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2013-2014 Academic Year
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Graduate Studies Courses of Instruction Industrial Relations


Industrial Relations
NOTE: Most courses are 3.0 credit units in weight; however, MIR-893, MIR-894 and MIR-895 are 1.5 credit units in weight.
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MIR-801-809*, 811-819* Analytical and Research Skills Seminar
These seminars are designed to provide students with critical analytical, research, and interpersonal skills required of Human Resources and Labour Relations professionals in the workplace. Each seminar meets over a four-week period, and students are required to take three seminars which together will be considered a half-course. Students also have the option of taking three additional seminars, which may be counted as an elective credit. Students will not be permitted to take more than six seminars. Students who wish to drop a seminar must do so before the second scheduled class or with the permission of the instructor. The seminars are:
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MIR-801* Business Skills:  accounting, finance, etc. 
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MIR-802* Change Management Skills: team building, stress management, dealing with difficult people, etc.
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MIR-803* Quantitative Skills: regression, t-tests, ANOVA, etc.
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MIR-804* Qualitative Skills: interviews, case study, and other methods.
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MIR-805* Labour Relations Skills: costing agreements, grievance handling, negotiations, etc.
 
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MIR-806* Human Resource Management Skills: opinion surveys, job diagnostic skills etc.
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MIR-807* Strategic Bargaining and Workplace Change
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MIR-808* Team Skills
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MIR-809* Mediation Skills
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MIR-810* Unions and Collective Bargaining
The purpose of the course is to develop a critical understanding of the institutions of unionism and collective bargaining, their rationale, policies and programs, and their effects on workers, organizations, and the society. The course will be taught in a comparative U.S./Canadian context with an emphasis on workplace change.
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MIR-811* Occupational Health and Safety
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MIR-812 to MIR-818*
These seminars may be offered from time to time based on faculty availability and student interest.
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MIR-819* Labour Arbitration Moot
This skills seminar examines the process of grievance, arbitration and dispute settlement under collective agreements as well as the central role of arbitration in the collective bargaining relationship under Canadian labour statutes. Students will participate in mock arbitration hearings. The areas to be explored include, but are not limited to, pre-arbitration procedures, the arbitration tribunal, the jurisdiction of the arbitrator, the arbitration hearing, and selected issues in grievance determination.
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MIR-820 IR and Labour Law (two terms)
This course addresses the fundamentals of the law governing the individual employment relationship and the collective bargaining relationship; rights of the employee and employer at common law, and their modification by minimum standards statutes and human rights legislation; the development of contemporary collective bargaining legislation; the certification process; unfair labour practices; the duty to bargain; the collective agreement and its administration through arbitration. The arbitration and adjudication process will also be studied, including such topics as powers of arbitrators and adjudicators and evidentiary issues. Students will have an opportunity to perform in mock arbitrations and adjudications.
EXCLUSIONS MIR-823 and MIR-824.
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MIR-823* IR and Labour Law I
This course addresses the fundamentals of the law governing the individual employment relationship and the collective bargaining relationship; rights of the employee and employer at common law, and their modification by minimum standards statutes and human rights legislation; the development of contemporary collective bargaining legislation; the certification process; unfair labour practices and the duty to bargain.
EXCLUSION: MIR-820
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MIR-824* IR and Labour Law II
This course addresses the fundamentals of the collective agreement and its administration through arbitration. The arbitration and adjudication process will also be studied, including such topics as powers of arbitrators and adjudicators and evidentiary issues. Students will have an opportunity to perform in mock arbitrations and adjudications.
EXCLUSION: MIR-820
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MIR-825* Human Rights Law in the Workplace
The focus of this course is to provide students with the tools required to create and maintain a culture of human rights in the workplace. Through the use of case studies, students will learn how to apply legal principles and law to develop practical solutions to the challenges they are sure to face.
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MIR-826* Advanced Topics in Labour Law
This course is an advanced topics seminar providing contemporary perspectives on labour law. The course is intended to explore specific aspects of labour law that are relevant to industrial relations in depth. Specific topics may vary from year to year, as issues change and different instructors are involved. (3.0 credit units)
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MIR-830* Human Resource Management
This course will familiarize students with the basic responsibilities of the human resources function in organizations. The course covers topics such as strategic planning, job analysis, recruitment, selection, training and development, career planning, performance appraisal, compensation and international HRM. Students will learn about the various tools and techniques available to human resource professionals (such as environmental scanning, delphi methods and transition probability matrices, performance appraisal instruments, selection techniques, job evaluation methods, and some of the various applications of needs analysis) through the use of lectures, case analyses, student presentations, and the text book with supplemental readings.
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MIR-840* Labour Economics and Industrial Relations
This course examines contemporary labour market behaviour and processes and considers some of the emerging labour market issues and policies that are relevant to the study of industrial relations. The approach is to relate theory and empirical research from labour economics to industrial relations and institutional analyses. A selection of major topics that are typically covered include: the demand and supply for labour; human capital investments; contracts and compensation; unions and their impacts; and labour market discrimination and related public policy; and NAFTA related implications.
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MIR-841* Contemporary Labour Policies
This course provides a basic overview of the major purposes and elements of current Canadian labour policy and emerging challenges in the context of changing external and internal environments. The three major areas of labour policy studied include regulations related to labour relations, labour standards, and labour markets in both the public and the private sectors. Among key areas studied include legislation and programs related to labour relations, pay equity, occupational health and safety, employment standards, worker compensation, unemployment insurance, as well as broader policy programs such as the federal sectoral councils program for skills development and adjustment. Although the main focus of the course is on Canada, aspects of North American or global developments relevant to Canadian labour policy will also be reviewed.
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MIR 850* Organizational Theory and Design
This course applied theories and methods from the behavioral sciences to the analysis of organizations.  Students are introduced to classical and modern theories of organization and their underlying assumptions of human nature, the relationship between organizations and their environment, and the role of power, politics and culture in decision-making.  Topics covered include job attitudes and job satisfaction, motivation, group formation, leadership and power, and organization design and culture.  Solutions/approaches to problems in organizations are covered at both the micro and macro levels.
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MIR 851* Relationships in Organizations
The purpose of this course is to create better understanding of the importance of relationships in organizations.  Using a socio-psychological approach, the course will focus on topics central to relationship formation including social perception and cognition, attitudes and persuasion as well as inter-personal attraction and influence.  Among the topics to be covered include attachment theory, social identity, social networks, organizational compassion, emotions, politics and influence tactics, diversity, harassment.
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MIR 852* Leadership In Organizations
This course examines theories and research findings from the behavioral sciences that are relevant to leadership and the influence process in groups and organizations. Topics may include personality, situational factors, intergroup processes, interpersonal perception as well as the motivation to both lead and follow.  The course also explores the implications of leadership training, organization development, and action research.
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MIR-870* Contract Administration
An advanced topics course that explores the management and application of the collective agreement post—negotiation. This course examines the link between contract administration, the bargaining environment, and issues brought forward for collective bargaining. Duty of fair representation, successor rights, bargaining history, and language—building, among other topics, will be considered.
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MIR-871* Public Sector Human Resource Management
This course examines the theory and practice of HR management in the public sector, the course will include contemporary developments in human resource management and their applicability to the public sector.  Topics may include; principles of public sector human resource management; defining distinctive characteristics of public sector HR; key HR policies and practices; the impact of restructuring; HR issues in the context of managing change.  The course will cover human resource management policies and practices in the broader public sector, including the public service, education, health, and municipal services.
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MIR-880* Compensation
This course examines the basic components of compensation systems (i.e., compensation objectives, job hierarchies, forms of pay, salary survey, etc.). A Canadian text is used that combines economic, sociological and psychological approaches to the study and design of pay systems. The course uses a detailed description of a hypothetical organization and a problem-oriented teaching method to explore topics such as the relationship between compensation systems and firm performance, and the tradeoffs between internal and external equity in the design of compensation systems.
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MIR-885* Industrial Relations in the Global Economy
This course develops a critical appreciation of the role of industrial relations in a global economic environment. The emphasis is on providing an understanding of the nature and scope of adjustments and adaptations in labour-management institutions and relationships required to deal with international competitive pressures, focusing on strategic links between HR/LR and competitiveness, the Japanese challenge, evolving management approaches and strategies, union responses and the labour agenda, and restructuring experience in key Canadian industries.
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MIR-886* Negotiations, Conflict Resolution and Workplace Behaviour
The object of this course is to develop industrial relations and human resource expertise including negotiation, conflict resolution and facilitation skills for those who will be employed in line, staff, or union positions in the public or private sectors. The course deals specifically with negotiation strategy and behaviour, labour and management attitudes and relationships, conflict and cooperation, methods of conflict resolution and facilitation, workplace innovations, strategic choice in IR/HR policy, new directions in IR/HR, and in the new roles of staff and line management in the high performance workplace.
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MIR-887* Management of Change
Management of change is designed to acquaint participants with the issues, techniques, and strategies for the management of change. The first part of the course concentrates on developing expertise in predicting relevant changes in the organization's task environment and making sure that change initiatives are in harmony with that environment. Techniques for environmental scanning and forecasting will be explored and useful models analysed. Students will also discuss and make presentations on current issues such as employee ownership, team based management, mergers and acquisitions, and organizational renewal. The second part of the course will focus on implementation. By course end, participants will understand the techniques for creating a need to change, managing resistance and applying change models to various industries and situations.
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MIR-888* Advanced Topics in Labour Relations
The course is an advanced topics seminar providing contemporary perspectives on labour relations. The course is intended to explore specific aspects of labour relations in depth. Private and public sector labour relations issues may be explored. Specific topics may vary from year to year, as issues change and different instructors are involved.
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MIR-889* Advanced Topics in Human Resources Management
The course is an advanced topics seminar providing contemporary perspectives on human resources management. The course is intended to explore specific aspects of human resources management in depth. Private and public sector human resource issues may be explored. Specific topics may vary from year to year, as issues change and different instructors are involved.
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MIR-891*,892* Directed Special Studies
The purpose of the directed special studies/reading course is to provide additional flexibility in the MIR program to enable students to pursue in-depth study of a topic/subject relating to industrial relations and human resources management that is not covered by existing course offerings. The scope of this course will be arranged by the student in consultation with the instructor. Although the exact course format and requirements will depend on the nature of the subject area and on the discretion of the instructor, the following guidelines may be helpful: the minimum workload for the course is the same as required for a normal course; the student is normally required to undertake a review of the literature, including an annotated bibliography of the subject covered by the course; the student is normally required to write at least one major paper (minimum 20 typed pages or 5000 words in length) as a requirement for the course. The course is available only under special circumstances and with the permission of the Director. This course may be taken in any one of the three terms, but it can only be taken once during the MIR program.
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MIR-893 Applied Analytical Methods I
This course introduces basic quantitative concepts and methods used in a wide range of professional careers. Students will work with software to conduct statistical analysis and gain experience working with large datasets. Offered jointly with MPA-801; 1.5 credit hours.
EXCLUSION: MPA-801
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MIR-894 Applied Analytical Methods II
This course provides a foundation in applied statistics for students studying management, policy analysis, and related areas. The aim is to provide students with the knowledge of analytical methods required to effectively and responsibly interpret, assess, and use statistical analysis conducted by others. Prerequisite: MIR-893. Restriction: open to students who do not attain a minimum grade of “A-” in MIR-893 or MPA-801; Offered jointly with MPA-803; 1.5 credit hours. PREREQUISITE: MIR-893
EXCLUSION: MPA-803
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MIR-895 Analytical Methods for HRMIIR
This course focuses on the methods used to collect, assess, and evaluate industrial relations related qualitative and quantitative data and information in a variety of contexts. Example topics covered include designing and administering workforce surveys (including interviews and focus groups), compiling, analyzing, and presenting organizational data, and analyzing labour market survey data. 1.5 credit hours. Prerequisite: MIR-893. Restriction: Open only to students who have attained a minimum ‘A-‘ grade in MIR-893. PREREQUISITE: MIR-893
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MIR-897* Analytical Methods in Industrial Relations
This course introduces students to research methods and tools used in the study of industrial relations. The course includes selected topics related to the application of labour economics, human resources management, organizational behaviour, and labour law approaches to the analysis of industrial relations. Specific topics and emphasis vary according to the instructor.
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MIR-898* Research Project
Written under the direction of a faculty supervisor and normally about 50 pages in length, the research essay provides students with the opportunity to undertake independent research of an IR/HR issue or a case study of an organization and to develop the ability to express their ideas in an organized and literate form. Preliminary work is normally completed in the winter term and research and writing conducted during the spring/summer term. Counselling for the research essay (choice of an appropriate topic, selection of a supervisor, etc.) is provided by the School. Every effort is made to inform students about the research interests and activities of faculty members and associates and to encourage them to undertake topics related to these. The written essay will be examined by a committee composed of the supervisor, and one other member of the faculty of the School or a related department.
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Graduate Studies Courses of Instruction Industrial Relations
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