Annotated Bibliography Argumentative
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The impact of technology on individuals and organizations is widespread, and has resulted in the capability to do many jobs from anywhere at any time. When teleworkers work from their homes, and they use information and communication technology (ICT) to keep in touch with centralized work locations, they are frequently referred to as “home-based” teleworkers. An occupation exists necessarily depends on its characteristics and advantages. In this article, authors focused on the relations between personality and motivational traits and job effectiveness in teleworkers versus non-teleworkers. In addition, they also world like to analyze and assess both teleworkers and non-teleworkers, which have more strengths and more efficient than another. Golden, T. D. and Raghuram, S. (2010). Teleworker knowledge sharing and the role of altered relational and technological interactions. doi: 10.1002/job.652
While knowledge sharing is difficult enough within traditional offices, it is particularly challenging for those who telework away from others. Telework as a form of virtual work involves using computer technology to work from home or another location away from the traditional office for a portion of the workweek. In Golden and Raghuram’s theory, teleworking is a normally method for people doing business and other communications in this digital age. Their goal is to shed insights into knowledge sharing among individuals engaged in telework. Authors compared both face-to-face interactions and electronic tool use in altered spatial and knowledge sharing.
Results using matched data from 226 teleworkers support the role of teleworker trust, interpersonal bond, and commitment in predicting knowledge sharing. Authors thought information and knowledge sharing is implemented in reality imperatively. According from their theory, sharing knowledge will maximize the benefits, and those shared knowledge could strongly support teleworks’ work. O’Neill, T. A., Hambley, L. A., Greidanus, N. S., MacDonnell, R., and KlineArticle, T. J. B. (2009). Predicting teleworker success: an exploration of personality, motivational, situational, and job characteristics. doi: 10.1111/j.1468-005X.2009.00225.x
The impact of technology on individuals and organizations is widespread, and has resulted in the capability to do many jobs from anywhere at any time. When teleworkers work from their homes, and they use information and communication technology (ICT) to keep in touch with centralized work locations, they are frequently referred to as “home-based” teleworkers. An occupation exists necessarily depends on its characteristics and advantages. In this article, authors focused on the relations between personality and motivational traits and job effectiveness in teleworkers versus non-teleworkers. In addition, they also world like to analyze and assess both teleworkers and non-teleworkers, which have more strengths and more efficient than another. Sardeshmukh, S. R., Sharma, D. and Golden, T. D. (2012). Impact of telework on exhaustion and job engagement: a job demands and job resources model. doi: 10.1111/j.1468-005X.2012.00284.x
Telework, also known as telecommuting or virtual work, involves using computer technology to work from home or another location away from the traditional office for a portion of the work week. Although there are a variety of forms of telework, which encompass working in satellite offices or other remote locations away from home, in this article, we view telework as a work mode in which individuals most commonly allocate their work time between an office and their home. Authors thought there is a manner that teleworking can make a breakthrough from traditional office work, it would help individuals managing their time, space and relationships. In this paper, we empirically investigate the potential impact of telework on exhaustion and job engagement, exploring mediators of these relationships.
In Sardeshmukh, Sharma, and Golden’s theory, traditional office work is a kind of life experience for individuals, telework has been created and changed the balance of this entire system. They proposed that the extent of telework (EOT) impacts exhaustion and job engagement through alterations in job demands and job resources. Al Mamun, M. and Wickremasinghe, G. B. (2014). Dynamic linkages between diffusion of Information Communication Technology and labour productivity in South Asia. doi: 10.1080/00036846.2014.927573
From the beginning of globalization and the information age in the mid- and late-1990s, worldwide unprecedented economic growth and domestic labour productivity have largely been driven by the development and diffusion of Information Communication Technology (ICT). Since ICT has come to be known as general purpose technology (GPT) as suggested by Bresnahan and Trajtenberg (1995), Ceccobelli et al. (2012) and others, the impact of ICT should spread to all sectors of the economy, and efforts should be made to constantly improve ICT quality and make it cheaper over time. The main point of this article is to build connection between ICT and labour productivity in South Asia. As the global growth paradigm is shifting from the West to East with Asia becoming the hub for global growth generation in the coming decades, indeed, it is necessary to analyze and study the ICT system in Asia. Kanuka, H., Jugdev, K., Heller, R. and West, D. (2008). The rise of the teleworker: false promises and responsive solutions. Higher Education. 56(2) 149-165 (2008). doi: 10.1007/s10734-007-9095-z
This article, The rise of the teleworker: false promises and responsive solutions, is focus on provide learning opportunities to improve teaching practices for the increasing numbers of academics who are choosing to work online from remote offices, sometimes called e-academics, remote workers, or teleworkers. Authors thought more and more institutions of higher education provide to open and distance learning (ODL), the field of education’s complicated is increasing. E-academics, one kind of teleworker, are provide another convenience way to individuals who wants to accessed to higher education. The purpose of this research was to gain a better understanding of how to provide con-tinuous learning opportunities to improve teaching practices for academics who are teleworking. On the other hand, false promises are the primary barrier of E-academic program.
Authors collected amounts of data during their research, and analyzed those data, result showed that if left unattended, new hires—especially new hires who are teleworkers—experience a sense of isolation that eventually progresses toward exasperation, disillusionment, and eventual alienation. To Manage teleworkers, managers need to find the balance to deal with their remote employees. Thoughtfully designed continuous learning activities create a culture that supports excellence in teaching, while fostering connectedness between and among colleagues and the institution. This is vital to continuous innovation and improvement in ODL institutions. Abril, P. S., Levin, A. and Riego, A. D. (2012). Blurred Boundaries: Social Media Privacy and the Twenty-First-Century Employee. doi: 10.1111/j.1744-1714.2011.01127.x
Today, technology makes the boundaries between the professional and personal more porous. The social establishments bounded by physical space about which Goffman wrote are no longer barriers for social performances and perceptions. Facebook, Twitter and Instagram are the most popular social media on the world. With these social networks, individuals are allowed to public anything they want online, including their private lives and their opinions. Employer-provided laptops and mobile devices do not discriminate between private and professional communications or locations.
These “boundary-crossing” technologies blur the already elusive line between the private and the public, the home and the workplace. In this article, both individuals’ privacy life and business activities need to be respected and treated with caution. Yet the balance of rights and benefit is not easy to be found. Generally, managers and employees treat social network differently, and this is the primary issue that authors need to do this research to understand. Tietze, S. (2005). Discourse as strategic coping resource: managing the interface between “home” and “work”, Journal of Organizational Change Management, Vol. 18 Iss: 1, pp.48 – 62
The number of teleworkers is increasing quickly in this digital age. When people move office into their home and identified themselves as teleworkers, there will have some obvious challenges to them. Identity formation is bound to context—to specific situations defined by time and space. It provides trajectories for how one should act, think and even feel in the creation and expression of (professional) identities. The dispersed work organization has severely dented the spatial and temporal context of identity formulation. Teleworkers need time to accept and distinguish which part is for work and which part is their real home. At the core of such change are questions of identity and ethical considerations concerning the organization of our life worlds, those of work, those of home and the evolving spaces and times “in‐between”.