Fool Me Once Experiment On Credibility & Leadership Annotated Bibliography Assignment Description For this assignment, you will compile an annotated biblio

Fool Me Once Experiment On Credibility & Leadership Annotated Bibliography Assignment Description For this assignment, you will compile an annotated bibliography essay of at least four pages that remains focused on the management-related issue you chose for (Lack Of Credibility) and its impact on leadership. This assignment is not an essay in the traditional sense; rather, it lists and describes significant research about your topic. Emphasis is placed on locating and appropriately using academic, practitioner, and popular research. Assignment Objectives Writing a research paper is essentially fundamentally about entering into an academic conversation that is already taking place. The purpose of this assignment is to become familiar with the ideas under discussion in that conversation. You will be gathering information, of course. More importantly, though, you will also be exposed to new perspectives on you subject. Some sources you uncover will likely support the assertions you made in your first essay; hopefully some sources also challenge those assertions and invite you to deepen your understanding of your subject. Your paper should open with a brief (one- or two-paragraph) synopsis of the issue being examined. After that, provide a reference entry for each source, followed by a summary of the source’s claims, reasoning and evidence. You may also include some discussion of each source’s merit. Think of it this way: after I read your paper, I should be able to engage in a reasonably thoughtful conversation about the topic with other experts in the field.The annotated bibliography will also help prepare you for the third and final essay, which will synthesize this research and use it to develop and enhance your own ideas. Requirements At least 4 pages At least 5 sources APA formatting (cover page, references, citations) Sources At least TWO sources must be from scholarly, peer-reviewed publications At least ONE source must be from an industry magazine or trade publication The two remaining sources may be from any reliable sourceIf you could please provide links for all used sources. Running head: WORKPLACE ROMANCE
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Workplace Romance
Jane Doe
WORKPLACE ROMANCE
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Workplace Romance
Bell, R. (2015). Love at work? We can work it out. Workforce, 94(2), 50. doi: 123456789
Rick Bell is the managing editor at Workforce.com and believes that workplace romances
are going to happen with or without a company policy on the subject. He acknowledges
that there are times when a romance can be a good thing and the couple may end up
happily married. On the other hand, he states that most of the time, workplace romances
begin with love and roses and “goo-goo eyes” but end in broken hearts and lost
productivity. The drama that emanates from a broken couple affects the other people in
the office in addition to the couple involved. He recommends having a company policy
on the subject. Any policy will do, as long as it reminds the participants that they work in
a professional environment and that they must behave accordingly.
Brown, T. J., & Allgeier, E. R.. (1995). Managers’ Perceptions of Workplace Romances: An
Interview Study. Journal of Business and Psychology, 10(2), 169–176. Retrieved from
http://www.jstor.org/stable/25092500
Theresa Brown, Ph.D., is a part of the Psychology Department and Office of Research
Services at Georgian Court College in Lakewood, NJ. She conducted a study with 30
managers to discover their viewpoints on workplace romances. She studied their views
of corporate policies as well as 12 items that may affect a manager’s decision to intervene
in an instance of fraternization in their office. Of those involved in the study, 57% had
generally positive attitudes about workplace romances. Of those, most indicated that
certain conditions were to be met in order to maintain that opinion. Those who had
WORKPLACE ROMANCE
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negative attitudes mostly indicated that they were concerned about the effects on
uninvolved employees.
In the study, she determined that women managers were not necessarily more negative
toward workplace romances but there were other gender differences. Women managers
are less likely to think that management intervention is necessary when there is a large
age difference between the participants. Overall, managers are concerned with whether
employees behave in a professional manner and whether their behavior affects the other
employees.
Cole, N.. (2009). Workplace Romance: A Justice Analysis. Journal of Business and Psychology,
24(4), 363–372. Retrieved from http://www.jstor.org/stable/27753919
Nina Cole is employed at the Ted Rogers School of Management, Ryerson University, in
Toronto Canada. She conducted a study to measure the perception of fairness by
managers in a workplace romance situation. This study involved 100 subjects and actual
situations, not theory or conjecture. The results showed that most people do not believe
that manager intervention is necessary as long as there is no negative effect on the
organization, the involved parties do not work in the same department and there is no
official policy in place. Four hypotheses are tested. The first relates to the work
environment and the other people employed there. The variables include the
performance of the couple involved, the performance of coworkers and the impact on the
overall work environment. The second hypothesis involves the characteristics of the
parties involved. These include marital status, gender, gender preference and work
relationship. The third relates to organizational variables such as departments involved
WORKPLACE ROMANCE
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and company policies that are in place. Finally, the fourth hypothesis deals with the
perception of fairness by management in a workplace romance situation.
J. P., P. (2014). Forbidden love. Entrepreneur, 42(2), 18.
In a survey by the Society for Human Research Management, the manager, Evren Esen
found that 42 percent of businesses developed either written or verbal workplace romance
policies. That same survey indicates that 75 percent of HR professionals believe those
policies to be ineffective. Surprising results included the statistics that 24 percent of
employees admit to having been involved in a workplace romance, while 43 percent of
HR professionals claim to have been aware of such romances. The best romances, 53
percent of those surveyed, involved people who worked in different departments.
The
worst romances involved people working in the same department and made up 8 percent
of the surveyed couples. In a five year study period, 50 percent of those studied evolved
from romances to long term relationships.
Karl, K. A., & Sutton, C. L.. (2000). An Examination of the Perceived Fairness of Workplace
Romance Policies. Journal of Business and Psychology, 14(3), 429–442. Retrieved from
http://www.jstor.org/stable/25077346
Katherine Karl and Cynthia Sutton, from Indiana University South Bend conducted this
analysis of perceived fairness in workplace romance policies. They tested four
hypotheses. In the first hypothesis, they simply predict that lenient policies are perceived
to be fairer than strict policies. The second hypothesis states that lenient policies are
perceived to be fairer in cases of lateral romance while stricter policies are seen to be
fairer in hierarchical romances. Thirdly, stricter policies are perceived to be fairer when
WORKPLACE ROMANCE
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the involved parties work in the same department where lenient policies are preferred
when they report to different departments. The fourth hypothesis deals with the impact
on the organization and predicts that people favor a lenient policy when the organization
is not adversely affected. If the organization experiences a negative impact, people find a
strict policy to be fairer. The results supported both the first and fourth hypotheses but
not the second and third.
Pierce, C. A., & Aguinis, H. (2009). Moving beyond a Legal-Centric Approach to Managing
Workplace Romances: Organizationally Sensible Recommendations for HR Leaders.
Human Resource Management, 48(3), 447-464.
Charles Pierce and Herman Aguinis examine the benefits of creating policies that not
only help an organization reduce the risk of litigation, but embrace the positive aspects of
workplace romances. The risks that are analyzed are: sexual harassment, unethical
romances including extramarital affairs, unfair interventions and disruptive dissolutions.
On the other hand, there are potential rewards that are also considered. They include:
sincere, long-term relationships, enhanced job performance, increased job satisfaction,
increased job involvement and organizational commitment.
Keeping these risks and rewards in mind, the authors make recommendations for a
successful HR management approach. Their first recommendation is a written policy and
ethics code. They state that a workplace romance policy should be integrated into a
company-wide performance management system. The second recommendation involves
cost management. Because of the risks previously identified, they recommend that
relationships be prohibited between supervisors and subordinates. It is also important to
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discourage extramarital affairs, inappropriate or unprofessional behavior, and disruptive
ends to relationships. Those behaviors can affect the entire staff, not just the parties
involved. The third recommendation they make is to manage the benefits. They say that
allowing romances between power-balanced employees can increase morale and
dedication. It is suggested that HR leaders measure an employee’s job satisfaction,
involvement and commitment regularly to determine whether their participation in a
workplace romance is a positive influence. The fourth and final recommendation is
training for HR leaders. Such training could include how to set up and evaluate surveys
that measure job satisfaction, and whether or not a workplace romance contributed to that
satisfaction.
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Research
Requirements
Summary
Analysis
Formatting
Mechanics
Total
Score
3
2
1
0
Paper fails to meet
one of the research
requirements.
Paper fails to meet
two of the research
requirements.
Paper fails to
meet three of the
research
requirements.
Paper fails to meet
four or more
resource
requirements.
4
Some annotations
include too much
detail or fail to
identify a source’s
central claim(s).
The summaries of
two or more sources
are unclear.
Most annotations
“list” accurate
points and/or
evidence from
the source but
lack unity.
There is far too
much or far too little
information about
each source.
4
Most annotations
demonstrate an
understanding of
the source’s
purpose and
relevance.
Most annotations
include an
explanation of a
source’s purpose
and relevance, but
too much of the
writer’s opinion is
present.
Annotations are
primarily the
student’s original
claims instead of
the sources’
claims.
The annotations fail
to demonstrate the
student’s
understanding of the
source material.
4
The assignment meets
all APA guidelines for
title page, citations, and
references.
There are some
minor formatting
errors, but they do
not cause
confusion. There
may be a missing
citation.
Mistakes in APA
formatting of
references or
citations cause
confusion. There
may be several
missing citations.
The assignment
includes citations
and references but
does not follow
APA guidelines.
Serious errors in
formatting
demonstrate a lack
of understanding of
citations and
references.
Assignment is
plagiarized.
4
The paper has very
few, if any,
grammatical errors.
There are repeated
but minor
proofreading or
sentence-boundary
issues. All of the
points are clear.
Some sentences are
unclear due to
grammatical or
mechanical errors,
but the main points
are clear.
More than one
main point is
unclear as the
result of
grammatical or
mechanical
mistakes.
Grammatical and
mechanical errors
make the
assignment difficult
to read or
understand.
4
All research
requirements, both
quantity and variety,
are met.
Each annotation clearly
explains the source’s
main claims or
findings. Each
describes, to an
appropriate degree, the
reasoning and evidence
that support those
claims.
Each annotation reveals
a keen understanding
of the source’s purpose
and relevance. The
essay includes the
required opening
paragraph(s) reviewing
the first essay.
1/20

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