ULMS Electronic Module Catalogue |
The information contained in this module specification was correct at the time of publication but may be subject to change, either during the session because of unforeseen circumstances, or following review of the module at the end of the session. Queries about the module should be directed to the member of staff with responsibility for the module. |
Title | Managing Change and Conflict | ||
Code | MGTK731 | ||
Coordinator |
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Year | CATS Level | Semester | CATS Value |
Session 2024-25 | Level 7 FHEQ | Whole Session | 15 |
Pre-requisites before taking this module (other modules and/or general educational/academic requirements): |
Modules for which this module is a pre-requisite: |
Programme(s) (including Year of Study) to which this module is available on a required basis: |
Programme(s) (including Year of Study) to which this module is available on an optional basis: |
Teaching Schedule |
Lectures | Seminars | Tutorials | Lab Practicals | Fieldwork Placement | Other | TOTAL | |
Study Hours |
10 8 |
18 | |||||
Timetable (if known) | |||||||
Private Study | 132 | ||||||
TOTAL HOURS | 150 |
Assessment |
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EXAM | Duration | Timing (Semester) |
% of final mark |
Resit/resubmission opportunity |
Penalty for late submission |
Notes |
CONTINUOUS | Duration | Timing (Semester) |
% of final mark |
Resit/resubmission opportunity |
Penalty for late submission |
Notes |
Individual video presentation Reassessment Opportunity: presentation on a new case made to the module instructor. Penalty for Late Submission: Standard UoL penalty applies Anonymous Assessment: No | 15 | 50 | ||||
Individual report Reassessment Opportunity: new assignment with the same brief. Penalty for Late Submission: Standard UoL penalty applies Anonymous Assessment: Yes | 0 | 50 |
Aims |
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This module aims to: Provide students with a critical appreciation of change management as a form of strategic human resource management, and the negotiation of multiple interests; Enable students to engage with a range of theories and perspectives of change management and conflict management; Provide students with analytical and practical techniques required for effective change management, conflict management and successful employee relations development. |
Learning Outcomes |
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(LE1) Internationally aware. |
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(LE2) A leader. |
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(LO1) Students will develop a critical understanding of international and global drivers of change and conflict. |
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(LO2) Students will develop a critical appreciation of change management as a form of strategic human resource management and the negotiation of multiple interests. |
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(LO3) Students will understand and be able to critically evaluate a range of theories relating to change management, and their relevance to strategic human resource management. |
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(LO4) Students will gain knowledge and skills in analytical and practical techniques required for effective change management, including recognising and negotiating organisational politics and a critical awareness of the global and cultural context and implications for change management. |
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(LO5) Students will be able to understand and critically evaluate a range of theories relating to conflict management, including employee relations perspectives. |
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(LO6) Students will gain knowledge and skills in analytical and practical techniques required for effective conflict management and successful employee relations development, including interpersonal skills, negotiation and mediation and a critical awareness of the global and cultural context and implications for conflict management. |
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(LO7) Students will understand the importance of reflective practice in developing their understanding and application of different approaches to change and conflict management. |
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(LRE1) A problem solver. |
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(LRE2) An excellent verbal and written communicator. |
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(LRE3) A lifelong learner. |
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(LRE4) Ethically aware. |
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(LRE5) Organised and able to work under pressure. |
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(LRE6) IT literate. |
Teaching and Learning Strategies |
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The module learning strategy is underpinned by the concepts of active, collaborative and co-produced learning. Students will apply key concepts to their own professional contexts and practice and will be encouraged to determine the direction and focus of discussions according to their own experiences and interests, both individually and through group discussions. The module will primarily be delivered through eight weekly e-lectures, delivered through a variety of methods, covering key concepts, theories and case examples. These will be supported by individual online tasks, case studies, blogs, collaborative tasks and discussion boards, which will be used to develop and apply learning. These activities will be moderated by the module instructor. Students will also be directed to key academic and practitioner readings to further develop their learning. Unscheduled Directed Student Hours: 10 hours Students will also participate in eight weekly e-seminars where they will engage in peer discussion of key concepts and application to their own work contexts. Seminars will be conducted via a discussion board with input from the module instructor. Unscheduled student hours: 8 hours Self-directed learning hours: 132 hours |
Syllabus |
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Change in an international context; global drivers of change. Theories and perspectives of change management. The role of HRM in change management. Employment relations in a global context; global drivers of conflict; cross-cultural conflict; employment relations and change management. Theories and perspectives on employment relations; employee voice; employee engagement; implications for the balance of power. Conflict management; psychological explanations of conflict and approaches to conflict management; the psychological contract. Managing conflict within and between groups. Organisational level conflict; the role of collective bargaining, negotiation and mediation skills. |
Recommended Texts |
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Reading lists are managed at readinglists.liverpool.ac.uk. Click here to access the reading lists for this module. |