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Analyzing Telecommuting

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by

Punnoose Isaac

on 16 May 2013

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Transcript of Analyzing Telecommuting

Impact on resource-base Manager's Perspective Employee's Perspective Competitive Benefits

Achieving work-life balance Cons for Telecommute Distance creates isolation Analyzing Telecommuting as a Managerial Tool Numbers 1992: 2 million
2001: 19 million
2012: 30 million (Estimated) Among companies with 500 or more employees 28% full-time telecommuters
40% part-time telecommuters Telecommuting Growth The Problem Companies and organizations are deciding to use or scrap telecommuting based on “assumptions” rather than research. Example: Yahoo CEO Marissa Meyer:

“Some of the best decisions and insights come from hallway and cafeteria discussions, meeting new people, and impromptu team meetings. Speed and quality are often sacrificed when we work from home.” Organizational Behavior Concepts Applied to Telecommuting Situational Leadership: Flexibility
Diagnosis
Partnering for performance Personality: HEXACO-PI Model: Utilizes the “conscientious” and “extraversion” characteristics the Big 5 Personality Traits for Telecommuting Motivators: Need for autonomy
Need for achievement (McClelland’s Needs Theory) Telecommuting - Benefits Workforce quality Operational efficiency Project management Workforce Quality Leverage during recruitment process Lower attrition rates Matured employer and motivated employees Operational Efficiency Lower 'sunk' cost Companies save between $1,500 and $6,000 Telecommuting workforce are better-prepared for natural and/ or man-made disasters Project management Never judge employee by the time spent at work Shift to Result- oriented management Define SMART goals Reduce absenteeism and sick leaves Telecommuting - Criticisms Task specific High trust required Heightened communication New type of legal risks Cons for Telecommute RECOMMENDATION “IF THE SHOE FITS” Apply Situational Leadership
Keeps desirable employees
Certain personalities will adapt well
Conducive job positions
Successful industries Work
Increased productivity

Fewer interruptions and distractions

Save the employee on transportation /work-related expenses

Less office stress and politics

Higher retention rate

Higher work satisfaction Life In 2001, 81% of workers were willing to sacrifice promotion for flexible work options

Happy employees make for more productive employees

More quality family time
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