Availabilities:

Location Domestic International
Gold Coast
Melbourne
Session2, 3
Online
Session2, 3
Session2, 2, 3, 3
Perth
Session2, 3
Sydney
Session2, 3
Session2, 3

Unit Summary

Unit type

PG Coursework Unit

Credit points

12

AQF level

9

Level of learning

Introductory

Unit aim

Introduces students to the latest evidence based research about how leaders can build organisational and individual support for employees, which reduces their stress and increases their wellbeing and engagement. The student will undertake assessment that builds lifelong learning, communication, social skills and cultural competence by developing and running an evidence based targeted training package for different types of employees and then analysing its impact and effectiveness.

 

Unit content

  1. Leading for sustaining an engaged workforce: Transformational, Authentic and Servant Leadership
  2. Authentic leadership (Relationships, Ethics, Balanced processing and Self-Awareness) and why is it important
  3. How do authentic leadership and psychological capital fit together?
  4. The role of the supervisor and organisational support in building psychological capital, increasing employee outcomes (commitment and engagement) and increasing organisational effectiveness
  5. Why is psychological capital important for employees (reducing stress, increased wellbeing), the organisation (increased employee performance, reduced turnover intentions), government (reduced workers compensation claims) and the community (reduced cost of stress-related illnesses)
  6. How can you increase psychological capital in organisations?
  7. Managing Effectively: Supervisor support, psychological capital and wellbeing of the employee
  8. Linking psychological capital to better understanding the emotions of employees and clients/customers etc
  9. Transformational/Servant/Authentic Leadership in practice: Using constructive language and communication to stop the cycle of conflict in organisations
  10. Leadership and Change: The role of analysis tools to measure the impact of change for intervention programs
  11. Bringing individual and social support together in practice so as to sustain an engaged workforce
  12. Summary

Learning outcomes

Unit Learning Outcomes express learning achievement in terms of what a student should know, understand and be able to do on completion of a unit. These outcomes are aligned with the graduate attributes. The unit learning outcomes and graduate attributes are also the basis of evaluating prior learning.

GA1: Intellectual rigour, GA2: Creativity, GA3: Ethical practice, GA4: Knowledge of a discipline, GA5: Lifelong learning, GA6: Communication and social skills, GA7: Cultural competence
On completion of this unit, students should be able to: GA1 GA2 GA3 GA4 GA5 GA6 GA7
1 Differentiate types of leadership required for developing engaged employees based on awareness and respect of group diversity. Cultural competence
2 Relate authentic leadership, effective Leader-Member Exchange and management support and the psychological capital of employees based on the recognition and legitimacy of employee group differences Cultural competence
3 Run a targeted evidence based intervention for different types of employees to develop their competency to communicate in a professional setting based on listening to the views of participants and then re-directing the slant of the presentation to meet the needs of specific clientele. Communication and social skills
4 Analyse and reflect upon an intervention to increase employee outcomes using a process of reflecting on how others received the training package. Lifelong learning

On completion of this unit, students should be able to:

  1. Differentiate types of leadership required for developing engaged employees based on awareness and respect of group diversity.
    • GA7: Cultural competence
  2. Relate authentic leadership, effective Leader-Member Exchange and management support and the psychological capital of employees based on the recognition and legitimacy of employee group differences
    • GA7: Cultural competence
  3. Run a targeted evidence based intervention for different types of employees to develop their competency to communicate in a professional setting based on listening to the views of participants and then re-directing the slant of the presentation to meet the needs of specific clientele.
    • GA6: Communication and social skills
  4. Analyse and reflect upon an intervention to increase employee outcomes using a process of reflecting on how others received the training package.
    • GA5: Lifelong learning

Prescribed texts

  • No prescribed texts.

  • No prescribed texts.
Prescribed texts may change in future study periods.