Emerging Business Issues

Running head: TELECOMMUTING 0

Telecommuting

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Telecommuting

Introduction

The advent of technology is the 21st century is thoroughly changing the dynamics of the workplace at a rate faster than ever before. From the automation that increases efficiency and reduces human contact with many operations in the workplace to remote working where people can perform critical work operations at home, technology is not just changing the workplace but also where the operation takes place and revolutionizing the way we work. One significant area through which technology is transforming workplace is through telecommuting. The use of mobile technology, Wi-Fi equipped gadgets mobile technology and other innovations allows allow teleworkers to work at home. Telecommuting is a full package having both advantages and disadvantages for both employees and employers.

Advantages

One benefit of telecommuting is an increase in employee productivity. Research show that 53% of workers who telecommute are more likely to work for more than 40 hours in a week compared to 28% of staff restricted in office (Matos & Galinsky, 2015). This benefit is related to employee satisfaction that comes with working in comfort. More hours are achievable with the flexibility of working at home and avoidance of work stress by the employee. This flexibility results in increased productivity which is an advantage to the employer. However, the employer must be keen on the type of work the employee does as remote working is not possible for some jobs.

The second benefit is that telecommuting reduces employee turnover. The flexibility related to working away from the office gives the employee morale to work as they are happy at home. They do not call sick day and can adapt quickly to stress at home while still working. They will not seek other jobs as they are already satisfied with the current job. Employees with telecommuting option are 73% happier than those restricted to working in the office who are 64% happy (Raffael & Connel, 2016). This flexibility saves the company a lot of money for recruitment and that due to absence due to high retention rates. The company can also be able to mentor and develop talent.

Telecommuting is also cost-effective regarding working space. Depending on the frequency of telecommuting, employers can save up to $6,000 coming from office space (Raffael & Connel, 2016). There are also added costs in the workplace such as the cost of heating, buying equipment and daily office maintenance with increased people in the room. The employees can take care of themselves at home hence reducing the employer's burden of dealing with their needs. Allowances such as travel allowances could also be cut through telecommuting hence allowing the firm to channel this money to other areas.

Finally, telecommuting does not only ensure retention of employees but also help in the recruitment of highly productive workforce. The flexibility of the workplace improves the company’s name which makes it attract a multitude of people with skills and talents. Moreover, the policies of telecommuting make it possible to employ working parents, the disabled and even highly talented employees who are unwilling to commute (Matos & Galinsky, 2015). The company can even get services from workers of other organizations without interfering with their schedules. This consulting can result in collaboration among companies.

Disadvantages

One challenge of telecommuting to the employer is the loss of oversight. There is minimum capacity on the side of the company to micro-manage the teleworker (Raffael & Connel, 2016). Though some businesses create performance benchmarks to ensure that remote working employees meet with a work requirement, there is always a limitation on these parameters to provide appropriate guidance. The employer may be required to employ trustworthy individuals if for candidacy in remote working meaning that less qualified candidates for such a post. This benefit will result in increased recruitment cost and high rate of employee firing.

Secondly, there is a loss of brainstorming due to the isolation of workers. The employee faces solitude at home working alone without any parson to share ideas with or to ask questions (Kim et al., 2015). The employee can make fatal mistakes which will, in turn, affect the company due to failure to communicate and loss of human touch. The value addition process of today’s world is dependent on the amount of knowledge available within its workers; brainstorming is necessary as it acts as the method of getting this information from employees. However, with staff away, the employer is limited regarding the ability to get the information due to lack of face-to-face interaction.

Finally, the dependence on technology is a risky venture as it is bound to face technical problems (Kim et al., 2015). If technical difficulties arise, a lot of time is wasted solving them and may even cost the company a fortune. First, there is the cost involved in solving these problems which may be as small as a power outage or as significant as the loss of network. Secondly, work time is wasted during the process that will result in loss of company revenue. Initial installation cost should also be considered while deciding on telecommuting.

Conclusion

Even with limitations, the role of telecommuting is gaining acceptance among organizations in the world. Potential users should familiarize themselves with both its merits and disadvantages of their companies and weigh before making any hasty decision. The earlier any employer adopts telecommuting, the better as soon it will be unavoidable. Early adoption will keep an organization competitive among its peers regarding employee retention.

References

Kim, S. N., Choo, S., & Mokhtarian, P. L. (2015). Home-based telecommuting and intra-household interactions in work and non-work travel: A seemingly unrelated censored regression approach. Transportation's Research Part A: Policy and Practice, 80, 197-214.

Matos, K., & Galinsky, E. (2015). Commentary on How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings. Psychological Science in the Public Interest, 16(2), 38-39.

Raffaele, C., & Connell, J. (2016). Telecommuting and Co-Working Communities: What Are the Implications for Individual and Organizational Flexibility?. In Flexible Work Organizations (pp. 21-35). Springer India.