When you scroll throughout you'll see some of the authors not on the list. Match the sources up to the sources on the document that is attached. Then fix page 8 (the reference page) with the updated...

When you scroll throughout you'll see some of the authors not on the list. Match the sources up to the sources on the document that is attached. Then fix page 8 (the reference page) with the updated sources you’ve changed the bold black source from to the new ones.

Write an abstract that talks through the outcome, and make sure it is addressed in the paper. #5, Assess existing research and practices and design, conduct and interpret research to contribute to the theory and practice of leadership within one’s discipline and in interdisciplinary, multidisciplinary, or transdisciplinary contexts.

Looking at data collection section starting on page 5: needs to be strengthen. Test questions and graph, and how it is testable data as well. See the instructions and readings below for more information.

Make sure the document highlights the testable question.

What is Leadership Development and Social Capital: When you scroll throughout you'll see some of the authors not on the list. Match the sources up to the sources on the document that is attached. Then fix page 8 (the reference page) with the updated sources you’ve changed the bold black source from to the new ones. Write an abstract that talks through the outcome, and make sure it is addressed in the paper. #5, Assess existing research and practices and design, conduct and interpret research to contribute to the theory and practice of leadership within one’s discipline and in interdisciplinary, multidisciplinary, or transdisciplinary contexts. Looking at data collection section starting on page 5: needs to be strengthen. Test questions and graph, and how it is testable data as well. See the instructions and readings below for more information. Make sure the document highlights the testable question. Application Assignment The application is a TEAM assignment. Teams should work through all sections of the assignment together, using team meetings to discuss the thinking and research thinking required for each section. Review the literature provided on social capital and develop a 12-15-page paper in which you present an argument for the quantitative component of a mixed methods research study. Your paper needs to include an abbreviated Ch 1 (purpose and context for the research), an abbreviated Ch 2 (a brief narrative about the literature which forms your conceptual framework – i.e., the key concepts/constructs), and a full Ch 3 (An expanded methods chapter including your argument for the mixed method research methodology, design, method, and data analysis as well as procedures for addressing ethical and rigor issues). DEL 805: Quantitative Research Page 8 of 15 DOCTOR OF EXECUTIVE LEADERSHIP Your paper must have the following elements: • Chapter 1 o Your purpose for conducting the research. Include your personal and practical goals o Contextual narrative for the proposed research o Your research question (here also elucidate your intellectual goal) • Chapter 2 o Brief narrative about the key themes from the literature as it relates to your research o The key concepts which your research questions studies – your conceptual framework describing the relationships between those key concepts (You may choose to include a basic diagram of your conceptual framework which identifies the concepts and their relationships, but the diagram does not replace the narrative.) • Chapter 3 o Rationale for the mixed methods methodology (i.e., the philosophical grounding for the quantitative component) o The argument and description of the type of mixed methods design for your research question (Remember to provide your argument for why that is the optimal design of choice – not simply use the literature to tell us what that particular design is.) o Describe the “researcher’s stance” o Describe how and why you would select your population as well as how you will solicit and obtain your sample (participants) for the research o Include specific details on how you would collect your data o Include specific details on how you plan to analyze the data (e.g., Do not simply identify a specific statistical test.) o Address potential bias and how your data collection and data analysis methods will minimize that bias. o Speak to how your study addresses validity and reliability for the quantitative element. Based on your paper, prepare a 10-20-30 power-point to be presented by the team during the last week of the course. The application assignment requires submission of both the ppt and the full APA formatted paper with references (not simply using the notes section of the ppt). 2 Leadership Development and Social Capital Chapter 1 Introduction In recent years, corporations have spent many resources on leadership improvement, focusing on strengthening specific leaders' capabilities. With conventional leadership developing concentrating on advantages acquired through individual leadership skills, there is a change in emphasis that extends the development lens to offer extra attention to the associated setting where leadership occurs (Day and O'Connor, 2003). This study analyzes the existing approaches and underlying assumptions, and concepts behind leadership development and social capital available to individuals and organizations. To achieve this, we concisely need to review the discrepancies between leadership and leadership development and social capital theory and its ties to leadership. Leadership generally recognizes as using authority to promote engagement in delivering defined objectives (Yukl, 2006). The leadership method includes the leader's character and behavior, the understanding of the leader by the follower, and the circumstances in which the synergy occurs (Antonakis et al., 2004). While attributes play a part in leaders' success, leadership often requires a collection of abilities and habits that can be acquired (Kouzes and Posner, 2002). McCauley (2001) identifies the following leadership development elements: (1) the developmental activities that include learning possibilities. (2) Personal education familiarization, including one's abilities, knowledge, and motive. (3) the organizational help, like incentives for developmental profits. Leadership development is essential because it helps organizations improve the bottom-line financial achievement, draw and retain employees, drive strategy execution, and increase navigating change success. In the efficient operation of modern economies and stable liberal democracy, social capital is critical. Leadership development includes developing the company's skills and its stakeholders (McCauley, 2001). Nevertheless, integrative approach, leadership learning develops social capital helps people learn how to interact with others, plan their activities, organize responsibilities, and develop developed social systems through using self-understanding to social and organizational imperatives (McCauley, 2001). Social capital is the goodwill to people or groups (Adler and Kwon 2002). Its origins lie in the form and substance of the social ties of the actor. Its impacts stem from the knowledge, power, and solidarity that it offers possibilities to the actor. As such, it lives in the strong connections between individuals where "trust, mutual understanding, shared values, and behaviors connect the members of human networks, enabling cooperative action" (Prusak and Cohen, 2001). Because social capital is in relationships, it lives within and outside organizational limits. From within, we see two types of interactions, those between leaders and supporters and those between units of work. The company is far more profound than a machine from this perspective; it is an existing community as individuals participate in shared concerns that establish trust and reciprocity norms, communities seen to generate social capital. Community development takes place as individuals unite to share allotted objectives, obligations, or desires. The resulting interactions between community affiliates and creating a safe, trustworthy environment promote knowledge and information exchange. Social capital has several potential effects, including developing higher gross domestic product and growth and promoting a more productive working labor market. In the modern era, it is essential to be aware of the social network and its significance in collecting information, building change, acquiring resources, coordinating activities, and providing personal career development help. Therefore, this study aims to answer how individual relationships, coordination, and commitment affect social capital build through leadership development. Leadership Development and Social Capital Chapter 2 Social Norms Social norms present a form of natural social regulation that removes to more structured, and standardized legal disciplines. Social measures are usually unwritten, however widely recognized, formulas. They determine what response types anticipate in a given social setting and what sorts of behavior are valued or socially accepted. Proactivity-A sense of personal and mutual effectiveness implies many concepts. The creation of social capital includes the active and voluntary involvement of people in a participatory society. This concept is somewhat unconventional from the reception of assistance, or even human rights, to the receipt of assistance, although they are undoubtedly significant. Social capital relates to people as producers, not victims. The commons- Consolidated impact of trust, networks, standards, and mutuality produces a robust society, with mutual possession of resources identified as 'commons.' As long as the society is stable, it addresses the opportunist's problem who can exploit the community resource without contributing to it. The short-term self-interest of each, if ignored, would overuse the shared resource and, in the longer run, would be damaged. Only if there is a transparent culture of trust, reciprocity, and successful natural social penalties upon 'free-riders' can the commons be sustained momentarily and for the good of all (Putnam, 1993). Trust-implies the eagerness to take chances in a social setting. We behave in this way based on trust that others will act as planned and respond in mutually benevolent ways or that others will not harm.  Appreciating Diversity-Diversity is a provided and cultural consciousness in a global economy that is important. Diversity is a mixture of people whose diverse cultures, types, experiences, values, and beliefs can be strengths of individuals, organizations, and societies in which we live. It is more important than ever to accept diversity and acknowledge its many positive achievements. Shared leadership- motivates each individual to take on a position of leadership in a field in which they are most proficient. It is a collaborative approach to sharing duties; it encourages collaborative decision-making, partly based on trust, emphasizing continuous development and progress. Experts may be divided into team leaders' teams, dispersing power and authority rather than depending on a single position to lead. Each individual's experience utilized, allowing them to demonstrate personal strengths. Conceptual Framework: Day (2006) analyzed the literature on leadership development of the late twentieth century through three different contextual lenses: · a conceptual context in which he separated leadership and leadership development · a context of practice in which he examined state-of-the-art organizational development work · a context of study in which he summarized recent studies with implications As valuable as that approach was, how he stressed the importance of improving social and human capital in organizations was the most critical aspect of Day's work for the current review. Day (2006) goes out of his way to explain the distinction between leadership development and leader and between human capital and social capital. Based on a disassociation between leadership development practice and its scientific basis, Day outlines that some words wrongly demonstrates proper usage. Traditional leadership conceptualizations (e.g., the theory of transformational leadership) emphasize the individual leader, and early leadership research aimed to define qualities, talents, and behaviors common to influential leaders (Day, 2000). In human resource terms, training programs aim to enhance specific individual-level skills and abilities, more correctly referred to as leader development programs or "development of human capital." Leadership growth, then, refers more accurately to programs designed to enhance a group, organization, or community's collective leadership capacity. Such community capacity generally correlates with Social Capital in the literature. In distinguishing between the individual and social aspects of leadership growth, the following analogy is useful (Day, 2000, p. 584). Programs covering only individual talents and skills refer to as leadership development programs. Leadership development programs should be considered programs that improve organizations' mutual leadership ability without discussing individual skills and abilities. However, it is likely