The instruction to follow is in the browse files. 0 plagiarism. Please zero plagiarism

Week 5 - Discussion 2

Final Paper Draft for Peer Review

. The final draft should include a cover page, an abstract, the body of the paper in final draft form, and a references page (with annotated summaries of each source removed).

Read Section 10.2: Commonly Confused Words, and review Section 6.3: Proper Attributions: Your Own Ideas Versus the Ideas of Others, and Section 11.2: Citations and References, from Sole's and Landrum’s (2015) Academic Research and Writing: A Guide for the Social Sciences.

I have included the final paper topic and the annotated summaries of each source

Final Paper

For the final assignment of this course, you will write a term paper (7-10 pages) on a topic related to leadership within the human services setting. Examples include (but are by no means limited to):

Topic: abuses of leadership power and the impact on disenfranchised client groups.

NOTE: This is my Professor feedback on assignment 2 please take note on any correction: Great topic Comfort: There is much to consider for leaders when it comes to abuse of power. I think you will find interesting information! I encourage you to start thinking about influential leaders that you can use as examples. There are many to choose from, but you will want to be sure you can google sufficient material. Don't forget you will need to incorporate at least 8 peer-reviewed journal articles into the final paper. The source you used for this assignment is appropriate for the final; however, it is not an academic, peer-reviewed source. Overall, you are off to a very good start & I look forward to reading your final paper! If you run into any challenges, please don't hesitate to reach out.

You are required to integrate influential leaders and leadership theories in the presentation of your topic. You have the luxury of choosing a topic that is of interest to you; however, you are expected to integrate ideas from assigned class readings into your paper as well as add other scholarly sources more specifically related to your topic.

The research paper must: 

· Be double-spaced, meet specified page length, and be formatted according to APA style as outlined in the approved APA style guide.

· Include an APA style cover page.

· Include an introductory paragraph with a succinct thesis statement.

· Address the topic of the paper with critical thought.

· Conclude with a restatement of the thesis and a conclusion paragraph.

· Use APA style as outlined in the approved APA style guide to document all sources.

· Cite and integrate no fewer than 8 scholarly, peer-reviewed journal articles.

· Include a reference page that is completed according to APA style as outlined in the approved APA style guide.

Resources

Readings

Bates Communication Inc. (2012). Are you running meetings or are meetings running you? Retrieved from  http://www.bates-communications.com/articles-and-newsletters/articles-and-newsletters/bid/59464/Are-You-Running-Meetings-Or-Are-Meetings-Running-You (Links to an external site.)  

Bates Communication Inc. (2012). A c all for leaders: What employees really want. Retrieved from  http://www.bates-communications.com/Portals/25382/docs/art-whatemployeeswant.pdf (Links to an external site.)

Bonner, G., & McLaughlin, S. (2014). Leadership support for ward managers in acute mental health inpatient settings. Nursing Management (2014+), 21(2), 26. http://dx.doi.org/10.7748/nm2014.04.21.2.26.e1206

Sand, T., Cangemi, J., & Ingram, J. (2011). Say again? What do associates really want at work? Organization Development Journal, 29(2), 101-107.

Abuse of Leadership Power

My topic for this assignment my topic will major on abuses of leadership power and its impact on disenfranchised client groups. There are many so many bad leaders. These are the individuals that tend to take leadership for granted and misuse the power that has been given to them. Leaders may have the role of motivating the team in order to allow them to deliver their tasks in a well-timed way. However, some leaders do not follow this and tend to abuse the opportunity they have.

I selected this topic since there has been increase on cases in which employees and clients from different organization tend to complain on poor leadership in their organization. This tends to have a major impact on the organization in regard to the employees and the clients. This topic is of interest to me since I have been once impacted by poor leadership in an organization I once worked for.

I believe abuse of power leads to lack of direction for a firm due to the lack of a vision. This is because poor leadership leads to frustration when the deliverables are not fully in line with that which the department requires. Poor leadership has a major impact on clients. Poor leadership contributes in making the clients experience with a given firm bad. This makes it hard for a client to visit the facility again. This contributes in worsening the productivity as well as the efficiency of a firm (Hasl-Kelchner, 2015).

Basically abuse of leadership is a major topic that needs to be discussed. It’s a topic that has too much weight. This is because it impacts each person differently. Others may be employees in firms where leaders abuse their power while some of us may be the clients to these firms. Therefore, we should major on this topic and identify some of the available ways of handling these issues.

References

Hasl-Kelchner, H. (2015). 48 Ways Managers Abuse Their Power and Destroy Employee Engagement. Retrieved from https://www.linkedin.com/pulse/48-ways-managers-abuse-power-destroy-employee-hanna

Annotated Bibliography

Pilch, I., & Turska, E. (2015). Relationships Between Machiavellianism, Organizational Culture, and Workplace Bullying: Emotional Abuse from the Target’s and the Perpetrator’s Perspective. Journal of Business Ethics, 128, 83-93.

According to Pilch and Turska (2015), being exposed to exploitations at work at work is a fatal social stressor having essential impacts for the victim, the co-workers and the firm. Bullying by leaders can be perceived as multi-causal event. The study involved 117 employees, employed in various firms in Poland. The empirical data involving being exposed to bullying and also being a victim of bullying were acquired through the implementation of self-reports from the participants. The articles aim at identifying the impact of bullying from the leaders to the employees.

Woestman, D., & Wasonga, T. (2015). Destructive Leadership Behaviors and Workplace Attitudes in Schools. Sage Journals, 99(2), 147-163. https://doi.org/10.1177%2F0192636515581922

Woestman and Wasonga (2015), aims at investigating destructive leadership behaviors and their impact K-12 workplace attitude. Quantitative survey techniques was used to collect data from the experienced professional educators. Based on the data collected, the practice of destructive leadership behaviors is present in all work environments. This led to poor job satisfaction, job stress as well as increased turn over in the workplaces.

D’Cruz, P. ,  Noronha, E.  and  Lutgen-Sandvik, P.  (2018), Power, subjectivity and context in workplace bullying, emotional abuse and harassment: insights from postpositivism.  Qualitative Research in Organizations and Management , 13(1), 2-9.  https://doi.org/10.1108/QROM-12-2017-1587

Based on the study conducted by D’Cruz and his associates (2018), workplace bullying, emotional abuse as well as harassment are perceived to be the acts of power that are mainly related to perpetrators while the perpetrators are perceived to be powerless. Basically this article will aid in identifying the impact of workplace bullying, emotional abuse as well as harassment by leaders in the workplaces.

Lam, L., & Xu, A. (2018). Power Imbalance and Employee Silence: The Role of Abusive Leadership, Power Distance Orientation, and Perceived Organisational Politics. Applied Psychology, 68(3), 513-546. https://doi.org/10.1111/apps.12170

Employee silence is an expensive aspect in the modern firms. Due to the increase of power inequality in supervisor-subordinate relationships, we hypothesized that abusive supervision is an antecedent of subordinate relationships, Lam and Xu (2018), hypothesized that abusive supervision is an antecedent of employees’ defensive silence and that employees’ power distance orientation impacts acquiescent silence. They collected data from 159 junior employees from China in two phases.

Winter, M. (2017). An analysis of the abuse of power by leaders in Christian organizations: Cultural comparisons from Canada, Germany and South Africa. Masters of Theology. Retrieved from http://uir.unisa.ac.za/bitstream/handle/10500/23813/dissertatio_winter_mj.pdf?sequence=1&isAllowed=y

Winter (2017), aimed at determining the components of abuse of power by leaders especially those in Christian organizations as well as how it can be dealt with, mostly in multicultural environments. The study identifies the role that culture has in the abuse of poor and identifies the techniques which can be used to efficiently prevent or deal with the abuse of power in various cultural environments in Christian firms.

Emerald Insight. (2020). Abuse of power: Understanding the significant long-term impact of abusive leadership. Development and Learning in Organization, 34(5), 49-51. https://doi.org/10.1108/DLO-05-2020-0105

Emerald Insight (2020), aimed at identifying the effect of abusive leadership and identified the various ways that can be used in handling abusive leadership. This article was developed by an independent writer that adds his or her impartial comments and also places the articles in context.

Gardner, D., O’Driscoll, M., Cooper-Thomas, H., Roche, M., Bentley, T., Catley, B., Teo, S. and Trenberth, L. (2016). Predictors of workplace bullying and cyberbullying in New Zealand. International Journal of Environmental Research and Public Health, 13(5), 448-462.b

Gardner and his associates (2016), the negative impact of in person workplace bullying are well developed. There is limited knowledge on how workplace bullying leads to negative behaviors. Data was collected through online self-report survey. 826 respondents provided at both time points. About 123 of participant had been bullied and 23 of the participants had been bullied in the last half an year.

Lindsey, A. P., Avery, D. R., Dawson, J. F., & King, E. B. (2017). Investigating why and for whom Management Ethnic Representativeness Influences Interpersonal Mistreatment in the Workplace. Journal of Applied Psychology, 102(11), 1545–1563.  https://doi.org/10.1037/apl0000238

Lindsey and his associates (2017), found out that workers use of demographic makeup of their firm to make sense of diversity based incident at work. They identified the connection between management ethnic representativeness and idea of harassment, bullying, and abuse the next year as brought out by people’s ethnic similarity to others in their firms in a sample of 600 workers of Britain’s National Health Service.