Dr James Wallace

Uchafbwyntiau Ymchwil

1. Wallace, J. (2022). Making a healthy change: a historical analysis of workplace wellbeing. Management and Organizational History, 0, 1-23.

   https://doi.org/10.1080/17449359.2022.2068152, SU Repository: https://cronfa.swan.ac.uk/Record/cronfa59937
2. Wallace, J., Willmott, H., & Brewis, J. (2022). Culture. In David Knights, Hugh Willmott (Ed.), Introducing Organizational Behaviour & Management (pp. 344-376). Cengage Learning

   SU Repository: https://cronfa.swan.ac.uk/Record/cronfa59938

   https://www.cengage.co.uk/books/9781473773851/
3. Wallace, J. (2018). Why having a conversation about mental health in the workplace might not be so simple

   SU Repository: https://cronfa.swan.ac.uk/Record/cronfa60076

   https://theconversation.com/why-having-a-conversation-about-mental-health-in-the-workplace-might-not-be-so-simple-104612

Holl Ymchwil

• MN-2013 Organisational Behaviour

  This module focuses on the organisational contexts from which behaviour emerges, the impact of internal and external forces on behaviour, and analyses the behavioural effects of management practices. Its aim is to develop a critical understanding of the activities and interactions of people within organizations and the difference between management rhetoric and organisational reality. To achieve this aim, the module critically evaluates key concepts, theories, and research related to understanding the individual within organisations. In doing so, this module considers the relevance of theory and research for management practice through close readings of how people behave within organisational contexts.

• MN-2508 Human Resource Management

  The course examines the management of human resources in organizations. In-depth analysis is conducted of the managerial role of human resource management (HRM) in all types of organizations. It delves into the functional areas of HRM and their integration into corporate strategy. In this regard, it focuses on how to acquire, develop, maintain and utilize human resources to enhance corporate effectiveness and to achieve competitive advantage. An integrated case oriented approach is used to study the formulation and implementation of human resources policies in organizations to achieve organizational goals and to satisfy employee needs.

• MN-M061 Human Resource Management: Organisation and Context

  The purpose of this module is to introduce and critically explore human resource management in terms of the organisational setting in which it takes place, whilst also locating this within the wider social context. During the module we will discuss contemporary issues associated with work and employment in the context of the socio-economic drivers and organisational imperatives which shape practices of human resource management. To this end the module explores the ways in which the organisation of both people and work is essential to both the organisation and other stakeholders.

• MN-M598 Employment Relations and Wellbeing

  The purpose of this module is to introduce key aspects of and current developments in the employment relationship. During the module we will discuss issues of perennial importance such as the wage-effort bargain, the indeterminacy of labour power and conflict in the workplace. We will consider the impact of managerial strategies designed to increase worker motivation and how these serve to individualise the workplace and generate dysfunctional outcomes. We will consider HRM as system of people management from this perspective and how it complements or contradicts more traditional systems of people management and its impact on indirect (e.g., trade union) representation. We will also critically evaluate current developments in employee relations in the UK, with a particular focus on employee wellbeing.