Pro's and Con's of Telework from the Employers Perspective Research Paper

Pros and Cons of Telework from the Employers Perspective - Research Paper ExampleTeleworking is an instrument that rout out alter the organizations competencies (Illegems & Verbeke, 2004). Teleworking has multifaceted implications for the individual, for the organization as well as for the society. This paper evaluates the advantages and disadvantages of telecommuting from an employers perspective. Lim and Teo (2000) define teleworking as a work arrangement where employees can work out of home during or outside office hours. Teleworking has also been defined as semestrial work out of the principal office, one or more days per week either at home, a clients site, or in a telework center (Nilles, 1998 cited in Hill, Ferris & Martinson, 2003). It involves working through different satellite offices or other contrary locations away from the company office (Golden, 2006). Contact is maintain through different office equipments powered by communication and information technologies such (prenominal) as through computer modems, facsimiles and electronic and voice mail systems. This is the causation that teleworking is more prevalent in countries that have more use of electronic communication. Teleworking is done part-time from home or other remote locations and this results in best output as it can prevent social isolation of the workers (Perez, Sanchez, & Carnicer, 2003). ... The IT industry has a high employee turnover rate globally. Frequent version of employees affects the morale of those who remain in the organization. Teleworking can be beneficial to the organization if the employees have a positive attitude towards it. The potential advantages include reducing in office space requirement, capital savings for the organization, and possibility of retention of scarce skills and talents in the organization (Lim & Teo, 2000). All of these in turn could boost the morale of the remaining employees. However, it is important that the employees have a favorable atti tude towards teleworking. This has also been found in the case of Spanish firms where the organization can benefit only if if the employees are involved in design and programming their own tasks (Perez, Sanchez, & Carnicer, 2003). If employees focus on self-management skills and are able to organize their schedules, set priorities, meet deadlines and asses their own performance, teleworking can be beneficial in Spain. This is because the HR managers are not familiar with technology and its implications. However, the same may not work in the UK as it requires shift in management culture (Perez, Sanchez, & Carnicer, 2003). To encourage teleworking initiative and toleration, an innovative culture is essential to foster and stimulate change as this makes adoption easier. Teleworking provides the organization to improve the way they manage their working activities in all areas of the value steam. To beat the talent war and scarcity of skills, offering such flexible working system enabl es the organization to offer something beyond the remuneration deals (Morgan, 2004). Telework helps to attract, motivate and retain