i need a research paper on business behaviors

Prepare a 12- to 15-page (excluding coversheet and reference page) paper in which you detail Business Behavior issue and alternatives typically used to resolve the issue. Based on research, choose one alternative, and support your choice with information from the literature.   Your paper shall follow APA 6th ed. formatting requirements and be written at a level commensurate with a graduate-level program. An abstract is required. You will prepare a 5- to 10-minute presentation of your topic (and chosen alternative) to present in Week 8.  You will complete the assignment in seven phases, and the final draft (containing all aspects of the project)  

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           My subject of choice for the final project in my contemporary management issue is going to be about understanding and managing organizational behavior. The outline will also discuss,” Why organizational behavior is important in business”. The outline will then focus on “What challenges do organizational behaviors face?” In addition to these three topics will show the differences between the organization, the group, and the individual and how each one works within the organization.

PLEASE USE THESE PEER REVIEWED JOURNAL  REFERENCES LOCATED IN GALILEO  LISTED BELOW AND MAYBE 2 FROM YOUR SOURCES WILL BE FINE.  

Please use this Literature Review to help you write the paper references are attached below, References can be found in Galileo

According to Abdellah, (2009) to better understand organizational behavior (OB), it is important to understand what exactly an organization is. An organization is a group of individuals who work towards achieving a particular goal, whether short-term or long-term. Hiriyappa, (2009) states that Organization behavior is a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations for the purpose of applying such knowledge towards improving an organization’s effectiveness. It shouldn’t matter who defines the terminology, the definition is usually the same no matter where you live and work. Hiriyappa (2009) has also stated that organizations are social inventions for accomplishing common goals through group effort. Organizational behavior is concerned with the attitudes and behaviors of individuals and groups in organizations and can be understood in terms of three levels of analysis: the individual, the group, and the organization.

No matter which of the three levels of analysis leadership or management want to focus on, all three are related to organizational learning as well as organizational goals. Abdellah, (2012) finds Organizational learning involves both explicit and tacit knowledge. While explicit knowledge is technical in nature, tacit knowledge is information that is gained through experience and ‘know how’. Learning how to become a better employee, one would have to look at each nature. Individual person’s outlooks also influences to strong expectations in terms of security and safety of life in future. Organizing is establishing the internal organizational structure of the organization. The focus is on division, coordination, control of tasks and the flow of information within the organization. It is in this function that managers distribute authority to job holders. This leads to leadership and the role of those in charge. Leadership is effectively defined as an interpersonal influence that encourages an individual or group to do what a leaders needs to have done. Abdellah (2012) says a leader role is the basic requirement for an organization for supervision that is to provide direction, assistance, advice, guidance and coaching to individual employee in an organization Hiriyappa (2009). Luthans, Luthans, & Luthans (2015) says, Management is generally considered to have three major dimensions—technical, conceptual, and human. 

What the leadership and management do are the same. This article, Hiriyappa (2009) states that the functions of management are planning which is the ongoing process of developing the business’ mission and objectives and determining how they will be accomplished. Planning includes both the broadest view of the organization, e.g., its mission, and the narrowest, e.g., a tactic for accomplishing a specific goal.

Another topic of conversation is globalization and how it affects organizational behavior. Luthans, Luthans, & Luthans (2015) states, Globalization, diversity, and ethics serve as very important environmental or contextual dimensions for organizational behavior. Cultures around the world impact the organizational behavior of managers and employees quite differently. For example, recent studies have found that cultural differences (by country, race/ethnicity, and religion) affected the attitudes, perceptions and behaviors of managers toward planning, profit and other related business concerns. Luthans, Luthans, & Luthans says in their book, (2015) “Diversity must be recognized and nurtured as the organization’s greatest asset, and the ability to attract and work with diverse talent must be seen as a critical competitive advantage. Diversity means much more than ethnicity, gender, or sexual orientation. New and evolving diverse populations include a full range of ages, as well as career and geographic experiences. “As the head of the huge Society of Human Resource Management (SHRM) diversity initiatives recently noted, “Organizational diversity initiatives should not simply focus on getting people of color and women in the door, but embracing an inclusive culture to maintain these employees.” SHRM has identified out-comes such as the following for effective diversity management:

1. Creating a work environment or culture that allows everyone to contribute all that they can to the organization.

2. Leveraging differences and similarities in the workforce for the strategic advantage of the organization; and

3. Enhancing the ability of people from different backgrounds to work effectively together.

Cultures around the world impact the organizational behavior of managers and employees quite differently. For example, recent studies have found that cultural differences (by country, race/ethnicity, and religion) affected the attitudes, perceptions and behaviors of managers toward planning, profit and other related business concerns. However, at the organization level, understanding global competition and diversity, and trying to solve ethical problems and dilemmas come to the fore. These are unquestionably major issues facing contemporary organizations and are given major attention in this text.

1. People are influenced by multiple cultures—national, regional, organizational, functional, and professional.

2. Even though people are from the same country, they still have different beliefs, values, and behaviors.

3. Counterparts from other cultures are becoming savvy in how to deal with foreigners and thus may not be typical of their own culture.

4. Because of the complexity of culture, simplistic categorizations may initially be helpful, but turn out to be poor predictors of behavior.

Hiriyappa’s book on “Organizational Behavior” states, the study of human and group behavior within organizational settings. The study of organization behavior involves looking at the attitudes, interpersonal relationships, performance, productivity, job satisfaction, and commitment of employees, as well as levels of organizational commitment and industrial relations. Organization behavior can be affected by corporate culture, leadership, and management style. Organization behavior emerged as a distinct specialty from organization theory in the late 1950s and early 1960s through attempts to integrate different perspectives on human and management problems and develop an understanding of behavioral dynamics within organizations.

In the end, Yang, Eryue (2017), there is a need to develop and use strategies and routines that will boost their employees’ perceptions of procedures as fair. This is only one strategy of many that can help with organizational behavior, even though there are several strategies and behaviors that can help move companies forward.

      References

LI, Z., YANG, Q., & ERYUE, T. (2017). CROSS-LEVEL RELATIONSHIPS BETWEEN JUSTICE CLIMATE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR: PERCEIVED ORGANIZATIONAL SUPPORTAS MEDIATOR. Social Behavior & Personality: An International Journal, 45(3), 387-397.doi:10.2224/sbp.4842

Luthans, F., Luthans, K.W.., & Luthans, B.C. (2015). Organizational Behavior: An Evidence-Based Approach. Charlotte, North Carolina: Information Age Publishing.

Abdellah, I. M. (2012). Everything You Need to Know About Organizational Behavior. [Newmarket, Ont.]: BrainMass Inc.

Lee, E., Park, T., & Koo, B. (2015). Identifying organizational identifications as a basis for attitudes and behaviors: A meta-analytic review. Psychological Bulletin, 141(5), 1049-1080. Doi: 10.1037/bul0000012

Hiriyappa, B. (2009). Organizational Behavior. New Delhi: New Age International.

      References

LI, Z., YANG, Q., & ERYUE, T. (2017). CROSS-LEVEL RELATIONSHIPS BETWEEN JUSTICE CLIMATE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR: PERCEIVED ORGANIZATIONAL SUPPORTAS MEDIATOR. Social Behavior & Personality: An International Journal, 45(3), 387-397.doi:10.2224/sbp.4842

Luthans, F., Luthans, K.W.., & Luthans, B.C. (2015). Organizational Behavior: An Evidence-Based Approach. Charlotte, North Carolina: Information Age Publishing.

Abdellah, I. M. (2012). Everything You Need to Know About Organizational Behavior. [Newmarket, Ont.]: BrainMass Inc.

Lee, E., Park, T., & Koo, B. (2015). Identifying organizational identifications as a basis for attitudes and behaviors: A meta-analytic review. Psychological Bulletin, 141(5), 1049-1080. Doi: 10.1037/bul0000012

Hiriyappa, B. (2009). Organizational Behavior. New Delhi: New Age International.

     References

JARVIS, L.C. (2012). FEIGNED VERSES FELT: FEIGNING BEHAVIORS AND THE DYNAMICS OF INSTITUTIONAL LOGICS. Academy Of Management Review, 42(2), 306-333. Doi:10.5465/amr.2014.0363

LI, Z., YANG, Q., & ERYUE, T. (2017). CROSS-LEVEL RELATIONSHIPS BETWEEN JUSTICE CLIMATE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR: PERCEIVED ORGANIZATIONAL SUPPORTAS MEDIATOR. Social Behavior & Personality: An International Journal, 45(3), 387-397.doi:10.2224/sbp.4842

Dalpiaz, E., Rindova, V., & Ravasi, D. (2016). Combining Logics to Transform Organizational Agency. Administrative Science Quarterly, 61(3), 347-392. Doi:10.1177/0001839216636103

PLOYHART, R.E. (2015). STRATEGIC ORGANIZATIONAL BEHAVIOR (STROBE): THE MISSING VOICE IN THE STRATEGIC HUMAN CAPITAL CONVERSATION .Academy Of Management Perspectives, 29(3), 342-356. Doi:10.5465/amp.2014.0145

SIMONS, T., VERMEULEN, P. M.  & KNOBEN, J. (2016). THERE’S NO BEER WITHOUT A SMOKE: COMMUNITY COHESION AND NEIGHBORING COMMUNITIES EFFECTS ON ORGANIZATIONAL RESISTANCE TO ANTISMOKING REGULATIONS IN THE DUTCH HOSPITALITY INDUSTRY. Academy Of Management Journal, 59(2), 545-578. Doi:10.5465/amj.2014.0379

Abdellah, I. M. (2012). Everything You Need to Know About Organizational Behavior. [Newmarket, Ont.]: BrainMass Inc.

Lee, E., Park, T., & Koo, B. (2015). Identifying organizational identifications as a basis for attitudes and behaviors: A meta-analytic review. Psychological Bulletin, 141(5), 1049-1080. Doi: 10.1037/bul0000012

Miner, J. B. (2011). Organizational Behavior 6: Integrated Theory Development and the Role of the Unconscious. Armonk, N.Y.: Routledge.

Wu, W., & Lee, Y. (2017). Empowering group leaders encourages knowledge sharing: integrating the social exchange theory and positive organizational behavior perspective. Journal of Knowledge Management, 21(2), 474-491.doi: 10.1108/JKM-08-2016-0318

Markovic, M.R. (2012). Impact of Globalization on Organizational Culture, Behavior and Gender Role. Charlotte Information Age Publishing.