Good afternoon, This request is for Dr. Frank and I am proposing 40.00 if he will accept and if it can be done by tomorrow night please? It's just a few questions.

Please see the attachment for this one.

1. Thank you for your conceptual framework. Have you made revisions since sending this version? Do you revisit your writing to see if you can make improvements? Have you asked friends and colleagues to review your work to receive their thoughts? I did talk to a few of my coworkers about toxic leadership and they love the idea and agree with me that it does exist and that usually nothing is done about it and are allowed to stay with the company or organization.

2. Discuss the scope of our project, toxic leadership and employees specifically focusing on what your project is and is not.  What external limitations govern your study?  What limitations (delimitations) have you, yourself, placed on your study and why?

Dr. Frank, I simple want people who are in leadership positions to do better when it comes to their employees. There are a lot of managers and supervisors who are not good at managing people and actually cause a lot of anger, resentment and people not wanting to come to work. A workplace should not be stressful in my opinion. Just because a person has a title, it doesn’t mean that one can disrespect their employees, show favoritism, etc. Can you add a few more things to this for me?

3. I said, my only weakness of my proposal is that for the introduction and background parts, the proposal focused more on improving performance in organizations but avoided much detailed information on how toxic leadership reduces performance which was the original aim of the dissertation.

Have you started working on improving your weaknesses? I’m stuck and don’t know how to answer this question.

Dr. Frank,

My selected research methodology is a questionnaire that involves the researcher developing a list of required questions when collecting respondents information. The questioners can either be open or closed, where the closed questionnaires have definite answers that the respondents have to select, most normally including yes or no answers. In contrast, the open questionnaires ensure that the respondents do not have limited options or thoughts they can give to the researcher. However, the open questionnaires are relatively difficult and time-consuming to analyze compared to close because they have different opinions that have to be classified differently. However, open questionnaires could provide more information to help any gaps.
Specifically, I am considering using the MSQ (Minnesota Satisfaction Questionnaire) to assess how much employees are satisfied with their jobs. If an employer is toxic, the employees are likely to be less satisfied with their workplace. One of the reasons I may choose the questionnaire is the respondent's confidentiality, since people are not required to write their names or personal information on the questionnaire. The information provided will not be used as retaliation against them, if they give negative information if they feel that their leaders are toxic. An interview methodology would be prone to privacy leaks because someone may overhear the information being provided by respondents.
Secondly, the questionnaire method will be more convenient for employees. They can take the questionnaire forms and fill them out during free time or at home. I am also considering electronic questionnaires, which can be filled out at home. Unlike interviews where most employees would hurry to provide me with information that could leave additional gaps in my study. An alternative method that would be used to research the effects of toxic leadership on employees is reviewing secondary data sources. However, this would not be effective when it comes to my hypothesis, since a lot of the studies may be too old. They may not provide me with current issues relating to toxic leadership.

Thank you for your post. Based on your post, I believe you will be conducting a quantitative research. Do you agree?

All,

The scope

In today's world, the efficiency of the human resource department is one of the criteria used to determine an organization's competitiveness. Thus, companies should acquire the right employees and equip them with the necessary resources to perform their duties. It includes providing them positive environment to undertake their duties efficiently. Employees are also required to have emotional stability and peace. Therefore most employees are likely to leave organizations where they feel that the leader has too much power and control over their affairs. Employers need to understand that humans cannot work like machines where they issue instructions and prompts while expecting excellent work at the end of the day. There is a need to involve the employees when making organizational goals, milestones, and plans therefore reducing the leader's dominance and control over the employees.
Limitations

The study did will not investigate all predictors of toxic leadership and employee productivity. Future researchers should test all of the other variables that were left out. From research, I looked at articles on how the employer's attitude toward their employees would affect the organization culture and productivity. 

Toxic leadership leads to high turnover and reduced productivity among employees. Future research recommends that employers seek to understand how employee productivity can be motivated through extrinsic measures like promotion and salary increment while holding other variables like leadership style constant. Secondly, future researchers should clarify the effective use of different types of leadership skills in promoting productivity among employees. Since using great styles like transformation and transactional leadership may not yield results, leaders often apply autocratic styles.

Delimitations.

The study will include data from; peer-reviewed articles, journals, books, government publications, and reputable organizations that analyze the research questions. In addition, it will also include data from interviewing different employees. The results from this study can be generalized in any modern and competitive organization. The major delimitation is that the author does not consider directly seeking employee feedback through questionnaires. 

Secondly, the author focuses on people who have worked in the companies within the United States which could be a delimitation if I wanted to know about toxic leadership in other countries because most companies are going global by exploring new countries. It is not possible to generalize the results from this study to all countries since situations, behavior, and working conditions differ; where some countries believe that a great leader should be ruthless and dictator, unlike the United States.

His response: Thank you for this post. Have you revisited these items since April 5th? I’m not sure why he is asking me this?