SOURCES

Reliability of Source:

Value of Information Found:

Source:

Manjula, P. S., & Aggarwal, V. (2015). Predictors of Team Satisfaction. Annamalai International Journal Of Business Studies & Research, 6-10.

Friess, E. (2013). “Bring the Newbie Into the Fold”: Politeness Strategies of Newcomers and Existing Group Members Within Workplace Meetings. Technical Communication Quarterly, 22(4), 304-322. doi:10.1080/10572252.2013.782261

Journal:

Jia, H., & Liden, r. c. (2015). Making a Difference in the Teamwork: Linking Team Prosocial Motivation to Team Processes and Effectiveness. Academy of Management Journal, 58(4), 1102-1127. doi:10.5465/amj.2012.1142

Hall, A. (2016). Exploring the Workplace Communication Preferences of Millennials. Journal of Organizational Culture, Communications & Conflict, 2035-44.

Turnage, A. K., & Goodboy, A. K. (2016). E-Mail and Face-to-Face Organizational Dissent as a Function of Leader-Member Exchange Status. International Journal Of Business Communication, 53(3), 271-285. doi:10.1177/2329488414525456

Kassing, J. W. (2009). Breaking the Chain of Command. Journal Of Business Communication, 46(3), 311-334.

Journal of Organizational Culture, Communications & Conflict

Academy of Management Journal

Journal of Business Studies & Research

Technical Communication Quarterly

International Journal of Business Communication

Journal of Business Communication

This article is a reliable source because of the large amount of studies that were used to determine how prosocial motivation can be important factor in the workplace. In this article, Hu and Linden used multiple studies to gather information and found that prosocial motivation is a key point to creating an effective work team. Their extensive research showed that when people are just motivated in their tasks, the work teams don’t always reach their maximum effectiveness. Having workers that are prosocial motivated can help workers to be more motivated about their task because they are able to benefit others from their work.

This article would be beneficial for someone who would be looking for a job at Google because Google relies on a large amount of teamwork and looks to benefit its workers and customers as much as possible. Going for a job at google would definitely require a worker to be motivated at their task, but being such a large search engine, Google is always striving to care for their customers by supplying endless results for a customer to search. Having prosocial motivation can help all the employees at Google to come together share their skills with each other to create the best possible, user friendly search engine there is for their customers.

The source is reliable because it had come from the International Journal of Business Studies and Research. This article is relatively new, it had been published in the year of 2015 so it has more relevant information than if it were made in the early 2000s. This source had also given a varied number of participants which led to a wider variety of thoughts that were conducted within the study.

This article could be valuable to someone who decides to work with Google because much of Google’s work is to be brought to one another for support and other ideas even though some ideas might not agree it could come to handling conflict. Handling conflict could be looked at a bad thing but in this situation it shows how conflict handling could lead to figuring out the norms of the environment and the expectations that should be brought to the table.

The article is a reliable source of information discussing the studies conducted within. This source explains the studies organized to review different results in the relation between politeness and employees in a workplace. It is understood that current employees and newcomers in every job may not have the same results but the studies done in this source show some of the events that do occur. The study was done with two different groups including face-to-face and the other group who meets more teleconference, to display the differences that may occur within organizational groups.

Reading this article would be valuable to a newcomer who is going to work with Google. It discusses what the expectations may be depending on if the position is more face-to-face or not. Google is a company that would do face-to-face meetings and discussions. A newbie going to work for Google may take out of this article what they might expect to see with politeness in their new job. The employee that is new may then have to decide that if they would like to continue to work with Google, if they are then willing to convert some of their politeness strategies already to fit more with the Google strategies

Information about millennial workers is valuable to this project since we are researching Google as entry-level millennial workers. Not only is this helpful in determining how to communicate with superiors, but it helps educate us on the stereotypes of millennial workers that we should be aware of in the company. This would also be helpful for workers of other generations to learn about how millennials communicate in the workplace.

The Journal of Business Communication is a credible source.The article channels a study conducted via survey about times employees practiced circumvention and times they chose to break the chain of command. They were asked why they broke the chain of command and how they felt about doing so. The results indicated that they broke the chain of command because of supervisor performance, supervisor indiscretion, and supervisor inaction.

Google is a company that doesn’t follow business organization norms and breaks the chain of command. An entry-level worker at Google has the opportunity to speak to the CEOs of the company. This article could also be helpful for entry-level workers who need to learn about when it is acceptable or not acceptable to break the chain of command.

The Journal of Organizational Culture, Communications & Conflict is a reliable source. This article reflects a study conducted at Austin State University. It was conducted using a survey given to millennial workers about sharing information, seeing the big picture, the employee-manager relationship, feedback, and coworker communication. After discussing the study, the authors review the implications for education and business.

This is important to note since Google is an in-group style company. Relaying complaints and dissent in person leads to a more comfortable working environment and therefore a better working relationship.

The article mentions HU and Linden used many studies, like the one done by Grant and Berg, to explore how and when team prosocial motivation relates to team effectiveness, how prosocial motivation can help teams cooperate and develop strong emotional ties, and how task interdependence is an important boundary condition for effects of prosocial motivation in teams. This is summarized by the “Overall theoretical model.” In their findings, prosocial motivation played a big role in team effectiveness and had an effect on individual’s task at work.