Question Five

Number

Article Information: Be sure entries are presented in alphabetical order.

Added to RefWorks?

1.

Reference

Damodaran, A. (1996). Corporate finance. Theory and Practice. Wiley.

Y

Permalink

https://www.amazon.co.uk/Corporate-Finance...Wiley/dp/0471283320

Annotation

The study examines teaching methods using models and theories which assist in understanding, analyzing, and solving problems. Finance is a lively discipline, because it is based on practical methods (real, and actual methods), not theory.

2.

Reference

David, K., Arthur, S. I., & Michael, M. H. (2001). Multinational business finance. Boston: Addison–Wesley

Y

Permalink

www.abebooks.com/Multinational-Business-Finance-10th-Edition.../bd

Annotation

The authors provide logical explanations to improve understanding modern global finance. The manuscript incorporates recent trends in finance, such as politics, new markets, corporate government issues, and gradual global changes.

3.

Reference

Hillier, D., Grinblatt, M., & Titman, S. (2011). Financial markets and corporate strategy. McGraw Hill.

Y

Permalink

https://www.amazon.co.uk/Financial-Markets-Corporate-Strategy.../007

Annotation

Authors of this comprehensive article cover material regarding financial markets and corporate finance by bringing in practical examples. The information guides students on challenges of pursuing and practicing finance.

4.

Reference

Peirson, G., Brown, R., Easton, S., & Howard, P. (2014). Business finance. McGraw-Hill Education Australia.

Y

Permalink

www.ebay.com.au/bhp/business-finance-peirson

Annotation

The correlative study examines various technical concepts in business finance. The information explains how well issues are dealt with in the business industry to make sure they do not affect all business operations.

5.

Reference

Storey, D. J. (1994). Understanding the small business sector. International Thomson Business Press

Y

Permalink

https://papers.ssrn.com/sol3/papers.cfm?abstract_id=1496214

Annotation

Storey speaks concerning topics related to organizations internally, in terms of employment. Free enterprises, business management, strategies, different organization cultures, and various challenges organizations face internally represent the main topics of the articles premise. The information mentions the many benefits small businesses have over individuals, society, and at the global level.

Number

Article Information: Be sure entries are presented in alphabetical order.

Added to RefWorks? Y or N (optional)

6.

Reference

Susing, Ingo, and Michael J. Cavanagh. 2013. "At the intersection of performance: Personality and adult development in coaching." International Coaching Psychology Review 8, no. 2: 58-69. Academic Search Complete, EBSCOhost (accessed July 12, 2017).

Y

Permalink

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=93728930&site=ehost-live&scope=site

Annotation

This article examined coaching through two aspects: adult development theory and personality traits (specifically the Big 5). The authors discussed how personally changes over the adult lifespan and how coaches can use developmental techniques to help clients make positive changes. I found several articles in the reference section to review and she highlighted several areas for future research. The purpose of this study was to examine current literature on development coaching and personality theory. The question this study sought to answer was whether different types of personalities impact adult learning and if interventions used to address performance and personality would be relevant and helpful to the developmental coaching process. The results showed that personality changes over a lifetime, individuals tend to use socially prescribed meanings for phenomenon and as a person ages they tend to develop a more independent self-authored meaning based on life experiences. An interesting implication regarding the Big 5 Personality dimensions was that participants that scored high in extraversion, openness and neuroticism who also scored low in Conscientiousness and Agreeableness may signal difficulties in the shift to more self-authored meaning making.

The results and methods used in this study would benefit research on working memory and personality.

7.

Reference

Murphy, S. A. (2005). Recourse to executive coaching: the mediating role of human resources. International Journal Of Police Science & Management, 7(3), 175-186.

N

Permalink

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=17920144&site=ehost-live&scope=site

Annotation

The purpose of this study was to assess the value of executive coaching (outside of an organization) versus mentoring (within an organization). Although the study looked at data and purpose of law enforcement entities, the author suggested the findings would exceed that of law enforcement and into general organizational environments. This article provides both a positive and a negative view on executive coaching. It distinguishes coaching (internal & external of the organization); basic leadership, and mentoring. It addresses the lack of conceptual clarity that exists in what a coach is. He further discusses whether or not executive coaches should be psychologists due to the needs of addressing personal areas needing improvement. While this study is about police departments, it widens its scope to include organizations as a whole.

8.

Reference

Niemann, J., Wisse, B., Rus, D., Van Yperen, N. W., & Sassenberg, K. (2014). Anger and attitudinal reactions to negative feedback: The effects of emotional instability and power. Motivation And Emotion, 38(5), 687-699.

Y

Permalink

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2014-40016-001&site=eds-live&scope=site

Annotation

The purpose of the studies set out to answer two questions regarding negative feedback. The first question asked if there are certain individuals that are prone to get angry and exhibit the negative effects that anger produces (e.g., blaming others) when they receive negative feedback. And the second question asked, when someone receives negative feedback, do they look upon the feedback provider in a negative manner (e.g., think less of the feedback provider)? Three hypotheses were tested across two studies. The first study included 84 participants who volunteered from a community in the Netherlands with a mean age of 23.33. In study two, the participants included 47 undergraduate students from a university in the Netherlands with a mean age of 19.23. The research design was solid and interesting and the methods used to assess anger and emotional instability are respected measures in the scientific community and used throughout the literature. The results confirmed the authors’ hypotheses in both studies and the findings are relevant to society and particularly to business organizations with a hierarchical design. The study effectively communicated that anger and moreover, anger in the workplace as well as, its negative effects can have a negative effect in the workplace where supervisors who possess power and are emotionally unstable.

9.

Reference

Besser, A., Flett, G. L., Hewitt, P. L., & Guez, J. (2008). Perfectionism, and cognitions, affect, self-esteem, and physiological reactions in a performance situation.

Y

Permalink

http://dx.doi.org.lopes.idm.oclc.org/10.1007/s10942-007-0

Annotation

The purpose of this study was to fill the gap in the literature regarding how individuals classified as perfectionists respond physiologically (i.e., blood pressure and heart rate) to performance feedback. The study used methodology standard in the literature for measuring self-esteem, perfectionism, and state self-esteem. The method of measuring the physiological responses was a common blood pressure test worn on the wrist. The authors acknowledged that future research should use a more precise means of measurement. The unique facet to this study was to investigate the physiological manifestations of responses to feedback in perfectionists. The Besser et al. argued that perfectionists should show an increase in heart rate and blood pressure by perfectionists when they encounter negative feedback on performance in a task, which they were confident in their abilities. Several interesting scales were used to assess perfectionism and self-esteem. Perfectionism was measured in three domains using the Multidimensional Perfectionism Scale: self-oriented, other-oriented, and socially prescribed perfectionism. Additionally, the Perfectionism Cognition Scale was used. To measure self-esteem, the study included the Visual Analogue Scale to measure two areas of self-esteem: performance self-esteem and social self-esteem. The task used was a Choice Reaction Time task with two levels of difficulty (moderate and high). In addition, two scales were used to measure automatic thoughts (positive or negative) during the task. The study confirmed the authors’ hypotheses that individuals characterized as perfectionists get more frustrated than do others when they received negative feedback and when task difficulty was high. These participants exhibited higher blood pressure and increased heart rate. An interesting direction for future research would be to study how self-esteem and perfectionism are related to working memory capacity.

10.

Reference

Humberd, B. K., & Rouse, E. D. (2016). SEEING YOU IN ME AND ME IN YOU: PERSONAL IDENTIFICATION IN THE PHASES OF MENTORING RELATIONSHIPS. Academy Of Management Review, 41(3), 435-455.

Y

Permalink

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=116358569&site=eds-live&scope=site

Annotation

This article is different in that it is not an experiment but rather resembles a synthesis paper. The authors build upon existing theories in the field of mentoring and emerge with a new theoretical concept of mentoring and a mentoring model. The purpose of this article was to gain a better understanding of the effects of personal identification and how that changes over time as the mentor-mentee relationship progresses through phases. It further examines any changes in quality of the relationship over time. Building upon existing literature in the field of mentoring, Humberd and Rouse conceptualized a new definition for identification as it relates to mentoring. They define it “as a process by which individuals realize cognitive overlap between the self and the other over time in a relationship” (p. 439). The study contributed new knowledge and increased the understanding of the identification process and self-concept to mentoring research. Building on the mentoring theory, the authors help explain how the differences in the quality of the mentoring relationship can have a lasting positive effect on both the mentor and the mentee that exceed the boundaries of their relationship.