyter: New York.5. Blunt, P. (1983). Organizational theory and behavior: an African perspective. London: Longman.

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COURSE NAME: BUSINESS ADMINISTRATIONCode: BUB 3101Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:This course is an introduction to the study of Business administration both as a discipline as well as a profession. The course aims to give the students (learners) the basic theoretical and practical tools of analysis as used in Business administration as well as expose them to the challenges in the Business environment.

Course Objectives:1. To introduce the students to the origins, development, characteristics and environment of modern business

organization.2. To introduce to the student the nature and scope of business organizations. 3. To help student understand how different business organizations are formed and run.4. To help student appreciate the concept of production and operations of business organizations.5. To expose the learners to the functional areas of business including Finance, Production, Marketing and

Human resource management and show how each of these areas relate to the business enterprise as a whole.6. To introduce the learners to the concept of business environment and corporate social responsibility.

Course Content:Meaning, Nature and scope of Business administration; Business ownership formation and management; Production and operations management function of the business; Marketing function of the business; Financial management functions of the business; Human resource function of the business; Business environment, corporate social responsibility and government.

Learning Methods:The course will be taught using lecture, tutorial, case study, and guest lecture methods whenever possible.

Assessment:This is done through course work (take home), two written test and final examination. Course work and test account for 30% while final examination account for 70% making a final total of 100%.

Learning ResourcesReferences

1. J.W Balunywa (1998) Business administration second edition.2. Cole G.A. (1994): Management theory and practice, 3rd Edition, Dp publication London.3. Anderson, A.H. (1994): Effective Personnel Management: A skill and Activity –Based Approach. Oxford:

Blackwell Business. 4. Beard well I., Holden L (2000): Human Resource Management: A contemporary Approach. Third Edition,

prentice Hall.5. Kakuru J. (2003): Finance Decision and the Business. 2nd Edition.6. Kotler P. (2003): marketing management. Eleventh Edition, prentice Hall.

COURSE NAME: LABOUR ECONOMICSCode: IOP 3102Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course DescriptionThe course gives an overview of some important topics in the field of Labor economics, with a strong emphasis on theoretically motivated empirics or data driven theory. The builds on micro and macro economic foundations, introduces recent ideas and labour market experiences in the light of technological and structural changes, to ensure relevancy to both the current and future demands of labour market economic practice.

Objectives of the course

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To introduce students to key concepts and issues in the functioning of labour markets and the increasing importance of human resource development in both developing and developed countries.

Learning outcomes:Students will be able to:

1. Define the basic concepts of Labour economics2. Explain the factors that influence men’s and women’s relative status in the labor market.3. Recognize the discriminatory tendencies and their impact in the market4. Students should be able to formulate gender sensitive policies in the labor market5. Explain the characteristics of Uganda’s population in the labour market6. Identify the impact of various policy regimes on the labour market7. Appreciate the need for addressing unemployment as a macro economic problem8. Understand the causes of African brain drain9. Design strategies that can be used to improve on the working conditions of workers in the country10. Support gender sensitive policies and behaviors

Course Contents: OutlineLabour Demand; Labour Supply; Wage Determination Theories; Theory of Unemployment; The unemployment Situation in Uganda; Human Resource Development Planning and Management; African Brain Drain; Discrimination in the labour Market; Colonial Justification for Low Wages in Sub-Saharan African Mines and Plantations; Structural Adjustment, Informalisation of the Labour Market and Mass Unemployment; New Approaches to Labour Markets Under Liberalisation; Labour Standards and Competitiveness Under Globalisation; and HIV/AIDS and Labour Market.

Teaching and Learning Methods:

Lecture method and Class discussions

Learning outcome

Assessment Pattern:

Course Work 30% Final Examination 70%

References:1. Benjamin, D., Gunderson, M & W. C. Riddel (1998), Labour Market Economics. New York: McGraw-Hill &

Ryerson2. Ehneberg, R. & S., Smith (1997), Modern Labour Economics: Theory and Public Policy. New York: Addison-

Wesley.3. Sapsford, D & Z. Tzannatos (1997), The Economics of the Labour Market New York: Macmillan.4. Richards, P. & R., Amajad (1994), New Approaches to Manpower Planning and Analysis Geneva: ILO.5. Van der Geest, W & R, Van der Hoeven (1999), Adjustment, Employment and Missing Institutions in Africa.

Geneva, ILO.

COURSE NAME: ADMINISTRATIVE LAWCourse Code: IOP 3103Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course DescriptionThis course hinges on the laws governing the manner in which public authorities and public officials perform their functions. Legal issues relating to procedures, discretion and remedies against abuse of discretion/office are discussed. At the end of the course, the students are NOT necessarily expected to be in a position to PROCECUTE or ADJUDICATE, but rather, to be able to know when to SUE AND WHEN THEY CAN BE SUED, either as public officials or as individuals. In other words, the course does not aim at training lawyers who would go to court, but rather training public officers and citizens who are knowledgeable about the laws relating to the control of government powers.

Objectives:The course Administrative Law is intended to introduce the students to legal principles relating to the management of public affairs.

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Course Outline:General Introduction, Some Constitutional Principles, The Central Government, Local Government, Public Corporations, Delegated Legislation, Administrative (Statutory) Tribunals, Discretionary Power, Natural Justice, Remedies against Illegal Actions or Inactions of Administrative Authorities, The Legal Liability of Public Authorities, Government Proceedings (Uganda/Crown Proceedings Involving the Government

Delivery Methods:Lectures, discussions, case studies, and simulations will be used.

Learning Outcomes/Learning IssuesAssessment:Assessment is through two written tests or a written test and a coursework and one final examination..CW =30% Exam = 70%

Indicate reading/References:1. Barker D.L.A and Padfired, C.F. Law (8th Ed). (Oxford U.K. Made Simple Books/Butterworth-Heinemann Ltd.

1992).2. Brayer S. G. Steward R. B. – Administrate Law and Regulatory Policy (Boston and Toronto Little, Brown and

Company, 1979.3. Davis K.C. Administrative Law Treaties 2nd ed. Vol. 1 (San Diego, California, U.S.A. K.C. Davis Pub. Co.

1978).4. Davis K.C. Administrative Law Treaties 2nd ed. Vol. 1 (san Diego, California, U.S.A. K.C. Davis Pub. Co.

1979).5. Kiap A. – Theory of Government and Constitutional Law in East Africa (Kampala Uganda Publishing House,

1975).6. Oluyede P. – Administrative Law in East Africa (Nairobi, Kenya Literature Bureau, 1973).

COURSE NAME: RESEARCH PROJECT I Code: (IOP 3104)Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description: There is nothing natural about the organisation and the way English language is used in writing a scientific report. It is as it is because that is the way it has developed through centuries of use by practitioners. For that reason it has to be learned. This course is an initial research preparation stage. Students will be required to hand in a fundable supervised research proposal at the end of the semester.Objectives of the course:

1. To provide skills to the students who need and have to write their research proposals for the first time using English for ‘academic writing’

2. To emphasize the essential activities underlying good writing and the essential exercises promoting it.

Course Content:Open ended writing, Loop writing, Audience, Feedback, Power in writing, Proposal writing including problem identification, searching for and presenting the literature, choosing the study design, deciding the sample and sampling method, constructing data collection tools, making references and applying the APA format.

Teaching methods: Lectures, Exercises, Seminar presentations and discussions, and Writing papers.

Learning Outcomes

Assessment: Assessment will be examination of a compulsory research report submitted by the student. . CW =30% Exam = 70%

Indicate readingKey References

1. Elbow, P (1981). Writing with power: Techniques for mastering the writing process. New York: Oxford University Press.

2. Meyers, A.  (2005). Gateways to academic writing. New York: Longman.

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3. Oshima, A. & Hogue, A. (1991). Writing academic English (2nd ed.). New York: Addison-Wesley.4. Oshima, A. & Hogue, A. (1997). Introduction to academic writing (2nd ed.). New York: Addison-Wesley.5. Pallant, A. (2005). English for academic study: Writing. Reading: Garnet Education.

COURSE NAME: CONSUMER BEHAVIORCode: IOP 3105Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course descriptionCompetitive advantage is becoming a serious issue for companies. Companies have to compete in the market place and competitive companies will be the ones to survive. Psychology comes in to help companies compete by boosting company sales. This entails understanding of causes of the behaviour of people while in the market place, including an understanding of how consumers make decisions. This course is deigned for post graduate level training and is an optional course. It equips students with skills of conducting marketing research, advertising, and conducting personality assessments—all these aimed at improving company sales and profits.

Course Objectives :The learners will gain knowledge and skills in Consumer psychology and be able to deal with the behaviour of people in the market place, be able to conduct marketing research and influence company sales through techniques including advertising. By the end of this course, students will be able to:1. Demonstrate an understanding of the advanced theoretical frameworks and epistemology underpinning consumer psychology;2. Demonstrate a basic knowledge of different topics of consumer psychology; 3. Demonstrate basic skills of consumer psychology including research, advertising, and psychological assessment skills

Course content:Definition of consumer psychology, Consumer research, Marketing research, Advertising effectiveness, Consumer Needs, Consumer Motivation, Consumer personality, Consumer learning, Perception and consumer behaviour, Attitudes and attitude change, The communication process, Segmentations and its procedures and advantages, Socio-cultural factors and consumer behaviour, Reference Groups, and The decision making processes.

Teaching/delivery method:In teaching the course, the following methods will be usedLectures, Independent study, and assignments and coursework and literature search, seminars and workshops and group work and presentations

Learning outcomes:Knowledge and understanding. There will be appreciation of the current terminology as used in consumer psychology and students should be able to explain the causes of consumer behaviour. The causes are at the individual, group and cultural levels.

Professional skills will be imparted including the ability to assess the behaviour of consumers. This will include the appreciation of psychosocial instruments, their development, evaluation and use. Marketing skills will be imparted.

Regarding transferable skills: The students will attain skills psychometric skills, research skills and marketing skills

Assessment methods:The course will be assessed using coursework/assignments. For example students will be a given a take home questions which they read about and write an essay and hand in after a few weeks. Tests will also be used to assess students learning. The Course work will take 30% and the exam will take 70%

Learning resources:The students will have access to text books, off line and online journals, Internet and departmental manuscripts to aid their learning

Indicative reading1. Schiffman, L & Kanuk L. (2006). Consumer Behaviour (9th Edition) Hardcover) Publisher: Prentice Hall.2. Kotler P & Armstrong G.(2005). Principles of Marketing 11th edition Prentice Hall

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3. Feist, J., & Feist, G. J. (2009). Theories of personality (7th ed.). New York: McGraw-Hill.4. Jeremy Miles ( 2001). Research Methods and Statistics in Psychology: Amazon Books5. Kenneth Bailey (1994). Methods of Social Research, 4th Edition: Free Press;

COURSE NAME: MANAGEMENT AND DECISION MAKINGCode: IOP 3106Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description: The course provides an opportunity to students to understand decision making in a wider sense as a way of improving decision making in practice. It begins from the premise that many decisions are almost reflex actions undertaken with little conscious thought and awareness of what is happening. The consequence is severe poor decisions.

Course Objectives: By the end of the course students should be able to:1. Understand decision making in a wider sense as a way of improving decision making in practice. 2. Define decision making including models of decision making.3. Explain features of decision making. 4. Identify situations that call for decision making.5. Explain and use ethical methods for decision making.6. Explain strategies to generate ideas and alternatives essential to decision making.7. Demonstrate ways of improving the quality of decision making.

Course Content:Overview of decision making and management; Diagnosis and systems thinking; The Psychology of decision making; Group decision making; Organizational decision making; Strategic decision making; Ethics in decision making; Chaos and decision making; and Improving the quality of decision making

Teaching /Delivery methodsLearning will be through: Lectures, Class presentations, and Independent study.

Learning OutcomesAssessment methodsCoursework /assignment, Tests, Presentation skills /class discussions, Attendance and Examination CW =30% Exam = 70%

Learning ResourcesIndicate reading

1. Lawson, R. B. & Shen, Z. (1998). Organizational Psychology,: Foundations and Applications. Oxford University Press, New York.

2. Katz, D. & Kahn, R. L. (1978). The Social Psychology of Organizations (2nd Ed.)Wiley, New York.3. Forsyth, D. R. (1987). Social Psychology, Brooks/Cole Publishing, California.4. Kimble, C. E. (1990). Social Psychology: Studying Human Interaction, Wm.C. Brown Publishers.5. Forsyth, D. R. (1995). Our Social World, Brooks/Cole Publishing, London.6. Lippa, R. A. (1994) Introduction to Social Psychology, (2nd Ed.), Brooks/Cole Publishing, California.

THIRD YEAR SEMESTER IICOURSE NAME: HUMAN RESOURCES PLANNING

Code: IOP 3201

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:This course discusses the concepts, relevance, and tools of human resources planning. Of focal importance is the vertical integration of human resources planning with the strategic and business planning of the firm. Discussion of the tools of HR demand and supply forecasting is made. The course gives students the opportunity to reflect on the various strategic imperatives in the human resources planning process and the choice of possible interventions at the disposal of firms and organizations.

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Course Objectives: 1. To help the student appreciate the relevance of human resources planning.2. To expose to the student knowledge of the processes, tools, and strategies of human resources planning.3. To provide the student with the skills to undertake the process of human resources planning.

Course Outline:Introduction to Human Resources Planning, A Model of Human Resources Planning, Strategic Aspects of Resourcing, Staff Retention and Managing Employee Exit, HRP and Outsourcing, Strategic Aspects of Pay, Career Planning and Development, Organisational Development and Managing Employee Layoff, Managing Work Life Balance, and Managing Diversity in the Workplace

Delivery Method: Course delivery is through Lecture, case studies, independent study and discussions.

Learning outcomes

Learning outcomesAssessment:Assessment is through at least two written tests or a written test and a coursework and one final examination.CW =30% Exam = 70%

Learning OutcomesIndicate reading

1. Becker, B.E, Huselid, M.A, & Ulrich, D. (2000). The HR Scorecard: Linking People, Strategy, and Performance. President & Fellows of Harvard College

2. Greer, C.R. (2005). Strategic Human Resource Management: A general Managerial 3. Approach (ED). Prentice Hall: New Jersey4. Rothwell, W.J. & Kazanas, H.C. (2003). Planning and Managing Human Resources: Strategic Planning

for Human Resources. HRD Press: Massachusetts5. Walton, J. (1999). Strategic Human Resource Development. Prentice Hall: London

COURSE NAME: ORGANISATIONAL BEHAVIOUR (OB)Code: IOP 3202 Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course descriptionThis course is deigned for undergraduate level training and is a compulsory course. The course provides knowledge about the behaviour of behaviour, its causes and how it ca be changed. It equips the learners with knowledge and a wide range of skills of enhancing organisational effectiveness.

Course objectivesBy the end of this course students should

1. Explain the concepts used in organizational behaviour2. Have knowledge of all aspects of behaviour in organizations3. Acquire skills of enhancing organizational effectiveness

Course ContentIntroduction to organizational behaviour; The influence of Individual level factors on OB;Groups and Interpersonal Influence on Organisational Behaviour; Organizational structure; Organizational culture; Communication; Decision making; Performance Management; Reward and Compensation; Organizational Socialization; Leadership; Organisational effectiveness; Organizational development; and Organizational development techniques.

Teaching/delivery method:In teaching the course, the following methods will be usedLectures, seminars, workshops, Independent study, and assignments

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Learning outcomes:Knowledge and understanding of concepts used in organisational behaviour:The students’ should be able to explain the concepts, detail out the history of organisational behaviour, explain the individual, group and organisational level factors that influence organisational behaviour. Professional skills will be imparted including the ability to design instruments for measuring organisational effusiveness, ability to assess and enhance organisational competitiveness, ability to assess personality, and develop instruments to assess both individual and organisational level performance.

Regarding transferable skills: The students will have skills of developing and using questionnaire information and the sills to analyse and interpret data from such instruments.

Assessment methods:The course will be assessed using coursework/assignments. For example students will be a given a take home questionnaire which they read about and write an essay and hand in after 2 weeks. Tests will also be used to assess students learning. The Course work will take 30% and the exam will take 70%

Learning resources:The students will have access to text books, off line and online journals, Internet and departmental manuscripts to aid their learning

Indicative reading:The following references are key:

1. Baron R & Greenberg J (1990) Behaviour in Organisations: Understanding and managing the human side of work, 3/e. Boston: Allyn and Bacon

2. Furnham A (2006). The psychology of behaviour at work: The individual in the organisation, 2/e. New York: The psychology Press Routledgge

3. Hamlin B, Keep J & Ash K (2001) Organisational change and development: A reflective Guide for Mangers, Trainers ad developers.. London> Prentice Hall Pearson education Ltd

4. Hofstede G & Hofstede J (2005) Culture and organisations: Soft ware of the mind. New York: McGraw Hill

5. Journal of Occupational and Organizational; Psychology. Published by the British Psychological Society

COURSE NAME: OCCUPATIONAL COUNSELING AND CAREER DEVELOPMENTCode: IOP 3103Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.Course Description: The course gives the student the basic foundation in counseling people at work including the key questions in career counseling. The enables to understand and assess issues related to personal and career growth and development.

Course Objectives:

By the end of the course students should be able to:

1. Explain what is meant by the consulting process model2. Describe and illustrate theories of career development3. Demonstrate career life planning and goal setting strategies4. Explore and explain career guidance programs for special populations5. Describe and explain the career barriers people meet in the course of their careers6. Demonstrate the challenges in career management7. Illustrate the process of career direction and job search 8. Illustrate theories of career choice and development9. Explore the functional and transferable skills10. Describe the work content and special knowledge skills11. Explain appropriate learning skills for higher education and career development

Course Content:

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The consulting process, Theories of career development, Career life planning, Career guidance programs, Career barriers, Challenges in career management, Career direction and job search, Functional and transferable skills, Work content and special knowledge skills, Learning skills for higher education and career development

Teaching /Delivery methodsLectures, Class presentations, and Independent study

Learning OutcomesAssessment methodsCoursework /assignment, Tests, Presentation skills /class discussions, Attendance and ExaminationCW =30% Exam = 70%

Indicate readingLearning Resources

1. Carroll, M. (1996). Workplace Counseling, Sage Publications, London.2. Herr, E. L. & Cramer, S. H. Career guidance and counseling through the life span: Systematic approaches, (4 th

Ed.). Harper Collins, New York.3. Schein, E. H. (1978). Career Dynamics: Matching Individual and Organizational Needs, London, Addison-

wesley.4. Schein, E. H. (1987). Process consultation; Lessons for managers and consultants, Addison-Wesley publishing,

California. 5. Zunker, G. V. (1994). Career Counseling, Applied concepts of life planning, California: Brooks/Cole.

Paper Name: Labour LawPaper Code: IOP 3204

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:This course examines aspects of individual and collective labour law. It looks at the regulation of employment, that is, the regulation of relationships between: (a) employers and workers (b) employers and trade unions (c) trade unions and their members and, (d) and the role of the state in shaping industrial relations. Proceeding on the basis that there exists a gap between the “law in the books” and the “law in action”, the course explores the impact of this discordance within the context of the worker in Uganda. The course will examine the historical development of labour law, the nature of employment contract, rights and obligations of employers and employees, statutory employment protections, issues around dismissal and the role of collective bargaining and trade union law.

Course Objectives To increase understanding of the social and historical contexts of the development of industrial relations in

Uganda Provide students with the doctrinal and statutory knowledge of the elements of law that underpin the contract of

employment and collective bargaining Appraise the effectiveness of the law in regulating industrial relations and individual employment relationships To examine the impact of human rights law on labour relations.

Course ContentIntroduction to Labour Law: History and Development of Labour Law; Trade Unions and Collective Bargaining; Defining the Employment Status; The Contract of Employment (Terms of a Contract- incorporation of express terms, collective agreements, works rules, custom & practice); The Contract of Employment (Implied Duties of Employees); The Contract of Employment (Implied Duties of Employers); Covenants in Restraint of Trade; Statutory Protections/Regulations; Discrimination in Employment (inequality, HIV/Aids, Sexual Harassment); Termination of Contract/Employment (Methods and Consequences); Industrial Action, Industrial Court and Tribunal hearings; and Impact of Human Rights on Labour Law

Delivery MethodsLectures, Guest Speakers, Discussions and Case studies will be applied.

Learning Outcomes

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AssessmentThe course will be graded through an end of semester examination and two written tests (or a written test and a course work) will be administered during the semester. CW =30% Exam = 70%

Learning ResourcesIndicate reading1. Turner, Chris, Employment Law, 2002.2. Wright, M & C.J. Carr, Labour Law, 4th edition, 2005.3. Angeret, S, Trade Union Law in Uganda, 1998.4. Wedderburn, K.W, The Worker and the Law, 1986.5. ILO Books/sources at www.ilo.org for specific conventions and individual comments concerning conventions.

COURSE: RESEARCH PROJECT IICode: IOP 3105Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course description:This course Research Project II will build on what the student was taught and learnt during Research Project I. The student will be aided to conduct and complete the cycle of scientific research that began during Research Project I from data collection to report writing.

Course objectives:1. To help the student understand the process of planning and collection.2. To help understand and carry out the process of data entry and use of SPSS, and /or EPI INFO or STATA and

the analysis and interpretation of results.3. To help the student understand the basics and write a research report.

Course content:The content will cover measurement of constructs; sampling; interviewing in research; the various computerized statistical packages; data entry, analysis and interpretation; the APA format; and writing the research report.

Delivery Method:Delivery will be through lectures, discussion and case studies.

Learning outcomes? Learning resourcesAssessment:Assessment will be examination of a compulsory research report submitted by the student. CW =30% Exam = 70%

References:1. Bailey, K. (1994). Methods of Social Research, 4 Ed. The Free Press: New York. 2. Rosnow, R.L. & Rosenthal, R. (1999). Beginning Behavioural Research: A Conceptual Primer, 3Ed. Prentice

Hall: New Jersey.3. --------------4. --------------5. --------------

COURSE NAME: INDUSTRIAL SOCIAL PSYCHOLOGYCode: IOP 3206Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description: This course is designed to provide a detailed examination of the processes of human social interaction with emphasis on how people at work think about, influence and relate to one another. It deals with the study

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of how individuals and groups interact to construct and maintain identities and how these are related to societal change and industrial relations.

Course Objectives: By the end of the course students should be able to:

1. Explain how work attitudes affect workers performance2. Discuss the various leadership styles3. Discuss the importance to groups and teams in organizations and how communication is applied in

organizations4. Discuss issues related to stress and its management5. Explain concepts and issues relating to social capital and net working6. How motivation theories are applied and the management of change and transitions

Course content:Work attitudes and values, Leadership, power and authority, Work behavior and groups in organizations, Organizational communication, Occupational stress, Work motivation, Social capital and net works, and Transition and organizational change

Teaching /Delivery methods:

Lectures, Class presentations and Independent study

Learning Outcomes

Learning Resorces

Assessment methods:

Coursework /assignment, Tests, Presentation skills /class discussions, Case studies, Attendance and Examination CW =30% Exam = 70%

Indicate Reading 1. Katz,D. & Kahn,R. L. (1978). The social psychology of organizations, 2nd ed. Wiley, NY2. Wringtsman, L.S. (1977). Social Psychology 2nd ed Brooks/Cole, California3. Miner, J.B.(1992).Industrial Organizational Psychology, McGraw, NY4. Deaux,K., Dane,F.C. & Wringtsman, L.S.(1993). Social Psychology 2nd ed Brooks/Cole, pacific Groove5. Argyle, M. ( )The social psychology of work, Pelican, California

COURSE NAME: INNOVATION AND ENTREPRENEURSHIPCode: IOP 3207

Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Description:Many business/product ideas emerge from people trained in non-business disciplines but are often forgotten or ignored because (as students) they are (were) not sufficiently educated in the knowledge and skills which would encourage lateral thinking and development of initiative.

Objectives of the courseTo prepare non-business students with the necessary skills and knowledge for an enterprise culture. Perhaps more fundamentally, this course aims at the development of skills and knowledge base, creation of improved job opportunities, as well as allowing individuals with ideas to transfer them into viable projects. It also provides students with the awareness, interest, and preparation for self-employment as a career alternative.

Content:The nature of entrepreneurship, Enterprise in Uganda, Creativity and innovation at work, Legal issues in forming new businesses, Financing the start-up, Managing the small firm, Impact of culture on business behavior and organization, and Gender and entrepreneurship

Teaching/Delivery methods:

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Both formal and informal methods are employed. Formal aspects employ didactic methods of delivery such as lectures and suggested readings. The informal aspects focus on skill building, attribute development and behavioural change. Weekly lecture sessions involve introductory lectures, brain-storming sessions, problem-solving sessions, case studies, guest speakers, and business simulations. In all, the main focus is on action and experiential learning.

Learning OutcomesLearning resourcesAssessment:Evaluation of group work assignments, written papers during the semester. Assessment of end of course exam.

Indicate Reading1. Burns, P. & Dewhurst, J. (Ed.). (1996). Small business and entrepreneurship (2nd Ed.). London: Macmillan2. Chell, E., Haworth, J., & Brearley, S. (1991). The entrepreneurial personality: Concepts, cases and categories.

London: Routledge.3. Snyder, M. (2000). Women in African economies: From burning sun to boardroom. Kampala: Fountain.4. Swedberg, R. (Ed.). (2000). Entrepreneurship: The Social Science View (pp. 7-44). Oxford: Oxford University

Press.5. West, M.A. & Farr, J.L. (Eds.). (1990). Innovation and creativity and work: Psychological and

organizational strategies. New York: John Wiley & Sons.6. Wickham, P.A. (2006). Strategic entrepreneurship (4thEd). London: Prentice Hall.

Paper Name: Introduction To Development StudiesCourse Code: IOP 3208Duration of the Course: The course is 3 Credit Units providing 45 Contact Hours.

Course Description:Development studies is an interdisciplinary study where academic depth is achieved through insight into different and often overlapping fields. This course aims to provide students with an understanding of key perspectives and issues in development theory, policy, and practice. This course provides content and skills for the study of development by setting out key debates over the meaning of development, examining different theoretical approaches to development, tracing the history of development as an idea and a practice, and discussing contemporary issues in development.

Objectives:1. To introduce a range of historical, environmental, political, social and economic themes that contribute to

thinking about ‘development’ within the context of contemporary global change. 2. To review different explanations for the origins and persistence of inequality and poverty. 3. To reveal the complexity of development debates. 4. To encourage critical thinking about development issues, via seminar work and course assignments.

Course content Meaning of development; Poverty, Growth, Measures, HDI, Growth success factors; Investment; Institutions and Growth; Globalisation; Resource Dependence and Growth; Gender & Economic Growth; Natural Capital & Growth 13. Climate & Growth;  Health and Economic Growth; International Anti-Poverty Agenda and Self-Help Groups; Poverty, wellbeing, social exclusion;  Gender and Development; Inequality: agrarian change; The state, governance and development; Resistance & social movements;  Human rights; Demography; Health: HIV; Education; Culture and development; Intro. to Natural Resource Management; Common-pool resources;  Development and the environment; Social-ecological systems & resilience

Teaching /Delivery methodsLectures, Class presentations, and Independent study

Learning OutcomesAssessment methodsCoursework /assignment, Tests, and Examination CW =30% Exam = 70%

Learning Resources

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Indicate reading1. Allen, T & A Thomas (eds) (2000). Poverty and Development into the 21st Century. Oxford: Oxford

University Press.2. Desai, V & RB Potter (eds) (2002). The Companion to Development Studies. London: Arnold. 3. Greig, A Hulme, D. and Turner, M. (2007). Challenging Global Inequality: development theory and practice in

the 21st Century, Palgrave.4. Kothari, U (ed) (2006). A Radical History of Development Studies: Individuals, Institutions and Ideologies.

London: Zed Books.5. --------------

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Appendix A: Current Personnel Teaching on the Bachelor of Industrial & Organisational Psychology Programme:

Name Highest Qualification

Specialization Status

1. Prof. Peter K. Baguma

PhD Organisational Psychology Dept staff

2. Dr. Julius F. Kikooma

PhD Organisational Psychology Dept staff

3. Dr. Grace Kibanja PhD Social Psychology Dept staff4. Mr. Leon

MatagiMasters, PhD Candidate

Organisational Psychology Dept staff

5. Mr. Francis Eboyu Masters Organisational Psychology Dept staff6. Mr. Simon Nantamu Masters Organisational Psychology Dept staff7. Mr. Sarah

GavaMasters Organisational Psychology Dept staff

8. Mr. Patrick Mwase Masters Counseling Psychology Faculty staff9. Ms.Florence

NansubugaMasters, PhD Candidate

Organisational Psychology Dept staff

10. Dr. Francis X. Bisaaso

PhD Organisational Psychology Part Time Staff

11. Prof. Bukenya Kigongo

PhD Librarianship & Information Science

University staff

12. Ms. Sylvia Mukwaya

Msc Information Technology University staff

13. Ms. Anthony Tibaingana

Masters Business Administration University staff

14. Mr. Henry Kibedi

Masters Organisational Psychology Part time staff

15. Mr. Bbale John

Masters Business Administration University staff

16. Mr. Hamala Denis Masters Business Administration University staff17. Dr. Yasin

OlumPhD Public Administration University staff

18. Dr. Henry Ojambo PhD Law University staff

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Appendix B: Yearly Budgetary Estimates for Administering the Programme

PROPOSED EXPENDITURE105 Staff remuneration (academics)

Teaching allowance, marking, and research supervision. 167,563,000

104.01 Top-up allowance 46,800,000201 Office expenses/academic supplies (See Appendix C) 5,000,,000903 Capital expenditure 6,000,000

Field Placement (Supervised Internship) 25,000,000604 Institute charges (10% of 290,082,000/=) 29,008,200

ICT (0.02 x 290,082,000/=) 5,801,650110 Staff welfare 5,000,000111 Training

* Departmental seminars, workshops 4,000,000610 Research, Publication, and Conferences 5,000,000606 Journals/Books 2,000,000

Travel inland 500,000203 Media and Advertising (Brochures) 1,500,000211 Postage 500,000

Contribution to student activities and study tours 4,000,000TOTAL EXPENDITURE 302,672,850

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Appendix C: Current BIOP Programme StructureYear/Semester Course Code Course NameFirst YearSemester I

PSY 1101 Introduction to Psychology PSY 1102 Introd. to Experimental Design in Psychology IOP 1101 Introduction to Industrial & Organisational PsychologyIOP 1102 Introduction to Human Resources Dev. & Mgt PsychologyIOP 1103 Accountability at Work IOP 1104 Industrial Relations Psychology

First YearSemester II

PSY 1201 Social PsychologyPSY 1202 Cognitive PsychologyIOP 1201 Introd. to Information Tech. and Systems MgtIOP 1202 Basic Records ManagementIOP 1203 Training and Development in OrganizationsIOP 1204 Public Administration

Second YearSemester I

PSY 2101 Basic StatisticsPSY 2102 Developmental PsychologyIOP 2101 Personality and WorkIOP 2102 Labour EconomicsIOP 2103 Occupational Health and SafetyElectives:IOP 2104 Community Psychology IOP 2105 Environmental PsychologyIOP 2106 Psychology and Gender

Second YearSemester II

PSY 2201 Research MethodologyPSY 2202 PsychometricsIOP 2201 Conflict and Negotiation MgtIOP 2202 Interpersonal and Communication SkillsIOP 2203 Human Factors PsychologyElectives:IOP 2204 Competence ManagementIOP 2205 Human Resources Management PerspectivesIOP 2206 Management and Decision Making

Third YearSemester I

PSY 3101 Personnel PsychologyBUB 3101 Business AdministrationIOP 3101 Organisational TheoryIOP 3102 Occupational Counseling and Career DevelopmentIOP 3103 Research Project IElectives:IOP 3104 Consumer Psychology IOP 3105 International RelationsIOP 3106 Administrative Law

Third YearSemester II

IOP 3201 Human Resources PlanningIOP 3202 Organisational BehaviourIOP 3203 Industrial Social PsychologyIOP 3204 Labour LawIOP 3205 Research Project IIElectives: IOP 3206 Social Capital and NetworkingIOP 3207 Innovation and EntrepreneurshipIOP 3208 Organisational Culture

END

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