Modern States and in other parts of the

Modern organizations are required tobe flexible in their employee’s management style.

One of the flexibilities isthe management of working hours. Telecommuting may be defined as a workpractice that involves organizational members substituting a portion of theirtypical working hours ranging from a few hours per day or week to nearlyfull-time working away from their offices. Mainly working from their home anduse technology advances and tools to interact with their colleagues (Allen,Golden & Shockley, 2015 p. 44). From the above description, it can be seenthat telecommuting describes the different ways of working away from the mainlocation or the main office.

The purpose of this essay is to discuss the recentadaptations of telecommuting in the work environments. Across the UnitedStates and in other parts of the world, telecommuting is occurring everywhere.This has been occasioned mainly by the rise of broadband internet technology.This is coupled by smart devices and improved project management that hasensured that there are better collaboration tools to improve how the teamscommunicated. In addition, modern management has required that productivity ismeasured by output and not by the number of hours worked by employees.Furthermore, there is a new generation of employees in the workplaces that hasdemanded for increased flexibility in their work. This generation, the millennialsare extremely confidence in their knowledge of technology.

However, despite thechanging employee preferences and expectations, there are many companies thathave failed to adapt their workplace policies to conform to the modernstandards of management (Dahlstrom, 2013).             Telecommutinghas numerous advantages to an organization and to the employees. Theorganization benefits from a wide global reach. This happens especially whenthe organization is looking for an individual with a particular technicalknowledge and skills and cannot find the person within their home country.Telecommuting allows the organization to search for the individual throughoutthe globe and allow the individual to work remotely from his or her convenientlocation. Telecommuting allows organizations to better retain their talent.This happens especially for employees who may want to leave the organizationfor their personal reasons.

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The other benefit is that there are cost savingsthat an organization ensues by allowing telecommuting.             Tothe employees, telecommuting allows for increased job satisfaction. This isbecause they work from their most convenient locations and face minimumdistractions in their work.

The flexibility that is offered throughtelecommuting allows employees to focus on their family or study commitmentswhile also maintaining their organizational focus (Smith, Patmos & Pitts,2018). Virick, DaSilva & Arrington (2010) found that there is a curvilinearrelationship between telecommuting and employee satisfaction. This means thatthere is a critical threshold that organizations should allow their employeesto telecommute in order for the benefits of telecommuting to be accrued withinthe organization. The implication of this is that telecommuting alone cannot beused as a means of increasing job satisfaction for employees. Organizationsshould provide for freedom and flexibility to their workers. This helps inensuring better work-life balance for the employees. Telecommuting savesemployee time as they do not have to spend time driving or commuting to theirworkplaces.

This also reduces the amount of greenhouse gas emissions(Dahlstrom, 2013).             Telecommutinghas certain disadvantages to both employees and the organization. The firstdisadvantage is lack of supervision.

This is in the sense that managers cannotsupervise other employees working from their homes or other locations. Themeaning of this is that organizations are limited in the manner in which theycan guarantee that employees are working the minimum hours that they should beworking. The other disadvantage is that it may result in a cultural hit withinthe organization. This is because employees are located in differentenvironments and in some cases they may be in different time zones. Some of theemployees may feel isolated and it may be difficult to foster a team culturewithin the organization.

The other disadvantage is that the organization mayface some communication difficulties even if it uses modern communication toolssuch as mobile phones and video and internet communication. The message may belost between the manager and the employees. Ashas been mentioned, employees may feel isolated and this increases theirvulnerability. This especially happens when they have to deliver importantdocuments and are facing technical difficulties. In addition, it may bedifficult for employees to make contact with one another.

This can make itdifficult for the employees to be culturally sensitive. Telecommuting employeesmay also miss out on promotions and other information that is available in the office(Dahlstrom, 2013).              Theadaptation of telecommuting has resulted in changes in leadership styles usedfor management of employees. The common leadership styles that are used intelecommuting are relationship oriented leadership and task orientedleadership. Task oriented leadership focuses on meeting deadlines and ensuringquality of tasks. Relationship oriented leadership focuses on job satisfactionand making employees feel at ease with their work.

For telecommuting to beeffective in an organization, it is important that the managers find a balancebetween the weaknesses and strengths of telecommuting. Companies should lettheir employees work from home while also establish structures to ensure thatemployees are connected to the office so that they do not miss on thehappenings within the office. This would help in ensuring better retention ofemployees.

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