Running head PEER REVIEW 1PEER REVIEW2Peer Revi.docx

Running head: PEER REVIEW 1
PEER REVIEW2
Peer Review
(Student’s Name)
(Professor’s Name)
(Course Title)
(Date of Submission)
After reading a paper on the organization problems in the
workplace, am going to write a critique review. from the
writer’s viewpoint, I will basically agree on the main ideas and
disagree with few of the ideas. Throughout the reading of the
article it is clear that Organizations face different problems, for
example conflict between employees and unorganized teams at
the work place. The writer identifies that the underlying cause
of problems at the organization is because of lack of open
communication, flow of information or even using wrong
organizational structure. In an organization the process of
identifying the main problem is not always the same, it should
be determined by research and questions like, what created the
communications gap between marketing and the rest of the
company. The many businesses compound problems are avoided
by proper communication on a clear chain command path
(Argyris, 2017). The arguments are driven through the issues
on the employment process. A keen reader will identify that the
management of the organization is the cause of the problems
around the organization.Comment by user: The author, did
discuss the main ideas well, the only thing that I highlighted

was the issue on the management replacement on which I had a
different opinion.
It is evident from the reading that the writer clearly stated the
organizational problems. Team problems were clearly stated
from the reading, teams must be dedicated to working towards
an agreed goal. Should they experience personal disconnect
with other team members, the team can become non-functional.
These issues often stem from management communication
breakdowns that confuse team and personal common goals.
Team leaders must offer constant feedback and foster
cohesiveness. When facing team issues, managers must
diagnose the problem and take immediate corrective action to
avoid more serious performance breakdown problems. The
author clearly shows how the discussion is logically easy to
follow as I have agreed from the above short of ideas.Comment
by user: The main team problems that were highlighted; trust
which is caused by poor leadership, large teams, diverse
members, lack of structure and clear process, unclear visions
and generally less concern for people in an organization.
From the reading, there was no greater understanding of the
problem; this is because the stated problems of the organization
simple without a wider discussion. This is practically on the
discussion of the organization-wide problems. The writer did to
show how employees or team’s personal problems on the
organization can expand that problem to being organization
problems if appropriate changes are not taken into place. The
breadth and the depth of the authors that was brought to the
discussion is that many roads can lead to organizational
problems at the workplace. Successfully solving these kind of
issues, has to properly follow the proper management procedure
and the right kind of the advanced solutions. The first thing is
to manage and resolve the current known problem right away.
Second is learn the problem’s root causes, then address and
correct these kind of issues to avoid the repetition of the
problem Comment by user: Wider problems in the organization
include ineffective leadership. The author needed to have

highlighted that leaders need to convey the roles and purpose
clearly. They can fail by not defining a compelling vision for
the teams and not delegating.Comment by user: The inability to
resolve conflict is one of the roads that lead to problem which
was not highlighted in full by the writer. He should have
discussed how conflicts are common when a group of people
work together towards a common goal.
The concluding remarks from the writing message that was left
is that, an organization structure is only effective when the
entire company uses its management properly through creation
of departmental goals for the rest the rest of the departments. It
was clear that consultations should always be done properly for
the effectiveness of the organization. This I would agree was a
key important message. From the reading I would take away one
thing mentioned on new management introduction. It would not
be so much appropriate to introduce a new management in an
organization in place of the old and experience management.
Instead proper mechanism on how to correct the functioning
management should put. Although, I would agree with
argument; that doing away with head of the management means
an introduction of a new management. Comment by user: Also
clear process of conflict resolution
The other insights that I discovered are the ethical issues around
a job description. Companies that do not provide written job
descriptions for each position lack the good organization
because not only do the important projects fall through process,
and employees do not know who should be doing what (Pató,
2017). Also, loyalty with an organization is very important as
it the beginning of ethical procedures in the organization
especially in the rise of a problem. Comment by user: The
responsibility of compliance is the main topic that I come
across although not clearly stated. Ethical procedures should
have been briefly shown in detail
Finally, regarding the competency in the research writing, I
think that the writer should try to put all the main points on the
organization problem in one paper. This might be nice because,

it shows the respect to the reader who can find the results of the
reading in one place and will not bother themselves to look for
other pieces elsewhere. The writer appears to argue that all the
problems in the organization arise from the departmental level
which is true but other problems also may arise as a result of
wrong job descriptions and unethical practices.Comment by
user: Also the arguments in the paper is that it was effective,
the author stayed on topic and provided the right kind of
support I followed the resources used and they were legitimate
and were cited accurately and also they were current.
References
Argyris, C. (2017). Integrating the Individual and the
Organization. Routledge.
Pató, B. S. G. (2017). Formal options for job descriptions:
theory meets practice. Journal of Management
Development, 36(8), 1008-1028.
Running head: EFFECTIVE COMMUNICATION
EFFECTIVE COMMUNICATION 17
Statement of the Problem – Leadership’s Failure in Effective

Communication
Slyvan Green
GM599.01
Applied Research Project
May 14, 2018
Professor
Dr. Craig McCoy
Introduction
The purpose of this paper is to investigate and analyze a real-
world organizational problem. Communication is a dynamic and
complex process and should not be taken lightly. This is
because a large percentage of what happens in an organization
is depended on good communication (Luthra & Dahiya, 2015).
In any case, if communication were an easy subject, leaders
would not require many meetings to make a decision. However,
leaders hold many meetings to gain clarity on some issues that
affect their organization. During such sessions, effective
communication can make it easier for them to reach a consensus
while poor interaction may lead to wastage of resources as
leaders would have to participate in endless meetings to resolve
issues. Due to this, many organizations hire managers who are
capable communicators (Luthra & Dahiya, 2015). This is
because they believe effective leaders should have the ability to
persuade others, create value systems for the organizations they
work for, motivate their subordinates, and support teamwork.
According to Luthra and Dahiya (2015, p.43), communication
plays a critical role in a leader’s fate. Good leaders have to be
right communicators. Those who fail to learn the skill of
effective communication are either not made leaders, or when

they become leaders, they have a difficult time managing the
other employees. Most work in many organizations is completed
through teamwork (Luthra & Dahiya, 2015). Team members
need to communicate with one another to enable them to work
smoothly. A good leader should have the ability to inspire
subordinates to embrace the art of effective communication.
Those who communicate well are likely to get things done while
poor communicators tend to get stuck on issues and end up
failing to achieve the set goals (Luthra & Dahiya, 2015). As
such, those who intend to occupy leadership positions someday
must work on their communication skills. They must develop
the ability to be responsible for communication between
themselves and others. Therefore, becoming an expert
communicator should be the responsibility of everyone who
intends to become a successful leader in the future (Luthra &
Dahiya, 2015).
This paper will investigate a common organizational problem
that affects all organizations. It will address the issue of poor
leadership and how it can translate into ineffective
communication in organizations by carrying out a literature
review on this issue. The research will focus on practical
examples from several selected organizations. The findings of
this research will advance the reader’s understanding of the role
of leaders in promoting effective communication in
organizations.
Statement of the Problem
The statement of the problem revolves around how
organizational leadership needs to improve their role within the
communication chain and find solutions to re-enforce the
importance throughout the organization. The work that
employees carry out in most of the firms involves
communication. This could be communication amongst
employees, between employees and customers, between
management and the board, between the board and investors,
between employees and vendors, or even between creditors and
employees. Communication between any of these groups could

be verbal or written (Atwater & Waldman, 2008). At the same
time, nonverbal communication would also play an essential
role in influencing the success of oral communications.
Therefore, proper leaders understand the power of effective
communication to an organization. Due to this, they usually
take the responsibility to promote ethical leadership in their
organizations. It is important to note that right direction starts
with the leaders themselves (Atwater & Waldman, 2008). They
have to set a good example to their followers before requiring
the other employees to embrace the practice of engaging in
effective communication. Things usually go wrong in any firm
whenever the leadership of that particular company fails to take
responsibility for excellent communication. This effect may
occur in situations where an organization's leadership practices
ineffective communication which trickles down to the rest of
the workforce (Atwater & Waldman, 2008).
In most of the cases, the effects of ineffective communication
will be observable through failures. This could be the failure to
meet set targets, inability to meet deadlines, disorganization in
implementing organizational decisions, or a breakdown in a
firm's system (Keyton, 2011). All these failures represent
significant issues that arise when a firm has poor
communication. For example, if an employee is working on a
particular project but faces an obstacle that makes it difficult
for them to proceed, it is only prudent for the employee to
communicate such a challenge with their supervisor. If there is
excellent communication in a company, this becomes easy, and
the involved stakeholders work together to find a solution
(Keyton, 2011).
Effective communication makes it easy to identify solutions
since every affected person will be making contributions on
what they think should be done to eliminate the obstacle.
However, if the organization has a communication breakdown,
the employee will most probably not communicate well with his
manager. This could be because the employee could be afraid
how their supervisor may respond. Because of this, the

employee might decide to go ahead and do what they think is
best to manage the situation (Keyton, 2011). In some cases, this
could end up compromising the outcome of the project an
employee was working on. In such a case, the significant issue
might be an inferior product, a missed deadline, or a sacked
employee. However, the underlying problem is poor
communication. Therefore, organizations should be interested in
addressing communication breakdown or poor communication to
prevent significant issues which can be represented as failure to
meet individual goals (Keyton, 2011).
Intended Audience
The intended audience for this applied research product include
current leaders and future leaders. Current leaders refer to
employees who influence their workplaces. The current
leadership could consist of all managers, directors, supervisors,
and experienced employees whom organizations rely upon to
train younger employees. On the other hand, future leaders
include anyone who aspires to become a leader in the future.
This could include young employees or college students who are
about to join the workforce. This group of people is likely to be
interested in knowing how leaders can promote effective
communication as well as how leaders can be responsible for
effective communication.
Value to the Audience
This applied research project will promote greater
understanding of the communication challenge and how
leadership can fix communication problems in organizations. In
particular, this paper will highlight common barriers to
effective communication and what leaders should do to
eliminate such obstacles (Luthra & Dahiya, 2015). Some of the
obstacles include discussed will include lack of self-confidence,
lack of trust, inappropriate planning, and ignoring feedback
from subordinates, among others. It is worth noting that all
these barriers can be overcome when leaders become

responsible for effective communication.
A reader of this paper will understand how leaders can improve
communication. Following practical suggestions that this paper
makes will lead to effective communication in organizations.
For example, readers will know why it is crucial for leaders to
encourage feedback in organizations (Keyton, 2011). A leader
should support all types of input whether positive or negative.
In some cases, subordinates will only provide positive feedback.
This means they will only communicate with their leaders when
things are going well. This creates a significant problem
because operational efficiency in every organization relies
heavily on diagnosing challenges and finding a solution to
ensure everything moves smoothly (Keyton, 2011). Readers of
this report will know how to avoid such difficulties by doing
what is necessary to receive accurate feedback from employees.
For instance, leaders must explicitly tell employees that they
expect feedback. Subordinates should be free to provide
negative input without fearing repercussions. It is the
responsibility of a leader to welcome disagreements on various
issues. This makes direct reports free to communicate their
opinions and suggestions without worrying how their leaders
will react. Therefore, leaders should identify areas that require
feedback (Keyton, 2011). When an employee is communicating
feedback, a good leader should listen attentively and encourage
employees instead quarreling them for specific issues. The
effectiveness of how a subordinate receives input depends
heavily on the kind of interaction that a leader promotes.
Therefore, it the responsibility of a leader to watch employees
keenly for any nonverbal cues that might suggest they are not
comfortable (Keyton, 2011).
Meta-Analysis Methodology
Merely put Meta-Analysis is a powerful and useful research
technique in integrating and synthesizing existing empirical
studies (Swanson and Holton, 2005). The method uses
statistical approach to find the sum of a family of related

empirical studies with the purpose of seeing a relatable pattern.
The strength of meta-analytic research relies on being an
analysis of analysis whereas the researcher, and you can analyze
multiple studies, offer guidelines for future research, the ability
to reuse the method to refine and develop an existing theory
(Swanson and Holton, 2005). The weakness of using meta-
analysis lies in the potential for it to have a personal bias in
researching the findings due to interest, potential confusion in
mixing the studies and overemphasizing the effects of the
studies (Rosenthal and DiMatteo, 2001). Meta-analysis
researchers are not able to operationalize new hypothetical
notions past the variables and study aspects that have not been
encompassed in current researchers (Swanson and Holton,
2005). Another disadvantage is continuous from the noticeable
difference from the other studies. Lastly, the drawback of meta-
analysis is its dependence on an individual impact on many
forecasters on dependent variables.
Meta-analysis has a relation to the iterative approach as this
method can assist researchers in processing results in various
phases. The interpretation of an iterative approach to the
advancement of the research project is to activate changes and
modifications to the research project (Zimmerman et al., 2007).
The other application of this technique is that it ensures the
growth of the research, are discovering that the success of the
affecting version of the research project was executed correctly.
This practice is designed to end or enhance the quality of the
functionality of the research project. The idea is to present a
comparison in support of a broader point of view to be adopted
in both the applied research and the scholarly research of the
main issues. Qualitative and quantitative methods are part of the
holistic approach to applied and scholarly organizational
research. Organizational knowledge is birthed both for academic
purposes and for practical application, all aspects of human
experience. Each phase the researcher gets closer to unearthing
ideas; they can apply those findings to the study. The iterative
approach provides an assist to researchers in moving their

research along in each phase of the study.
As researchers, meta-analysis allows us to close the gap
between the advancement of knowledge through academic
research by learning enough about contributing to approaches
that help introduce understanding into practitioner decision
making (Lawler and Mohrman, 2011). Researchers should view
this as critical to dissemination and adoption of information and
use this knowledge can help close the loop in academic
research. Once the gap is closed, researchers can use the
theoretical experience to foster a more substantial influence in
organizational practice.
To investigate the real world organizational problem dealing
with ineffective communication, the emphasis should be placed
on finding several unbiased outlets such as peer-reviewed
academic journals that researched similar topics and ideas.
Taking that information, closing the gap and pinpoint areas of
constant focus such as failure in leadership or organizational
design can be finalized. This route also allows researchers, to
look at findings on a regional level or global to see if there any
similarities or differences in development, mentorship, and
communication trends. With meta-analysis, researchers can
analyze those each analysis and find patterns and then loop it
back to their initial point of research. Or in this case a research
project.
Brief Review of the Literature
In researching data, finding credible sources is necessary to
build a case for credible and unbiased intel. It is critical for
researchers to review their literature as they move forward in
their research and the topic that is being researched as those
who author the literature are often experts in the subject matter
(Adams, 2007). Often the author of a review or a piece of
literature will reference ideas and topic that are related to what
the research is chiefly working on. Also, these journals or
article will use ideas of other authors with the goal of
presenting various concepts and ideas from others who will

assist the researcher in finding impactful information to build a
case in that area of research. For this research, a review of
three peer reviewed pieces of literature is offered to help
reinforce the case that effective communication is a part of
leadership and it benefits the success of an organization if
effective communication is championed within the company.
At the start of this paper is was stated that the work that
employees carry out in most of the firms involves
communication. This could be communication amongst
employees, between employees and customers, between
management and the board, between the board and investors,
between employees and vendors, or even between creditors and
employees. Communication between any of these groups could
be verbal or written (Atwater & Waldman, 2008). To reiterate,
the statement of the problem revolves around investigating
ineffective communication.
The first peer reviewed article focused on a meta-analysis that
revealed positive relations between leaders who frequently use
effective communication and the effect on knowledge sharing
and job fulfillment (de Vries, Bakker-Pieper, and Oostenvelf,
2010). Leaders who have human-oriented skills often get the
best results in maintaining a healthy organizational environment
that promotes communication. Also, these employees often see
growth in their role and turn-over is reduced.
The second peer reviewed article from a group of researchers
found that in the move to better train leaders, communication
skills such as written and verbal communication skills are the
most frequently reported skill that workers feel within many
organizations are critical for effective leadership (Kalargyrou,
Pescosolido, and Kalargiros, 2012). The authors of this article
agree that leaders must be strong communications who are not
afraid of their voice and must speak boldly.
The final peer reviewed article that was selected was from
Franco Gandolfi as he believes that the concept of leadership is
ingrained in the competence of communication (2012). Leaders
must understand that the effectiveness of leadership revolves

the context of promoting a culture that thrives in
communication up and down the organization. This research
found that transformational leader seems to be the most
established in embracing this method as they normally tend to
depend on oratory and rhetorical skills to articulate their vision
and explain their reasoning behind their messages (Gandolfi,
2012).
The dots that the research needs to connect is that if leaders
“lead” the charge in promoting effective communication,
knowledge sharing is improved internal throughout the
organization. This benefits the customers externally because
the customer or end user gets the results in the form of services
that will keep the customer returning and doing business with
the organization thus improving the competitive advantage with
rival competitors. Examples of failing in this area, have seen
leaders who do not promote effective communication or fosters
an environment of poor communication. And, the results were
negative and in most cases a team assessment can reflect that
sentiment with a large percentage of team personnel citing poor
communication from their leader. In continuing to research this
topic, there are findings that show more ideas for the need to
improve communication in troubled organizations.
Findings and Conclusions, and Ethical Implications
The purpose of research is often associated with gathering data,
dissecting the findings, and presenting a fitting conclusion to
the research which will offer incites to the discovery of
potential solutions to a problem. As a reminder for the problem
that was presented at the beginning of this paper centered on
how poor leadership or even leadership’s failures to neglect the
importance of communication has led to ineffective
communication in many organizations. During the process of
research and reviewing the data that was presented in the peer
reviewed literature, the findings suggest a simple link between
the improvement of communication and the overall
improvement of an organization performs.
For my research, the discover of the findings and the

conclusions made show the relation of logic that ties into a
revised focus on retaining leaders and employees on how the
dangers of ineffective communication. Below is a logic
diagram, which is a tool for researchers to show the layout of
the research in diagrammatic form and it is designed to provide
the data that has been found, results from the findings, the
conclusions that were drawn and the solutions that can be
implemented (Vandenbosh, 2003).
From the discovery of my findings, the conclusions are
presented in a more diagnostic form:
· If effective communication is to work up and down the chain,
then leadership must be an integral part of establishing effective
communication and ultimately avoiding ineffective
communication.
· If effective communication is determined to be important to
the workflow of the organization then, the organization’s
mission statement should be a part of the efforts in establishing
effective communication.
· If failure in effective communication leads to high turnover
rates and enforces a negative culture in the workplace then, the
entire organization should participate in efforts as this can
foster a more positive culture and build trust.
With the details from the research on this problem, below is
what has been discovered using the logic diagram:
With adding logic to research comes the responsibility to be
ethical and provide research that is honest and displays integrity
(Adams, Raeside, and Hafiz, 2014). As with journalism or
scientific research, the research that is being conducted in this
class needs to be ethically responsible. To become an ethically
and responsible researcher, the critical thought or idea that is
important to have in the research is that the goal of the research
is to benefit others and create a clear path to providing a
solution to the problem that is being researched (Holton and
Swanson, 2005). Also, having belief in your research is another
critical element that is needed to be an effective researcher.

Passion is something that is needed in any arena that we enter
and it is an important piece we need to be effective or even
better, successful! Lacking in this area may prove ineffective in
the research process and the research itself may never be
completed (Holton and Swanson, 2005). Without passion,
researchers can become easily swayed into using data that is
biased or lacking in facts.
Implement Alternative Conclusions
Alternatives to traditional communications planning comes from
the acknowledgement that staff will not be with an organization
forever and thus engages in the planning, evaluating and
implementing of measures that will tackle changes when key
communications are announced. Traditional communications
training will focus on the most senior and top level management
team instead of all key positions that are crucial for the smooth
running of the organization.
The alternative approach can be to create a communications
department for the organization. The goal is to create a team
that has a valuable opportunity to be a key component in
assisting all phases of the company om disseminating effective
communication throughout the organization. The desired impact
is to decrease the number opportunities of ineffective
communication. The communications team can supervise
management on how to properly communicate with team
members and external customers in a manner with transparency
and conciseness.
A second approach could be the upgrading the means of
communication by redesigning the process. Leaders don't
naturally assume that their position should involve
communication. So often the motivating force behind their
leadership is hitting organizational objectives. The direction
given can become empty and team members may not receive the
message or they may translate the message negatively and the
results do not come across as it is planned. The third alternative
approach can be to decreasing outsourcing of roles. As opposed
to accept that all work should be performed globally, leaders

occasionally reassess whether exercises can be more cost-
adequately handled remotely. When communicating to a global
team the messages can be misconstrued team members can feel
confused as to what leadership wants them to do or what is the
priority goal in the organization.
The fourth approach includes exchanging work force briefly
with other associations. This methodology expands on the
thought that associations can incidentally exchange assets for
their common advantage. Overabundance limit in one
association is in this way tapped incidentally by others.
Preference of this methodology is that leaders can learn
different styles of communication or see who has high
potentials can be pooled for use by other organizations.
Elective methodologies are most likely being progressively
utilized as directors as a part of cost-delicate associations
struggle to meet SP&M challenges while getting themselves
limited in the outside contracting and inside advancing that they
might do.
Summary
This paper analyzes how leaders can be responsible for
communication in their organizations. It looks at what leaders
do wrong and what they can do well to promote effective
communication. With meta-analysis, an exploration of peer
review journals and articles that focus on failures in leadership
due to interaction was examined with the goal of closing the gap
on research and find the patterns that continue the trend. Also,
the paper will analyze how poor communication hurts
organizations. With the completion of the review of the
literature, research on data concerning the problem has been
found and though that discovery, the ability to draw conclusion
are now made that can assist with the creation of solutions to
the problem.

References
Adams, J. (2007). Research Methods for Graduate Business and
Social Science Students. New Delhi: SAGE Publications.
Adams, J., Raeside, R., & Khan, H. A. (2014). Research
Methods for Business and Social Science Students. New Delhi:
Sage Publications Pvt. Ltd.
Atwater, L., & Waldman, D. (2008). Leadership, feedback and
the open communication gap. New York: Taylor & Francis.
de Vries, R.E., Bakker-Pieper, A., & Oostenveld, W. (2010).
Leadership = Communication? the relations of leaders'
communication styles with leadership styles, knowledge sharing
and leadership outcomes. Journal of Business and
Psychology, 25(3), 367-380.
doi:http://dx.doi.org.libauth.purdueglobal.edu/10.1007/s10869-
009-9140-2
Gandolfi, F. (2012). A conceptual discussion of
transformational leadership and intercultural
competence. Revista De Management Comparat
International, 13(4), 522-534. Retrieved from
https://libauth.purdueglobal.edu/login?url=https://search-
proquest-
com.libauth.purdueglobal.edu/docview/1355867197?accountid=
34544
Holton, E. F. & Swanson, R. A. (2005). Research in
Organizations: Foundations and Methods of Inquiry. San
Francisco, CA: Berrett-Koehler.
Kalargyrou, V., Pescosolido, A. T., & Kalargiros, E. A. (2012).

LEADERSHIP SKILLS IN MANAGEMENT
EDUCATION. Academy of Educational Leadership
Journal, 16(4), 39-63. Retrieved from
https://libauth.purdueglobal.edu/login?url=https://search-
proquest-
com.libauth.purdueglobal.edu/docview/1037802790?accountid=
34544
Keyton, J. (2011). Communication and organizational culture: A
key to understanding work experiences. New York: Sage.
Lawler, E. E., & Mohrman, S. A. (2011). Useful Research:
Advancing Theory and Practice. San Francisco, CA: Berrett-
Koehler Publishers.
Luthra, A., & Dahiya, R. (2015). Effective leadership is all
about efficiently communicating: Connecting leadership and
communication. International Journal of Management &
Business Studies, 5(3), 43-48.
Rosenthal, R., & DiMatteo, M.R. (2001). Meta-analysis: Recent
developments in quantitative methods for literature
review. Annual Review of Psychology, 52, 59–82.
Swanson, R. A. & Holton III, E. F. (eds). (2005). Research in
Organizations: Foundations and Methods of Inquiry.
[Books24x7 version] Retrieved from
http://common.books24x7.com.lib.kaplan.edu/toc.aspx?bookid=
11859
Vandenbosch, B. (2003). Designing solutions for your business
problems: A structured process for managers and consultants.
San Francisco, CA: Jossey-Bass.
Leadership’s failure in creating Ineffective Communication

Findings
Conclusion
Solution
s
Data
Low Morale
End of Year Surveys Scored Low 3 years in a row in same
areas.
Effective communication has to work up and down the chain of
command.

Leadership must be an integral part of the process.
Encourage Transformational Leadership
Turnover is increasing
Rebuilding trust is a top priority.
Transparency is lacking
Unit 5 Assignment

Details and Rubric
Applied Research Project — Peer Review
View an introduction and summary of this Assignment.
Peer review is another valuable component of the research
process that is worthy of your study and
understanding. This Learning Activity is designed to simulate
the peer-review process.
After a researcher completes a study, but before it is published
or presented, the paper is submitted to a
group of professional readers. These professionals have
expertise in the field as well as strong professional
and academic writing credentials. For the purpose of this
Assignment, you will each be taking on the role of a
peer reviewer by reviewing a draft of one of your colleague’s
Unit 5 applied research project papers. What
qualifies you to be a peer reviewer? As you near the completion
of your MSM program, you have gained a
deep understanding of management theories, concepts, and
practices. You have acquired the knowledge of

how to conduct research into an organizational problem.
Throughout your MSM program, you have elevated
your writing skills. Moreover, your Discussion Board
interactions have given you plenty of practice in
reviewing the ideas of your peers. Now it is time to put your
expertise and academic knowledge to work by
reading and constructively critiquing the paper of a colleague.
Be sure to review the directions and grading
rubric for this Assignment.
Step 1: You and your peer review partner are assigned to a
separate Discussion. Conduct your Discussion
within this specific Unit 5 Discussion Topic 3 area. As soon as
possible on Wednesday, please begin the
Discussion with your peer review partner in this Discussion
Topic 3 area.
Together, review and discuss the grading rubric for this peer
review Discussion. Exchange and send to your
partner your Unit 5 applied research project that includes the
final component — implement alternative
solutions. Please set an objective to accomplish this exchange

of papers by Friday or Saturday.
Step 2: Read your partner's paper and insert track change
comments that address the key section in the rubric
on the nature of a peer review. Then, by the end of the day
Saturday or Sunday, return your partner’s paper
with your comments so your partner can benefit from your
critique and make final improvements. Be sure to
return the paper by posting it as an attachment on the
Discussion Topic 3 Board.
Step 3: Finally, carry on a debriefing Discussion (by Monday or
Tuesday) with each other, debriefing what you
discovered about the peer-review process in preparing a
research paper for publication or presentation.
GM599: Peer Review and Discussion
Item criteria
Areas to be evaluated

Points
Possible
Points
Earned
Opening Discussion
Discussion
area.
our applied research project with each other by
Saturday/Sunday.
10
https://kapextmediassl-
a.akamaihd.net/business/Media/GM599/GM599_1406D/u5peer/
GM599_u5peeroverview.html

Unit 5 Assignment
Track Changes
and use track changes
to insert your
comments. (If you do not know how to use track changes, please
be in
contact for a quick tutorial.)
5
Nature of your Peer Review
ow of their discussion easy to follow?
brought to the
discussion?

concluding remarks leave key messages or lessons
with you?
applied
research project?
gard
to their
competency in research writing?
35
Debriefing Discussion
-up conversation with your partner to
discuss what you have
learned from each other.
-review process of another person’s paper a worthy
endeavor before

they present or publish?
15
LATE Paper Deduction -X
Total Points 65

Running head PEER REVIEW 1PEER REVIEW2Peer Revi.docx

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