33 courses with the subject MGMT, each shown exactly as we captured it from the college's catalog, with every element we hold. Where the wording looks broken, that is our reading of the catalog, not the college's text.
Survey of fundamentals of contemporary management from the perspective of the manager, the organization, its environment and their interactions.
Participation in a part-time paid position with a cooperating business, governmental, or civic organization.
The acquisition and utilization of human resources, developing desirable working relationships, and integrating the workers with organizational goals, within the contemporary legal and societal framework. Pre- Requisite(s): MGMT201 or MGMT301
Individual and interpersonal behavior, group dynamics and structure, intergroup processes, and leadership within organizational contexts. Pre-Requisite(s): MGMT201 or MGMT301
Planning, promotion, building, implementation, managing, evaluation and closing of esports events. Pre-Requisite(s): MGMT201 or MGMT301
Structure, governance, stakeholders and management of esports teams. Pre-Requisite(s): MGMT201 or MGMT301
How the operations function manages people, information, technology, materials, and facilities to produce goods and services. Pre-Requisite(s): IS242 or STAT242
Experimental, temporary or trial course for groups of students all engaged in the same topic. Topic varies from semester to semester or section to section. A specific content offering may be offered under a topics course number up to three times, after which departments must file for a permanent course number.
Credit for off-campus professional experience with industry partners, non-profit organizations or government agencies.
Management of human resources from the labor market into and through the firm, including job analysis, predictor selection and validation, interview development, and maintaining legal defensibility. Pre-Requisite(s): MGMT352
The management of employee-employer relationships. Individual versus collective bargaining (organizing, negotiating and bargaining), dispute resolution, and alternative labor-capital conflict resolution systems in the U.S. and other countries. Pre-Requisite(s): MGMT352
Compensation theories and practices, and their effect on employee recruitment, motivation, productivity, retention, satisfaction, and morale. Pre-Requisite(s): MGMT352
Assessing training and development needs, developing and evaluating programs via empirical designs, using technology, administering contents, and selecting methods. Pre-Requisite(s): MGMT352
Management challenges, responsibilities, and rewards of operating and growing a small business. Pre-Requisite(s): MGMT201 or MGMT301
Elements involved in planned organizational change including linkages between the external environment and organization architecture, organization development, organization design, work design, leadership, communication, organization culture, and interpersonal and group processes. Pre-Requisite(s): MGMT201 or MGMT301, MGMT365
Cultural, economic, political, social and physical environment of doing business abroad. Theories of management for effective coordination of human and material resources in global business. Pre-Requisite(s): MGMT201 or MGMT301 206
Production, marketing, and/or management roles of esports events. Pre-Requisite(s): MGMT201 or MGMT301, MGMT372, MGMT374
Systems and sub-systems needed to achieve world-class manufacturing status. Systems examined include ERP, MRP, JIT, and DRP. Pre- Requisite(s): MGMT383
The flow of materials from the supplier to customer. Integration of functional areas such as purchasing, materials management, and distribution. Pre-Requisite(s): MGMT383
Design and management of service delivery systems. Operational aspects of service organizations: understanding customer satisfaction, selecting, training, and empowering employees, matching technology to strategy, defining and measuring quality, and designing facilities. Pre- Requisite(s): MGMT383
Total quality management for manufacturing and service organizations: including strategic quality planning, understanding customer satisfaction, the role of human resources, benchmarking, quality costs, statistical tools and reengineering. Pre-Requisite(s): MGMT383
Capstone course that critically assesses global, domestic, and industry trends, organizational competency, values, and culture. Examination of stakeholders and corporate responsibility in developing strategic direction and plans of action (Open only to graduating business seniors).
Teams of students work as consultants to area businesses and non- profit organizations to diagnose and solve actual business problems. Written and oral report required. Pre-Requisite(s): MGMT201 or MGMT301, ACCT292, FIRE371, IS242 or STAT242, MKTG220 or MKTG320
Management of human resources from the labor market into and through the firm, including job analysis, predictor selection and validation, interview development, and maintaining legal defensibility.
The management of employee-employer relationships. Individual versus collective bargaining (organizing, negotiating and bargaining), dispute resolution, and alternative labor-capital conflict resolution systems in the U.S. and other countries.
Compensation theories and practices, and their effects on employee recruitment, motivation, productivity, retention, satisfaction, and morale.
Assessing training and development needs, developing and evaluating programs via empirical designs, using technology, administering contents, and selecting methods. , MGMT567 Leading Organizational Change [Credits: 3] Elements involved in planned organizational change including linkages between the external environment and organization architecture, organization development, organization design, work design, leadership, communication, organization culture, and interpersonal and group processes. 270
Cultural, economic, political, social and physical environment of doing business abroad. Theories of management for effective coordination of human and material resources in global business.
Systems and sub-systems needed to achieve world-class manufacturing status. Systems examined include ERP, MRP, JIT, and DRP.
The flow of materials from the supplier to customer. Integration of functional areas such as purchasing, materials management, and distribution.
Design and management of service delivery systems. Operational aspects of service organizations: understanding customer satisfaction, selecting, training, and empowering employees, matching technology to strategy, defining and measuring quality, and designing facilities.
Total quality management for manufacturing and service organizations: including strategic quality planning, understanding customer satisfaction, the role of human resources, benchmarking, quality costs, statistical tools and reengineering.
Teams of students work as consultants to area businesses and non- profit organizations to diagnose and solve actual business problems. Written and oral report required.
Source: Saint Cloud State University's catalog, linked per course · table learning_unit · CourseShelf publish 61
