Essay On Remote Employees

Just a decade ago, could you imagine working in pajamas with a favorite drink in your hand, without commuting for office? The current trend is a remote job which is simply working in your office, enjoying being couch-potato! The trend of remote teamwork is booming every year and the dispute around this culture is at its height too.

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

It seems that employers are afraid that they will not be able to effectively monitor employees output and have major security concerns when allowing employees to telework. The initial costs of setting up telework to employees may also be a concern for employers.

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

According to Hess (2014), employers’ benefit from the cost saving from not maintaining large office buildings to house their employees and the employees benefit from saving money on travel, meals, and in some instances child care. Hess (2014) goes further and says that distractions usually found in a typical office environment (i.e. phone calls, office conversations, and the like) promotes more efficient work. Although there are inherent positives for the employer, there are also inherent negatives that a manager must face in order to promote a good work environment for the company and for the remote employee. Fallon (2014) gives four challenges that a manager faces managing remote employees. The challenges of Communication, Tracking Productivity, Employee Trust, and providing a Unified Company Culture are the four main issues that Fallon

I further agree with Pophal that if telecommuting were offered as a solution, morale could be improved for the employee (Pophal, 2001). Of course, the type of job does have to meet certain selection criteria to support it as a good candidate

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.

With having different variations of flexible work environments you may have a difficulty communicating with your staff. You as a company will have to come up with ways to improve communication from one shift to the next or how to get information to your at-home staff. By personal experience I have found that email based announcements seem to work the best. Unless it is urgent, then a phone call would work best.

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

Telecommuting enhances productivity. Instead of wasting time and energy going to and from work; an employee can have more time to do their work from home and avoid being interrupted constantly with traditional office setting.

I will use keywords such as telecommute, home-sourced, telecommuting, benefit, impact, remote work, telework, teleworking, teleworker and effect. I will incorporate these keywords in my

Since the telecommuting job requires adequate office space to ensure the employee has everything they need to

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

Management Mistrust of Employees - management may be reluctant to offer telework options because they may not trust that employees are doing their work. “Managers fear the loss of direct eyes-on supervision will negatively impact their employees’ productivity, reduce their control over employees, or precipitate the loss of company spirit” (Cambridge Systematics, Inc. 2007). They may feel that they are unable to monitor since they are unable to see the employee. Managers may need to tweak their styles to adjust to teleworking as well

With the use of technology increasing substantially as well as with the new generation who relies on such technology, telework has become the future of work. Companies embrace and adopt telecommunicating practices, as the benefits are clear. For this reason, telework was chosen as a project to be implemented in the business in order to gain profit and in turn reduce turnover. Berkeley College conducted a comprehensive program that analyzed companies such as AT&T. This study was conducted to discern the percentage of savings that would result from such action. Thus, AT&T initiated 30,000 employees nationally to begin to telecommute from home. Through the next five years, they studied this program and found that AT&T was able to save