Assignment 3 Research Paper First Draftturnitinthis Assignment Wil ✓ Solved
Assignment 3: Research Paper - first draft Turnitin® This assignment will be submitted to Turnitin®. Instructions Task: Write a research paper using evidence to support a thesis that addresses your research question examining a current issue or event in the news from the perspective of your field of study. The audience is people who are generally educated but do not have extensive knowledge of your field or topic. Length: At least 2000 words Sources: Minimum of 6. At least 3 of these must be from scholarly journals, and all sources should be selected based on reliability, currency, and level of information/analysis.
The UMUC library will be very useful in helping you find appropriate sources. You can, but do not have to, include all of the sources from your annotated bibliography. Due date and revision: The first draft of the research paper is due by the end of Week 5. Submit your draft as an attachment (Microsoft Word is preferred) to this assignment folder. This should be as complete a draft as possible, in order to receive the most helpful feedback.
In working on your draft, you may want to look at the rubric that will ultimately be used to grade your final paper. You can see it when viewing these instructions through the Assignments area of the classroom. During Week 6, you will receive feedback on your draft. You will then revise your paper and submit it by the end of Week 7 to the folder "Assignment 3: Research Paper, revised draft." This version will be graded using the rubric and will count for 30% of your course grade. Your instructor may or may not complete the rubric for your first draft, but only the grade on your revised paper will count toward your course grade.
Outcomes you should achieve by completing this assignment The outcomes for this assignment are listed below, with the associated course outcomes in parentheses: · Use research to write a paper that will inform or persuade an audience (Course outcome 1) · Form unified, coherent, and well-supported paragraphs in support of the thesis statement (Course outcome 2) · Select sources, use them to inform and support your writing, and document them in APA style (Course outcome 4) · Demonstrate accurate grammar and mechanics in writing (Course outcome 3) · Participate in the process of receiving feedback and revising your writing (Course outcome 1) Topic This paper is the culmination of your research project, in which you are examining a current issue or event in the news from the perspective of your field of study.
Before drafting your paper, you will have chosen a topic, developed a research question, and identified several potential sources in an annotated bibliography. You should write on the same topic for this paper, unless your professor has asked you to make changes to your topic. Organizing and supporting your paper As you write your paper, be sure to include the following: · an engaging introductory paragraph that includes an effective and clear thesis statement · any definition of terms or background information that your reader is likely to need to understand your paper · focused body paragraphs that begin with topic sentences and use effective transitions. This is where you will support the thesis using arguments and evidence. · a concluding paragraph that reiterates the thesis, summarizes key points of the paper, and leaves the reader with the "So what?" Research is a key element of this paper.
Take care to support your claims with research throughout the paper. Include APA in-text citations whenever you use sources, whether through quote, paraphrase, or summary. An APA reference list at the end of the paper should list all of the sources cited in the text of the paper. Point of view This paper will be written in an academic style. Use third person point of view.
Do not use "I" or "you." Formatting your assignment Incorporate these elements of APA style: · Use one-inch margins. · Double space. · Use an easy-to-read font between 10-point and 12-point. · Include a title page with the title of your paper, your name, and the name of your school. Due Date Apr 19, :59 PM Assignment 3: Research Paper - first draft Top of Form Bottom of Form
Paper for above instructions
Title: The Impact of Teleworking on Employee Productivity and Work-Life Balance in the Post-Pandemic EraIntroduction
In early 2020, the COVID-19 pandemic forced organizations worldwide to adopt remote work as a primary mode of operation. This rapid transition challenged traditional workplace structures and established a new norm known as teleworking. As society progresses into the post-pandemic era, it becomes essential to assess the long-term implications of this shift on employee productivity and work-life balance. This research paper argues that while teleworking may enhance employee productivity and contribute positively to work-life balance, it also presents challenges that require attention to ensure sustainable practices moving forward.
Defining Teleworking and Its Relevance
Teleworking, often referred to as remote work, encompasses any work arrangement where employees execute their job responsibilities outside of a traditional office setting, utilizing technology to communicate and collaborate (Morganson et al., 2010). The adoption of teleworking has been accelerated by recent global health crises, specifically the COVID-19 pandemic, which highlighted its practicality and adaptability in maintaining business continuity (Brynjolfsson et al., 2020). This paper will explore both the benefits and challenges presented by teleworking within the modern workforce context.
Enhancements in Employee Productivity
The shift to teleworking has been found to significantly enhance employee productivity in various contexts. A report from Stanford University found that remote employees exhibited a productivity increase of 13% compared to their in-office counterparts, attributed to more comfortable working conditions and reduced commuting time (Bloom et al., 2015). Employees benefiting from flexible schedules can more efficiently manage tasks and optimize their productivity levels to align with personal peak performance times (Hill et al., 2003).
One contributing factor to increased productivity is the elimination of workplace distractions commonly found in traditional office environments. The ability to tailor one’s work environment allows employees to focus on tasks without the influence of interruptions, such as impromptu meetings or casual conversations (Perry-Smith & Blum, 2000). Moreover, companies have reported savings in operational costs through teleworking, which can be redirected toward augmenting employee incentives and resources that further stimulate productivity (Baker et al., 2007).
Positive Impacts on Work-Life Balance
An important consideration for employees in the sphere of teleworking is the resulting improvement in work-life balance. Teleworking enables employees to better integrate their personal and professional obligations, facilitating arrangements that align with their lifestyles (Kossek et al., 2010). This newfound flexibility has been positively linked to increased job satisfaction and overall well-being (Allen et al., 2013).
Furthermore, the reduction of commuting time has emerged as a critical factor contributing to improved work-life balance (Lauring & Klitmøller, 2017). Teleworkers can allocate the time saved from commuting to personal activities, family engagements, or self-care, leading to an enhanced quality of life. The convenience of remote work arrangements empowers employees to create routines that maximize their physical and mental well-being (Kelliher & Anderson, 2010).
Challenges and Areas of Concern
Despite the numerous benefits associated with teleworking, challenges persist that warrant consideration. A significant concern involves employee isolation and the erosion of organizational culture. Remote work often limits face-to-face interaction, which may lead to feelings of disconnection and loneliness (Bailey & Kurland, 2002). Such isolation can adversely affect collaboration, team cohesion, and the overall sense of belonging to an organization (Fay & Kline, 2011).
Moreover, the blurring of boundaries between professional and personal life can result in increased stress and burnout. Research indicates that remote workers often struggle to disconnect from work, leading to longer hours and difficulty in maintaining a healthy work-life separation (Gajendran & Harrison, 2007). Without clear boundaries, remote employees may experience chronic stress and decreased job satisfaction over time.
Recommendations for Successful Teleworking Practices
To harness the benefits of teleworking while minimizing its challenges, organizations must adopt effective management strategies that promote a healthy work environment. First, it is essential for companies to encourage regular check-ins and virtual team-building activities, fostering connection and combatting feelings of isolation among employees (Parker et al., 2020). Continuous communication initiatives can substantively strengthen team dynamics, enhancing morale and collaboration.
Additionally, establishing clear expectations surrounding work hours and availability can aid in setting boundaries and promoting work-life balance. By implementing policies that define ‘after-hours’ work, organizations can deter burnout and prioritize employee well-being (Spillane et al., 2021).
Lastly, providing resources for mental health and wellness support becomes increasingly vital in the remote workplace context. Companies should invest in programs that equip employees with tools to manage stress and maintain their mental health, ultimately leading to higher levels of satisfaction and productivity (UK Office for National Statistics, 2021).
Conclusion
The transition to teleworking has undoubtedly transformed the workplace landscape, presenting both unique opportunities and challenges for employees and organizations alike. While enhanced productivity and improved work-life balance have emerged as key advantages, challenges such as employee isolation and blurred work-life boundaries require serious attention. By implementing effective practices and policies, organizations can build a sustainable teleworking model that leverages the benefits while addressing the inherent challenges. As we move forward in the post-pandemic world, embracing thoughtful teleworking strategies will be paramount in the pursuit of a productive and engaged workforce.
References
1. Allen, T. D., Golden, T. D., & Shockley, K. M. (2013). How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings. Psychological Science in the Public Interest, 14(2), 1-36.
2. Baker, E., Avery, G. C., & Crawford, J. (2007). Satisfaction and Work-Life Balance Among Teleworkers. Journal of Managerial Psychology, 22(1), 173-188.
3. Bailey, D. E., & Kurland, N. B. (2002). A Review of Telework Research: Findings, New Directions, and Lessons for the Study of Modern Work. Journal of Organizational Behavior, 23(4), 383-400.
4. Bloom, N., Liang, J., Roberts, J., & Ying, Z. J. (2015). Does Working from Home Work? Evidence from a Chinese Experiment. The Quarterly Journal of Economics, 130(1), 165-218.
5. Brynjolfsson, E., Horton, J. J., Ozimek, A., Rock, D., & Yi, J. (2020). COVID-19 and Remote Work: An Early Look at US Data. NBER Working Paper No. 27344.
6. Fay, C. H., & Kline, T. J. B. (2011). The Impact of Teleworking on Job Satisfaction: The Moderating Role of Work-Family Conflict. Journal of Applied Psychology, 96(2), 466-474.
7. Gajendran, R., & Harrison, D. A. (2007). The Good, the Bad, and the Unknown About Telecommuting: Meta-Analysis of Psychological Mediators and Individual Consequences. Journal of Applied Psychology, 92(6), 1524-1541.
8. Hill, E. J., Jacob, J. I., & Matthews, J. (2003). Work-Family Role Conflict: A New Test of the Work-Family Conflict Model. Journal of Engineering and Technology Management, 20(1), 59-87.
9. Kelliher, C., & Anderson, D. (2010). Doing More with Less? Flexible Working Practices and the Challenge of Change. International Journal of Human Resource Management, 21(2), 262-278.
10. Kossek, E. E., Pichler, S., Bodner, T., & Lilley, J. (2010). Not All Hours Are Created Equal: The Role of Flexibility in Work–Life Balance. The Industrial-Organizational Psychologist, 48(1), 17-25.