This document is a memo from Sebastian Nunez to his professor providing an annotated
bibliography of 5 sources on the topic of how telecommuting increases productivity in the
workplace. The sources discussed include research papers, surveys and analyses that provide
evidence such as telecommuters completing more work than office workers, increased job
satisfaction and commitment among teleworkers, and teleworkers being more easily measured
and available than office workers. The annotations provide a brief descriptive summary of each
source and discuss how it relates to the topic of telecommuting's impact on productivity.
This document is a memo from Sebastian Nunez to his professor providing an annotated
bibliography of 5 sources on the topic of how telecommuting increases productivity in the
workplace. The sources discussed include research papers, surveys and analyses that provide
evidence such as telecommuters completing more work than office workers, increased job
satisfaction and commitment among teleworkers, and teleworkers being more easily measured
and available than office workers. The annotations provide a brief descriptive summary of each
source and discuss how it relates to the topic of telecommuting's impact on productivity.
This document is a memo from Sebastian Nunez to his professor providing an annotated
bibliography of 5 sources on the topic of how telecommuting increases productivity in the
workplace. The sources discussed include research papers, surveys and analyses that provide
evidence such as telecommuters completing more work than office workers, increased job
satisfaction and commitment among teleworkers, and teleworkers being more easily measured
and available than office workers. The annotations provide a brief descriptive summary of each
source and discuss how it relates to the topic of telecommuting's impact on productivity.
This document is a memo from Sebastian Nunez to his professor providing an annotated
bibliography of 5 sources on the topic of how telecommuting increases productivity in the
workplace. The sources discussed include research papers, surveys and analyses that provide
evidence such as telecommuters completing more work than office workers, increased job
satisfaction and commitment among teleworkers, and teleworkers being more easily measured
and available than office workers. The annotations provide a brief descriptive summary of each
source and discuss how it relates to the topic of telecommuting's impact on productivity.
Work Periods week 8 and week 9. Hard copy due start of class week 10.
What is an annotated Bibliography?
An annotated bibliography is a list of citations. Each citation is followed by a brief, descriptive and evaluative paragraph, the annotation. The purpose of the annotation is to inform the reader of the relevance, and quality of the sources cited as they apply to your project topic. See handout from U of T Writing Centre Your Task: For this assignment, you must submit a memo to me which contains an annotated list of at least five sources you believe will be useful for completing your report. The sources must be legitimate (nothing you googled!), either books or online material (journals etc) you acquired through the Librarys website. You should be prepared to discuss each source with me, and be able to provide me with reasons why you chose each one. I will take your ability to discuss the sources into consideration when assigning grades. When completing this assignment, you may include sources which you ultimately dont use. The purpose of this work is to help you focus your topic. Note: Use proper Memo format which we have covered in class. This means it must include a purpose (why you are writing), details (the annotated list of sources) and close. Use APA formatting for your bibliography. http://library.humber.ca/pdf/TipSheetAPA.pdf
Bloom, N. (2014, January/February). To Raise Productivity, Let More Employees Work
from Home. Harvard Business Review. Retrieved November 6, 2016. In the paper written by Nicholas Bloom, he created a survey that allowed him to see the difference between people who use telecommunication while working and others who just went straight to the office. The outcomes showed that the ones who telecommunicated were happier and less expected to resign then the ones who didnt. Bloom goes on to say that his research displays in increase in productivity as well as the amount of money saved when they worked from home. We found that people working from home completed 13.5% more calls than the staff in the office didmeaning that Ctrip got almost an extra workday a week out of them. They also quit at half the rate of people in the officeway beyond what we anticipated. Bloom (2014). Reading this paper, it is evident that telecommunication plays a huge role in the workplace. The extensive research that Nicholas Bloom has done proves the benefits the volunteers experienced during the survey.
Coenen, M., & Kok, R., A.W. (2014, August). The role of telework and flexible work schedules. European Management Journal, 32(4), 564-576. Retrieved November 6, 2016.
The paper written by Marja Coenen and Robert A.W. Kok, identifies the positive influences on development performance, and the improvement of the quality of development within the workplace, both attributed to the benefits of telework. Telework allows for individuals
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to decide their own hours and whom they engage with. Coenen and Kok (2014), writes that telecommuting firms show that telework has a positive effect on NPD performance through enabling knowledge sharing, cross functional cooperation and inter-organizational involvement. Unlike some, the article is able to identify the limitations and directions for future research, providing an overall goal is find new ways expand the telework framework and increase productivity. The workplace flexibility they are given allows for the decrease in stress, boredom, work related issues or fatigue, as they work at their own will and avoid issues that will impact their work ethic, showing overall improvement in workplace productivity. Harker-Martin, B., & MacDonnell, R. (2012). Is Telework Effective for Organizations?, 35(7), 602-616. Retrieved November 6, 2016. The article written by Brittany Harker Martin and Rhiannon MacDonnell, gives insight into understanding how effective telework is for organizations. Within the article it discusses that productivity is known to be a perceived benefit of telework and is positively associated with perceptions of increased productivity. The article lists four hypotheses to identify the components using concrete information relating to telework. These include telework being associate with perceptions of increased productivity, with the perceptions of employee retention, with the perceptions of organizational commitment and the perceptions of performance. The research by Harker-Martin & MacDonnell (2012) states, that there is indeed a positive relationship between telework organizational outcomes, is perceived to increase productivity and improve performance within the organization. To give an overall review, telework helps identify the amount of quality and effort individuals give in their everyday work lives. One each of the hypothesis is broken down and further examined, it can be noted that quality is highly correlated with productivity and performance.
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Hawkins, M. M., Soe, L. L., & Presier-Houy, L. (1999, October). The Effectiveness of Telecommuting for the Employee, Employer, and Society, 87-96. Retrieved November 6, 2016. Authors Michelle M. Hawkins, Louise L. Soe and Lara Presier-Houy, gives insight into better understanding the effects teleworking has in the workplace and how it increases productivity. Within the article it is noted that there is strong evidence that the benefits of telecommuting outweigh the costs, improves the quality of work and enhances worker productivity. The article later mentions an AT&T national survery of teleworker attitudes and work styles, within their survey more than 60 percent respondents experienced telecommuting as positive career move, because they gained greater responsibility and recognition for their work. Seventy-one percent were more satisfied with their jobs [] because they were able to accomplish more work with less stress (Hawkins, Soe, & Presier-Houy, 1999). One can identify that these individuals found more productivity in the workplace after deciding to work from home, they were overall happier employees and are able to put more quality into their work. Hodson, N. (December, 1997) Telework productivity revisited. Telecommuting Review: The Gordon Report, 14(12). Retrieved November 6, 2016 The analysis gathered by Noel Hodson identifies key reasons as to how teleworking increases productivity in the workplace. Hodson et al. (1997), writes that teleworkers can be measured as easily as central office workers, in many circumstances they can be more easily measured because of their relative isolation from sources of confusion that characterize most offices. Holden discusses the effectiveness, measuring specific benefits and valueless time to highlight and explain hoe teleworkers are more available for communication and the scrutiny of work than those based in an office setting. It is understood that those whom work from home can be noted to be more effective and productive as they avoid interaction with other people which in turn makes a more productive employee. Hodson et al. (1997), concludes his article by Writ 200
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stating that well-rested, happy teleworkers make better employees than commute-weary, timefamished, stressed-out, continually monitored central office workers.
Influence of Job Satisfaction On Employee Retention - A Cross Dimensional Analysis With Reference To SBI Bank, BAJAJ ALLIANZ, HILL METALS, UTKAL AUTOMOBIL
Influence of Job Satisfaction On Employee Retention - A Cross Dimensional Analysis With Reference To SBI Bank, BAJAJ ALLIANZ, HILL METALS, UTKAL AUTOMOBIL
