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I have the document completed but its coming back as a high percentage for similarity. I need the document reworded.
COMPLETED ASSIGNMENT ATTACHED
Annotated Bibliography and Outline – Leadership Style |
Synthesis is the process of creating a new idea by analyzing multiple disparate concepts or notions to discern the common thematic or connecting principles among them. Synthesis of research is a process learned through time and practice. In this assignment, you will engage in the first parts of the synthesis process: annotating and outlining.
General Requirements:
Use the following information to ensure successful completion of the assignment:
- Locate the journal articles assigned in the first two modules of this course.
- This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
- Doctoral learners are required to use APA style for their writing assignments. The APA Style Guide is located in the Student Success Center.
- Refer to “Preparing Annotated Bibliographies,” located in the Student Success Center, for additional guidance on completing this assignment in the appropriate style.
- You are required to submit this assignment to LopesWrite. Refer to the directions in the Student Success Center.
Directions:
Provide an annotated bibliography (750-1,000 words total) of three of the assigned journal articles from the first two modules of this course. Include the following for each article:
- The article citation and persistent link. These are provided for you in the topic materials to paste into the assignment and are not included in the total word count. Be sure to verify the accuracy of the reference formatting as these can change during the insertion process.
- A written summary of the key concept(s) of the article. Why was the study done? What was the population studied? What did the researcher(s) conclude? What other information about this study do you believe is unique or important to recall? Are there specific statements made by the author that you wish to retain?
Construct an outline for a paper that will explain and synthesize the articles you read for this assignment with at least two additional, topically-related, empirical articles that you will select. The paper will require identification of themes common to all of the articles as well as a statement of the conclusions that can be drawn when the articles are taken together as a single entity. You will be writing the paper in the next assignment.
ARTICLES
Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3), 513-563.
NOTE: This is a seminal work in the field of organizational behavior.
http://jom.sagepub.com.lopes.idm.oclc.org/content/26/3/513.abstract
Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3), 513-563.
NOTE: This is a seminal work in the field of organizational behavior.
http://jom.sagepub.com.lopes.idm.oclc.org/content/26/3/513.abstract
Cavazotte, F., Moreno, V., & Hickmann, M. (2012). Effects of leader intelligence, personality and emotional intelligence on transformational leadership and managerial performance. The Leadership Quarterly,23(3),443-455. doi:10.1016/j.leaqua.2011.10.003
Running head: ANNOTATED BIBLIOGRAPHY.
ANNOTATED BIBLIOGRAPHY – LEADERSHIP STYLE
Krystal T. Morris
Grand Canyon University
07/17/2019
1
Running head: ANNOTATED BIBLIOGRAPHY.
2
Podsakoff, P.M., MacKenzie, S.B., Paine, J. B., & Bachrach G. B. (2000).
Organizational citizenship behaviors: A critical review of the theoretical and empirical
literature and suggestions for future research. Journal of Management, 26(3), 513-563.
Retrieved from file:///C:/Users/ADMIN/Downloads/main%201.pdf
The article seeks to bring to light literature findings on what entails Organizational
Citizenship Behavior and what are its effects. It also seeks to highlight that there I not just a
single type of organizational citizenship but more and seeks to expound on them. These include;
helping behavior, sportsmanship, organizational loyalty, individual initiative, and selfdevelopment. The article bases its works on purely literary review. It reviews the works of
previous authors that would otherwise not be visited because of the diverse nature of
Organizational Citizenship Behavior. Organizational Citizenship Behavior has a number of
departments under it including human resource and public relations and it would take only a
dedicated individual to gather most of the literature on it. The researchers conclude that there has
been an increased research on the subject over the past few years and it has not been positive
thing due to the increased confusion it has brought about such as the introduction of multiple and
interweaving types of Organizational Citizenship Behavior.
Spector, P. (2014). Introduction: The problems and promise of contemporary
leadership theories. Journal of Organizational Behavior, 35(5), 597. doi: 10.1002/job.1930
As the name suggests, this article is highlighting the contentions that have risen
concerning the effectiveness of the modern mode of leadership. The article shares the opinions of
different individuals who have been in the field so that it gives first-hand data of the challenges
these individuals have faced in relation to the various modern leadership styles and also what
they have found plausible. The individuals who are specifically used in the study are leadership
Running head: ANNOTATED BIBLIOGRAPHY.
3
scholars. The main reason for this is that beside them having experience in the field, they have
also read widely. Therefore, their responses are not expected to be uninformed and untested.
They are going to bluntly mention the shortcomings of a given type of leadership and also
mention their merits. No bias, just preferences based on the opinion curated by experience. For
instance, one of the respondent’s states that transformational leadership is misguiding because
leaders are expecting the conditions of an effect world instead of facing the reality that
businesses bring. The researcher leans on neither supporting nor tarnishing modern leadership.
He concludes by accepting that there are those who would want to try the modern form of
leadership and mentions that he has offered both sides of the coin for the reader to weigh. It is
important to note that the author identifies what aspects are to be assessed when choosing a
leadership method; conceptual issues, methods used in the leadership, and the practicality of the
leadership method. He advices the reader who is seeking to adopt transformational leading to
first weigh the good and the bad of the style and see if it is actually what works for them.
Cavazotte, F., Moreno, V., & Hickman, M. (2011). The Effects of leader intelligence,
personality and emotional intelligence on transformational leadership and managerial
performance. The Leadership Quarterly, 23(3), 443-455. doi: 10.1016/j.leaqua.2011.10.003
file:///C:/Users/ADMIN/Downloads/main_2.pdf
This article is mainly on how effective transformational leadership is and factors that
affect transformational leadership as a method adapted by modern leaders. The article describes
a transformational leader as one who inspires his team to give their best instead of commanding
them around. It describes intelligence as a large capacity to understand, solve problems and
handle complex ideas. It outlines the best personality for a leader as that of; extraversion,
agreeableness, conscientiousness, openness to experience and neuroticism. Emotional
Running head: ANNOTATED BIBLIOGRAPHY.
4
intelligence involves noticing emotions, understanding them and applying them to push the
success of the team. According to the article, a combination of these three characteristics should
be evident in a transformational leader. The study was done to assess how the three factors;
emotional intelligence, personality, and leader intelligence affect transformational leadership and
an organization as a whole. The researchers used mid-level managers in a large Brazilian
company as their research subjects.
The researchers concluded that transformational behavior led to leadership effectiveness
which in turn resulted in the success of the organization. They state that intelligence and
conscientiousness are the paramount factors of transformational leadership. They also note that
transformational leadership is most effective when there is the managerial experience to back it
up. Of the studied factors, which is a statement that I wish to retain, neuroticism was found to
have negative effects on leadership effectiveness.
Running head: ANNOTATED BIBLIOGRAPHY.
5
Paper Outline.
Title: Successfully Leading an Organization.
Introduction.
There are many components to each leadership style, they vary from measuring the
commitment of an employee to analyzing and assessments. The articles I chose will
reflect each type as well as their measurements and outcomes of them.
Types of Leadership.
There are diverse types of leadership. Each type of leadership is designed for the business
or situation at hand. There isn’t one cookie cutter idea to leadership. Some leaders rule
with an iron fist while others tend to lead by example. The articles talk about how
leadership styles vary.
Organizational Citizenship Behavior.
Having relationships and followers is an important thing to build on in leadership. It is
important for the growth and success of a business or organization as a whole. You want
to create and environment where the employees are wanting to become the next leaders
themselves. This will only happen if relationships they have with current leaders and the
company is good.
How to Measure Leadership success.
Measuring the success of proper leadership can be determined in many ways but the most
used one is employee retention and turnover. Undoubtedly there will be a loss of
employees, that a given but if you’ve gone through more employees than consumers over
a certain period of time, then its safe to say that something isn’t working on the
leadership side of things and it needs to be fixed.
Running head: ANNOTATED BIBLIOGRAPHY.
6
Conclusion
Each of these articles are connected to each other within an organization, the goal of a successful
organization is reflected with each theme and the commitment employees make to staying within
an organization. Follower relationships discusses the importance of leaders developing
relationships with employees, and the positive implications that it has on an organization. Values
people discusses the importance organizations put on leaders by ensuring training and respect,
building moral within an organization continues to happen all of the time. There are several types
of leadership styles and several different themes, each of these articles reflects three different
themes that can be found in an organization, each article also discusses the importance of
building employee commitment in staying within an organization. The overall message between
each of these articles is helping leaders build relationships with employees which then in turn
builds commitment to staying with an organization for a prolonged period of time.
References
Podsakoff, P.M., MacKenzie, S.B., Paine, J. B., & Bachrach G. B. (2000). Organizational
citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions
for future research. Journal of Management, 26(3), 513-563. Retrieved from
file:///C:/Users/ADMIN/Downloads/main%201.pdf
Spector, P. (2014). Introduction: The problems and promise of contemporary leadership
theories. Journal of Organizational Behavior, 35(5), 597. doi: 10.1002/job.1930
Cavazotte, F., Moreno, V., & Hickman, M. (2011). The Effects of leader intelligence,
personality and emotional intelligence on transformational leadership and managerial
performance. The Leadership Quarterly, 23(3), 443-455. doi: 10.1016/j.leaqua.2011.10.003
file:///C:/Users/ADMIN/Downloads/main_2.pdf
Purchase answer to see full
attachment
ANNOTATED BIBLIOGRAPHY – LEADERSHIP STYLE
Krystal T. Morris
Grand Canyon University
07/17/2019
1
Running head: ANNOTATED BIBLIOGRAPHY.
2
Podsakoff, P.M., MacKenzie, S.B., Paine, J. B., & Bachrach G. B. (2000).
Organizational citizenship behaviors: A critical review of the theoretical and empirical
literature and suggestions for future research. Journal of Management, 26(3), 513-563.
Retrieved from file:///C:/Users/ADMIN/Downloads/main%201.pdf
The article seeks to bring to light literature findings on what entails Organizational
Citizenship Behavior and what are its effects. It also seeks to highlight that there I not just a
single type of organizational citizenship but more and seeks to expound on them. These include;
helping behavior, sportsmanship, organizational loyalty, individual initiative, and selfdevelopment. The article bases its works on purely literary review. It reviews the works of
previous authors that would otherwise not be visited because of the diverse nature of
Organizational Citizenship Behavior. Organizational Citizenship Behavior has a number of
departments under it including human resource and public relations and it would take only a
dedicated individual to gather most of the literature on it. The researchers conclude that there has
been an increased research on the subject over the past few years and it has not been positive
thing due to the increased confusion it has brought about such as the introduction of multiple and
interweaving types of Organizational Citizenship Behavior.
Spector, P. (2014). Introduction: The problems and promise of contemporary
leadership theories. Journal of Organizational Behavior, 35(5), 597. doi: 10.1002/job.1930
As the name suggests, this article is highlighting the contentions that have risen
concerning the effectiveness of the modern mode of leadership. The article shares the opinions of
different individuals who have been in the field so that it gives first-hand data of the challenges
these individuals have faced in relation to the various modern leadership styles and also what
they have found plausible. The individuals who are specifically used in the study are leadership
Running head: ANNOTATED BIBLIOGRAPHY.
3
scholars. The main reason for this is that beside them having experience in the field, they have
also read widely. Therefore, their responses are not expected to be uninformed and untested.
They are going to bluntly mention the shortcomings of a given type of leadership and also
mention their merits. No bias, just preferences based on the opinion curated by experience. For
instance, one of the respondent’s states that transformational leadership is misguiding because
leaders are expecting the conditions of an effect world instead of facing the reality that
businesses bring. The researcher leans on neither supporting nor tarnishing modern leadership.
He concludes by accepting that there are those who would want to try the modern form of
leadership and mentions that he has offered both sides of the coin for the reader to weigh. It is
important to note that the author identifies what aspects are to be assessed when choosing a
leadership method; conceptual issues, methods used in the leadership, and the practicality of the
leadership method. He advices the reader who is seeking to adopt transformational leading to
first weigh the good and the bad of the style and see if it is actually what works for them.
Cavazotte, F., Moreno, V., & Hickman, M. (2011). The Effects of leader intelligence,
personality and emotional intelligence on transformational leadership and managerial
performance. The Leadership Quarterly, 23(3), 443-455. doi: 10.1016/j.leaqua.2011.10.003
file:///C:/Users/ADMIN/Downloads/main_2.pdf
This article is mainly on how effective transformational leadership is and factors that
affect transformational leadership as a method adapted by modern leaders. The article describes
a transformational leader as one who inspires his team to give their best instead of commanding
them around. It describes intelligence as a large capacity to understand, solve problems and
handle complex ideas. It outlines the best personality for a leader as that of; extraversion,
agreeableness, conscientiousness, openness to experience and neuroticism. Emotional
Running head: ANNOTATED BIBLIOGRAPHY.
4
intelligence involves noticing emotions, understanding them and applying them to push the
success of the team. According to the article, a combination of these three characteristics should
be evident in a transformational leader. The study was done to assess how the three factors;
emotional intelligence, personality, and leader intelligence affect transformational leadership and
an organization as a whole. The researchers used mid-level managers in a large Brazilian
company as their research subjects.
The researchers concluded that transformational behavior led to leadership effectiveness
which in turn resulted in the success of the organization. They state that intelligence and
conscientiousness are the paramount factors of transformational leadership. They also note that
transformational leadership is most effective when there is the managerial experience to back it
up. Of the studied factors, which is a statement that I wish to retain, neuroticism was found to
have negative effects on leadership effectiveness.
Running head: ANNOTATED BIBLIOGRAPHY.
5
Paper Outline.
Title: Successfully Leading an Organization.
Introduction.
There are many components to each leadership style, they vary from measuring the
commitment of an employee to analyzing and assessments. The articles I chose will
reflect each type as well as their measurements and outcomes of them.
Types of Leadership.
There are diverse types of leadership. Each type of leadership is designed for the business
or situation at hand. There isn’t one cookie cutter idea to leadership. Some leaders rule
with an iron fist while others tend to lead by example. The articles talk about how
leadership styles vary.
Organizational Citizenship Behavior.
Having relationships and followers is an important thing to build on in leadership. It is
important for the growth and success of a business or organization as a whole. You want
to create and environment where the employees are wanting to become the next leaders
themselves. This will only happen if relationships they have with current leaders and the
company is good.
How to Measure Leadership success.
Measuring the success of proper leadership can be determined in many ways but the most
used one is employee retention and turnover. Undoubtedly there will be a loss of
employees, that a given but if you’ve gone through more employees than consumers over
a certain period of time, then its safe to say that something isn’t working on the
leadership side of things and it needs to be fixed.
Running head: ANNOTATED BIBLIOGRAPHY.
6
Conclusion
Each of these articles are connected to each other within an organization, the goal of a successful
organization is reflected with each theme and the commitment employees make to staying within
an organization. Follower relationships discusses the importance of leaders developing
relationships with employees, and the positive implications that it has on an organization. Values
people discusses the importance organizations put on leaders by ensuring training and respect,
building moral within an organization continues to happen all of the time. There are several types
of leadership styles and several different themes, each of these articles reflects three different
themes that can be found in an organization, each article also discusses the importance of
building employee commitment in staying within an organization. The overall message between
each of these articles is helping leaders build relationships with employees which then in turn
builds commitment to staying with an organization for a prolonged period of time.
References
Podsakoff, P.M., MacKenzie, S.B., Paine, J. B., & Bachrach G. B. (2000). Organizational
citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions
for future research. Journal of Management, 26(3), 513-563. Retrieved from
file:///C:/Users/ADMIN/Downloads/main%201.pdf
Spector, P. (2014). Introduction: The problems and promise of contemporary leadership
theories. Journal of Organizational Behavior, 35(5), 597. doi: 10.1002/job.1930
Cavazotte, F., Moreno, V., & Hickman, M. (2011). The Effects of leader intelligence,
personality and emotional intelligence on transformational leadership and managerial
performance. The Leadership Quarterly, 23(3), 443-455. doi: 10.1016/j.leaqua.2011.10.003
file:///C:/Users/ADMIN/Downloads/main_2.pdf
Purchase answer to see full
attachment
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