Advancing Canadian Employment Relations.

Research/teaching 

Entitlement in the workplace, equity sensitivity, emotion regulation, frontline service work, occupational health and well-being, human resource management.

 

Bio

Glenda Fisk joined the School of Policy Studies in 2006 after completing her Ph.D. in Industrial/Organizational Psychology at The Pennsylvania State University. Dr. Fisk’s main research interests focus on the issue of entitlement in the workplace and the experience of employees who feel worthy of rewards they might not objectively deserve. Related to these interests, Dr. Fisk is engaged in work to understand how attitudes of illegitimate deservingness develop, the stability of such attitudes over time, as well as their consequences for both individuals and organizations. In addition to her work on employee entitlement, Dr. Fisk has also conducted research to understand the experience of employees who must manage their emotions as part of their work role. Of particular interest are those situations in which employees engage in emotional deviance by showing feelings that are inconsistent with role expectations (e.g., service with a scowl).

In addition to research, Dr. Fisk teaches graduate-level classes in Human Resource Management, Organizational Behavior, statistics and research methods.

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Any Undergrad. 1 Year Program.

Are you looking for graduate level training that will propel you throughout your career?  The MIR offers a variety of core courses in labour relations, employment law, and human resource management, and elective courses in areas such as human rights law, negotiations and conflict resolution.  Together, these courses provide an advanced degree for career advancement in Industrial Relations and Human Resource Management.

This ten to twelve-month Master's Program in Industrial Relations requires three terms of full-time study on campus. Admission requirements are a four-year bachelor's degree with upper second-class (B+) standing from a recognized university and demonstrated evidence of strong academic potential. An applicant whose native languages do not include English must submit a Test of English as a Foreign Language (TOEFL) or the Michigan University English Language test with a score of at least 625 to be admitted to the program. Applicants are not required to write the GRE or GMAT.

 

Click here to download MIR Program Brochure

Core degree courses are intended to provide students with foundational skills in Industrial Relations, Human Resources, and Labour Law.  Courses include:

  • MIR 810  - Unions and Collective Bargaining
  • MIR 823 - Industrial Relations and Labour Law I
  • MIR 824 - Industrial Relations and Labour Law II
  • MIR 830 - Human Resource Management
  • MIR 840 - Labour Economics and Industrial Relations
  • MIR 850 - Organizational Theory and Design
  • MIR 897 - Applied Analytical Methods I

In addition to core degree courses, students are expected to take four elective courses, derived from a combination of a) classes, b) skills seminars (3 skills seminars = 1 elective), and/or c) independent research.  Electives vary year to year.  Recent offerings include:

  • Human Rights Law
  • Contract Administration
  • Leadership
  • Accounting and Finance
  • Labour Policy
  • Globalization

We are always happy to speak with our prospective students. 

Here is a list of our frequently asked questions but if you require any other information please do not hesitate to contact us

Designed to Work for You.

Are you looking for graduate level training that will propel you throughout your career?  The PMIR offers a variety of core courses in labour relations, employment law, and human resource management, and elective courses in areas such as human rights law, negotiations and conflict resolution.  Together, these courses provide an advanced degree for career advancement in Industrial Relations and Human Resource Management.

Our PMIR program is structured for part-time studies that normally allow full-time employees to complete the degree in three years. Each year, classes are typically offered one weekend a month from September through February, and for two intensive study weeks in the spring.

The Queen's PMIR program is open to receiving applications from individuals who hold a four-year bachelor's degree with upper-class standing (B+) from accredited institutions.  Applicants to the PMIR program must also possess at least three years of full-time work experience related to the field. 
 

Core degree courses are intended to provide students with foundational skills in Industrial Relations, Human Resources, and Labour Law.  Courses include:

  • MIR 810 - Unions and Collective Bargaining
  • MIR 823 - Industrial Relations and Labour Law I
  • MIR 824 - Industrial Relations and Labour Law II
  • MIR 830 - Human Resource Management
  • MIR 840 - Labour Economics and Industrial Relations
  • MIR 850 - Organizational Theory and Design
  • MIR 897 - Analytical Methods in Industrial Relations

In addition to core degree courses, students are expected to take four elective courses, derived from a combination of a) classes, b) skills seminars (3 skills seminars = 1 elective), and/or c) independent research.  Electives vary year to year.  Recent offerings include:

  • Human Rights Law
  • Leadership
  • Negotiations
  • Relationships in Organizations
  • Training and Development

We are always happy to speak with our prospective students. 

Here is a list of our frequently asked questions, but if you require any other information please do not hesitate to contact us.

Meet our Faculty

Why Queen's?

 

The Queen's MIR Program offers students a world-class education in a collegial setting.  Our program has a proven record of training industry leaders and has gained the recognition and respect of employers nationally and beyond.  Students graduate with a practically-focused degree, ready to contribute their talents to work life in contemporary organizations.  Our alumni truly embrace the spirit of our motto:
"Come Here. Go Anywhere." 

About Queen's

About Queen's


Queen's is one of Canada's oldest and most well-respected degree granting institutions.  It is world-renowned for promoting excellence in teaching and research, as well as for fostering a strong sense of campus community and tradition. 

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About Industrial Relations

About Industrial Relations

Industrial Relations encompasses study of all aspects of the employment relationship.  Queen's has offered education in the field since 1937, with 2014 marking the 30th anniversary of the first MIR graduating class.  Our long tradition in this area ensures graduates join a prestigious group of alumni and affiliates, including leaders in business and government.

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Opportunities & Career Paths

Opportunities & Career Paths

A majority of our students typically secure degree-related employment within six months of program completion.  Queen's MIR grads can be founds working locally, nationally, and internationally in a variety of different IR/HR roles, with opportunities spanning a number of industries within the private and public sectors.

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Meet our Students

Benjamin Turner

Benjamin Turner

Masters of Industrial Relations FT

Master of Industrial Relations (MIR) Candidate 2017 at Queen's University

I am a bilingual Master of Industrial Relations candidate who is specifically interested in recruitment and talent acquisition. I believe that an organization's most valuable asset is its human capital. This value is realized when effective testing and selection methods are utilized in the recruitment process. My human capital approach to human resource management is aimed at acquiring new talents who are not only exceptional candidates but also are the most suited individuals to an organization. This results in both high employee retention and a boost in organizational productivity. Further, human capital management is reactive to the modern business complexity's trends, gaps and changes. Therefore, as a human resource professional I will act as an organization's sensor in order to allow the organization to continue to progress without interruption.

My capacity in talent acquisition and recruitment lies in my ability to super-connect. Super connectors are individuals who build close relationships with diverse people very quickly. As a super connector I can match people with opportunities and, in doing so, leave my connections with a positive opinion of myself and my own abilities. Moreover, I always strive to stay '​in the know'​. This way I know what each of my connections is capable of, who is in their network, and what my connections need or are looking for. This allows me to instantaneously connect people based on needs and abilities, while increasing their own value.

 

 

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