3-4 annotating your sources
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3-4 Annotating Your Sources
Britt N Armendariz
Southern New Hampshire University
Eng 123: English Composition II
Kristine Gussow
11-12-2023
3-4 Annotating Your Sources
NOT SO GOOD HYBRID WORK MODEL? RESOURCE LOSSES AND GAINS SINCE THE OUTBREAK OF THE COVID-19 PANDEMIC AND JOB BURNOUT AMONG NON-
REMOTE, HYBRID, AND REMOTE EMPLOYEES. ELŻBIETA SANECKA, ELŻBIETA TURSKA, and MARTA STASIŁA-SIERADZKA https://doi.org/10.13075/ijomeh.1896.02026 This source discusses the pros and cons of remote working, working in-office, and hybrid
work. This work supports working hybrid and working in-person, as it presents evidence for the positives of working hybrid and remote and the negatives. Positives include job flexibility, productivity, and mental health. Negatives include social interactions, stress, and impact on career advancement. It is a credible, peer-reviewed source that has been published this year, 2023 which makes it current and relevant. The amount of information both supporting and opposing my point makes this source valuable to my paper. This source provides a thorough explanation supporting hybrid work based on both employee happiness and productivity, while also acknowledging that for some it is not the perfect situation thus supporting opposing viewpoints that prefer all employees in-office.
Hybrid Work
, Susan Ladika 2023 https://doi.org/10.4135/cqresrre20230203
This source discusses corporations that have announced intent for return-to-work as well as their given reasons, such as collaboration and organization efforts. It also touches on using return-to-work to prompt attrition without layoffs. Another inclusion in the article is employee surveys regarding what work model they prefer. It also discusses the fact that millennials, disabled, LGTBTQ+, women, and black employees show a high preference for work flexibility. This is a source that was published this year, 2023, and provides studies and statistics to back up claims of employee preference. This is a useful source to support the key point that many
employees prefer hybrid and flexible work schedules despite what corporations may want or expect from them.
Home office: Yay or nay? Berkowitz, C., Gavrielov, N., Kamir, D. 2022. https://doi.org/10.56012/IKTV8892
This article explores productivity and employee feelings about working remotely. It also touches on ways to improve interaction for those who do miss having in-person interactions in the office. In this article, employees are surveyed and found to overwhelmingly prefer work from
home. They are also found to be more productive, citing less distractions than they would otherwise have in-office. This supports my key point regarding productivity increasing for employees who are not required to be in-office. This source is professionally researched, published last year (2022) making it still relevant, and cites the sources of all claims made therein.
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References
Berkowitz, C., Gavrielov, N., Kamir, D. (2022). Home office: Yay or nay? Medical Writing
, 31
(3), 24-27. https://doi.org/10.56012/IKTV8892
Ledicka, S. (2023). Hybrid Work. CQ Press
. https://doi.org/10.4135/cqresrre20230203
Sanecka, E., STASIŁA-SIERADZKA, M., TURSKA, E. (2023). NOT SO GOOD HYBRID WORK MODEL? RESOURCE LOSSES AND GAINS SINCE THE OUTBREAK OF THE COVID-19 PANDEMIC AND JOB BURNOUT AMONG NON-REMOTE, HYBRID, AND REMOTE EMPLOYEES. International Journal of Occupational Medicine & Environmental Health
, 36
(2), 229-249. https://doi.org/10.13075/ijomeh.1896.02026