Literature Review Outline Example The following is an example of a Literature Review chapter outline. This outline is based upon the literature review of gender biases. Now remember that under each

Literature Review Outline Example

The following is an example of a Literature Review chapter outline.  

This outline is based upon the literature review of gender biases. Now remember that under each of these major headers that there are level 4 and 5 sub headers that did not show up here. Your outline might go into a lot more detail than this but it should not be much shorter. The bottom-line is that you are trying to establish the outline for your study and the outline will probably change as your perform your literature review but hear again you are setting up the foundation of your review. Please do not be afraid to ask questions or to modify this example to meet your research and what you find in the literature. 

CHAPTER 2. LITERATURE REVIEW Introduction to the Literature Review Gender Traits Historical Gender Biases Leadership Style Four Major Management Theories Conflict Management Conflict Management and Gender Bias Studies Two Dimensional Conflict Management Models Survey Instrument Summary

*Prepare an outline of the literature review you will conduct when searching for sources to support your ideas and demonstrate the need for your proposed study. Topical areas used to organize the review, as well as examples of scholarly references to be used in the review, will be included in the outline. My ideas are making human resources more effective when it comes to managers, supervisor and directors receiving leadership skills for better employee relations and to prevent employees from being dissatisfied at work because of the supervisor.

Please internet references only for verification.

***What is written below is good, but can we make it better by the example that was provided above?


According to Matteson et al, (1987), for companies to be more competitive, they require to adapt to controlling the work stress. This paper shows various ways that various organizations may apply in reducing work stress, therefore, improving productivity. Firstly this can be done by promoting a unique relationship between the employees and the organization or between employees to an employee. This will force the employee to see each other like partners and not competitors. Reducing work stress is further related to promoting employee motivation through training, bonuses, paid-offs, and paid insurance. 

Based on Bauer et al, (2009), the researchers attempt to gauge the qualities of employee relations based on the company’s engagement to employment policies and practices. When firms have better employee relations, they enjoy an economical lower cost of debt financing and higher credit records. Therefore for firms to perform better, the HR managers should form unique bonds among the employees.

The book by Kersley et al, (2013), relates to the importance of implementing appropriate workplace relations; all the leaders in an organization should be dedicated to ensuring that work relations align with the business strategy. The HR managers should specifically focus on relations, especially when training and recruiting staff. 

According to Shipton et al, (2006) article, satisfaction at work arises from HR managers creating employee-friendly policies. Employees are likely to face conflicts; however, it’s upon the employers to develop work-to-leisure moderation and quality of life. Employees are also likely to benefit from the leisure benefit system. 


Matteson, M. T., & Ivancevich, J. M. (1987). Controlling work stress: Effective human resource and management strategies. Jossey-Bass.  

Bauer, R., Derwall, J., & Hann, D. (2009). Employee relations and credit risk. Available at SSRN 1483112. 

Kersley, B., Alpin, C., Forth, J., Bryson, A., Bewley, H., Dix, G., & Oxenbridge, S. (2013). Inside the workplace: findings from the 2004 Workplace Employment Relations Survey. Routledge.

Shipton, H. J., West, M. A., Parkes, C. L., Dawson, J. F., & Patterson, M. G. (2006). When promoting positive feelings pays: Aggregate job satisfaction, work design features, and innovation in manufacturing organizations. European journal of work and organizational psychology, 15(4), 404-430.  

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