This literature review examines research on local government incentive programs. While incentives aim to attract businesses and investment, evidence on their effectiveness is mixed. Some research finds incentives have little impact on job creation or economic growth. Incentives may also be costly to taxpayers if the intended goals are not achieved. Alternative factors like quality of life and amenities may be more effective in attracting skilled workers and investment. When developing incentive programs, local governments should consider costs and benefits, efficiency, and other non-monetary factors that influence an individual's decision to relocate or remain in an area. Program evaluation is also important to determine if incentives achieve their intended outcomes.

1. (Mt) – Foundations of Research Methods in Administration P4
1 Literature Review Literature Review Related to Local Government Incentive Programs
The primary focus of economic development incentives is to attract private firms for either
financial or non-financial advantages to promote job creation or capital investment. After
the end of the Great Recession, the majority of the local governments increased their
incentive programs to lure more businesses in their jurisdiction. The primary reason why
local governments utilize incentive programs includes the ability to motivate companies to
move or expand in the area and increase public revenue due to economic growth that
results in investment and creation of new jobs. Despite the increased use of incentive
programs, there has been a decline in the assessment of how effective these programs are
towards the achievement of the intended goal (Spano & Monfardini, 2018). According to the
authors, despite the increasing literature on the significance and role of incentives in the
public sector, some countries use monetary incentives as a tool of increasing salaries in the
region while disregarding them as an instrument to motivate workers in the wider human
resource management system. The findings of the research indicated that the different
types of monetary incentives offered by local governments have limitations but the
administrators find it challenging to replace them with alternatives they consider more
effective. Generally, despite the differences among various countries concerning a particular
characteristic of local government incentive, there is limited evidence to prove the positive
impacts on both performance and motivation to move close to work. Majority of the local
governments do not evaluate if the incentives have a positive return on the investments of
taxpayers. Various researchers have found mixed results on this issue. For instance, Jensen
(2017) showed that economic development incentives have no significant 2 impact on
either job creation or economic development. Majority of the states and cities are
increasingly using firm-specific incentives such as grants and tax abatements as economic
development tools. The primary focus of these tools is to foster relocation of companies,
expansion of current operations, and preventing firm from moving to other regions.
However, the administrator’s support of these programs lacks academic basis that
highlights their effectiveness. Research outcomes have indicated that local incentive
programs have a limited effect on the decision to move close to work; hence the cost
outweighs the benefits. One of the factors that cause such ineffectiveness is the redundancy
of local incentives. In some cases, the local government provides incentive even though
people could move in the region in their absence. A local government that emphasizes
investing in amenities and other public services increases the opportunity of attracting not

2. only investors but also a skilled and experienced workforce into the region. For local
government to ensure its economy prospers, it must lay a strong foundation on the policies
and practices that relate to the quality of life as opposed to incentive programs. Over the
past years, the majority of the local governments have adopted the use of the
Comprehensive Performance Assessment (CPA) incentive scheme (Lockwood & Porcelli,
2013). CPA should not only enhance the quality services but also local taxation. However, it
does not impact on service provision efficiency. The results from the study indicated that
CPA enhanced tax rate and service quality output; but, it did not influence the efficiency
indices. It implies that incentive schemes including CPA may not achieve the goal of
stimulation of higher efficiency of local governments due to focus on output. The author
recommended that there is a need for local administrators to design incentive schemes with
an emphasis on efficiency as opposed to rewarding output only. 3 Over the past years,
researchers defined economic development as wealth creation variant, including taxes or
jobs. Thus, the majority of the local governments provide financial incentives, training
opportunities, and infrastructure, among others. These activities have the characteristic of
first-wave strategies aimed at attracting business to the region for the creation of wealth,
jobs, and tax revenues. Even though the majority of the researchers indicate that financial
incentives cause competition among the local governments which do not result in economic
advantages in the region, they are still standard tools used by local governments. In most
circumstances, using incentives to attract business may evolve to the retention of business
in the long run as a focus on the economic development practice. Political incentives are
essential in making local fiscal decisions (Wang, 2017). Various forces affect local
government economic development activities. Such diversity in both policies and funding
are vital in shaping the ability of the local government to prioritize economic development.
Literature Review Related to Costs and Benefits of Local Government Incentives Buss
(2001) provided an insight into the benefits and costs of tax incentives provided by the local
government. The author argues that despite the increased sophistication of research on tax,
they result in conflicting outcomes on the importance of taxes as a tool for attracting
investors and economic growth. Despite the wide adoption, this practice has both
advantages and disadvantages. On one side, it helps in creating jobs that provide substantial
benefits to the local people. Reducing the unemployment levels will not only increase wages
but also provide opportunities for growth. Local poverty levels will decrease significantly
hence promoting an increase in the tax revenues that outweighs the growth induced by the
public spending. Similarly, it will foster the increase in values of the local properties. 4 On
the other hand, economic development incentives can result in increased costs. When the
government increases its budgetary allocation on incentive programs, it may be costly in
the long run if it fails to achieve the intended goal. It could force the local government to
neglect some of the services to the residents at the expense of financing the incentive
programs (Ramirez, Salimi & Hefzi, 2012). Therefore, the local government must increase
investment in the skills of residents as opposed to the use of incentives programs to achieve
local prosperity. In the USA, the majority of the incentives offered by the local governments
are not geared towards improving or changing a behavior. The authors identified research
and development credit as one of the major incentives required in altering the choice and

3. decision of a person. The other incentives were less beneficial to residents as they could not
attract more investment. The universal justification that almost all local government official
uses to justify business tax incentives and tax cuts is their ability to spur growth as well as
create more jobs (Hawkins, 2017). The private sector considers taxes as a burden and
impediment to economic growth. Review of relevant research suggests that incentives and
taxes do not cost-effectively create job opportunities. Also, local public services do not
undermine growth. Although in theory, such taxes could promote economic growth, it is not
the same in practice. Thus, local governments must consider investing in other non-
monetary programs to attract employees to move close to work. The local government
should be able to address the issue of increased healthcare costs through the
implementation of workplace wellness programs. Performance monitoring and targeted
investment are essential in the not only reduction of costs but also the enhancement of
employee productivity at both program and individual level (Sabharwal et al., 2019). It is
evident that non-monetary incentives provided by local governments that could affect the
decision of a person on whether to move close to work. 5 Literature Review Related to
Factors to Consider When Making Career Goals In this complex environment, there is a need
for employees to possess cognitive skills to analyze the different information before making
a well-informed choice. For instance, incentive programs do not change a poor location into
an acceptable one that has the right living conditions. Thus, employees should choose
moving close to work after consideration and identifying the location that satisfies
individual needs and growth opportunities. The employee has to develop, compare, and
master the factors in the external environment that could impact on the career development
opportunities. Also, the worker should be able to deal with cognitive limitation and personal
barriers that can hinder tasks target accomplishment (Ceschi et al., 2017). The outcomes
showed that environmental conditions and decision-making process has a direct
relationship to employee functioning. Concerning the changing preference of employees, the
work environment is one of the critical determinants in deciding on moving close to work.
Although incentive programs could have a positive impact on the decision of the worker, the
effect of such variables has an intrinsic relationship to the sensitivity toward them.
Research by Okendu (2012) found out that incentives have an impact on job performance
and engaging in the daily operations of the school. However, it does not influence the
decision to move close to the school, evaluation of students, and class attendance. The
current workforce with high individualism level considers income as a crucial component in
making a career choice (Akosah-Twumasi et al., 2018). One of the critical factors that impact
on career choice of an individual is personal interests. The expectations of the current
workforce from collectivist cultures are among the key factors that influenced the decisions
of the youths. Personal preference is a major component that affects individualistic career
choice. Individual factors including demographic variables have an impact on the career
patterns. Interaction between 6 personal growth and self-efficacy affect career growth
prospect. The decision to move close to work depends on the need of employees to grow
professionally for the achievement of a distinctive career. Regardless of this effect, it is
essential to consider the degree of impact on other factors. For instance, the majority of the
people base their career path decisions on educational attainment, personal interests, social

4. contacts, and environmental factors. In general, people consider work status as the most
valuable aspect. Employees that have specific cultural values could use their standards to
judge the status of their workplace (Okurame, 2014). In circumstances where they perceive
unsatisfactory career status, they are likely to object moving close to work. It could result in
the shortage of labor within a particular local region or culture; thus limiting organizational
performance and development in the area. Hence, the local government must consider the
aspirations and motivators of employees to put in place incentives that align with their
career needs and preferences. 7 References Akosah-Twumasi, P., Emeto, T. I., Lindsay, D.,
Tsey, K., & Malau-Aduli, B. (2018). A systematic review of factors that influence youths
career choices–the role of culture. In Frontiers in Education, 3, 58. Frontiers. Buss, T. F.
(2001). The effect of state tax incentives on economic growth and firm location decisions:
An overview of the literature. Economic Development Quarterly, 15(1), 90105. Ceschi, A.,
Demerouti, E., Sartori, R., & Weller, J. (2017). Decision-making processes in the workplace:
how exhaustion, lack of resources and job demands impair them and affect performance.
Frontiers in psychology, 8, 313. Hawkins, C. V. (2017). Political incentives and transaction
costs of collaboration among US cities for economic development. Local Government
Studies, 43(5), 752-775. Jensen, N. M. (2017). The effect of economic development
incentives and clawback provisions on job creation: A pre-registered evaluation of
Maryland and Virginia programs. Research & Politics, 4(2), 2053168017713646. Lockwood,
B., & Porcelli, F. (2013). Incentive schemes for local government: Theory and evidence from
comprehensive performance assessment in England. American Economic Journal: Economic
Policy, 5(3), 254-86. Okendu, J. N. (2012). Incentive scheme and job performance, a
bivariate relationship with institutional development among secondary schools teachers.
Journal of Education and Practice, 3(8), 216-222. 8 Okurame, D. E. (2014). Individual factors
influencing career growth prospects in contexts of radical organizational changes.
International Business Research, 7(10), 74. Ramirez, J. L. J., Salimi, A. Y., & Hefzi, H. (2012).
The Impact of Tax Incentives on the Location of Manufacturing Facilities. Journal of
Business and Accounting, 5(1), 76. Sabharwal, M., Kiel, L. D., & Hijal-Moghrabi, I. (2019).
Best Practices in Local Government Wellness Programs: The Benefits of Organizational
Investment and Performance Monitoring. Review of Public Personnel Administration, 39(1),
24-45. Spano, A., & Monfardini, P. (2018). Performance-related payments in local
governments: Do they improve performance or only increase salary? International Journal
of Public Administration, 41(4), 321-334. Wang, W. (2017). The effects of political and fiscal
incentives on local government behavior: An analysis of fiscal slack in China. International
Public Management Journal, 20(2), 294315. ONLINE BOOK: Strategic Practical Research:
Planning and Design Author: Leedy/Ormrod https://ereader.Academic Writers
Bay/#/books/9780133741957/cfi/0!/4/2@100:0.00 Username: S_75haynes@yahoo.com
Password: CHEGG4books Directions 1. Write a Methodology Write a Literature Review
(explained in Chapter 11) o 2-3 pages o Distinguishes typology being used and clearly
identifies what data are needed to answer the research questions. o Explains in detail
methods that will be used to collect and analyze the data o Includes all methodological
details appropriate to the typology (e.g., for surveys, describes population, sample,
randomization) 2. Additional directions/instructions (continued) a) Attached is P1 (Subject

5. writing on) you did b) Attached is Annotated bibliography P2 you did c) Attached is
Literature review P3 (you did) with review edits from a writing center d) Attached is
Methodology example – Implementing AWS Research Methodology Research Approach
Although the literature on alternative work schedules revealed far more advantages than
disadvantages, it is not until a program is evaluated and tested within one’s own
organization that one can determine its true success or effectiveness. This is also the case
for the 55th RQS. The 55th RQS is made up of approximately 75 personnel who perform
various functions in the organization. This includes both officer and enlisted staff members
and men and women. Within the organization, some personnel are assigned as aircrew.
Aircrews are defined as personnel who actually perform flight operations; pilots, copilots,
flight engineers, and gunners are considered aircrew. There are other support personnel in
the squadron not considered aircrew such as maintenance and life support. The mission of
the 55th RQS is to provide worldwide combat search and rescue. Their mission is specific
and requires tremendous training time so that lives of the aircrew and those they are
rescuing are not put in further danger. While the crew is located at home (in Tucson,
Arizona), they are responsible for planning and training for the types of missions they are
likely to be faced with in combat. Although this is the primary mission, there are always
several other support tasks to be accomplished in a given week. Currently, the 55th RQS
deploys to Iraq or Afghanistan 1-2 times per year for approximately four months. This is a
dynamic to the work-family conflict that most other private sector organizations do not face
under normal operations. It is also what makes the importance of work-life balance even
more essential in the military 1 Implementing AWS 2 environment when extended
separations from family are routine and frequent. A primary task for squadron commanders
is effective and efficient work scheduling. It appears that the benefits of alternative work
schedules in terms of increased employee satisfaction and morale would support evaluating
the feasibility of implementing an alternative work schedule. In order to determine the
feasibility of implementing an alternative work schedule program, one must collect data.
The methodology for data collection is program design. Currently there is no formal written
alternative work schedule program at the 55th RQS. Personnel work a standard 5/40 work
week unless the aircrew is scheduled to fly during that week. Flights can be scheduled for
day or night operations. Aircrew assigned to fly must have the required “crew rest” hours
before arriving on shift. This is not a flexible rule as the safety and well being of the entire
aircrew is at stake. The objective of a program design methodology is to evaluate the
rationale, advantages, and disadvantages of implementing a new program by collecting data
from the organization that it will impact. Data will be collected by surveying the current
personnel and interviewing leadership. The surveys will be anonymous, voluntary, and
collect data on how employees feel about the existing schedule, alternative work schedules,
and individual characteristics that affect whether one uses these programs. The surveys will
be distributed at a staff meeting and by e-mail. A secure drop-box will be placed at the
squadron for completed surveys. Face-to-face interviews will be conducted with the
following positions: Squadron Commander, Director of Operations (DO) and the Group
Commander. The purpose of the interviews is to determine if the Implementing AWS 3
current organizational culture supports alternative work schedules and what benefits and

6. impacts are expressed from a leadership perspective. Data Collection Approach and
Procedures Data to Be Collected Because of the overwhelming evidence to support that
alternative or flexible work week programs increase employee’s job satisfaction and
commitment to the organization, the purpose of this research is to gather information about
the use of flexible work arrangements and what issues may influence a decision on the use
or lack of use of these types of programs (Lambert, 2006). Survey data will be collected in
the following categories: • • • • • Use of Flexible Work Arrangements Support for Use
Determinants for Use Follow Up Questions Demographic Information The questions within
each category provide the specific details about whether a program is in use and what
individual characteristics affect the likelihood of using the program. The survey that will be
used for this research was selected because it highlights some key factors that may affect
whether a flexible work program is feasible based upon the nature of the work and current
organizational environment. The questions address how supportive supervisors and
coworkers are perceived to be and what work-life conflicts may be affecting the likelihood
of using such programs. The demographics information is especially helpful in
understanding the workforce and what generational gaps may be present. Implementing
AWS 4 It is also important to interview key leadership positions. Leadership is responsible
for the overall productivity and morale of the organization and the attitudes and behaviors
exhibited by leaders significantly affect the effectiveness of these policies. It is critical to
understand the leadership and organizational environment to determine the feasibility of
implementing a new program. Leadership will be asked similar questions relating to the
survey so that a correlation may be made as to any similarities and/or differences between
the interviews and survey respondents. Most questions will be directly from the survey.
Other open-ended questions will be used to fully understand the nature of the work and
potential barriers for implementation. Existing data about the advantages and
disadvantages of flexible work week schedules are not sufficient to determine the feasibility
of implementing an alternative work schedule program at the 55th RQS. Another important
factor is the military environment and the effects of frequent deployments. It is possible
that an alternative work schedule program is not a motivational factor for military
personnel since there may be perceived lack of control over schedule and whether they
deploy or not. Therefore, it is essential to this research to survey the personnel within the
55th RQS. Data from this research may or may not support other research in the private
sector. Data Collection Procedures All survey and interview materials have been reviewed
and approved by Central Michigan University, Institutional Review Board, and all
participation is voluntary, anonymous, and confidential. Survey’s will be handed out at a
staff meeting and sent via email by the Squadron Commander or Director of Operations
(DO). The researcher will Implementing AWS not have access to any of the email addresses
of the survey participants. To assure confidentiality and anonymity, survey respondents are
not being asked any personal data that may link survey respondents to specific survey
responses. 55th RQS personnel will receive an email from the Squadron Commander or DO
inviting them to participate. The email will include a cover letter from the researcher
explaining the purpose of this research and the survey; survey instructions will also be
included. Hard copies of the survey will also be handed out at a staff meeting and will

7. include the cover letter and survey instructions. No surveys will be collected at the staff
meeting to assure participation is confidential and anonymous. It is possible that some
members of the squadron will be deployed during the research period. If that is the case, the
researcher will investigate designing a secure website to collect responses but at this point,
deployed personnel will not be included in the study. Approximately 60 surveys will be
handed out at the staff meeting. The exact number distributed will be collected at the staff
meeting; 75 surveys will be available at the staff meeting and the number left over will
reflect the exact number of surveys distributed. Email notifications will include a partial
duplicate list of survey participants and include those who may not have been present at the
staff meeting for various schedule reasons. Because servicemen and service women tend to
be very diligent, it is estimated that 40-50% of the surveys will be returned resulting in a
response rate of 2430%. The number of surveys and respondents greatly depends on the
number of deployed aircrew at the time of the survey. 5 Implementing AWS 6 Personnel
will be given two weeks to complete the survey. A secure and locked drop-box will be
placed in the squadron common area. Only the researcher will have a key to the drop-box. A
reminder email will be sent out one week after the initial request and two days prior to the
ending date. Although the researcher is not affiliated with the 55th RQS or a member of the
Department of Defense (DoD), the researcher is the spouse of the Squadron Commander.
The Squadron Commander will invite personnel to participate but there is no penalty for
not responding. In order to assure confidentiality, completed surveys will not be kept at the
home of the researcher but in a secure location at the Davis Monthan Base Education Office.
There is again no personal data being collected that may link survey responses to survey
respondents. This measure assures the data being collected will remain secure and
confidential. The survey to be used was obtained from a previous research project
conducted by Alysa D. Lambert. The research project was conducted in 2006 in affiliation
with the University at Albany, State University of New York, as partial fulfillment of the
requirements for the degree of Doctor of Philosophy. The survey underwent a multistage
pilot study in order to create a reliable measure and dispose of inappropriate or flawed
questions (Lambert, 2006). The final reliabilities from the pilot study are as follows:
supervisory support = .92, coworker support = .83, spousal/partner support = .87, program
knowledge = .90, and lifestyle = .81 (Lambert, 2006). The survey contains different types of
rating scales. According to Lambert (2006), using different scale endpoints for collecting
criterion and predictor reduces the chance for single source bias within the study. A five
point Likert scale and dependent Implementing AWS 7 variable items asked for “Yes” or
“No” responses (Lambert, 2006). Part IV of the survey provides the respondents the
opportunity to answer open-ended questions in case the survey questions do not
adequately address issues relating to flexible work arrangements. Results from Part IV,
Follow-up Questions, will be used to determine the frequency of any common responses.
Lastly, face-to-face interviews will be initiated by the researcher through direct contact. The
researcher anticipates calling the interview candidates and scheduling an appointment.
Interviews will be conducted in-person at the office of the respective interview candidates:
Squadron Commander, DO, and Group Commander. These candidates were selected
because of their direct authority and responsibility for work scheduling and morale. These

8. candidates would be responsible for evaluating and implementing any new programs
offered by the squadron and assuring the necessary resources were available to support the
new program. Interview candidates will be asked to review and sign the Informed Consent
Form indicating voluntary participation in the research project prior to the beginning of the
interview. No videotape or audiotape will be used. In order to attempt to identify
similarities and differences between leadership and personnel in terms of flexible work
arrangements, the interview candidates will be asked similar questions to those
participating in the survey. The interview questions have three (3) parts. In Part I: Use of
Flexible Work Arrangements, the questions is identical to those questions on the survey.
The researcher will ask the interview candidate the questions instead of them completing
that part of the survey independently. This also allows for open discussion on some of the
questions. Implementing AWS 8 In Part II of the interview, candidates will be asked similar
questions from the Part II: Support for Use of the survey. The interview candidate will be
asked questions relating to the importance of allowing staff to rearrange schedules and
tasks, being supportive, listening, and encouraging. These questions were selected in order
to determine any notable similarities or differences in leadership perception between the
survey participants (i.e. staff) and the leadership. Part III of the interview consists of open-
ended questions relating to the nature of the work within the squadron and how suitable
the organization and certain tasks may be for a flexible work week program. These same
questions were asked of survey participants as well. It is important to understand the
nature of the work and what specific barriers are noted by those actually performing the
work. Proposed Approach for Data Analysis and Synthesis Content Analysis is a systematic
examination of the contents of a particular body of material for the purpose of identifying
patterns, themes, or biases (Leedy & Ormond, 2005). For the purposes of this research,
content analysis will be the primary data analysis method. The results from the surveys and
personal interviews will account for the body of material to be examined and studied.
According to Leedy and Ormrod (2005), the researcher must sort and categorize the
original data and gradually boil it down to a small set of abstract, underlying themes. After
the submission date for all completed surveys to be returned, the researcher will organize
the survey data by compiling the responses for each question. The researcher Implementing
AWS 9 anticipates using a Microsoft Excel spreadsheet to manage the data. The researcher
will note any general perceptions from the data and preliminary interpretations. In addition
to the survey data, the researcher will review the interview notes and identify any common
categories or themes discussed during the interview. During the interview, the researcher
asked several identical or similar questions to that on the survey. The researcher will
organize the responses from the leadership interviews and make some general notes
regarding preliminary interpretations. A separate Microsoft Excel spreadsheet will be used
to manage the leadership responses. After several reviews, the researcher anticipates
identifying the major categories or themes of the data. The data will be reported in table
format and present the percentages of each response for each question. For open-ended
questions, the data will be reported in table format and present the frequency of responses
by survey participants. Based upon the data, the researcher will discuss the rationale,
advantages, and disadvantages of implementing an alternative work schedule program. The

9. discussion will include any associated direct or indirect costs, any benefits to the
organization, and anticipated problems. Methodological Limitations There are several
known limitations of this research. The first limitation is the sample size. It is possible that
part of the 55th RQS may be deployed when this research project is scheduled to begin. The
researcher hopes to mitigate this limitation by reviewing the deployment schedule and
arranging to conduct the research while the majority of the squadron is not deployed but it
may not be possible. If a significant Implementing AWS 10 portion of the squadron will be
deployed, the researcher anticipates investigating the use of a secure website for responses
but it is not yet determined if this is feasible. Even if it is feasible, it still may affect sample
size due to geographical separation. A second limitation of the research is that the project
only surveyed personnel from the 55th RQS. The opinions expressed on the surveys and
interviews may or may not represent all USAF rescue helicopter squadrons. Therefore other
USAF rescue helicopter squadrons may see different results making the recommendations
observed in this project not applicable to other interested squadrons. A related limitation is
also the fact that survey research only captures a moment in time. It is possible that the
results can not be extrapolated once the leadership and personnel of the 55th RQS changes.
The opinions and attitudes expressed during the research are only representative of the
population used for the survey and interviews. Survey length is another possible limitation.
The survey takes approximately 20 minutes to complete and asks several redundant
questions (Lambert, 2006). The same sets of questions are used for supervisor and
coworker support and for flextime and compressed work weeks (Lambert, 2006). It also
has six open-ended questions. These issues may contribute to lack of participation and
respondent fatigue (Lambert, 2006). A potentially significant limitation is the researcher
being related to the Squadron Commander. The researcher is the spouse of the 55th RQS
Squadron Commander. Although mitigation steps are in place to assure confidentiality and
anonymity, it is possible that the researcher may not obtain the expected response rate due
to issues relating to perceived non-confidentiality and anonymity. Implementing AWS
Although several limitations have been identified, it remains important to investigate
whether the 55th RQS can implement an alternative work schedule program. The effect of
high deployment rates on work-life balance remains a major issue for Air Force leadership
and one that most squadron commanders face during their term. It opens future dialogue
about creative ways to increase morale and remain competitive with recruitment and
retention. 11 Implementing AWS 12 References Ahmadi, M., Raiszadeh, F., & Wells, W.
(1986). Traditional vs. Non-Traditional Work Schedules – A Case Study of Employee
Preference. Industrial Management, 28(2), pg 20-23. Retrieved February 22, 2008, from
ABI/INFORM database. Air Force Association. (2007). 2007 USAF Almanac: People. Air
Force Magazine (90)5, pg 48-52. Air Force Personnel Center. Retrieved February 29, 2008
from http://wwa.afpc.randolph.af.mil/demographics/ Baltes, B., Briggs, T. Huff, J., Wright, J.,
& Neuman, G. (1999). Flexible and Compressed Workweek Schedules: A Meta-Analysis of
Their Effects on WorkRelated Criteria. Journal of Applied Psychology, 84(4), pg 496-513.
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Force Instruction 36-807: Weekly and Daily Schedules of Work and Holiday Observances.
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10. Evaluation of Alternative Work Schedules. The Personnel Administrator, 28(4), pg. 67-75.
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week? Just one of the 12 test perks. Navy Times. Retrieved February 23, 2008 from
http://www.navytimes.com/news/2008/01/navy_perks_080127w/ Golden, L. (2001).
Flexible work schedules: what are we trading off to get them? Monthly Labor Review,
124((3) pg 50-67. Retrieved March 3, 2008, from http://www.dol.gov/dol/topic/benefits-
other/flexibleschedules.htm Hays, S. (1999). Generation X and the art of the reward.
Workforce, 78(11), pg. 44-48. Retrieved February 25, 2008, from ABI/INFORM database.
Kelly, E. & Moen, P. (2007). Rethinking the Clockwork of Work: Why Schedule Control May
Pay Off at Work and at Home. Advances in Developing Human Resources, 9(4), pg. 487-506.
Retrieved February 19, 2008, from ABI/INFORM database. References (con’t) Implementing
AWS 13 Lambert, A. (2006). Individual differences: Factors affecting employee utilization of
flexible work arrangements (Doctoral disseratation, University of Albany, State University
of New York, 2006). Retrieved March 3, 2008, from ABI/INFORM database. Leedy, P. &
Ormrod, J. (2005). Practical Research: Planning and Design, 8th Edition. New Jersey:
Pearson Prentice Hall Morgan, R. (2004). Teleworking: an assessment of the benefits and
challenges. European Business Review, 16(4), pg. 344-357. Retrieved February 19, 2008,
from ABI/INFORM database. Newman, S. (1989). Working Alternatives. SuperVision, 50(7),
pg 11-13. Retrieved February 22, 2008, from ABI/INFORM database. Pekala, N. (2001).
Conquering the generational divide. Journal of Property Management, 66(6), pg 30-38.
Retrieved February 25, 2008, from ABI/INFORM database. Rau, B. & Hyland, M. (2002). Role
conflict and flexible work arrangements: The effects on applicant attraction. Personnel
Psychology 55(1), pg. 111-136. Retrieved February 19, 2008, from ABI/INFORM database.
Robinson, W. (2005). Ethical Consideration in Flexible Work Arrangements. Business and
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database. Turney, J., & Cohen, S. (1983). Alternative Work Schedules Increase Employee
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ABI/INFORM database. Running head: IMPACT OF INCENTIVES FROM THE LOS ANGELES
LOCAL GOVERNMENT 1 Impact of Incentives from the Los Angeles Local Government
Name: Institutional affiliation IMPACT OF INCENTIVES FROM THE LOS ANGELES LOCAL
GOVERNMENT 2 Impact of Economic Development Incentives from the Los AngelesLocal
Government The current global workforce is one of the vital factors for employers located
in high-cost regions. Employers have an opportunity of hiring people in rural locations at a
percentage of the cost they are likely to incur locally(Foster, 2011).The implication is that
employers can access experienced and qualified workers for less. However, there are
benefits of living close to work as indicated by the number of incentives provided by Los
Angeles local government. Both development incentives and financing programs for small
and medium-sized businesses are critical tools for existing distressed urban neighborhoods.
Such programs are essential in the creation of new businesses, education, housing, and job
opportunities for the residents. Los Angeles City offers different programs aimed at
assisting property owners and developers as well as private businesses to not only become
successful but also benefit the low-income communities through the provision of goods and
services. Background Information The Major Projects Loan Program provides fixed-rate

11. financing that is long term for the development of large-scale real estate commercial
projects. The projects may include but not limited to recreational facilities, mixed-use
projects, and office buildings, among others. The project should offer a HUD-specific public
benefit through the creation or retention of full-time equivalent goods and services or
employment opportunities to low and middle-income householders. The Los Angeles City
Microloan Program aims to finance viable microenterprises and small businesses that find it
challenging to access loans from local lenders or private financial institutions (California
News Wire Services, 2018). EWDD has an effect on the efficient operation and profitability
of firms. Over the past years, Los Angeles has played a IMPACT OF INCENTIVES FROM THE
LOS ANGELES LOCAL GOVERNMENT 3 critical role in helping businesses leverage financing
to enhance the growth of their organization and create more new jobs. In most
circumstances, local governments use their tax system as a tool for partnering with the
private sector on initiatives that relates to economic development (Kundt, 2017).
Specifically, tax incentives are crucial in the economic development strategies of the city.
They help in the achievement of objectives beyond the creation of job and economic growth
to include the spreading of economic activities throughout the city and increasing the focus
on perceived high-value sectors (Francis, 2016). Tax incentives are also useful in enhancing
competitive advantage over other states and countries for the business environment that
promise increased job opportunities and economic activities. Tax incentives are essential in
the attraction of businesses. However, the additional tax revenues from the enhanced
economic activities are likely to offset the cost of such incentives either partially or wholly.
Research Problem Employees should not solely base their decision on incentives provided
by the local government when considering living close to work (Parilla & Liu, 2018).
However, it is one of the factors that could help in making the final decision on moving close
to the workplace. Local, state and the federal government may offer potential business
incentives. Compared to other cities, Los Angeles has more incentive programs that could
attract workers and employers to move in the area. For example, Major Projects Loan
Program provides employers with an opportunity of developing large-scale real estate
commercial projects. Majority of these incentives are either discretionary or legislated. The
latter is easily accessible, and all the businesses may access them provided they meet the
required criteria. On the other hand, discretionary incentives are only available to specific
regions and particular projects based on IMPACT OF INCENTIVES FROM THE LOS ANGELES
LOCAL GOVERNMENT 4 case-by-case (Zolt, 2013). In most cases, the local government uses
discretionary incentives when it aims at attracting large businesses that have significant
investment; hence impacting substantially on the job creation. It is worth noting that
neither of the two categories of incentives used by local government is effective in turning a
poor location into an acceptable one that has right living conditions(LAEDC, 2014). Thus,
employees should choose moving close to work after consideration and identifying the
location that satisfies individual needs and growth opportunities. It is necessary to combine
incentives with other elements to compare the advantages inherent to the local
government. The availability of financial incentives relates directly to the needs of the
community and economic impact of the business. Generally, highincome areas may have
reduced incentives unless the local government perceives the project to be of high economic

12. importance. Research Objective This research aims to discuss how incentives provided by
Los Angeles affect the decision of living close to work. The study will focus on analyzing the
different types of incentives used by Los Angeles and how they affect the decision of moving
to the region. Furthermore, the study will provide vital information on the factors that
employees should consider when making career goals. From the career growth perspective,
the increased changes in the external environment justify the need for analyzing incentives
offered by the local government before moving close to work. The location has a significant
influence on career patterns. It implies that workers require sufficient information on the
trends and involvement of government in the improvement of the area. IMPACT OF
INCENTIVES FROM THE LOS ANGELES LOCAL GOVERNMENT 5 This study will provide an
insight into the costs and benefits of local government incentives; thus justifying the cost
incurred to conduct it. For instance, does the availability of proper infrastructure and job
opportunities make a region pleasant? The local government can also use the findings of
this study to design policies that attract new investors and skilled workforce. Scope of the
Study The primary focus of the study will be on the incentives from the City of Los Angeles
that could impact on the decision of living close to work. The research concentrated on the
City of Los Angeles as opposed to other regions since it more incentive programs making it
relevant to the current study. The researcher will be able to collect more information on the
subject under investigation for recommendation and proposing areas for further research.
It did not analyze the state as a whole. The proposed incentives will only be limited to their
ability to impact on the decision to live close to work. IMPACT OF INCENTIVES FROM THE
LOS ANGELES LOCAL GOVERNMENT 6 Mind Map Impact of Incentives from the Los Angeles
Local Government on decision to live close to work Sub-problem 1 Sub-problem 3
Determine factors employees should consider when making career goals and decisions
Analyze the different types of incentives offered by Los Angeles local government Available
incentives Legislated incentives Financing programs Sub-problem 2 Career patterns
Development incentives Career growth opportunities Discretionary incentives Determine
the costs and benefits of local government incentives Increased employment opportunities
Better living conditions High cost of living IMPACT OF INCENTIVES FROM THE LOS
ANGELES LOCAL GOVERNMENT 7 References California News Wire Services. (2018,
February 23). LA Approves Microloan Program For Small Businesses. Retrieved from
https://patch.com/california/northhollywood/laapproves-microloan-program-small-
businesses Foster, A. D. (2011). Creating good employment opportunities for the rural
sector. ADB economics working paper series, 271. Francis, N. (2016, February 29). State Tax
Incentives for Economic Development. Retrieved from
https://www.urban.org/research/publication/state-tax-incentives-economicdevelopment
Kundt, T.C. (2017). Private Sector Development and Growth in Developing Countries –The
Role of Tax Policy and Administration. K4D Emerging IssuesReport. Brighton, UK: Institute
of Development Studies. LAEDC. (2014, June 4). Business Incentives. Retrieved from
https://laedc.org/ourservices/business-assistance-layoff-aversion/doing-business-in-l-a-
county/businessincentives/ Parilla, J., & Liu, S. (2018). Examining the Local Value of
Economic Development Incentives. Washington, DC: Brookings Institution. Retrieved from
https://www.brookings.edu/wpcontent/uploads/2018/02/report_examining-the-local-

13. value-of-economic-developmentincentives_brookings-metro_march-2018.pdf IMPACT OF
INCENTIVES FROM THE LOS ANGELES LOCAL GOVERNMENT Zolt, E. (2013). Tax Incentives
and Tax Base Protection Issues. United Nations, New York. Retrieved from
https://www.un.org/esa/ffd/wpcontent/uploads/2014/10/20140604_Paper3_Zolt.pdf 8
Running head: ANNOTATED BIBLIOGRAPHY Annotated Bibliography Name: Institutional
affiliation 1 ANNOTATED BIBLIOGRAPHY 2 Annotated Bibliography Article 1 1) APA
Citation Jensen, N. M. (2017). The effect of economic development incentives and clawback
provisions on job creation: A pre-registered evaluation of Maryland and Virginia programs.
Research & Politics, 4(2), 2053168017713646. 2) Main Points ➢The use of pre-registered
matching to determine the effect of flagship economic development incentives of both
Virginia and Maryland on job creation. ➢Increased use of incentives among local
government to induce the relocation of a company or expansion of the current operations. ➢
Economic incentives do not have an impact on the growth of the economy or creation of job
opportunities. 3) Paraphrased summary Jensen discusses economic development incentives
provided by the local governments to determine its impact on the creation of job
opportunities to the community. The outcome of the study indicated that both of the
programs were ineffective in creating jobs during the 6years time-period of the study
(between 2006 and 2012). Maryland and Virginia have put in place economic development
programs that use clawbacks for ensuring compliance with the incentive programs by al
organizations. The findings indicated that complying with the agreements fails to address
the redundancy challenge evident in such programs. ANNOTATED BIBLIOGRAPHY 3 4)
Direct Quotes “To analyze the impact of incentive programs on job creation, I chose the two
flagship incentive programs: the Virginia Governor’s Opportunity Fund (GOF); and the
Maryland Economic Development Assistance Authority Fund (MEDAAF). Both programs are
major state level incentive programs that provide discretionary incentives to companies”
(3). 5) Evaluation of the Source The article is a pre-registered study of incentives that
include pre-specification of the information about the project before the author purchased
the data. In such a circumstance, the researcher had limited discretion in the analysis. In
general, it demanded documentation of deviations from pre-registered design. Hence, it
reduced bias when self-evaluating economic development incentive programs offered by
the local government. 6) Why this source will be useful This article will provide relevant
information on the impact of local government incentives on the improvement of economic
conditions in the area; which is a critical factor to consider before deciding to live close to
work. Article 2 1) APA Citation Lockwood, B., & Porcelli, F. (2013). Incentive schemes for
local government: Theory and evidence from comprehensive performance assessment in
England. American Economic Journal: Economic Policy, 5(3), 254-86. ANNOTATED
BIBLIOGRAPHY 4 2) Main points ➢Although CBA could result in an increase in local
taxation and service quality, it has a debatable impact on service provision efficiency. ➢
Increased use of explicit incentive schemes for majority of the public organizations in the
UK. ➢The inability of CBA to boost the general efficiency of the local governments in the
United Kingdom’ 3) Paraphrased summary The focus of the authors was on the analysis of
Comprehensive Performance Assessment which is an explicit incentive scheme for the
majority of the England local governments. Through the use of theoretical political agency

14. model, they were able to show the ambivalent impact of CBA on the efficiency of service
delivery despite its objective of increasing local taxation and service quality. The results
imply that incentive schemes such as CPA could be unsuccessful in the stimulation of higher
efficiency in local government due to its focus on output. 4) Direct Quotes “First, the
introduction of CPA raised the tax requirement by about £23 per capita or 7 percent in
England relative to Wales. It also raised the effective council tax rate by about £46,
corresponding roughly to a 4 percent increase in England relative to Wales” (270).
“Moreover, consistently with the theory, there is robust evidence that CPA can substitute for
an initial lack of electoral com- petition in driving up output and efficiency” (275)
ANNOTATED BIBLIOGRAPHY 5 5) Evaluation of the Source The information in this article is
relevant to the current research. The authors cite other research paper to ensure the
validity and authenticity of the discussion. The data relates to the topic under study as it
gives an insight into how some of the incentives offered by local governments can be
inefficient in improving the operations in the region. Therefore, it helps in understanding
that not all incentives are effective in impacting on the decision of employees to move close
to work. 6) Why this source will be useful This source is useful in the discussion of the
different types of incentives provided by local governments as well as those that are
effective in enhancing efficiency in the region. Local governments could provide more
incentives, but they could fail to achieve the intended outcomes. This article will provide
relevant information related to this objective in the research. Article 3 1) APA Citation
Wang, W. (2017). The effects of political and fiscal incentives on local government behavior:
An analysis of fiscal slack in China. International Public Management Journal, 20(2), 294315.
2) Main points ➢Availability of huge slack resources in the Chinese local government which
attracts scrutiny from the general public. ANNOTATED BIBLIOGRAPHY 6 ➢Fiscal and
political factors impact on the decision of local officials related to levels of slack resources. ➢
The need for improving performance of sub-national governments. 3) Paraphrased
summary Through the application of panel dataset of various Chinese prefectural
governments over a long period, the article aimed to analyze how political and fiscal
incentives affect the behaviors of local governments related to fiscal slack. The empirical
findings of the study show why political incentives are essential in making local fiscal
decisions. Also, the research indicates that financial incentives that come from
intergovernmental fiscal arrangements impacts on the choices made by local government
on fiscal slack. 4) Direct Quotes “As expected, the revenue ratio is highly significant and
positively correlated with the dependent variable, indicating that a stronger revenue
capacity of prefectural cities may contribute to a higher share of fiscal slack” (15). “As
indicated by previous research (for example, Hendrick (2006)), debt levels have a
significant negative impact on fiscal slack” (10). 5) Evaluation of the Source Since the
information provided in this article is current, it makes it relevant to the research topic. This
study is peer-reviewed, and the information is not biased as the author refers to other
studies. Also, the study outlined some of its limitations, including data limitations that
ANNOTATED BIBLIOGRAPHY 7 make the results preliminary. It proposes the need for a
more exhaustive study that incorporates better data that helps in the creation of effective
fiscal policies. 6) Why this source will be useful This research will provide vital information

15. on the available resources that local governments can adopt in the improvements of the
regions. It will also play a critical role in proposing recommendations on developing
countercyclical fiscal capacity as well as ascertaining the continuation of economic growth.
Article 4 1) APA Citation Spano, A., & Monfardini, P. (2018). Performance-related payments
in local governments: Do they improve performance or only increase salary? International
Journal of Public Administration, 41(4), 321-334. 2) Main points ➢Use of personnel policies
for improvement of public service ➢Organizations should pay monetary incentives based
on the performance achievement of each employee or the team or department. ➢Although
monetary incentives have limitations, they are still widely used to motivate employees in
local governments. 3) Paraphrased summary The study conducted 25 interviews on the
effectiveness of the current PerformanceRelated Pay Systems (PRPSs) at the local
government level. From the literature review, it is ANNOTATED BIBLIOGRAPHY 8 evident
that the majority of the private and public organizations adopt PRPSs despite their
limitations. The qualitative approach and use of semi-structured interviews revealed that
the majority of the employees believe that the local government should change how it
designs and manages monetary rewards. 4) Direct Quotes “One needs to consider that the
fiscal crisis, with an increasing level of debt and the consequential need for the restoration
of public finance, especially at the local level, called for an increase in taxation and are
reduction in budgets that took place in some countries in particular, such as Greece, Ireland,
Portugal, Spain, and Italy” (324). “Behaviors of many public servants changed; although
objectives were absent in the past, now they know what they are talking about; this is very
important” (326). 5) Evaluation of the Source This article is relevant to the current research
paper and provides current information on the changes in employee trends. The findings
were significant as the researchers interviewed knowledgeable personnel. The conclusion
relates to the current study objectives on the types of incentives local governments should
use to attract more people to live in the region. Despite adding information to existing
literature, it provided a basis for my study. 6) Why this source will be useful The
information provides an insight into the alternative incentives to PRPSs that local
government should use to attract more employees to live close to work. Through analysis of
the ANNOTATED BIBLIOGRAPHY 9 disadvantages of PRPSs, the study adds up to the
knowledge on changing preference and factors that motivate the employees. Article 5 1)
APA Citation Hawkins, C. V. (2017). Political incentives and transaction costs of
collaboration among US cities for economic development. Local Government Studies, 43(5),
752-775. 2) Main points ➢Interaction of development agreement features to shape the
collective action. ➢Public officials’ common incentive structure has a direct relationship to
the collective action challenge. ➢Jurisdictional fragmentation helps in the enhancement of
economic competition. 3) Paraphrased summary The article adds knowledge to the existing
literature through the identification of how agreements between cities that have same
political institution help in the mitigation of collaboration transactional costs. It also
analyzes the combination of such characteristics with political institutions for shaping
collective action. The findings showed that in addition to promotion of economic
competition among the cities, jurisdictional fragmentation offers local officials
opportunities of designing creative and new collaborative mechanisms to increase both

16. regional and economic competitiveness. ANNOTATED BIBLIOGRAPHY 10 4) Direct Quotes
“Metropolitan fragmentation has long been the subject of scholars examining alternative
mechanisms for providing or producing local services (755).” “The ICA framework links the
importance of local governing institutions, described above as form government, to political
incentives as one explanation for local policy decisions” (759). 5) Evaluation of the Source
The article does not have any conflict of interest and the author referenced all the materials
used in conducting the research. Also, the information is valid as the author is an associate
professor at the University Of Central Florida School Of Public Administration. He has
conducted previous research on topics related to urban sustainability policy and politics as
well as governance in metropolitan regions. It makes him knowledgeable on the subject
matter under discussion; hence providing valuable information to the current study. 6) Why
this source will be useful This source will provide an insight into the policies of public
administration used by local government and whether they are useful in changing the area
to become good. It will help in addressing the issue related to the extent to which incentives
can help turning a region labeled bad to becoming good; thus attracting more people to live
in it. ANNOTATED BIBLIOGRAPHY 11 Article 6 1) APA Citation Buss, T. F. (2001). The effect
of state tax incentives on economic growth and firm location decisions: An overview of the
literature. Economic Development Quarterly, 15(1), 90105. 2) Main points ➢The benefits
and costs of tax incentives provided by local government ➢Economic justification of the tax
incentives ➢Use of tax incentive as one of the economic development tools 3) Paraphrased
summary The study reviews literature related to tax to determine whether local
governments understand the association among taxes, the growth of the economy, and
application of tax incentive to influence business location and relocation of people to the
area. The findings of the study indicated that despite the increased sophistication of tax
studies, they result in conflicting outcomes on whether taxes are essential. 4) Direct Quotes
“There is no association between type of state and tax incentive usage: large versus small,
industrial versus agricultural, one region versus another, rich versus poor” (91). “Public
officials must offer tax incentives to protect the state from losing business to other states,
shield businesses from competition, rescue failing firms” (91) ANNOTATED BIBLIOGRAPHY
12 5) Evaluation of the Source The source is relevant to my study, as it contains information
about the research topic. Moreover, the author conducts a literature review from other
sources which makes it easier to refer to previous studies for further analysis. The author is
knowledgeable in public administration and has written books related to this topic which
makes the source more reliable. 6) Why this source will be useful This source provides
insight information on one of the critical elements of the current research that relates to the
use of tax incentives as a factor to consider when deciding to live close to work. Analyzing if
tax incentives are a viable economic tool, the source will contribute to the empirical
literature review on the cost and benefit of some of the incentives provided by the local
government to improve its economical operation. Article 7 1) APA Citation Sabharwal, M.,
Kiel, L. D., & Hijal-Moghrabi, I. (2019). Best Practices in Local Government Wellness
Programs: The Benefits of Organizational Investment and Performance Monitoring. Review
of Public Personnel Administration, 39(1), 24-45. 2) Main points ➢Implementation of
workplace wellness programs to reduce healthcare costs. ➢Increased employee

17. productivity ➢Best practices in wellness programs provided by local governments
ANNOTATED BIBLIOGRAPHY 13 3) Paraphrased summary The research focuses on the
issue related to the ability of local governments to address the issue of increased healthcare
costs through the implementation of workplace wellness programs. The article outlined the
wellness programs’ national survey in some of the municipalities of U.S. From the statistical
analysis; it was evident that performance monitoring and targeted investment are essential
in the not only reduction of costs but also enhancement of employee productivity at both
program and individual level. 4) Direct Quotes “Workplace wellness programs appear as the
archetypal government program in the current era of performance management” (26)
“Local government wellness programs represent a unique nexus between local government
and national policy” (27) “Financial incentives, such as reduced monthly insurance
premiums, to induce employees to engage in healthy behaviors are also increasingly applied
in wellness programs” (39) 5) Evaluation of the Source The information in the source is not
only relevant to the study but also provides current data (2009). Also, the article is peer-
reviewed making it reliable. The authors used information from other peer-reviewed
sources and referenced it for easier reference in future. However, the low response rate of
34.8% could make it challenging to generalize the results of this study to all employees or
local governments. ANNOTATED BIBLIOGRAPHY 14 6) Why this source will be useful The
article explains some of the non-monetary incentives provided by local governments that
could affect the decision of a person on whether to move close to work. It will also be
applicable in explaining some of the factors that increase employee motivation and
productivity in the workplace. The research will help in adding up to literature on the
reduction of the rate of absenteeism caused by preventable medical issues as well as the
appropriate financial incentives such as reduced insurance premiums. Article 8 1) APA
Citation Ramirez, J. L. J., Salimi, A. Y., & Hefzi, H. (2012). The Impact of Tax Incentives on the
Location of Manufacturing Facilities. Journal of Business and Accounting, 5(1), 76. 2) Main
points ➢Various factors to consider when deciding where to locate a manufacturing
company ➢Taxes and local government incentives may not be essential factors in making
decision to relocate ➢Importance of manufacturing facilities in the local area 3)
Paraphrased summary The focus of the paper is on the factors that the majority of the
manufacturing firms consider when choosing where to locate a new facility. According to
the authors, local governments have put in place different incentives aimed at persuading
companies to put a manufacturing plant within their borders. The analysis showed that
although incentives are ANNOTATED BIBLIOGRAPHY 15 critical to attracting investors and
qualified workforce, they do not have a significant impact on the relocation decision of the
firms or workers. 4) Direct Quotes “Current U.S. tax legislation still mirrors this focus on
internal politics and the use of incentives to deliver on the wants and desires of certain
interests” (6) “Given the wide variety of factors which impact a corporation’s manufacturing
costs, taxes and government incentives may or may not be an important enough factor to
alter a company’s decision making in determining where to put a manufacturing facility”
(10) 5) Evaluation of the Source The article is peer-reviewed periodical, implying it contains
information subjected to substance and accuracy evaluation by other professional peers.
Furthermore, it contains current data that can help in depicting the prevailing trends in the

18. U.S local markets. The research relates to other books and journals in Questia, and the
authors are experts in the subject discussed. It relates to other books and journal articles. 6)
Why this source will be useful This source will play a critical role in connecting the
importance of incentives offered by local governments to the decision to relocate for both
organizations and individual employees. Factors that influence organizational decision to
relocate in an area are likely to affect the decision of a worker to move close to work.
Therefore, this article relates directly to the primary objective of the study. ANNOTATED
BIBLIOGRAPHY 16 Article 9 1) APA Citation Okendu, J. N. (2012). Incentive scheme and job
performance, a bivariate relationship with institutional development among secondary
schools teachers. Journal of Education and Practice, 3(8), 216-222. 2) Main points ➢
Increasing the performance and motivation of teachers by using work incentive schemes. ➢
Involvement of teachers in decision-making does not depend on the amount of incentives
provided by local government. ➢Use of incentives to encourage involvement of teachers in
the operation of the school 3) Paraphrased summary The research aims at determining the
effect of work incentive scheme on the job performance of the secondary teachers from the
local government. The study adopted the use of a structured research questionnaire to 76
respondents in Degema local area. The results showed that incentives have an impact on job
performance and engaging in the daily operations of the school. However, it does not
influence the decision to move close to the school, evaluation of students, and class
attendance. 4) Direct Quotes “Every organization including educational organization is
concerned with what should be done to achieve and sustain high performance through
academic and non-academic staff. This means giving close attention to how teachers can be
adequately motivated through such means ANNOTATED BIBLIOGRAPHY 17 as incentives,
rewards, leadership and more importantly the work they do and the organizational context
within which they carry out that work” (216). “Incentives influence behavior by offering pay
as an inducement. Rewards systems can be structured in varied forms and employer
typically will use more than one form” (217) 5) Evaluation of the Source The academic
journal is relevant since it is published in the International Institute for Science, Technology
and Education (IISTE) which is among the pioneers of the Open Access Publishing service
located in Europe and U.S. This institute provides peer-reviewed articles that accelerate
sharing of knowledge globally. 6) Why this source will be useful This source will be useful in
the discussion of the topic under investigation. It provides an insight into the career areas
that incentive schemes can influence and how it improves employee performance. It will
also play a critical role in recommendations on increasing emphasis on work incentives and
involvement of teachers in the decision-making process. Article 10 1) APA Citation Ceschi,
A., Demerouti, E., Sartori, R., & Weller, J. (2017). Decision-making processes in the
workplace: how exhaustion, lack of resources and job demands impair them and affect
performance. Frontiers in psychology, 8, 313. ANNOTATED BIBLIOGRAPHY 18 2) Main
points ➢The process of decision-making is a critical element that contributes to workplace
satisfaction and efficiency. ➢Relationship between lower decision-competence and
maladaptive behaviors ➢Use of various cognitive skills for searching relevant information
aimed at improving wok performance. 3) Paraphrased summary The research aims to
indicate the common factors across different jobs affect decisionmaking and performance.

19. The results of the study align with the formulated hypotheses. It points out that workers
that have low DMCy are more concerned with job demands related to in-role performance.
On the other hand, high levels of DEM enhance employee sensitivity toward exhaustion and
job resources as it pertains to extra-role performance. The outcomes showed that
environmental conditions and decision-making process has a direct relationship to
employee functioning. 4) Direct Quotes “To maintain satisfactory performance levels,
organizations have to master a complex set of decision rules on how to best match
employee attributes and sensitivity toward the resources implemented” (313). “With these
points in mind, we can state that the capacity to manage negative environmental conditions
and take advantage of positive environments is nowadays an essential workplace
competence for consistency in decision-making and, ultimately, for better performance”
(313). ANNOTATED BIBLIOGRAPHY 19 5) Evaluation of the Source In addition to providing
current data on the research topic, this article is significant to the study of my research
paper. The authors listed all the studies consulted in research paper to avoid any conflicts of
interest. Similarly, other researchers in the PMC have cited this source in their studies. 6)
Why this source will be useful This source will be useful in the discussion of specific
objective related to factors employees should consider when making career goals and
decisions. It explains the impact of both current incentives and career growth opportunities
on decisions made by employees. It will also contribute to the literature by assessing factors
that the majority of the people consider when deciding to move close to work. Article 11 1)
APA Citation Akosah-Twumasi, P., Emeto, T. I., Lindsay, D., Tsey, K., & Malau-Aduli, B.
(2018). A systematic review of factors that influence youths career choices–the role of
culture. In Frontiers in Education, 3, 58. Frontiers. 2) Main points ➢Having a good career
plan will result in life fulfillment ➢There is increased likelihood of conflict between the
personal interests of youths and cultural heritage. ANNOTATED BIBLIOGRAPHY 20 ➢The
primary factor that that affects career choice in individual settings is personal interest. 3)
Paraphrased summary This source reinforces on the components youths consider before
making career choices and the role that culture plays. The study adopted the use of
systematic literature review from different databases for articles published between 1977
and 2018. From the20 articles reviewed, it was evident that the expectations of the current
workforce from collectivist cultures were among the key factors that influenced the
decisions of the youths. Personal preference is a major component that affects
individualistic career choice. 4) Direct Quotes “Bicultural youth who were more
acculturated to their host countries were more intrinsically motivated in their career
decision making” (58) “In individualistic cultures, an individual is perceived as an
“independent entity,” whilst in collectivistic cultures he/she is perceived as an
“interdependent entity” (58) 5) Evaluation of the Source The information contained in this
article was not only current but also relevant to the topic under investigation. The findings
support the hypotheses that various factors influence youth career choices and the decision
to move close to work. The authors declared that they did not receive any financial assistant
hence lack of conflict of interest. It makes the research outcomes more reliable.
ANNOTATED BIBLIOGRAPHY 21 6) Why this source will be useful The source will help in
the analysis of the different factors employees consider when deciding to move close to

20. work in addition to the local incentives provided by local governments. For instance, it
provides sufficient information on whether personal interests are major factors that help in
the prediction of career patterns or incentives. Article 12 1) APA Citation Okurame, D. E.
(2014). Individual factors influencing career growth prospects in contexts of radical
organizational changes. International Business Research, 7(10), 74. 2) Main points ➢The
primary objective of employees is to grow professionally and achievement of distinguished
career. ➢The relationship between demographic variables and the growth prospects ➢Both
personal growth initiative and self-efficacy believes impact on the career growth prospect.
3) Paraphrased summary The article analyzed how individual factors, such as demographic
variable, affect career patterns in the current turbulent organizational changes. Through the
use of questionnaire as the primary research tool, the study collected information from 199
employees in the banking sector. The findings indicated that the interaction between
personal growth and self-efficacy influence ANNOTATED BIBLIOGRAPHY 22 career growth
prospect. The decision to move close to work depends on the need of employees to grow
professionally for the achievement of a distinctive career. 4) Direct Quotes “Employees
often hope to grow in their profession and to achieve a distinguished career” (74) “It also
established a significant main effect of self-efficacy belief as well as a significant interaction
effect of efficacy beliefs and personal growth initiative on career growth prospects” (81).
“The negative relationship between bank sector tenure and career growth prospects
implies that the longer the tenure of an employee in the banking sector and the more
educated they are, the lower their reported level of career growth prospects, and vice versa”
(82). 5) Evaluation of the Source The article is peer-reviewed and provides sufficient
information on other factors that determine the career plans of employees apart from
incentives offered by the local government. There was limited bias as the author used
information from other peer-reviewed resources and referenced them to avoid any conflict
of interest. Furthermore, the article outlined some of the limitations of the study, which will
form the research gap the current study aims at fulfilling. 6) Why this source will be useful
In the current dynamic environment, workers consider various factors before deciding to
move close to work. This article will be useful in comparing the influence local government
ANNOTATED BIBLIOGRAPHY 23 incentives have on moving close to work to other factors.
It will help in answering the following question: do incentives provided by local government
influence the decision to move close to work?