Telework

It seems as though my peer's argument is the flexibility of working from home benefits people better. Yes, I feel as though my peer has addressed Opposing Viewpoints. The section of the summary that I need clarity for is her problem. Are you trying to find a way to get work-forces into to telecommuting only? *My problem is finding an effective way to better manage a company’s workforce to increase profitability by implementing alternative flexible work options for their employees. (Johnson, 2017)

In addition the employers should make a selection of eligible employees, as the personal circumstances as well as the assignment circumstances are significant for the work-at-home issue. Additionally, the willingness of the employees to work by themselves is important. Concerning to the close-knit working culture the company should determine permanent office meetings to ensure the agreement from everyone to the current issue. Furthermore the overall circumstances such as the work hours, the times when the employee has to appear at the office, the required technology and the protection of the confidential data need to be considered (Whitacker, 2016)

Recently there has been a growing request for options to telework/telecommute in various departments within the company. I recommend the Human Resource department adopt a policy that will include procedures for selection criteria, approval of planned schedule, work, or project, and managerial oversight. To meet the needs of our employees we recognize having more flexibility in work schedules will alleviate work and family conflict by adopting a policy around telecommuting (Pynes, 2014, pg 265). Having a formal policy in place will minimize any misuse of this perceived benefit and will ensure all requests are considered fairly.

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.

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

Employees are not the ones who are making decisions. It may be difficult to get employees to want to try working from home, but the company will give employees the decision to work from home or continue working at the main work office; however, the company would prefer that the employees take a trial period to determine if it is something they really don't want to do.

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

Lewis said that employers should use a remote work option when the available talent in a commutable distance is scarce or when life changes alter an employee's circumstances. However, he said, not every employee is a good candidate for a remote set-up. According to Lewis, employees who should be allowed to work remotely include those who have jobs where the nature of the work can be performed without face-to-face interaction with co-workers or clients. Employees would also have to demonstrate that they are capable of working remotely in terms of being mature and independent and having a proven track record, he

Awareness will be created by promoting the change on the intranet that is accessible by all employees. To provide the Desire, we will articulate what the change is and how it will impact each employee. Knowledge of the documentation necessary to work from home is provided with the company documentation as well as a link from the intranet article. The Ability to make the change is fairly easy, but there will need to be some skills developed to keep the work from home person on track with their tasks as well as demonstrate ways to keep in touch with co-workers. Reinforcement will come in the accountability for working from home as well as demonstrating that working from home provides no negative consequences to the employee’s ability to perform their job

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.

A revolution is spreading through the world of work because of changes in information, technology and communication. Information and technology has lessened the gaps between individuals and it is no longer necessary for people to be in close geographic location to enhance working capabilities. Telework means working at a distance and technology makes this possible. Teleworkers are defined as employees or contractors who work at least one day per month; they are also referred to as telecommuters. Research shows that teleworkers work nine days per month at home with three hours per week during normal business hours. Teleworkers seek to blend work responsibilities and personal benefits to enable them handle their work better and life responsibilities.

MedEx has reported having a high employee turnover rate and based on the employee survey, there are a lot of employees that are not happy with their work commute, lack of parking downtown, and the challenge of balancing their personal life with their work responsibilities. Telecommuting is a great way for the employer to address all these employee concerns. The incentive of telecommuting would eliminate the commute time and parking associated with the commute, allow an employee a comfortable work setting, and offer a more flexible schedule allowing for employees to deal with personal issues when needed (Young, 1991). As you can see, telecommuting would benefit MedEx since it would improve the employee- employer relationship by promoting employee

Many Interns are working full time at ISEC, performing the same duties as other non-Intern employees. Because of that, Recent Graduate Interns qualify for full benefits. Interns deal with the same day to day life issues as anyone else. For example, a contagious illness or an injury which, although preventing an in-office work day, does not necessitate work stoppage, if working from home is an option. Under normal circumstances an Intern would need to take leave, and miss work. They would have to pass off their work to somebody else, who likely knows less about the project subject matter. If he/she could telework the Intern could support their current mission and continue to work and stay in contact with their management team. Many employees enjoy health and fitness. If an intern had the ability to telework he/she could go on a run, lift weights, or do yoga and not need the extra time to drive to a gym, and shower if they are already home. Interns that have commutes of an hour or more can shave two hours off their time and dedicate that to their training and their projects. Within the Intern population at ISEC FDED, the benefit of teleworking would easily increase moral in the work force and increase our retain rate of new employees, with no cost to the organization. Productivity has been shown to increase, with the increased work-life

I have chosen the research topic, telecommuting because I have always been interested in the type of employment that can involve working from home. I am interested in knowing how it feels to not have a daily commute back and forth to work as well as how it feels to work in the comfort of your own home. I hope to make a traditional argument because I believe that every valid argument has the evidence to support it. During any heated argument or friendly debate I encounter, I look for evidence, I am not easily persuaded by the information I hear without proof.

* 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.