Annotated Bibliography
Dias, L. (2011). Human resource management. Saylor.org/books.
In chapter one of our textbook, Human Resource Management, an issue that I found was that tough economic times in a country results in tough times for businesses too. Issues that are made by HRM and managers include high unemployment rates and layoffs. Managers must keep in mind that there are legal restrictions on who is let go or laid off because of a poor economy. Otherwise, performance issues can be considerations for laying employees off. The baby boomer generation will soon retire causing a major dent in the working population. Losing these workers, will also be a loss of knowledge and talent.
Human Resource Management is credible in the fact that there is evidence offered from each statement. The material is comprehensive and gets easier to understand as I continue reading. Compared to other sources, I found this text more straight-forward and easiest to comprehend. Dias’s text helps to extend my research and gives me a great foundation for my message that human resource managers should review current workers’ skill levels and monitor retirements and skills lost upon retirements. After reading, I became very interested in the future of my career, if I will reap the benefits, and how secure it will be. Dias holds a Master’s and a Doctorate of business administration and is a professor. She has also been an entrepreneur for Microsoft.
Quick, J. C., Piotrkowski, C., Jenkins, L., & Brooks, Y. B. (2004). Four dimensions of healthy work: Stress, work-family relations, violence prevention, and relationships at work. In R. H. Rozensky, N. G. Johnson, C. D. Goodheart & W. R. Hammond (Eds.), Psychology builds a healthy world: Opportunities for research and practice. (pp. 233-273) American Psychological Association, Washington, DC. doi: http://dx.doi.org/10.1037/10678-010
The main argument was the central issue of healthy work versus unhealthy work. Jobs can be stressful and can cause damage that we do not necessarily see. Just as a job can cause stress, so can being unemployed. Relationships between work and family are always a good topic for discussion. A section of this article addresses the low-frequency, high-impact health risk of violence in the workplace. Surveillance cameras, prevention strategies, and HR are all focuses and potential challenges to healthy work.
The goal of this piece is to ensure that workplace safety is ample. This source is useful because it covers family/work relationships, occupational stress, prevention, violence, working conditions, health, and risk factors. This information will help to shape my argument that there are issues in HR. All this credible information will be used in my final paper. From this, I will be able to go further in depth with information compared to the textbook.
Strauss, K. (2013, September 8). 7 Ways to Keep Your Employees Happy (And Working Really Hard). Retrieved November 10, 2016, from http://www.forbes.com/sites/karstenstrauss/2013/09/08/7-ways-to-keep-your-employees-happy-and-working-really-hard/#1a6516b358cb
This article reminds us that a business cannot be successful without its employees. It is important that employees feel wanted and that they are a part of things. Making work feel a little less like work can do a lot for employees. Keeping all members in the loop can ensure that no one is left out. Making sure that the same information is relayed down to all members of the company is a key communication skill. Allowing people to get new responsibilities and to advance will keep their interest. This website lists many different options to keep employees happy. This source will be useful because it takes a different route and is more “outside the box” than the other articles. This information is credible and reliable because the author holds a degree in business journalism from Columbia University and is a journalist for Forbes magazine with an impressive background in online media.
Joseph, C. (2016). Recommendations on Improving Diversity in the Workplace. Retrieved from Chron Small Buisiness: http://smallbusiness.chron.com/recommendations-improving-diversity-workplace-1810.html
Root extenuates how important it is to have diversity in the workplace. The world we live in today makes it impossible to work where there will not be different types of people. A company cannot be successful without accepting and embracing workplace diversity. He lends advice for how to deal with people that do not like change or may not be used to different ethnicities. Solving these issues can include widening the recruiting base, offering language training, making an evaluation form, using current staff to recruit more people, and clarifying benefits.
This source offers solutions to HR issues rather than facts to help me carry on my essay. Compared to my other articles and websites, this one is different in the fact that it offers solutions. The information is credible and reliable because Joseph has a Bachelor of Science in marketing and writes for newspapers and online publications covering business and technology.
Kokemuller, N. (2016). Negative Effects of Diversity in the Workplace. Retrieved November 13, 2016, from http://smallbusiness.chron.com/negative-effects-diversity-workplace-18443.html
Having a counter argument can be a good thing to add to a paper. Although some may disagree, a controversy piece can make for a more interesting paper. Diversity is seen as a positive way to manage a company to some, but individual traits can produce negative effects if they are not well-managed by human resources. The negative effects can occur if the work culture does not support tolerance and acceptance of those that are different. There are communication barriers, cultural resistances, discrimination, and increased costs with hiring a diverse group of people.
This source will allow me to see and understand both sides of the argument. This source is credible because Kokemuller has been an educational writer since 2007 and a college marketing professor since 2004. He holds a Master of Business Administration as well. The article is not bias; it states facts based off of common sense and rhetoric. After reading, I began to change the way I thought about diversity and whether it would be too difficult to maintain or worth it.
Hernandez, T. (2010). Employment Discrimination in the Ethnically Diverse Workplace. Retrieved November 13, 2016, from http://ir.lawnet.fordham.edu/cgi/viewcontent.cgi?article=1013&context=faculty_scholarship
Integration is only the beginning of the struggle to end racial discrimination. As the workplace gets more diverse, the employees’ minds do not. People become more closed off when they are not properly educated and integrated. Measures that show a lack of workplace diversity may create evidence of discrimination. But this statement does not work in reverse because the presence of statistical diversity in the workplace does not equate with the absence of discrimination. This means that lack of diversity can create discrimination, but does not mean it cannot happen. There can be discrimination even if everyone was the same race.
This article will be helpful because of the different cases that occurred due to racial discrimination. People sometimes try to blame the workplace or coworkers of racial discrimination. This website is reliable because all facts are backed up by citations and the cases and trials mentioned are federal cases. The changing demographics of the United States is forcing us to co-exist and we need to learn how. This article made me realize how much of an issue racism still is. This will fit into my final paper well by adding supplemental information and actual events and examples to back up what I say.
Foster, B. G., Jackson, G., Cross, W. E., Jackson, B., & Hardiman, R. (1988, April). Workforce diversity in business. Training & Development Journal, 42(4), 38+. Retrieved from http://go.galegroup.com/ps/i.do?p=AONE&sw=w&u=lom_mtsem&v=2.1&it=r&id=GALE%7CA6682115&sid=googleScholar&asid=210840c8f8569580864776ec4a66dd74
Commitment to workforce diversity can help to improve productivity and boost market shares. Being successful in managing diversity can help organizations to work through change better. Work force diversity is a growing demographic, and in fact, white Americans may be a minority by the year 2020. Having a diversified workforce may include increased corporate knowledge of what consumers want and enhancing marketing opportunities. The three stages of workforce demographics include monocultural, nondiscriminatory, and multicultural. Any size company can develop policies and action plans to help with diversity.
This is a useful, reliable source because it is from a scholarly journal. This source was helpful to me because each sub-category can easily fit into my paper. It focuses on moving forward and fixing things rather than what is broken. I could use this article for a summary of what we could do moving forward. It adds something new so that the facts do not get repetitive.
Diversity and Discrimination. (n.d.). Retrieved November 13, 2016, from http://www.hrhero.com/basictraining/BTE_Diversity_6.pdf
Organizations need all kinds of skills, personality traits, and life experiences to succeed. Employee diversity can help to ensure that employers have a broad variety of skills and experiences of services. Diversity is about creating an atmosphere where all employees can work together despite their differences. Discrimination was outlawed by Title VII of the Civil Rights Act of 1964. This article goes over what Title VII is and the Equal Pay Act.
This article is useful and reliable because it is essentially a how-to guide to be a good employee. It reminds us that whites can also be discriminated against. It also talks about how Hispanics, and Middle Easterners have their issues with discrimination. The goal of this article is to inform employees what is expected of them. This article would go well in my paper because it covers all the little things that the other articles do not. I was particularly interested in learning about Title VII. I was never aware that there was an actual law to stop discrimination.
Dias, L. (2011). Human resource management. Saylor.org/books.
In chapter one of our textbook, Human Resource Management, an issue that I found was that tough economic times in a country results in tough times for businesses too. Issues that are made by HRM and managers include high unemployment rates and layoffs. Managers must keep in mind that there are legal restrictions on who is let go or laid off because of a poor economy. Otherwise, performance issues can be considerations for laying employees off. The baby boomer generation will soon retire causing a major dent in the working population. Losing these workers, will also be a loss of knowledge and talent.
Human Resource Management is credible in the fact that there is evidence offered from each statement. The material is comprehensive and gets easier to understand as I continue reading. Compared to other sources, I found this text more straight-forward and easiest to comprehend. Dias’s text helps to extend my research and gives me a great foundation for my message that human resource managers should review current workers’ skill levels and monitor retirements and skills lost upon retirements. After reading, I became very interested in the future of my career, if I will reap the benefits, and how secure it will be. Dias holds a Master’s and a Doctorate of business administration and is a professor. She has also been an entrepreneur for Microsoft.
Quick, J. C., Piotrkowski, C., Jenkins, L., & Brooks, Y. B. (2004). Four dimensions of healthy work: Stress, work-family relations, violence prevention, and relationships at work. In R. H. Rozensky, N. G. Johnson, C. D. Goodheart & W. R. Hammond (Eds.), Psychology builds a healthy world: Opportunities for research and practice. (pp. 233-273) American Psychological Association, Washington, DC. doi: http://dx.doi.org/10.1037/10678-010
The main argument was the central issue of healthy work versus unhealthy work. Jobs can be stressful and can cause damage that we do not necessarily see. Just as a job can cause stress, so can being unemployed. Relationships between work and family are always a good topic for discussion. A section of this article addresses the low-frequency, high-impact health risk of violence in the workplace. Surveillance cameras, prevention strategies, and HR are all focuses and potential challenges to healthy work.
The goal of this piece is to ensure that workplace safety is ample. This source is useful because it covers family/work relationships, occupational stress, prevention, violence, working conditions, health, and risk factors. This information will help to shape my argument that there are issues in HR. All this credible information will be used in my final paper. From this, I will be able to go further in depth with information compared to the textbook.
Strauss, K. (2013, September 8). 7 Ways to Keep Your Employees Happy (And Working Really Hard). Retrieved November 10, 2016, from http://www.forbes.com/sites/karstenstrauss/2013/09/08/7-ways-to-keep-your-employees-happy-and-working-really-hard/#1a6516b358cb
This article reminds us that a business cannot be successful without its employees. It is important that employees feel wanted and that they are a part of things. Making work feel a little less like work can do a lot for employees. Keeping all members in the loop can ensure that no one is left out. Making sure that the same information is relayed down to all members of the company is a key communication skill. Allowing people to get new responsibilities and to advance will keep their interest. This website lists many different options to keep employees happy. This source will be useful because it takes a different route and is more “outside the box” than the other articles. This information is credible and reliable because the author holds a degree in business journalism from Columbia University and is a journalist for Forbes magazine with an impressive background in online media.
Joseph, C. (2016). Recommendations on Improving Diversity in the Workplace. Retrieved from Chron Small Buisiness: http://smallbusiness.chron.com/recommendations-improving-diversity-workplace-1810.html
Root extenuates how important it is to have diversity in the workplace. The world we live in today makes it impossible to work where there will not be different types of people. A company cannot be successful without accepting and embracing workplace diversity. He lends advice for how to deal with people that do not like change or may not be used to different ethnicities. Solving these issues can include widening the recruiting base, offering language training, making an evaluation form, using current staff to recruit more people, and clarifying benefits.
This source offers solutions to HR issues rather than facts to help me carry on my essay. Compared to my other articles and websites, this one is different in the fact that it offers solutions. The information is credible and reliable because Joseph has a Bachelor of Science in marketing and writes for newspapers and online publications covering business and technology.
Kokemuller, N. (2016). Negative Effects of Diversity in the Workplace. Retrieved November 13, 2016, from http://smallbusiness.chron.com/negative-effects-diversity-workplace-18443.html
Having a counter argument can be a good thing to add to a paper. Although some may disagree, a controversy piece can make for a more interesting paper. Diversity is seen as a positive way to manage a company to some, but individual traits can produce negative effects if they are not well-managed by human resources. The negative effects can occur if the work culture does not support tolerance and acceptance of those that are different. There are communication barriers, cultural resistances, discrimination, and increased costs with hiring a diverse group of people.
This source will allow me to see and understand both sides of the argument. This source is credible because Kokemuller has been an educational writer since 2007 and a college marketing professor since 2004. He holds a Master of Business Administration as well. The article is not bias; it states facts based off of common sense and rhetoric. After reading, I began to change the way I thought about diversity and whether it would be too difficult to maintain or worth it.
Hernandez, T. (2010). Employment Discrimination in the Ethnically Diverse Workplace. Retrieved November 13, 2016, from http://ir.lawnet.fordham.edu/cgi/viewcontent.cgi?article=1013&context=faculty_scholarship
Integration is only the beginning of the struggle to end racial discrimination. As the workplace gets more diverse, the employees’ minds do not. People become more closed off when they are not properly educated and integrated. Measures that show a lack of workplace diversity may create evidence of discrimination. But this statement does not work in reverse because the presence of statistical diversity in the workplace does not equate with the absence of discrimination. This means that lack of diversity can create discrimination, but does not mean it cannot happen. There can be discrimination even if everyone was the same race.
This article will be helpful because of the different cases that occurred due to racial discrimination. People sometimes try to blame the workplace or coworkers of racial discrimination. This website is reliable because all facts are backed up by citations and the cases and trials mentioned are federal cases. The changing demographics of the United States is forcing us to co-exist and we need to learn how. This article made me realize how much of an issue racism still is. This will fit into my final paper well by adding supplemental information and actual events and examples to back up what I say.
Foster, B. G., Jackson, G., Cross, W. E., Jackson, B., & Hardiman, R. (1988, April). Workforce diversity in business. Training & Development Journal, 42(4), 38+. Retrieved from http://go.galegroup.com/ps/i.do?p=AONE&sw=w&u=lom_mtsem&v=2.1&it=r&id=GALE%7CA6682115&sid=googleScholar&asid=210840c8f8569580864776ec4a66dd74
Commitment to workforce diversity can help to improve productivity and boost market shares. Being successful in managing diversity can help organizations to work through change better. Work force diversity is a growing demographic, and in fact, white Americans may be a minority by the year 2020. Having a diversified workforce may include increased corporate knowledge of what consumers want and enhancing marketing opportunities. The three stages of workforce demographics include monocultural, nondiscriminatory, and multicultural. Any size company can develop policies and action plans to help with diversity.
This is a useful, reliable source because it is from a scholarly journal. This source was helpful to me because each sub-category can easily fit into my paper. It focuses on moving forward and fixing things rather than what is broken. I could use this article for a summary of what we could do moving forward. It adds something new so that the facts do not get repetitive.
Diversity and Discrimination. (n.d.). Retrieved November 13, 2016, from http://www.hrhero.com/basictraining/BTE_Diversity_6.pdf
Organizations need all kinds of skills, personality traits, and life experiences to succeed. Employee diversity can help to ensure that employers have a broad variety of skills and experiences of services. Diversity is about creating an atmosphere where all employees can work together despite their differences. Discrimination was outlawed by Title VII of the Civil Rights Act of 1964. This article goes over what Title VII is and the Equal Pay Act.
This article is useful and reliable because it is essentially a how-to guide to be a good employee. It reminds us that whites can also be discriminated against. It also talks about how Hispanics, and Middle Easterners have their issues with discrimination. The goal of this article is to inform employees what is expected of them. This article would go well in my paper because it covers all the little things that the other articles do not. I was particularly interested in learning about Title VII. I was never aware that there was an actual law to stop discrimination.