Advantages And Disadvantages Of Telecommuting At Three Different Levels : The Individual, Organizational, And Societal Level Essay

The purpose of this brief is to determine wether to establish work-at-home policy for selected employees at the Q-tel Pty Ltd. Information and communication technologies (ICT) make it possible for employees to work at home and deliver their work output to the firm by those ICT. This work arrangement is called telecommuting (Sarbu, 2015).

Telecommuting has been shown to reduce absenteeism, improve retention, and reduce recruitment costs for the organization (Family, pg. 730). Increased employee moral is also a benefit associated with telecommuting (Professional Isolation, pg. 512). Offering this new benefit that is such a satisfier for employees will likely result in reduced turnover within the organization and higher productivity. A study found pubic employees who were satisfied with their telework/telecommuting benefits were less likely to leave their positions (Family pg. 732). With the reduction of office time, an increase in employee productivity is likely due to fewer interruptions from fellow employees (Lessons pg. 10). With telecommuting having benefits to both the employer and employee, this new policy should bring positive results to the

Employers allow telecommuting for many reasons, including the ability to recruit better talent, decrease overhead expenses, increase productivity, expand the employee base to include those with disabilities (Anderson, Bricout & West, 2001; Lipin, 2010; Myungjung & So Hee, 2017), and to support

“This remote work may be something we should be doing more of, according to two new studies. Working from home can be good for your health and productivity. Not only did people who worked from home report greater work satisfaction and less “work exhaustion,” they also got better sleep. Separately, researchers found that the highest performing workers were the most likely to cultivate and excel in a “WFH” environment (Gregoire, 2015)”. If workers don't prefer to work at home they are more than welcome to continue working at the main workplace. The company will give each employee the opportunity to try working from home in order to have more space at the main work

In the 1990s Telecommuting became popular. (“Wikipedia”, n.d., para.1) It allowed a way for employers to have workers that still accomplished the day to day task necessary to run a business and also allowed employee’s to work without traveling into a dedicate office building or store. In today’s society, I have noticed that there are more job posting for software developers in the United States that offer working remotely versus working at an office building. The purpose of the dissertation is to find out the habits and work ethics of successful remote workers so that a hiring manager could target those traits while interviewing potential candidates for telecommuting work.

Today’s fuel costs have put a great deal of pressure on the commuting employee and they are looking for ways to cut corners. An alternative for work commute trips is telecommuting. It is obvious that there is a tangible savings by the employee if they are able to work from their home. The employer is concerned and rightfully so that managing resources through telecommuting is more difficult than managing traditionally.

A revolution is spreading through the world of work because of changes in information, technology and communication. Information and technology has lessened the gaps between individuals and it is no longer necessary for people to be in close geographic location to enhance working capabilities. Telework means working at a distance and technology makes this possible. Teleworkers are defined as employees or contractors who work at least one day per month; they are also referred to as telecommuters. Research shows that teleworkers work nine days per month at home with three hours per week during normal business hours. Teleworkers seek to blend work responsibilities and personal benefits to enable them handle their work better and life responsibilities.

Telecommuting can be great for organizations but there are also some disadvantages and challenges in offering telecommuting.  According to (Martochhio, 2013), Telecommuting programs may also lead to disadvantages for employers and employees.  Some employers are concerned about not having direct contact with employees, which makes conducting performance appraisals more difficult.  Some employees also feel isolated because they do not personally interact as often with coworkers and superiors. Some organizations may feel unsure about allowing employees working at home, because when you have internet or computer issues, getting your system back up and running efficiently and effectively can be an issue. There can be a lot of wasted time trying to get your system back up and running and this can ultimately cost the company time and money.  MedEx employs over 100 medical billing specialist, therefore, it is important for all of their employees systems to be up and operating at all times. Their daily jobs are intense and consist of working on specific accounts, coding medical

Teleworking has become increasingly popular since it first became utilized in the 1970s. It first developed as a means of increasing worker flexibility and female employment (Rassmussen, Corbett, 1990), it has now become a mainstream method of employment, particularly in the United States. Workers are more autonomous, and research suggests that they are more productive when teleworking for every dollar spent one receives two dollars in productivity (Di Martino, Wirth, 1990 and Rassmussen, Corbett, 1990). Although there is still a great deal of dissension concerning whether it is a useful practice, its enduring popularity testifies to its relevance. This paper discusses the benefits and drawbacks of teleworking, with particular attention paid to worker productivity, cost-efficiency, and overall, whether teleworking is a benefit for management.

Telecommuting allows flexibility of working hours to fit the needs of anyone who fits the profile of a commuter especially those with some form of disabilities (Crandall, 2005). Those with disabilities will be able to work in the comfort of their own environment. According to scholar research, "increased flexibility has obvious potential to allow employees to better manage their lives and reduce" (Goodman, 2013, p.18). Not to mention the success that comes from allowing someone the capability to work at home that may have kept one from being productive in an office atmosphere. Flexibility also allows immediate opportunities when a life situation surfaces, therefore, also creating a less stressful environment for the individual. Less stress for all those involved creating a happier lifestyle and

The Purpose of this assignment is to see what the different workplaces use in terms of technology and how they use them and what they use them for.

Telecommuting has shown to reduce absenteeism, improve retention, and reduce recruitment costs for an organization (Kim & Wiggins, 2011). Increased employee morale is also a benefit associated with telecommuting (Cooper & Kurland, 2002). Telecommuting is such a benefit for employees, it will likely result in less turnover and higher productivity. A study found public employees satisfied with their telework/telecommuting benefits were less likely to leave their positions (Kim & Wiggins, 2011). Offering a benefit that reduces staff turnover will save the organization costs in recruitment and training. There are indications that telecommuters have increased productivity. With the reduced time in the office, an increase in employee productivity is likely due to fewer interruptions from fellow colleagues (Taskin & Edwards, 2007). Further, greater flexibility within the workday lets employees structure their days around when they are most productive (Manochehri, 2003). Telecommuting benefits both the employer and employee. Employers have greater productivity from their staff and employees have higher morale. Adopting this policy should produce positive results within the

The Internet has become a pervasive presence in the American workplace. Two-thirds of employees in medium and large companies in the United States now have Internet access, compared with fifteen percent only two years ago, according to a sampling of 500 companies surveyed by the IntelliQuest Corporation. (IntelliQuest)

At the outset we would like to thank IMT Dubai and Dr. Arun Prasad for providing us with the opportunity to go beyond the classroom teaching and actually have a hands on experience on the HR practices of an organization. This was a great learning opportunity for us and will hold value for us in the future.

International Journal of Management and Humanity Sciences. Vol., 2 (2), 133-141, 2013 Available online at http:// www.ijmhsjournal.com ISSN 2322-424©2013 Victorquest Publications