Apa quoting employee reviews


The Publication Manual of the APA 6th edition includes scant information about how to cite document types common to business; in some cases there are different ways to interpret how to cite a specific item. The manual does state that when it offers no examples for the type of document to be cited, then you should find the closest example and use it to build your citation, which is what we have done with this guide see p. The important thing is to be consistent in the way you cite documents, and include information necessary for locating and identifying your source. If in doubt, ask a librarian , or contact your instructor.


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What citation style to use for business


Numerous studies show that close to two-thirds of U. Why so much unhappiness among professionals who have the capacity to shape their work lives? Then you can use your emotional intelligence—particularly emotional self-awareness, emotional self-control, and organizational awareness—to understand which trap has ensnared you. Finally, you must actively seek meaning and purpose in day-to-day activities, foster hope in yourself and others, and build friendships at work. Why are so many of us who can shape our professional lives unhappy at work?

And what can we do about it? We often fall into destructive mindsets and ways of working that make us unsatisfied and ultimately less successful. Finding happiness at work begins with honing your emotional intelligence to grasp which trap has ensnared you. Then you can foster three things that are known to increase professional satisfaction: meaningful work, enduring hope, and workplace friendships.

Life is too short to be unhappy at work. Yet many professionals who are free to shape their careers are just that: disengaged, unfulfilled, and miserable. She makes a lot of money, is married to a man she loves, and is devoted to her children.

Things were tense at home, and work no longer gratified her. She was tired of workplace politics and cynical about the never-ending changes that would supposedly fix whatever was wrong with the company in a given quarter.

She resented the long hours she was required to put in. Sharon blamed others for her disenchantment. She believed that the executive team was disconnected from the day-to-day business. All the members of her team seemed to be slacking. After coaching Sharon for several months, I grew to like her. But even I found her complaints tedious. I can only imagine what her coworkers thought. What matters is that I hit my targets.

She even noticed that she had begun to compromise her ethics in small ways. Sharon is not alone. Numerous studies show that close to two-thirds of employees in the United States are bored, detached, or jaded and ready to sabotage plans, projects, and other people. This makes no sense to me. Why do so many of us accept unsatisfying work, high levels of stress, looming burnout, and chronic unhappiness?

Multiple factors account for this contemporary malaise. The American Psychological Association found early in that Americans are reporting more stress than ever owing to politics, the speed of change, and uncertainty in the world. Sometimes we do it to ourselves. The drive to achieve goals and further our careers pushes us to be and do our best. But when ambition is coupled with hypercompetitiveness and a single-minded focus on winning, we get into trouble.

We become blind to the impact of our actions on ourselves and others; relationships are damaged and collaboration suffers; we start chasing goals for the sake of hitting targets; and work begins to lose its meaning. Throughout her life, her parents, teachers, and coaches encouraged her striving, and she attained a lot. She got good grades, top spots on sports teams, and academic awards. When she started working, her ambition impressed her bosses: She gave them what they wanted on time and well done.

To her, that meant everyone else had to be number two. Team goals were not a priority unless they served her purpose, and she got a reputation for throwing people under the bus. Nothing is inherently wrong with ambition, of course.

Sometimes it leads people to hone social skills; after all, effective collaboration is a prerequisite for long-term success in complex organizations. They also stopped helping her. She began to cut corners, demanded that her division be paid excessive amounts of money for the work it was doing, and even told a falsehood or two to get what she wanted.

If coupled with a single-minded focus on winning, ambition gets us into trouble. He removed her from the project and sidelined her. Her career stalled. Being forced off the fast track was a wake-up call, and Sharon came to see that she had been lonely and deeply unhappy at work for a very long time.

Her ambition had turned into a trap instead of an asset. Her ruthlessness was a learned behavior rather than an inherent quality: Success early on had reinforced a winner-take-all attitude that ultimately derailed her both professionally and personally. Doing what we think we should do rather than what we want to do is a trap that all of us risk falling into at some point in our work lives.

True, some of the unwritten rules that shape our careers are positive, such as completing an education so that we can help our families and observing punctuality and civility at work. But too many of our workplace norms—what I call shoulds —force us to deny who we are and to make choices that hinder our potential and stifle our dreams. To be successful in most companies, people have to obey shoulds about how to dress, how to talk, whom to associate with, and sometimes even how to have a life outside work.

I have known many who hide anything that makes them look weak or vulnerable—difficulties at home, feeling burned out—because they feel they should be strong all the time. They often dictate what kind of job and career we aspire to.

He secretly hoped to continue on the entrepreneurship track, but as graduation loomed, he found himself wavering. When he got an offer from a prestigious consultancy, he took the job. At 42 Marcus was made a partner in the firm. He recognized that how he was expected to treat people—especially junior people—was dehumanizing, yet he did it. He had never disclosed details about his personal life at work because it was clear that those who succeeded at his company were straight, and as far as he knew, no other spouses worked with their hands.

Living in hiding makes anyone unhappy. And it drags down professional performance as commitment wanes and displeasure with work and colleagues eventually becomes obvious.

Absolute nonconformity and cultural deviance would challenge even the most inclusive organization. Instead, we need to recognize which rules end up being harmful. In this case the shoulds that directed his professional choices caused Marcus to take the wrong job and hide his personal life. The rules he thought he must obey became soul destroying and ultimately dragged down his career. Overwork sucks us into a negative spiral: More work causes more stress; increased stress causes our brains to slow down and compromises our emotional intelligence; less creativity and poor people skills harm our ability to get things done.

Overwork is seductive, because it is still lauded in so many workplaces. They claim to put in plus-hour weeks—presumably because they think excessive hours impress their bosses. But of course the work never ends.

Overwork can slow down our brains and compromise our emotional intelligence. That happened to Marcus. He would come home in the evenings—usually later than he had promised—and spend time in the kitchen talking with his spouse and asking the kids about their day.

All the while, his phone was sitting on the counter. What do you want me to do, quit? But after a short remission, his addiction would return. Marcus started sleeping less—in part because of late-night and early-morning calls, and in part from stress. At work he was a grumpy, distracted boss. He began making mistakes—missing deadlines, forgetting to respond to critical e-mails. So he just tried harder. Like Sharon, Marcus finally got a wake-up call. His came at home.

The week before, his boss had pointed out some serious problems in one of his projects. Marcus struggled to admit he had a problem. Overwork disguised as diligence was part of his identity—and, as is true for many of us, it seemed more important as his career progressed and the pace of change increased.

Flatter, leaner companies and ultracompetitive markets force us to do more with less. As technology has advanced, we are performing tasks that others used to do—or do for us. For the many of us who work across time zones, early-morning and late-night conference calls are now routine. And that little device we carry everywhere is a demanding master. Work is literally in our pockets—or on our nightstands. The good news is that some of the same leadership skills and mindsets that make you effective at work can help you escape and rediscover happiness there.

The first step is to accept that you deserve happiness at work. That means giving up the misbelief that work is not meant to be a primary source of fulfillment. For centuries it was simply a means of staving off hunger. To be sure, many people still struggle with low wages and horrible working conditions, and for them, work may equal drudgery. But research has shown that even menial jobs can provide fulfillment.

Work can be a source of real happiness, which I define as a deep and abiding enjoyment of daily activities fueled by passion for a meaningful purpose, a hopeful view of the future, and true friendships. To embrace these three components of happiness, we must first delve into the very personal drivers and habits that keep us from fostering them.

Why do we work all the time? Do our ambition and desire to win serve us or hurt us?



BibMe — The Online Writing Center

When writing a professional paper, citations are a must. There are several accepted methods to cite sources, but if writing a social sciences paper, APA format will almost certainly be the preferred method. APA format has specific rules for citing interviews, both published and personal. Related: 15 Popular Writing Careers. Proper citations give credit to authors for direct quotes or paraphrased ideas. Citation allows the paper's author to reference other people's ideas and work without plagiarizing. Generally, sources are cited in both the text of the paper and on a reference list, sometimes called a "works cited page," at the end of the paper.

“Bad Is Stronger Than Good,” Review of General Psychology 5, no. 4 (): – Alan Farnham, “Are You Smart Enough to Keep Your Job?

5 steps to creating career development plans that work

Try out PMC Labs and tell us what you think. Learn More. The author reviews the corporate social responsibility CSR literature that includes the individual level of analysis referred to as micro CSR in the article based on articles, book chapters, and books. A framework is provided that integrates organizational psychology and CSR, with the purpose of highlighting synergies in order to advance scholarship and practice in both fields. The review is structured so that first, a brief overview is provided. Second, the literatures on organizational psychology and CSR are integrated. Third, gaps are outlined illuminating opportunities for future research. Finally, a research agenda is put forward that goes beyond addressing gaps and focuses on how organizational psychology and CSR can be partners in helping move both fields forward—specifically, through a humanistic research agenda rooted in positive psychology. Corporate social responsibility CSR is an increasingly important topic for organizations. Almost every major organization is engaged to some extent in CSR.


Three Reasons Why We Should Not Request Letters of Recommendation for Job Applications

apa quoting employee reviews

When printing this page, you must include the entire legal notice. All rights reserved. This material may not be published, reproduced, broadcast, rewritten, or redistributed without permission. Use of this site constitutes acceptance of our terms and conditions of fair use.

APA style is used primarily in the social sciences and communicates data in a concise style that precisely describes material, makes the relationship between ideas or data as clear as possible, is generally in the active voice, and utilizes the past tense. In addition to being scientific and precise, you must use bias-free and inclusive language when writing in APA style.

Happiness Traps

A well-thought-out employee development plan provides your employees with opportunities and clear direction on how to increase their skills and advance their careers. And with a more expanded skill set, they have more tools to help your business forge ahead. Consider your long- and short-term business objectives. Do you need one of your salespeople to move into a district manager role? Does someone in accounting need to learn to use and implement a new software?


Citing Internet Sources

Some professors will discourage you from using sources you find or access over the Internet. Although such restrictions may be excessive, there are reasons to be wary. For one thing, print publishing is more expensive, so many print publishers are careful not to make mistakes or to cut corners, in case what they publish turns out to be unreliable—and therefore useless. The seeming anonymity of the Internet also encourages some people to write things quickly, without checking to be sure of their facts or their conclusions. Most of us have had the experience of sending by email something we wrote quickly—perhaps when rushed or angry. As discussed in the section Why Cite? Is the author an expert, a fan, or just a crackpot?

Personal experiences and knowledge generally do not need to be cited in an APA references page or within the body (in-text citation) of your.

The MLA Style Center

Students and professionals often use scholarly journals or articles as sources when writing papers. Whether you're a seasoned professional writing a research report or a college student preparing a scholastic paper, knowing how to properly cite articles—or give credit to the original author—is essential. In this article, we discuss what it means to cite an article, when to cite an article, steps to take with examples and tips to keep in mind.


The Bluebook: A Uniform System of Citation, prescribes the most commonly used legal citation system for law professionals in the United States. There are many sources supported within The Bluebook including legal cases, Supreme Court cases and statutes. The way in which citations are formatted depends on which type of source you are citing. A case citation, for example, includes the name of the case; the published sources in which it may be found, if any; a parenthetical that indicates a court and jurisdiction and the year or date of decision; and the subsequent history of case, if any. It may also include additional parenthetical information and prior history of the case. Looking for a simpler option?

Written by admin. Here's how to handle it both legally and professionally.

To see the most updated information about APA conventions, please visit www. APA style requires two elements for citing outside sources: parenthetical in-text references, and a references list. Together, these elements allow your reader access to the sources you consulted. For the system to function, all authors cited in the text must appear in the references list, and all authors listed must have been cited in the text. Parenthetical in-text references Introduction to parenthetical citations This section provides guidelines on how to use parenthetical citations to cite original sources in the text of your paper.

APA Style 6th Edition printable version here. The following are highlights of some of the more important aspects of 6th Edition APA formatting, but do not constitute the whole of APA style. Please consult the manual held on reserve at Boatwright Library for a complete explanation of publishing guidelines. Jeff Kahn from the University of Illinois.


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  1. Kagakora

    the useful information

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