Please only help if your able to fully address the questions correctly / do not copy another chegg expert awnser/ it will be reported (below is background of the paper )

What I need help with is 1,2,3 (I appreciate all the help

PROPOSED MEASURES, DATA,AND METHODS (2-3 double-spaced pages)

1. First,define and operationalize the key constructs/concepts (e.g., class size, academic performance) of your proposed study. Propose how you will measure these variables.

Example 1: I propose to measure studentsacademic performance with standardized test scores and class size with an indicator variable coded 1 if the student was in a class with 20 students or less and 0 otherwise.

Example 2

Hypothesis:

I hypothesize that small business start- ups that received R&D subsidy from the SBIR

program (X) will be more innovative (Y).

2. Second, propose a data source for these measures

• some measures can be collected directly by the researcher (primary data)

• you can propose to develop a survey questionnaire (or knowledge test) that can be administered online or face-to-face to your sample of students

Example: I propose to obtain anonymized data of class sizes and student grades and standardized test scores from ________ (

the appropriate agency or

agencies that maintain these records)

3. Finally, propose specific methods to analyze your data

Note: You analyze your proposed data (e.g., data on class size and student test scores)in order to test your hypothesis and by extension, answer your research question

• we have multiple methods of analyzing data

Be able to articulate how you will use frequency distributions, graphs likes histograms and pie charts,measures of central tendency (e.g., mean) and dispersion (e.g., standard deviation), crosstabs or contingency tables (cell counts and column percentages), and scatterplots and correlation coefficients in your data analysis.

Background of the paper : My interest in this topic comes from the realization that the level of satisfaction experienced by staff members has a direct bearing on the efficiency of non-profit organizations. The capacity of a non-profit organization to accomplish its mission and carry out its programs is directly proportional to the level of satisfaction and dedication exhibited by its employees. It is essential, in order to ensure the success of non-profit organizations, to have a solid understanding of the factors that influence the level of pleasure felt by employees.

The manner in which a leader directs their team is likely to be one of the most significant factors influencing employee happiness. It is essential to have an understanding of the many styles of leadership, such as transformational, transactional, and autocratic, and how these styles influence how well people are treated.Since it addresses a significant issue encountered by nonprofit organizations and has the potential to influence the creation and execution of efficient leadership development programs, this research subject is relevant to both public administration and nonprofit management.

A better understanding of the various strategies can make leaders more effective by assisting them in comprehending how and why they act in the manners in which they do and by assisting them in identifying when and where to adjust their approach. This can make leaders more effective. One of the most important tasks of management is to direct the available resources of an organization in the direction of higher productivity and the accomplishment of its objectives. Effective leaders not only inspire and drive their teams to achieve the organization's goals, but they also set clear objectives for their employees to work toward. No matter what role you play in the organization,

having an understanding of the responsibilities of a leader will enable you to make a more important contribution to the success of the organization.

Hypothesis: I hypothesize that transformational leadership style will have a positive impact on employee satisfaction in non-profit organizations, whereas transactional and autocratic leadership styles will have a negative impact.

The level of happiness experienced by employees is the dependent variable of this research, and the leadership style of the organization is the independent variable. My hypothesis is that the link between these variables will go in a manner that is beneficial for transformational leadership and will point in a direction that is unfavorable for transactional and autocratic forms of leadership.

Research Topic

Organizational leadership is a key part of whether or not an organization, especially a non-profit, is successful and effective. Leadership styles have a big impact on the culture of an organization, the morale of its employees, and how happy people are with their jobs overall.

Transformational leadership is a style of leading that encourages and inspires people to reach their full potential and help the organization reach its goals (Bass & Riggio, 2006). The transactional style of leadership, on the other hand, focuses on setting clear expectations, rewards, and consequences for employees' behavior and performance (Bass & Riggio, 2006). Autocratic leaders have a lot of control over their employees and make decisions without much input from them (Northouse, 2016).

There has been a substantial amount of study conducted in the past on the relationship between leadership styles and employee satisfaction; however, the majority of this research has been on for-profit organizations. There is a gap in the research about the influence of different leadership styles on the level of employee happiness in organizations that are not-for-profit. This research proposal

intends to close this knowledge gap by investigating the connection that exists between transformational, transactional, and autocratic leadership styles in non-profit organizations and the level of employee satisfaction experienced by those organizations' staff members.

Transformational leadership

Although the ideas of transformational leadership are well-suited for today's fast-paced, diversified, and highly technical workforce, the style is not a recent innovation. James MacGregor Burns, a presidential biographer and authority on leadership, is credited with coining the term in the 1970s. Kevin Ford, a specialist in organizational change and leadership development, expands upon the paradigm described by Burns (What Is Transformational Leadership and Why Is It Effective?, 2023).There are three effective leadership styles, according to Ford:

Leaders at the tactical level focus on solving simple challenges with operations-oriented knowledge (What Is Transformational Leadership and Why Is It Effective?, 2023)

Strategic leaders have a strong focus on the future and the capacity to retain a clear vision while predicting industry and market changes (What Is Transformational Leadership and Why Is It Effective?, 2023)

Transformational leaders place less emphasis on making decisions and setting strategic goals, and more emphasis on encouraging organizational collaboration that can help to advance a vision (What Is Transformational Leadership and Why Is It Effective?, 2023)

Transactional leadership

There is a place for transactional leadership in the world today. One of its better applications is in international organizations with employees who do not all speak the same language. After learning the structure and requirements, it is simple for workers to accomplish duties successfully (What Is Transactional Leadership? Structure Leads to Results, 2014). This is effective due to the fact that transactional leadership is simple to understand and does not require considerable training. The transactional approach is simple to comprehend and implement throughout the majority of a business (What Is Transactional Leadership? Structure Leads to Results, 2014)

This style of leadership is utilized by the military, police agencies, and first responders to ensure that all sections of the organization are consistent (What Is Transactional Leadership? Structure Leads to Results, 2014).It is also easier to implement during a crisis, when everyone must know precisely what is expected of them and how a task is to be completed under duress.

Money and rewards are a major incentive for many individuals. Numerous folks require employment to meet their monthly expenses. They have other responsibilities and diversions and would prefer to know precisely how to perform their work to retain it and reap the benefits.

Hypotheses

The results of this research provides information to those who make decisions and policies in non-profit organizations on the significance of different leadership styles in increasing the level of satisfaction experienced by employees. This information may also be utilized to design leadership training programs that are personalized to meet the specific needs of non-profit organizations. These programs can be tailored to meet the specific needs of non-profit organizations by using this information.

Transformational leadership is a style of leading where the leader encourages and inspires followers to work toward a common goal by appealing to their higher ideals and aspirations (Bass, 1985). Transactional leadership, on the other hand, uses rewards and punishments to get people to do their jobs (Northouse, 2013). Autocratic leadership is characterized by "top-down" management, in which the boss makes all the decisions without consulting the people who work for him or her (House & Baetz, 1979).

According to prior studies, transformational leadership is favorably related to employee performance and happiness (Bass, 1985). Contrarily, it has been demonstrated that transactional and autocratic leadership styles have a detrimental effect on employee satisfaction (Northouse, 2013). Studies have shown that transformational leadership is good for employee happiness and performance (Bass, 1985). On the other hand, it has been shown that transactional and autocratic

styles of leadership hurt employee satisfaction (Northouse, 2013). So, we can come up with the three ideas below:

Hypotheses

Based on the literature review, the following hypotheses have been developed for this research:

Hypothesis 1: Transformational leadership will make employees in non-profit organizations happier.

Hypothesis 2: Transactional leadership will make it harder for employees in non-profit organizations to be happy with their jobs.

Hypothesis 3: Autocratic leadership styles will make it harder for employees to be happy at non-profit organizations.