can you make this flow better

P$(1)$The major issues within this case are that the workers are being underpaid and unappreciated and with all of this they never received the training they deserved to even do their jobs correctly. Another issue is having Authoritarian leaders who don't care about personal growth or changing leadership styles based on the person. Lastly they have a high turnover rate which is horrible considering many people are leaving at once and going into a company like this that is not something you'd wanna see. P$(2)$Path Goal Theory: This theory is about supporting the people and team you have around you while also being direct and supporting your team so they can achieve their goals, this theory also focuses on giving and receiving rewards for your hard work. For this theory leaders need to give challenging work but they also need to help clear the way for their team so they are able to complete their work on time, they also need to be able to help their team clearly identify their goals. P$(3)$Leader Membership Exchange: This theory focuses on the in$-$group and the out$-$group, if you are a part of either group you will see a big difference between both. If you are apart of the in$-$group you are getting bigger challenges because you can be trusted and you will more than likely receive better treatment, if you are apart of the out$-$group you get exactly what you give which more than likely is the bare minimum and you will not receive the trust and opportunities that the in$-$group gets. This theory focuses mentoring and role taking$/$role making, the leader is trying to mold the in$-$group so they can be next in line. They need to have a group of people they trust so this process goes by smoothly. P$(4)$In this case Alicia was very direct and had an achievement oriented leadership style, but this led to her being very aggressive and she had very strict rules. She would write up employees over not being able to finish their work but she gave no solutions on how to fix the issue. According to The Case Study Phoenix Social Work Agency it says $$Alicia focuses especially on making sure productivity is met and the agency can receive reimbursement. She threatens sanctions if workers don't meet their $20-$hour productivity$--$such as being written up$.$ She checks in on how her caseworkers are doing and dictates what they should be doing anytime a case worker makes a choice that she doesn$$t think is the best one. This is a bad way to go about being a leader especially if you want to produce good strong leaders. This way or leadership is not effective unless you have people who like this kind of structure otherwise it will do more harm than good. P$(5)$In this case Gwendolyn was very supportive and had a participative leadership style, she made sure she was intervening when she was needed but she gave the employee's space when it was necessary. She was pro improvement and made it her mission to make sure the employees were at their best and by doing this it made it easier for her to interact with the employees. According to Case Study: Phoenix Social Work Agency it says$$The other supervisor $($team lead$)$ Gwendolyn provides more autonomy and advice as requested and intervenes to take the stress off when situations emerge and a caseworker needs to be backed up due to others in a particular case whether DCS workers or parents or group home managers, appear to be creating challenges for the caseworker. She's not as concerned if circumstances in each week mean a worker doesn't meet productivity$.$This shows how strong of a leader she is and shines a light on the training and development she is willing to give her employees. She makes sure to set goals for them and directs her attention to her team when necessary. P$(6)$In conclusion Gwendolyns type of leadership was better because she was able to support her team and made compromises when it was necessary, she used path goal theory and made sure her team always got help and she helped them ultimately reach their goals. This company was already pretty set in their ways so I don't believe that the LMX theory could have been useful because of the run ins that other employees had with leaders they would need to do a big turn around for this to even be effective. Lastly, path goal theory was the most effective in this study because having supportive leaders who are participating with you seemed to uplift the employees more than the authoritarian behavior that was shown from Alicia.