The last paper of the course is a final product represents an authentic demonstration competency, because it allows you to reflect on what you learned in this course and apply it to your life and future career. To successfully complete this project, you will be expected to apply what you have learned in this course and should include several of the following course objectives:
1. Define and explain basic Industrial/Organizational Psychology terms and concepts
2. Demonstrate knowledge and application of major concepts and theoretical perspectives as well as historical and future trends in I/O Psychology
3. Apply an understanding of ethical codes of behavior as they relate to the field of I/OPsychology
4. Demonstrate an understanding of research methodology as it relates to I/O Psychology
5. Use critical and creative thinking as well as skeptical inquiry to address issues related to the field of I/OPsychology
6. Demonstrate critical thinking skills through detection of correct and faulty applications of I/O psychological principles and theories.
Main Elements Should be about Diversity
1. Background/situation of your selected topic
2. Key subtopics
3. Method of research
5. Discussion (including your views, opinions, andobservations)
6. Closing comments**
**Also make sure to answer the following questions in the closing comments of your paper:
What did you learn from your research?
How does this new knowledge change your perceptions of Industrial/Organizational Psychology?
How can you use what you have learned in your personal life and/or work life?
Below is the template provided:
Leadership and Motivation
Here is where you should write a brief paragraph introducing me to your paper.
Here is where you should evaluate and offer an in-depth summation of your journal articles and use sources. Minimum of 3 peer-reviewed articles. Minimum of 3 paragraphs for each article telling me about your chosen articles. Either at the end or the beginning of your literature review, you well give us and define key terms.
Subtopics. Leadership style, job satisfaction and motivation (these are common themes to your subject)
Leadership Style. For the purpose of this paper leadership style is defined as …(Source)
Job Satisfaction. Job satisfaction simply means…(Source)
Motivation. Motivation is defined as …(Source)
One study by Boerma et al. (2017) argued both sides of this scenario. In the point for leaders are born, they reviewed numerous studies around identical and fraternal twins to evaluate both genetic and environmental influences on leadership. A majority of these studies showed moderate genetic contributions for leadership traits up to 30%. According to Boerma et al. (2017), the evidence consistently showed a genetic component to leadership. Boerma et al. (2017) go on to argue the opposing point, stating the idea that people are born leaders should not be supported because of 3 main rationales.
This is not made up by you. This is what you found based on your journal articles. The Renko et al., study was multilevel in nature, consisting of 281 employees nested within 59 departments. Measures For all measures, the participants rated items using a five-point Likert scale where 1 = “strongly disagree” and 5 = “strongly agree.” The first survey consisted of studying leadership. Hanna (2019) used a survey to determine….What did your journal articles uses as a method to explore your topic.
Entrepreneurial leadership. The subordinates rated the entrepreneurial leadership behavior of their department head using the eight-item scale developed by Renko et al. (2015). Sample items include “My supervisor has creative solutions to problems” and “My supervisor challenges and pushes me to act in a more innovative way.” Sample items include “The work I do is very important to me” (meaning), “I am confident about my ability to do my job” (competence), “I have signifi cant autonomy in determining how I do my job” (self-determination), and “My impact on what happens in my department is large” (impact). Th e Cronbach ’ s alpha for each of the subscales was .90 (meaning), .75 (competence), .79 (self-determination), and .92 (impact).
Again, it’s hard to have results (from your journal articles), if you did not have methods section. This where you describe the outcomes of research-what did the various researchers find?
Boerma et al. (2017) concluded that leaders most likely arise from a combination of genetics, as well as development through training and life experience. Interestingly, each group member provided their brief opinion on this topic (table 1. Below). The group who believes leaders are born follow a consistent theme that certain innate traits are needed in order to develop into an outstanding leader. Conversely, the opposing group who support the idea leaders are made shared a consistent theme that training, hard work and experience is what makes leaders great. Based on these results, Boerma et al. (2017) unsurprisingly note the answer is likely not just one viewpoint or the other but a combination of both.
Various researchers looked at motivation and leadership. Common themes between the research were… While most agree that … some stated …. To start, numerous studies have been done to identify and describe the traits and characteristics all leaders share. This research would lead one to believe that a combination or mix of certain traits must be present for someone to be a good leader.
Understanding what motivates and drives people to behavior in a certain way can be beneficial to how you interact with peers on the job. Much like personalities, motivation can stem from different backgrounds, environment and expectations. There are internal and external factors that contribute to what motivates someone for example to have a good work ethic or go above and beyond to help. Having the knowledge to identify motivating factors and…