This module explores modern lenses for analyzing organizations: structural theory (Mintzberg), organizational economics (agency, transaction cost, and game theory), systems theory, leadership models (Ohio State studies), and organizational culture (Schein, Ouchi's Theory Z). It equips you to view any organization through structural, economic, systemic, and cultural perspectives.

This module explores why HRM matters and how it fits into overall management. It covers the historical shift from personnel administration to strategic HRM, core HR functions (recruiting, training, appraising, compensating), line vs. staff roles, and today's changing HR environment, including globalization, technology, and high-performance work systems.

This module explores how organizations design compensation systems. It covers direct vs. indirect pay, pay schemes (job-based, seniority, performance, skill-based), equity theory and its impact on fairness, the steps for establishing pay rates, and competency-based pay — including its practical benefits and drawbacks.

This module explores the theoretical foundations of healthcare quality. It covers definitions and dimensions of quality (technical vs. functional), Donabedian's structure-process-outcome model, Total Quality Management (TQM), the PDCA cycle, Juran's cost of quality, and how these concepts translate into quality control circles and clinical pathways in Taiwan.

This module includes the "To Err is Human" report, the Swiss Cheese Model, and patient safety culture surveys (SOPS, SAQ). These concepts explain how safety incidents result from systemic gaps rather than individual blame, and how healthcare organizations measure and strengthen safety culture.