Sebastian Nunez

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WRIT 200 Annotated Bibliography Assignment (10%) - Individual

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

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WRIT 200 Annotated Bibliography Assignment (10%) - Individual

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
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stating that well-rested, happy teleworkers make better employees than commute-weary, timefamished, stressed-out, continually monitored central office workers.

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