Expert answer:revise my sources annotation
Solved by verified expert:I have completed my annotation for these sources but my teacher said I have to add more in depth. see the attached documents and fix it up please. 🙂
annotation_guidelines_1__1_.docx
sources.docx
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How to Write an Annotation
What are annotations and why do I write them?
An annotation is a brief summary of a book, article, or other publication. Its purpose is to describe the work
in such a way that the reader can decide whether or not to read the work itself.
A bibliography, of course, is a list of writings and is a standard appendage to a scholarly book or article. An
annotated bibliography, in which each item is summarized, is valuable because it helps the reader
understand the particular uses of each item. The ideal bibliography discusses the relationship of one item to
another.
The following seven points provide guidance for writing an annotation:
1. The authority and the qualifications of the author, unless extremely well known, should be clearly stated.
Preferably this is to be done early in the annotation: “John Z. Schmidt, a Russian history professor at
Interstate University, based his research on recently discovered documents.”
2. The scope and main purpose of the text must be explained. This is usually done in ~three short
sentences. For example, “He reveals that a few Germans played a key role in the events leading up to the
revolution. They provided money, arms, and leadership which helped the revolution get started.” Unlike
an abstract, which is an abridgment or synopsis, the writer cannot hope to summarize the total content of
the work.
3. The relation of other works, if any, in the field is usually worth noting: “Schmidt’s conclusions are
radically different from those in Mark Johnson’s Why the Red Revolution?”
4. The major bias or standpoint of the author in relation to his theme should be clarified: “However,
Schmidt’s case is somewhat weakened by an anti-German bias, which was mentioned by two
reviewers.”
5. The audience and the level of reading difficulty should be indicated: “…Schmidt addresses himself to
the scholar, but the concluding chapters will be clear to any informed layperson.” Such a comment will
serve to warn you (and other college student readers) away from writings which are too elementary or
too scholarly.
6. At this point the annotation might conclude with a summary comment: “This detailed account provides
new information that will be of interest to scholars as well as educated adults.”
7. Yet another, and often required way to conclude an annotation is with some sort of reference to the
usefulness of the source for your particular project: “This extremely informative resource will be useful
when attempting to illustrate the impact that Germans, an earlier unnoted group, had on the Russian
revolution.”
Example of an annotation based on the 7 points of guidance.
“Schmidt, a Russian history professor at Interstate University, based his research on recently discovered
documents. He reveals that a few Germans played a key role in the events leading up to the revolution.
The provided money, arms, and leadership which helped the revolution get started. Schmidt’s
conclusions are radically different from those in mark Johnson’s Why the Red Revolution? However,
Schmidt’s case is somewhat weakened by an anti-German bias that was mentioned by two reviewers.
Schmidt addresses himself to the scholar, but the concluding chapters will be clear to any informed
layperson. This detailed account provides new information that will be of interest to scholars as well as
educated adults. Schmidt’s article will be extremely useful when attempting to illustrate the impact that
Germans, an earlier unnoted group, had on the Russian revolution.
Information for this handout was found, in part at
http://www.umass.edu/lss/handouts/Annotations,%20help%20in%20writing.htm
Millennial At Work Annotated Bibliography
Todd, Vicki. “MILLENNIALS. Academy of Organizational Culture, Communications and
Conflict, 6.
In the case, the author states that the chances of retaining many millennial at work are limited.
They don’t have the necessary skills to perform the job they are given. In most cases,
they complain too much about any job they are given. It is the reason that many
organization does not look forward to maintaining them.
Public relations supervisors and millennial entry-level practitioners rate entry-level job
skills and professional characteristics.” Public Relations Review 40.5 (2014): 789-797.
In this case, the author states that most of millennial have no job experience and skills which
they can use in the job. It is the reason why so many of them have not found any job.
They are not willing to work in such extreme jobs which would elevate them.
Smith, Christie, and Stephanie Turner. “The Radical Transformation of Diversity and
Inclusion the Millennial Influence.” (2015).
When it comes to making investment decisions most of the millennial have got it wrong in the
market. They are looking for investment in fancy business models. In many cases, this
has ended up disappointing them. Even in employment, they don’t understand the idea of
sourcing the right employees who can be of great importance to the business.
Hooker, Rena Hope. THE DETERMINANTS AND IMPLICATIONS OF
MILLENNIALS’STOCK MARKET INVESTMENT HABITS AND OPINIONS. Diss.
Appalachian State University, 2017.
The author explores millennial from the engineering perspective. In this case, the author
acknowledges that when they are given an element of technology, they are the best. They
can thrive in any place where they are given technology at the end. The use of the digital
system and technology has the great connection with millennial.
Johri, Aditya, et al. “Millennial engineers: Digital media and information ecology of
engineering students.” Computers in Human Behavior 33 (2014): 286-301.
In this case, the author looks at the millennial from the nursing education. In this case, the author
identifies that Twitter plays a crucial role in the field. The use of social networking is
affecting the job performance of these millennials at the end. They are spending too much
time at these site at the expense of customers.
Stephens, Teresa M., and Mary E. Gunther. “Twitter, millennials, and nursing education
research.” Nursing education perspectives37.1 (2016): 23-27.
The author offers a peculiar analysis in this case. The author state that millenniums can thrive
even when faced with technological difficulties. One thing that the author states are that
although this is possibly an element of technology must be present to support them. They
can work even with old technologies provided.
Gladfelter, Jessica A., and Denise Friedman. “Texting During Homework: The Millennial
Generation’s Ability to Thrive despite Constant Technological Interruptions.” (2014).
It is clear that the future organization will be led by the millennial but what can be seen in this
case is the need to develop the technology. Without technology, many organization will
end up collapsing. The generation that is taking over is not ready to work, and thus they
need technology as the supporting element.
Grace, Miriam, and George B. Graen, eds. millennial spring: Designing the future of
organizations. IAP, 2014.
When it comes to values, most millennial have not been educated on the required guideline to be
the best managers. They spend too much time worrying about the tech-based kinds of
stuff that they fail to recognize the role of human resources. They suffer as they have
limited information that they can use to sharpen their skills.
Sledge, Christopher L. Influence, Power, And Authority: Using Millennials’ Views To
Shape Leadership Practices. Air War College, Air University Maxwell AFB United States,
2016.
It has been found that millennial have developed a way of using those in power and had authority
to get their jobs. The fact is that millennial are using the influence others have to get in
the position. Their leadership is based on getting others in the job without considering
their credentials at the end.
Klimkiewicz, Katarzyna, and Victor Oltra. “Does CSR Enhance Employer Attractiveness?
The Role of Millennial Job Seekers’ Attitudes.” Corporate Social Responsibility and
Environmental Management (2017).
In most cases, millennial is not the kind of the individual who is persistence when looking for
jobs. They have the tendency of giving up so easily. Their attitude is that if they fail to
secure the job they will return at their parents’ home and nothing seems to worry them as
the parent have covered their needs
Shin, Hyunju, Jacqueline K. Eastman, and David Mothersbaugh. “The effect of a limitededition offer following brand dilution on consumer attitudes toward a luxury brand.”
Journal of Retailing and Consumer Services 38 (2017): 59-70.
Millennial are the group that is very different from other generation they work hard for their
money, but they go a problem when it comes to impulse buying. The fact is that they do
not have any value for their money. The idea is to get money and end up buying an
expensive brand to identify their status.
Winograd, Morley, and Michael Hais. “How millennials could upend Wall Street and
corporate America.” Brookings Institute (2014).
In this case, study the author’s tries to think how the millennial would spend Wall Street and
corporate America. In their view, everything would end up in luxury shops. Millennial
have an attitude that everything that they get should end up making a point in the society.
They are not investors, but they are the spenders which mean they are the most broke.
O’Donnell, J. T. “3 Reasons Millennials Are Getting Fired.” Inc.com, www.inc.com/jtodonnell/3-reasons-millennials-are-getting-fired.html.
The author identifies the reasons why many millennial are getting fired. The reasons which are
given are they have an anti-work attitude where don’t want to work their progress.
Second Millennials’ happiness isn’t the employer’s responsibility. Millennials are pretty
vocal about wanting work to be a “fun” place to go which annoys the employees
Katie Hope, K. H. “The Millennial Generation Shaking Up the Workplace Rules.” BBC
News, 2 Feb. 2016, www.bbc.com/news/business-35460401.
In this case, the author does not think that the millennial have a problem. The problem is the
organization failure of appreciating changes. The organization needs to be flexible to be
pleasant to everyone. Flexibility in dress down and other aspects is required if millennial
have to work. It is something that must be adopted.
“4 Millennial Attitudes toward Work That Might Surprise You.” NFIB,
www.nfib.com/content/analysis/economy/4-millennial-attitudes-toward-work-mightsurprise-you-74316/.
Research has been carried out to understand the attitude of millennial to work. One thing
contrary to the belief they don’t like job hopping. Second, they like feeling appreciated
for the job they have done. The only problem that they have with management is that
they are not given the chance of advancing in the market.
“Millennials Need To Change These 5 Attitudes About Work.” HuffPost Canada,
www.huffingtonpost.ca/kathy-buckworth/millennial-attitudes_b_9538754.html.
In this case, the author identifies the things the millennial should try to change if they have to
sustain their jobs. One is the fact that they need an overhaul in their dressing code.
Second is getting the job on time. The third is working for unpaid internship programs
among others. It is the only way forward.
Beauchamp, Michelle Bednarz, and Donald C. Barnes. “Delighting baby boomers and
millennials: Factors that matter most.” Journal of Marketing Theory and Practice 23.3
(2015): 338-350.
It is clear that millennial can work, but they need a friendly working environment. They need
individuals who can help them adopt within the organization. If they are given a chance
they can transform. It all goes to the idea of making sure that they are provided with the
expected situation at work as every employee requires.
Ferri-Reed, Jan. “Are Millennial Employees Changing How Managers Manage?” The
Journal for Quality and Participation37.2 (2014): 15.
Through millennial managers have realized that transparency within the organization is a vital
component. Organization is realizing that they have a point to make of transparency when
engaging millennial. It is the only way of making them to do their jobs in the right
manner. Millennial are changing even the management of the organization at the end.
Indhira, N., and N. Shani. “Happiness and Fatigue among Millennials in Selected
Information Technology Organizations in India.” Asian Journal of Research in Social
Sciences and Humanities 6.7 (2016): 390-399.
In this case it has been found out that millennial can work if they are given the right happiness.
Second is the element of technology. These are the elements that can be used to reduce
the overall boredom at the end. If these are offered, then the chance of millennial
conducting themselves within the market requirements becomes essential.
Hall, Ashley. “Exploring the workplace communication preferences of millennials.”
Journal of Organizational Culture, Communication and Conflict 20 (2016): 35.
Another case that has come clear is that millennial have their tendency when it comes to the
communication process. They prefer informal communication and forcing them to adopt
the official way has not been an easy venture at the end. With this many organization
have found them to be immature in a way.
…
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