Managerial Communication on Employees Behaviors Annotated Bibliography

Managerial Communication on Employees Behaviors Annotated Bibliography

TOPIC: Impact of managerial communication on behaviors on employee engagement

Develop an annotated bibliography. The bibliography should have a minimum of 10 scholarly sources. The document should follow APA 6th edition formatting and each citation should include an article summary that is about 200words.

(An annotated bibliography is a list of resources that contain a summary of what was written).

Start with an APA formatted reference list and then summarize what was covered in the article.

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FOR EXAMPLE:

Dominick, P.G., Reilly, R.R., & McGourty, J.W. (1997). The effects of peer feedback on team member behavior. Group & Organizational Management, 22, 508-521.

The authors begin this article by explaining that teams are becoming more of an integral part of business. They state that since the teams act as self-managing groups, organizational interventions such as feedback programs can help promote an effective environment with these groups.

The authors are especially curious about the effects of feedback as it relates to behavior of the groups. After briefly reviewing previously published literature, the authors conclude that they were interested in two items: whether feedback was a critical factor in producing change and whether behavior in team environments changed with feedback administration.

For the experiment, the authors used 75 graduate and undergraduate students in organizational behavior and group dynamics classes. They were split into three groups – one group received feedback ratings about their teammates and themselves based on a behavioral model, one group completed peer critiques after an initial task and then received the behavior model critiques after a second task was performed, and the third group did not received feedback or complete self or peer ratings.

The authors of this study found that peer feedback “can be a useful approach for helping team members to improve their interpersonal effectiveness” (1997). However, the research did not prove that feedback alone drove change in the group.

The authors conclude by pointing out several shortcomings of their study, including the simulated environment and the forced team setting.

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