Programme Title: Master of Business Administration (MBA) in Business Psychology

1. PROGRAMME OVERVIEW

1.1 Overview of the Programme

The MBA in Business Psychology is an interdisciplinary postgraduate programme that integrates business administration, organisational psychology, leadership, human resource management, and behavioural science. It examines how psychological principles influence individual behaviour, team dynamics, leadership effectiveness, organisational culture, and managerial decision-making.

The programme equips participants with the knowledge and practical skills required to understand human behaviour in business environments and apply this understanding to organisational performance, employee development, strategic management, and business success.

Through a combination of academic study, business cases, practical exercises, applied research, and workplace-based assignments, students will develop the ability to address contemporary organisational challenges using evidence-based psychological and managerial approaches.

The programme is designed to bridge the gap between understanding people and managing organisations. It therefore combines the human-focused disciplines of business psychology with the strategic and operational perspectives of an MBA.

1.2 Rationale for the Programme

Organisations increasingly recognise that business performance depends not only on financial resources, technology, and business strategy, but also on the behaviour, motivation, capabilities, and psychological wellbeing of their employees.

Managers are required to understand employee motivation, leadership behaviour, workplace relationships, organisational change, decision-making biases, conflict, and the psychological factors affecting productivity and engagement.

Traditional business education provides an essential foundation in management and strategy. However, managers also need the ability to apply psychological insights to complex organisational situations, develop effective teams, manage change, and create productive working environments.

The MBA in Business Psychology responds to these needs by integrating business knowledge with the scientific study of human behaviour in organisations.

The programme is particularly relevant to:

• The growing importance of employee engagement, talent retention, and workplace wellbeing.
• The need for psychologically informed leadership and people management.
• The increasing complexity of organisational change and workplace relationships.
• The importance of behavioural insights in managerial and strategic decision-making.
• The demand for evidence-based HR practices and people analytics.
• The need to align employee development and organisational culture with business strategy.

The programme will prepare graduates to apply psychological knowledge responsibly and effectively while maintaining a strong focus on organisational objectives and measurable business outcomes.

1.3 Aims of the Programme

The overall aim is to develop managers and business professionals who can integrate psychological principles with advanced management knowledge to improve individual, team, and organisational effectiveness.

The programme aims to:

• Develop a comprehensive understanding of the psychological foundations of behaviour in business and organisational settings.
• Strengthen leadership, communication, negotiation, and conflict-management capabilities.
• Enable students to apply psychological principles to human resource management, talent development, and organisational change.
• Develop analytical and evidence-based approaches to managerial decision-making.
• Enhance students' ability to evaluate organisational challenges and design practical, psychologically informed solutions.
• Integrate behavioural understanding with strategic management and business performance.

1.4 Objectives of the Programme

By the end of the programme, students should be able to:

• Explain major theories of business psychology, organisational behaviour, motivation, and individual differences.
• Analyse how leadership styles, emotional intelligence, and interpersonal relationships affect organisational outcomes.
• Evaluate HR policies and talent development practices using psychological and managerial principles.
• Assess the human and organisational implications of change initiatives and workplace wellbeing policies.
• Apply behavioural science concepts to managerial judgement, decision-making, and problem-solving.
• Interpret relevant organisational research and people analytics to support management decisions.
• Develop strategies for effective communication, negotiation, and conflict resolution.
• Integrate psychological insights into business strategy and organisational performance improvement.

1.5 Programme Outcomes

Upon successful completion, graduates will be able to demonstrate the following learning outcomes.

Knowledge and understanding

• Demonstrate advanced knowledge of business psychology and its relationship with management theory and practice.
• Explain the psychological mechanisms influencing employee motivation, leadership, group behaviour, and organisational culture.
• Understand how behavioural factors influence business decisions and organisational outcomes.

Intellectual and analytical skills

• Critically evaluate psychological and management theories in relation to practical business problems.
• Analyse organisational situations using appropriate conceptual frameworks and evidence.
• Evaluate research findings and relevant people analytics to support managerial recommendations.

Professional and practical skills

• Design appropriate approaches to leadership development, talent management, employee engagement, and organisational change.
• Apply communication, negotiation, and conflict-resolution techniques in professional contexts.
• Develop evidence-informed recommendations for improving organisational effectiveness.

Transferable skills and professional responsibility

• Communicate management recommendations clearly to professional and academic audiences.
• Demonstrate ethical awareness when interpreting behavioural information and making people-related decisions.
• Work effectively with diverse individuals and teams.
• Reflect critically on personal leadership practices and professional development.

1.6 Programme Entry Requirements

Applicants should normally satisfy the following requirements:

• Academic qualifications: A recognised bachelor's degree or equivalent qualification from an appropriately recognised institution.
• Professional experience: Relevant managerial or professional experience is desirable, particularly for applicants seeking to progress into leadership or consultancy roles. Any mandatory experience requirement will be determined by the awarding institution.
• English language proficiency: Applicants must demonstrate an appropriate level of English proficiency where English is the language of instruction, in accordance with institutional regulations.
• Application documentation: Applicants may be required to submit academic transcripts, a CV, identification and qualification documents, and a personal statement.
• Recognition of prior learning: Relevant prior learning or professional qualifications may be considered in accordance with the awarding institution's approved policies.

Applicants from business, psychology, HR, social sciences, engineering, and other disciplines may be considered, provided they meet the general admission requirements.

Final admission decisions will be made in accordance with the regulations of the awarding institution and any applicable recognition requirements.

2. STRUCTURE OF THE PROGRAMME

2.1 General Information

The programme consists of eight core modules that progressively develop students' understanding of human behaviour, leadership, talent management, organisational effectiveness, behavioural decision-making, research, interpersonal processes, and business strategy.

The proposed sequence begins with the foundations of business psychology and progresses towards the application of psychological insights to strategic and organisational challenges.

Indicative programme structure

The proposed structure uses eight modules rather than treating every related topic as a separate course. Each module has a distinct academic focus while contributing to the overall programme outcomes.
Credit values, teaching hours, module sequencing, and total programme duration will be finalised during academic validation.

2.2 Core Modules Overview

• Module 1: Business Psychology and Organisational Behaviour - Introduces the psychological foundations of workplace behaviour, including personality, perception, motivation, attitudes, job satisfaction, group dynamics, and organisational culture.
• Module 2: Leadership Psychology and Emotional Intelligence - Examines leadership theories, emotional intelligence, influence, power, motivation, leadership development, and the psychological factors associated with leadership effectiveness.
• Module 3: Strategic Human Resource Management and Talent Development - Explores how organisations attract, select, develop, evaluate, reward, and retain employees, integrating HR strategy with individual and organisational development.
• Module 4: Organisational Development, Change Management and Employee Wellbeing - Focuses on organisational diagnosis, change processes, resistance to change, organisational development interventions, workplace wellbeing, and the human implications of transformation.
• Module 5: Behavioural Economics and Managerial Decision-Making - Examines how cognitive biases, heuristics, incentives, risk perceptions, and behavioural influences affect managerial judgement and organisational decisions.
• Module 6: Research Methods, People Analytics and Evidence-Based Management - Develops students' ability to evaluate research, interpret organisational data, understand people analytics, and use evidence to inform management decisions.
• Module 7: Negotiation, Conflict Resolution and Organisational Communication - Develops practical understanding of workplace communication, interpersonal influence, negotiation, conflict management, and the psychological processes underlying professional relationships.
• Module 8: Strategic Business Management - Integrates the programme's psychological and managerial perspectives with business strategy, competitive positioning, organisational performance, and strategic implementation.

2.3 Assessment

Assessment will be designed to evaluate both academic understanding and the practical application of business psychology to management problems.

A combination of assessment methods may be used, including:

• Individual analytical essays and critical reviews.
• Business case studies and organisational diagnosis reports.
• Applied assignments addressing workplace or management challenges.
• Presentations and professional reports.
• Research-based assignments and interpretation of organisational data.
• Reflective leadership and professional development assignments.
• Strategic business analyses and integrated management recommendations.

Assessment methods will be mapped to module learning outcomes and programme outcomes to ensure appropriate academic coverage.

Where appropriate, students may use anonymised workplace cases or realistic business scenarios. Any use of employee data or research participants must comply with applicable ethical, confidentiality, and data protection requirements.

2.4 Teaching and Learning Approaches

The programme will adopt a student-centred and practice-oriented approach that connects academic theories with contemporary business challenges.

Teaching and learning methods will include:

• Lectures and interactive seminars introducing key concepts and theories.
• Business cases illustrating the application of psychology to organisational situations.
• Group discussions and collaborative problem-solving activities.
• Simulations and role-play exercises involving leadership, negotiation, and conflict.
• Independent reading and critical evaluation of academic literature.
• Applied research and evidence-based management exercises.
• Reflective activities supporting leadership and professional development.
• Online learning resources, discussion forums, and virtual classroom activities where applicable.

2.5 Quality Assurance and Maintenance of Academic Standards

Academic quality assurance will be essential to ensuring that the programme meets the academic expectations of the awarding institution and provides a consistent learning experience.

The proposed quality assurance framework will include:

• Programme approval and validation: The programme specification, module descriptors, learning outcomes, teaching arrangements, assessments, and entry requirements will be reviewed and approved through the awarding institution's established academic processes before delivery.
• Academic oversight: A designated programme leader or academic coordinator will monitor programme delivery, module alignment, assessment schedules, student progression, and the implementation of academic policies.
• Assessment moderation: Assessment briefs, marking criteria, and assessment outcomes will be subject to appropriate internal moderation and, where required, external examination or independent review.
• Student feedback: Students will have opportunities to evaluate teaching, learning materials, academic support, assessments, and the overall programme experience.
• Staff qualifications and development: Teaching staff will be selected according to the awarding institution's requirements for academic qualifications, professional expertise, and relevant teaching experience.
• Programme monitoring and review: Student performance, retention, completion, feedback, assessment results, and graduate or employer feedback, where available, will inform periodic programme reviews and improvement plans.
• Academic integrity: Procedures will address plagiarism, inappropriate collaboration, assessment misconduct, and the responsible use of artificial intelligence in academic work.

2.6 Quality Assurance Policies

The programme will operate under the applicable academic policies of the awarding institution. The relevant policies should cover:

• Admissions and registration: Transparent admission criteria, verification of qualifications, and consistent registration procedures.
• Assessment and grading: Clear assessment criteria, consistent marking, moderation, and timely feedback.
• Academic integrity: Prevention and management of plagiarism, cheating, and other forms of academic misconduct.
• Student appeals and complaints: Accessible procedures for raising concerns and appealing academic decisions.
• Student support and equality: Appropriate academic guidance, inclusive learning arrangements, and fair treatment of students.
• Recognition of prior learning: Formal procedures for considering eligible previous learning or qualifications.
• Research ethics and data protection: Appropriate safeguards for research involving individuals, workplace information, and organisational data.
• Online learning quality: Where applicable, procedures for digital accessibility, student engagement, online assessment security, and academic support.
• External examination and academic review: Independent scrutiny of standards where required by the awarding institution.
• Continuous improvement: Regular review of programme effectiveness and implementation of documented improvement actions.

3. MODULE DESCRIPTORS

Module 1: Business Psychology and Organisational Behaviour

Module description: This module introduces the principal psychological theories used to understand behaviour in organisations. It explores individual differences, personality, perception, motivation, attitudes, job satisfaction, group behaviour, and organisational culture. Students will examine how psychological factors influence employee performance, workplace relationships, organisational effectiveness, and managerial practices.

Indicative content

• Foundations and scope of business psychology.
• Individual differences, personality, and perception.
• Motivation and employee attitudes.
• Job satisfaction and organisational commitment.
• Group dynamics, teams, and workplace behaviour.
• Organisational culture and employee behaviour.

Learning outcomes

• Explain the main concepts and theories of business psychology and organisational behaviour.
• Analyse psychological influences on employee motivation and workplace performance.
• Evaluate the influence of organisational culture and group dynamics.
• Apply relevant theories to practical organisational problems.

Indicative assessment: Individual analytical essay and organisational behaviour case study.

Module 2: Leadership Psychology and Emotional Intelligence

Module description: This module examines the psychological foundations of leadership and the behavioural processes through which leaders influence individuals and teams. It explores leadership theories, emotional intelligence, power, influence, motivation, and leadership development.

Indicative content

• Trait, behavioural, situational, and contemporary leadership theories.
• Emotional intelligence and leadership effectiveness.
• Leadership styles, influence, and power.
• Motivation and employee engagement.
• Trust, psychological safety, and leader–employee relationships.
• Ethical leadership and leadership development.

Learning outcomes

• Critically compare major leadership theories.
• Evaluate the contribution of emotional intelligence to leadership practice.
• Analyse the psychological processes through which leaders influence employees.
• Recommend appropriate leadership approaches for different organisational contexts.

Indicative assessment: Leadership case analysis and individual reflective leadership report.

Module 3: Strategic Human Resource Management and Talent Development

Module description: This module examines how HR policies and practices contribute to organisational performance through the effective management and development of people. It integrates strategic HRM with the psychology of recruitment, performance, learning, talent development, and employee retention.

Indicative content

• Strategic human resource management.
• Recruitment, selection, and person–job fit.
• Performance management and employee feedback.
• Learning, development, and talent management.
• Reward, recognition, and employee retention.
• Workforce planning and the strategic role of HR.

Learning outcomes

• Explain the relationship between HR strategy and organisational objectives.
• Evaluate recruitment, selection, and performance management practices.
• Develop appropriate talent development and employee retention recommendations.
• Assess how HR practices influence employee behaviour and organisational outcomes.

Indicative assessment: Strategic HRM report and talent management case study.

Module 4: Organisational Development, Change Management and Employee Wellbeing

Module description: This module explores organisational change and development, with particular attention to the psychological experiences of employees during transformation. It examines change processes, resistance, organisational diagnosis, development interventions, and employee wellbeing.

Indicative content

• Organisational development concepts and models.
• Organisational diagnosis and planned change.
• Employee reactions and resistance to change.
• Change communication and stakeholder engagement.
• Workplace stress, wellbeing, and burnout.
• Designing and evaluating organisational interventions.

Learning outcomes

• Explain major organisational development and change management approaches.
• Analyse psychological factors influencing employee responses to change.
• Evaluate organisational practices that support employee wellbeing.
• Develop evidence-informed recommendations for implementing and evaluating change initiatives.

Indicative assessment: Organisational change proposal and critical case analysis.

Module 5: Behavioural Economics and Managerial Decision-Making

Module description: This module examines how psychological factors influence economic and managerial decisions. It explores bounded rationality, cognitive biases, heuristics, risk perception, incentives, and behavioural interventions in organisational and business contexts.

Indicative content

• Foundations of behavioural economics.
• Rational decision-making and bounded rationality.
• Cognitive biases and decision-making heuristics.
• Risk perception and uncertainty.
• Incentives, behavioural influences, and choice architecture.
• Behavioural applications in management and business strategy.

Learning outcomes

• Explain major behavioural economics concepts relevant to management.
• Identify and evaluate cognitive biases affecting managerial decisions.
• Analyse the influence of incentives and behavioural factors on business choices.
• Recommend approaches to improving decision quality in organisational settings.

Indicative assessment: Behavioural decision-making case study and applied analytical report.

Module 6: Research Methods, People Analytics and Evidence-Based Management

Module description: This module develops students' ability to investigate organisational problems and use evidence to support management decisions. It introduces research design, quantitative and qualitative methods, data interpretation, people analytics, and evidence-based management.

Indicative content

• Research questions and research design.
• Quantitative and qualitative research methods.
• Data collection and ethical research practice.
• Descriptive statistics and interpretation of organisational data.
• People analytics and HR metrics.
• Evidence-based management and evaluation of interventions.

Learning outcomes

• Formulate appropriate research questions for business and organisational problems.
• Select suitable research methods and data collection techniques.
• Interpret relevant research findings and organisational indicators.
• Evaluate the quality and limitations of evidence used in management decisions.
• Develop evidence-based recommendations for organisational improvement.

Indicative assessment: Applied research proposal and people analytics report.

Module 7: Negotiation, Conflict Resolution and Organisational Communication

Module description: This module explores the psychological and interpersonal processes that shape communication, negotiation, and conflict in organisations. It examines how perceptions, emotions, interests, power, and communication styles influence workplace interactions.

Indicative content

• Principles of organisational and interpersonal communication.
• Perception, listening, and communication barriers.
• Negotiation strategies and bargaining processes.
• Workplace conflict and conflict-management approaches.
• Mediation, collaboration, and problem-solving.
• Communication in teams and across organisational boundaries.

Learning outcomes

• Analyse psychological factors affecting organisational communication.
• Apply appropriate negotiation techniques to workplace situations.
• Evaluate different approaches to conflict resolution.
• Develop communication strategies that support collaboration and organisational effectiveness.

Indicative assessment: Negotiation simulation and workplace conflict-resolution report.

Module 8: Strategic Business Management

Module description: This module integrates core business administration principles with the programme's emphasis on human behaviour and organisational psychology. It examines how organisations develop strategies, allocate resources, manage performance, and achieve competitive advantage.

Indicative content

• Strategic management concepts and frameworks.
• External and internal business analysis.
• Competitive positioning and business strategy.
• Strategic implementation and organisational capabilities.
• Performance management and business outcomes.
• Integrating people strategy with organisational strategy.

Learning outcomes

• Apply strategic management frameworks to business situations.
• Evaluate internal and external factors affecting organisational performance.
• Analyse the contribution of people, leadership, and organisational culture to strategy implementation.
• Develop integrated recommendations addressing strategic and organisational challenges.