Purpose

To better integrate the experts of MU CODE with the business community that they serve.

Our members have expertise in the following:

  • Assessment center
  • Personnel selection, test development with validation
  • Adverse impact
  • Recruitment & retention
  • Sexual harassment
  • Training and needs assessment
  • Surveys (including web based)
  • Climate and culture assessment
  • Usability testing

Research Team/ Marshall University

Ivan Muslin, Ph.D. founding member
Margie McInerney. Ph.D. founding member
Rex McClure, Ph.D. founding member

Benefits for your organization

The central question that we must address is what value and benefit can we offer to your organization?

  • We can create and utilize metrics that will allow for a better understanding of the current culture and climate of the organization.
  • We can uncover dynamic processes.
  • We can determine how change unfolds; specifically we can examine and influence resistance and readiness for change.
  • We can utilize organizational behavior metrics to notice potential deficiencies before they impact financial performance.

The Center

Organizational development allows us to incorporate what we understand about individuals, teams and groups, as well as organizational structures to maximize human behavior and performance.  Organizational development will allow for improvements in organizational and team efficiency and effectiveness through optimizing training, learning and alignment of goals between the individual and organization.  Since organizational development is not solely dependent on lag effect financial indicators, we can address issues before they impact fiscal performance.

Change Management

Change is inevitable in organizations.  This change may come in the form of growth; it may be in the form of retraction; it may be as complex as a complete organizational restructuring and culture change or as simple as changes organizational members or leaders.  Regardless, change happens and organizations that are prepared for this change have a better chance at being sustainable and successful.

Diversity training

Simply stated; organizations today need to be prepared to learn from and utilize the ever changing face of the workforce.

Employee retention turnover

Organizational development is views the organization as a whole.  It looks to impart value on all levels throughout the organization.  This holistic approach allows for greater employee satisfaction, commitment, moral, performance and decreased turnover.

How does organizational development improve overall performance?

  • Human- Team building, conflict resolution, interpersonal growth and advancement.
  • Technological- business process improvement, TQM.
  • Human resource management- selection, training, retention, performance appraisals, reward and compensations systems.
  • Strategic management processes.

Team and group development

Where are we and where do we want to be (current state vs. preferred state)

Building

  • Codifying a common vision and goal
  • Establish and enhance team and organizational culture (shared values, norms, & beliefs)
  • Enhance alignment with business unit and corporate strategies
  • Better define team member; roles, rights, and responsibilities
  • Improve and streamline team and individual work processes
  • Solidify and enhance the existing support structures within the team and organization
  • Enhance the relationships with both internal and external consumers
  • Where appropriate, encourage a fun and innovative work environment
  • Recognize accomplishments; create complimentary skillsets

Training

  • Communication, (oral, written, non-verbal, new mediums)
  • Problem solving
  • Interpersonal competencies (role playing uncomfortable situations)
  • Enhancing appropriate conflict (task and process), resolving inappropriate conflict (interpersonal)
  • Openness to new ideas
  • Meeting and time management
  • Presentation skills
  • Project management and leadership
  • Quantifying and measuring workplace and customer attitudes

Coaching

  • Objectively scoring and analyzing team leader and team member effectiveness
  • 360 degree assessments
  • Triangulating information
  • Observation and process improvement
  • Creating individual and team development and training plans
  • KSAO assessment and development

Applied Psychology in Organizations

Through the use of personality tests, cognitive ability tests, and needs assessments we will coach individuals to maximize their managerial and leadership abilities.  Simply put, everyone is different and has different skills and abilities; we will allow individuals and organizations to better understand their strengths and weaknesses as to benchmark their own management style.

Succession enhancement

Is used to accelerate the potential and enhance the learning curve targeted individuals who display promise and are expected to climb within the organizations ranks.  This includes maximizing the ROI as they are selected and transition into new positions.

Meeting and time management

  • What is the purpose and intent of the meeting.
  • Who to invite, when to hold the meeting an how to encourage feedback from all meeting participants.
  • Come prepared, pre-work should be done before the meeting.
  • Stay focused.
  • All feel welcome to participate and all ideas are considered.
  • Appropriate and timely decision making.
  • Make sure discussions are concluded as necessary; conclusions and decisions need to be made.
  • Standardize meeting formats where possible.
  • Disagree, respectfully.
  • Set actionable goals and responsibilities.

Research

McClure, Rex (2010), “The Influence of Corporate Climate and Conflict on Market Orientation”, Journal of Business and Industrial Marketing, 25(7), 514-524.

McClure, Rex (2009). “The Influence of Downsizing on Market Orientation and Financial Performance”, DIAS Technology Review, 6(1) 16-27.

Vardaman, J., Allen, D.A., Gondo, M., & Muslin, I.S. et al (In Press). Part of the Job: The Role of Physical Work Conditions the Turnover Process. Health Care Management Review.

Aguinis, H., Pierce C. A., Bosco, F. A., & Muslin, I. S.  (2009). First decade of Organizational Research Methods: Trends in design, measurement, and data-analysis topics.  Organizational Research Methods.

Pierce, C. A., Muslin, I. S., Dudley, C. M., & Aguinis, H.  (2008).  From charm to harm: A content analytic review of sexual harassment court cases involving workplace romance.  Management Research, 6, 27-45.

Muslin,  I. S. (2011, February).  How to Teach Sexual Harassment using Legal Cases: A Narrative to Help Define the Vague.  To be presented at the annual conference of the SECRA, Myrtle Beach, SC.

Muslin,  I. S. (2011, February).  (False) Allegations and Social Media: Innocent Until Proven Guilty or Just Guilty?
To be presented at the annual conference of the SECRA, Myrtle Beach, SC.

Muslin, I. S., & Pierce, C. A.  (2010, April).  Effects of sexual harassment accusations on the falsely accused.  In C. L. DuBois & D. E. Knapp (Co-Chairs), Sexual harassment: Some new perspectives on an old problem.  Symposium to be conducted at the meeting of the Society for Industrial and Organizational Psychology, Atlanta, GA.

Muslin,  I. S. (2009).  Chao and Moon’s (2005) Cultural Mosaic Theory: A critical review and alternative approach.  To be presented at the annual conference of the Academy of Management, Chicago, IL.

Bosco, F.A. & Muslin, I. S. (2009).  Reflective and impulsive determinants of cross-cultural organizational Behavior.  To be presented at the annual conference of the Academy of Management, Chicago, IL.

Aguinis, H., Pierce, C. A., Bosco, F. A., & Muslin, I. S. (2009, April).  Are methodologists listening?  The case of organizational research methods.  In J. M. Cortina (Chair), Grace to help in time of need!: I/O methodological developments.  Symposium to be conducted at the meeting of the Society for Industrial and Organizational Psychology

Muslin,  I. S. & Pierce, C.A. (2013, August).  Racial discrimination allegations and workplace devaluation.  To be presented at the annual conference of the Academy of Management, Orlando, Ffl., New Orleans, LA.

Aguinis, H., Pierce, C. A., Bosco, F. A., & Muslin, I. S.  (2008, July).  Trends in research design, measurement, and analysis in the organizational sciences: The last decade.  Plenary address to be given at the Global Congress of the Project Management Institute, Warsaw, Poland.

McClure, Rex, “Downsizing, Market Orientation and Financial Performance”, Association of Marketing Theory and Practice, Spring 2008

Muslin,  I. S. & Hargrove, M. J. (2007).  A house divided: Cooperative and competitive recruitment in vital industries.  Presented at the annual conference of the Academy of Management, Philadelphia, PA.

McClure, Rex, “Market Orientation across Corporate Cultures: Integrating Organizational Psychology into Marketing Effectiveness”, Association of Marketing Theory and Practice, Spring 2006

Muslin, I. S. & Ma, R. & Busija, E. (2006). Cultural change: The effects of affective experiences in offshore outsourcing.  Presented in the annual meeting of the Academy of International Business SE, Clearwater, FL.

Busija, E. & Muslin, I. S. & Ma, R. (2006) Global worker migration:  Crisis and opportunity in the nursing profession.  Presented at the annual meeting of the Academy of International Business SE, Clearwater, FL.

INVITED RESEARCH PRESENTATIONS

Muslin, I.S. (2012) Keynote Speaker, West Virginia Division of Personnel Human Resource Conference.