lit review
Writing Assignment #4 The Multiple-Source Synthesis Essay: Literature Review Summary of Assignment · Task: The multiple-source essay asks you to synthesize the arguments of at least 10 sources · Length: 2000-3000 words · Format: APA · Sources: a total of at least 10 sources, all of which should be from scholarly journals or credible trade journals. You should find your sources through library searches. o If you cite sources from websites or popular journals, these sources should be in addition to the 10 sources you have cited from scholarly or trade journals. · Topic: Please use the same topic that you used for writing assignment #3. It is recommended that you focus on or expand on the essay that you wrote for writing assignment #3. You will continue with the topic you have selected and will conduct additional searches in the library databases, hopefully focus the topic more, and determine the 10 or more sources to use in this essay. · Integration of Sources: At least eight sources must be cited in the body of the essay. You may cite sources in your introduction to help you define terms, and you may cite sources in your conclusion to help you direct the reader to further inquiry. However, the body of the essay should synthesize at least eight sources.
How to organize the multiple-source essay: You will divide the essay into categories. Each category will be labelled with a heading. In order for you to see this concept with a real-life example, you can access a sample synthesis or literature review from a psychology student by clicking here. (https://www.uvm.edu/wid/writingcenter/tutortips/PSYCHSample_LitReview ) The student writes her paper on the following topic: Emotional Eating: The Perpetual Cycle of Mood-Food Influence. She divides her literature into the following categories, which are used as headings throughout the paper: • Influence of Mood on Eating Behavior • Gender Differences • Influence of Eating Behavior on Later Moods • Chronic Stress Response Network Notice how she synthesizes and integrates the research into the different categories, labelled by headings. Strategies in Developing Categories When you have focused on your topic, determine how you will divide the literature. In other words, consider the following examples we described above: You may have researched studies in criminal justice and found that there are varying opinions on how to respond to criminal behavior among youth. You might divide the paper as follows: Introduction Body ·Category 1: “A” view on responding to criminal behavior. ·Category 2: “B” view on responding to criminal behavior. ·Category 3: “C” view on responding to criminal behavior. ·Category 4: “D” view on responding to criminal behavior. Conclusion You may have researched studies in psychology and found that counseling strategies for victims of domestic abuse tend to fall into four categories. You might divide the paper as follows: Introduction Body ·Category 1: “A” counseling strategy for victims of child abuse ·Category 2: “B” counseling strategy for victims of child abuse ·Category 3: “C” counseling strategy for victims of child abuse ·Category 4: “D” counseling strategy for victims of child abuse Conclusion You may have researched articles on gerontology and found studies that answered three basic questions on how older adults respond to training for physical performance. You might divide the paper as follows: Introduction Body ·Question 1 ·Question 2 ·Question 3 Conclusion You may have researched articles on environmental management and found studies on climate change. You noticed that various demographic factors influence whether individuals believe in climate change and, if so, whether they believe it is caused by human activity. You might divide the paper as follows: Introduction Body ·Political affiliation and its impact on belief in climate change ·Socio-economic status and its impact on belief in climate change ·Religious and other influences on belief in climate change Conclusion Point of view For this essay, you will use third-person point of view. Please do not use first person point of view (e.g., “I,” “me,” “we”) in writing this essay. In addition, please do not use second-person point of view (“you” or “your”) in writing this essay. For example, instead of “Smith argues that, as a director, you have a duty to coordinate cybersecurity efforts…” you would write, “Smith argues that directors have a duty to coordinate cybersecurity efforts…” APA Style The paper should be formatted in APA style. The link “APA 7th edition example student paper” from Week 3 will be a helpful resource. In summary, you should observe the following: · Use one-inch margins. · Double space. · Use size 12 Times New Roman font. · Include a running head. · Include page numbers. · Include a title page.
I am attaching my previous paper submitted to give a start.
Generational Workplace Ethics
Assignment: Six Source Paper
Peter Hurlock
University of Maryland Global Campus
WRTG 391- 7378
Dr. Dennis L. Winston
November 21, 2020
Work ethics is defined as a set of beliefs and attitudes that reflects an individual’s fundamental value of work (Banister, C., Woehr, D., & Meriac, J. 2010). One’s ethics and morals demonstrate how an individual will act while they are not only in the company of others, but also behind their backs. With every generation being shaped by significant events that occurred during that period it’s only common to know that every cohort’s ethics will be different. In other words if someone is born during a time where they are struggling as a nation they will have issues growing up and developing independence. However those who come from an era where times are not so poor and terrible events have a better chance of being set for success in the future. However, it is important to note that these same historical events that defines a generation can vary depending on a cohorts location and experience (Costanza, D., Gade, P., Severt, J., Fraser, R., & Badger, J. 2012). This means that events that happened in the 60’s in the United States differ in ways that would affect those born in Russia or China. Today the workforce is divided into four major categories (Srivastava, M., Banerjee, P., 2016): traditionalists (pre-1946), baby boomers (1946-1964), generation x (1964-1979), and millennials/ generation y (1980-200); and what is tending to be observed is that baby boomers are retiring and generation x is the largest generation in the workforce with thirty-four percent (Randall,R., 2016). It is noted by Banister, C. (2010), that there is a large difference in many dimensions of work ethics that may contribute to the misunderstandings and differences in work expectations of different generational cohorts. As a whole all cohorts will have to work together and it is best to be able to understand each other and how each different generation is in order to build the best work environment.
With each generation that is being born, the individual develops their own significant traits, but mainly these traits are shaped by the position of the world during generational time. Baby boomers are known as those individuals born 1946-1964, they are the oldest generation in the workforce today and are currently retiring. The cohorts are known to have their beliefs and attitudes shaped by the significant events of the Vietnam War, push for African American Civil Rights, and the assassination of prominent leaders (Agnieszka, S., Baltes, B., Zabel, K., Early, B., Biemeier-Harison, B.,2017). As adults they challenge social norms, are fiercely loyal to their employers, and placework central to lives with having difficulty separating work from personal life priorities. According to Costanza, D., Gade, P., Severt, J., Fraser, R., & Badger, J. (2012) baby boomers are described to be time stressed and materialistic. As the oldest generation in the workforce, baby boomers look forward to the opportunity to be mentors to the younger generation, seek opportunities to learn, and place a high level of significance on self improvement. Face-to-face communication is the preferred method of communication but they are open to using any form of communication, although they feel that technology is a commodity. Banister (2010) reported that there was a slightly higher level or work ethics in baby boomers. However when it came to job satisfaction Badger (2012) noted that there was no difference when comparing baby boomers to generation x and y, however; they are noted to have significantly higher organizational commitment than other cohorts.
Generation x is the one generation that is said to be born during a poor economic condition during a time when independence was being stressed (Agnieszka,S., Baltes, B., Zabel, K., Early, B., Biermeier-Hanson, B., 2017). Cohorts born during this generation are believed to be shaped by the significant events of Iraq War, school shootings, the Clinton sex scandal, and the tragic epedemic of HIV. By others they have been noted to extend their adolescence and have a tendency to move away from home however they always tend to go back home. These individuals are described as skeptical and individualistic (Costanza, D., Gade, P., Severt, J., Fraser, R., & Badger, J. 2012). They are the first cohorts to have a huge influence by technology and they view it as a part of life. Generation x individuals strive to be able to work independently and are known to want to be able to promote quickly. Unlike baby boomers who place work central to their lives, generation x members are less likely to feel that work should be an important part of life. These individuals are believed to have a better work/life balance unlike other cohorts. According to Glass, A. (2007) generation x cohorts look for jobs that are lower paid and less strict on the hours of work. With anyone who looks for a job looks for particular benefits that will benefit them. Cohorts born during the era looked for jobs that offered daycare benefits, maternity leave, and a flexible schedule (Glass, A., 2007). There was a note that work ethics between generation x and millennials are less clear to note due to lack of evidence (Banister, C., Woehr, D., & Meriac, J. 2010).
Millennial/ generation y cohorts were born between 1980-2000. They were shaped by the tragic event of September 11, having Barack Obama as President, and the second Iraq War. Growing up during a time of catered school systems, for those with self-esteem issues, they are viewed as having a sheltered life. Like generation x, they witnessed the effect that the corporate downsizing had on their parents. Millennials are assumed to be influenced by technology because they grew up in an era that allowed them to work practically anywhere. Srivastava, M., and Banerjee, P. (2016), report that millennials are characterized as ambitious, positive, flexible, confident, and have a clear sense of direction. Costanza, D., Gade, P., Severt, J., Fraser, R., & Badger, J. (2012) believe that generation x cohorts are socially conscious, narcissistic, and highly cynical. When it comes down to work ethics they look for collaborative decision-making and a fast track leadership program. Millennials, themselves are known for technology which is why it isn’t a surprise that they favor text messages, email, and instant messages rather than face-to-face communication (Glass, A. 2007). Technology communication can cause an issue when sharing bad news. It wouldn’t be surprising to know that millennials lack relationship development with colleagues and managers due to technology. When it comes to work ethics millennials value job security less, however; they prefer a higher salary, flexible working arrangements, and more financial leverage than the cohorts of generation x (Hess, N., Jepsen, D. 2009).
Peers, parents, popular culture, and prominent events are different things that can have an effect on an individuals development. The impacts of how an individual is viewed can also result in the outcomes in different settings: the most cited ones would include effect of generational difference on work-related outcomes such as commitment, satisfaction, motivation, risk-taking, and leadership style (Costanza, D., Gade, P., Severt, J., Fraser, R., & Badger, J. 2012). According to Glass, A. (2007), baby boomers feel that younger generations do not work as hard as them because of telecommunication and the ability to have virtual offices. However generation x and y cohorts believe that as long as the work is getting done why does it matter where it is done at. They also see boomers as resistant to technology. Glass, A. (2007) pointed out that the baby boomer cohorts prefer little feedback and would be insulted by constant and specific instructions. Hess, N., and Jepsen, D. (2009) states that generation x cohorts are said to be less loyal to organization and fall into a more “me” orientation. However, millennial cohorts expect and need the constant feedback and feel at ease when completing work when given detailed oriented instructions (Glass, A., 2007). There are perspectives that believe that one’s career stage can play a role in their work ethics. In the end all cohorts are able to learn from each other. Everyone needs empathy and the key to success is sensitivity.
References
Banister, C., Woehr, D., & Meriac, J. (2020). Generational Differences in Work Ethics: An examination of Measurement Equivalence Across 3 Cohorts. Journal of Business and Psychology. 25(2), 315- 324, doi:10.1007/s10869-010-9164-7
Costanza, D. P., Badger, J. M., Fraser, R. L., Severt, J. B., & Gade, P. A. (2012). Generational Differences in Work-Related Attitudes: A Meta-analysis. Journal of Business and Psychology, 27(4), 375–394. doi:10.1007/s10869-012-9259-4
Glass, A. (2007). Understanding Generational Differences For Competitive Success. Industrial and Commercial Training, 39(2), 98–103. doi:10.1108/00197850710732424
Hess, N., & Jepsen, D. M. (2009). Career Stage and Generational Differences in Psychological Contracts. Career Development International, 14(3), 261–283. doi:10.1108/13620430910966433
Srivastava, M.; Banerjee, P. (2016, July-Sept) Understanding Gen Y. Journal of Management Research. Vol. 16(3). P148-164
Zabel, K. L., Biermeier-Hanson, B. B. J., Baltes, B. B., Early, B. J., & Shepard, A. (2016). Generational Differences in Work Ethic: Fact or Fiction? Journal of Business and Psychology, 32(3), 301–315. doi:10.1007/s10869-016-9466-5