Benefits Of Telecommuting At The Industrial Revolution Essay

Benefits Of Telecommuting At The Industrial Revolution Essay
Prior to the industrial revolution, working from home was a practice that had been around for years
before the phenomenon of telecommuting was created. Telecommuting, a term coined by Jack Nilles
(Venkatraman, 1994), describes someone who works from home or a telecommuting site through the
use of the Internet and other forms of technology. Mirroring the past, many people telework today
because it is required by their occupation or simply because it is convenient. Whatever the reason
may be, the effects of telework as a prominent practice permit it to be considered a norm in our
society. With telecommuting becoming a fast–growing ubiquitous phenomenon, it should be
considered the norm for suitable occupations (e.g. sales representative, customer service
representative, and software developer) because of the benefits it affords the employee/individual,
the employer/organization, and society.
Benefits of Telecommuting towards the Employee/Individual
Telecommuting should be the new normal because of the benefits such as autonomy, increased
productivity, and savings in time and expenses it affords the employee/individual. A major aspect of
telecommuting is that it provides individuals with autonomy or independence over their craft. The
absence of a person of authority directly monitoring an employee gives the employee the sense of
control. With this sense of autonomy placed on an individual, they are expected to discipline
themselves and dictate their work schedule at home in the
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Telecommuting: the New Way of Jobs in the Next Ten Years
Telecommuting: The New Way of Jobs in the Next Ten Years
PHI210 – Critical Thinking
March 11, 2012
Telecommuting will be the new way that jobs are performed in the next ten years. Telecommuting
can be defined as working from a remote location, usually a home office, by electronically linking to
a company. Allowing employees the option of telecommuting whether one or more days is an
opportunity that most employees would take advantage.
The origins of people telecommuting date as far back as the 19th century. The first person known to
work from home or at a remote work site was a Boston Bank President. This Bank President was
able to work from home by having a phone line strung from his office ... Show more content on
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Realistically, the main reason many work, in general, is to earn a living or a paycheck. Therefore, if
hard work was the reward for those who work hard then many would just work for free, not looking
for the paycheck which is given. Companies should give their employees substantial motivation for
them to work harder.
The premise of telecommuting involves giving employees the opportunity to telecommute and work
from home allowing for savings in overhead. Employers who give their employees the opportunity
to telecommute will give employees ease in a comfortable working environment. Employees
allowed to telecommute will have increased family time making for happy employees. Happy
employees make productive companies.
Federal and government agencies have taken a particular interest in telecommuting if for nothing but
its benefits. Some of the areas in which the Federal Government will benefit include recruiting,
managing long commutes, reducing traffic congestion and saving taxpayers' dollars. Federal and
Government agencies aim to recruit and retain the best possible workforce, predominantly with
newer employees who have high expectations of a technologically forward–thinking workplace and
for new workers who value a work and life balance. The Government has programs that will help
employees manage long commutes and other work and life issues that, if not dealt with, can have a
negative impact on their effectiveness or lead to

Advantages And Disadvantages Of Telecommuting
It is apparent that telecommuting has many benefits for both employees and employers, however,
telecommuting is not without its potential challenges. Furthermore, companies that are considering
this policy should note the varying possible pitfalls and attempt to find ways to control them.
First, one potential disadvantage of telecommuting is there is minimal oversight. Likewise, It is
nearly impossible to provide direct oversight or to micromanage a teleworker. There are ways,
however, to overcome this potential pitfall by creating performance benchmarks and making sure
employees who work remotely are meeting the requirements in regard to production and quality of
work (Telecommuting Benefits, 2017).
Next, there is ample opportunities for production to decline. Although, many workers can succeed
very well in telecommuting, there is the chance that some will not. Essentially, when production and
quality benchmarks can serve as motivators for these employees who find distractions at home hard
to overcome (Telecommuting Benefits, 2017).
Likewise, then, there are security concerns with offering telecommuting as a flexible work
arrangement. Remote access needs for telecommuting staff can create security leaks in company
computer systems. Protocols should be put into place to shore up any gaps in security, including
training on remote access security and frequent password updates (Telecommuting Benefits, 2017).
After, there can also be a feeling of isolation when utilizing telecommuting. As with this flexible
work arrangement remote workers may find it difficult to collaborate with other colleagues on
projects. Online team meetings, shared documents, frequent calls and occasional face–to–face
sessions can help overcome these potential obstacles (Telecommuting Benefits, 2017).
Last, some workers believe that telecommuting might place them at a career standstill and
disadvantage when it comes to advancement because essentially many times remote employees are
out of sight, out of mind. Yet, employers can remedy this concern by keeping the lines of
communication strong and open all the while ensuring employees are given the opportunity to
continually prove themselves (Telecommuting Benefits, 2017). According

Home Office
Abstract A day at the office no longer means long commutes, dressing in a suit and tie or a dress,
and performing work according to a 9 to 5 schedule with the boss looking over your shoulder. With
the Industrial Revolution came change in how and where people work. The changes were seen
subtly at first; people slowly moved to the cities to find work in factories, but then the changes
started becoming more noticeable. People flocked to the cities because that is where a person could
find work. The days of the small farmer who grew food for his own family were gone. Big
corporations moved in and people were hired in by the hundreds, usually to perform meaningless,
dreary, work. Modern society is seeing a new kind of Industrial Revolution ... Show more content on
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Another limitation is more studies need to be performed with the companies and employees to
research if the home office is working for both. Trends of Moving from the Employer's Office to the
Home Office With the invention of the telephone and the introduction of the internet along with
other technological advances more people are making the transition from working at the office to
working from home. Home offices are often referred to as virtual offices or virtual companies.
"VOXmarketing is a "virtual company". " It has no headquarters, no cubicles, no employee break
room, no HR office where it takes job applications.... workers are connected via phones, e–mail, and
the Internet" (Shartin, 2006). Matt Bai, (2007), Political Writer for the New York Times (NYT),
states that "in [Mark Penn's] new book, "Microtrends", [Penn]...notes that 4.2 million Americans
now work exclusively from home (a nearly 100 percent increase from 1990), while some 20 million
do it part time. Some of these workers are employees who telecommute to traditional offices, but
most represent a kind of modern, untethered American work force". Bai goes on to say that "[these
people] do most of their work in the comfort of their own homes, or in their cars, or maybe at
Starbucks". One question that needs answered is if a person wants to work from home and their job
duties allow them to work from a remote area, then why shouldn't companies help the employee
make this happen? Bai, (2007),

The Cost Benefits Of Telecommuting Essay
Conclusions
In this section, we present our conclusions based on our research related to the four questions
presented in the research section.
Cost Benefits of Telecommuting
The financial benefits for employees who telecommute are substantial and convincing. As the
research indicates, savings in gas alone for a person traveling 30 miles round–trip is over $4,000
annually. Depending upon how far someone travels to and from work, how much a person spends
for clothing, morning coffee and lunches, the savings could be significant to employees. Regardless,
the average savings for a telecommuter would be between $2,000 and $7,000.
Based on the research conducted on other companies of various sizes, the financial benefit of
telecommuting to Corona Corporation would also be substantial. The research shows that businesses
would save around $11,000 annually per employee. In addition to this, the fact that employers report
63% fewer unscheduled absences, makes telework very attractive to companies.
On the basis of the results of these savings to both the employee and the company, we believe that
all parties will recognize the cost benefits are a powerful argument for a telecommuting plan.
Advantages and Disadvantages of Telecommuting
Although there are some disadvantages to telework, those potential problems can be overcome
through a sound training and management program. Our employees have already been well–trained
to do their jobs. Managers and employees will need

Definition And History Of Telecommuting
Table of Contents
Transmittal memorandum........................................................................ii–iii
Executive summary.................................................................................iv
1.0 Introduction 1
1.1 Topic Investigation 1
1.2 Objectives 1
2.0 Findings and Discussion 1
2.1 Definition and History of Telecommuting 1
2.2 Benefits of Telecommuting 2
2.3 Potential Pitfalls of Telecommuting 2
2.4 Requirements of Telecommuting 3
2.4.1 Connectivity and Accessibility 3
2.4.2 Data Sharing 3
2.4.3 Communication 3
3.0 Implementing a successful Telecommuting Policy 3
3.1 Eligibility 4
3.2 Management Responsibility 4
3.3 Work Hours 4
3.4 Applications and Security 4
4.0 Conclusions 5
5.0 Recommendations 5
References 6
Implementing a Telecommuting Policy
1.0 Introduction
1.1 Topic Investigation
According to Global Workplace Analytics, 2.5% of the United States workforce work from home at
least half the time and 80% to 90% of the US workforce would like to telework at least part time
(Global, 2015). They believe that two to three days a week seem to be a good balance of
concentrative work at home and collaborative work at their offices.
After interviewing eight employees from different departments at Sunrise Company, I learned that
90% of their daily tasks involved the use of technology. This includes email, software/programs, and

the Internet (Sunrise). This includes using the internet, e–mail, software programs, etc. Clearly, this
is an indication that workers could access and perform their daily tasks form anywhere in

Telecommuting Essay example
Telecommuting
As defined in Webster's New World Dictionary, Third Edition, telecommuting is "an electronic
mode of doing work outside the office that traditionally has been done in the office, as by computer
terminal in the employee's home." Basically, it is working at home utilizing current
technology, such as computers, modems, and fax machines. Traditionally, people have commuted by
cars, buses, trains, and subways, to work and back. Through the innovation of telecommuting, , the
actual necessity to change location in order to accomplish this task has been challenged on the basis
of concerns for energy conservation, loss of productivity, and other issues.
One ... Show more content on Helpwriting.net ...
One can go to work simply by tossing on a robe and slippers, grabbing a cup of coffee and sitting
down to the terminal. You would no longer have to worry if the car will start, if your clothes are
neat, or if you're perfectly groomed.
That may still be important to you, but it no longer has to be. And you are no longer interrupted by
the idle chatter that inevitably takes place at the central work place – some of it useful for your
work, but a lot of it is just a waste of time and a perpetual interruption. As quoted in
Computerworld, one telecommuter comments "I was feeling really cramped in our old office.
I find I can get much more done. It is much more quiet here at home."
In addition, telecommuting reduces family related stress by allowing involvement with family and
flexibility in location of a remote worksite.
Working in the home offers people a greater opportunity to share quality time with family members,
to promote family values and develop stronger family ties and unity. Also, time saved through
telecommuting could be spent with family members constructively in ways that promote and foster
resolution of family problems. Since the actual location a telecommuter works from isn't relevant,
the person could actually move to another town. This would alleviate the stress caused when a
spouse has an opportunity to pursue his or her career in another town and must choose between a
new opportunity or no opportunity, because

Similarities And Differences Between Telecommuting And...
Telecommuting, remote work,[1] or telework is a work arrangement in which employees do not
commute to a central place of work. A person who telecommutes is known as a "telecommuter",
"teleworker", and sometimes as a "home–sourced," or "work–at–home" employee. Many
telecommuters work from home, while others, sometimes called "nomad workers", use mobile
telecommunications technology to work from coffee shops or other locations. According to a
Reuters poll, approximately "one in five workers around the globe, particularly employees in the
Middle East, Latin America and Asia, telecommute frequently and nearly 10 percent work from
home every day".[2] Today, as annual leave or vacation is today seen as absence from the workplace
rather than ceasing work, telecommuting is used by office employees to work while on vacation.
The terms "telecommuting" and "telework" were coined by Jack Nilles in 1973.[3] ... Show more
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All types of technology–assisted work conducted outside of a centrally located work space
(including work undertaken in the home, outside calls, etc.) are regarded as telework.
Telecommuters often maintain a traditional office and usually work from an alternative work site
around 1 to 3 days a week.[4] Telecommuting refers more specifically to work undertaken at a
location that reduces commuting time. These locations can be inside the home or at some other
remote workplace, which is facilitated through a broadband connection, computer or phone lines,[5]
or any other electronic media used to interact and

Why Telecommuting Is A Great Advantage For Many People
In today's fast paced world, the number of people considering working from home is on the rise.
People are looking for ways to save money and add a little extra spare time to their day. Many
believe that this may be the answer they are looking for because they are not commuting to their
jobs on a daily basis. However, there are also a lot of people who believe working in an office is still
the better option for them. Technology has developed by leaps and bounds over the years and
companies are taking advantage of this by allowing their employees to work from home part–time,
and full scheduled shifts are also increasing. I believe telecommuting is a great advantage for many
people. Allowing people to work from home is creating job ... Show more content on
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Creating a peaceful and stress free work space is essential if you want to be successful. One
disadvantage when it comes to telecommuting, is the lack of socialization and time management. If
that balance of work and personal life is not attained, many might find it to be more stressful
working at home than an office. Working from home can be a dream come true for many people. If I
owned my own company, I would definitely support telecommuting. However, I would have to be
one hundred percent sure the person choosing this option, has the dedication and commitment it
takes to succeed at work from home position. Not everyone will have the right work skills,
leadership, or requirements needed to take on a work from home job. The only way most people
would find out if telecommuting is right for them is to try it part–time. If anyone wants to do it on a
full–time basis, they should try it for a week or two to see how they handle it, and then decide if this
would be an advantage for them, or if it is more of a disadvantage.
When telecommuting, it is crucial for people to adjust their schedule to make sure they can manage
their time concerning work to get all their goals and deadlines accomplished. If someone is not a
morning person, they may decide to spend the majority of their time working in the afternoon. They
will need to make sure that they can get their work done in the time allotted

Telecommuting Position Paper
Recently, there has been a growing request for options to telework/telecommute within various
departments at the St. Anthony Foundation. I recommend the Human Resource department adopt a
policy that will include processes for eligibility, task reporting, and managerial oversight for
telecommuting employees. The organization recognizes having more flexibility in work schedules
will alleviate some work and family conflict, and hopes telecommuting will be a benefit for the
employees (Pynes, 2014). Having a formal policy on teleworking/telecommuting will minimize any
misuse of this benefit and will ensure all requests are fairly considered.
Telecommuting for our agency will be defined as an employee working away from the office for one
or more ... Show more content on Helpwriting.net ...
Since telecommuters could miss out on developmental activities such as interpersonal networking,
informational learning, and mentoring, there will need to be a limit to the frequency of
telecommuting (Cooper & Kurland, 2002). Limiting telecommuting to one day per week will
prevent employees from becoming isolated with the organization (Cooper & Kurland, 2002).
Requesting more than one day per week will require additional evaluation. Employees will complete
a standardized form to be submitted to their supervisor. This form will include an agenda outlining
their tasks and intended outcomes for their telecommute day. Additionally, supervisors will provide
feedback on the agenda and require the employee to complete and submit a telecommute diary when
returning to work (Cooper & Kurland, 2002). Limiting the frequency of telecommuting and keeping
detailed records of off–site activities will keep the use of the policy fair, objective, and hold all
employees accountable for their

Resume : Implementing A Telecommuting Policy
Telecommuting in the workplace
Matthew Broline
November 4, 2016
WRTG 394
Transmittal Memorandum
To: Dr. Getman, James
From: Broline, Matthew C.
Date: 12 October 2016
Subject: Implementing a telecommuting policy
Summary:
The company is in need of a telecommuting policy. The policy would allow employees to be able to
work from a remote location of their choosing. Adding a telecommuting policy would save the
company money on building space, workstations, desk, and employee turnovers. The policy would
raise morale among the employees, and increase productivity in work due to the fact that they are
happy working from an environment of their choosing. The policy would also keep the company out
of trouble with the EEOC (Equal Employment Opportunity Commission) by providing employees
that can't travel to be able to work from home.
What the problem is:
The IT department has noticed that the company is lacking a telecommuting policy to allow
employees to be able to work from remote areas. Other employees are also complaining about the
lack of a policy do to the fact that the company has locations all round the world. The employees
feel that they should not have to report to a main location to be able to complete their work.
Another problem is with employees with disabilities or recovering from a surgery. These employees
are either being let go or over looked during the recruiting process because of the inability to travel
to work. With government regulations from the

Benefits And Benefits Of Telecommuting
Telecommuting will continue to grow as a benefit to the modern day workforce. Recently there has
been much discussion and research on whether telecommuting is benefiting companies or whether it
is actually lowering worker's production. Marissa Mayers, upon taking the helm of Yahoo at a time
of the company's perceived decline, banned her workers from telecommuting. This caused quite a
stir in the global workplace. Would this set workers back; especially working moms? According to
Gallagher (2013), "Despite moves by Yahoo! Inc., and Best Buy to end policies that allowed
employees to work from home, eight in 10 employers say they will maintain some form of
telecommuting" (para. 1). Although Mayers' announcement was considered controversial, research
based on current day telecommuting indicates that telecommuting is a benefit that is here to stay.
In March 2014, Staples conducted their third annual online telecommuting survey. Those surveyed
included 137 department heads and 174 office employees. In this survey, Staples found that 71% of
workers believed telecommuting was an attractive benefit while job searching. Ten percent said they
would consider taking a pay decrease in order to keep this benefit. According to the survey having a
better work/life balance was the top reason Staples employees liked telecommuting. Some other
reasons dealt with savings in transportation, and green initiatives. Mullen, Vice President of
Technology Solutions explained (2014),

Advantages And Disadvantages Of Telework
Telework, a new trend in management starting from the 1970's most notably depicting the new
information age where most people felt that teleworkers were definitely out there, has significantly
and progressively increased with no global consensus on how to clearly define and unify both the
criteria and the requirements for a universal telework system. Shockingly, when we studied the
history of work, we discovered that working from home preceded working from the office. In fact,
in the middle ages, the routine was for artisans to work on raw materials from home and then supply
them to traders, buyers, and/ or merchants. It was only when the industrial revolution began that the
workers had to commute to where the factories and the large machinery were functioning. (A ...
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An employee out of sight might seem to be out of supervision, out of productivity, and out of work.
This shift from the traditional in–office work to the out of sight work seemed to greatly frighten
many managers who felt the urge to change their management styles into a more trusting and
effectively communicative ones. Thus, came the high needto shed the light on both advantages and
disadvantages of telecommuting for both sides of the coin: the employee and employer.
For a relatively new management strategy, there aren't enough research and studies out there to
scientifically prove its efficacy and benefits. The majority of the people have always reported that
they hated their jobs and felt uncreative and increasingly unproductive down the years. Employers
have mainly struggled with constant turnovers and the lack of highly qualified workforce that might
have been bound by geographical constraints in many cases. An investigation into this practice
would help foster some depth into this spectrum in order to generally increase work productivity and

Benefits Of Telecommuting From A Human Resource...
The pros and cons of telecommuting from a human resource professional perspective is that they are
able to attract and retain good employees who may have a high morale and some of their effects
may enhance the competitive status of the organization. For purposes such as the development of
working relationship, a combination of telecommuting and on–site work is preferred over a full time
telecommuting work arrangement (Kurland & Bailey, 1999; McNerney, 1995; HR Focus, 2002;
Telecommute Connecticut, 2002). Some of the pros are the ability to concentrate more on their job
without distractions, no or reduced time in traffic, less wear and tear on your car, reduction in gas
expense, less money for lunches and having more time with the family or whatever. You can or will
be able to work for the company at any location in the world and this alleviates the need for travel
time or getting an office setup for you in another location. This saves on recruitment and retention
which in turn saves the company in high turnovers. The company saves on recruitment because they
want have to pay for advertising, timer consumption for interviewing, searching for recruiting
agencies, hiring a company recruiter and giving bonuses for relocation. Absenteeism is reduced
because of less stress and obligations. With a better working arrangement this helps to improve
productivity and better health of a worker. Organizations are able to employ disabled, elderly or
other individuals who are

Managing Remote Workers
Kaytrina Lewis
Miller–Motte College Online
Kaytrina Lewis
Miller–Motte College Online
Abstract
In this day and age, many companies are allowing people to work from home to expand their
business. The people that mange these workers face many challenges. This paper addresses some of
the issues and discusses ways to keep remote workers engaged.
Abstract
In this day and age, many companies are allowing people to work from home to expand their
business. The people that mange these workers face many challenges. This paper addresses some of
the issues and discusses ways to keep remote workers engaged.
Keeping Telecommuters on the Job
Keeping Telecommuters on the Job
Managing Remote ... Show more content on Helpwriting.net ...
If these occurrences takes place on a regular basis, the company may rethink about having
employees telecommute. Company rules should be explained in detail and very carefully so there
will not be any misunderstandings. * * * Inspiring team members * The employee has been on the
job for several weeks. They have completed training successfully and have settled into the job. You
remember the skills and previous jobs from reviewing their resume. You are aware this employee
has other options. How do you inspire them to stay with your company? Does the company provide
any bonuses or incentives? Do they promote from within? Remote employees should be afforded the
same recognition as workers that are in an actual office –– even spotting minor accomplishments
may keep your co–workers engaged. If a teleworker went over and beyond their job duties to assist a
teammate on a project, recognize their efforts with emails to the staff, and ensure they receive a
copy of the group email (Munroe, 2014). * 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. * Performance reviews are an

Business Of Telecommunications And The Work Center...
Institution of Telecommunications in the Work Center Utilizing Virtualization and Green Computing
Christina L. Linz
Managerial Applications of Information Technology – MIS535
DeVry University, Keller Graduate School of Management
August 12, 2014
Table of Contents
Abstract 3
Company Background 3
Business Problems 4
High–Level Solution 5
Approach 5
Detailed Options/Solutions 6
Implementation Plan 10
Conclusion 11
Summary of Recommendations 12
References 13
Institution of Telecommunications in the Work Center Utilizing Virtualization and Green Computing
at Yahoo! Inc.
Abstract
The business ... Show more content on Helpwriting.net ...
Yahoo employees are expected to work long hours, and in return, the company offers a lot of on–site

perks such as stock options/employee stock purchase plan, 401K, and vacation, Yahoo employees
accrue two weeks in year one. Some of the perks for working the extra hours are back–up child care,
commuter options, Health club and massages On–site dental care, on–site dry cleaning, and on–site
haircuts. Yahoo values excellence, teamwork, innovation, customer fixation and fun. According to
an article on About.com," We believe humor is essential to success. We applaud irreverence and
don't take ourselves too seriously. We celebrate achievement, we yodel" (About.com, N.D.).
Business Problems
Telecommunication may already be a reality in some companies but there are many that are
backtracking, bringing all employees back to the traditional office setting. The business problem that
needs to be solved is how to effectively balance telecommuting with green computing and keeping
productivity and morale high as well as costs of overhead and expenses low.
CEO Marissa Mayer made a very controversial decision in February 2013 when it became public
that she was recalling the previous policy of allowing employees to telecommute and instituting a
"come–to–work order". Many in the industry referred to this a taboo when work from home was

Advantages Of Teleworking
"TELEWORKING IN THE NATIONAL LIBRARY AND ARCHIVES OF IRAN:
TELEWORKERS' ATTITUDE"
Wan Muhammad SafuanAlauddin Bin Wan Suhaimi
(2015834346)
1.0 Objective
This research aims to explore the attitudes of teleworkers regarding the regulations, benefits and
drawbacks of teleworking in NLAI. Hence, it attempts to answers the general question: What are the
teleworkers attitude about the regulations, benefits and drawbacks of teleworking in the NLAI's
Department of Information Processing. Some studies have theoretically explored the basis of
teleworking of reviewed the literature of teleworking. Other studies have been undertaken before the
implementation of teleworking and surveyed employees and employers view about the prospect of
having teleworking in their offices. The research also has been carried out in the form of surveys of
these ... Show more content on Helpwriting.net ...
One of these changes is working without geographical limitation, called 'teleworking'
(telecommuting). Teleworking permits the employees to work from their home, a telecaster or a
place with technological facilities near the home. It is characterized by moving the work to the
workers, instead of moving the workers to the work.
Teleworking is the practice of working at a location remote from the workplace by using the
telecommunication technologies. Teleworking advocates claim that it has benefits and advantages
for the employees, employers and society. On the other hand, some researchers have demonstrated
that teleworking can also have drawbacks and disadvantages for these groups. To identify the benefit
of teleworking in the Department of Information Processing of NLAI, the current research has
surveyed the regulations, benefits, and drawbacks of teleworking in this

Disadvantages Of Telecommuting
In order to meet the financial needs and wants one has in society, he or she may choose to work. In
general, most work has traditionally been performed through a physical presence of an employee in
a workplace; where individuals are paid for their services. While much of this tradition is still
present, the development of communication technology and the internet has allowed for
telecommuting to be possible. Telecommuting, e–commuting or remote working, is defined by many
as work performed by employees outside of a workplace such as a residence. While telecommuting,
individuals are paid for providing the same services done at a workplace. This transition has
illustrated many benefits and setbacks to individuals and society. Some influences are psychological,
which change the lifestyles of individuals and damage certain social behaviors. There are also many
economic benefits presented to businesses with telecommuting that lower expenses and increase
employment with certain jobs. The ways families operate and the careers individuals choose, are
also impacted by the social effects of telecommuting. For this reason, communication technology
has allowed for more individuals to work at home; resulting in various benefits and disadvantages.
Telecommuting has been adopted globally, with many different types of jobs and industries. A
typical telecommuter in the United States is about 45 years old, college educated and earns an
annual salary of $58,000. As of 2017, according to

Telecommuting Good For Business
Telecommuting is the future, and it gives freedom to the one who choose to work from home. What
is the effect of telecommuting? It is much more than having the freedom to be remote than people
come to realize. Research indicates employees and employers both save time and money. Statistics
proves telecommuting is a good business practice, but some might disagree. The other advantages
for telecommuting are significant. Our business industry is quickly changing daily, but not everyone
might be on board to choose to telecommute. The choice is strictly up to you if you are a good fit if
given the opportunity. So is telecommuting good for business? While telecommuting has some
challenges; it is still a positive business practice because growing trends ... Show more content on
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It is ultimately up to the individual or the company on how they handle the situation at hand. Yes, it
is true telecommuting does have its challenges, but there are ways of making sure one does not
become a victim of feeling alone (Dahlstrom, 2013, p.445). One of the most concerning is isolation
according to Crandall (2005), "A problem that many telecommuters report is isolation from work
culture" (p.32). Having the right manager for this job can make all the difference in the world if not
it can cause a domino effect thus in turns creates an unproductive environment for everyone
involved. According to Dahlstrom (2013), "These challenges are likely to impact affective job
responses, and can be influenced by managerial leadership behavior (p.441). Though telecommuting
has some challenges, it is the responsibility of management to ensure the success of the

Telecommuting : A Viable Option For Companies? Essay
Telecommuting development has risen in the business industry over the past decade, and it is most
known for allowing people the freedom to who work from home. What is the effect of
telecommuting? It is much more than having the freedom to be more remote than people come to
realize. Research indicates employees and employers both save time and money. Studies will
substantiate telecommuting is a noble business practice and that there are several significant
advantages of telecommuting. However, there may be others that might disagree. The business
industry changes faster than ever, but not everyone may see the potential that telecommuting brings
to the table. The choice to work from home can be strictly up to the company and the employee; if
outline business requirements are met. Is the option to telecommute a viable option for companies?
While telecommuting does pose some challenges; it is still a positive business practice because the
growing trend shows benefits of saving time and money, working flexible hours, job gratification,
and higher productivity.
The business world is starting to see more companies considering the option of telecommuting as a
benefit to a corporation 's bottom line because of the savings of time and money when employees
have the opportunity to work from home. To help uncover the impact of telecommuting research
conducted at Stanford University proves telecommuting have several advantages and cost savings.
The estimated savings for a business can

Telecommuting Suggestion Report
The first course of action this tech firm should take is to create a productivity report to analyze the
current state of the company's workforce. It was mentioned that the organization already has fifty
employees telecommuting. However, the head executives have yet to make a formalized plan. This
was a large oversight that could have potentially caused a lot of tension between the two groups of
employees. Although guidelines should have been created before telecommuting began, it will help
show any differences between the two groups in the productivity report. A suggestion for how the
report should be created and implemented would be to weigh whatever task is most important for
each job and compare the performance between onsite and telecommuting staff members. Having
this information will help determine if the company should even allowing working off site all
together.
Unfortunately, the prompt did not specify how well telecommuting had been working for the firm
before asking for suggestions. Hypothetically we will say that the percentage of productivity for off
site workers was equally as high as on site. A company would have a difficult time if everyone
telecommutes, however, it would be wise to allow some flexibility in work schedules. The tech firm
could include temporary off site work as well. For example, allowing an employee with a cold to
work at home or if a deadline is pressing and a staff member works better at home. If the company
executives decide to allow a

Technology In Canada
According to the Globe and Mail, as of 2013, 23% of Canadian Companies offered employees the
option to telecommute. A Statistics Canada study stated that in 2000, 1,425,700 respondents worked
from home, where as in 2008 the number of people working from home was 1,748,600, a small but
notable upward trend. Though numbers are only increasing slowly, more and more Canadians are
working from home. The trend is particularly impacting university graduates, of who more than 1 in
5 work from home. Factors that have contributed to this trend include an increase in the type and
availability of technology, the desire of today's workers to have a better work–life balance, and the
desire of companies to attract employees. In today's work technology is increasing at a rapid pace,
and much of it is more accessible than before. An example that has been changed by both of these
factors is the internet. When first introduced to homes and businesses, use of the internet required it
to be connected to a phone line. In many homes this would have meant that you could use one or the
other, but not both at once. During this era access to the internet was limited to those who could
afford to ... Show more content on Helpwriting.net ...
In most Canadian cities, Wi–Fi connections are available to anyone at a local café or fast food
restaurant. In additional other technology has become more affordable. Whereas before computers,
were rare, now it is rare for a family to not have at least one. Due to increased technology,
employees in many professions no longer have to be at the office to receive instructions, or to
submit their completed work in a timely manner. Companies can use email, messaging, video chats
and a number of other innovations to communicate with workers. Current technology is giving
workers the possibility to work where and when they want, instead of scheduling life around work,
it can allow work to be scheduled around

Company's Benefit Package Is Somewhat Lacking, It Does...
While Veragon corporation 's benefit package is somewhat lacking, it does leave for an opportunity
to successfully evolve the organization into a workplace that embraces and manages a multi–faceted
work–life portfolio aimed at reducing the work life conflict of their employees. Movement in this
direction will be a great step in building their company towards a family friendly workplace. There
are numerous initiatives that could be considered such as non standard work schedules, flexible
work plans and work hours, subsidies for child care, work–school facilitation, part–time work or
reduced–workloads, compressed work weeks, work schedules that revolve around family care or
conflict, caregiver leave, creative pay for non standard work ... Show more content on
Helpwriting.net ...
Temporary and low–wage semi skilled employees are more likely (57%) than higher–wage
employees (44%) to be female, and are more likely to belong to a minority group (42% versus
25%). Low wage female employees are significantly less likely (66%) to work regular daytime
schedules than higher–wage employees (79%), though the majority do, and they are much more
likely to be paid by the hour less (Bond, 2011). A 2010 Census report (which focused on married
stay–at–home mothers) commented that "[e]specially for mothers who have more than one child
under 5, the cost of day care might be higher than what she could support unless she has fairly high
earnings" (Mkreider, 2011). Veragon is like other similar manufacturing company with many low–
wage female employees. As these females begin to start a family, they end up being forced out or
pushed out in order to care for their children because of the rising cost of day care and their inability
to obtain a wage high enough to pay for the cost of care (DeSilver, 2014). These females also leave
the workplace because of the non–flexible work hours and non standard work schedules. This trend
ultimately results in a loss of revenue for Vergaon corporation due to the inefficiencies of constantly
interviewing, rehiring and retraining new employees each time a females is slowly pushed out. The
Center for Work–Life Law in conjunction with the Center for American Progress

It is apparent that telecommuting has many benefits for both employees and employers however,
telecommuting is not without its potential challenges. Furthermore, companies that are considering
this policy should note the varying possible pitfalls and attempt to find ways to control them.
First, one potential disadvantage of telecommuting is there is minimal oversight. Likewise, It is
nearly impossible to provide direct oversight or to micromanage a teleworker. There are ways,
however, to overcome this potential pitfall by creating performance benchmarks and making sure
employees who work remotely are meeting the requirements in regard to production and quality of
work (Telecommuting Benefits, 2017).
Next, there is ample opportunities ... Show more content on Helpwriting.net ...
According to Lee (2017) it is noted that telecommuting impedes career growth and development,
thereby, making it almost impossible to evaluate and supervise employees performance.
Equally important, recently, many employers have refrained from telecommuting arrangements,
believing employees cannot perform their jobs as effectively from home or be adequately supervised
while working remotely. At the same time, however, telecommuting programs have fallen into
disfavor among many employers (Rocco, 2014).
Moreover, other disadvantages that come along with telecommuting. First, some employers are
uncomfortable having their employees work at home, because it cuts out a lot of contact that they
have with them. This could be troublesome when conducting performance appraisals. Typically, one
of the biggest disadvantages of telecommuting is the lack of social interaction and isolation. In
general, this can pose as a problem because in many instances, people enjoy the workplace
environment and being able to socially interact. Despite the fact that their is still minimal interaction
through phone calls and email correspondence, there is still a lack of dialogue and social interaction
amongst employees standing around each others desk or in the break room discussing the latest
news. Furthermore, telecommuting forces discipline, structure and

Benefits Of Telecommuting From A Human Resource Essay
"Telecommuting is an increasingly popular organizational dynamic that presents unique challenges
for workers, managers, and human resources departments regarding how employees relate to their
organizations, as well as what telecommuters need from their managers to be satisfied, committed
employees. Much is known about how employees in private companies relate to their organizations
in a standard work setting. However, little is understood about how teleworkers in government
organizations relate to their organizations, and how managerial leadership behaviors influence the
organizationally related outcomes of telecommuters" (Dahlstrom, 2013, p. 438). The
aforementioned citation establishes a brief perspicacious perception into the fundamental intention
of this module one case assignment. Needless to say, this case assignment will embellish upon both
the advantages and disadvantages of telecommuting from a human resource (HR) professional
angle. In addition to, deliberating upon the added usefulness of telecommuting when recruiting new
talent. Likewise, this paper will determine the influence that the telecommuting will have on the
overall image of an organization. Lastly, this paper will present some examples of training
concerning efficient telecommuting. With that being said, let's launch this case assignment by
exploring the pros and cons of telecommuting.
Pros & Cons
According to business consultant Bridget Miller (2015), the consultant describes various studies

Should Telecommuting Be Encouraged For Society?
'Telecommuting' refers to workers doing their jobs from home for part of each week and
communicating with their office using computer technology. Telecommuting is growing in many
countries and is expected to be common for most office workers in the coming decades. How do you
think society will be affected by the growth of telecommuting? Should telecommuting be
encouraged for society?
(Telecommuting is the use of computers and telephones to enable an employee to work off–site and
outside the traditional workplace)
A topic which has created much controversy is whether telecommuting should be encouraged or not.
This issue is very crucial since it influences several aspects in people lives, both in positive and
negative ways. This essay ... Show more content on Helpwriting.net ...
However, as Desrochers claims, work–family blurring can be minimized by keeping a consistent
schedule through boundary activities such as discouraging family members from disrupting one's
work and working only in a particular room of the home (2003:5). In addition, telecommuting
provides flexible work hours, which allows telecommuters to spend more time at home with their
families so as to strengthen emotional ties within them. Therefore, as Raines and Leathers explain
"telecommuters perceive the consequences of the alternative workplace to be an improved quality of
home"(2001:2).
Many people contend that telecommuting might pose telecommuters to problems of reduced health.
Lack of mobility in doing their work and "alienation from workplace dynamics" are claimed as
contributing factor of stress which may result in stress related illness for telecommuters (Raines and
Leathers, 2001:3). However, there is growing evidence that telecommuting brings significant safety
and health benefits. As Johnson states, less commuting frequency in telecommuting diminishes risk
of "traffic related injuries" (1998:1). This also leads to a decrease in pollution rate which will be
followed by reduction in the risk of pollution related illness such as respiratory infection. Moreover,
work schedule flexibility in telecommuting allows workers to have more time for "personal growth
activities" (see www.csus.edu/indiv.v/velianitis/101) such as sport

Advantages And Disadvantages Of Teleworking
According to the Bureau of Labor Statistics, teleworking opportunities, increased from 19% in 2003
to 24% in 2015 (Shin, 2017). For employees, the question becomes what are the advantages and
disadvantages of working remotely and how do they affect culture, and the successes for the
employee? While job satisfaction is the driving force for employee morale, teleworking still requires
performance and productivity to be successful.
In order to gain a competitive edge, the employee must understand the influences which have a
direct effect on their abilities to telework. These include autonomy, flexibility, minimal distractions,
lack of commute, and cost saving, allowing the employee to cover the distance by utilizing
communication (Schulte, 2015). With high–speed internet communication available throughout the
world, including remote areas, it's easier for virtual face to face meetings to happen, eliminating the
need for the physical office meetings.
First, the autonomy advantage is for persons that are self–motivated, which provides the freedom to
control the work environment while holding themselves accountable. However, for individuals that
need structure and direct guidance, teleworking may seem too broad for them to function
independently (Schulte, 2015). A good telecommuter has an insatiable appetite to compete while
achieving a high level with minimal supervision. They must be technologically savvy with above
average problem–solving skills to achieve defined measurable

Advantages And Disadvantages Of Telecommuting At Three...
The article highlights the advantages and disadvantages of the phenomenon of telecommuting at
three different levels: the individual, organizational, and societal level. First, Harpaz explains that
telecommuting does not have single definition because of "the sheer number of tasks that can now
be carried out remotely–and the number of ways in which this can be achieved" (Harpaz, 2002, pp.
74–75). Although, telecommuting has no single definition according to Harpaz, one underlying
understanding is that telecommuting in the today's society is accelerated by the development of
online technological devices (Harpaz, 2002). Next, Harpaz provides lists the advantages and
disadvantages of telecommuting at the individual level and provides brief explanations for them. For
example, autonomy/independence is an advantage that allows "the individual's control over work
[to] occur more freely and naturally" (Harpaz, 2002, p. 75). In conclusion, Harpaz asks rhetorical
questions that should be used to identify the type of individuals and jobs that are suitable for
electronic work (e–work). Specifically, he asks about individual personality variables for workers
and managers of telecommuting jobs in order to determine to guarantee the success of
telecommuting jobs.
Analysis of source (Does this source pass the CRAAP test? Explain.)
The information in this journal is reliable because the author, Itzhak Harpaz, is the director of the
center of study of organizations and human resource

Purpose And Method Of This Report
TELEWORK Nicholas M. Curry
University Maryland University College
Executive Summary
Purpose and Method of this Report
Providing possibilities for the everyday workforce to accomplish in the best way possible is a
necessity today. With the great strides in the Information Technology environment work is not
limited by the building your offices reside. Work is what you do, not where you do it. The use of
telework should be incorporated into this business to better address the corporate needs of the
company. Telework will be beneficial in productivity locally and worldly. – Employees will better
be able to manage their work and home lives – Implementation will reduce cost incurred by the
company – As well as ... Show more content on Helpwriting.net ...
The basics of telecommuting 5
a. Definitions of telecommuting 5
b. Variations of telecommuting 6
III. Aspects that influence the implementation and utilization of telecommuting 7
a. Positive influences 7
b. Negative influences 9
IV. Is telecommuting right for your business 10
a. Benefits 10
b. Disadvantages
V. Conclusion 11
INTRODUCTION
Telecommuting first increased notoriety around the late 20th century with the introduction of home
computers and sophisticated telecommunications technologies. Detailed research on the arrays and
practices of telecommuting first showed evidence around the 1970's when Jack Nilles came up with
the terms "telecommuting" and "teleworking" and engaged the first telework demo experiment with
partial backing from the National Science Foundation (NSF). Around the 1980's carried the
beginning of experimental telework programs in the United States and near the 1990's a lot of states,
local government agencies, and private sector businesses had applied telework programs. Around
1990s the federal government presented a national telecommuting initiative with the goal of

swelling both the number of federal teleworkers as well as the number of teleworkers in other
sectors.
For the federal and state governments, the primary drivers of the telework movement were
environmental considerations, minimizing traffic congestion, and compliance with the Clean Air Act
of 1990.

Why Telecommuting Is Becoming A Popular Subject
Abstract
This paper will begin with the subject of telecommuting and how it is evolving in today's workplace.
The research will help identify why telecommuting is becoming a popular subject and why it is
desired for both employees and employers. Also to understand the differences of working in an
office environment or telecommuting and what the outcomes may be. If employers and employees
fail to have awareness of the challenges that come with telecommuting it can be damaging.
Understanding the challenges to help employers identify if telecommuting is beneficial or negative
for their employees. This paper has research of productivity, job satisfaction, and functionality of
environment regarding the subject of ... Show more content on Helpwriting.net ...
More employees are converting to telecommuting due to a variety of reasons. "The current business
paradigm shift recognizes that space and time no longer contractually define the mode and nature of
work. Workers do not have to go to where the work is – instead, work is now sent to where the
workers are – in homes, satellite offices, and neighborhood work centers,"(Nyaanga, 2012). Author
Solomon makes a valid point in his article since many people do not want to do the daily commute
five to six days a week. Not only does it waste actual work time, money for transportation, but also
the convenience capabilities for employees. The convenience certainly applies to employees who do
not live close to the office setting or live in a very populated area with heavy traffic.
Telecommuting Advantages
"For over 30 years, the workplace has undergone a series of transformations such as the integration
of technology into business work design, product innovation, development, processes, performance,
delivery, productivity, creativity, competitiveness, and worker flexibility," (Nyaanga, 2012). Having
the technology accessible to the Intel of employee's homes enables more employees to have the
capabilities

Implementing A Telecommuting Policy? Essay
Implementing a Telecommuting Policy
1.0 Introduction
1.1 Topic Investigation
With telecommuting on the rise since 2005, Flexjobs has shown that the number of workers who are
telecommuting has increased by over 60 percent, with now over 2 million people working a flexible
schedule at least part–time and that Seventy–nine percent of all workers would work from home at
least part–time if their companies allowed it(Flexjobs, 2015).
While speaking with the employees with in different departments of the company, more than 95% of
the their work is technology based and could be completed from any location with network access
such as sending Emails, remoting into severs, updating group policies, and etc. This indicates that
the employees of the company would be any to complete their work from any remote location of
their choosing as long as they have network access.
1.2 Objectives
The objective for this researched based report is to provide the company with the key understanding
on the process of a telecommuting policy, go over the advantages and disadvantages, and how it is
commonly used. It will also go into ideas and the information on how the company will utilize
telecommuting to meet goals within the company.
2.0 Findings and Discussion
The findings of this study will be presented in four different sections:
 Definition and history of telecommuting
 Benefits of telecommuting
 Potential risks of telecommuting
 Requirements of telecommuting
2.1 Definition and

ADVANTAGES OF KEEPING THE TELECOMMUTING PROGRAM
1. Reduced expenses for both employees and the company
Telecommuting can help cut down on transportation and other minor costs for IBM's employees as
well as lead to a lower overhead for the company. According to a report done by Global Workplace
Analytics "A typical business would save $11,000 per person per year [while] the telecommuters
would save between $2,000 and $7,000 a year" (2017). Unfortunately, many employees do not have
the luxury of living close to their place of work. According to a recent census, "It now takes the
average worker 26 minutes to travel to work [while] roughly a quarter of American commutes are
less than 15 minutes one way [and] nearly 17 percent of commutes are ... Show more content on
Helpwriting.net ...
[Which] adds up to 60 hours of dawdling a month, or a total of 759 hours each year" (Huth, 2015).
Some of the main distractions being talkative coworkers, surfing the web, and mobile phones. Many
of these distractions seen in figure 1 can be almost completely eliminated, leading to a more
productive workflow for telecommuters. Those distractions being a noisy office, bad office
technology, and pointless meetings.
Figure 1 (Huth, 2015)
DISADVANTAGES OF KEEPING THE TELECOMMUTING PROGRAM
1. Lack of collaboration can lead to less creativity
Teamwork and collaboration are essential parts of the creative process. Although it is not impossible
to work in creative teams from home, telecommuting comes with certain communication
roadblocks, making it harder to come up with viable, out–of–the–box ideas. As stated by Joonas
Virtanen "According the study, far the biggest hurdles for creative remote work were the following:
Communication suffers significantly, spontaneity is often lost, and lack of interpersonal
relationships makes the work less stimulating" (2015). The study also showed that from the pool of
workers surveyed, "only 15% think having remote team members increases the quality of work
[and] 46% felt the quality of the creative work suffered due to working remotely" (Virtanen, 2015).
Face–to–face communication has proven to be more effective than telecommuting when

Telecommuting
Table of Contents
INTRODUCTION 2
WHAT"S IT ALL ABOUT? 2
THE BASICS OF TELECOMMUTING 2
VARIETIES OF TELECOMMUTING 2
TYPES OF TELECOMMUTING 3
THE BENEFITS OF TELEWORK 3
BIGGEST CHALLENGES OF WORKING AT HOME 4
WHAT IN IT FOR EMPLOYEES 6
CONCLUSION 6
INTRODUCTION
Telecommuting is a very interesting and complex subject. The pros and cons of this concept are
numerous and both sides have excellent arguments. This report will help introduce you to the
telecommuting basics; it will help you sort out the benefits and pitfalls so you can decide whether it
will work for you; it will help develop and implement a program that meets your individual needs.
WHAT"S IT ALL ABOUT?
Telecommuting started in California in the ... Show more content on Helpwriting.net ...
They have lower Real Estate and over head expense. Many companies that allow telecommuting
report significant saving in real estate cost.
It can improve employee morale. Many people who are telecommuters are often happier employees.
The show that the employer trusts that they'll spend time in the home office wisely, and employees
appreciate being treated as responsible adults. Working at home also elimates the hassle of
commuting, increases time available for work, cuts commuting costs, and potentially lower stress.
Teleworkers also may save money on career clothing, since they probably won't have to dress up to
work at home. All these benefits can improve satisfaction and motivate employees to work harder.
It can increase employee productivity because teleworkers don't commute; they have more time to
work. Also, their working time is generally quality time since they usually encounter fewer
distractions and interruptions. And reducing workers' stress levels often mean they'll stay highly

motivated. Reports if increases in productivity range from 10 percent to 30 percent.
These are just some of the benefits that using telecommuting at your company. There are many more
that I could list if necessary.
There are also the downfalls of telework. When business use this program they risk the lost of
contact with employees. The informal interaction that comes from having a

Working from Home – It’s in the Details (an Article Review)
Case Study #2
WORKING FROM HOME – IT'S IN THE DETAILS
(An article review)
1. Identify and discuss the main problems or concerns mentioned in this case study regarding
telecommuting. In your opinion, do most of these problems originate with the company or the
employee?
I noticed lots of problems in this article regarding telecommuting. One of these problems is
Communication breakdown. Employees under this kind of job begin to feel isolated although it is
part of the job, because they are lack of interaction between their managers and colleagues. Even if
there were many ways to communicate with them like internet, phones, instant messaging or social
medias still much better to communicate with physical appearance. It has a ... Show more content on
Helpwriting.net ...
Since the employees know the advantages and disadvantages of telecommuting job during the pre–
employment period. I think these problems originate most from the employees. Because since they
know the possible things might happened in the future, they must prepared and and be more
conscious towards their job. They must consider the fact that they were properly compensated so,
they must do their job in accordance with the duties and responsibilities that the company assigned
to them. And have faith and trust to the company that they are always part of the possible success of
the company.
2. Describe the characteristic of people who adjust more easily to telecommuting. How can
companies identify these employees or develop others to be better prepared for telecommuting?
The article doesn't discuss much about the characteristics of people. However, it explains that
telecommuting is not appropriate for new hire employees, beacause as stated it requires face to face
mentoring and working in the office for a period of time before going virtual.
The company may develop a better telecommuters by providing them the total Company allignment
which coherent and clearly stated, with strategies, policies processes and reward systems all aligned
toward achieving common goals – goals that will benefit the copmany and the people.
Company should also ensure that effective telecommuters should not rely dependently with their co–
telecommuters especially to

Telecommuting
Speaking Notes
Title: Telecommuting – Working from Home
Name: Leigh Ann Anderson
Purpose: To persuade the audience how telecommuting is beneficial to them and try to convince
them to consider it for their jobs.
I. Introduction a. Imagine an alarm going off, waking you from a deep sleep. It's 8 am on a Monday
morning and, after much reluctance, you stumble out of bed, take a shower, brush your teeth, and
trudge to your kitchen for your morning cup of coffee. Realizing it's time to head off to work, you
start your car and start making your way onto the interstate, only to be slowed down by a mile long
stretch of heavy traffic. Looks like you might just be late for work and have to hear a long rant about
it from your boss. ... Show more content on Helpwriting.net ...
b. List productivity improvements and projected cost savings that the company may experience 8.
Be flexible c. Most companies will require you to come into the office sometimes so make yourself
available when needed vii. Other tips to keep in mind include: 9. Keeping a log of what you
accomplish – your company will require a progress report especially if they become skeptical of
your productivity at home and it shows that you are engaged with your work 10. Don't dress sloppy
– although it is attractive to work in your pajamas, dressing as you normally would for your job is
recommended. d. In a section titled "5 things not to do while telecommuting" written by James
Kendrick and published on ZDNet.com on July 13, 2013, dressing as you normally would for your
job sets a more formal work ethic and has shown employees to stay motivated. e. Also, many
employers use Skype or similar programs to keep in touch with their "off base" employees. Looking
professional will help cover your back if your employer decides to unexpectedly check in with you.
11. Make yourself available as often as possible during the work day – especially if your company
keeps in contact with you or you need to communicate with team members or other employees
III. Conclusion

Working In The Workplace Essay
Introduction Telecommuting to work, also known as working from home, is a relatively new trend in
the work environment. It is brought about by the availability of technological advances that allow
for the employees to work away from the office and still manage to communicate with the other
employees and supervisors, and access needed data for the work. It is an attractive concept, as who
would not want to work as comfortably as they can be? Personal Reflection I have been working for
three years, one of which have been for a private corporation, and the other two with a small
creatives company. There is a wide difference between these two jobs and the workplace, and I can't
think of a similarity between them at the top of my mind. The benefits and problems of these two
jobs are also very different. Part of my first job was actual interaction with groups of employees at a
time. I also handled confidential documents and trade secrets. I talked to no less than 15 people
every day on work–related matters. I worked for 10 hours, and the office was a couple of hours
away from home by train. My second job, on the other hand, did not include daily interactions.
There can be days that I don't speak with anyone at all, and that's perfectly fine. Then we have
projects where we work with groups of people from two to 1,000, which changes the pace. The
office is 30 minutes away, with a mix of walking and a bus ride, and a regular office day is only
seven hours. And I am allowed to work

MGT2 Task3 Essay
MGT2 Task 3
Task A: Addendum to the Risk Assessment Matrix:
Description of Risks Impact Likelihood of Occurrence (L,M,H) Degree of Impact (L,M,H) Initial
Action to Take if Event Occurs Team Member Responsible Strategies for Prevention and Mitigation
Widespread security breach due to unauthorized access to sensitive customer information Negative
publicity of the company and loss of credibility in the eyes of existing and potential customers
impacting overall business M H Take immediate action to tighten security including all employee
access to customer sensitive information Ben
Malinda Identify and install the latest security software on all telecommuters' PCs and enforce strict
rules for information access including password ... Show more content on Helpwriting.net ...
Part of the Earned Value Management technique is the monitoring of variances from the approved
baseline of costs and schedule. The variances are useful in determining the overall project health and
status.
– Schedule Variance (SV): The Schedule Variance indicates a value which is a measure of how
much the project is either ahead or behind at a given point in time. For any given point in time, once
the EV and PV are known the SV can easily be calculated. The formula for SV is quite simply: SV =
EV – PV. Here a positive value indicates that the project is ahead at the current point in time and a
negative value would indicate the opposite that a project is behind at the current point in time.
– Cost Variance (CV): The Cost Variance indicates a value which is a measure of how much the
project is either overspent or underspent at any given point in time. For any given point in time,
once the EV and AC are known the CV can easily be calculated. The formula for CV is quite
simply: CV = EV – AC. Here a positive value indicates that the project is under spent at the current
point in time and a negative value would indicate the opposite that a project is over spent at the
current point in time. The Cost Variance at the end of the project is calculated as follows: CV = BAC
– AC. The same above rationale is applied to positive and negative numbers to indicate if the project
is under spent or over spent respectively.
To measure schedule or cost efficiency there are two

Managing and Leading Telecommuters in the 21st Century
Managing and Leading Telecommuters in the 21rst Century
Introduction and Literature Review
Given the escalating costs of managing facilities, increase in fuel costs, and high cost of recruiting
the specific types of professionals to work in a given geographic area, telecommuting has become a
viable alternative for any organization today. No longer having to invest heavily in a large corporate
facility, be forced to recruit only from a given geographic region, or incur the very high fuel costs of
many regional offices, organizations are opting for telecommuting work strategies. This approach to
organizing a work force is considered by thought leaders in human resources to be the single
greatest factor affecting the long–term nature of organizational structure and job satisfaction (Smith,
2005). The U.S. Office of Personnel Management has defined telecommuting as the use of
telecommunications technology to enable global workforces to collaborate and communicate,
forcing a change in the policies, organizational structures and strategic resource planning of
enterprise globally (U.S. Office of Personnel Management, 1997). This approach to organizing a
workforce is resonating with high–growth companies who need to gain access to expertise far
outside the geographic boundaries of their companies. There is ample enthusiasm on the part of
workers in these and many companies for this concept, as it is seen as liberating and fertile with
freedom for workers to pursue the best

Paid Employment in the Home Essay
Paid Employment in the Home
In her book The Second Shift, Arlie Hochschild describes how two–job married couples in the
United States deal with the structural problem of the domestic work shift, i.e., that when both
members of a marriage work outside of the home, the domestic work becomes an added burden to
one or both of the members in addition to their outside jobs. Modern society has increased the work
load of the family, thereby increasing tension in marriages and taking away time for leisure and
recreation for both spouses. Hochschild calls this a "stalled revolution" (12) because women's
entrance into the full–time workforce has yet to bring about the necessary structural change in
American family life. Assuming that this state ... Show more content on Helpwriting.net ...
However, the 40 percent increase conveys the drastic growth of the home work population, which
seems to be generalizable to smaller sub–groups of the home work population as defined below.
Because this movement back into the home is relatively new and because of its current relatively
small size, it is difficult for social scientists to get large enough samples to make judgments about
the characteristics of home work (Kraut 1989). Home work is seen in the current literature in both
highly optimistic and strongly negative terms, and the size of the work at home population has been
described as "less than 2 percent of the U.S. labor force" (Shamir 1992, p. 280) and "nearly one
quarter of the labor force" (Farmanfarmaian 1989, p. 37). These contradictions are due to both the
size of this group of workers, as mentioned earlier, and a lack of agreement between researchers on
a definition of the home worker (for example, how many hours of work at home per week, working
out of the home vs. working at home, etc.).
Robert Kraut (1989) groups home workers into 3 categories: substitutors, the self–employed, and
supplementers. Substitutors are those who work at home regularly, either full–time or part– time, as
a substitution for working in an office. They can be subcontractors or participants in a corporate
work at home

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