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The participants are able to apply concepts and methods of human-centered work and organizational psychology to work places and working conditions experienced either by themselves or described by their fellow students. They are familiar with work and organizational psycholgy as an important field of applied psychology, and they are capable to develop adequate proposals to improve working conditions in their respective "case".

Prospective design of work tasks and working conditions: Theoretical background, adequate methodological approach, opportunities and given boundaries of application in different branches, professional fields and organizational cultures.

Employee participation as a key success factor and important enabler of human-centered work design.

 Efficient, sustainable and responsible ways and means of "change management".

There will be a continous change between interactive lectures and task-related work in small project teams formed by 3 - 4 students. The small projekt teams will analyze and optimize the working conditions in a case study that derives from theirs own work experiences. Lectures will rely on practical experience of the lecturer in his professional role as a consultant  to small, medium sized and large companies and institutions in all three german speaking countries and as a coach to clients from middle and top management.

Three contributions are required to fulfill the assessment criteria: the projekt work to be done in the respective team of 3-4 students between session 1 and session 2 (50%), the presentation of this project work given by the team during session 2 (25%) and the consequences drawn by the project team after the feedback received during this presentation (25%).

Lectures will rely on practical experience of the lecturer in his professional role as a consultant  to small, medium sized and large companies and institutions in all three german speaking countries and as a coach to clients from middle and top management.

Kötter, W. (2006): Arbeitsgestaltung und Organisationsberatung. In: Bamberg, E., Schmidt, J. & K. Hänel (Hrsg.): Beratung, Counseling, Consulting. Göttingen etc.: Hogrefe.

Luczak, H., Volpert, W., A. Raeithel & W. Schwier (19893): Arbeitswissenschaft. Kerndefinition, Gegenstandskatalog, Forschungsgebiete. Köln: TÜV Rheinland.

Petersen, D. (unter Mitarbeit von Urs Witschi, Jörg Bahlow und Wolfgang Kötter) (2011): Den Wandel verändern. Change Management anders gesehen. Wiesbaden: Gabler.

Ulich, E. (2011): Arbeitspsychologie. 7. Auflage. Zürich: vdf, Stutt¬gart: Poeschel.

Schein, E. (2000): Prozessberatung für die Zukunft. Der Aufbau einer helfenden Beziehung. Köln: Ed. Humanistische Psychologie.

Wimmer, R. (Hrsg.) (1992): Organisationsberatung. Neue Wege und Konzepte. Wiesbaden: Gabler.

Zink, K. J., Kötter, W., Longmuß, J., Thul, M. (Hg.) (2015): Veränderungsprozesse erfolgreich gestalten. Berlin: Springer.