Leadership Research Paper

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Question Description

FORMAT FOR TERM PAPER

Prepare and submit a research paper, first screening it through Turnitin. Then post it to the BlackBoard discussion board for week 9 by the deadline for the paper. Also, email a copy of the paper to the instructor by the same deadline. There is a 5-point per day late penalty.

Prepare the paper using the American Psychological Association (APA) format; this format is described in detail in the APA Publication Manual. Grading will stress content, analysis, and style. Seek to creatively apply leadership theory. The paper work must be more than a mere review of facts and articles. It must demonstrate reasoning, by applying at least three relevant theories and models together to analyze the topic.

The paper must be at least three thousand words in length, not counting tables, figures, and any (optional) Appendices; it must correctly cite and use at least 10 references, NOT counting the textbook. ALL cited sources must appear both within the body of the text and in the References list. NOTE: for an “A” grade, the paper must use articles from at least 2 respected journals or books, such as those in the SUGGESTED READING list. Most of these periodicals are available on line from the Troy University Library.

Here is a suggested outline.

TITLE PAGE

ABSTRACT -- Limit to one page.

INTRODUCTION -- Short! Explain why the topic is important! Include objectives of the paper.

LITERATURE REVIEW

ANALYSIS-- Apply the models; make inferences, draw conclusions.

DISCUSSION-- Discuss the implications of your findings above, especially for managers.

CONCLUSION – Restate your conclusions and sum up, in about one half page

REFERENCES

APPENDICES(optional)

In choosing a topic, avoid shallow, insipid generalities (e.g., “the importance of leadership”).

Choose a topic of current importance that has not been already overdone. Also, where possible, exemplify your concepts and conclusions by consistently referring to a single, real, focal leader. (Avoid US Presidents and generals.) Here are some suggestions:

The burnout of leaders / Removal of leaders

Leadership, power, corruption / Substitutes for leadership

Followership / Cross cultural leadership

LMX in relation to other theories / Non-traditional- e.g., native tribes, organized crime

Unformatted Attachment Preview

The first area deals with the focus of this course very directly: ethical leadership and ethics in leadership. No one seems to doubt the important linkages of leadership and ethics. However, in recent years some have questioned whether the relationship is simple: perhaps the relationship is like an inverted U, or haystack. That is, as formal emphasis on ethics increases, above a certain level there may be decreases in performance or satisfaction. These suggestions relate to increased stress or limited attention, not to the desirability of ethics per se. Is there some truth to this assertion? Would it be true for all ethical areas? Are there remedies? Second, as the textbook clearly states, leadership involves two way influences. The influence of follower(s) upon leaders has been neglected in research. It is now getting greater attention. What are these influences? Do they involve ethics? What might moderate these influence linkages? Some have asked about focusing in depth on a particular leader. This is fine. However, do NOT use a US President, general, or admiral for this purpose. Again, and again, the overwhelming tendency is to over idolize them. Leaders have warts too. Then, when these become visible, people imagine that there must be no good in them at all. (As an example of this, you might look at recent articles on the BBC website on the career and decisions of Winston Churchill.) A business leader is the best choice, but be sure you can get enough information (even anecdotal) to discuss and evaluate her/his style. Historical figures are oftenwell recorded and discussed, but you must be careful in interpreting observations from another culture and time. Literary people often say that bad guys are more fun that good guys. This may be true in leadership also. Non Western leadership also remains a good area to look at. Leaders out of the mainstream - e.g., Indian chiefs, mob bosses - may make good focal subjects. Finally, let me humbly throw out one last suggestion concerning a source of topics. Failures of leadership also make good topics. E.g., the world is now celebrating the centennial of the greatest failure of leadership in history - The First World War. (There have been hundreds of reenactments and events in Europe already.) Study of this colossal failure, and the subfailures behind it, continue to fascinate researchers to this day. The events and leaders could be the focus of any number of fine papers. Incidentally, these failures were not just political and military. The era was also ripe with practical and moral failures in business. Some time back it was reported that world leaders were using the Mossack Fonseca law firm in Panama for offshore investment. There were immediate allegations of money laundering and tax avoidance/evasion. While the real meaning of all this is still not yet clear, the issue does suggest some good topics for papers. Yes, sometimes the bad guys seem more interesting. It would be simple to select a leader(s) and write on possible corruption. This would make an easy, possibly exciting, but nevertheless garden variety paper. A much better approach - focusing on the underlying patterns and issues – would first examine what international dynamics put such large sums in leaders hands and gravitated toward Panama. The paper topics then would view what and how leadership (and of course leaders) could address the issue. Troy University MGT 6615 Ethical Leadership John M. Mankelwicz, Ph.D. FORMAT FOR TERM PAPER Prepare and submit a research paper, first screening it through Turnitin. Then post it to the BlackBoard discussion board for week 9 by the deadline for the paper. Also, email a copy of the paper to the instructor by the same deadline. There is a 5-point per day late penalty. Prepare the paper using the American Psychological Association (APA) format; this format is described in detail in the APA Publication Manual. Grading will stress content, analysis, and style. Seek to creatively apply leadership theory. The paper work must be more than a mere review of facts and articles. It must demonstrate reasoning, by applying at least three relevant theories and models together to analyze the topic. The paper must be at least three thousand words in length, not counting tables, figures, and any (optional) Appendices; it must correctly cite and use at least 10 references, NOT counting the textbook. ALL cited sources must appear both within the body of the text and in the References list. NOTE: for an “A” grade, the paper must use articles from at least 2 respected journals or books, such as those in the SUGGESTED READING list. Most of these periodicals are available on line from the Troy University Library. Here is a suggested outline. TITLE PAGE ABSTRACT -- Limit to one page. INTRODUCTION -- Short! Explain why the topic is important! Include objectives of the paper. LITERATURE REVIEW ANALYSIS -- Apply the models; make inferences, draw conclusions. DISCUSSION -- Discuss the implications of your findings above, especially for managers. CONCLUSION – Restate your conclusions and sum up, in about one half page REFERENCES APPENDICES (optional) In choosing a topic, avoid shallow, insipid generalities (e.g., “the importance of leadership”). Choose a topic of current importance that has not been already overdone. Also, where possible, exemplify your concepts and conclusions by consistently referring to a single, real, focal leader. (Avoid US Presidents and generals.) Here are some suggestions: The burnout of leaders Leadership, power, corruption Followership LMX in relation to other theories Removal of leaders Substitutes for leadership Cross cultural leadership Non-traditional - e.g., native tribes, organized crime ...
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Tutor Answer

Klosevin
School: Rice University

Attached.

Running head: ROOT CAUSE AND SOLUTIONS TO BURNOUT OF LEADERS
1

Root Cause and Solutions to Burnout of Leaders
Student’s Name:
Institutional Affiliation:

ROOT CAUSE AND SOLUTIONS TO BURNOUT OF LEADERS

2

Abstract
Organizations need effective leaders to inspire their subordinates, so as to successfully achieve
their visions. Leader burnout phenomenon sometimes renders leaders ineffective as far as fulfilling
their mandate is concerned. Burnout is a situation whereby the leader feels demotivated and
unwilling to continue leading an organization or a department in an organization. The objective of
this paper is to identify the root cause of leader burnout problem and propose solutions, for
effective leadership. Having to perform difficult, unclear or unfamiliar tasks results into resistance,
this then is the root cause of the leader burnout problem. In order to address the leader burnout
problem, therefore, measures to be taken must address the root cause of the problem. Solutions to
the leader burnout problem, therefore, is to persuade leaders to adopt a transformational leadership
style, identify and enhance their strength and learn how to manage their expectations. Therefore,
to combat the burnout issue, a multifaceted approach would be necessary.
Key words: Burnout, leadership, transformational

ROOT CAUSE AND SOLUTIONS TO BURNOUT OF LEADERS

3

Root Cause and Solutions to Burnout of Leaders
Organizations need effective leaders for them to register success in their courses. The
leader should always be able to inspire their subordinates to commit their time and efforts in
achieving a certain organizational vision. However, there are circumstances where the leaders are
not able to fulfill this obligation because they begin to experience burnout. According to Siechter
(2018), cases of burnout are already overwhelming and will continue to be experienced at an
increased frequency due to the fact that organizations are dynamic and as such experience change
regularly. Burnout is a situation whereby the leader feels demotivated and unwilling to continue
leading an organization or a department in an organization. As observed by Maslack and Jackson
(1981), burnout is symptomized by a feeling of emotional exhaustion, depersonalization and a
sense of lack of personal accomplishment. These characteristics of burnout are associated with
poor outcomes as far as the productivity of a leader in the place of work is concerned. According
to Mirvis, Graney & Kilpatrick (1999), burnout negatively affects leaders’ ability to work by
impacting on their attitude negatively. For example, they develop a negative attitude towards
clients (and employees), become absent most of the time and are no longer able to lead their teams.
This topic is thus important because it relates to the productivity of leaders on one hand, and
because the phenomenon (burnout of leaders) will continue to occur as long as organizations
remain dynamic. The objective of this paper is to evaluate the root causes and propose a solution
to the burnout of leaders.

ROOT CAUSE AND SOLUTIONS TO BURNOUT OF LEADERS

4

Literature Review
Burnout of leaders is a situation where leaders are psychologically affected to the extent
that they have low motivation to work, are dissatisfied with their leadership roles and are unwilling
to continue with their work (Mirvis, Graney & Kilpatrick, 1999). When they take leadership
positions, leaders are often enthusiastic and motivated, but with time they begin to get demotivated
because of the burnout. Kaatz, French & Prentiss-Cooper (1999) observed that leaders who
experience burnout appear increasingly stressed with their work. It is the stress that makes them
feel demotivated and unwilling to work. Low quality of work output and leaders’ negative attitude
towards their colleagues or their works are also symptoms that are associated with the burnout of
leaders (Siechter, 2018). Different scholars give a different but somewhat related bundle of
characteristics of a leader who has experienced burnout.
According to Mirvis, Graney & Kilpatrick (1999), burnout of leaders is a progressive and
negative response to the workplace environment that has detrimental consequences to individual
leaders and the organizations they work with. This view implies that the burnout of leaders is
influenced by the environment. The environment can cause leaders’ burnout if it does not support
the kind of work a leader is expected to do. For example, when a leader is expected to enforce
certain organizational procedures yet the policy environment does not provide a mechanism to do
so, the leader can get burnout if they repeatedly attempt to enforce such procedures without success
in the same environment. Policy environment is just but one of the ways in which an environment
of work may frustrate a leader to an extent that he or she experiences a burnout. This view is
consistent with those of Siechter (2018) who also attributes burnout of leaders to organizational
factors. For example, in an organization, w...

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Anonymous
Tutor went the extra mile to help me with this essay. Citations were a bit shaky but I appreciated how well he handled APA styles and how ok he was to change them even though I didnt specify. Got a B+ which is believable and acceptable.

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