engl 1302 - composition and rhetoric II

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Purpose: You will take at least 3 of the sources that you have on your annotated bibliography that has at least two different perspectives on your topic. If you don't have differing perspectives, you will have to do more research as you must have different perspectives. In a table like the one below, list:

  • 4 essential questions that would need to be covered to fulfill an argument based on the angle you are taking with the issue. For instance, gun control is a topic; what issue about gun control will you consider? That's where the questions come from.
  • For each of the 3 sources, list what paragraph(s) cover the questions.
  • summarize the perspectives, how they intersect and how they diverge, and how they fit into your opinion.
QuestionsSource #1 Author: Source #2 Author:Source #3 Author:Source #4 Author:
1.
2.
3.
4.
Summary of perspectives:

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Vo 1 Student Name: Duy Sang Vo Professor: Christine Brown Course: Engl 1302 Date: 10/17/2018 Annotated Bibliography 1. Stack, Laura. Managing Employee Performance : Motivation, Ability, and Obstacles. The Productivity Pro, Inc, 2013. The above source is a secondary source, which was originally published at Highlands Ranch Colorado by the Productivity Pro Inc. in the year 2013. In this text, the key findings comprise why employee productivity may decrease and what can be done to improve workers productivity. Therefore, the source is significant because it explains how to determine employee performance issues. Furthermore, it describes the type of an environment to provide to create a motivating surrounding for employees to perform better while criticizing their actions when needed. Additionally, through this source, researchers can learn to analyze employee performance problems and motivate individuals to work at their highest abilities. Moreover, it gives more insights on ways to criticize a problem constructively and provide a direction for desired changes and behavior among employees. Besides, it describes what to do when faced with employee problems such as when to take corrective measures, which will help identify different behavioral techniques that aid in handling more stressful circumstances. Vo 2 2. Sparrow, Jane. The Culture Builders : Leadership Strategies for Employee Performance. Routledge, 2012. Sparrow shares knowledge of her analysis and experiences on ways that cooperation’s are building an engaged labor force. In this view, the resource type is a secondary eBook, which was published in Burlington Vermont by Routledge publisher in the year 2012. Concerning the main findings, the text identifies that companies, which maintain high, improved, and long-term employee performance are those that allow and equip management to engage workers to deliver. Therefore, the source is relevant because it describes the essence of having an engagement strategy that allows managers to engage employees in guidance and partnership strategies toward specified employee motivation groups. Besides the text gives insights on the need to sustain employee performance towards a long-term practice. With this in mind, the source provides an opportunity for learning and a chance to apply the knowledge gained in actual practice to improve the chances of employee performance dramatically. 3. Mader-Clark, Marjorie, and Lisa Guerin. Employee Performance Handbook, The : Smart Strategies for Coaching Employees. Vol. Second edition, NOLO, 2016. The analysis by Mader-Clark and Guerin is a secondary source that was published in Berkeley California by NOLO publishers in the year 2016. In this outlook, the book gives important findings on the approaches needed to train employees about improved performance. Moreover, it highlights how to approach or confront poor performing employees and ways to turn poor performers into improved workers. Furthermore, in the process of controlling workers output, the source emphasizes the need to act within the constraints of the law to avoid possible Vo 3 emotional outbursts or lawsuits. Therefore, the book is a complete guide on how to instill disciplinary measures to employees while improving their performance. Moreover, the book has a clear insight on legal laws and advice towards better plans to avoid legal issues. With this source, researchers get to learn the importance of recognizing problems in advance because they provide an opportunity to decide on the correct correctional steps. 4. Ibrahim, Rosli, et al. “The Effect of Soft Skills and Training Methodology on Employee Performance.” European Journal of Training & Development, vol. 41, no. 4, May 2017, pp. 388–406. The analysis by Ibrahim et al. is a secondary source journal article referred to as the European Journal of Training and Development. The main subject focused on the article are job performance, soft skills, organizational culture, and personal performance. In this text, the researchers give insight into the importance of offering soft skills to the workers to enhance their performance. Therefore, through the article, readers can comprehend how soft skill acquisition can help employee motivation. By use of quantitative research, the analysis found out that impacting soft skills in employees gives them the confidence to perform better. Thus, the findings in this research help in raising awareness to employers, managers, and professionals in the industry-relevant techniques to employee work motivation. With this skills, employees gain technical and hard skills that can be used to evaluate work performance. For this reason, redirecting and concentrating on employee training and development causes employee satisfaction, which leads to improved employee performance. Vo 4 5. Debrincat, Grace. The Effectiveness of Performance Appraisal Systems: Employee Relations and Human Resource Management. Anchor, 2015. The analysis focuses on employee performance appraisal, which is linked to employee performance evaluation. In this source, the analysis is a secondary source published in Hamburg anchor in the year 2015. In this view, the text gives insight on the effectiveness of performance appraisals as a tool for commitment, motivation, and output while providing the foundation of a rewarding system. Furthermore, the text identifies how performance appraisal enhances employee performance and gives a clear insight into arguments on performance appraisal as being subjective and unfair. Therefore, the analysis emphasizes on performance appraisal and its effectiveness in achieving the set goals in an organization. Through this study, it recognizes that performance appraisal is not entirely imperfect and ineffective, although practitioners experience difficulties in assessing performances. In this investigation, several recommendations are made to ensure high appraisal output as a direct outcome of performance appraisals ensuring effectiveness. Thus, performance appraisal is realized as an essential approach to manage and support employee performance in the future. 6. Civil Service Commission, Washington, DC. Library. Improving Employee Performance. Jan. 1972. The source above is available online and is a government document, which describes various methods to improve employee performance. With this in mind, the text is a primary source published by the Washington DC library in the year 1972. In this context, the paper focuses on important subjects such as the relationship between employer and employees, job Vo 5 performance and satisfaction, work relations, employee motivation and morale, organizational change and work attitudes, work environment, and productivity. Notably, the source is a series of two previous publication on productivity, motivation, and employee reward system. With this in mind, the publication covers texts from the civil service commission, which explains approaches used for support employee performance. For this reason, the study is important because it helps researchers understand how to use different organizational methods to promote employee performance. Through using different organizational development methods such as creative innovation of rewarding employees, which motivates them to increase productivity. Vo 6 Work cited Civil Service Commission, Washington, DC.Library. Improving Employee Performance. Jan. 1972. Debrincat, Grace. The Effectiveness of Performance Appraisal Systems: Employee Relations and Human Resource Management. Anchor, 2015. Ibrahim, Rosli, et al. “The Effect of Soft Skills and Training Methodology on Employee Performance.” European Journal of Training & Development, vol. 41, no. 4, May 2017, pp. 388–406. Mader-Clark, Marjorie, and Lisa Guerin. Employee Performance Handbook, The : Smart Strategies for Coaching Employees. Vol. Second edition, NOLO, 2016. Sparrow, Jane. The Culture Builders : Leadership Strategies for Employee Performance. Routledge, 2012. Stack, Laura. Managing Employee Performance : Motivation, Ability, and Obstacles. The Productivity Pro, Inc, 2013. ...
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Tutor went the extra mile to help me with this essay. Citations were a bit shaky but I appreciated how well he handled APA styles and how ok he was to change them even though I didnt specify. Got a B+ which is believable and acceptable.

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