Criterion Feedback 10/26/22 You have a great start toward completing this rubric item. However, a minimum of three entries are required. In addition, there are some elements to the summary which need to be added. An excellent example is attached to the general feedback. Each entry needs to include these elements: -Identifying the source authors and discussing their place in society. You need to state information about the author's education and career background. What makes them an 'expert' in this topic? This should be stated in the introduction to the article. Sometimes this is listed at the conclusion of the article. -Discussing the purpose of the piece and why it was written. You did this. -Explaining the value or ideas behind the content in the source. You did this. -Addressing the credibility of the piece (why or why not). You need to determine if the author based the article on credible, cited research look at the Reference list of resources. For example - if it is a blog and just based on opinion, this may be useful information but is not as credible. If you use a blog, you need to note that is or is not research based. Be sure to carefully review the Evaluating Sources unit from the Learning Resources section to provide more insight on critically reviewing sources for their relevance, validity, and credibility. Also refer to the Opposing Viewpoints in Context Database under the Supporting Materials section. Please consult the Citation Help link under the Supporting Materials section and CfA Citation Guide for more information about using sources to create an annotated bibliography. Annotated Bibliography Burton, C. M., Mayhall, C., Cross, J., & Patterson, P. (2019). Critical elements for multigenerational teams: a systematic review. Team Performance Management: An International Journal. The article discusses the importance of understanding generational differences in the workforce in order to effectively manage multigenerational teams. It reviews the existing literature on the topic and identifies key themes and areas for future research. One key theme that emerges from the literature is the importance of communication in managing generational differences. Furthermore, it is important to create an inclusive environment where all members of the team feel comfortable sharing their ideas and opinions. Another key theme is the importance of understanding the different motivations and values of each generation. For example, younger generations may place more importance on work-life balance than older generations, who may be more focused on career advancement. Iden, R. (2016). Strategies for managing a multigenerational workforce (Doctoral dissertation, Walden University). The multigenerational workforce is a significant obstacle for business managers, as each generation has distinct expectations. The study found that the most important skills for managing a multigenerational workforce are the ability to communicate effectively with people from different generations, an understanding of the different values and expectations of each generation, flexibility in management style, and conflict resolution skills. The study also revealed that the most effective intergenerational management practices include encouraging open communication, building a collaborative environment, giving opportunities for mentorship and coaching, and developing clear policies and procedures. Attempting to force people to conform to a single way of doing things, favoring one generation over another, and failing to adapt to the changing demands of the workforce are the least effective multigenerational management practices.