Telecommuting

In mid-sized companies such as Q-tel, telecommuting is much more frequently used than work in office. According

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

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.

Many people work in telecommuting jobs where all they really need is a place to sit and a computer with internet connection. Other businesses allow workers to work from home or set them a set of working hours on site.

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

It is also possible to give work from home employees and telecommuting staff business class functionality on their home phones.

Justification 
The Bay Area is a traffic nightmare. The option to take public transportation, the CalTrain, for example, is a huge benefit and saves time and money. Telecommuting is also a great way to avoid the hassles of traffic and provide a flexible work schedule. Autonomy goes hand in hand with Telecommuting, with allowing people to have a flexible schedule. Also, it fosters a feeling of trust and encourages productivity and creativity.

I believe that telecommuting is a solution that should be considered to solve both employee morale issues and key employee retention issues. These issues are well documented in the 2008-2009 Northrop Grumman exit survey results. The results of 500 exiting employees of 5 years or less tenure documented their desire for an alternate work schedule and more succinctly, telecommuting.

Of course when confronted with the option or request of telecommuting, there is no good reason they can give you, other than they want you to be under their control. They want you to be there at the office, where they can see you, because who the hell knows that if you were working from home, you'd probably be drunk, high & bringing hookers/prostitutes over on meth while you play Call of Duty all day and sell corporate secrets on E-bay.

This allows employees to work from home, the company would provide satellite offices for its employees, and the employees would have the ability to work on the move and would be able to complete the work when they had time. A con to having employees that work from home, the employees may have to purchase new computers to have the reliable technology to be able to finish their work, but this con could not only affect its employees but this could also mean that the employer could also supply the employee with all of the equipment that they would need to get their work done. I would say that that is a con for both sides.

* Everyone is not cut out to be a remote worker. People who are self-starters, savvy with the computer and do not have many distractions are prone to do well with a telecommuting job. When interviewing someone for this position. It should be emphasized that distractions will not be tolerated. Also employees should have a place that is dedicated for their office.

Also men take this opportunity to work at home. What are the consequences, the advantages of tele-working? Sure, if you have a family, you can spend more time at home, probably you can spend more time with your children. Next is, that you can organize every day in the way you want to. Meetings at the company are reduced to a minimum. Tele-working is also an advantage for the owner of the company. Official studies substantiate that people who work at home are more motivated than their colleagues at the office. .

The problem is that by working from home, you tend to take yourself out of the