| Language of instruction : English |
| Exam contract: not possible |
|
Sequentiality
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| |
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No sequentiality
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| Degree programme | | Study hours | Credits | P2 SBU | P2 SP | 2nd Chance Exam1 | Tolerance2 | Final grade3 | |
 | 3rd Bachelor of Business Engineering choice | Optional | 162 | 6,0 | 162 | 6,0 | Yes | Yes | Numerical |  |
|
| | | Learning outcomes |
- EC
| The holder of the degree builds up knowledge autonomously with a view to lifelong learning. (Self-direction and entrepreneurial spirit) | - EC
| The holder of the degree works in a team with a view to a multidisciplinary approach to a business problem. (Teamwork) | - EC
| The holder of the degree communicates in a business context in writing and orally, and if necessary with visual support. (Communication) | - EC
| The holder of the degree identifies stakeholders and their interests and takes them into account when making decisions. (Stakeholder awareness) | - EC
| The holder of the degree takes account of the regional and (inter)national policy and business context when making decisions. (Stakeholder awareness) | - EC
| The holder of the degree is aware of ethical and sustainability aspects in the conduct of business. (Stakeholder awareness) | - EC
| The holder of the degree applies insights from business science and relevant supporting/related disciplines in the analysis of financial and technical business problems. (Problem-solving capacity) |
|
| | EC = learning outcomes DC = partial outcomes BC = evaluation criteria |
|
|
There are no basic competences required.
|
|
|
|
This introductory course in organization studies provides insights into:
1) The dynamics of diversity (gender, race, ethnicity, disability, class, religion, sexual orientation, age, language …) in work contexts, with special attention to connections between inequalities at the macro- (society and international context), meso- (organizations and networks of organizations), and micro-level (individuals and inter-individual relations)
2) Policies and practices that can be implemented to affect these dynamics with the aim of fostering inclusion and equality.
Specific content:
The historical origins of the business concept diversity and its relation to concepts such as equal opportunities and inclusion. The paradigm shift in the conceptualization of social identities in work contexts is emphasized.
The effects of various forms of diversity on group processes and outcomes, as well as the contextual factors affecting these processes and outcomes.
The career barriers encountered by individuals with particular social identities due to various interpersonal and institutional mechanisms.
The relation between different social identities, competencies associated with socio-demographic groups in work contexts and the dynamics of valuation of jobs and employees shaping relations between different actors.
Employment relations in a globalized economy and the effects of the institutional context (e.g. immigration policies, international law) on them.
'Traditional' diversity management practices and policies used by organizations to manage diversity, their underlying assumptions and the reasons for their effects.
'Alternative' practices to manage diversity, their underlying assumptions and the reasons for their effects.
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Individual coaching session ✔
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Lecture ✔
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Response lecture ✔
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Small group session ✔
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|
|
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|
|
Group work ✔
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|
|
Presentation ✔
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|
|
Period 2 Credits 6,00
| Evaluation method | |
|
| Oral evaluation during teaching period | 30 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Written exam | 70 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
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|
|
|
|
|
|
| Evaluation conditions (participation and/or pass) | ✔ |
|
| Conditions | When the student does not take part in one of the two evaluations or receives a grade lower than 10/20 on one of them, s/he cannot pass the course. |
|
|
|
| Consequences | In this case, if the weighted average is above 10/20, s/he will receive a 9/20. |
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Second examination period
| Evaluation second examination opportunity different from first examination opprt | |
|
| Explanation (English) | The re-examination of the individual written exam will take place in the same form. The re-examination of the group project will consist in an individual paper on a diversity-related topic to be agreed on with the course coordinator. |
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| Interuniversity Master Gender and Diversity | Optional | 135 | 5,0 | 135 | 5,0 | Yes | Yes | Numerical | |
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| |
|
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There are no basic competences required.
|
|
|
|
This introductory course in organization studies provides insights into:
1) The dynamics of diversity (gender, race, ethnicity, disability, class, religion, sexual orientation, age, language …) in work contexts, with special attention to connections between inequalities at the macro- (society and international context), meso- (organizations and networks of organizations), and micro-level (individuals and inter-individual relations)
2) Policies and practices that can be implemented to affect these dynamics with the aim of fostering inclusion and equality.
Specific content:
The historical origins of the business concept diversity and its relation to concepts such as equal opportunities and inclusion. The paradigm shift in the conceptualization of social identities in work contexts is emphasized.
The effects of various forms of diversity on group processes and outcomes, as well as the contextual factors affecting these processes and outcomes.
The career barriers encountered by individuals with particular social identities due to various interpersonal and institutional mechanisms.
The relation between different social identities, competencies associated with socio-demographic groups in work contexts and the dynamics of valuation of jobs and employees shaping relations between different actors.
Employment relations in a globalized economy and the effects of the institutional context (e.g. immigration policies, international law) on them.
'Traditional' diversity management practices and policies used by organizations to manage diversity, their underlying assumptions and the reasons for their effects.
'Alternative' practices to manage diversity, their underlying assumptions and the reasons for their effects.
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|
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Individual coaching session ✔
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Lecture ✔
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|
Response lecture ✔
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Small group session ✔
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|
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Group work ✔
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Presentation ✔
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Period 2 Credits 5,00
| Evaluation method | |
|
| Oral evaluation during teaching period | 30 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Written exam | 70 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Evaluation conditions (participation and/or pass) | ✔ |
|
| Conditions | When the student does not take part in one of the two evaluations or receives a grade lower than 10/20 on one of them, s/he cannot pass the course. |
|
|
|
| Consequences | In this case, if the weighted average is above 10/20, s/he will receive a 9/20. |
|
|
|
Second examination period
| Evaluation second examination opportunity different from first examination opprt | |
|
| Explanation (English) | The re-examination of the individual written exam will take place in the same form. The re-examination of the group project will consist in an individual paper on a diversity-related topic to be agreed on with the course coordinator. |
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|
| Exchange Programme Business Economics | Optional | 162 | 6,0 | 162 | 6,0 | Yes | Yes | Numerical | |
|
| |
|
|
There are no basic competences required.
|
|
|
|
This introductory course in organization studies provides insights into:
1) The dynamics of diversity (gender, race, ethnicity, disability, class, religion, sexual orientation, age, language …) in work contexts, with special attention to connections between inequalities at the macro- (society and international context), meso- (organizations and networks of organizations), and micro-level (individuals and inter-individual relations)
2) Policies and practices that can be implemented to affect these dynamics with the aim of fostering inclusion and equality.
Specific content:
The historical origins of the business concept diversity and its relation to concepts such as equal opportunities and inclusion. The paradigm shift in the conceptualization of social identities in work contexts is emphasized.
The effects of various forms of diversity on group processes and outcomes, as well as the contextual factors affecting these processes and outcomes.
The career barriers encountered by individuals with particular social identities due to various interpersonal and institutional mechanisms.
The relation between different social identities, competencies associated with socio-demographic groups in work contexts and the dynamics of valuation of jobs and employees shaping relations between different actors.
Employment relations in a globalized economy and the effects of the institutional context (e.g. immigration policies, international law) on them.
'Traditional' diversity management practices and policies used by organizations to manage diversity, their underlying assumptions and the reasons for their effects.
'Alternative' practices to manage diversity, their underlying assumptions and the reasons for their effects.
|
|
|
|
|
|
|
|
|
Individual coaching session ✔
|
|
|
|
Lecture ✔
|
|
|
|
Response lecture ✔
|
|
|
|
Small group session ✔
|
|
|
|
|
|
|
|
Group work ✔
|
|
|
|
Presentation ✔
|
|
|
|
Period 2 Credits 6,00
| Evaluation method | |
|
| Oral evaluation during teaching period | 30 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Written exam | 70 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Evaluation conditions (participation and/or pass) | ✔ |
|
| Conditions | When the student does not take part in one of the two evaluations or receives a grade lower than 10/20 on one of them, s/he cannot pass the course. |
|
|
|
| Consequences | In this case, if the weighted average is above 10/20, s/he will receive a 9/20. |
|
|
|
Second examination period
| Evaluation second examination opportunity different from first examination opprt | |
|
| Explanation (English) | The re-examination of the individual written exam will take place in the same form. The re-examination of the group project will consist in an individual paper on a diversity-related topic to be agreed on with the course coordinator. |
|
|
|
|
|
|
|
| 1st year Master of Science in Transportation Sciences | Optional | 162 | 6,0 | 162 | 6,0 | Yes | Yes | Numerical | |
|
| | | Learning outcomes |
- EC
| EC1: The holder of the degree applies knowledge in an autonomous and self-managing manner. He/she is able to critically plan, monitor, manage and evaluate his/her own learning processes and to take care of his/her own (quality) control. | - EC
| EC4: The holder of the degree considers society as a whole and all interested parties as an important stakeholder and reflects on the social relevance and consequences of recommendations/solutions and projects/assignments in a critical manner. In doing so, the holder of the degree strives, among other things, to have a sustainable impact on the region. | - EC
| EC6: The holder of the degree is able to communicate and convince others on his/her field of study, both in writing and orally, addressing scientists of his/her own or similar fields of study and wide social groups. | - EC
| EC7: The holder of the degree is able to function as a member of a (multidisciplinary) team and has a good assessment of his/her own role within the team/organization, as well as within the wider social and international context. | - EC
| EC8: The holder of the degree acts and reflects in an ethical and sustainable way. |
|
| | EC = learning outcomes DC = partial outcomes BC = evaluation criteria |
|
|
There are no basic competences required.
|
|
|
|
This introductory course in organization studies provides insights into:
1) The dynamics of diversity (gender, race, ethnicity, disability, class, religion, sexual orientation, age, language …) in work contexts, with special attention to connections between inequalities at the macro- (society and international context), meso- (organizations and networks of organizations), and micro-level (individuals and inter-individual relations)
2) Policies and practices that can be implemented to affect these dynamics with the aim of fostering inclusion and equality.
Specific content:
The historical origins of the business concept diversity and its relation to concepts such as equal opportunities and inclusion. The paradigm shift in the conceptualization of social identities in work contexts is emphasized.
The effects of various forms of diversity on group processes and outcomes, as well as the contextual factors affecting these processes and outcomes.
The career barriers encountered by individuals with particular social identities due to various interpersonal and institutional mechanisms.
The relation between different social identities, competencies associated with socio-demographic groups in work contexts and the dynamics of valuation of jobs and employees shaping relations between different actors.
Employment relations in a globalized economy and the effects of the institutional context (e.g. immigration policies, international law) on them.
'Traditional' diversity management practices and policies used by organizations to manage diversity, their underlying assumptions and the reasons for their effects.
'Alternative' practices to manage diversity, their underlying assumptions and the reasons for their effects.
|
|
|
|
|
|
|
|
|
Individual coaching session ✔
|
|
|
|
Lecture ✔
|
|
|
|
Response lecture ✔
|
|
|
|
Small group session ✔
|
|
|
|
|
|
|
|
Group work ✔
|
|
|
|
Presentation ✔
|
|
|
|
Period 2 Credits 6,00
| Evaluation method | |
|
| Oral evaluation during teaching period | 30 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Written exam | 70 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Evaluation conditions (participation and/or pass) | ✔ |
|
| Conditions | When the student does not take part in one of the two evaluations or receives a grade lower than 10/20 on one of them, s/he cannot pass the course. |
|
|
|
| Consequences | In this case, if the weighted average is above 10/20, s/he will receive a 9/20. |
|
|
|
Second examination period
| Evaluation second examination opportunity different from first examination opprt | |
|
| Explanation (English) | The re-examination of the individual written exam will take place in the same form. The re-examination of the group project will consist in an individual paper on a diversity-related topic to be agreed on with the course coordinator. |
|
|
|
|
|
|
|
| 2nd year Master of Transportation Sciences | Optional | 162 | 6,0 | 162 | 6,0 | Yes | Yes | Numerical | |
|
| | | Learning outcomes |
- EC
| EC1: The holder of the degree applies knowledge in an independent and self-directed manner. He/she is able to critically plan, guard, manage and evaluate his/her own learning processes and to take care of his/her own (quality) control. | - EC
| EC4: The holder of the degree considers the society as a whole as an important stakeholder and reflects on the social relevance and consequences of recommendations/solutions and projects/assignments in a critical manner. In doing so, the holder of the degree strives, among other things, to have a sustainable impact on the region. | - EC
| EC6: The holder of the degree is able to communicate and convince others on his/her field of study, both in writing and orally, addressing scientists of his/her own or similar fields of study and wide social groups. | - EC
| EC7: The holder of the degree is able to function as a member of a (multidisciplinary) team and has a good assessment of his/her own role within the team/organization and in the broader social and international context. | - EC
| EC8: The holder of the degree acts and reflects in an ethical and sustainable way. |
|
| | EC = learning outcomes DC = partial outcomes BC = evaluation criteria |
|
|
There are no basic competences required.
|
|
|
|
This introductory course in organization studies provides insights into:
1) The dynamics of diversity (gender, race, ethnicity, disability, class, religion, sexual orientation, age, language …) in work contexts, with special attention to connections between inequalities at the macro- (society and international context), meso- (organizations and networks of organizations), and micro-level (individuals and inter-individual relations)
2) Policies and practices that can be implemented to affect these dynamics with the aim of fostering inclusion and equality.
Specific content:
The historical origins of the business concept diversity and its relation to concepts such as equal opportunities and inclusion. The paradigm shift in the conceptualization of social identities in work contexts is emphasized.
The effects of various forms of diversity on group processes and outcomes, as well as the contextual factors affecting these processes and outcomes.
The career barriers encountered by individuals with particular social identities due to various interpersonal and institutional mechanisms.
The relation between different social identities, competencies associated with socio-demographic groups in work contexts and the dynamics of valuation of jobs and employees shaping relations between different actors.
Employment relations in a globalized economy and the effects of the institutional context (e.g. immigration policies, international law) on them.
'Traditional' diversity management practices and policies used by organizations to manage diversity, their underlying assumptions and the reasons for their effects.
'Alternative' practices to manage diversity, their underlying assumptions and the reasons for their effects.
|
|
|
|
|
|
|
|
|
Individual coaching session ✔
|
|
|
|
Lecture ✔
|
|
|
|
Response lecture ✔
|
|
|
|
Small group session ✔
|
|
|
|
|
|
|
|
Group work ✔
|
|
|
|
Presentation ✔
|
|
|
|
Period 2 Credits 6,00
| Evaluation method | |
|
| Oral evaluation during teaching period | 30 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Written exam | 70 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Evaluation conditions (participation and/or pass) | ✔ |
|
| Conditions | When the student does not take part in one of the two evaluations or receives a grade lower than 10/20 on one of them, s/he cannot pass the course. |
|
|
|
| Consequences | In this case, if the weighted average is above 10/20, s/he will receive a 9/20. |
|
|
|
Second examination period
| Evaluation second examination opportunity different from first examination opprt | |
|
| Explanation (English) | The re-examination of the individual written exam will take place in the same form. The re-examination of the group project will consist in an individual paper on a diversity-related topic to be agreed on with the course coordinator. |
|
|
|
|
|
|
|
| 3rd Bachelor of Business Economics choice | Optional | 162 | 6,0 | 162 | 6,0 | Yes | Yes | Numerical | |
|
| | | Learning outcomes |
- EC
| The holder of the degree builds up knowledge autonomously with a view to lifelong learning. (Self-direction and entrepreneurial spirit) | - EC
|
The holder of the degree works in a team with a view to a multidisciplinary approach to a business problem. (Teamwork)
| - EC
| The holder of the degree communicates in a business context in writing and orally, and if necessary with visual support. (Communication) | - EC
| The holder of the degree identifies stakeholders and their interests and takes them into account when making decisions. (Stakeholder awareness) | - EC
| The holder of the degree takes account of the regional and (inter)national policy and business context when making decisions. (Stakeholder awareness) | - EC
| The holder of the degree is aware of ethical and sustainability aspects in the conduct of business. (Stakeholder awareness) | - EC
| The holder of the degree is able to apply insights from business science and relevant supporting/related disciplines in the analysis of strategic policy issues. (Problem-solving capacity) | - EC
| The holder of the degree is able to evaluate an organisation’s strategic policy with a view to creating value for the business and/or society. (Programme-specific competencies) | - EC
| The holder of the degree is able to identify changing environmental factors that have an impact on an organisation and its policy. (Programme-specific competencies) |
|
| | EC = learning outcomes DC = partial outcomes BC = evaluation criteria |
|
|
There are no basic competences required.
|
|
|
|
This introductory course in organization studies provides insights into:
1) The dynamics of diversity (gender, race, ethnicity, disability, class, religion, sexual orientation, age, language …) in work contexts, with special attention to connections between inequalities at the macro- (society and international context), meso- (organizations and networks of organizations), and micro-level (individuals and inter-individual relations)
2) Policies and practices that can be implemented to affect these dynamics with the aim of fostering inclusion and equality.
Specific content:
The historical origins of the business concept diversity and its relation to concepts such as equal opportunities and inclusion. The paradigm shift in the conceptualization of social identities in work contexts is emphasized.
The effects of various forms of diversity on group processes and outcomes, as well as the contextual factors affecting these processes and outcomes.
The career barriers encountered by individuals with particular social identities due to various interpersonal and institutional mechanisms.
The relation between different social identities, competencies associated with socio-demographic groups in work contexts and the dynamics of valuation of jobs and employees shaping relations between different actors.
Employment relations in a globalized economy and the effects of the institutional context (e.g. immigration policies, international law) on them.
'Traditional' diversity management practices and policies used by organizations to manage diversity, their underlying assumptions and the reasons for their effects.
'Alternative' practices to manage diversity, their underlying assumptions and the reasons for their effects.
|
|
|
|
|
|
|
|
|
Individual coaching session ✔
|
|
|
|
Lecture ✔
|
|
|
|
Response lecture ✔
|
|
|
|
Small group session ✔
|
|
|
|
|
|
|
|
Group work ✔
|
|
|
|
Presentation ✔
|
|
|
|
Period 2 Credits 6,00
| Evaluation method | |
|
| Oral evaluation during teaching period | 30 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Written exam | 70 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Evaluation conditions (participation and/or pass) | ✔ |
|
| Conditions | When the student does not take part in one of the two evaluations or receives a grade lower than 10/20 on one of them, s/he cannot pass the course. |
|
|
|
| Consequences | In this case, if the weighted average is above 10/20, s/he will receive a 9/20. |
|
|
|
Second examination period
| Evaluation second examination opportunity different from first examination opprt | |
|
| Explanation (English) | The re-examination of the individual written exam will take place in the same form. The re-examination of the group project will consist in an individual paper on a diversity-related topic to be agreed on with the course coordinator. |
|
|
|
|
|
|
|
| 1st Master of Business and Information Systems Engineering | Optional | 162 | 6,0 | 162 | 6,0 | Yes | Yes | Numerical | |
|
| | | Learning outcomes |
- EC
| The holder of the degree applies acquired knowledge independently. (Self-direction and entrepreneurial spirit) | - EC
| The holder of the degree works in a diverse team and displays leadership skills with a multidisciplinary approach to a business problem. (Teamwork) | - EC
| The holder of the degree communicates clearly and correctly in writing and orally, in a business and academic context, if necessary supplemented with visual support. (Communication) | - EC
| The holder of the degree integrates the perspective of stakeholders in optimising complex business processes. (Stakeholder awareness) | - EC
| The holder of the degree formulates proposals for operational improvements, taking account of the regional and/or (inter)national context. (Stakeholder awareness) | - EC
| The holder of the degree reflects on the conduct of business from an ethical and sustainability perspective. (Stakeholder awareness) | - EC
| The holder of the degree applies in-depth insights from business science and relevant supporting/related disciplines in the analysis of business and IT problems. (Problem-solving capacity) |
|
| | EC = learning outcomes DC = partial outcomes BC = evaluation criteria |
|
|
There are no basic competences required.
|
|
|
|
This introductory course in organization studies provides insights into:
1) The dynamics of diversity (gender, race, ethnicity, disability, class, religion, sexual orientation, age, language …) in work contexts, with special attention to connections between inequalities at the macro- (society and international context), meso- (organizations and networks of organizations), and micro-level (individuals and inter-individual relations)
2) Policies and practices that can be implemented to affect these dynamics with the aim of fostering inclusion and equality.
Specific content:
The historical origins of the business concept diversity and its relation to concepts such as equal opportunities and inclusion. The paradigm shift in the conceptualization of social identities in work contexts is emphasized.
The effects of various forms of diversity on group processes and outcomes, as well as the contextual factors affecting these processes and outcomes.
The career barriers encountered by individuals with particular social identities due to various interpersonal and institutional mechanisms.
The relation between different social identities, competencies associated with socio-demographic groups in work contexts and the dynamics of valuation of jobs and employees shaping relations between different actors.
Employment relations in a globalized economy and the effects of the institutional context (e.g. immigration policies, international law) on them.
'Traditional' diversity management practices and policies used by organizations to manage diversity, their underlying assumptions and the reasons for their effects.
'Alternative' practices to manage diversity, their underlying assumptions and the reasons for their effects.
|
|
|
|
|
|
|
|
|
Individual coaching session ✔
|
|
|
|
Lecture ✔
|
|
|
|
Response lecture ✔
|
|
|
|
Small group session ✔
|
|
|
|
|
|
|
|
Group work ✔
|
|
|
|
Presentation ✔
|
|
|
|
Period 2 Credits 6,00
| Evaluation method | |
|
| Oral evaluation during teaching period | 30 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Written exam | 70 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Evaluation conditions (participation and/or pass) | ✔ |
|
| Conditions | When the student does not take part in one of the two evaluations or receives a grade lower than 10/20 on one of them, s/he cannot pass the course. |
|
|
|
| Consequences | In this case, if the weighted average is above 10/20, s/he will receive a 9/20. |
|
|
|
Second examination period
| Evaluation second examination opportunity different from first examination opprt | |
|
| Explanation (English) | The re-examination of the individual written exam will take place in the same form. The re-examination of the group project will consist in an individual paper on a diversity-related topic to be agreed on with the course coordinator. |
|
|
|
|
|
|
|
| 3rd Bachelor of Business and Information Systems Engineering choice | Optional | 162 | 6,0 | 162 | 6,0 | Yes | Yes | Numerical | |
|
| | | Learning outcomes |
- EC
| The holder of the degree builds up knowledge autonomously with a view to lifelong learning. (Self-direction and entrepreneurial spirit) | - EC
| The holder of the degree works in a team with a view to a multidisciplinary approach to a business problem. (Teamwork) | - EC
| The holder of the degree communicates in a business context in writing and orally, and if necessary with visual support. (Communication) | - EC
| The holder of the degree identifies stakeholders and their interests and takes them into account when making decisions. (Stakeholder awareness) | - EC
| The holder of the degree takes account of the regional and (inter)national policy and business context when making decisions. (Stakeholder awareness) | - EC
| The holder of the degree is aware of ethical and sustainability aspects in the conduct of business. (Stakeholder awareness) | - EC
| The holder of the degree applies insights from business science and relevant supporting/related disciplines in the analysis of business and information technology problems. (Problem-solving capacity) |
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| | EC = learning outcomes DC = partial outcomes BC = evaluation criteria |
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There are no basic competences required.
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This introductory course in organization studies provides insights into:
1) The dynamics of diversity (gender, race, ethnicity, disability, class, religion, sexual orientation, age, language …) in work contexts, with special attention to connections between inequalities at the macro- (society and international context), meso- (organizations and networks of organizations), and micro-level (individuals and inter-individual relations)
2) Policies and practices that can be implemented to affect these dynamics with the aim of fostering inclusion and equality.
Specific content:
The historical origins of the business concept diversity and its relation to concepts such as equal opportunities and inclusion. The paradigm shift in the conceptualization of social identities in work contexts is emphasized.
The effects of various forms of diversity on group processes and outcomes, as well as the contextual factors affecting these processes and outcomes.
The career barriers encountered by individuals with particular social identities due to various interpersonal and institutional mechanisms.
The relation between different social identities, competencies associated with socio-demographic groups in work contexts and the dynamics of valuation of jobs and employees shaping relations between different actors.
Employment relations in a globalized economy and the effects of the institutional context (e.g. immigration policies, international law) on them.
'Traditional' diversity management practices and policies used by organizations to manage diversity, their underlying assumptions and the reasons for their effects.
'Alternative' practices to manage diversity, their underlying assumptions and the reasons for their effects.
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Individual coaching session ✔
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Lecture ✔
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Response lecture ✔
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Small group session ✔
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Group work ✔
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Presentation ✔
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Period 2 Credits 6,00
| Evaluation method | |
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| Oral evaluation during teaching period | 30 % |
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| Transfer of partial marks within the academic year | ✔ |
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| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
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| Written exam | 70 % |
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| Transfer of partial marks within the academic year | ✔ |
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| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
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| Evaluation conditions (participation and/or pass) | ✔ |
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| Conditions | When the student does not take part in one of the two evaluations or receives a grade lower than 10/20 on one of them, s/he cannot pass the course. |
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| Consequences | In this case, if the weighted average is above 10/20, s/he will receive a 9/20. |
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Second examination period
| Evaluation second examination opportunity different from first examination opprt | |
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| Explanation (English) | The re-examination of the individual written exam will take place in the same form. The re-examination of the group project will consist in an individual paper on a diversity-related topic to be agreed on with the course coordinator. |
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| 2nd Master of Business and Information Systems Engineering | Optional | 162 | 6,0 | 162 | 6,0 | Yes | Yes | Numerical | |
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| | | Learning outcomes |
- EC
| The holder of the degree applies acquired knowledge independently. (Self-direction and entrepreneurial spirit) | - EC
| The holder of the degree works in a diverse team and displays leadership skills with a multidisciplinary approach to a business problem. (Teamwork) | - EC
| The holder of the degree communicates clearly and correctly in writing and orally, in a business and academic context, if necessary supplemented with visual support. (Communication) | - EC
| The holder of the degree integrates the perspective of stakeholders in optimising complex business processes. (Stakeholder awareness) | - EC
| The holder of the degree formulates proposals for operational improvements, taking account of the regional and/or (inter)national context. (Stakeholder awareness) | - EC
| The holder of the degree reflects on the conduct of business from an ethical and sustainability perspective. (Stakeholder awareness) | - EC
| The holder of the degree applies in-depth insights from business science and relevant supporting/related disciplines in the analysis of business and IT problems. (Problem-solving capacity) |
|
| | EC = learning outcomes DC = partial outcomes BC = evaluation criteria |
|
|
There are no basic competences required.
|
|
|
|
This introductory course in organization studies provides insights into:
1) The dynamics of diversity (gender, race, ethnicity, disability, class, religion, sexual orientation, age, language …) in work contexts, with special attention to connections between inequalities at the macro- (society and international context), meso- (organizations and networks of organizations), and micro-level (individuals and inter-individual relations)
2) Policies and practices that can be implemented to affect these dynamics with the aim of fostering inclusion and equality.
Specific content:
The historical origins of the business concept diversity and its relation to concepts such as equal opportunities and inclusion. The paradigm shift in the conceptualization of social identities in work contexts is emphasized.
The effects of various forms of diversity on group processes and outcomes, as well as the contextual factors affecting these processes and outcomes.
The career barriers encountered by individuals with particular social identities due to various interpersonal and institutional mechanisms.
The relation between different social identities, competencies associated with socio-demographic groups in work contexts and the dynamics of valuation of jobs and employees shaping relations between different actors.
Employment relations in a globalized economy and the effects of the institutional context (e.g. immigration policies, international law) on them.
'Traditional' diversity management practices and policies used by organizations to manage diversity, their underlying assumptions and the reasons for their effects.
'Alternative' practices to manage diversity, their underlying assumptions and the reasons for their effects.
|
|
|
|
|
|
|
|
|
Individual coaching session ✔
|
|
|
|
Lecture ✔
|
|
|
|
Response lecture ✔
|
|
|
|
Small group session ✔
|
|
|
|
|
|
|
|
Group work ✔
|
|
|
|
Presentation ✔
|
|
|
|
Period 2 Credits 6,00
| Evaluation method | |
|
| Oral evaluation during teaching period | 30 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Written exam | 70 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Evaluation conditions (participation and/or pass) | ✔ |
|
| Conditions | When the student does not take part in one of the two evaluations or receives a grade lower than 10/20 on one of them, s/he cannot pass the course. |
|
|
|
| Consequences | In this case, if the weighted average is above 10/20, s/he will receive a 9/20. |
|
|
|
Second examination period
| Evaluation second examination opportunity different from first examination opprt | |
|
| Explanation (English) | The re-examination of the individual written exam will take place in the same form. The re-examination of the group project will consist in an individual paper on a diversity-related topic to be agreed on with the course coordinator. |
|
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| Master of Occupational Therapy | Optional | 162 | 6,0 | 162 | 6,0 | Yes | Yes | Numerical | |
|
| | | Learning outcomes |
- EC
| MI4 - Display an active attitude for professional renewal and lifelong learning, keeping in mind the social changes of the twenty-first century. | - EC
| MI5 - Compare the profession and field with those of other social workers in national and international contexts, thereby examining and supporting the role and profession of the occupational therapist. |
|
| | EC = learning outcomes DC = partial outcomes BC = evaluation criteria |
|
|
There are no basic competences required.
|
|
|
|
This introductory course in organization studies provides insights into:
1) The dynamics of diversity (gender, race, ethnicity, disability, class, religion, sexual orientation, age, language …) in work contexts, with special attention to connections between inequalities at the macro- (society and international context), meso- (organizations and networks of organizations), and micro-level (individuals and inter-individual relations)
2) Policies and practices that can be implemented to affect these dynamics with the aim of fostering inclusion and equality.
Specific content:
The historical origins of the business concept diversity and its relation to concepts such as equal opportunities and inclusion. The paradigm shift in the conceptualization of social identities in work contexts is emphasized.
The effects of various forms of diversity on group processes and outcomes, as well as the contextual factors affecting these processes and outcomes.
The career barriers encountered by individuals with particular social identities due to various interpersonal and institutional mechanisms.
The relation between different social identities, competencies associated with socio-demographic groups in work contexts and the dynamics of valuation of jobs and employees shaping relations between different actors.
Employment relations in a globalized economy and the effects of the institutional context (e.g. immigration policies, international law) on them.
'Traditional' diversity management practices and policies used by organizations to manage diversity, their underlying assumptions and the reasons for their effects.
'Alternative' practices to manage diversity, their underlying assumptions and the reasons for their effects.
|
|
|
|
|
|
|
|
|
Individual coaching session ✔
|
|
|
|
Lecture ✔
|
|
|
|
Response lecture ✔
|
|
|
|
Small group session ✔
|
|
|
|
|
|
|
|
Group work ✔
|
|
|
|
Presentation ✔
|
|
|
|
Period 2 Credits 6,00
| Evaluation method | |
|
| Oral evaluation during teaching period | 30 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Written exam | 70 % |
|
| Transfer of partial marks within the academic year | ✔ |
|
| Conditions transfer of partial marks within the academic year | Only if at least 10/20 |
|
|
|
|
|
|
|
|
| Evaluation conditions (participation and/or pass) | ✔ |
|
| Conditions | When the student does not take part in one of the two evaluations or receives a grade lower than 10/20 on one of them, s/he cannot pass the course. |
|
|
|
| Consequences | In this case, if the weighted average is above 10/20, s/he will receive a 9/20. |
|
|
|
Second examination period
| Evaluation second examination opportunity different from first examination opprt | |
|
| Explanation (English) | The re-examination of the individual written exam will take place in the same form. The re-examination of the group project will consist in an individual paper on a diversity-related topic to be agreed on with the course coordinator. |
|
|
|
|
|
|
|
1 Education, Examination and Legal Position Regulations art.12.2, section 2. |
| 2 Education, Examination and Legal Position Regulations art.16.9, section 2. |
3 Education, Examination and Legal Position Regulations art.15.1, section 3.
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| Legend |
| SBU : course load | SP : ECTS | N : Dutch | E : English |
|