R2008D11212028 Ejenavbo Okeoghene Louisa - Second Assessment Point.pdf

MANAGEMENT AS AN INTERDISCIPLINARY PURSUIT AND THE
APPLICATION OF CONTEMPORARY RELEVANT THEORETICAL
CONCEPTS IN AN ORGANIZATIONAL CONTEXT
WITH FOCUS ON
THE IMPLICATION OF THE INTRODUCTION OF NEW TECHNOLOGIES ON THE
MANAGEMENT OF ORGANISATIONAL BEHAVIOUR (CASE STUDY)
Louisa Okeoghene Ejenavbo
R2008D11212028
Organizational Behaviour (22633)
Dionysia Tzavara
28 th February 2021.

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INTRODUCTION
Management as an interdisciplinary pursuit has been the goal for many students, scholars, and
researchers. The integration of management to other fields of study is now a common task and
provides new ways for managerial thinking to solve real-world problems coherently. Human
Resource Management is an interdisciplinary body of knowledge owing largely to managerial
studies (Jacobs, 2006, p. 65-70). Management Science in its own right is the broad interdisciplinary
study of problem-solving and decision making in organizations. Asides from Human Resource
Management, many other fields of study and functions benefit from management’s
interdisciplinary nature.
Although the definition of the term ‘ interdisciplinary ’ is continually contested, the Research
Committee on Science, Engineering, and Public Policy (2004, p. 2) posits that it is a research
approach that integrates data, information, concepts, and theories from two or more areas of
specialized knowledge to apply basic understanding to solve issues whose solutions are beyond
the scope of an area of practice. The human organization is the most fundamental context for the
application of management interdisciplinarity. The formulation of the strategies, concepts, and
analysis required to tackle organizational problems often shapes an organization’s culture and
behavior.
It is evident from general literature that organization refers to people within a workforce and their
collective culture. However, according to Litterer (1963, p. 5), an organization is a social unit
within which individuals have formed relatively stable relationships to promote the achievement
of a set of objectives or goals. Huczynski and Buchanan (2007, p. 623) define organizational
culture as a set of relatively common values, principles, beliefs, traditions, and practices shared by
the organization’s members, acquired by new hires , and passed on through generations of staff. In

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other words, an organization’s culture is its character and personality and therefore differ s from
company to company.
The purpose of this study is to analyze the implication of the introduction of new technologies on
the management of organizational behavior in a typical organizational setting in Nigeria while
drawing from its use of relevant traditional management concepts. Various research is put into
consideration to provide insights into the changes that occur within the organization.