Relational Communication Case Study

It seems as though my peer's argument is the flexibility of working from home benefits people better. Yes, I feel as though my peer has addressed Opposing Viewpoints. The section of the summary that I need clarity for is her problem. Are you trying to find a way to get work-forces into to telecommuting only? *My problem is finding an effective way to better manage a company’s workforce to increase profitability by implementing alternative flexible work options for their employees. (Johnson, 2017)

can create flexibility, better customer service, and increased productivity. This will also create a home-based virtual office environment. This will help with employee retention, especially those that are experienced and skilled.

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

Workers will most likely have a difficult time adjusting to changes in the beginning of working from home; however, the company will provide assistance and instructional

Awareness will be created by promoting the change on the intranet that is accessible by all employees. To provide the Desire, we will articulate what the change is and how it will impact each employee. Knowledge of the documentation necessary to work from home is provided with the company documentation as well as a link from the intranet article. The Ability to make the change is fairly easy, but there will need to be some skills developed to keep the work from home person on track with their tasks as well as demonstrate ways to keep in touch with co-workers. Reinforcement will come in the accountability for working from home as well as demonstrating that working from home provides no negative consequences to the employee’s ability to perform their job

This is the 6th call to this address in 4 days. This call stated that Laura Walters was pushed out the window by her husband Edward Stabell.

that we explore why she’s been feeling down lately together. Mary then said, “Talk about what?” I then stated, “Why have you been feeling down lately?” Mary then stated, “No I don’t want to talk about that?” Using mirroring I then stated, “You don’t want to talk about why you feel down?” Mary then stated “No I don’t”. What occurred here can be described as a disconnection. Whether it be my working or something that happened with Mary prior to me coming in or Mary was just not having a good day, I was not able to connect her in conversation and she disengaged. Again in a non- judgmental tone I repeated what Mary stated so that she knew I had heard her, I was not dismissing her feelings. Mary from the beginning was very agitated so I knew that I probably would get much dialogue from her, maybe it was the nature of our discussion because I was asking her

The customer is call back to ask where the online money transfers reversal is. The specialist fully authenticated the customer with full name and the customer passed OTP. The specialist advised the customer that money was back on 11/02/2017. The customer still could not locate on her end so the specialist transferred the customer to OCS to help her to look over her

Anthony is a 21 year old male who resides with his family in Westfield, MA. Anthony has a primary diagnosis of Asperger’s Syndrome with secondary diagnosis of ADHD and anxiety. Anthony is attending Holyoke Community College, where he is pursuing a degree in Computers Science. He has been working with his MRC counselor to identify appropriate supports that could be implemented to help him be successful with his vocational goals. For this reason, an assistive technology evaluation was requested to determine if any, technologies could assist him with the successful completion of this goal.

PO reported having a difficult time to communicate with his wife; relationship conflicts was one of the excuses for addiction in the past.

The typical telecommuter as examined in Smeal School of Business’ analysis (Smeal: Research: Telecommuting A Win-Win For Employees And Employers 2007) was a manager or a professional from the information technology or sales and marketing department of a firm. While this example does still hold true, this is no longer the only company benefit. Estimates for providing office space for the typical knowledge worker run as high as $10,000 or more annually.(Wainhouse, Greenberg & Nillsen: Telework and the U.S. Federal Government: At the Tipping Point 2008) To further illustrate the extent to which telecommuting can be utilized, a local Casper branch of Energy Laboratories initiated telecommuting for lab analysts in 2008 to facilitate reporting of failures after-hours. While an analyst still needed to travel to the lab to restart an analytical run, without this in place, a run would remain stalled until the next business morning. Every area of expertise within our firm can benefit from this technology, and with that in mind, every client will benefit as well. What are the downsides for the company? For this pilot program to succeed, two major issues will need to be addressed: 1. Employees will need to maintain focus on the work or projects that need to be completed in a timely manner.

As with anything, if there are positive benefits, there are negative ones too. Companies must research the potential downsides of non-monetary compensation. One potential drawback is employee morale. It is hard to believe that anybody would have a problem with working from home and free gourmet meals in the office cafeteria, but if everyone is not reaping the benefits of these perks then that could very well be the case. For example, not every employee in an office is going to be able to take advantage of flexible working hours. Generally executives and upper management receive that option and then maybe certain members of the general staff. Employees who are not eligible to work at home or work compressed work weeks may feel slighted or as though they are not trusted. Conversely, employees who are allowed some measure of flexibility in

The pros and cons of telecommuting from a human resource professional perspective is that they are able to attract and retain good employees who may have a high morale and some of their effects may enhance the competitive status of the organization. For purposes such as the development of working relationship, a combination of telecommuting and on-site work is preferred over a full time telecommuting work arrangement (Kurland & Bailey, 1999; McNerney, 1995; HR Focus, 2002; Telecommute Connecticut, 2002). Some of the pros are the ability to concentrate more on their job without distractions, no or reduced time in traffic, less wear and tear on your car, reduction in gas expense, less money for lunches and having more time with the family or whatever. You can or will be able to work for the company at any location in the world and this alleviates the need for travel time or getting an office setup for you in another location. This saves on recruitment and retention which in turn saves the company in high turnovers. The company saves on recruitment because they want have to pay for advertising, timer consumption for interviewing, searching for recruiting agencies, hiring a company recruiter and giving bonuses for relocation. Absenteeism is reduced because of less stress and obligations. With a better working arrangement this helps to improve productivity and better health of a worker. Organizations are able to employ disabled, elderly or other individuals who are

There are several reasons organizations launch distributed work programs. Many organizations have employees that work from home or somewhere else informally. If it is not formally set rule, there could be issues with other employees. It is

Although the disadvantages of teleworking are often discussed - in the lack of a social environment in which to work, the lack of employee rights, benefits and promotion prospects; in remote areas with high unemployment and under-employment, it offers very real opportunities. Furthermore, the advantages of teleworking are significant: flexible working hours, ability to work from home, new opportunities to use skills and qualifications, and competitive incomes. Smith (1998) also points out that "home based teleworkers have been found to be more productive than their contemporaries in centrally located office environments, and more loyal