Select A Scholarly Peer-Reviewed Article For EA

Select A Scholarly Peer Reviewed Article For Ea

By December 19 2012 Select A Scholarly Peer Reviewed Article For Ea

By December 19 2012, select a scholarly, peer-reviewed article for each of the traditional and emerging contributing disciplines within the field of Organizational Behavior (OB), utilizing the Argosy University Online Library Database. You are responsible for researching the respective articles. The traditional disciplines are the following: Psychology, Sociology, Political Science, Anthropology, Economics, Industrial Engineering. The emerging disciplines are the following: Communications, Information Systems, Marketing, Women's Studies.

Using the above articles that you researched, prepare a 4–6 page paper (not including the cover page, reference page, and appendices, if required), analyzing the influence of each of the contributing disciplines in the field of Organizational Behavior.

Support your analysis with what you have learned from the course text, in addition to peer-reviewed articles. Use proper APA format and include in-text citations. Expound on the following questions in your analysis: Explain how the traditional disciplines have contributed to the field of Organizational Behavior. What concepts, theories, and philosophies of the traditional disciplines have been observed to play a role in the OB of your workplace? Evaluate how the emerging disciplines are now contributing to the field of Organizational Behavior. What concepts, theories, and philosophies of the emerging disciplines are now influencing the OB of your workplace? Analyze the influence of one of the disciplines, either traditional or emerging, on each of the following topics: Leadership, Globalization, Diversity, Workplace Values and Ethics.

Use the following file naming convention for your document: LastnameFirstInitial_M1_A4.doc. For example, if your name is John Smith, your document will be named SmithJ_M1_A4.doc. Submit the paper to the M7: Assignment 2 Dropbox.

Paper For Above instruction

The scholarly analysis of the diverse disciplines contributing to Organizational Behavior (OB) reveals a complex interplay of theories, concepts, and philosophies that shape organizational dynamics across traditional and emerging fields. This paper explores the influence of selected peer-reviewed articles from each disciplinary domain, elucidating their contributions and implications for modern workplaces.

Traditional Disciplines and Their Contributions to OB

Traditional disciplines such as Psychology, Sociology, Political Science, Anthropology, Economics, and Industrial Engineering have historically laid the foundation of OB. Psychology, for instance, has contributed significantly through its theories of individual behavior, motivation, and leadership styles (Davis & Rubin, 2010). Concepts like Herzberg's Two-Factor Theory and McGregor's Theory X and Theory Y offer insights into employee motivation and management styles, directly influencing workplace practices (Herzberg, 1959; McGregor, 1960).

Sociology extends this foundation by emphasizing group behavior, social structures, and organizational culture. Theories such as Social Identity Theory and Group Dynamics help explain how individuals interact within organizational settings, impacting teamwork and communication (Tajfel & Turner, 1979). Political Science introduces concepts related to power, authority, and organizational influence, providing a framework for understanding organizational politics and decision-making processes (French & Raven, 1959).

Anthropology contributes ethnographic methods and cultural understanding, adding depth to organizational culture analysis (Harrison, 2005). Economics offers insights into incentive structures, resource allocation, and efficiency, informing strategies for productivity and organizational performance (Simon, 1997). Industrial Engineering focuses on optimizing workflows, designing efficient systems, and improving quality control, directly affecting operational effectiveness (Shingo, 1986).

Collectively, these traditional disciplines have enriched OB with models and frameworks that address individual and group behaviors, organizational structure, leadership, and decision-making. Their philosophies underpin many managerial practices and organizational reforms seen today.

Emerging Disciplines and Their Contributions to OB

Emerging disciplines such as Communications, Information Systems, Marketing, and Women's Studies are increasingly influential in shaping contemporary OB. Communications explores interpersonal and organizational communication patterns, emphasizing transparency, technology-mediated communication, and emotional intelligence (Tourish & Foster, 2004). These concepts are crucial in today's digital and globalized work environments, affecting leadership and team cohesion.

Information Systems contribute by integrating technological innovations into organizational processes. Theories like the Technology Acceptance Model (TAM) and the Diffusion of Innovations framework (Rogers, 2003) inform how organizations adopt and utilize new technologies, influencing productivity and competitive advantage. These insights are vital amid rapid technological advancements.

Marketing influences OB by emphasizing consumer behavior, branding, and market orientation within organizational strategy. Theories such as Relationship Marketing and Customer-Centric Approaches shape internal practices that foster employee engagement and customer satisfaction (Grönroos, 1994). These disciplines promote adaptive, market-oriented cultures.

Women’s Studies introduce perspectives on gender, power, and diversity. Critical feminist theories and intersectionality highlight systemic biases and promote inclusive practices (Crenshaw, 1990). Their integration fosters diversity, equity, and acknowledgment of different work experiences, enriching organizational culture and leader development.

Each emerging discipline brings innovative concepts and knowledge that broaden the scope of OB, making it more adaptable to complex, multicultural, and technologically driven workplaces.

Influence on Leadership, Globalization, Diversity, and Workplace Values

Analysis reveals that both traditional and emerging disciplines significantly influence key topics like leadership, globalization, diversity, and workplace values and ethics. For instance, Psychology's leadership theories, such as transformational leadership (Bass & Avolio, 1994), shape leadership frameworks emphasizing vision, inspiration, and employee development. These theories are vital in leading diverse, global teams effectively.

Globalization has been significantly impacted by Information Systems, which facilitate cross-border collaboration, virtual teams, and knowledge sharing (Friedman, 2005). Technologically driven communication enhances organizational responsiveness and competitiveness in a globalized economy.

Diversity initiatives are increasingly rooted in Women’s Studies and Sociology, emphasizing inclusivity, understanding biases, and fostering equitable environments (Cox, 2001). These disciplines inform policies that promote diverse hiring, retention, and leadership development.

Workplace values and ethics are influenced by a mixture of traditional philosophical concepts from Political Science and modern perspectives from Women's Studies. Concepts such as corporate social responsibility, ethical leadership, and stakeholder theory shape organizational morality and accountability (Freeman et al., 2010). The integration of these varied perspectives promotes a more ethical and socially responsible organizational culture.

Conclusion

The interplay of traditional and emerging disciplines within OB creates a comprehensive framework that addresses the multifaceted nature of organizational settings. Traditional fields have established the foundational theories of behavior, motivation, and organizational structure, while emerging fields infuse OB with innovative perspectives on communication, technology, gender, and ethics. Together, these disciplines equip organizations to navigate the complexities of modern work environments, fostering leadership, innovation, inclusivity, and ethical integrity. Continued interdisciplinary research remains essential for advancing organizational effectiveness in an ever-changing global landscape.

References

• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. SAGE Publications.
• Cox, T. (2001). Creating the multicultural organization: A strategy for Capturing the Power of Diversity. Jossey-Bass.
• Crenshaw, K. (1990). Demarginalizing the intersection of race and sex: Black feminist critique of antidiscrimination doctrine. University of Chicago Legal Forum, 1989(1), 139-167.
• Freeman, R. E., Harrison, J. S., Wicks, A. C., Parmar, B., & De Colle, S. (2010). Stakeholder theory: The state of the art. Cambridge University Press.
• French, J. R., & Raven, B. (1959). The bases of social power. In D. Cartwright (Ed.), Studies in social power (pp. 150-167). Institute for Social Research.
• Friedman, T. L. (2005). The world is flat: A brief history of the twenty-first century. Farrar, Straus and Giroux.
• Grönroos, C. (1994). From marketing mix to relationship marketing: Towards a paradigm shift in marketing. Management Decision, 32(2), 4-20.
• Harrison, P. (2005). Inside organizational ethnography. Organizational Research Methods, 8(4), 404-409.
• Herzberg, F. (1959). The motivation to work. John Wiley & Sons.
• McGregor, D. (1960). The human side of enterprise. McGraw-Hill.
• Rogers, E. M. (2003). Diffusion of innovations (5th ed.). Free Press.
• Shingo, S. (1986). Zero quality control: Source inspection and the poke-yoke system. Productivity Press.
• Simon, H. A. (1997). Administrative behavior: A study of decision-making processes in administrative organizations. Free Press.
• Tajfel, H., & Turner, J. C. (1979). An integrative theory of intergroup conflict. In W. G. Austin & S. Worchel (Eds.), The social psychology of intergroup relations (pp. 33–47). Brooks/Cole.
• Tourish, D., & Foster, S. (2004). Leadership, communication and charisma: An analysis of the effects of virtual communication. Leadership & Organization Development Journal, 25(1), 41-49.