Advantages And Disadvantages Of Telecommuting

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

Working in the ITS field, we have been asked to research the plausibility of allowing our 600+ employees the ability to telework. Currently half of our managers have the ability to work from home. With this ability we have security concerns, but we also have the expectation to be available to work no matter what the time of day is or how the weather is outside. When the credit union is closed for snow day’s managers with the ability to

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.

Lewis said that employers should use a remote work option when the available talent in a commutable distance is scarce or when life changes alter an employee's circumstances. However, he said, not every employee is a good candidate for a remote set-up. According to Lewis, employees who should be allowed to work remotely include those who have jobs where the nature of the work can be performed without face-to-face interaction with co-workers or clients. Employees would also have to demonstrate that they are capable of working remotely in terms of being mature and independent and having a proven track record, he

Some reasons to expand remote work includes; saving time, saving money, and reducing resources usage. Employees will have a better work/life balance, have improved productivity, and have the flexibility to schedule work around personal needs. These employee improvements will lead to less stress, better creativity, and higher performance, and better job satisfaction. Allowing more employees to work from home can prevent a future need to expand to larger office spaces.

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.

MedEx should roll out the telecommuting on a voluntary basis for employees with high performance evaluations. I feel this will show the employees the organization cares and has addressed their concerns based on the survey. If the telecommuting policy is implemented correctly, telecommuting can increase productivity and overall job satisfaction. If the policy is crafted to tied the privilege of telecommuting with positive performance evaluations, it will motivate employees to not lack off while working remotely. The option of telecommuting can work as a way to attract high performing top professional to the organization. Telecommuting should also reduce turnover and absences. Work life balance will always be a very important part of keeping

REDUCE WORK SCHEDULE: AND telework – without complicating things, it’s being taken slow and there is some push back. The idea still in discussion regarding reduced work hours. Janet asks about why SEO3s would be allowed to telework. Janet points out how SEO3s are getting paid extra money to answer for SEO2s, and they should be present in the office, rather than to call and e-mail them. Robin states that it depends on business needs and the supervisor will decide. As an example: There are two states Michigan and Minnesota that implemented teleworking and they have been doing this for a while. At this point one of the offices teleworks at least 50 % of the time M,W,F and then Tue, Wed, Thu. Equal coverage is important wen people at the office. Currently we’re testing things out and if it’s not working then

One does not need face to face contact or interaction with employees or their manager. Telus is a supporter of telecommuting while other countries are eliminating it. Yahoo in 2011 banned employees working from home and ordered them back in their offices. Reasons cited where difficulties it made for people to communicate effectively with one another. Working in a team based environment made it more difficult for people to pick up on simple gestures such as body language. Another important issue cited by other corporations was that they wanted their employees to dress by their terms. Dress code is very important and employees cannot simply dress anyhow or in a way to express themselves

Telecommuting first increased notoriety around the late 20th century with the introduction of home computers and sophisticated telecommunications technologies. Detailed research on the arrays and practices of telecommuting first showed evidence around the 1970’s when Jack Nilles came up with the terms “telecommuting” and “teleworking” and engaged the first telework demo experiment with partial backing from the National Science Foundation (NSF). Around the 1980’s carried the beginning of experimental telework programs in the United States and near the 1990’s a lot of states, local government agencies, and private sector businesses had applied telework programs. Around 1990s the federal government presented a national telecommuting initiative with the goal of swelling both the number of federal teleworkers as well as the number of teleworkers in other sectors.

If these occurrences takes place on a regular basis, the company may rethink about having employees telecommute. Company rules should be explained in detail and very carefully so there will not be any misunderstandings.

5. Anytime, anywhere, non-territorial offices- telecommuting employees now represent 11 percent of the workforce and the number increases annually 6. Increased emphasis on self-directed work groups and virtual teams- business teams are often run by cross functional teams of peers. You may become part of virtual team whose members are in remote locations who communicate almost exclusively electronically. 7. These trends mean that your writing skills will constantly be on display those who can write clear and concise messages contribute to efficient operations and can expect to be rewarded. 7.