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  1. Programs
  3. Organizational Leadership

Organizational Leadership

Gordon State College

Bachelor's DegreeAcademic

Become a contributor for free to openly demonstrate student outcomes, industry alignment & eligibility criteria.

Organizational Leadership focuses on leadership skills that can be applied to a business, government, nonprofit, or educational setting. Includes instruction in organizational planning, dynamics of leadership, finance, team building, conflict resolution and mediation, communication and other management skills. The Organizational Leadership degree, offered in collaboration with eMajor, includes two unique concentrations: Healthcare Administration and Public Service.

Credits

120 credits

Format

In-Person

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Program Pathways

Credentials this program stacks toward

No program pathways.

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Program Details

Detailed information about this program

No detailed information available.

Requirements

What you need to earn this credential

No requirements listed.

Financial Aid

Eligible funding programs

No funding information available.

Scholarships

No scholarships listed.

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Locations

Where this program is offered

  • Georgia

    Georgia

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Related Programs

Programs related to this one

No related programs.

Skills & Competencies

Skills developed through this program

Auto-populated·from O*NET via SOC 19-3032.00

Skills

Active ListeningReading ComprehensionWritingSpeakingCritical ThinkingJudgment and Decision MakingSystems EvaluationComplex Problem Solving

Knowledge

Personnel and Human ResourcesPsychologyEducation and TrainingAdministration and ManagementMathematics

Abilities

Written ComprehensionOral ExpressionOral ComprehensionWritten ExpressionDeductive ReasoningInductive ReasoningProblem SensitivityInformation OrderingSpeech RecognitionSpeech Clarity

Tasks

  • Provide advice on best practices and implementation for selection.
  • Develop and implement employee selection or placement programs.
  • Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness
  • Develop and administer surveys to employees of organizations.
  • Teach industrial-organizational psychology courses to undergraduate or graduate students.

Technology

Document management softwareAnalytical or scientific softwareSpreadsheet softwareHuman resources softwareWeb platform development software

Tools

Data input scannersDesktop computersLaptop computersLiquid crystal display LCD video projectorsPersonal computersUniversal serial bus USB flash drives

Work Values

Working ConditionsRelationshipsAchievementIndependenceSupportRecognition
Career Pathways

Occupations this program prepares you for

Auto-populated·from O*NET + BLS
Occupations matched to this program, with median wage, top wage, growth, and openings
SOCOccupationMethodWageGrowthOpenings
Match confidence: medium19-3032.00Industrial-Organizational Psychologiststitle_inference———
What You'll Learn

Key competencies developed through this program

Auto-populated·from NSX Competency Framework

Mastery: proficient (Level 3)(based on Bachelor's Degree)

  • Selection and placement programs — autonomously design, validate, and continuously refine end-to-end employee selection systems that meet legal defensibility and predictive accuracy standards across diverse organizational contexts.
  • Complex validation studies — lead criterion-related and construct validity research using advanced statistical applications, including structural equation modeling and item response theory, to ensure assessment instrument integrity.
  • Non-routine workforce problems — apply inductive and deductive reasoning to diagnose ambiguous organizational performance issues and develop custom intervention strategies without reliance on prescribed templates.
  • Executive management advisory — advise C-suite and senior HR leadership on the systemic effects of personnel, managerial, and marketing policy decisions on organizational effectiveness and regulatory compliance.
  • Organizational development strategy — facilitate large-scale change management processes, using evidence-based frameworks to align culture, structure, and talent systems with strategic business objectives.
  • Job classification systems — establish and defend comprehensive role taxonomies and competency frameworks that serve selection, training, compensation, and succession planning functions across an enterprise.
  • Psychological testing ethics and law — evaluate assessment programs for compliance with EEOC guidelines, ADA requirements, and professional standards, and resolve legal or ethical conflicts that arise in practice.
  • Stakeholder communication — synthesize complex psychometric and organizational data into compelling written reports and oral presentations that influence decision-making at board and executive levels.
  • Cross-functional research teams — coordinate interdisciplinary projects involving HR, legal, operations, and data science professionals to deliver integrated workforce analytics solutions.
  • Mentorship and technical guidance — provide substantive coaching and peer review to junior I-O psychologists and graduate interns on research design, assessment development, and client engagement.

Some details on this page are auto-populated from public workforce data sources: O*NET (opens in new tab), BLS (opens in new tab), College Scorecard (opens in new tab), DOL Training Provider Results (opens in new tab), NSX (opens in new tab). Provided in partnership with LER.me Career Intelligence.

Student Outcomes

Performance metrics for this program

Auto-populated·from Scorecard + DOL
Completion Rate
Not reported
Placement Rate
69%