the effects of employees’ perception of their manager on their motivation to achieve performance goals.

Order Description

Provide an abstract of the senior project paper, which is a brief summary of the content of the full paper. It may include the purpose, hypothesis, methodology, and significance of the study or project. Some phrases or words are “abstracted” from the main body of the proposal and so, some repetition is acceptable. The length should be less than one page (usually a half page or about 350 words). The abstract is usually included on a separate page, although it is often acceptable to have it on top of the first page of the proposal. It should be single-spaced (all other sections of the text should be double spaced; table of contents, references, and texts inside the tables should be single-spaced). It is a good idea to write an abstract after all the other sections of the proposal are completed.

Chapter I: Introduction
Two most important things in the introduction section are the purpose and significance of the study.

Statement of the problem: (Statement of the need): What is the (social, administrative, or management) problem that will be studied? If no specific problem will be addressed, some basic information about the topic can be provided in this section.

Purpose of the study: This section begins with “The purpose of this study is ….”

Hypotheses: Express the hypothesis in the research hypothesis format (not in the null hypothesis format). Directional hypotheses are preferred. Each hypothesis should indicate the dependent and independent variables. Limit the number of hypotheses to 2 or 3.

Importance (significance) of the study: Why should we care about the topic? Why is the study important? (Is it because it solves some real world problems? Is it because it adds new pieces of information to the existing literature?)

Definitions of terms: Defines unusual terms and phrases (this is an optional section and it may go to an appendix, if necessary).

Delimitations of the study: This section defines or narrows the scope of the study by explaining what will be studied and what will NOT be studied. In most cases, we cannot study all aspects of a topic because we do not have enough time, energy, or technical skills. So, we delimit the scope of the study by focusing on only one or more aspects of a topic. For example, assume that we plan to study the issue of quality of life. We may state that we will study the issue of quality of life only in terms of social relationships (excluding the financial, health, and other aspects of quality of life). Then, we are delimiting the scope of the study. We may also delimit the scope of the study by defining or narrowing the study population. For example, we may state that the study will deal with the issue of quality of life only among the senior citizens in one city. This way, we are delimiting the scope of the study to the population of senior citizens in that city.

Chapter II: Review of the Literature
This chapter presents an organized review of the relevant literature. The review should explain the current status of the literature on the topic. The most important item that needs to be included in this chapter is the review of the studies that support the respective relationships in the stated hypotheses. In the process of presenting the studies that support the hypotheses, we may also present some studies that contradict the hypotheses. It is best to organize the literature review around the research hypotheses (or around the dependent and independent variables). A suggestion is to identify the relationship being tested in each hypothesis and using these as the sub-headings. The last part of this chapter should clearly explain why/how your study is different from the existing studies that are reviewed in this chapter. We need to review a minimum of 5 scholarly articles that are written on the chosen topic.

for the Hypothesis part here they are use these ones.
1. Employees who perceive their manger as a leader are more likely to be motivated to achieve productivity related performance goals than are employees who perceive their manager as a manager.
2. Employees who perceive their manager as a leader are more likely to be motivated to achieve work quality related performance goals than are employees who perceive their manager as a manager.
3. Employees who perceive their manager as a leader are more likely to be motivated to achieve relationship related performance goals than are employees who perceive their manager as a manager