Requirements + Courses

Requirements + Courses

Lower Division Requirements

ACCT 2110, 2120; AIMS 2710; BADM 1010, 1020, 1030, 1040; BLAW 2210; ECON 1050 or 1100 and 1200, 2300; MATH 112

Upper Division Requirements

AIMS 3770; BADM 4950, 4970; FNCE 3410; INBA 3810; MGMT 3610; MRKT 3510

Core, Major and Elective Management Courses

  • MGMT 3610 Managing People and Organizations

    This course provides future leaders and managers with a basic understanding of theories and principles of Organizational Behavior (OB) and their practical applications in critical human resources management (HRM) responsibilities for the effective management of employees, teams, and organizations. Included are key and socially responsible management practices in planning, organizing, and controlling for achieving organizational goals and objectives, as well as in creating a high quality work environment for attracting, developing, and retaining human talent.

  • MGMT 3620 Management Skills

    This course provides an opportunity to develop key managerial skills at the personal, interpersonal, group, and organizational levels for promoting effective workforce development and ongoing organizational success. An emphasis will be upon applied, experiential learning in critical performance areas related to communication skills, work design, self-awareness and career development, thinking style and creative problem-solving, emotional intelligence, team effectiveness, employee training, coaching and performance management, and organization performance problem diagnosis.

  • MGMT 3630 Social Network Analysis for Managers

    This course explores managing performance through understanding mechanisms of coordination and control. We will consider how managers and organizations can benefit from the coordination of both individual network contacts and organization level contacts such as strategic partnerships. We will analyze social organizations through network methods. We will cover topics including Trust and Reputation, Organizational Roles, Team Work, Organization Change, Virtual Network, and Diffusion.

  • MGMT 3651 Building Global Career Competence

    This course combines experiential learning during study abroad with conceptual learning assignments to build critical global career competencies. The course involves relevant and challenging international consulting work experience, exposure to the working and cultural environments of an international setting, building skills for international adjustment and successful management of international assignments, networking and building potentially valuable international professional, and developing insights for future career planning within a global context.

  • MGMT 3670 Training and Development

    The effective management of diversity in the workplace provides several benefits to our society, economy, and nation. The reality is that issues around diversity have been controversial. Due to the changing of demographics, increasing global business, and technological innovations, the composition of the workforce of today and in the future will be much more diverse, and the business challenges and opportunities will be unique. The goal of diversity in the workplace and inclusion is that new faces, differing points of view, life experiences, and cultural values will be seen as attributes that help our social, economic, and government organizations achieve their goals and objectives.

  • MGMT 3680 Mentoring and Management

    This course will help students increase professional skills by connecting them with a mentor. Students will be asked to formulate specific developmental goals that the mentor can provide with assistance in reaching. A broad overview to careers theory in general, and mentoring theories and practices in particular, will be provided. In addition to structured mentoring learning experiences, students will also have the opportunity to develop important work skills in planning, organizing, and managing a project. In some cases, mentors may involve protégés in projects related to their profession that will enable students to gain valuable hands-on experience. There may also be some projects available with non-profits and the First Year program on campus through collaboration with the Center for Service and Action for students and mentors to work on together. In this way, the class will embody the LMU mission of men and women in service for others. The first part of the class will be structured around addressing three basic questions: 1) Who am I? 2) What do I want (goals)? and 3) What is my plan for getting what I want and how will I give back? Students will answer each of these three questions by completing standardized assessments, undertaking a rigorous self-reflection, setting developmental goals, enhancing career-related skills, and by completing a professional development project.

  • MGMT 4610 Leadership

    This course focuses on the role of leadership and leaders in organizations. Main topics include sources and uses of power, leadership traits, leadership styles and behaviors, contingency theories, team leadership, leadership development. Lectures, discussions, case studies, videos, and experiential exercises will be part of the course.

  • MGMT 4620 Employment Law

    This course provides a broad overview of federal and state employment laws, administrative agency regulations, and judicial decisions that govern the management of human resources. It provides a framework for the analysis and implementation of procedures that impact the employer-employee relationship in the workplace. Topics include the rules for proper advertising, screening, interviewing, and hiring of applicants; an analysis of the procedures that shape the training, promotion, discipline, and termination of employees; grievance handling, anti-discrimination laws, employee rights, health and safety regulations, leaves of absence, harassment prevention, regulatory compliance, and administrative adjudication of claims.

  • MGMT 4630 International Management

    Different economic, political, and socio-cultural environments around the world challenge managers with opportunities and risks. The goal of this course is to help students achieve a general understanding of the international business environment and evaluate the agenda facing managers operating in international business contexts. Students will learn how national economies are intertwined as never before, competition is increasingly global, and firms have become international in their sales, production, investment, financing, and sourcing.

  • MGMT 4640 Cross-Cultural Leadership

    This course examines what constitutes “effective” leadership across cultures, including how to be an inclusive leader and how to lead culturally diverse groups. Students gain insights about leadership in particular cultures based on their research and/or personal experiences. The goal is to prepare students for leadership assignments outside their native countries and in cross-cultural teams.

  • MGMT 4650 Compensation and Rewards

    This advanced management elective deals with such topics as wage and salary administration, benefits administration (U.S. and international), performance management, governmental and legal issues, and budgeting and administration. The course presents practical tools, methods, and a systems perspective to help students understand the role of compensation (base pay and total compensation) in human resource management. Knowledge and skill development from this course is important for future HR professionals and general managers alike. Additionally, this course examines various theories, strategies, and actual practices of employee total compensation (including employee benefits and nonfinancial rewards). A central question throughout will be about what types and forms of compensation practices best motivate and stimulate performance and commitment in the workplace.

  • MGMT 4670 Human Resources Practicum

    Key responsibilities and competencies of human resource professionals are examined. This course provides information and professional development opportunities, including networking and other relevant field assignments to help facilitate student entry into a successful career in human resources.

  • MGMT 4671 Managing Career Success

    It is increasingly clear that career planning and ongoing career management activities are essential to career success. Career management activities in organizations are clearly linked to employee retention and key productivity measures. To help generate experience-based insights for future career preparation and planning, this course involves a personally relevant off-campus internship or meaningful work experience of a minimum of 100 hours, regular journal recording of ongoing observations and insights, informational interviews of professional in the field, a minimum of 10 different self-assessment exercises, and an off-campus networking assignment. Course learning culminates in the completion of a final in-depth individual report that describes insights and specific short- and long-term plans for future career management.

  • MGMT 4672 Managing a Global Workforce

    This course helps students recognize important human resource management (IHRM) issues underlying current international and global business conditions, as well as understand key IHRM challenges and practices (e.g., cross-cultural management, managing international assignments, global talent management) relevant to effective strategic management and business development in important countries and regions of the global economy. In addition, personal competencies and international issues are examined that are relevant to students’ own future careers within the global workforce.

  • MGMT 4680 Employee Relations and Retention

    Employee relations and retention are critical to the bottom line success of organizations. Employee Relations is the functional area of human resource management whose primary focus is to develop and maintain effective working relationships with employees within union and non-union environments. Whether one is an employee, manager, or human resource professional, it is critical to be familiar with the fundamental laws, policies, programs, and skills related to developing oneself and the organization’s human capital.

  • MGMT 4690 Strategic Human Resource Management

    In this course students learn from lectures, cases, and assigned readings about how the various areas of the human resource function (e.g., HR planning, staffing, training, performance management, compensation, employee relations) contribute to an organization’s productivity and competitive advantage. A major emphasis is placed on how the human resource function supports effective organization strategy formulation and implementation, as the central role of all managers as HR practitioners in their daily workforce interactions and challenges.