This track aims to give students the necessary knowledge and tools in Organizational Behavior, Human Resource Management and Organizational Design. This track prepares students for careers in HRM departments and people management.
This track aims to train negotiation experts who build mutual benefits within the firm and create value for external clients to solve conflicts. The course offers negotiation analysis, conflict management, decision-making, mediation and diplomacy. The career opportunities can be in the field of business mediation, property negotiator, sport agent negotiator and NGO humanitarian aid program developer.
The aim of this track is to allow students to acquire and master the behavioral skills a manager from the 21st century needs to possess, “me, the other, the involvement”: knowing yourself better and knowing the people you deal with better, in order to communicate and act as a responsible leader. Examples of courses: personal development through drama, creativity, artistic culture and expression, conflict resolution, mindfulness and management, time management.
The Intercultural track aims at helping students to develop the Cultural Intelligence that they will need to succeed in their international internships, study at home and abroad and their future careers where managing diversity will be a key competence. Examples of courses: Understanding Cultural Diversity, Managing Cultural Diversity in Vivo.
Our department is involved in a wide range of research topics built around three pillars.
A first pillar of research focuses on human resource management practices to secure both employee and organizational performance as well as employee well-being. Topics related to this pillar include talent management, HRM in the health industry, change management, intergenerational and intercultural management, strategic HRM, performance assessment and pay structures.
A second pillar concerns research in organizational studies, including topics such as creativity management, teamwork and team learning, communication, social networks, ethical decision-making, leadership, organizational and individual identity, employees’ work behaviors, the gender gap in the labor market and workforce diversity.
Finally, a third pillar relates to research on negotiation, mediation and conflict management. Fundamental topics that are studied within this pillar are cross-cultural negotiations, gender, language and trust in negotiations, conflict management, governance and leadership in international negotiations, dispute resolution, automated negotiation, arbitration and mediation.
Our permanent professors have recently published articles in the following international peer-reviewed journals: Organization Studies, Journal of Management, Journal of Organizational Behavior, Organizational Behavior and Human Decision Processes, Negotiation and Conflict Management Research, International Journal of Conflict Management, Journal of Management Studies, Human Resource Management (Journal), Human Relations, Research Policy, Industrial Relations, Journal of Business Research, European Management Review, Human Resource Management Review, Journal of Business Ethics, Management and others.