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BUS 501 Business Communications
This paper will be discussing the short-term advantages of toxic leadership, and the long-term disadvantages of it. Abusive and stern behavior when it comes to leadership might get the work done for the time being, but it can cause issues in the long run. There are going to be people on both side of the pole in fact, there are studies in favor of both cooperative and toxic leadership styles. However, research has proven that at the end of the day employees working under toxic leadership would eventually want a more cooperative leader in order to stick to the job.
Table of Contents
Toxic Leadership.....page 4
Study Proving Toxic Leadership is Harmful...................page 4
The Same Study Proving Toxic Leadership to be Beneficial..page 7
Balancing Home and Work Life..page 8
Opportunities of Advancement..page 10
Employed under a merciless boss...page 11
Go All In Culture.page 13
When an abusive and rude person is placed as a leader in an organization, initially the employees get intimidated. This pressure and fear of the employees lead to the work getting done on time (Garrard, Garrard Barlow, 2018). When a person looks at this from a short-term perspective, it might seem like a good way to get the work done, but it can prove to be harmful in the future. We all have or will encounter such kind of leader and to detect them can be difficult at first. The thing to look at is the working culture and environment of the organization. As toxic leadership does affect the working of an organization and its working environment, it must be kept in mind that there are many organizations having different sorts of leadership and workforce. Organizations and business must be made relevant to the fact that short term planning and achieving goals that are short-lived and have low benefits for the working is not going to help it achieve complete success. Success cannot be achieved in a short period of time as it requires time and patience with highly qualified leadership and management. Many factors come into play while discussing the success of a company. The most basic of all is the working culture. It will be reflected here how a working environment of any business or an organization is very important and what are the norms that a leader follows.
Study Proving Toxic Leadership is Harmful
A consulting firm Life Meets Work exposed that around 68 of the employees who were working under a boss who was self-centered and abusive, expressed that they no longer felt productive. Apart from that, the efficiency, in the long run, was quite low. The rest of the 35 of the workforce, which was working under a more cooperative boss showed that the deadlines were being met as well. The employees were working calmly but meeting deadlines. Another plus was the fact that the productivity level increased in the long run. 75 of people working under a toxic leader claimed that they would be leaving within the next year. While only 25 of the people said, they would stay. A research published its findings that toxic leaders have a very adverse effect on the working of an organization that can leave a permanent mark. Employees, as well as customers, are affected severely, and the organization fails slowly. Employees work in an environment full of fear under toxic and demanding leadership. Another research done by Bond University and the University of San Diego found that the corporate world has been seeing fare share or abusive and toxic leadership for many decades. Leaders turn out to be offensive and complete psychopaths in one out of five organizations. This problem puts up a massive toll on the lower hierarchy resulting in low confidence levels and little to no job security. These adverse experiences tend to make the workforce less motivational which ultimately makes their professional life worse.
A report was made public on a director of an IT company. Mr. Shetty was found to be abusive and toxic which made the life of the employees nerve-wracking. Though he was a known professional and received many awards, but his ethical behavior was dark and toxic. He will use his employees, and their hard work for his own benefits and hence will get the rewards for his own pleasure.
This toxicity in the corporate world has been around since the existence of the human evolution. Human nature is diverse and keeps changing over the time. A person can go from toxic to being loving and respecting. Similarly, a respecting and down to earth person can become toxic and abusive at any time of his life. There are no particular criteria of when a person can change as a whole because there is no system of check and balance on human nature. There are some who keep their eyes low and are down to earth their whole life, and the same goes for the toxic leadership. There are many studies on such kind of cases where leadership is using the employees for their own personal benefits and not looking after the needs of the workforce. All of us do come across such kind of leadership once in our lifetime. The nature of politics in the corporate world makes it harsher for a simple person to work with ease and satisfaction. The prospect of excelling and advancing in professional life is halted as toxic and abusive leaders tend to be a huge hurdle. Politics and discrimination have proven to be the reasons for this issue.
The most basic example that we can think of or read about is the army leadership. Having a toxic army leadership can be devastating for the entire country. Many countries have been under the influence of a toxic military leadership resulting in coups and total demolition of democracy. The whole nation comes under this leadership and ultimately faces serious consequences. The world and specifically the democratic countries do not see eye to eye with a dictatorial leadership. The world wars have been a prominent example of a toxic leadership. The main agenda of the toxic leaders were total annihilation and extending their area of influence. This resulted in bloodshed and distrust among many countries. Many more examples are present, and the history of the present-day world is full of such leadership. A touch of guidance for the watchmen of the organizations is to carefully define checks and controls for brief ID of dangerous authority conduct continuing in the association. It will render them some additional opportunity to mediate and help with reorienting those toxic leaders and chiefs. Maybe a couple of the identity and mentality tests alongside specialized evaluation could help better comprehend identity shade of the aspirant. This could spare businesses from future calamities. Notwithstanding rebuilding of some perspective at execution examination method could help up to specific degrees. A decrease of 48 of work effort was studied among workers under the influence of a toxic leader while the quality of work decreased by 38.
The Same Study Proving Toxic Leadership to be Beneficial
The same study shed light on the fact that the average time period people stayed under a toxic leader was longer. Around seven years being the average time span an employee lasted under an abusive boss. On the contrary, it was surprising that the average period an employee lasted under a more cooperative boss was lesser. It was for five years (Boddy Croft, 2016). The fascinating findings included how some people admitted on their own that they lasted and worked with an abusive boss longer than a kinder one. Toxic leaders do influence their workers in a negative as well as in a positive way. Some leaders do it for the benefit of the company and employees. To make a company a success and polish the employees so they can sustain hardships in the future. This is a common perception that harsher environments tend to make a person tolerant and reluctant to any harsh situation. This is termed by many employees as professional training and even toxic managers when interviewed have the same answer that it is for the benefit of the employees, so they can make their future more suitable when moving to other companies. This is to some extent true as having a toxic, and a psychopath boss in a first job can make things easier and bearable for a person who is soon joining another job where a manipulative leadership can be an issue.
While having a toxic military force can be a big issue, it can be fruitful as well but in the terms of defense. Some countries more specifically underdeveloped and third world countries are in dire need of a foolproof security in the present-day world. The security issues are prevailing in these countries and having a strong military is the only hope for these war-torn countries. Having secure borders, no securities is what they can only enjoy and having such kind of military can make the defense much better and stronger.
Many studies have shown that employees stay under the influence of a toxic leader much longer as this makes their professional life to grow. Facing hardships becomes easy and facing another toxic leader becomes a routine.
Balancing Home and Work Life
Many workers claimed that working under someone who is not very understanding can be very hard. It took a toll on their lives at home. Around 70 of workers claimed that they had conflicts in their life at home. When it comes to helpful and kind bosses, only 27 of people complained. The social life of employees is affected adversely under the influence of a toxic boss. The office timings, the sense of no job security, getting thwarted at in the office, belittling and many other things can make the life of a worker full of misery. This results in bad family relations and little to no social life. A worker can face any social and family issue, and they might be reluctant to share it with their colleagues and their managers just because of the presence of toxicity and politics. Politics in the corporate world is very common, and it has been observed in many articles that workers do not share their issues with their peers and managers because of the presence of a toxic leader. Getting mocked and defamed by toxic managers is common when an employee asks for leave or holiday because of the family issue. People tend to get depressed over their state of affairs at the office. Where the pay is good, but the environment is toxic, there prevails a sense of depression.
At this modern era, the concept of innovation prevails, companies are demanding ideas and new concepts so that they can make their company a huge success. The worker can only work if the environment provided to them at work can be in complete sync to their family and social life. It is true that companies do provide health and family benefits to the workers, but a proper environment is required for an innovative mindset. Many big companies and business have been in the limelight of innovation. There have been blogs and articles on such companies where the environment provided to the employees is so warm and welcoming that workers feel at home. There are many international bodies at present that are working for the benefits of the workers and employees and ensuring them a better future. Private as well as public organizations along with their leaders, managers, and governors must be held accountable for in such cases of toxicity. They should realize that their companies and businesses are advancing because of the work and sheer determination of the workers. Without them, their companies cannot prevail, and a total and social boycott can leave them in shambles. Professional and personal life of a worker must be balanced out, so they can work and perform their duties with perfection. Customers also get a hint of what company norms are and how the company workers are being treated. Having a good reputation in public is what an organization strives for and having a toxic worker, or a toxic leader can put a companys reputation in the dirt. Having a balanced family and work life helps workers to be more productive and innovative. Following points are to be considered
Working hours to be flexible and less hectic
Professional tools for making work time easy
A complete set of holidays
Availability of paid leaves
Opportunities for Advancement
A large number of workers complained that working under a self-centered person reduced their chances of better opportunities (Anninos, 2018). More than 80 of employees told that they could not garner better chances in the corporate world because of the name they were attached to. Hardly 8 of workers complained that they had issues with a good boss. A workforce under a toxic boss is very common nowadays. Feeling of now job security and no prospect of advancing professionally is getting common these days. With higher rates of unemployment, people tend to go for any opportunity they might get and even work under a toxic boss. This further makes the professional growth of a worker limited. The fear of unemployment keeps the worker under the umbrella of toxic leadership and thus tends to make poor decisions which make it easy for the leader or manager to belittle him in front of other employees. There have been many such scenarios of discrimination in the corporate world where the hard work of many workers was never recognized, and they were left all ignored.
Working hard and not getting rewarded for is a familiar concept as toxic leaders do take all the credit unethically and unrightfully. Workers with no job security keep on doing all the hard work without complaining under a toxic leader. We all face this issue at our workplace where there is no recognition of the hard work we do. Under a toxic leadership, workers motivation dies, and the sheer will of advancing dies as well. This accounts for not leaving the job and giving up on their dreams of success.
Where there are toxic leaders and managers, there are toxic workers as well. The thing that hurts the motivation and future opportunities of ethical workers is that toxic workers get rewarded and get paid at the same time as others. This working standard is questionable at all forms as of why the toxic managers much more appreciate the toxic worker and get rewarded more often than nontoxic workers. These such kinds of practices and toxicity spread all around the office in days. Every worker starts getting influenced and the nature changes from down to earth to manipulative and politicizing. Making a work environment full of negative emotions, managers and workers with their toxic behavior make the life and satisfaction of other workers worse. The company fails, unemployment prevails. There are many leaders who are toxic in the sense that they want things to get done in time and are very inflexible about this. Their rudeness and arrogance make the workforce less creative and low on energy level. There is no concept of innovation under such a leader and taking risks by trying new things and taking different paths is avoided by such leaders. They do their work only under the sheer pressure of their boss which results in less innovation and low-quality work done. Workers feel no pride in doing their job and only are present at their seats, so they can get paid and go home. This provides for the reason of little to no advancement in professional life. Such toxic leaders are not involved in employee training and not cherishing their values is one of the characteristics of a toxic leader. Toxic managers and leaders draw out the most exceedingly awful side of us by influencing us to trust that we worth their poor behavior. They are regularly unusual by the way they will respond or treat you, and that sort of sporadic conduct makes it difficult to feel positive about your very own capacities.
Employed under a Merciless Boss
It might come as a surprise but working for a cutthroat boss is very common. More than 50 of the people working complained of having a boss who was not very understanding and demanded work that could not be done in the given time (Edwards, Schedlitzki, Ward Wood, 2015). It has become a regular occurrence that harsh bosses exist. Nowadays, finding a good boss would be harder than a toxic boss. This because people are getting hired in many harsh environments and the factor of unemployment tends to make the most of it. People are looking for doing any job they can even if the leadership is toxic. Recognizing that a manager is toxic, and manipulative is not as easy as it sounds. Most of such toxic leaders are intelligent, manipulative, know their whereabouts, know how to deal with every worker with their charisma and with much time spent under their leadership, it becomes evident that a leader is toxic and it is too late to do anything about it. A sense of insecurity, feeling isolated, nervous and having no courage to face the unpredictable future, workers tend to work under such toxic bosses with or without any consent. This makes up most of the corporate world. Having such a toxic leader is never too easy as most of the result-oriented companies require such leaders and their unethical behavior and dark attitude is ignored. This is where the workers feel helpless and have no choice to make for their future prospects. Working for a company that provides benefits, but the environment is toxic is where the efforts of workers are put to rest, and hence, they unwillingly work under such toxic leaders.
There is a ray of hope in all of this. As we all know that there are no such shortcuts for achieving success and in the long run, toxicity will only hurt the company. Though the benefits of having a witty toxic leader are present but they are short-lived, and it should be noticed and remembered that this behavior will not always prevail. At one point, business has to move on and to go through innovation businesses are aware of the fact that employees must be treated well so they can work effortlessly and innovatively to ensure company success. Working for a toxic leader can never be easy, and it can be dealt with at all levels. Individually as well as with teamwork, toxic managers, leaders, and bosses can be dealt with. Managers and workers can deal with a toxic leader face to face and come up with a solution to make the environment more professional and welcoming. This transformational process will be a difficult task and take a lot of time but it the end it will help to make the working environment much better. Communication will prevail, and slowly the behavioral changes will come intact. This will work in the betterment for everyone at the organization and will help to achieve company goals more efficiently.
Go All in Culture
It was also found that the organization that believed in the term Go big or go home were the ones, which had a more demanding boss (Seago, 2016). This kind of culture actually demands a leader to be robust with the workers in order to reach the required goals. Leaders are the driving force who leads a company to huge success. Leaders are the one making decisions for the working of an organization and how to make up the working conditions of that organization. If a toxic leader is making decisions, he or she will most probably make a decision that is beneficial to him. He will not reflect on how these decisions will hurt the business and how the lives of the workers will be affected. He will think of himself and will proactively spread the benefits of shortcomings. The goals are focused on the benefits of one individual and some for the company. These toxic individuals have no moral grounds and take unethical steps that hurt the working of the entire organization. Achieving short term goals is what they prefer, and ultimately, they are recognized by the executives as effective leaders.
Working in such a culture of despair is hard for employees. Under such a leadership, their motivational level is highly decreased, and they feel insecure about their work. The basic culture of the organization is affected which makes employees unsure of their leaders and managers. They cannot complain about their issues or share them with colleagues. If this issue prevails and not taken care of, then this culture will prevail. Replacement of toxic leaders will be more toxic leaders. One of the traits of toxic leaders is that they ensure that their replacement will be more toxic and eviler. The culture of toxicity in an organization will only result poorly as the workforce might revolt and cause havoc. Military leaders are the prime examples as it has been seen in the past that a harsh and toxic military leader will nominate a toxic leader after his retirement. This is a fundamental concept in almost every organization whether private or public. There are no checks and balances for such a system of injustice. Taking proper actions against such leaders and that too by the organization itself is what is required to send a message that the organization values the concept of respect. Give respect, take respect is what organizations should strive for. The notion of Go Big or Go home is a professional one and that is what each employee strives for, but it does not mean to hire such leaders who can get the job done. A. Padilla et al. have suggested that a toxic leader does not make the working of an environment toxic, but it is the toxic workers and the environment that helps toxicity prevails.
In a study made by W. Bennis, it was concluded that toxic workers and the follower of a toxic leader make the working of an organization noxious. While a study suggested that workers who ignore or keep working under a toxic leader are only tolerating because of some personal gains and benefits. Companies giving benefits and paying hefty amounts to workers, do expect them to work more efficiently and professionally. If a low-level worker can be held accountable for his actions, then a proper setup should be present for leaders and managers that can hold them accountable for their actions. Ina toxic environment, managers, cannot bring about innovation out of their workers. Full utilization of workers becomes more difficult as the culture becomes toxic under a toxic leader. So, in order to achieve complete success and innovation, organizations need to make services provided to the workers much more appreciable and reliable. Of course, the system to check and balance must be maintained for all workers and for managers and leaders as well.
Detoxifying the leaders
The employees working under the influence of a toxic leader may end up being the best judge and identifier of the harmful conduct of the leader. Subsequently, a 360 execution and identity assessment of such leaders is requested by the official tutors. They ought to minutely screen and guarantee that a dangerous leader association with followers earn a solid place in the organization. Additionally, inviting and bother free objection windows and whistleblowing ought to be energized for any wrongdoing in the association. When lethal administration practices have been uncovered, perceived and the proper move made inside the association, such exercises scholarly can turn into a necessary piece of the determination or advancement process for future leaders.
In some cases, such conditions emerge in associations when a decent and hard worker is step by step presented to a high-hazard zone of development of lethal and toxic attributes. It is a high-ready circumstance for the HR management. History is overflowing with instances of associations dying to their forceful and recursive arrangements that focus just on the upsurge of budgetary numbers. There have been many instances of organizations who started with such good policies and procedures that these companies were reaching glories and success but slowly with their policies changing and having the influence of toxic leaders and managers, these companies perished. The scandals of Lehman Brothers and Enron are famous. Different strides to produce a remedy of toxicity and toxic practices are relational and specialized expertise improvement preparing programs. Just fixing dangerous and toxic conducts could be too pitiful a stage to determine the grave emergency associations experience. Legitimate verbal and strict composed admonitions to the disturbance makers ought to be raised from the fitting experts on time. In the event that associations do not have components to screen harmful initiative practices, they can look for expert mediation from external instructors for helping the people in question and furthermore correcting the toxic leaders.
After facing toxic managers and leaders, it must be ensured that such kind of leaders does not jump up in the future. In any case, before joining any organization, it should be made sure that the organization is treating representatives in a benevolent and fitting way. Naturally, characterize the practices that will not go on without serious consequences and consider them responsible for a turnover. Careful observing and powerful arrangements can alone dispose of a tremendous level of the danger of toxic practice improvement in an association. The last alternative accessible option available is after the mediation and follow-up period to let go of the leader who was the main cause of spreading toxicity.
The Cooperate sector is becoming more ruthless by time. It is important that a less toxic environment is created for employees to be more creative. This concept of toxic leaders in killing the little creativity that the workers have. Organizations need to work on reducing this environment so that the workers can be retained, and productivity can be reinstalled. But thankfully, according to Walter F. Ulmer, around 50 of the leaders in the corporate world are not toxic or are open to changing their toxic behaviors while around 10 are toxic in the business sector. Entire working of an organization is based upon the decisions of the leader. The ray of hope is still there people are more welcoming and understand the nature of advancement and the competence the present-day world has for the organizations. Only an innovative organization can achieve success in such harsh conditions of competence, and this can only be done if the working environment of a company and its culture are based upon the concept of respect.
Garrard, P., Garrard, Barlow. (2018).Leadership Hubris Epidemic. Palgrave Macmillan.
Boddy, C. R., Croft, R. (2016). Marketing in a time of toxic leadership.Qualitative Market Research An International Journal,19(1), 44-64.
Anninos, L. N. (2018). Narcissistic business leaders as heralds of the self-proclaimed excellence.International Journal of Quality and Service Sciences,10(1), 49-60.
Edwards, G., Schedlitzki, D., Ward, J., Wood, M. (2015). Exploring critical perspectives of toxic and bad leadership through film.Advances in Developing Human Resources,17(3), 363-375.
Seago, J. (2016). Toxic leaders, toxic culture internal auditors can identify unhealthy behaviors that may undermine the organization.Internal Auditor,73(3), 28-34.
BUSINESS AND MANAGEMENT
Running head BUSINESS AND MANAGEMENT
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