MBA OBHR Track

	New OB/HR major students en route to an orientation activity

For many years, the MOB Program existed as a separate two-year degree program within the Marriott School of Business. Beginning in the Fall of 2002, the goals and curriculum of the MOB program were integrated as a specialized OB/HR, major of the MBA degree.

Students apply to the MBA program and declare their interest in the major. The MBA Admissions Committees reviews the major interest of students admitted to the MBA program to ensure student background and goals match major curriculum and placement opportunities.

The legacy of the MOB program is preserved in the curriculum of the OBHR major. In addition, the major emphasis in the MBA program broadens student business knowledge and skills demanded by today's recruiters. Students in the OBHR major will have foundation knowledge of human behavior in organizations from the applied behavioral sciences—the theory of effective organizations, the requirements for organizational change, insights into how groups work and teams develop, organizational culture, cross-cultural dynamics, leadership, etc. Students can develop skills as change agents, consultants and managers. We expect students to broaden their abilities to communicate, develop teamwork skills and the ability to participate effectively in a diverse workforce and/or international business.

This core knowledge is applied to specific challenges facing business and community organizations in three major aspects of change: organizational development and change management, strategy implementation and the strategic human resources management Changes in the field of OB and business have created this focus on strategic human resource management—the integration and management of talent to achieve business goals as well as to value and develop human resources. In some companies, the strategic human resource function now includes positions in organizational development and other aspects of change management.

The OBHR major maintains the integration of theory and practice that has enabled graduates of the OB program to make a significant contribution in the organizations of their choice: business, community, church or family.

We prepare men and women to excel in the development and integration of theory, knowledge and practice to strategically lead organizational change.

What type of student excels in the OBHR Major?

We are looking for students whose experience in organizations has created a passionate interest in change! In addition to the basic requirements for the MBA degree admission, OBHR Major students must value:

Students in the OBHR Major can apply their degree to positions in the fields of organizational development, education and training, human resources, change management, pursue a doctoral degree and/or utilize their skills and knowledge in community, church and family organizations.

What change competencies are required to lead organizational change?

Business Fundamentals: The MBA Core
All organizations can benefit from the core knowledge available in the MBA business core. Students will develop knowledge of financial accounting, business finance, marketing management, strategy, communications, and operations management.
Framework of Personal Competence
Learning how to change organizations requires reflective thinking as much as it requires decisive action. Presenting ideas to others requires the ability to conceptualize the complexity of organizational problems/business dynamics as well as effective communication skills. Students who are able to take responsibility for their learning, collaborate effectively with the full range of diversity found in peers, administrators, faculty, as well as contribute to the organization mission will have mastered a set of skills that enhance their personal competence in any setting.
Foundation of Organizational Theory
Utilizing sound theory is the initial step for any practitioner in the field of organizational change. One of the purposes of the OBHR curriculum is to provide students with a variety of theories and paradigms to choose from as they attempt to improve the functioning of an organization and the people who contribute to them. Without clear theory to guide thought and action, practitioners are not as effective and are likely to do more harm than good.
Diagnostic Abilities and Assessment
Applying and testing theory through organizational research and diagnosis is a key skill. Effective practitioners will test theories and hypotheses in order to develop sound plans of action in a business or other contexts. Students will learn to use both quantitative and qualitative methods for diagnosing problems in organizations. For example, particular kinds of business strategies require certain human resource practices. Which ones are best? Both business strategies and human resource practices must evolve to meeting changing market conditions. How is strategy implemented effectively? Diagnostic abilities and the data required for evaluation help students apply business knowledge more effectively.
Process Intervention and Change Management
As students master theory and diagnosis, they will learn to design actions that create change (interventions) and the ability to manage a change process. Students must not only understand what interventions are appropriate for a given business or organizational problem, but they must also have the process skills necessary to be able to implement change.