Final Research Paper Draft

TELECOMMUTING 8

How does the practice of telecommuting impact employee experience, organizational success and workplace culture?

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Impacts of telecommuting on impact employee experience, organizational success and workplace culture: Outline

1. Introduction

1. Thesis statement; the use of telecommuting in workplace in America is increasingly becoming popular; therefore it is necessary for an organization to look into the impact of telecommuting.

1. Body Paragraph: Telecommuting

1. Telecommuting refers to an arrangement where workers undertake their responsibilities away from the ordinary workplace by the support of technological connections. Telecommuting is practiced on the basis of three principles (Pinsonneau, 1999).

1. Telecommuting depends on manipulation, transformation as well as processing of information. This therefore means that information technology is a very important component of telecommuting because it enables employees to be in constant communication with other colleagues as well as the organization (Pinsonneau, 1999).

2. Telecommuters always have ties with the organization that they are working for. Individuals working on contractual basis can also telecommute. The manner in which permanent employees telecommute and the contractual employees differ. Not all the contractual employees are allowed to telecommute; in most cases the employees who do clerical work on contract basis are allowed to telecommute (Pinsonneau, 1999).

3. Telecommuting is not limited by space and time. Delocalization of work is done in different forms; satellite offices which is done through setting affiliate offices that are not far from the residence of the employee and besides a place where communication between the affiliate office and the organizations headquarter is maintained, mobile work, home base telecommuting which is done in specific area in the employees place of residence, as well as the neighborhood work centers (Pinsonneau, 1999).

1. Body paragraph: Impact of telecommuting on employee experience.

1. A well managed telecommuting enhances the efficiency of employee when it comes to work performance. Telecommuting succeeds as long as the employees are well aware of their roles and responsibilities. The advantages that come with telecommuting to the employees include; the workers have control of the work environment; the employees achieve closer proximity as well as the involvement with their families; with the elimination of the physical commuting that the traditional practice of workplace imposed on the employees, the workers are now in a position to reconcile different aspects of their lives such as the family, leisure and work. Thus resulting into better health of the employees since the stress that come with commuting to workplace, and other related stresses are eliminated through telecommuting hence a balanced life. Through these advantages, the employee’s morale is boosted due to job satisfaction as they develop a sense of control of their work environment (Mamaghani, 2012).

2. Despite having positive impact on the employee’s experience; telecommuting also has negative impact on the employee experience. Through practicing telecommuting, employees in most cases are over burdened with a lot of work since they can work beyond the normal working hours without the interference of commuting. This therefore results into negligence by the employee of other roles in the family despite their presence at home; which results in invasion of the employee’s personal life. Telecommuting especially home based telecommuting leads to the loss of confidentiality since an employee performs the roles and responsibilities in an environment with other individuals who are not employed by the organization. Adequate feedback that is often needed for a successful work performance is not achieved through telecommuting (Mamaghani, 2012).

3. Employee isolation is one of the major drawbacks of practicing telecommuting. The isolation is always felt by employees which result into low morale which has resulted into poor performance of employees thus affects the overall performance of the organization. Besides the employees hired to work through telecommuting often feel the absence of organizational support (Mamaghani, 2012).

1. Body paragraph: Impact of telecommuting on workplace culture

1. Workplace culture can be defined as a set of understandings that employees share and affect the way they perform their duties as well as their reactions to their environment. The culture of a workplace rests in the mind of the employees; values beliefs, and norms that constitute a culture of a workplace do not exist in a written form (Gainey, 1999). Telecommuting reduces the organizations cultural strength because of the employee isolation brought about by telecommuting. The effect of this practice has varying impact on different cultures that organizations have. The level of influence of telecommuting depends on the social interaction of employees in an organization; for instance in the case of Dionysus culture, telecommuting thrives because this type of culture operates on the basis of employee isolation to build self reliance and the individualistic environment that promote the culture (Gainey, 1999).

1. Body paragraph: Impact of telecommuting on organizational success.

1. Telecommuting is in a position to bring transformation in an organization; telecommuting reduces the rate of employee absenteeism instead employee loyalty to the organization is greatly enhanced hence the satisfaction of the employees is increased. Retention of employees becomes easier through telecommuting. Employees that leave an organization can be convinced to continue working for the organization wherever they are. Besides, through telecommuting, an organization is in a position to hire individuals with high skills needed especially those who are not willing to relocate to the organizations premise (Pinsonneau, 1999).

2. Telecommuting results into improved quality of work as well as the productivity; this is the most important benefit of telecommuting in the organization success (Pinsonneau, 1999).

3. Telecommuting enables the organization to cut down the cost of expenses; some of the cost reduced include that of energy consumption, managing overcrowded offices as well as that of maintaining large office space (Pinsonneau, 1999).

4. Telecommuting enables an organization to be flexible and be in a position to respond effectively to the unexpected situations that may arise; the organization can decentralize their operations to which enhances their management much easier. Many of the organizations in the countries prone to earthquakes have resorted to practicing telecommuting so as to continue with their operations during the time the organization experiences damages as a result of earthquakes. Besides telecommuting allows organizations to be flexible with their working hours. Also the organization can hire more workers on a contractual basis (Pinsonneau, 1999).

5. The negative impact of telecommuting on an organization may be; the resistance developed by the managers who are forced to change their management styles as a result of telecommuting citing reasons of information of the organization landing in the wrong hands since the transfer of the information is done over the internet. (Pinsonneau, 1999).

6. On the other hand achieving motivation of employees under telecommuting practice is still a challenge because the individuals who work in the organizations premises always benefit from such activities because they do not require constant supervision to be evaluated. Telecommuting falls short when it comes to maintaining the culture of an organization due to employee isolation with minimal interaction that is well maintained through the traditional workplace (Pinsonneau, 1999).

1. Conclusion

1. Telecommuting has several advantages than disadvantages as highlighted above especially in the event that the practice is well managed by an organization. The management of telecommuting includes proper training of the managers as well as the employees to understand their roles and responsibilities that they are expected to perform.

2. Telecommuting helps in the transformation of workplaces especially from the traditional workplace where employees are expected to be physically present at work. Telecommuting operates on the basis that the employees work away from the workplace. Despite the transition of the old practice of workplace, telecommuting requires a transition to result base as well as project management evaluation from the current time and activity based evaluation.

References

Gainey, T. W. (1999, September 22). Telecommuting's Impact on Organization Culture and Individual Workers: Examining the Effect of Employee Isolation. Retrieved July 3, 2017, from FPO: http://www.freepatentsonline.com/article/SAM-Advanced-Management-Journal/57829884.html

Mamaghani, F. (2012, September 22). Impact of telecommuting on organization productivity. Retrieved July 3, 2017, from FPO: http://www.freepatentsonline.com/article/European-Journal-Management/312171947.html

Pinsonneau, A. (1999, November). The Impacts of Telecommuting on Individuals and Organizations. Retrieved July 3, 2017, from Expertise: http://expertise.hec.ca/gresi/wp-content/uploads/2013/02/cahier9909.pdf