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Organizational Behavior in Health Systems – BUSI 510

CG • Section 8WK • 11/08/2019 to 04/16/2199 • Modified 09/05/2023

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Course Description

This course will provide the current or future healthcare manager with an overview of issues healthcare administrators will need to address to include diversity, attitudes, perceptions, and effective communication. Motivational and leadership theories, intrapersonal and interpersonal issues, stress, decision making, conflict/negotiation skills and group dynamics in the healthcare organization will be addressed. Healthcare managers ultimately play a critical and vital role in how health systems manage change and these aspects will be explored.

For information regarding prerequisites for this course, please refer to the  Academic Course Catalog .

The purpose of this course is to provide students an opportunity to evaluate the impact of individual and team behavior on the healthcare organization.

Course Assignment

Textbook readings, course requirements checklist assignment.

After reading the Course Syllabus and Student Expectations , the student will complete the related checklist found in the Course Overview.

Discussions (4)

Discussions are collaborative learning experiences. Therefore, the student is required to create a thread in response to the provided prompt for each discussion. Each thread must be at least 600 words and demonstrate course-related knowledge and research. In addition to the thread, the student is required to reply to 2 other classmates’ threads. Each reply must be at least 450 words. Each thread and each reply must be supported by at least 1 scriptural reference and at least 2 peer-reviewed, scholarly references in addition to the course textbook. All sources must have been published within the last 5 years.

Participants must create a thread in order to view other threads in discussions.

Personality Impact Assignment

Each student will complete and submit a 10–12 page paper, excluding title page, abstract, and references, synthesizing the results of their individual Jung Typology Test describing the impact of their personality type on the effectiveness in a healthcare organization. Include scripture supported rationale for the creation of differing personality types. This paper must be in current APA format and include a minimum of 10 scholarly, peer-reviewed sources, the course textbook, and the Bible.

Applied OB Research Paper Assignment

The student will research and write a research-based paper formatted in current APA format that focuses on a selected OB topic. Additionally, the paper must include a synthesis of the role of the healthcare manager founded on Christian principles as related to this topic. The paper must be 10–12 pages excluding title page, abstract, and references and include at least 20 scholarly references in addition to the course textbook and Bible.

Quizzes (4)

Each quiz will cover the textbook material for the assigned modules: weeks. Each quiz will be open-book/open-notes, contain 25 multiple-choice and true/false questions, and have a 45-minute time limit.

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Cost Per Credit Hour Per Semester for 7 to 15 Credits* Per Semester for 9 to 15 Credits* i Visit the Tuition and Financing page for more information.

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Obstetric and Gynecological Nursing Research Paper Topics

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The diverse array of obstetric and gynecological nursing research paper topics underscores the critical importance of this specialized field of nursing. Obstetric and gynecological nursing encompasses a wide range of topics that address the health and wellness of women from adolescence through menopause and beyond. This includes the management of pregnancy and childbirth, preventive care, and the diagnosis and treatment of diseases and disorders specific to women. As the healthcare needs of women continue to evolve, so does the need for ongoing research and development of evidence-based practices in obstetric and gynecological nursing. This article provides a comprehensive list of research paper topics that will be of interest to students and professionals seeking to expand their knowledge and contribute to the body of knowledge in this vital area of healthcare.

100 Obstetric and Gynecological Nursing Research Paper Topics

Obstetric and gynecological nursing is a specialized field of nursing that focuses on the health and well-being of women throughout their lifespan. It encompasses a wide range of topics including pregnancy and prenatal care, labor and delivery, postpartum care, gynecological disorders, reproductive health, maternal and newborn health, high-risk pregnancy, women’s health across the lifespan, menopausal health, and ethical and legal issues in obstetric and gynecological nursing. The significance of this field cannot be overstated as it plays a crucial role in ensuring the health and well-being of both women and newborns. This article provides a comprehensive list of obstetric and gynecological nursing research paper topics, divided into 10 categories, each containing 10 topics.

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Pregnancy and Prenatal Care:

  • The role of prenatal vitamins in preventing birth defects.
  • The effects of maternal stress on fetal development.
  • The impact of prenatal exercise on maternal and fetal health.
  • The role of routine ultrasound examinations in prenatal care.
  • The effectiveness of non-pharmacological interventions for nausea and vomiting during pregnancy.
  • The impact of maternal obesity on pregnancy outcomes.
  • The role of folic acid supplementation in the prevention of neural tube defects.
  • The effectiveness of smoking cessation interventions during pregnancy.
  • The impact of maternal alcohol consumption on fetal development.
  • The role of prenatal education in preparing expectant mothers for childbirth.

Labor and Delivery:

  • The effectiveness of epidural analgesia in managing labor pain.
  • The impact of birthing positions on labor outcomes.
  • The role of continuous support during labor and delivery.
  • The effectiveness of non-pharmacological pain relief methods during labor.
  • The impact of induced labor on maternal and neonatal outcomes.
  • The role of midwives in managing labor and delivery.
  • The effectiveness of water birth in reducing labor pain.
  • The impact of cesarean section on maternal and neonatal outcomes.
  • The role of intrapartum fetal monitoring in preventing adverse outcomes.
  • The effectiveness of active management of the third stage of labor in preventing postpartum hemorrhage.

Postpartum Care:

  • The role of breastfeeding support in promoting successful breastfeeding.
  • The impact of postpartum depression on mother-infant bonding.
  • The effectiveness of skin-to-skin contact in promoting neonatal thermoregulation.
  • The role of postpartum exercise in promoting maternal physical and mental health.
  • The impact of early postpartum discharge on maternal and neonatal outcomes.
  • The effectiveness of postpartum contraceptive counseling in preventing unplanned pregnancies.
  • The role of routine newborn screening in the early detection of congenital disorders.
  • The impact of maternal-infant rooming-in on breastfeeding success.
  • The effectiveness of postpartum home visits in promoting maternal and newborn health.
  • The role of pelvic floor exercises in preventing postpartum urinary incontinence.

Gynecological Disorders:

  • The effectiveness of hormonal therapy in managing polycystic ovary syndrome.
  • The impact of lifestyle modifications on the management of endometriosis.
  • The role of screening in the early detection of cervical cancer.
  • The effectiveness of non-surgical interventions for uterine fibroids.
  • The impact of human papillomavirus vaccination on the incidence of cervical cancer.
  • The role of hormonal replacement therapy in managing menopausal symptoms.
  • The effectiveness of conservative management for ovarian cysts.
  • The impact of early detection and treatment on the prognosis of ovarian cancer.
  • The role of lifestyle modifications in the prevention of gynecological cancers.
  • The effectiveness of surgical interventions for pelvic organ prolapse.

Reproductive Health:

  • The role of contraceptive counseling in preventing unplanned pregnancies.
  • The impact of long-acting reversible contraceptives on reducing the rate of unintended pregnancies.
  • The effectiveness of fertility awareness-based methods in preventing pregnancy.
  • The role of preconception care in promoting healthy pregnancies.
  • The impact of sexually transmitted infections on reproductive health.
  • The effectiveness of barrier methods in preventing sexually transmitted infections.
  • The role of hormonal contraceptives in managing menstrual disorders.
  • The impact of infertility on mental health.
  • The effectiveness of assisted reproductive technologies in managing infertility.
  • The role of male involvement in promoting reproductive health.

Maternal and Newborn Health:

  • The impact of gestational diabetes on maternal and neonatal outcomes.
  • The effectiveness of kangaroo mother care in promoting neonatal health.
  • The role of antenatal corticosteroids in preventing neonatal respiratory distress syndrome.
  • The impact of maternal anemia on neonatal outcomes.
  • The effectiveness of newborn resuscitation in preventing neonatal mortality.
  • The role of immunization in promoting maternal and newborn health.
  • The impact of maternal mental health on neonatal outcomes.
  • The effectiveness of neonatal intensive care in improving the survival of preterm infants.
  • The role of early intervention services in promoting the development of high-risk infants.
  • The impact of maternal-infant bonding on neonatal outcomes.

High-Risk Pregnancy:

  • The role of antenatal care in managing high-risk pregnancies.
  • The impact of multiple pregnancies on maternal and neonatal outcomes.
  • The effectiveness of nutritional interventions in managing gestational diabetes.
  • The role of bed rest in managing preterm labor.
  • The impact of advanced maternal age on pregnancy outcomes.
  • The effectiveness of antihypertensive medications in managing preeclampsia.
  • The role of fetal surveillance in managing intrauterine growth restriction.
  • The impact of preconception care on the outcomes of high-risk pregnancies.
  • The effectiveness of interventions for preventing recurrent preterm birth.
  • The role of specialist care in managing high-risk pregnancies.

Women’s Health Across the Lifespan:

  • The impact of lifestyle modifications on the prevention of cardiovascular diseases in women.
  • The effectiveness of breast cancer screening in early detection and treatment.
  • The role of hormone replacement therapy in managing menopausal symptoms.
  • The impact of osteoporosis on women’s health.
  • The effectiveness of interventions for preventing urinary incontinence in women.
  • The role of regular exercise in promoting mental health in women.
  • The impact of domestic violence on women’s health.
  • The effectiveness of interventions for promoting healthy eating in women.
  • The role of stress management in preventing chronic diseases in women.
  • The impact of depression on women’s health.

Menopausal Health:

  • The impact of menopause on cardiovascular health.
  • The effectiveness of hormonal replacement therapy in managing menopausal symptoms.
  • The role of lifestyle modifications in managing menopausal weight gain.
  • The impact of menopause on mental health.
  • The effectiveness of non-hormonal interventions for managing hot flashes.
  • The role of regular exercise in preventing osteoporosis in postmenopausal women.
  • The impact of menopause on sexual health.
  • The effectiveness of dietary interventions in managing menopausal symptoms.
  • The role of stress management in promoting menopausal health.
  • The impact of menopause on the risk of developing gynecological cancers.

Ethical and Legal Issues in Obstetric and Gynecological Nursing:

  • The role of informed consent in obstetric and gynecological procedures.
  • The impact of religious and cultural beliefs on women’s health decisions.
  • The effectiveness of mandatory reporting of domestic violence in promoting women’s safety.
  • The role of confidentiality in obstetric and gynecological care.
  • The impact of legal restrictions on abortion services.
  • The effectiveness of legal interventions in preventing female genital mutilation.
  • The role of ethical considerations in assisted reproductive technologies.
  • The impact of legal and ethical issues on the practice of obstetric and gynecological nursing.
  • The effectiveness of legal interventions in promoting maternal and newborn health.
  • The role of ethical considerations in the management of high-risk pregnancies.

The importance of research in obstetric and gynecological nursing cannot be overstated as it plays a crucial role in ensuring the health and well-being of both women and newborns. The diverse range of topics listed above provides a comprehensive overview of the various aspects of obstetric and gynecological nursing. It is our hope that this list will serve as a valuable resource for students and professionals seeking to expand their knowledge and contribute to the body of knowledge in this vital area of healthcare.

The Range of Obstetric and Gynecological Nursing Research Paper Topics

Obstetric and gynecological nursing is an essential branch of healthcare that focuses on the well-being of women during pregnancy, childbirth, and the postpartum period, as well as the diagnosis and treatment of diseases of the female reproductive system. The significance of this field is immense, as it plays a crucial role in ensuring the health and safety of both mothers and newborns, and in managing and preventing gynecological disorders. The scope of obstetric and gynecological nursing research paper topics is vast, encompassing a wide range of issues from pregnancy and prenatal care, labor and delivery, postpartum care, gynecological disorders, and much more.

Pregnancy and Prenatal Care

Proper care during pregnancy is essential for the health and well-being of both the mother and the baby. Prenatal care involves a series of regular check-ups and screenings to monitor the health of the mother and the developing fetus. Obstetric nurses play a crucial role in providing this care, educating expectant mothers about proper nutrition, exercise, and lifestyle habits, monitoring the progress of the pregnancy, and identifying and managing any potential complications. Some obstetric and gynecological nursing research paper topics in this area could include the effectiveness of different prenatal screening tests, the impact of maternal lifestyle habits on fetal development, or the role of prenatal education in preparing expectant mothers for childbirth.

Labor and Delivery

The process of labor and delivery is a critical period that requires skilled care and management to ensure the safety of both the mother and the baby. Obstetric nurses are involved in every stage of this process, from monitoring the progress of labor, providing pain relief, assisting with the delivery, and caring for the mother and newborn immediately after birth. Research topics in this area could include the effectiveness of different pain relief methods during labor, the impact of birthing positions on labor outcomes, or the role of continuous support during labor and delivery.

Postpartum Care

The postpartum period, or the time after childbirth, is a crucial time for both the mother and the newborn. Obstetric nurses provide care to the mother as she recovers from childbirth, monitor the newborn’s health and development, provide breastfeeding support, and educate the new parents on infant care. Some potential obstetric and gynecological nursing research paper topics in this area could include the impact of postpartum depression on mother-infant bonding, the effectiveness of skin-to-skin contact in promoting neonatal thermoregulation, or the role of postpartum exercise in promoting maternal physical and mental health.

Gynecological Disorders

Gynecological nursing involves the diagnosis and treatment of diseases of the female reproductive system. Gynecological nurses provide care to women with a variety of gynecological disorders such as polycystic ovary syndrome (PCOS), endometriosis, uterine fibroids, cervical cancer, and more. Research topics in this area could include the effectiveness of hormonal therapy in managing PCOS, the impact of lifestyle modifications on the management of endometriosis, or the role of screening in the early detection of cervical cancer.

The diverse range of obstetric and gynecological nursing research paper topics provides an opportunity for researchers to explore a variety of issues that affect women’s health. By conducting research in this field, nurses can contribute to the body of knowledge that informs clinical practice and helps improve outcomes for women and newborns.

In conclusion, obstetric and gynecological nursing is a vital field that plays a crucial role in ensuring the health and well-being of women and newborns. From pregnancy and prenatal care, labor and delivery, postpartum care, and the management of gynecological disorders, the scope of this field is vast. The wide range of obstetric and gynecological nursing research paper topics provides an opportunity for researchers to explore various aspects of this field and contribute to the improvement of women’s health.

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Every nursing student understands the importance of submitting high-quality research papers. Not only do they contribute significantly to your final grade, but they also reflect your understanding and knowledge of the subject matter. Obstetric and gynecological nursing is a crucial area of study that demands thorough research and a comprehensive understanding of various topics. As a student, you may sometimes find yourself overwhelmed with multiple assignments, leaving you with limited time to complete your research paper. This is where iResearchNet comes in. We are here to support you in your academic journey by providing custom obstetric and gynecological nursing research papers that will not only earn you top grades but also enhance your understanding of the subject matter.

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ob research paper assignment

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1.4 Understanding How OB Research Is Done

Learning objectives.

  • Learn the terminology of research.
  • Understand the different types of OB research methods used.

OB Research Methods

OB researchers have many tools they use to discover how individuals, groups, and organizations behave. Researchers have working hypotheses based on their own observations, readings on the subject, and information from individuals within organizations. Based on these ideas, they set out to understand the relationships among different variables . There are a number of different research methods that researchers use, and we will discuss a few of these below. Imagine that your manager has asked you to find out if setting goals will help to make the employees at your company more productive. We will cover the different ways you could use research methods to answer this question, impress your boss, and hopefully get a promotion.

Surveys are one of the primary methods management researchers use to learn about OB. A basic survey involves asking individuals to respond to a number of questions. The questions can be open-ended or close-ended. An example of an open-ended question that could be used to address your manager’s question would be to ask employees how they feel about goal setting in relation to productivity, then summarize your findings. This might work if you have a small organization, but open-ended surveys can be time consuming to summarize and hard to interpret at a glance. You could get more specific by asking employees a series of close-ended questions in which you supply the response key, such as a rating of 1 to 5. Today it is easy to create online surveys that quickly compile the results automatically. There are even several free survey tools available online such as http://freeonlinesurveys.com/ and http://www.surveygizmo.com/ , or you can use paper-and-pencil surveys.

Researchers may even use a handheld device to randomly or systematically survey participants about key aspects of their day to get a more dynamic view.

Researchers may even use a handheld device to randomly or systematically survey participants about key aspects of their day to get a more dynamic view. This is called time sampling.

Department of Computer and Information Science NTNU – Researcher’s Night 2014 – CC BY-NC 2.0.

Sample Survey About the Effectiveness of Goal Setting

Instructions: We would like to gather your opinions about different aspects of work. Please answer the following three questions using the scale below:

Response Scale:

1=Strongly disagree

3=Neither agree nor disagree

5=Strongly agree

Regardless of the method you choose to collect your information, the next step is to look at the average of the responses to the questions and see how the responses stack up. But this still wouldn’t really answer the question your boss asked, which is whether using goal setting would help employees be more effective on the job. To do this, you would want to conduct a field study.

Field Studies

Field studies are also effective ways to learn about what is truly going on within organizations. There are survey field studies like the one above, but more compelling evidence comes from field studies that employ an experimental design . Here you would assign half the employees at your company to the goal setting condition and the other half to the control group condition. The control group wouldn’t get any information on goal setting but the treatment group would. If you found that the treatment group was more effective than the control group, you could tell your boss that goal setting works.

Laboratory Studies

OB researchers are often interested in basic research questions such as “Can we show that goal setting increases performance on a simple task?” This is how research on goal setting started, and it is also how we can establish the conditions under which it works more or less effectively. Again, to address this, researchers may conduct a lab study in which one group is assigned one condition and the other group is assigned the control condition (generally the control condition involves no change at all). You may even have been involved in a lab study during your time at your university. One of the most important concepts to understand with lab studies is that they give the researcher a great deal of control over the environment they are studying but do so in a less “realistic” way, since they are not studying real employees in real work settings. For example, in a lab study, a researcher could simulate hiring and firing employees to see if firing some employees affected the goal-setting behavior of the remaining employees. While this wouldn’t be legal or ethical to do in a real organization, it could be a compelling lab study. At the same time, however, firing someone in a lab setting does not necessarily carry the same consequences as it would in real life.

Case Studies

Case studies are in-depth descriptions of a single industry or company. Case writers typically employ a systematic approach to gathering data and explaining an event or situation in great detail. The benefits of case studies are that they provide rich information for drawing conclusions about the circumstances and people involved in the topics studied. The downside is that it is sometimes difficult to generalize what worked in a single situation at a single organization to other situations and organizations.


Meta-analysis is a technique used by researchers to summarize what other researchers have found on a given topic. This analysis is based on taking observed correlations from multiple studies, weighting them by the number of observations in each study, and finding out if, overall, the effect holds or not. For example, what is the average relationship between job satisfaction and performance? Research shows that, looking across 300 studies, the relationship is moderately strong (Judge et al., 2001). This is useful information because for years people had thought that the relationship did not exist, but when all the studies to date were examined together, the original beliefs about the satisfaction–performance relationship deteriorated. The advantage of meta-analysis is that it gives a more definitive answer to a question than a single study ever could. The downside is that meta-analysis is only possible if sufficient research has been done on the topic in question.

Measurement Issues in OB

Another important thing to understand is the difference between reliability and validity . Imagine you own a trucking company. A major component in trucking is managing the weight of different cargo. If you had a scale that gave you the same weight three times, we would say that was a very reliable scale. But, if it turns out the weights given are in kilograms instead of pounds, it would not be a valid measure if you charge for delivery by the pound.

Finally, much of management research addresses correlations between two concepts rather than actual causation . Correlation simply means that two things co-vary. For example, it would be inaccurate to assume that because 99% of the people who died this year also drank water, consuming water kills people. Yet many people claim their product caused a positive outcome when, in fact, the data do not support their claim any more than the water example. This brings up something that confuses even seasoned researchers. When you have only one observation it is called a datum . When you use the word data , it refers to multiple observations, so it is always plural.

Key Takeaway

OB researchers test hypotheses using different methods such as surveys, field studies, case studies, and meta-analyses. Reliability refers to consistency of the measurement while validity refers to the underlying truth of the measurement. It is important to recognize the difference between correlation and causation.

  • Create a hypothesis about people at work. Now that you have one in mind, which method do you think would be most effective in helping you test your hypothesis?
  • Have you used any of the OB research methods before? If not, what can you do to become more familiar with them?
  • Give an example of a reliable measure.
  • Give an example of a valid measure.
  • How can you know if a relationship is causal or correlational?

Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The job satisfaction-job performance relationship: A qualitative and quantitative review. Psychological Bulletin , 127 , 376–407.

Organizational Behavior Copyright © 2017 by University of Minnesota is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License , except where otherwise noted.

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Sample research paper on organizational behavior

Organizational behavior is the study of behaviors and attitudes of people in an organization. After all human behaviors and attitudes determine effectiveness of any organization. The approach used in studying OB is the system approach. In other words, this approach interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. In this paper we propose to study leadership, motivation and organizational conflict, as among the most pressing issues in organizational behavior. Further, we shall discuss how these issues can be addressed.

Critical role of motivation

It is critical for managers to understand why and how employees are motivated if they are to make full use of a worker’s capacity to learn and perform. For a manager, motivating employees to learn and perform at their best is a complex and difficult challenge. No two individuals, that is, no two employees including the two who are doing the same job are alike. At any time two different individuals will have two distinct needs and desires. Moreover, what motivates an employee to perform well today may not motivate him the next year, or next week, or even next hour. However, a motivated set of employees represent tremendous promise. When employees are motivated performance, learning, and satisfaction can improve dramatically from which everyone including the organization benefits (Stroh et al, p.62).

Douglas McGregor in 1960 saw the merit in the relationship between motivation and behavior. According to him, managers motivate employees by one of the two basic approaches, which he termed Theory X and Theory Y. Theory X is the traditional view which suggests that managers must coerce, force, and threaten the employees in order to motivate them. The alternative philosophy of human nature believes that human beings are responsible by nature. They need not be coerced or controlled by the managers to get the best out of them. While some experts consider McGregor’s work as a basic theory of motivation, others feel it is a philosophy of human nature that is more suited to explain leadership rather than basic motivation theories (Montana and Charnov, p.252).

In contemporary Public Administration text books, Taylor appears as an ideal typical management engineer who views workers as machines and reduces all motivation to money. They allude to his man as machine conceptualization with disconcerting moral overtones. His theory focuses on economic man that fails to recognize other aspects of human personality having needs, preferences, attitudes, and commitments. Taylor in contrast to Elton Mayo and other Hawthorne researchers failed to appreciate that social needs can undercut the appeal to economic rewards. The contrast between scientific management of Taylor and the theory of McGregor is even starker. Mc Gregor may be said to have understood the human needs with greater insights just like Maslow, who posited a hierarchy of five human needs – physical, security, social, esteem, and self-actualization. In contrast to McGregor, Taylor is made to appear reductionistic. This comparison is akin to the natural science scholarship model where early theory is seen more primitive than later thoughts (Schachter, p.11-12).

However, it must be acknowledged that Taylor’s theory radically altered the sphere of organized work. The work could now be measured and systematized. It could be expressed and evaluated in more scientific terms. A Taylor-McGregor contrast dichotomizes engineering and psychological motivation approaches. “Political theorist Sheldon Wolin turns this bisection into a battle call: ‘The modern manager…must in defense of “human values” stand ready to resist the changes proposed by the “logicians” of industrial engineering.’ Proscribed are work measurement, pay-for-performance, and standardization. Lauded are psychologically oriented attempts to make work place participation more attractive”(Schachter, p.12).

Taylor set forth his theory in two books (1903 and 1911) and a large number of articles. Many of his applications, according to John B. Miner (2001) have not met the test of time. One that has survived involves breaking down of movements into their component parts and prescribing methods for their execution. It has prospered today in the form of what is known as ‘Industrial Engineering’. “Although time and motion study can be traced to well before Taylor, he and those who worked with him perfected the approach and sold it to the world (Reeves, Duncan and Ginter 2001)” (Miner 127). Taylor’s thoughts were rooted in an industrial era characterized by mass production that relied on an assembly-line approach to manufacturing. In such a system of mass production, efficiency was gained through specialization where each worker focused on a single task (Chance and Chance, p.5)

Mc Gregor’s model is quite relevant in business approach today. However, it is doubtful if the model can be successfully used to tap creativity among the work force. “…corporate leaders emerging from today’s business schools have been encouraged to value McGregor’s theory Y management approach – employees want and need to excel and in the right organizational climate will do so. But despite theory Y, hierarchical, paternalistic attitudes still permeate many businesses of every size today. Management’s approach continues to be that position equals knowledge and intelligence and power, that the higher the position the better the ideas, that only some one with formal authority can responsibly handle decisions. The effect of this management approach is to reduce the creative power of a 30,000-person organization to the top 100 leaders, a power reduction of 300 to 1” (Mauzy and Harriman, p.121)

The concept of organizational climate (distinct but related to organizational culture) might help us evaluate theory X and Y. Organizational climate, based on individual’s attitudes measures whether or not the expectations, what is it like to work in an agency, are met. Theory X and theory Y are expressions of different organizational cultures. Theory x presumes employees as inherently lazy leads to attitudes and behaviors favoring tight control. Theory y presumes employees positively disposed to work and personal growth generates attitudes and behaviors favoring autonomy and self direction. Climate relates to the measure of employee acceptance of the prevailing theory x culture. If many employees enter the organization with theory Y values, a ‘climate’ problem is likely to develop “Because the employees do not share the dominant organizational culture values” (Vasu et al, p.270).

Role of Leadership

Leadership is the backbone of any organization. The organizational success and its smooth functioning depend to a large extent on the quality of leader(s) in an organization. Leaders can motivate the work force, meet organizational challenges, bring about effective transition that may be required in the organization, and successfully meet organizational goals. According to Fulop and Linstead (1999) leadership was the single most important factor in motivating employees and improving productivity.

Early research on leadership focused on individual characteristics that equated successful leadership with appearance. However, this approach was abandoned for lack of consistency and traits or personality characteristics became more prominent. A number of traits and competencies associated with leadership include determination, confidence, persistence, innovativeness, ability to take risk, integrity, readiness to face uncertainty, among others.

Bennis and Nanus (1985, p. 259) maintain that “neither in common parlance nor in the literature on the subject, is there consensus about the essence of leadership, or the means by which it can be identified, achieved or measured”. Leadership remains an elusive subject despite a large body of research from trait models (based on the traits and other characteristics of leaders) to behavioral perspectives (notably the Ohio and Michigan studies), to contingency theories (Vroom & Yetton 1973; and Vroom & Jago 1988). The latest research focus on leadership is the transactional versus transformational leadership models. Emotional intelligence has been recognized in recent years as a great trait that allows leaders to work well with people. It is universally acknowledged as a great gift and competency that not every one possesses. No doubt, considered ‘soft’ skills, these can bring about significant work place efficiency and effectiveness for both leaders in employees cross-culturally.

As against the theories based on assumption of inherent leadership traits, behavioral theories of leadership are based on what leaders actually do. If success can be defined in terms of describable action then it should be easy for the others to act in the same way.

There is not one style of leadership that can be applied to address organizational behavior issues. As for instance, a Participative Leader, rather than taking autocratic decisions, seeks to involve other people in the process. When subordinates, peers, superiors and other stakeholders participate in the decision making the outcome is more likely to be satisfying to all. Most participative activity take place within immediate team since managers give or deny control to subordinates. This approach is also known as consultation, empowerment, joint decision-making, democratic leadership, Management By Objective (MBO) and power-sharing, for the obvious reason (changingminds.org).

A successful leader is the one who can adapt to the demands of different situations. Situational decisions depend on factors like motivation and capability of followers that are in consequence dependent on factors within the particular situation. Another factor that affects leader behavior is the relationship between followers and the leader that affects leader behavior as much as it does follower behavior. How the leader perceives a situation rather than the truth of the situation, apart from other factors such as stress and mood will impact a leader’s behavior.

Tannenbaum and Schmidt (1958) identified three forces that led to the leader's action: the forces in the situation, the forces in the follower and also forces in the leader. Maier (1963) noted that leaders are as much concerned about the likelihood of a follower accepting a suggestion, as about the overall importance of getting things done. This concern might in certain critical circumstances force a leader to be directive in style so as to avoid the implications of failure.

The organizations today are in the process of change. The economic relationships across the world are changing rapidly. The process of global organizational transformation has led to research into effective leadership in relation to change (Paglis & Green, 2002). The imperative need of transformational leadership is evident in the change that is considered essential to business growth and development. A transformational leadership is therefore essential when the transforming company has the visions of a big picture ahead that must be attained.

Transformational leadership is today among the most popular leaderships commented upon. In contrast transactional leadership is based on the notion of effectively managing the day to day tasks. Transformational vs. transactional leadership should be seen as meeting the relevant organizational goals in two differing circumstances rather than the opposite styles of leadership. Once the transformation takes place, the organization needs status quo, when the transactional leadership takes place. On the issue of internal competencies of leadership, it is notable that transformational leadership may disregard it even as it is considered significant to leadership success. While a great transformational leader, may never uproot a structure and reorder work processes, for instance, but their vision may be replaced by a pragmatic managing of the company (Mumford & Doorn 2001). In other words, a leadership might not always lead to transformation, but what is more important, it can communicate and solve problems and ultimately lead people through already grounded processes and structure.

Conflict within organization

Conflict within an organization is not unnatural. However, if the conflict persists within an organization, or occurs frequently, it is an indication of serious anomie within the organization that must be addressed. The most crucial issue facing any organization is conflict . While conflict is not something sudden and unexpected in an organization, there are appropriate conflict- handling mechanisms. They are depicted as under: (Thomas, K.W 1977)

Conflict and Organizational Behavior

Handling Mode Appropriate Situations

Competing 1.when quick, vital decisions/actions needed in emergencies

2 .important issues requiring unpopular actions such as cost cutting, discipline etc.

3. on issues vital to organizational welfare when you know you are right

4. against people who take advantage of noncompetitive situation.

Collaborating 1.to find an integrative solution when both sets of concerns are too important to compromise.

2.when your objective is to learn

3. to merge insights from people with different perspectives.

4. to gain commitment by incorporating concerns into a consensus

5. to work through feelings that have interfered with a relationship.

Compromising 1.when goals are important but not worth the effort or potential disruption of more assertive modes.

2. when opponents with equal power are committed to mutually exclusive goals.

3. to achieve temporary settlement of complex issues.

4. to arrive at expedient solutions under time pressures.

5. as a backup when collaboration or competition is unsuccessful.

Avoiding 1.when an issue is trivial or more important issues are pressing.

2. when you perceive no chance of satisfying your concerns.

3. when potential disruption outweighs the benefits of resolution.

4.to let people cool down and regain perspective

5.when gathering information supercededs an immediate decision.

6.when others can resolve the conflict more effectively

7.when issues seem tangential or symptomatic of other issues.

Accommodating 1.when you find you are wrong – to allow a better position to be heard, to learn, to show your reasonableness.

2.when issues are more important to others than to yourself – to satisfy others and maintain cooperation.

3.to build social credits for later issues.

4. to minimize a loss when you are outmatched and losing.

5. when harmony and stability are especially important.

6. to allow subordinates to develop by learning from mistakes.

The study of Organizational Behavior deals with behaviors and attitudes of people within an organization with a systemic approach. Behaviors and interactions within an organization may be either functional or dysfunctional. There are certain pressing issues within every organization which, if left unaddressed emerge as organizational threats. The three issues we have identified in this essay are motivation, leadership, and conflict. Motivation is essential because an unmotivated work force leads to reduction in efforts, and therefore productivity, while on the other hand a motivated work force is to every one’s advantage. Leadership can be of different varieties, and there is no fixed formula for leadership style that may be suitable for every organization. Different styles of leadership may be required for different organizational goals at different times. Conflict resolution is critical for the survival of an organization. Different conflict resolution modes lead to different outcomes. Therefore, it is essential to identify the goals sought through conflict resolution.

Bennis, W. & Nanus, B. 1985, Leaders: The strategies for Taking Change, Harper & Row, New York.

Chance, Patti L. and Chance, Edward W. 2002, Introduction to Educational Leadership & Organizational Behavior , Eye on Education, Inc

Fulop, L. & Linstead, S. 1999, Management: A Critical Text, Macmillan, South Yarra

Mauzy, Jeff and Harryman, Richard. 2003 Creativity, Inc.: Building an Inventive Organization, Harvard Business School Press

Mehta, Versha. 1998, Management Information System , Anmol Publications Pvt. Ltd.1998

Miner, John B. 2005 Organizational behavior , M.E. Sharpe.

Montana, Patrick J. and Charnov, Bruce H. 2000, Management , Barron’s Educational Series.

Mumford, M.D. & Doorn, J.R. 2001, ‘The leadership of pragmatism: Reconsidering Franklin in the age of charisma’, The Leadership Quarterly , 12(3), pp. 279-309.

Paglis, L.L. & Green, S.G. 2002, ‘Leadership self-efficacy and manager’s motivation for

leading change’, Journal of Organizational Behaviour , 23(2), pp. 215-235.

Schachter, Hindy L. 1989, Frederick Taylor and the Public Administration Community: A Reevaluation , SUNY Press.

Stroh, Linda K., Northcraft, Gregory B. Neale, Ann Margaret. 2002, Organizational Behavior: A Management Challenge , Lawrence Erlbaum Associates, ISBN 0805838295, 9780805838299

Tannenbaum, A.S. and Schmitt, W.H. (1958) How to choose a leadership pattern. Harvard Business Review, 36, March-April, 95-101

Thomas, K.W. 1977, Toward multi-dimensional values in teaching: The example in conflict behaviors, Academy of Management Review , 2, 487.

Vasu, Michael Lee, Stewart, Debra W., Garson, David G.1989, Organizational Behavior and Public Management , CRC Press.

Vroom, V.H. & Jago, A. G. 1988, The New Leadership, Prentice Hall, Englewood Cliffs, NJ.

Vroom, V. & Yetton, P. 1973, Leadership and Decision-Making, University of Pittsburgh

Press, Pittsburgh.

“Participative Leadership” Retrieved on October 17, 2008 from http://changingminds.org/disciplines/leadership/styles/participative_leadership.htm

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Top 50 Organizational Behaviour Dissertation Topics Trending in 2021

  • July 7, 2021 July 15, 2021

The behaviour of the workforce is directly proportional to the efficiency output in a production cycle. It is the motivation, activities promoting teamwork and on-time grievance redressal that help the worker to nurture his or her skills. Besides, it dynamically contributes to the exponential growth of the organization. The study of organizational behaviour is regarded as an integral part of any management course. It helps a management aspirant to delve into an in-depth study of the human psychology and behaviour in the given organizational settings. It is primarily the study and analysis of the interface between the human behaviour and the organization, as well as the organization itself.

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The study of organisational behaviour standardly comprises of many dissertations, case studies, essays, and thesis papers to reflect the conceptual clarity of the student. To successfully clear this management subject with the desired grades, the students are required to attend all the given assignment homework on time. All these submissions are required to be made with an unmatched quality of eloquent writing prowess. The management students who prefer to attend their organisational behaviour homework themselves without professional assignment help , always counter numerous hurdles to begin with.

ob research paper assignment

The selection of the right organisational behaviour assignment topic is one of the quibbling bulwarks that can curtail the pace of swift assignment submission. Here, our prima-facie motto is to help our students irrespective of the fact whether they are hiring our assignment writing services or not.  We have created the list of the top organisational behaviour dissertation topics after conducting an intense number of research and brainstorming sessions. While creating the list, we have made sure that the students from all kinds of management backgrounds, course curriculums, and diversified nations could reap benefits out of the give piece of information. 

The Principle Elements of an Organisational Behaviour Study

There are in total four main elements of a successful organisational behaviour (OB) study –

  • People: The people to people contact is somehow extremely crucial to induce the cohesiveness between the team members to improve the overall productivity. The groups of people within the organization may change, form or dissolve. Time to time team-building activities and effectual grievance redressal mechanism could boost a sense of belongingness between the organisation and its manpower.    
  • Structure: The structural layout of the organisation and the delegation of authority somehow segregate the rights, duties, functions, and responsibilities of all the members of the organisation in a crystal-clear sense. The behavioural approach and the outlook of the members of the organization is decided on the grounds of the designation and the level in the hierarchy that they are occupying. Yet, right from the designation of the CEO to the executives and supervisors operating at the lower level, certain structural traits like communication, mutual understanding and respect would always remain common at all levels.
  • Technology: If we speak in terms of the contemporary scenario of the organisational work culture, then the absence of technology could either make the functioning difficult or impossible. It is primarily because of the intervention of the technology, that we could access physical and economic resources to make the jobs of the people easy. The assistance could be procured through machines, methods, and tools. The technology could enforce restrictions on the freedom of the people but deliver efficiency in terms of the contingent nature of tasks at diverse scale of operations.
  • External Environment: The organisational behaviour not only get influenced by the internal environment but the external one as well. The functions of an organization exist in a larger social system and external environmental forces like socio-cultural, political, economic, technological, legal, and geographical forces. These are some of the typical external environmental forces that impact the attitudes, working conditions and motives of the people. In a similar sense, there are circumstances, where the organisations could also have an impact over the environment, but its degree would certainly be less than the vice-versa.

When students seek dissertation help related to different OB topics, these are some of the principle elements that frequently occur in the homework assigned at different stages of the course curriculum.

Read our sample page of a management topic by going through the below link to behold how eloquently our writers could blend diverse topics like management and healthcare in single assignment order.

Must read: change management in the healthcare facility – sample, the organizational behaviour models that are critical for management students to understand.

The online assignment help rendered by the professionals are primarily based upon the time-tested models of organisational behaviour. Let us briefly throw some light over them one after the other –

  • Autocratic Model: This OB model emphasises on the rule that the employees are required to be instructed in detail and constantly motivated to perform in their job. Here, it is the job of the manager to conduct all the thinking part. The formalization of the entire process is done by the managers, and they wield the authority to give command to the entire workforce.
  • Custodial Model: The model is more revolving around the economic and social security of the employee. Here, the companies do offer high scale pay, financial packaging, health benefits, corporate cars, and other forms of incentives. The model is induced to make sure that the employee shall remain loyal and dependent on the company, rather than the supervisor, manager, or the boss.
  • Supportive Model: The model sustains around the motivation and value given to the employee, instead of money and command being the driving factor. The relationship between the manager and the employee goes beyond the day-to-day activity and role. The model is more effective in developed nations, in comparison of developing nations, where monetary gains and delegation of authority play a very pivotal role.
  • Collegian Model: How good it would be a model with no worry about the job status or title? How good it would be if our manager would act as a supportive coach, instead of being bossy? Well, this model functions in an organizational structure where all the colleagues work as a team. There is no boss or subordinates and participates coordinate better to achieve the assigned target rate.  
  • System Model: One of the most popular and emerging OB models in the contemporary corporate arena. Here, the managers try to nurture a culture sharing authenticity, transparency, and social intelligence. The motto is to link the employees emotionally and psychologically with the interests of the organization and make them more accountable for their actions.

The questions that frequently appear in OB dissertation assignments tend to revolve around the models that we discussed above. Some of the models are comparatively more preferred and practiced than the rest.

What are We Intended to Gain by Sharing a Well-Researched List of 50 Topics?

Well, our motto is to help the students save their time, energy, and resources to focus solely on the content. We have seen a plethora of students spending ridiculous amounts of time just on topic selection. What is essential for the students to understand here is that the selection of the right topic is not going to earn them the premium grades. It is the presentation of the right topic in the right content and format that become game-changer for them. The number of OB topics listed below are the ones that do matter in the prevalent managerial culture and that can help score some brownie points in the eyes of the evaluator.

ob research paper assignment

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Must read: business analytics – demand forecasting – sample, top 50 organizational behaviour dissertation topics for the year 2021.

The following is the list of OB dissertation topics that can turn out to be a prudent choice for the number of assignment submissions that you make in future –

  • The resistance of the employees towards organisational change and the right measures to curb the same
  • The work environment stressors: The link between the job performance and the well-being of the employees
  • Conflict management in the cross-functional project teams in a Singaporean corporate culture
  • The role of social networks in the field of global talent management
  • Apply the ‘Theory of Planned Behaviour’ in the assessment of the attitude of students towards self-employment
  • Measuring the collective mindfulness as well as navigating its nomological network
  • Recognizing and rewarding the employees: How the IT professionals in Germany and in France are motivated and rewarded?
  • The incorporation of organisational identity in the turnaround research: A case study
  • The top 10 findings on the resilience and the engagement of the employee
  • The competition straight from the inside out
  • How to overcome the virtual meeting fatigue during the pandemic crisis?
  • Why good leaders fail?
  • Building up better work models to effectively function in the next normal
  • Promoting employee wellness within an organization, now and post the Chinese Covid-19 pandemic
  • Turbulent times anticipate dynamic rules: Discuss
  • The courage to be candid: The merits and demerits in an organisational setup
  • The personal network utility to nurture an inclusive culture
  • Putting up blinders can actually help us see more clearly: Discuss
  • Redesigning the workspace to propel social interaction
  • How to set customer satisfaction as one of the key yardsticks for healthy organisational behaviour?
  • Counterproductive behaviour at work: The adversities and remedies
  • How creative at the workplace could bring in more job satisfaction?
  • Cyberloafing at the work: How it is a matter of grave concern than we actually imagine?
  • Employee theft: The right measures for the culture of integrity and work ethics
  • How technological innovation could enhance the job performance at the workplace?
  • Organisational retaliatory behaviour: The causes and the measures to ensure minimal impact
  • Whistle-blowing culture and how it changed the American work culture forever?
  • Withdrawal Behaviour: Absenteeism and lateness and the countermeasures to prevent the same
  • Conflicting value systems and their impact on complex work culture
  • Managerial research and pursuit of opportunity: Elaborate
  • How TMT diversity and CEO values jointly influence the culture of a corporate world?
  • The emerging role of the team-players in a multicultural organisation setup
  • How the external factors could actually impact the motivation of an employee, and eventually his or her behaviour?
  • The situations of interpersonal conflict and how it can change the overall scheme of things in an organisational setup?
  • Emotional responses of entrepreneurs to a situation of bankruptcy
  • How the study of correct organizational behaviour could actually increase the chances of survival within an organisation?
  • How promoting cultural connections in MNCs can actually promote the organisational culture?
  • Need Theory Perspective: Motivational preferences of the workforce
  • Investigation and assessment of the motivational factors at work
  • A rationalised utility of the link between the social capital and the organisational learning
  • Bullying before the occurrences of sexual harassment: Preventing the inevitable
  • Conspiracies at the workplace: Recognizing and neutralising the root cause
  • Effective strategies for the management at the age of boycotts
  • Creation of an OB mentoring program that works at all levels
  • The repercussions of bad management on employee behaviour and what are the possible remedies?
  • Leveraging the organisational identity to gain a competitive edge
  • Spiritual leadership and its impact on the outlook of the organisational workforce
  • The role of positive organisational communities pre-and-post organisational goals
  • The organisational behaviour for specially-abled workers to make their role more constructive to the organisational settings
  • Managing successfully the dark side of the competitive rivalry before it affects the interpersonal relations within an organisational setting

And with that, we come to the end of the top 50 OB assignment topics that can not only fulfil our dissertation topic requirements, but also the assignment writing requirements of various other formats. The requirements related to topic selection for case study help , essay help , research paper writing help , or thesis help can also be referred and met with the given list of topics.

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The organisational behaviour dissertation topics enlisted above would cover various dynamic aspects of corporate culture revolving around the human behaviour. The topic list would not only help you cover the assignment topic demand for all the upcoming semesters, but also impressing your colleagues with topic suggestion prowess. It makes the efforts of assignment writing more seamless as the student could customise his or her writing as per the liking or aptitude of a specific type of OB topic.

Nevertheless, the requirements of the students are not merely confined to OB dissertation topic recommendation only. There are situations where management students prefer to hire paid assignment help to get their regular assignments done with perfection. The reasons can be associated with the lack of subject clarity, lack of time and resources or commitment to other critical events like exams or co-curricular activities. You can visit organisational behaviour assignment help at Thoughtful Minds to order online homework help related to all OB topics at the most competitive rates from the industry professionals of more than 15 years of experience.

210 Organizational Behavior Topics

Looking for some top-notch organizational behavior topics? Let’s together discover the fascinating realm of human behavior within the context of organizations. In broad, organizational behavior studies how individuals and groups interact, make decisions, and contribute to the overall dynamics of workplaces. To learn more details, have a look at our organizational behavior research topics and find the best one for your paper or presentation!

🗂️ TOP 10 Organizational Behavior Topics

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  • Organizational Culture and Employee Engagement.
  • Leadership Styles Impact on Team Performance.
  • Exploring Factors that Drive Employee Productivity.
  • Communication Strategies for Effective Collaboration.
  • Diversity and Inclusion in the Workplace.
  • Conflict Resolution in Organizational Settings.
  • Organizational Change Management.
  • Emotional Intelligence in Leadership.
  • Employee Wellness Programs.
  • The Role of Ethics in Shaping Organizational Behavior.
  • Leadership and Organizational Behavior This paper assumes this connection to be true, tries to develop two viable structures for a given organization. The organization we intend to study is Procter and Gamble (P&G).
  • Change Management and Management of Organizational Behavior Organizational changes and behavioral patterns are important aspects of management. The ability to make people feel different can be attributed to modern business operations.
  • Enron Scandal: Financial Fraud and Organizational Behavior This paper identifies the problems in the organizational behavior (OB) at Enron, locates the connection between the financial fraud and the flaws in the company’s OB standards.
  • Organizational Behavior in the Nursing Settings The purpose of this paper is to analyze the leadership approach designed to manage the issues associated with organizational behavior in the nursing setting.
  • Kirloskar India Limited: Organizational Behaviour Organizational behaviour refers to the study of how people interact within an organization. In this case, the chosen company is situated in India and is known as Kirloskar India Limited.
  • Organizational Behavior Management in Health Care The anxieties of the health care occupation have triggered doctors to agree to take risk and view faults as inevitable and essential particularities of their job.
  • Conflict Resolution Strategies and Organizational Behavior The phenomenon of organizational conflict and its impact on the performance of organizations has generated increasing attention from organizational scholars.
  • Informal Group’s Effect on Organizational Behavior The processes of socialization and regular association among group members assist informal group members to wed and develop among themselves.
  • Organizational Behavior Practices: Positive Change To facilitate growth, every organization has to undergo the process of change at some point. Changes could be aimed to accommodate the employees to a different working format.
  • Organizational Behavior: Principles, Models and Theories Organizational behavior analysis is very important in explaining how people interact and relate within a given social setting.
  • Organizational Behavior in the “Up in the Air” Film The goal of this paper is to summarize the concepts in Up in the Air and analyze the links between the story told in the movie and well-known theories of organizational behavior.
  • Organizational Behavior in “Willy Wonka and the Chocolate Factory” Movie The analysis and interpretation of the “Willy Wonka and the Chocolate Factory” movie are likely to provide essential insights into the core of organizational behavior (OB).
  • Organizational Behavior in the “Troy” Film The study examines theories of motivation and leadership and their implementation in the film “Troy” because the plot of the picture is based on the war between two large armies.
  • The Role of Human Resource Management in an Organization Management is the activity of administering an organization. It includes the formulation of the strategy for an organization.
  • Apple Organizational Behavior, Structure, & Culture Apple is a company with worldwide popularity. As of 2017, the company ranked #34 in The just 100: America’s best corporate citizens Forbes rating.
  • Organization Behavior, Its History and Theories Organizational behavior is the application of human actions to other elements of an organization including social system, structure, and technology.
  • Organizational Behavior Terminology and Concepts Organizational behavior can be defined as the study of human behavior in an organization; in addition, success of an organization depends greatly on the people.
  • Chrysler Company’s Organizational Behavior Changing an organization’s culture has never been an easy task since it entails behavior transformation. In this paper, the organizational culture of Chrysler will be analyzed in various aspects.
  • Organizational Behavior: Issues of Personnel Management Human resources management is one role of managers; it is concerned with people at work and their relationship with their employer.
  • Organizational Behavior Aspects and Leadership Style For an effective business, leaders should ensure they have orchestrated teams that are focused and responsive to the needs of an organization.
  • Organizational Behavior on the Pacific Rim Focus The paper discusses the impact that an organization’s structure has on its performance, power distribution and the general operation of issues.
  • Organizational Culture and Behavior This paper discusses the process of adopting assimilation strategies and describes developing an organizational culture in an organization.
  • Organizational Behavior and Human Resource Management Customer relationship management is a concept that, when applied properly, creates value for all stakeholders, including both suppliers and customers.
  • Apple Inc.’s Organizational Behavior Management Apple Inc. requires a self-directed work team in order to continue holding the top position as the worlds’ largest producer of electronics.
  • Organizational Behavior Business Write-Up Plan A pay-for-performance plan allows employees to increase their remuneration that depends on their performance, thus providing motivation and enhancing a company’s profits.
  • Organizational Behavior: Managing Employees The existing approach to management presupposes that a specialist responsible for the growth should be ready to evaluate all essentials and introduce appropriate strategies to success.
  • Organizational Behavior in the Workplace Organizational behavior impacts the functioning of all organizations. It suggests several effective approaches to attain improved decision-making.
  • Antecedents of Organizational Citizenship Behavior Article Review In the present paper, the contents and the main sections of the selected study will be discussed, and the implications of its findings will be identified.
  • AAR Corporation’s Organizational Environment & Behavior This paper will study the AAR Company’s organizational environment to analyze the issues that the firm is currently experiencing and define the course of further improvements.
  • New Castle Hotels’ Leadership and Organizational Behavior This assignment gives information about the subject of organizational behavior, high employee turnover, and discusses the cause of high attrition faced by New Castle Hotels.
  • Organizational Behavior. Job Design Around Groups Job design aims to satisfy the requirements of the organization for productivity, operational deficiency and quality of product or service, and the need of the individual interest.
  • Organizational Behavior. Emotion and Personality The articles under analysis discuss the question of emotional intelligence and its impact on leadership skills and strategies.
  • Budgeting Impact on Organizational Behavior This paper seeks to discuss how budgeting can impact organizational behavior. This paper explores how the impact can be both positive and negative.
  • Pursuing Criminal Justice Through Effective Organizational Behavior Organization Behavior should be emphasized within criminal justice organizations because it is linked to how cultures are created.
  • Organizational Behaviour Analysis and Evaluation Organisational behaviour study is a discipline that is gaining more and more important because organisations are becoming larger and more complex now than ever before.
  • Organizational Behavior Trends and Decision-Making Decision making in modern organizations should be based on moral and ethical principles followed by employees and management staff.
  • Leadership and its Role in the Organizational Behavior The role of the leadership on the workplace is impossible to overvalue, as the whole organizational process is influenced by the leader’s attitude
  • Organizational Behavior: Term Definition This paper discusses the ethical issues in an organization, the individual influences that impact ethical behaviors, and how organizations can influence ethical behavior in employees.
  • Social Sciences and Organizational Behavior The contribution of psychology and sociology to the individual and group level of analysis of organizational behavior as applied science.
  • Organizational Behavior. Leadership and Self-Assessment The internal character of a leader can be measured through testing, and this can pave way for self-development.
  • Management Structure and Organizational Behaviour The organizational structure affects how people and groups behave in an organization. It endows with a framework that shapes the attitudes, behaviors, and performance of the employees.
  • Organizational Behavior and Criminal Organizations Many criminal justice agencies are trying to reinvent themselves so as to improve efficiency and effectiveness. Doing so often requires that the organizational culture change.
  • Global Leadership and Organizational Behavior The article’s main theme relates the significance of global teams and how they play their part in this global business environment.
  • The Pseudo-Wire Company: Organizational Behavior With the empirical evidence of The Pseudo-Wire Company (PWC), this paper would analyze the organizational culture of the company and argue where it is supportive to the goals of the Company and where not.
  • Organization Behavior Within a Criminal Justice Setting Workers’ behavior, performance and attitude otherwise organization behavior highly determines the efficiency and the effectiveness of an organization.
  • Organizational Behavior and Motivation Scheme of an Employee The subject of the present study is the way organizational behavior is influenced by the issue of payment and what role payment plays in the whole motivation scheme of an employee.
  • John Mackey: Organizational Behavior Mackey is highly intelligent emotionally and that is why he is successful in his position. Mackey best presents a democratic leadership model.
  • Leadership and Organizational Behavior: U.S. and India In this paper, we will discuss the communication differences between U.S. and India, analyze the cultural and workforce differences, and would devise a strategy to deal with HRM issues.
  • Leadership in Organizational Behavior Organizational Behavior (OB) is basically the study of how individuals and people groups act in a given organization.
  • Organizational Behaviour Overview: National Iranian Oil Company The organization should have general objectives set to be attained by everyone and the Management should carefully manage them so as to be productive.
  • Organizational and Consumer’s Buying Behavior This topic tries to discuss the differences between the consumers and organizations buying behavior as well as similarities. It’s important that the differences are fully understood.
  • Palm Inc.’s Organizational Behavior Diagnostics In this study, a model for diagnosing organizational behavior is presented. This model provides how Palm Inc. has been doing in terms of its performance.
  • The Impact of Organizational Culture on Employee Performance.
  • Effective Leadership Styles in Modern Organizations.
  • Motivating Factors in the Workplace: Beyond Monetary Incentives.
  • Emotional Intelligence and its Role in Organizational Behavior.
  • Diversity and Inclusion: Enhancing Team Dynamics.
  • Conflict Management Strategies in Multicultural Teams.
  • Communication Skills for Effective Organizational Collaboration.
  • The Psychology of Employee Engagement and Job Satisfaction.
  • Adapting to Change: Navigating Organizational Transitions.
  • Power and Influence in Organizational Hierarchies.
  • Team Building: Strategies for Cohesive and Productive Teams.
  • Work-Life Balance and its Impact on Employee Well-Being.
  • Organizational Citizenship Behavior: Going Beyond Job Roles.
  • The Science of Decision-Making in Organizational Settings.
  • Emotional Labor and its Implications for Employee Burnout.
  • Managing Stress in High-Pressure Work Environments.
  • Organizational Justice: Fairness and Equity in the Workplace.
  • Organizational Learning: Continuous Improvement and Innovation.
  • Cross-Cultural Communication Challenges in Global Organizations.
  • Organizational Behavior and the Digital Transformation Era.
  • Gender Dynamics and Women in Leadership Roles.
  • Authentic Leadership: Building Trust and Credibility.
  • Psychological Contracts and Employee Commitment.
  • Employee Empowerment and Autonomy in Decision-Making.
  • Organizational Politics: Navigating Power Struggles.
  • Technology’s Influence on Remote Work and Virtual Teams.
  • Employee Resilience and Adaptability in Uncertain Times.
  • Employee Turnover: Causes, Costs, and Strategies for Retention.
  • The Psychology of Organizational Creativity and Innovation.
  • Organizational Behavior Motivation of Employees The issue of motivating employees is an extremely crucial undertaking of the management in an organization as it is vital towards achieving high performance.
  • Organizational Behavior Practical Application Field Organizational behavior is a science that studies the behavior of people in organizations aiming to use this knowledge to improve the efficiency of a person’s labor activity.
  • Organizational Behavior Business: HR Dilemma HR’s Daily Dilemma: Between Management and Staff. HR should operate on equal footing with both management and employees.
  • Organizational Behavior and Motivation in Hurricane Response This article examines methods that could be used to manage the aftermath of the Katrina disaster by some theorists in the field of creating mechanisms to regulate human behavior.
  • International Power Company’s Organizational Behavior and Change Management The culture at International Power is very strong; they believe in constant changes and keeping up with the international standards.
  • Organizational Behavior Analysis: Japanese Soccer School Kurt Lewin’s theory of change is a framework most often used to describe and plan organizational change due to its relative simplicity, intuitive nature, and ease of use.
  • Relations Between Organizational Structures and Behavior Researching organizational behavior helps employers obtain an insight into covert patterns of their employees’ performance at work.
  • Organizational Justice Effect on Organizational Citizenship Behavior Observance of organizational justice is necessary to protect the labor rights, interests and health of employees, which is primarily the key to the prosperity of the organization itself.
  • The Link Between Organizational Behavior and Change Management This article analyzes the difficulties faced by International Power Global Developments and provides recommendations for overcoming them.
  • Company’s Organizational Behavior in COVID-19 Outbreak Today successfully managing a company is as challenging as ever during a COVID-19 outbreak with no clear perspective.
  • The Concept of Organizational Behavior The concept of organizational behavior has been studied for several decades as theorists try to establish the link between individual behaviors and the performance of corporations.
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  • Global Financial Crisis: Organizational Behaviour and Analysis Reports on the global financial crisis seem to associate psychopathic leadership with the financial losses experienced by firms during the world economic crunch.
  • A Positive Organizational Behavior in Organization Any organization should strive to have a positive organizational behavior not only to avoid conflicts but to also enhance harmony among its stakeholders.
  • Organizational Behavior in a Criminal Justice Agency Essay seeks to provide a general insight into the issue of Organizational Behavior in a criminal justice agency such as the police department.
  • Organizational Behavior: Definition and Structure For any employee, manager, entrepreneur, and administrator working in the field of business, understanding organizational behavior is essential.
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  • Organizational Behavior on Lack of Motivation The managers should identify the manifestations of lack of motivation, because this behavior threatens to reduce work productivity to improve the working environment.
  • The Aspects of Organizational Behavior The paper discusses the aspects of organizational behavior. It studies how people behave and interact with others in a working environment.
  • Role of Communication in Organizational Behavior The most important factor in organizational behavior is communication. Many successes and failures can be attributed to communication.
  • Organizational Citizenship Behavior at Work Organizational citizenship behavior defines workers’ voluntary and optional practices that encourage effectiveness.
  • An Introduction to Organizational Behavior: Chapter Summary Bauer and Erdogan provided a number of descriptions of concepts that play an important role in defining a high-performance workplace where the needs of a worker can be considered.
  • Organizational Behavior and Culture for Employees Culture directly affects the climate of an organization, as both factors are part of the interaction of employees in the workspace.
  • Organizational Behavior Theories Organizational behavior knowledge is of utmost importance in the workplace since it provides an understanding of why people behave in a particular way.
  • Employee Motivation and Organizational Behavior The paper discusses the influence of employee motivation and relevant appraisal techniques on organizational behavior. It implies using a qualitative design.
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  • How Internal and External Forces Affect Organizational Behavior
  • Organizational Behavior Analysis for McDonald’s
  • Organizational Behavior and Communication in the Walt Disney Company
  • The Organizational Behavior Problem at a Public Elementary School
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  • How Does Opportunistic Behavior Influence Firm Size? An Evolutionary Approach to Organizational Behavior
  • Harvard Business School Chooses Sapient as an Example of Excellence in Leadership and Organizational Behavior
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  • Information Technology and Modelisation of Organizational Behavior
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  • Employee Motivation and Organizational Behavior
  • Organizational Behavior and Group Dynamics
  • Roadhouse Film, Management, and Organizational Behavior
  • Coolburst Organizational Behavior Analysis
  • The Connection Between Organizational Behavior and Facility Management
  • Organizational Behavior and Globalization
  • The Work Culture and Methods of Organizational Behavior
  • General Electric and How They Espouse Organizational Behavior Concepts
  • Organizational Behavior and Ethics: An Evaluation of Microsoft
  • Leaders and Leadership: Understanding and Managing Organizational Behavior
  • What Are the Principles of Organizational Behavior?
  • What Is the Difference Between Organizational Psychology and Organizational Behavior?
  • Why Are There Few Absolutes in Organizational Behavior?
  • What Are the Emerging Issues in Organizational Behaviour?
  • Why Is Organizational Behavior a Multidisciplinary Subject?
  • What Is the Perception Process in Organizational Behavior?
  • Is Organizational Behavior a Key to an Organization’s Success?
  • What Are Effectiveness and Efficiency, and How Are They Related to Organizational Behavior?
  • What Are the Differences and Similarities Between Management and Organizational Behavior?
  • How Does Narcissism Affect Organizational Behavior?
  • What Is a Managerial Perspective on Organizational Behavior?
  • What Are the Foundational Texts in the Organizational Behavior Field?
  • What Are the Core Topics of Organizational Behavior?
  • What Is the Role of Ethics in Organizational Behavior?
  • How Is Organizational Behavior Related to Finance?
  • What Is the Relationship Between Organizational Behavior and Hrm?
  • How Is Emotional Labor Important to Organizational Behavior?
  • How Does Organizational Structure Affects Organizational Behavior?
  • Can Organizational Behavior Explain the Export Intention of Firms?
  • What Is Servant Leadership Theory in Organizational Behavior?
  • Why the Subject Organizational Behavior Might Be Criticized as Being Only Common Sense?
  • How Internal and External Forces Affect Organizational Behavior?
  • How Organizational Behavior Impacts Health Care?
  • What Is the Terminology and Concepts of Organizational Behavior?
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Challenges and Opportunities for OB

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 They are putting employees in charge of what they do.  Managers have to learn how to give up control.  Employees have to learn how to take responsibility for their work and make appropriate decisions. 3. Managers and employees must learn to cope with temporariness.

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Ebrahim moradi

IT workers are critical to IT companies because of their knowledge and experiences in fast-changing nature of technology. Turnover can be a crisis for all industries and companies, particularly for IT Company, because losing a worker can cause financial and non financial problems for IT companies. The purpose of this descriptive, co-relational and cross-sectional study is to gain a better understanding of the relationships between organizational learning culture and job satisfaction of employees, and their impact on turnover intention at IT companies in, Iran, in 2011. Data were collected by distribution of three questionnaires based on job satisfaction survey (JSS), organizational learning culture (DLOQ) and Turnover intention (SLI) among 132 employees of these IT companies through a simple random sampling method. Correlation analysis was done on the data gathered from the questionnaire based on 95% of confidence level. The results of the study indicated that, there was a significant and moderate positive correlation among the seven dimensions of organizational learning culture and job satisfaction. The correlations between the seven dimensions of organizational learning culture and turnover intention were all negative. Job satisfaction also had a strong negative relationship with turnover intention. Further, the present study suggests that there is an indirect impact of organizational learning culture on turnover intention when job satisfaction is considered as a mediator. As organizational learning culture and job satisfaction have strong correlation with turnover, it is important to reinforce them by applying the right human resource policies. Keywords: Organizational learning culture; Job satisfaction; Turnover intention

ob research paper assignment

mehdi rezaei

The term " employee turnover " is an important metric that is often central to organizations' workforce planning and strategy. The reasons why employees leave their current positions; not just the fact that they leave have crucial implications for future retention rates among current staff, job satisfaction and employee engagement and an organization's ability to attract talented people for job vacancies. The impact of turnover has received considerable attention by senior management, human resources professionals and industrial psychologists. It has proven to be one of the most costly and seemingly intractable human resource challenges confronting several organizations globally. The purpose of this research is therefore, to find out the actual reasons behind turnover and its damaging effects on the productivity of manufacturing industries in Malaysia. To explore turnover in greater detail, this article will examine the main sources of employee turnover, its effects and recommend some strategies on how an organization can retain employees and reduce employee turnover.

Zain Alshomaly

In today's increasing competitive environment, organizations recognize the internal human element as a fundamental source of improvement. On one hand, managers are concentrating on employees' wellbeing, wants, needs, personal goals and desires, to understand the job satisfaction. And on the other hand, managers take organizational decisions based on the employees' performance. The purpose of this study is to identify the factors influencing job satisfaction and the determinants of employee performance, and accordingly reviewing the relationship between them. This study is an interpretivist research that focuses on exploring the influence of job satisfaction on employee performance and vice, the influence of employee performance on job satisfaction. The study also examines the nature of the relationship between these two variables. The study reveals the dual direction of the relationship that composes a cycle cause and effect relationship, so satisfaction leads to performance and performance leads to satisfaction through number of mediating factors. Successful organizations are those who apply periodic satisfaction and performance measurement tests to track the level of these important variables and set the corrective actions.

MD SYDUZZAMAN , Shayekh Munir

In the present era of globalization, business organizations are facing emerging challenges in form of acquisition, balancing, maintaining and optimization of human resource of an organization. With precious value and scarce capabilities, human resources are considered as a source of sustainable and highly competitive advantage in the organization. The success of an organization depends upon several elements and factors but the most important factor and elements that affects the organization performance is its employee and employers relationship. Human resources play an integral role in attaining an innovative and high-quality product/ service. This paper attempts to propose a conceptual framework relationship of five human resources management (HRM) practice like supervision, job training, and pay practices, job satisfaction, turnover, absenteeism and to explain and connect the relationships among these variables. Performances appraisal is an important tools to evaluate the job performance of a particular worker. A Job performance and productivity means employee performance relates to the production and productivity of a company that you have desired to get in. Job performances are significantly related with the job satisfaction, Job performances and Absenteeism and turnover. Job satisfaction is played an important role to employees' turnover and absenteeism because it would lead employee resigned, pre-retired from the organization when their job satisfaction level is low. The outcomes of HRM practice a positively and significantly correlated with job satisfaction. Job satisfaction retains the present employees and attracts the competent employees that relates to the higher productivity and organizational long-term performances. On the other hand HRM practice and job satisfaction are negatively correlated with Absenteeism and turnover. However, the results of HRM practice, Job performances and job satisfaction are strong predictors of Absenteeism and turnover.

Paolo Magbanua

IOSR Journals publish within 3 days

Training is defined as an organized activity intended at imparting information or directions to improve beneficiary performance or to help him or her to acquire required knowledge of skills they are fundamentally required to perform at job (snape et al, 1995). Training employees is an essential function for all organizations. Training provides employees with the essential key knowledge and skills that they require to execute their jobs in an effective manner (Guest and Conway, 2006: Ulrich, 2002)


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    OB Research Paper BUS8020; Reflection Paper 1; Team Mini Case 3 Worksheet- in-class assignment; OB Reflection Assignment 2; ... Research Paper Assignment Requirements BUS8020. 3 pages 2023/2024 None. 2023/2024 None. Save. OB Case related information. 10 pages 2022/2023 None. 2022/2023 None. Save. Essays. Date Rating. year.

  17. Sample research paper on organizational behavior

    Sample research paper on organizational behavior. Organizational behavior is the study of behaviors and attitudes of people in an organization. After all human behaviors and attitudes determine effectiveness of any organization. The approach used in studying OB is the system approach. In other words, this approach interprets people-organization ...


    APPLIED OB RESEARCH PAPER ASSIGNMENT 5 2014 (Pacheco, 2021). The survey also estimates that 11.3 million working days were lost in 2013-2014 due to stress in the workplace. Studies show that those working in the healthcare industry, especially nurses and paramedics, are more likely to feel stress on the job than those in other fields. Staff shortages, excessive patient demand, a lack of proper ...

  19. Top 50 Organizational Behaviour Dissertation Topics Trending in 2021

    There are in total four main elements of a successful organisational behaviour (OB) study - People: The people to people contact is somehow extremely crucial to induce the cohesiveness between the team members to improve the overall productivity. The groups of people within the organization may change, form or dissolve.

  20. The University Writing Center

    The prose style of a term paper should be formal, clear, concise, and direct. Don't try to sound "academic" or "scientific.". Just present solid research in a straightforward manner. Use the documentation style prescribed in your assignment or the one preferred by the discipline you're writing for.

  21. Research Paper Assignment Requirements BUS8020.pdf

    Requirements: Preparation 1- Create a set of interview questions that will help you to understand more about the organizational behaviour. For example, leadership style, organizational culture, conflict, communication, team dynamics, creativity, decision making, etc. Develop between 5-10 questions that will invite stories in the response.

  22. 210 Organizational Behavior Topics & Ideas for Presentation

    210 Organizational Behavior Topics Looking for some top-notch organizational behavior topics? Let's together discover the fascinating realm of human behavior within the context of organizations. In broad, organizational behavior studies how individuals and groups interact, make decisions, and contribute to the overall dynamics of workplaces.

  23. (DOC) Challenges and Opportunities for OB

    There are many challenges and opportunities today for managers to use OB concepts. B. Responding to Globalization 1. Organizations are no longer constrained by national borders. 2. Globalization affects a manager's people skills: First, if you are a manager, you are increasingly likely to find yourself in a foreign assignment. Second, even in ...

  24. Solved Individual Research Paper Objectives After

    Individual Research Paper Objectives After completing this assignment, you will have demonstrated that you: Apply the theory of organizational behaviour from the individual, organizational and managerial perspectives. Recognize and analyze the different challenges caused by individuals, groups and structures found within the workplace.