College Papers

Recent are cost savings that an organization ensues

Recent
Adaptation of Telecommuting

            Modern
organizations are required to be flexible in their management of employees. One
of the flexibilities is the management of working hours. Telecommuting may be defined
as a work practice that involves organizational members substituting a portion
of their typical working hours ranging from a few hours per day or week to
nearly full-time working away from their offices. Mainly working from their
home and use technology advances and tools to interact with their colleagues
(Allen, Golden & Shockley, 2015 p. 44). From the above description, it can
be seen that telecommuting describes the different ways of working away from
the main location or the main office. The purpose of this essay is to discuss
the recent adaptations of telecommuting in the work environments.

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Across the United
States and in other parts of the world, telecommuting is occurring everywhere.
This has been occasioned mainly by the rise of broadband internet technology.
This is coupled by smart devices and improved project management that has
ensured that there are better collaboration tools to improve how the teams
communicated. In addition, modern management has required that productivity is
measured by output and not by the number of hours worked by employees.
Furthermore, there is a new generation of employees in the workplaces that has
demanded for increased flexibility in their work. This generation, the millennials
are extremely confidence in their knowledge of technology. However, despite the
changing employee preferences and expectations, there are many companies that
have failed to adapt their workplace policies to conform to the modern
standards of management (Dahlstrom, 2013).

            Telecommuting
has numerous advantages to an organization and to the employees. The
organization benefits from a wide global reach. This happens especially when
the organization is looking for an individual with a particular technical
knowledge and skills and cannot find the person within their home country.
Telecommuting allows the organization to search for the individual throughout
the globe and allow the individual to work remotely from his or her convenient
location. Telecommuting allows organizations to better retain their talent.
This happens especially for employees who may want to leave the organization
for their personal reasons. The other benefit is that there are cost savings
that an organization ensues by allowing telecommuting.

            To
the employees, telecommuting allows for increased job satisfaction. This is
because they work from their most convenient locations and face minimum
distractions in their work. The flexibility that is offered through
telecommuting allows employees to focus on their family or study commitments
while also maintaining their organizational focus (Smith, Patmos & Pitts,
2018). Virick, DaSilva & Arrington (2010) found that there is a curvilinear
relationship between telecommuting and employee satisfaction. This means that
there is a critical threshold that organizations should allow their employees
to telecommute in order for the benefits of telecommuting to be accrued within
the organization. The implication of this is that telecommuting alone cannot be
used as a means of increasing job satisfaction for employees. Organizations
should provide for freedom and flexibility to their workers. This helps in
ensuring better work-life balance for the employees. Telecommuting saves
employee time as they do not have to spend time driving or commuting to their
workplaces. This also reduces the amount of greenhouse gas emissions
(Dahlstrom, 2013).

            Telecommuting
has certain disadvantages to both employees and the organization. The first
disadvantage is lack of supervision. This is in the sense that managers cannot
supervise other employees working from their homes or other locations. The
meaning of this is that organizations are limited in the manner in which they
can guarantee that employees are working the minimum hours that they should be
working. The other disadvantage is that it may result in a cultural hit within
the organization. This is because employees are located in different
environments and in some cases they may be in different time zones. Some of the
employees may feel isolated and it may be difficult to foster a team culture
within the organization. The other disadvantage is that the organization may
face some communication difficulties even if it uses modern communication tools
such as mobile phones and video and internet communication. The message may be
lost between the manager and the employees. As
has been mentioned, employees may feel isolated and this increases their
vulnerability. This especially happens when they have to deliver important
documents and are facing technical difficulties. In addition, it may be
difficult for employees to make contact with one another. This can make it
difficult for the employees to be culturally sensitive. Telecommuting employees
may also miss out on promotions and other information that is available in the office
(Dahlstrom, 2013).  

            The
adaptation of telecommuting has resulted in changes in leadership styles used
for management of employees. The common leadership styles that are used in
telecommuting are relationship oriented leadership and task oriented
leadership. Task oriented leadership focuses on meeting deadlines and ensuring
quality of tasks. Relationship oriented leadership focuses on job satisfaction
and making employees feel at ease with their work. For telecommuting to be
effective in an organization, it is important that the managers find a balance
between the weaknesses and strengths of telecommuting. Companies should let
their employees work from home while also establish structures to ensure that
employees are connected to the office so that they do not miss on the
happenings within the office. This would help in ensuring better retention of
employees.