Academia Internacional BizPrep
BIZ 103: Applied Organizational Behaviour
Deconstruct the human ecosystem driving corporate performance. This dynamic module pulls back the curtain on the invisible psychological forces, power structures, and systemic interpersonal behaviors that shape modern Western workplaces. Students dissect motivation matrix failures, group dynamics, corporate culture parameters, and conflict negotiation models to master corporate navigation, change leadership, and team execution.
Objetivos de aprendizaje del curso
- Analizar human behavior variations at individual, group, and organizational levels.
- Evaluar cognitive biases and corporate perception barriers that compromise management communication.
- Deconstruir workplace power dynamics, organizational cultures, and structural political landscapes.
- Sintetizar conflict resolution models to negotiate complex team gridlocks constructively.
- Formular strategic organizational change initiatives using elite change-management frameworks.
Marco de evaluación riguroso
Zero abstract memory testing. Grading is based entirely on live behavioral diagnostic briefs, corporate culture audits, and active verbal boardroom intervention defenses.
20%
Estudio de caso de la sesión 3
The Perception Bias Audit
25%
Examen parcial de la sesión 6
The Corporate Culture Diagnostic
20%
Estudio de caso de la sesión 9
The Conflict Mediation Brief
35%
Examen final de la sesión 12
The Strategic Change Playbook Presentation
Plan semanal de 12 sesiones
Sesión 01
Introduction to OB: Individual Values & Personality Matrix
Conceptos What is Organizational Behaviour? Unpacking the individual building block; Analyzing the Big Five personality framework and terminal vs. instrumental values.
Vocabulario Cognitive dissonance, locus of control, emotional stability, proactive personality, baseline values.
Ética y ODS Aligning personal moral baselines with corporate identity structures to protect mental well-being (SDG 3).
Laboratorio práctico Profiling conflicting employee personalities within a team assignment brief to map potential behavioral friction zones.
Sesión 02
Perception Barriers, Cognitive Biases, & Attribution Theory
Conceptos How managers misinterpret reality; The mechanics of stereotyping, selective perception, and fundamental attribution errors.
Vocabulario Fundamental attribution error, confirmation bias, halo effect, self-serving bias, perceptual filter.
Ética y ODS Overcoming unconscious demographic and cultural biases to construct highly equitable hiring spaces (SDG 10).
Laboratorio práctico Auditing an executive communication disconnect to locate and isolate underlying perceptual distortions.
Sesión 03
Employee Attitudes, Job Satisfaction, & Attrition
Conceptos Measuring employee engagement; Tracking corporate commitment categories (Affective, Continuance, Normative); Counterproductive work behaviors.
Vocabulario Organizational commitment, job involvement, employee alienation, turnover intent, absenteeism indicators.
Ética y ODS Designing corporate environments that respect worker rights and reduce psychological exploitation (SDG 8).
Laboratorio práctico Evaluación (20%): The Perception Bias Audit. Students analyze a case of systemic staff alienation and write a 300-word corrective boardroom intervention strategy.
Sesión 04
Group Dynamics & The Stages of Team Development
Conceptos The evolution of operational cohorts; Tuckman’s model (Forming, Storming, Norming, Performing); Overcoming groupthink traps.
Vocabulario Group cohesiveness, role ambiguity, status hierarchy, groupthink, social loafing.
Ética y ODS Nurturing collaborative environments that honor diverse team voices (SDG 5).
Laboratorio práctico Simulating a severe team “Storming” deadlock to architect communication guardrails that unlock performance.
Sesión 05
Organizational Culture: The Corporate DNA
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Conceptos Decoding workplace environments; Cultural layers (Artifacts, Espoused Values, Underlying Assumptions); Strong vs. weak cultures.
Vocabulario Corporate socialization, espoused values, subculture divergence, psychological safety, adaptive culture.
Ética y ODS Rooting out toxic corporate cultures that cover up ethical shortcuts or safety lapses.
Laboratorio práctico Dismantling a legacy corporate culture blueprint to diagnose why modern innovation is systemically crushed.
Sesión 06
Midterm Diagnostics: The Corporate Culture Diagnostic
Conceptos Comprehensive analysis connecting individual cognitive biases to group behavioral patterns and corporate subcultures.
Vocabulario Cumulative operational command of all core individual and group OB terminology from Sessions 1–5.
Ética y ODS Pinpointing systemic compliance corruption or workplace discrimination embedded inside a corporate culture brief.
Laboratorio práctico Evaluación intermedia (25%): Students diagnose a failing global enterprise profile, write a comprehensive cultural audit, and outline an architecture for psychological safety.
Sesión 07
Power, Politics, & Corporate Influence Tactics
Conceptos The architecture of corporate authority; French and Raven’s bases of power (Legitimate, Reward, Coercive, Expert, Referent); Political maneuvers.
Vocabulario Expert authority, coercive tactics, political maneuvering, coalition building, impression management.
Ética y ODS Preventing the abuse of coercive authority; Constructing transparent whistleblower reporting frameworks.
Laboratorio práctico Roleplay simulation: Convincing a resistant executive board to approve an budget expansion using soft power influence tactics.
Sesión 08
Conflict Dynamics & Boardroom Negotiation Frameworks
Conceptos Functional vs. dysfunctional friction; Analyzing Thomas-Kilmann conflict handling styles (Competing, Collaborating, Compromising, Avoiding, Accommodating).
Vocabulario Interpersonal friction, distributive bargaining, integrative negotiation, BATNA (Best Alternative to a Negotiated Agreement).
Ética y ODS Pursuing win-win, integrative solutions that support fair socio-economic parameters for all parties (SDG 16).
Laboratorio práctico Resolving a fierce operational gridlock over capital allocations between a product division and a compliance team.
Sesión 09
Cross-Cultural Behaviour & Global Communication Loops
Conceptos Managing across borders; Unpacking Hofstede’s Cultural Dimensions (Power Distance, Individualism, Uncertainty Avoidance).
Vocabulario Power distance index, uncertainty avoidance, collectivist culture, ethnocentrism, cultural intelligence (CQ).
Ética y ODS Eradicating ethnocentric practices to ensure profound institutional respect for international labor groups.
Laboratorio práctico Evaluación (20%): The Conflict Mediation Brief. Resolving an operational deadlock between a Western management tier and an newly acquired international workforce.
Sesión 10
Organizational Structure Stress Points & Stress Management
Conceptos How structural designs induce human anxiety; Identifying systemic causes of corporate stress; Work-life equilibrium frameworks.
Vocabulario Role conflict, role overload, environmental stressors, cognitive exhaustion, systemic resilience.
Ética y ODS Active implementation of corporate mental wellness baselines to mitigate chronic employee burnout (SDG 3).
Laboratorio práctico Auditing a hyper-stressed corporate department to re-engineer workflows and eliminate systemic role ambiguity.
Sesión 11
The Mechanics of Organizational Change Leadership
Conceptos Driving systemic transformation; Overcoming corporate inertia; Executing Lewin’s 3-Stage model (Unfreeze, Change, Refreeze) and Kotter’s 8-Step playbook.
Vocabulario Structural inertia, change resistance, sense of urgency, guiding coalition, cultural anchoring.
Ética y ODS Managing corporate transitions with deep transparency to shield vulnerable labor lines from displacement risks.
Laboratorio práctico Constructing a complete Lewin-driven strategy to transition a traditional brick-and-mortar operation into a fully digital cloud workspace.
Sesión 12
The Strategic Change Playbook Presentation
Conceptos Full operational OB synthesis; Defending deep human-capital transformation strategies under intense advisor cross-examination.
Vocabulario Mastery level application of all behavioral, cultural, and change management terminology.
Ética y ODS Restructuring models must prove strict compliance with workplace equity and progressive labor metrics.
Laboratorio práctico Evaluación final (35%): Students receive a corporate turnaround file. They must pitch a live 5-minute organizational change strategy entirely in English to an expert board.
Protocolos obligatorios de impartición académica
- Entornos inmersivos: Se impartió el curso 100% en inglés. Se utilizaron patrones estructurales lingüísticos comparativos para resolver la confusión conceptual, nunca traducciones directas del texto.
- La regla de la tercera hora: Las presentaciones de diapositivas están prohibidas durante la tercera hora. Esta hora está reservada exclusivamente para discursos de negocios, debates interactivos, análisis de casos o presentaciones activas.
- Cero apoyo con las tareas: Los instructores nunca deben entregar conjuntos de respuestas directas. Los estudiantes ejecutan las soluciones utilizando los parámetros de su herramienta de diagnóstico.