Resources:

Leadership Training Program

Buron, McDonald-Mann, Buron, Raoul J, McDonald-Mann, Dana, & Center for Creative
Leadership Staff Content Provider. (2011). Giving Feedback to Subordinates (J-B CCL (Center for
Creative Leadership)). Greensboro: Wiley. book discussing about the importance of effective
feedback from managers and leaders in developing an employees full potential and improved
performance at work, this source may be used in discussing Pitfall No. 2

Panaccio, A., Henderson, D., Liden, R., Wayne, S., & Cao, X. (2015). Toward an Understanding of
When and Why Servant Leadership Accounts for Employee Extra-Role Behaviors. Journal Of
Business & Psychology, 30(4), 657-675. doi:10.1007/s10869-014-9388-z article discussing
how servant leaders motivate followers to engage in behaviors that go beyond their
contractually defined obligations in the employment relationship, this article may be used in
discussing Pitfall No. 6

Kirkpatrick, Donald L, Grote, Dick, & MyiLibrary. (2006). Improving Employee Performance
Through Appraisal and Coaching. NY: AMACOM. discusses about how to conduct effective
performance assessment of employees that help them improve and make them feel that they
matter, may be used in discussing pitfalls no. 2, 3 and 6

Indvik, J., & Johnson, P. R. (2012). THE ELEPHANT IN THE LIVING ROOM: FAVORITISM IN THE
WORKPLACE. Allied Academies International Conference.Academy of Organizational Culture,
Communications and Conflict.Proceedings, 17(1), 13-17. Retrieved from
https://csuglobal.idm.oclc.org/login?url=https://search-proquest-
com.csuglobal.idm.oclc.org/docview/1272101628?accountid=38569 provide tips in order to
reduce favoritism at work

Wilson, C., & Foltz, J. (2013, Aug). LEADERSHIP COMMUNICATION SKILLS: How to listen and be
an empathetic leader. Feed & Grain, 52, 26-33. Retrieved from
https://csuglobal.idm.oclc.org/login?url=https://search-proquest-
com.csuglobal.idm.oclc.org/docview/1441702996?accountid=38569

Burtis, J. O. & Turman, P. D. (2010). Figure out how to communicate effectively. In Leadership
communication as citizenship: Give direction to your team, organization, or community as a
doer, follower, guide, manager, or leader (pp. 119-138). Thousand Oaks, CA: SAGE Publications
Ltd. doi: 10.4135/9781452230375.n6

Zenger folkman reveals the vital importance of managers giving positive feedback. (2017, Mar
20). Business Wire Retrieved from https://csuglobal.idm.oclc.org/login?url=https://search-
proquest-com.csuglobal.idm.oclc.org/docview/1878832792?accountid=38569
Additionally, Zenger Folkman was able to analyze the leadership effectiveness of
these managers based on the type of feedback they would give or avoid and the
effectiveness of their subordinates. They found that a manager who completely
avoided giving positive feedback and gave only negative feedback was in the 37th
percentile of effectiveness. In contrast, those who gave both positive and
negative feedback were in the 54th percentile. The most interesting fact was that
the managers who avoided giving negative feedback and focused on the positive
were in the 55th percentile. Clearly, positive feedback can have a huge impact on
the overall effectiveness of subordinates

Reward and Recognition System

Hoole, C., & Hotz, G. (2016). The impact of a total reward system of work engagement. SA
Journal Of Industrial Psychology, 42(1), 14 pages. doi:10.4102/sajip.v42i1.1317 how reward
systems particularly in performance and career management are important motivators for
employees in the workplace

Milas, G. H. (1995). How to develop a meaningful employee recognition program. Quality

Progress, 28(5), 139. Retrieved from https://csuglobal.idm.oclc.org/login?url=https://search-
proquest-com.csuglobal.idm.oclc.org/docview/214740915?accountid=38569 provides
specific guidelines in formulating a recognition system at work

Craver, J. (2017). Vast majority of employers have employee recognition programs. Benefits
Selling.Breaking News, Retrieved from https://csuglobal.idm.oclc.org/login?url=https://search-
proquest-com.csuglobal.idm.oclc.org/docview/1908425784?accountid=38569 short article
but it might be useful in another factor that might be considered in creating a recognition
system, provides that the recognition system might falter if employees feel that their work is
trivialized or even insulted by inconsequential incentives or insincere gestures of appreciation.
Awards should be consistent with the employee's achievement and meaningful to the person
receiving it

Three things all business leaders should know about reward management. (2015, February 10).
M2 Presswire, p. M2 Presswire, Feb 10, 2015. according to the source, this is a newspaper
article

Kaur, S. (2016). Emerging Trends in Reward Management. Journal for Studies in Management
and Planning, Vol. 2, Issue 11, 323-326. Retrieved from
http://edupediapublications.org/journals/index.php/JSMaP/