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Full-Time MBA - Organizational Behavior Specialization

The Krannert full time Organizational Behavior (OB) Option is designed to provide students with an introduction to the critical soft skills they need to be effective leaders in organizations. The OB track is specifically designed for students seeking a general management position rather than an HR position.

  • OBHR 66200: Leadership

    Leadership is essential to the realization of organizational goals. Successful leaders can inspire and enliven followers and influence them to pursue particular courses of action. This course focuses on leadership from a managerial perspective. Participants will explore leadership models, learn about current research findings, investigate examples of leadership in practice, and engage in developmental activities to evaluate and enhance their leadership skills.
  • OBHR 66900: Negotiations in Organizations

    Negotiations permeate every aspect of our lives both inside and outside companies. We negotiate with everyone from our spouses to potential employers, yet studies show this vast experience does not translate into aptitude. In other words, most of us simply are not good at negotiating, though we use the skill constantly. Despite popular opinion to the contrary, good negotiators are made not born. In a course based on experiential learning using cases from Kellogg School of Management’s Dispute Resolution Center, students will learn tools and techniques for maximizing their outcomes in both business and personal negotiations, an invaluable skill in today’s globally competitive marketplace.

  • OBHR 69000: Empowering Change in Organizations

Plus 6 additional credits in any master’s level course offered by the OBHR Deparment:
  • OBHR 56000: Mentoring and Socialization

    All managers are responsible for helping their employees make a successful transition into the workplace, and companies have recognized the importance of providing special attention to the needs of new employees. This course will help students learn about the employee socialization process through case studies, discussion, and presentations. In addition, students will receive practical experience through participation in a mentoring program for new students. Class discussions and presentations will evolve from students’ mentoring experiences, and guest speakers will provide real-world perspective on new employee programs. The course will help students develop skills in mediation, leadership, conflict management, and communication. Course Objectives: 1. Define the role of coach/mentor 2. Develop an understanding of creating and sustaining corporate cultures 3. Recognize the manager’s role in employee socialization 4. Provide experience in leading team-building activities 5. Identify signs of team conflict and develop mediation skills 6. Recognize the value of diversity in the workplace 7. Evaluate the roles of mentors and managers in assisting employees.
  • OBHR 64100: Advanced Topics in Labor and Employee Relations

    This course provides an examination of union-management relations topics that build on material addressed in OBHR 640. Topics include causes of strikes, impasse resolution techniques, grievance and arbitration procedures, public sector labor relations, labor-management cooperation, and international labor-management relations. Emphasis is on how changes in the competitive environment have created the need for changes in the traditional union-management relationship. Films, cases, exercises, and guest speakers are utilized. Prerequisite: OBHR 64000. 2 credit hours
  • OBHR 64200: Compensation and Reward Systems I

    This is the first course in a two-course sequence focusing on the use of rewards to achieve organizational objectives. Special emphasis is given to financial compensation as an important reward, in the attraction, retention, motivation, and development of human resources. The course is designed to discuss how compensation systems relate to the business strategies, human resources systems, and other organizational processes. We will seek to build competence in methods of measuring and valuing work and other contributions to the organizations, the design of pay structures, including job-based pay systems, skill-based pay systems, and market-pricing systems. Assessment and measurement of compensation in the external labor market. Legal compliance issues, including public policy relating to pay discrimination. This course should be considered as laying the foundation for the treatment of pay for performance systems (including merit pay, piece rates, productivity gainsharing, profit sharing), special groups compensation (notably sales force employees, senior executives, and international employees), and employee benefits. These topics will be covered in OBHR 643.
  • OBHR 64300: Compensation and Reward Systems II

    Continuation of OBHR 642. The second course in a two-course master’s-level sequence that focuses on the use of rewards to achieve organizational objectives. Included are the use of rewards to attract, retain, and motivate employee behaviors in cost effective methods. Includes pay for performance programs, employee benefits, job design, promotion, recognition, and other rewards. Lectures, discussions, case studies, and guest speakers are used to build professional competence in these areas.
  • OBHR 64500: Staffing Systems

    This course will provide an in-depth analysis of the methods used in staffing and selection processes. Methods used to evaluate individuals (e.g., ability tests) as well as methods used to evaluate selection and promotion tools (e.g. reliability, validity, and utility) will be studied. Emphasis will be placed on the processes of designing, administering, revising, and evaluating selection programs that comply with government regulation as well as add value to the organization. This course is designed for the future human resource professional. Topics covered include: legal guidelines, reliability, validity, utility analysis, and evaluation of selection techniques.
  • OBHR 64700: Technology and Human Capital

    Human capital – people and their collective knowledge, skills, and abilities – is the lifeblood of organizations. Some experts have suggested that human capital serves as a potential, perhaps ultimate, source of competitive advantage. At the same time, information and communication technologies are a ubiquitous part of organizational life and have the potential to transform human capital, for example, by affecting the way in which individuals and teams generate knowledge and share information. Experts agree that today’s managers must be equipped to leverage technology effectively. This requires an understanding of how technology alters the social dynamics of work. Drawing on an interdisciplinary, socio-technical framework, the purpose of this course is to (1) develop and understanding of the interplay between information and communication technologies and human capital and (2) apply this knowledge to timely work topics including change management, knowledge management, virtual and alternative work structures, ethics and fairness, distance leadership and control, security, privacy, and trust.
  • OBHR 65000: International Human Resources Management

    OBHR 650 is concerned with the problems of managing human resources, mainly from the perspective of the multinational firm. It includes consideration of principles and practices relating to the management of expatriate employees, foreign employees, and third country nationals in a wide range of national cultures and institutional settings. Class meetings will focus on recruitment and selection of a global work force, performance management, reward systems, management development, and employee relations for companies in industrialized and newly industrializing nations. Class members will have the opportunity to work on a major project on developing human resource management strategies for a company operating in a foreign location or region.

  • OBHR 69000: Organizational Development

    Organizational development refers to the application of behavioral sciences knowledge and techniques to improve organizational effectiveness (e.g., productivity, quality, service, employee satisfaction). The focus is on how to diagnose an organization and then create an intervention to improve it. The course will describe the many theories of organizational development, techniques for diagnosing organizations, and consulting skills needed to use the information to create change. Specific interventions will be examined in detail including structural interventions (e.g., organizational design, job design), interpersonal process interventions (e.g., process consultation, team building), and human resource interventions (e.g., performance management, career development). The course will attempt to build knowledge and provide practice in the various techniques. It will not duplicate material in other current course offerings, and it will not require prior courses in human resources.
  • OBHR 69000: Training and Development

    Organizations spend billions of dollars each year on formal and informal training (and other development activities), and training impacts the lives of every employee and manager. Integration of training with other business functions and organizational strategy, systematic needs analyses, effective training design, and thorough training outcome evaluation are all essential for organizations (and individuals) to see substantial returns on their investments. This course will cover each of the above important training issues, with an emphasis on both knowledge and skill acquisition. A primary component of the course will be a hands-on training project in a local organization that we will conduct as a class. Some specific issues to be discussed, for which students will build relevant competencies include (1) How should training be integrated with other business functions? (2) How do I determine whether my employees need training or some other intervention? (3) How do I determine what competencies to train on? (4) How do I ensure that my employees learn from training programs? (5) How do I ensure that what is learned during training will be used on the job? (6) How do I best address management and executive development needs? (7) How do I determine whether training was effective?
  • OBHR 69000: Strategic Human Resource Mgmt

    Successful managers now recognize that a critical source of competitive advantage often comes not from having an effective system for obtaining, mobilizing, and managing the organization’s human assets. This class is designed to deal with human issues from the perspective of the general manager. Learning experience will focus on (1) how to think systematically and strategically about aspects of managing the organization’s human assets and (2) what really needs to be done to implement these policies and to achieve competitive advantage through people. Specific issues encompass the implementation of strategy and the importance of aligning human resource practices (for example, career and reward systems, employee relations strategies) so they produce the skills and behaviors required to make a strategy work, HR practices in the context of organizational change, the development of high performance work systems, and management strategies in the context of important environmental influences and constraints. The class will discuss case materials concerning human resource management in major companies.