Teaching

Overall Teaching Philosophy

Even though part of my teaching is the Declaration of Human Rights by the United Nations in 1948, the background of philosophy for my teaching can be found in Section 56 of my German home state’s post-war peace constitution, the Hessian Verfassung of 1946. It seeks to educate students with respect to their religious and social background, as well as political orientation. The constitution’s aim is a socially responsible, well educated, critical, and self-conscious human being able to fulfil political responsibilities in civil society. Students should also be prepared to engage in working life but knowledge should be utilised for the betterment of human society. The constitution’s final section demands that courses should present a truthful and non-biased picture of the past. Primarily, it should focus on positive examples of mankind, humanity, the development of a civil society, economy, civilisation, and culture. Teaching should never encourage war, battles or militarism. Any coaching that endangers the democratic state has to be rejected.

On 7th March 1997 I attended a guest lecture by Visiting Professor Dr. Charles Glassick (Carnegie Foundation) at UWS’ Werrington. His presentation builds the theoretical application of the above outlined teaching philosophy by emphasising four scholarships:

a) discovery,
b) integration,
c) application, and
d) teaching.

His philosophy reflects the teachings of German Professor Martin Wagenschein who emphasised the so-called “doppelseitiges Erschlossensein” or double integrative teaching. Similar to Glassick, Wagenstein integrates discovery and newly produced knowledge into an already existing body of knowledge. In a second step his concept demands the application of knowledge and integration into teaching.

 

Overview of Lectures, Seminars & Tutorials

Commonly, the field of employment relations (ER) has been seen as a combination of two academic sub-divisions: industrial relations (IR) and human resource management (HRM). The Western Sydney University (WSU) is one of very few academic institutions in Australia that had merged both into one program. Therefore, working at WSU always includes the teaching of IR and HRM. An example of such a merger is International and Comparative Employment. I have redesigned the course to end a previous division between IR and HRM. Another example was a postgraduate unit called Employment Relations Strategy and Change that combined business strategy, change management, organisational studies, HRM, and IR. Since 2010 I have been teaching HRM to postgraduate students exclusively. In 2013, the unit was renamed from HRM into “Contemporary People Management” (CPM, unit number 200826). Since that, I am teaching MBAs exclusively at the Parramatta Campus.

 

Thesis Supervision & PhD Proposal Examination

Among the many PhD thesis supervised and PhD proposals examined these are some of the more noteworthy:

  • Application and Impact of Strategic Management Practices in Hospitality Industry
  • Identifying Critical Success Factors for Knowledge Management Implementation in Higher Educational Institutions: A Comparative Study between University of Western Sydney in Australia and King Fahd Security College in Saudi Arabia
  • Banking Mergers and the role of HRM
  • Knowledge Management in Australia and Saudi Arabia
  • Culture and Performance Management at Saudi Arabia Water Corp.
  • HRD and Management Agility in a Jordanian Shopping Centre
  • Relationship between corporate governance, corporate social responsibility and firm performance
  • Identify and Find Ways to clear the barriers of employment in Saudi Arabia
  • Use of Performance Appraisal: A Kantian Perspective
  • Strategic Management and Corporate CEOs
  • Teamwork and HRM
  • How Does Organisational Innovation Effect Psychological Contracts of Employees: A Study from Fiji
  • Managing IT at a University
  • An investigation of three Australian Multinational Corporations that successfully implement socially responsible practices
  • Trade union strategies for free riding in unions

 

Supervision of Completed PhDs:

2016: Banking Mergers and the role of HRM

 

Overview of Lectures, Seminars & Tutorials

Commonly, the field of employment relations (ER) has been seen as a combination of two academic sub-divisions: industrial relations (IR) and human resource management (HRM). Western Sydney University is one of very few academic institutions in Australia that had merged both into one programme. Therefore, working at WSU always includes the teaching of IR and HRM. An example of such a merger is International and Comparative Employment. I have redesigned the course to end a previous division between IR and HRM. Another example was a postgraduate unit called Employment Relations Strategy and Change that combined business strategy, change management, organisational studies, HRM, and IR. Since 2010 I have been teaching HRM to postgraduate students exclusively. In 2013, the unit was renamed from HRM into “Contemporary People Management” (CPM).

Here is a teaching  overview since 1996:

Screen Shot 2016-08-02 at 14.20.39

 

Courses offered

200826 Contemporary People Management (MBAs)

 

Evaluation of Teaching:

SFU (student feedback unit) results for the overall experience with HRM/CPM between 2011 [Q4] and 2016 [Q4] is:

4.5 with an upward trend.

 

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