• Analyze the psychological and social dynamics that influence individual and group
behavior in institutional settings.
• Understand various motivation theories and their practical application in designing
effective reward and incentive systems.
• Master techniques for managing organizational culture, power dynamics, and large-scale
structural change.
• Develop high-level leadership, negotiation, and conflict resolution skills to improve
workplace harmony and productivity.
• Evaluate the impact of organizational design and emerging technology on human behavior
and performance.

• Identify and address psychological factors such as perception and personality that drive
employee engagement.
• Design and implement evidence-based interventions for team building and cross-
departmental collaboration.
• Manage formal and informal organizational communication channels to ensure
transparency and institutional alignment.
• Implement ethical leadership practices and leverage emotional intelligence to influence
positive behavioral outcomes.
• Navigate complex organizational power structures and political landscapes to drive
strategic initiatives.

Module 1: Individual Behavior & Workplace Psychology

• Personality & Values: Impact of individual traits and personal values on job performance
and fit.
• Perception & Attribution: How employees interpret workplace events and the role of bias
in decision-making.
• Attitude & Engagement: Measuring and improving job satisfaction, organizational
commitment, and employee loyalty.
• Diversity & Inclusion: Strategies for managing a diverse workforce and fostering an
inclusive institutional climate.
• Learning & Reinforcement: Applying behavioral learning theories (Operant Conditioning)
to employee training and development.

Module 2: Motivation & High-Performance Reward Systems

• Classical Motivation: Applying Maslow’s Hierarchy, Herzberg’s Two-Factor theory, and
McClelland’s Needs theory.

• Contemporary Models: Utilizing Expectancy theory, Equity theory, and Self-
Determination theory for modern workforces.

• Incentive Design: Creating performance-linked pay, recognition programs, and profit-
sharing models.

• Job Enrichment: Implementing job enlargement, rotation, and autonomous work teams to
boost intrinsic motivation.
• Goal Setting: Utilizing the SMART framework and OKRs (Objectives and Key Results)
to drive performance.

Module 3: Group Dynamics & Team Effectiveness

• Stages of Development: Analyzing the journey from Forming and Storming to Norming
and Performing (Tuckman’s Model).
• Team Synergy: Strategies for overcoming social loafing and the “groupthink”
phenomenon in decision-making.
• Communication Strategies: Managing formal reporting lines versus informal “grapevine”
communication.
• Conflict Resolution: Utilizing the Thomas-Kilmann Conflict Mode Instrument (TKI) to
resolve workplace disputes.
• Virtual & Hybrid Teams: Addressing the psychological and operational challenges of
remote team management.

Module 4: Leadership, Power & Influence

• Leadership Styles: Comparing Transactional, Transformational, and Servant leadership
models.
• Emotional Intelligence (EQ): Developing self-awareness, empathy, and social skills as
core leadership competencies.
• Sources of Power: Analyzing the use of Legitimate, Reward, Coercive, Expert, and
Referent power.
• Organizational Politics: Navigating political behavior, ethical lobbying, and coalition
building within the firm.

• Negotiation Skills: Mastering distributive vs. integrative bargaining and reaching “Win-
Win” outcomes.

Module 5: Organizational Structure & Change Management

• Structural Design: Impact of hierarchy, span of control, and decentralization on employee
behavior.
• Organizational Culture: Identifying and shaping institutional artifacts, values, and
underlying assumptions.
• Change Models: Implementing Lewin’s 3-Step model (Unfreeze, Change, Refreeze) and
Kotter’s 8-Step process.
• Resistance to Change: Identifying psychological barriers to change and strategies for
employee buy-in.
• Organizational Development (OD): Using behavioral science interventions to improve
long-term institutional health.

Project