This document discusses the advantages and disadvantages of working from home (WFH) for both employees and employers. For employees, advantages include increased flexibility, elimination of commute time, location independence, and potential cost savings. However, disadvantages can include feelings of isolation, work-life blend, distractions at home, and lack of in-person collaboration. For employers, advantages are reduced costs, increased talent pool, and environmental benefits. However, disadvantages include difficulty monitoring performance, data security risks, lack of organizational culture and onboarding challenges. The document also discusses debates around employee productivity when working remotely, with some research suggesting potential long term declines in innovation due to less serendipitous interactions.
A Complete Guide to Promoting a Healthy Remote Work-Life BalanceKashish Trivedi
Our homes are no longer homes, and our offices are no longer offices.
The long-term impact of an abrupt shift to remote work means many employees struggle to adjust. But employees aren’t the only ones who have to adjust.
Companies now need to find a “new normal.” Remote work has given employees a taste of great flexibility and they’re not ready to part with it.
To prevent the Great Resignation, employers need to find a way to keep their business running efficiently while also promoting a healthy remote work-life balance.
We’ll explore how to adapt to this new reality. We’ll also look at how it’s impacting our recruiting, hiring, and managing of employees.
Running Head: MEDIA 1
MEDIA 3
Media
Mary Garcia
Sociology of Work in Contemporary Society
Alan Barton
January 13, 2020
Today, social media has become an integral part of employees’ personal and organization’s professional lives. The primary reason for this is that it has become virtually impossible for workers and companies to survive without social media. The advancement of technology and the internet has also made the use of social media easy. According to Tajudeen et al. (2018), social media has taken center stage in both the lives of employees and organizations as a whole. Employees are using social media platforms such as Facebook, Twitter, and Instagram to interact share information with each other. One staff member only needs to post a particular topic or issue on social media, which can spark reactions from other members. Online interactions have enabled employees to keep in touch with each other, something that has enhanced job satisfaction. For instance, an employee can receive encouragement from interacting with colleagues on social media. Also, social media has provided employees with a better platform where they can raise their complaints against the organization or even specific clients.
Moreover, companies are using social media to advertise their products or services since they can reach a broader market. Research shows that over 1.3 billion people have subscribed to various social media platforms, thus providing organizations with excellent marketing source. Firms are also utilizing social media to interact with their clients, therefore establishing health company-client relationships (Razmerita et al., 2016). Nevertheless, to meet the needs of both employees and employers, social media should be used as a platform to communicate, develop social networks, and share ideas. In this regard, employees should not use social media to criticize the management or organization. They should try as much as possible to address their concerns internally and not publicly. Employers should as well use social media to communicate vital information to the staff as well as create healthy social relations with both employees and clients.
...
1 business case scenario – assessment 2 managing culjasmin849794
Ozfone, an Australian telecommunications company, has implemented a hybrid work model allowing employees to work both remotely and in the office. However, the approach has caused problems including managers holding an unconscious bias that remote workers work less. As a result, employees feel micromanaged and the company culture has deteriorated. The HR team wants to address these issues to increase productivity and make the company more attractive to talent. However, the senior leadership team is hesitant to change the existing system and there is fatigue from previous change initiatives. The HR team must make a strong business case for how improving the hybrid model can benefit the company and gain staff support for the proposed changes.
Choose two current worker and workplace trends from the textbo.docxtroutmanboris
Choose two current worker and workplace trends from the textbook, and speculate on the primary manner in which each trend may affect the future of performance management.
Provide specific examples that illustrate the potential changes in performance management.
Worker and Workplace Trends from textbook:
Changes in the Workplace
Work teams.
Organizations are increasingly turning to the use of teams for task accomplishment and emphasizing team performance. These often autonomous employees work together toward a common goal for which they are jointly held responsible and plan and organize their own work in the absence of supervisory oversight. Shared responsibilities among team members present challenges as the supervisor is charged with evaluating an employee’s contribution to the team effort as well as the overall success of the team’s performance without having been directly involved him-or herself.
Geographically dispersed teams.
Increasingly, work teams are composed of members who work in geographically different locations. Team members may work in different buildings on the same campus, different cities, and even different countries. Sometimes, team members live in different time zones and vastly different cultures. Because of the physical or temporal distances between supervisor and employee, direct methods of supervision no longer work. Often corporations construct these teams composed of employees from different locations due to the need for a particular expertise or because of the high cost, both in terms of dollars and employee satisfaction, of moving employees. In many global businesses, members representing all geographic areas are required to ensure the universal applicability of decisions made. These teams can be highly cohesive groups of people who interact extensively or a number of individuals who are assigned tasks that are part of a greater whole and work independently. Supervisors and team members may need to build relationships with people of diverse backgrounds without face-to-face contact or the benefit of informal opportunities for socializing. In some cases, team members will be vitally aware of each other’s performance; in others, team members will have no idea.
Flexible definition of a job.
In the past, jobs were clearly defined as a set of related tasks that were performed to achieve a particular goal. Recent trends suggest that jobs are becoming broader in the scope of tasks to be performed and that workers are being asked to shift tasks more frequently. Whether or not the concept of a job has changed
or
the belief that jobs as they once were performed simply do not exist anymore is arguable. What remains apparent, though, is that more workers are being asked to develop broad skill sets and bring high levels of adaptability to meet changing work requirements.
Outsourcing.
Many organizations are focusing on their core capabilities and outsourcing work that is not part of their main mission. Ongoing ou.
In the coming years, managing revenue cycle employees from their home might be a normal business practice for many healthcare providers. This report explains what telecommuting is and describes the pros and cons of allowing your revenue cycle employees to work from home.
Combatting High Employee Turn Over
Rates
6
COMBATTING HIGH EMPLOYEE TURN OVER RATES
Niesha Turner
DeVry University
Professor O’Keefe
Technical Writing
November 29, 2015
Executive Summary
This document tackles the issue of employee turn over. Reasons behind employee turnover are numerous including poor working environment, lack of compensation, failure to reward employees, failure to involve employees in decision making among other reasons. This can have a negative impact on the performance of an organization noting that employees constitute the most important department to any organization; Human resource. Taking corrective measure thus is a must for any organization that notices the situations of employee turnover becoming prevalent. Such include among others rewarding employees, minding their health and welfare as well as taking interest in their development. Organizations ought to take care to avoid employee turnover and retain their work force for enhanced productivity.
Introduction
Employee turnover is a situation whereby employees leave a company by way of resigning, being laid off or having their contract terminated. Contracts can be renewed and being laid off can as well mean that there are problems within the organization. If mostly employees make personal decisions to leave an organizations especially by way of resigning, and then this happens to be done by many employees within an organization and within short durations of time, then it is usually a clear indicator that there I a problem that should be addressed. High employee turnover can lead to a negative image about a particular organization and it could lead to a problem by regulators if the situation looks massive. Every organization thus needs to ensure that there are measures in place to ensure that its employees are retained and as well act as ambassadors of the organization even when at work. This is only achieved when the employees are treated well and are satisfied with their jobs. When employees are happy and more satisfied with their work, they are usually more productive. Hiring the right people is the beginning point of employee retention since people that are unfit for a particular role can’t be satisfied with it especially if they do not perform according to their expectations. Besides hiring the right people, offering opportunities for growth and development of employees as well helps combat high employee turnover and so does offering flexibility in working, recognizing and rewarding employees and keeping compensation and benefits packages current.
Description and Background information
Several authors have looked into the issue of employee turn over. Almost all authors that look into the issue concur that organizational psychology can easily be used to explain the problems associated with employee turnover. With this regards, factors of motivation and demotivation are a wide range of individual elements that are very si.
The Productivity Playbook: A Guide to Achieving More with LessPranayChoudhary10
In "The Productivity Playbook", Pranay Singh Choudhary presents a comprehensive guide to increasing productivity and achieving more with less. Drawing on their own experience and research, Pranay Singh Choudhary provides practical strategies and tips for managing time effectively, setting clear goals and priorities, minimizing distractions, and implementing healthy habits.
Whether you are a busy professional, a student, or an entrepreneur, "The Productivity Playbook" has something for everyone. With its step-by-step approach and real-life examples, this e-book is a must-read for anyone looking to increase their productivity and achieve their goals.
1 Business Case Scenario – Assessment 2 Managing CulLeilaniPoolsy
1
Business Case Scenario – Assessment 2
Managing Culture and Change 21926, SPRING 2021
Ozfone is an Australian telecommunications and technology company, which markets voice,
mobile, internet access, pay television and other services. The company has more than 5,000
employees and has been selling services to businesses, households and individuals for over 45
years.
With COVID-19 vaccinations now underway, countries are beginning to map out their roadmap
out of lockdown. For companies, it creates important challenges and opportunities as to how
they choose to return to work. That presents an interesting new dynamic for both the employer
and the employee. In 2020, Ozfone was forced to transition its employees from being physically
present in their offices to working remotely. However, at the beginning of 2021, the company
implemented the hybrid working model – allowing employees to work both remotely and in the
office. This was supported by the CEO of the company who is aware that even if a vaccine or
effective treatment will open the possibility of a safe return to the traditional workplace, remote
work will take a permanent place in the employment mix. Hybrid working models, done right,
(1) allow organisations to better achieve innovation and attract talent, (2) lead to higher job
satisfaction and autonomy of employees, and (3) define a future of work that is more flexible,
people-oriented and sustainable.
However, the way how the company approached the hybrid working model has been causing
some serious problems. One of them is that the managers hold an unconscious bias that because
remote workers are not seen in the office they work less as those seen in the office. There is
P
h
o
to
b
y
s
n
ap
co
m
m
s.
co
m
2
also the belief that showing up to work, having good attendance and putting in long hours is
more important than the results. Managers feel that they cannot trust that their working-from-
home employees are actually doing the work and as a result, the employees are feeling
micromanaged. The management by results (supporting employee autonomy on when, where
and how they do their work) in the company has been clearly not embraced by the managers.
Moreover, the conditions in the office space are not designed for a hybrid form of collaboration
due to insufficient technological support. Not all meeting rooms are connected to the video
conferencing software which causes remote workers to miss out on important information
because it was communicated in person. The other problem is that the way how meetings are
run has not changed from the pre-Covid version. For example, although most meetings are now
attended by both remote and in-person team members, activities such as brainstorming are done
on a traditional flipchart with paper post-it notes. This leaves remote workers feeling like they
are not part of the team. Apart from that, the physical separation of staff in the ...
A Complete Guide to Promoting a Healthy Remote Work-Life BalanceKashish Trivedi
Our homes are no longer homes, and our offices are no longer offices.
The long-term impact of an abrupt shift to remote work means many employees struggle to adjust. But employees aren’t the only ones who have to adjust.
Companies now need to find a “new normal.” Remote work has given employees a taste of great flexibility and they’re not ready to part with it.
To prevent the Great Resignation, employers need to find a way to keep their business running efficiently while also promoting a healthy remote work-life balance.
We’ll explore how to adapt to this new reality. We’ll also look at how it’s impacting our recruiting, hiring, and managing of employees.
Running Head: MEDIA 1
MEDIA 3
Media
Mary Garcia
Sociology of Work in Contemporary Society
Alan Barton
January 13, 2020
Today, social media has become an integral part of employees’ personal and organization’s professional lives. The primary reason for this is that it has become virtually impossible for workers and companies to survive without social media. The advancement of technology and the internet has also made the use of social media easy. According to Tajudeen et al. (2018), social media has taken center stage in both the lives of employees and organizations as a whole. Employees are using social media platforms such as Facebook, Twitter, and Instagram to interact share information with each other. One staff member only needs to post a particular topic or issue on social media, which can spark reactions from other members. Online interactions have enabled employees to keep in touch with each other, something that has enhanced job satisfaction. For instance, an employee can receive encouragement from interacting with colleagues on social media. Also, social media has provided employees with a better platform where they can raise their complaints against the organization or even specific clients.
Moreover, companies are using social media to advertise their products or services since they can reach a broader market. Research shows that over 1.3 billion people have subscribed to various social media platforms, thus providing organizations with excellent marketing source. Firms are also utilizing social media to interact with their clients, therefore establishing health company-client relationships (Razmerita et al., 2016). Nevertheless, to meet the needs of both employees and employers, social media should be used as a platform to communicate, develop social networks, and share ideas. In this regard, employees should not use social media to criticize the management or organization. They should try as much as possible to address their concerns internally and not publicly. Employers should as well use social media to communicate vital information to the staff as well as create healthy social relations with both employees and clients.
...
1 business case scenario – assessment 2 managing culjasmin849794
Ozfone, an Australian telecommunications company, has implemented a hybrid work model allowing employees to work both remotely and in the office. However, the approach has caused problems including managers holding an unconscious bias that remote workers work less. As a result, employees feel micromanaged and the company culture has deteriorated. The HR team wants to address these issues to increase productivity and make the company more attractive to talent. However, the senior leadership team is hesitant to change the existing system and there is fatigue from previous change initiatives. The HR team must make a strong business case for how improving the hybrid model can benefit the company and gain staff support for the proposed changes.
Choose two current worker and workplace trends from the textbo.docxtroutmanboris
Choose two current worker and workplace trends from the textbook, and speculate on the primary manner in which each trend may affect the future of performance management.
Provide specific examples that illustrate the potential changes in performance management.
Worker and Workplace Trends from textbook:
Changes in the Workplace
Work teams.
Organizations are increasingly turning to the use of teams for task accomplishment and emphasizing team performance. These often autonomous employees work together toward a common goal for which they are jointly held responsible and plan and organize their own work in the absence of supervisory oversight. Shared responsibilities among team members present challenges as the supervisor is charged with evaluating an employee’s contribution to the team effort as well as the overall success of the team’s performance without having been directly involved him-or herself.
Geographically dispersed teams.
Increasingly, work teams are composed of members who work in geographically different locations. Team members may work in different buildings on the same campus, different cities, and even different countries. Sometimes, team members live in different time zones and vastly different cultures. Because of the physical or temporal distances between supervisor and employee, direct methods of supervision no longer work. Often corporations construct these teams composed of employees from different locations due to the need for a particular expertise or because of the high cost, both in terms of dollars and employee satisfaction, of moving employees. In many global businesses, members representing all geographic areas are required to ensure the universal applicability of decisions made. These teams can be highly cohesive groups of people who interact extensively or a number of individuals who are assigned tasks that are part of a greater whole and work independently. Supervisors and team members may need to build relationships with people of diverse backgrounds without face-to-face contact or the benefit of informal opportunities for socializing. In some cases, team members will be vitally aware of each other’s performance; in others, team members will have no idea.
Flexible definition of a job.
In the past, jobs were clearly defined as a set of related tasks that were performed to achieve a particular goal. Recent trends suggest that jobs are becoming broader in the scope of tasks to be performed and that workers are being asked to shift tasks more frequently. Whether or not the concept of a job has changed
or
the belief that jobs as they once were performed simply do not exist anymore is arguable. What remains apparent, though, is that more workers are being asked to develop broad skill sets and bring high levels of adaptability to meet changing work requirements.
Outsourcing.
Many organizations are focusing on their core capabilities and outsourcing work that is not part of their main mission. Ongoing ou.
In the coming years, managing revenue cycle employees from their home might be a normal business practice for many healthcare providers. This report explains what telecommuting is and describes the pros and cons of allowing your revenue cycle employees to work from home.
Combatting High Employee Turn Over
Rates
6
COMBATTING HIGH EMPLOYEE TURN OVER RATES
Niesha Turner
DeVry University
Professor O’Keefe
Technical Writing
November 29, 2015
Executive Summary
This document tackles the issue of employee turn over. Reasons behind employee turnover are numerous including poor working environment, lack of compensation, failure to reward employees, failure to involve employees in decision making among other reasons. This can have a negative impact on the performance of an organization noting that employees constitute the most important department to any organization; Human resource. Taking corrective measure thus is a must for any organization that notices the situations of employee turnover becoming prevalent. Such include among others rewarding employees, minding their health and welfare as well as taking interest in their development. Organizations ought to take care to avoid employee turnover and retain their work force for enhanced productivity.
Introduction
Employee turnover is a situation whereby employees leave a company by way of resigning, being laid off or having their contract terminated. Contracts can be renewed and being laid off can as well mean that there are problems within the organization. If mostly employees make personal decisions to leave an organizations especially by way of resigning, and then this happens to be done by many employees within an organization and within short durations of time, then it is usually a clear indicator that there I a problem that should be addressed. High employee turnover can lead to a negative image about a particular organization and it could lead to a problem by regulators if the situation looks massive. Every organization thus needs to ensure that there are measures in place to ensure that its employees are retained and as well act as ambassadors of the organization even when at work. This is only achieved when the employees are treated well and are satisfied with their jobs. When employees are happy and more satisfied with their work, they are usually more productive. Hiring the right people is the beginning point of employee retention since people that are unfit for a particular role can’t be satisfied with it especially if they do not perform according to their expectations. Besides hiring the right people, offering opportunities for growth and development of employees as well helps combat high employee turnover and so does offering flexibility in working, recognizing and rewarding employees and keeping compensation and benefits packages current.
Description and Background information
Several authors have looked into the issue of employee turn over. Almost all authors that look into the issue concur that organizational psychology can easily be used to explain the problems associated with employee turnover. With this regards, factors of motivation and demotivation are a wide range of individual elements that are very si.
The Productivity Playbook: A Guide to Achieving More with LessPranayChoudhary10
In "The Productivity Playbook", Pranay Singh Choudhary presents a comprehensive guide to increasing productivity and achieving more with less. Drawing on their own experience and research, Pranay Singh Choudhary provides practical strategies and tips for managing time effectively, setting clear goals and priorities, minimizing distractions, and implementing healthy habits.
Whether you are a busy professional, a student, or an entrepreneur, "The Productivity Playbook" has something for everyone. With its step-by-step approach and real-life examples, this e-book is a must-read for anyone looking to increase their productivity and achieve their goals.
1 Business Case Scenario – Assessment 2 Managing CulLeilaniPoolsy
1
Business Case Scenario – Assessment 2
Managing Culture and Change 21926, SPRING 2021
Ozfone is an Australian telecommunications and technology company, which markets voice,
mobile, internet access, pay television and other services. The company has more than 5,000
employees and has been selling services to businesses, households and individuals for over 45
years.
With COVID-19 vaccinations now underway, countries are beginning to map out their roadmap
out of lockdown. For companies, it creates important challenges and opportunities as to how
they choose to return to work. That presents an interesting new dynamic for both the employer
and the employee. In 2020, Ozfone was forced to transition its employees from being physically
present in their offices to working remotely. However, at the beginning of 2021, the company
implemented the hybrid working model – allowing employees to work both remotely and in the
office. This was supported by the CEO of the company who is aware that even if a vaccine or
effective treatment will open the possibility of a safe return to the traditional workplace, remote
work will take a permanent place in the employment mix. Hybrid working models, done right,
(1) allow organisations to better achieve innovation and attract talent, (2) lead to higher job
satisfaction and autonomy of employees, and (3) define a future of work that is more flexible,
people-oriented and sustainable.
However, the way how the company approached the hybrid working model has been causing
some serious problems. One of them is that the managers hold an unconscious bias that because
remote workers are not seen in the office they work less as those seen in the office. There is
P
h
o
to
b
y
s
n
ap
co
m
m
s.
co
m
2
also the belief that showing up to work, having good attendance and putting in long hours is
more important than the results. Managers feel that they cannot trust that their working-from-
home employees are actually doing the work and as a result, the employees are feeling
micromanaged. The management by results (supporting employee autonomy on when, where
and how they do their work) in the company has been clearly not embraced by the managers.
Moreover, the conditions in the office space are not designed for a hybrid form of collaboration
due to insufficient technological support. Not all meeting rooms are connected to the video
conferencing software which causes remote workers to miss out on important information
because it was communicated in person. The other problem is that the way how meetings are
run has not changed from the pre-Covid version. For example, although most meetings are now
attended by both remote and in-person team members, activities such as brainstorming are done
on a traditional flipchart with paper post-it notes. This leaves remote workers feeling like they
are not part of the team. Apart from that, the physical separation of staff in the ...
1 business case scenario – assessment 2 managing culsmile790243
Ozfone's hybrid work model has caused problems by fostering unconscious biases among managers and an insufficient technological infrastructure. As a result, employees feel micromanaged, disconnected from colleagues, and lacking support. The HR team wants to improve employee engagement and make Ozfone more attractive to talent by developing a more effective hybrid work approach. However, senior leaders are wary of changes due to past failed initiatives and change fatigue within the long-tenured workforce.
This study helps in exploring the changes in the working of the employees from new normal work to remote working due to coronavirus disease 2019 (COVID 19) pandemic, which has made changes in the role of human resource (HR) managers. The qualitative methodology was applied along with an interview technique. This study revealed the impact of COVID pandemic on impacts within the organization, remote working strategies, and technological adaptation. HR managers faced the challenge of employee satisfaction and organization productivity at the same time. The paper discusses about the challenges of HR on remote working and the strategies to overcome these challenges. The study revealed that the employees had to face problems such as communication problems, lack of motivation to employees, family problems, and health issues.
Employee Retention Strategies to Survive the Great ResignationKashish Trivedi
Onboarding reflects what your company is and ultimately leaves the first impression on new employees. A report indicates a 2.6 times increase in job satisfaction among new employees when they have a positive onboarding experience.
You can rely on learning management tools that streamline difficult or time-consuming procedures for companies to hire new employees. Leveraging a comprehensive learning platform allows you to create personalized onboarding experiences for new employees.
Extra steps need to be taken to make sure employees joining remotely feel integrated into their team. To achieve this, you could implement a virtual onboarding program that may utilize internal bots to help facilitate a more seamless connection within your team. Check for chatbot pricing and integrate an employee engagement bot within your onboarding activities to encourage icebreaker conversations.
The document provides tips on writing an effective resignation letter for employees. It recommends keeping the letter brief and to the point by stating the intention to resign, referring to the notice period, and optionally thanking the company for the experience gained. It advises against including reasons for leaving, as there is a risk of misunderstanding that could remain in HR records. The document also contains information on recent recruitment trends focusing on candidate rights and privacy, essential skills for effective work like time management and communication, managing stress, and the importance of ongoing career development and learning.
The Benefits of Remote Working: The Freedom of Working from AnywhereLucky Gods
Escape the cubicle, embrace the world! The Benefits of Remote Working: The Freedom of Working from Anywhere
Are you tired of commutes, office distractions, and feeling stuck in one place? Say hello to remote work, where freedom awaits! This powerful ebook unlocks the door to a flexible, fulfilling, and location-independent work life.
Discover the transformative benefits of remote work, including:
Greater work-life balance ⚖️
Enhanced productivity and focus
Reduced stress and anxiety
Cost savings and financial freedom
Opportunities to travel and explore ✈️
Improved personal well-being and happiness
This comprehensive guide is your roadmap to remote work success. Dive into:
Proven strategies for finding remote jobs and landing your dream role
Essential tools and technologies to stay connected and productive
Expert tips for maintaining work-life balance and overcoming challenges
Inspiring stories from successful remote workers around the globe
Whether you're a seasoned professional or a curious newcomer, this ebook is your key to unlocking the freedom and flexibility of remote work. Embrace the adventure and start crafting your work life on your own terms!
purpose of this article is to discuss workplace engagement. The word engagement has been used to refer to two different things in the HR literatures, personally and organizationally. Engagement from personal perspective is the Psychological state in which the person experiences the feeling of being engaged to something he loves, the feeling of being enthused, and the enjoyment. There are different models and definitions of workplace engagement, such as the definition by Bakkar et al. (2006).This paper highlights on the advantages and disadvantages of engagement.
Attached is a piece of work I’ve compiled and synthesized from many articles written on how leaders/managers should be leading their teams through COVID-19.
This document discusses 10 traits of work ethics that can enhance career opportunities: attendance, respect, character, appearance, cooperation, attitude, communication, organizational skills, teamwork, and productivity. It provides examples and explanations for each trait, emphasizing their importance in the workplace for both employees and employers. Regular attendance, respect among coworkers, a positive attitude, strong communication, and cooperation across an organization are some of the key traits highlighted.
Poor communication in the workplace can lead to assumptions, information hoarding, lack of feedback and psychological safety issues. This impacts employee motivation and productivity, negatively affecting customer service delivery. To address this, managers should clearly communicate expectations and responsibilities, provide frequent feedback, recognize knowledge sharing, and use tools to improve asynchronous collaboration and overcome communication barriers between remote employees. Fostering strong communication through transparency and openness builds employee satisfaction and innovation.
Automattic’s Remote Work Framework: How to Reach Autonomous & Asynchronous Ni...Kashish Trivedi
What if I told you that the organization powering 35% of the internet’s websites is fully remote?
Automattic has a remote workforce based in 75 countries. You might be asking how such a successful business can be fully remote. That’s where Automattic’s remote framework guide sheds some light.
Many people underestimated the power of remote work – until the global pandemic forced everyone to stay indoors. Even then, many people still thought about the remote work model through the lens of “there’s a pandemic, so you need to work from home.”
A STUDY ON EMPLOYEE ATTRITION AND RETENTION IN MANUFACTURING INDUSTRIESNicole Heredia
This study examines employee attrition and retention in manufacturing industries in Nellore District, Andhra Pradesh, India. The objectives are to understand the reasons for attrition, identify factors that cause employee dissatisfaction, assess employee satisfaction levels, and determine areas where companies can improve retention. A literature review covers previous research on the factors influencing turnover intentions. The methodology section describes a sample survey of 130 employees across various manufacturing industries using a questionnaire. The study aims to provide recommendations to help reduce attrition based on relationships between demographic variables like age, education, and experience with attrition and motivational factors.
Running Head IMPACT ANALYSISIMPACT ANALYSIS5Impac.docxcowinhelen
Running Head: IMPACT ANALYSIS
IMPACT ANALYSIS 5
Impact Analysis
Nicholas J Ceo
American Military University
January 2017
Introduction
Impact analysis involves identification of overall consequences that result from implementation of a given change in an organization. Prior impact analysis is designed to eliminate unexpected and possible issues that may occur when accommodating change. The criteria look at proposed changes and the overall impact to ensure it is managed. Sometimes analysis calls for experimenting given changes on a small scale before they are initiated. Therefore, each solution is subject to sidelining and scrutiny for possible adverse impacts with positive impacts being looked at on a minor level.
Coaching
Coaching is a solution suggested for employees in retention and improvement of excellent skills. The impact of such a program lies in its cost. To implement the program, the company will incur expenses that may result in bankruptcy especially in the department of strategic planning. Clients will have a positive gain of getting new skills, but in the long run, the company will make losses.
Coaching also disrupts the company’s timelines and operations. This can be noticed in rescheduling operations to create time for coaching and even do preliminary practices based on the knowledge imparted.
The short-term impacts on clients and the entire human resource lie in delayed production and delivery. This is because the otherwise useful time is spent in learning new skills and exercising them. Furthermore, some information offered during coaching may differ with the skills already available. This will create confusion among the employees as they are not used to the skills. The result will be disruption of operations, and thus the company may realize losses.
Continuous Process Improvement
The process involves a gradual change in processes. Accommodating such a change lies in the difficulties it offers to the organization regarding finance. To implement bitwise changes, an organization must be ready to pause given programs which in turn affects other operations. For instance, a maintenance operation on its halts almost the entire production process. This reduces the working hours of employees hence may require compensation for time lost. The company, in turn, makes losses for paying for costs of unproductive time.
The process may also disrupt managerial operations. This is because the primary stakeholders will have to undertake supervision and oversight during process improvement. The later adds to the time lost and costs of compensation as well.
With the disruptions at work, some employs may resort to resignation since they may not cope with the changes. Take for example introduction of computers in an institution where clients do not know the machine, and they have to use it; some will prefer migration rather than learning the skill.
Brainstorming
Brainstorming is a useful method of finding possible solutions a ...
This document discusses various ways to motivate employees in the workplace. It describes several key terms that can effectively drive and inspire employees, including direct verbal encouragement, recognition, a sense of accomplishment, job enrichment, telecommuting, flexible schedules, variable pay, and inclusion and empowerment. Direct praise, recognition for good work, opportunities for growth, and flexibility are some strategies that can fulfill employee needs and boost performance. Motivation is important for organizational success in today's diverse global business environment.
The document discusses how business practices need to change to adapt to a global knowledge environment. Specifically, it notes that flexibility is now essential for businesses and employees. It outlines 11 key changes required, including the need for mobility over centralization, customization over standardization, encouraging human abilities over prioritizing machines, empowering employees over strict supervision, retaining knowledge workers, pushing decisions down hierarchies, fostering mutuality between employers and employees, redefining performance measures, accommodating complex employee lives, focusing on employee well-being, and reinventing practices with a flexible human capital approach. Overall, the document argues flexibility is necessary to attract and retain top talent, solve organizational challenges, and gain a competitive advantage.
Maintaining Value of Engagement in Remote Work (1).pdfTuring.com
Turing is a data-science-driven deep jobs platform helping companies spin up their engineering teams in the cloud at the push of a button. Based in Palo Alto, California, it is a fully remote company of 500 800+ people who help connect world-class remote software engineers with world-class companies.
Turing makes the remote hiring journey easy and rewarding for both companies and developers. With Turing, companies can hire pre-vetted, Silicon Valley-caliber remote software talent across 100+ skills in 3-5 days. Also, Turing democratizes opportunities for remote developers from around the world by offering them high-quality software jobs with top US firms.
Turing's Intelligent Talent Cloud uses AI to source, vet, match, and manage over a 1.5 million developers worldwide. This, in turn, helps organizations save valuable time and resources as they build their dream engineering team in a matter of days.
For more info, head over to: http://turing.com/s/yB8zZu
Employee Motivation 101: 5 HR Tips for ManagementKashish Trivedi
Employee motivation is a complex thing and something most HR professionals have struggled with at some point.
If you’re wondering how to increase employee satisfaction, productivity, and, in turn, business outcomes, you’re not alone.
Psychologists have long debated this topic, and their findings provide a gateway to effective employee management.
In this blog post, we’ll explore the psychology behind employee motivation and dive into the solutions that will make your employees thrive.
Positive Impact of Remote Work on Companiesroeland8
In recent years, remote work has become an increasingly attractive way of doing business. This shift towards remote work, initially brought about by necessity during the pandemic, has revealed many advantages that extend far beyond convenience. However, despite these advantages, many companies have also chosen to return to on-site-only or hybrid work.
No doubt that remote work can come with challenges. But it also comes with benefits beyond managerial preferences. This is why it's worth looking at it more thoroughly and understanding the holistic potential including increased profitability, productivity, diversity, and sustainability which we will look into here.
At the same time, we believe it may be a case-by-case decision. We want to provide you with a solid foundation to make the decision for your business to have a partial or full adoption of remote work practices, and to benefit from its upsides.
As advocates of remote work, we want to share our first-hand experiences and insights from other remote-first companies. By doing so, we hope to address any lingering doubts and misconceptions surrounding remote work, while also emphasizing its incredible potential for businesses across sectors.
The document discusses data leakage detection. It introduces data leakage detection and describes why data mining is used. It defines key terms like data leakage and data privacy. It then describes the existing system that can detect hackers but with limited evidence, and the proposed system that can better trace hackers with more evidence. It also lists the types of employees that may leak data, such as the security illiterate, gadget nerds, unlawful residents, and malicious employees. Finally, it provides an example figure of data leakage.
This qualitative systematic review synthesized 77 papers reporting on 60 studies to understand patients' experiences of chronic non-malignant musculoskeletal pain. The key finding was that patients experience chronic pain as an adversarial struggle on multiple levels, including affirming their identity, reconstructing their identity over time, explaining their suffering, navigating the healthcare system, and proving the legitimacy of their pain. However, some patients also expressed a sense of moving forward alongside their pain. The review provides insight for improving the patient experience by better understanding their pain and forming collaborative partnerships to help patients manage their condition.
1 business case scenario – assessment 2 managing culsmile790243
Ozfone's hybrid work model has caused problems by fostering unconscious biases among managers and an insufficient technological infrastructure. As a result, employees feel micromanaged, disconnected from colleagues, and lacking support. The HR team wants to improve employee engagement and make Ozfone more attractive to talent by developing a more effective hybrid work approach. However, senior leaders are wary of changes due to past failed initiatives and change fatigue within the long-tenured workforce.
This study helps in exploring the changes in the working of the employees from new normal work to remote working due to coronavirus disease 2019 (COVID 19) pandemic, which has made changes in the role of human resource (HR) managers. The qualitative methodology was applied along with an interview technique. This study revealed the impact of COVID pandemic on impacts within the organization, remote working strategies, and technological adaptation. HR managers faced the challenge of employee satisfaction and organization productivity at the same time. The paper discusses about the challenges of HR on remote working and the strategies to overcome these challenges. The study revealed that the employees had to face problems such as communication problems, lack of motivation to employees, family problems, and health issues.
Employee Retention Strategies to Survive the Great ResignationKashish Trivedi
Onboarding reflects what your company is and ultimately leaves the first impression on new employees. A report indicates a 2.6 times increase in job satisfaction among new employees when they have a positive onboarding experience.
You can rely on learning management tools that streamline difficult or time-consuming procedures for companies to hire new employees. Leveraging a comprehensive learning platform allows you to create personalized onboarding experiences for new employees.
Extra steps need to be taken to make sure employees joining remotely feel integrated into their team. To achieve this, you could implement a virtual onboarding program that may utilize internal bots to help facilitate a more seamless connection within your team. Check for chatbot pricing and integrate an employee engagement bot within your onboarding activities to encourage icebreaker conversations.
The document provides tips on writing an effective resignation letter for employees. It recommends keeping the letter brief and to the point by stating the intention to resign, referring to the notice period, and optionally thanking the company for the experience gained. It advises against including reasons for leaving, as there is a risk of misunderstanding that could remain in HR records. The document also contains information on recent recruitment trends focusing on candidate rights and privacy, essential skills for effective work like time management and communication, managing stress, and the importance of ongoing career development and learning.
The Benefits of Remote Working: The Freedom of Working from AnywhereLucky Gods
Escape the cubicle, embrace the world! The Benefits of Remote Working: The Freedom of Working from Anywhere
Are you tired of commutes, office distractions, and feeling stuck in one place? Say hello to remote work, where freedom awaits! This powerful ebook unlocks the door to a flexible, fulfilling, and location-independent work life.
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Opportunities to travel and explore ✈️
Improved personal well-being and happiness
This comprehensive guide is your roadmap to remote work success. Dive into:
Proven strategies for finding remote jobs and landing your dream role
Essential tools and technologies to stay connected and productive
Expert tips for maintaining work-life balance and overcoming challenges
Inspiring stories from successful remote workers around the globe
Whether you're a seasoned professional or a curious newcomer, this ebook is your key to unlocking the freedom and flexibility of remote work. Embrace the adventure and start crafting your work life on your own terms!
purpose of this article is to discuss workplace engagement. The word engagement has been used to refer to two different things in the HR literatures, personally and organizationally. Engagement from personal perspective is the Psychological state in which the person experiences the feeling of being engaged to something he loves, the feeling of being enthused, and the enjoyment. There are different models and definitions of workplace engagement, such as the definition by Bakkar et al. (2006).This paper highlights on the advantages and disadvantages of engagement.
Attached is a piece of work I’ve compiled and synthesized from many articles written on how leaders/managers should be leading their teams through COVID-19.
This document discusses 10 traits of work ethics that can enhance career opportunities: attendance, respect, character, appearance, cooperation, attitude, communication, organizational skills, teamwork, and productivity. It provides examples and explanations for each trait, emphasizing their importance in the workplace for both employees and employers. Regular attendance, respect among coworkers, a positive attitude, strong communication, and cooperation across an organization are some of the key traits highlighted.
Poor communication in the workplace can lead to assumptions, information hoarding, lack of feedback and psychological safety issues. This impacts employee motivation and productivity, negatively affecting customer service delivery. To address this, managers should clearly communicate expectations and responsibilities, provide frequent feedback, recognize knowledge sharing, and use tools to improve asynchronous collaboration and overcome communication barriers between remote employees. Fostering strong communication through transparency and openness builds employee satisfaction and innovation.
Automattic’s Remote Work Framework: How to Reach Autonomous & Asynchronous Ni...Kashish Trivedi
What if I told you that the organization powering 35% of the internet’s websites is fully remote?
Automattic has a remote workforce based in 75 countries. You might be asking how such a successful business can be fully remote. That’s where Automattic’s remote framework guide sheds some light.
Many people underestimated the power of remote work – until the global pandemic forced everyone to stay indoors. Even then, many people still thought about the remote work model through the lens of “there’s a pandemic, so you need to work from home.”
A STUDY ON EMPLOYEE ATTRITION AND RETENTION IN MANUFACTURING INDUSTRIESNicole Heredia
This study examines employee attrition and retention in manufacturing industries in Nellore District, Andhra Pradesh, India. The objectives are to understand the reasons for attrition, identify factors that cause employee dissatisfaction, assess employee satisfaction levels, and determine areas where companies can improve retention. A literature review covers previous research on the factors influencing turnover intentions. The methodology section describes a sample survey of 130 employees across various manufacturing industries using a questionnaire. The study aims to provide recommendations to help reduce attrition based on relationships between demographic variables like age, education, and experience with attrition and motivational factors.
Running Head IMPACT ANALYSISIMPACT ANALYSIS5Impac.docxcowinhelen
Running Head: IMPACT ANALYSIS
IMPACT ANALYSIS 5
Impact Analysis
Nicholas J Ceo
American Military University
January 2017
Introduction
Impact analysis involves identification of overall consequences that result from implementation of a given change in an organization. Prior impact analysis is designed to eliminate unexpected and possible issues that may occur when accommodating change. The criteria look at proposed changes and the overall impact to ensure it is managed. Sometimes analysis calls for experimenting given changes on a small scale before they are initiated. Therefore, each solution is subject to sidelining and scrutiny for possible adverse impacts with positive impacts being looked at on a minor level.
Coaching
Coaching is a solution suggested for employees in retention and improvement of excellent skills. The impact of such a program lies in its cost. To implement the program, the company will incur expenses that may result in bankruptcy especially in the department of strategic planning. Clients will have a positive gain of getting new skills, but in the long run, the company will make losses.
Coaching also disrupts the company’s timelines and operations. This can be noticed in rescheduling operations to create time for coaching and even do preliminary practices based on the knowledge imparted.
The short-term impacts on clients and the entire human resource lie in delayed production and delivery. This is because the otherwise useful time is spent in learning new skills and exercising them. Furthermore, some information offered during coaching may differ with the skills already available. This will create confusion among the employees as they are not used to the skills. The result will be disruption of operations, and thus the company may realize losses.
Continuous Process Improvement
The process involves a gradual change in processes. Accommodating such a change lies in the difficulties it offers to the organization regarding finance. To implement bitwise changes, an organization must be ready to pause given programs which in turn affects other operations. For instance, a maintenance operation on its halts almost the entire production process. This reduces the working hours of employees hence may require compensation for time lost. The company, in turn, makes losses for paying for costs of unproductive time.
The process may also disrupt managerial operations. This is because the primary stakeholders will have to undertake supervision and oversight during process improvement. The later adds to the time lost and costs of compensation as well.
With the disruptions at work, some employs may resort to resignation since they may not cope with the changes. Take for example introduction of computers in an institution where clients do not know the machine, and they have to use it; some will prefer migration rather than learning the skill.
Brainstorming
Brainstorming is a useful method of finding possible solutions a ...
This document discusses various ways to motivate employees in the workplace. It describes several key terms that can effectively drive and inspire employees, including direct verbal encouragement, recognition, a sense of accomplishment, job enrichment, telecommuting, flexible schedules, variable pay, and inclusion and empowerment. Direct praise, recognition for good work, opportunities for growth, and flexibility are some strategies that can fulfill employee needs and boost performance. Motivation is important for organizational success in today's diverse global business environment.
The document discusses how business practices need to change to adapt to a global knowledge environment. Specifically, it notes that flexibility is now essential for businesses and employees. It outlines 11 key changes required, including the need for mobility over centralization, customization over standardization, encouraging human abilities over prioritizing machines, empowering employees over strict supervision, retaining knowledge workers, pushing decisions down hierarchies, fostering mutuality between employers and employees, redefining performance measures, accommodating complex employee lives, focusing on employee well-being, and reinventing practices with a flexible human capital approach. Overall, the document argues flexibility is necessary to attract and retain top talent, solve organizational challenges, and gain a competitive advantage.
Maintaining Value of Engagement in Remote Work (1).pdfTuring.com
Turing is a data-science-driven deep jobs platform helping companies spin up their engineering teams in the cloud at the push of a button. Based in Palo Alto, California, it is a fully remote company of 500 800+ people who help connect world-class remote software engineers with world-class companies.
Turing makes the remote hiring journey easy and rewarding for both companies and developers. With Turing, companies can hire pre-vetted, Silicon Valley-caliber remote software talent across 100+ skills in 3-5 days. Also, Turing democratizes opportunities for remote developers from around the world by offering them high-quality software jobs with top US firms.
Turing's Intelligent Talent Cloud uses AI to source, vet, match, and manage over a 1.5 million developers worldwide. This, in turn, helps organizations save valuable time and resources as they build their dream engineering team in a matter of days.
For more info, head over to: http://turing.com/s/yB8zZu
Employee Motivation 101: 5 HR Tips for ManagementKashish Trivedi
Employee motivation is a complex thing and something most HR professionals have struggled with at some point.
If you’re wondering how to increase employee satisfaction, productivity, and, in turn, business outcomes, you’re not alone.
Psychologists have long debated this topic, and their findings provide a gateway to effective employee management.
In this blog post, we’ll explore the psychology behind employee motivation and dive into the solutions that will make your employees thrive.
Positive Impact of Remote Work on Companiesroeland8
In recent years, remote work has become an increasingly attractive way of doing business. This shift towards remote work, initially brought about by necessity during the pandemic, has revealed many advantages that extend far beyond convenience. However, despite these advantages, many companies have also chosen to return to on-site-only or hybrid work.
No doubt that remote work can come with challenges. But it also comes with benefits beyond managerial preferences. This is why it's worth looking at it more thoroughly and understanding the holistic potential including increased profitability, productivity, diversity, and sustainability which we will look into here.
At the same time, we believe it may be a case-by-case decision. We want to provide you with a solid foundation to make the decision for your business to have a partial or full adoption of remote work practices, and to benefit from its upsides.
As advocates of remote work, we want to share our first-hand experiences and insights from other remote-first companies. By doing so, we hope to address any lingering doubts and misconceptions surrounding remote work, while also emphasizing its incredible potential for businesses across sectors.
The document discusses data leakage detection. It introduces data leakage detection and describes why data mining is used. It defines key terms like data leakage and data privacy. It then describes the existing system that can detect hackers but with limited evidence, and the proposed system that can better trace hackers with more evidence. It also lists the types of employees that may leak data, such as the security illiterate, gadget nerds, unlawful residents, and malicious employees. Finally, it provides an example figure of data leakage.
This qualitative systematic review synthesized 77 papers reporting on 60 studies to understand patients' experiences of chronic non-malignant musculoskeletal pain. The key finding was that patients experience chronic pain as an adversarial struggle on multiple levels, including affirming their identity, reconstructing their identity over time, explaining their suffering, navigating the healthcare system, and proving the legitimacy of their pain. However, some patients also expressed a sense of moving forward alongside their pain. The review provides insight for improving the patient experience by better understanding their pain and forming collaborative partnerships to help patients manage their condition.
The document provides a marketing plan for Amabrush, the world's first automatic toothbrush. It includes a situation analysis covering external factors like regulations and competitors, and internal factors like employees and suppliers. It also includes a SWOT analysis, marketing objectives, and a target market segmentation table. The overall goal is to raise funds for production and distribution of Amabrush through the Indiegogo website.
This document provides an overview of the UN Guiding Principles on Business and Human Rights and discusses related topics. The UNGP outline the responsibilities of corporations regarding human rights violations and determine accountability. They state that businesses must respect human rights, conduct human rights due diligence, and provide remedies for victims of human rights abuses. The document discusses debates around the UNGP and their limitations, and examines issues like the rights of indigenous groups, people with disabilities, children, and more. It also explores the roles of states, NGOs like Amnesty International, and technology in upholding business and human rights standards.
Domino's Pizza Inc. is the largest pizza chain in the world, headquartered in Ann Arbor, Michigan. It was established in 1960 and has over 17,000 stores globally. Domino's faces a class action lawsuit from employees claiming wage underpayment and issues with franchisees demanding cash from workers for visas. Its strategy focuses on increasing carryout orders over delivery and doubling its global store count to 10,000 by 2025. However, this strategy faces risks from the COVID-19 pandemic which has reduced demand and forced some store closures. A financial analysis shows rising annual revenue but identifies the pandemic as a current top risk.
The documentary film "I Am" explores the questions "What's wrong with the world?" and "What can we do about it?" through interviews with intellectuals and leaders. It argues that too much emphasis has been placed on materialism, competitiveness, and a mechanical view of human nature, rather than collaboration, love and compassion. While the film may take some scientific liberties, its overall message is that cultivating interconnectedness and our natural tendencies towards cooperation can make the world a happier place.
You are an operations manager for WSP plc, a UK-based personal lines insurer.pdfDrog3
RKU Ltd intends to list its shares on the London Stock Exchange within 12 months. As Compliance Officer, the document identifies three significant corporate governance requirements that must be addressed: accountability, remuneration practices, and board composition/development. Two actions are discussed to address these - establishing transparent remuneration procedures and ensuring accountability through regular project updates. The document also provides analysis and recommendations regarding an insurer's existing and prospective business classes to determine risk and viability.
Civil engineering plays a vital role in developing infrastructure that drives societal prosperity. Engineers design and construct buildings, roads, bridges, and other structures essential for daily life. Their work facilitates transportation and supports development. However, climate change poses new challenges by increasing risks like flooding and extreme weather. As a result, civil engineers must collaborate with other experts to account for climate impacts and ensure resilient, sustainable infrastructure. Emerging technologies also influence the field, as smart cities rely on innovations to optimize areas like transportation and resource use through connected systems. Overall, the article discusses how civil engineering transforms lives and societies through infrastructure work, while adapting to changing needs around climate change and technology.
This document proposes research on human resource management practices at Tesco, a large UK retailer. It will examine how improving working conditions through organizational culture change can enhance employee performance. A literature review establishes that organizational culture and employee motivation are linked. Positive cultures that empower workers can increase loyalty, productivity and innovation. Examples from Google and Umpqua Bank show how employee-centric cultures have driven success. The proposed research will involve interviews with Tesco managers and a small employee sample to analyze current culture and make recommendations.
This document provides details about establishing a manufacturing facility in Oman to produce domestic water booster pumps. It discusses conducting market research which shows increasing demand for these pumps due to population growth. The feasibility of starting this manufacturing plant is analyzed, considering available raw materials, resources, and the ability to meet market needs. The objectives, stakeholders, and work breakdown structure of the project are outlined to set up a factory capable of producing 20,000 pumps annually.
A professor has social prestige but lacks economic wealth and status consistency according to Marx. Rostow's stages of modernization suggests luxuries become necessities in the stage of mass consumption. Jim's yearly accumulated wealth is $50,000 before spending on himself or family based on his $100,000 income and $50,000 in mortgage and vehicle payments. Structural functional theory states poverty is necessary for society to run smoothly. Feminism asserts gender is a socially constructed concept with significant impact.
This document discusses food safety management practices at Safwan Curry Paradise, a takeaway and restaurant business in London. It identifies several areas for improvement in Safwan's current food safety systems, including pest control, food storage, cleaning procedures, and facility design. The document provides recommendations on implementing prerequisite programs like Hazard Analysis Critical Control Point (HACCP) to control food safety hazards and prevent foodborne illnesses. Key areas covered include pest control procedures, proper storage of ingredients and finished products, temperature control, cleaning schedules, and improving the overall facility design and layout. Implementing improved food safety management practices following HACCP principles is recommended to enhance food safety at Safwan Curry Paradise.
This document discusses the importance of digital marketing in the 21st century. It notes that digital marketing allows for smooth communication with customers anywhere in the world through various online platforms. The goals of digital marketing are to provide customers with a pleasant experience no matter their location and increase brand recognition for companies. Digital marketing provides benefits like reaching a large global audience and improving customer experience through feedback. While threats include overreliance on internet access and competition from other brands online, digital marketing overall improves lives and business success when implemented correctly.
The document discusses discrimination faced by LGBTQ individuals in the workplace. It summarizes two interviews conducted with LGBTQ individuals for a research project on this topic. The first interviewee, a lesbian woman, discussed facing stigma after coming out but maintaining productivity. The second interviewee, a gender queer person, discussed quitting two jobs due to lack of accommodations and feeling unwelcomed. Both interviews provided insights into how discrimination negatively impacts motivation and engagement at work.
The document discusses Texas's tax system and state budgeting process. It covers topics like the reliance on regressive sales taxes, lack of a state income tax, and dual budgeting system. Key aspects of the tax system include an overreliance on sales taxes that fall disproportionately on low- and middle-income individuals, revenue volatility due to economic downturns, and the general sales tax accounting for 56% of revenues. The dual budgeting process involves both the legislative and executive branches preparing separate budget documents, with the governor and Legislative Budget Board playing major roles in budget formulation.
discuss the technical analysis and Enterprise Value Ratio of the Vonage.docxDrog3
This document discusses the technical analysis of Vonage Holdings Corp. It calculates key indicators such as market capitalization ($1.38 billion), enterprise value ($1,785.6 million), EV/EBITDA ratio (14.43), P/E ratio (33.26), PEG ratio (2.62), and growth rates (45.86% in 2017 and 5.36% in 2018). The analysis finds that Vonage has an undervalued stock based on these indicators. Specifically, its EV/EBITDA ratio suggests it is undervalued compared to industry standards.
Carrer goals.pptx and their importance in real lifeartemacademy2
Career goals serve as a roadmap for individuals, guiding them toward achieving long-term professional aspirations and personal fulfillment. Establishing clear career goals enables professionals to focus their efforts on developing specific skills, gaining relevant experience, and making strategic decisions that align with their desired career trajectory. By setting both short-term and long-term objectives, individuals can systematically track their progress, make necessary adjustments, and stay motivated. Short-term goals often include acquiring new qualifications, mastering particular competencies, or securing a specific role, while long-term goals might encompass reaching executive positions, becoming industry experts, or launching entrepreneurial ventures.
Moreover, having well-defined career goals fosters a sense of purpose and direction, enhancing job satisfaction and overall productivity. It encourages continuous learning and adaptation, as professionals remain attuned to industry trends and evolving job market demands. Career goals also facilitate better time management and resource allocation, as individuals prioritize tasks and opportunities that advance their professional growth. In addition, articulating career goals can aid in networking and mentorship, as it allows individuals to communicate their aspirations clearly to potential mentors, colleagues, and employers, thereby opening doors to valuable guidance and support. Ultimately, career goals are integral to personal and professional development, driving individuals toward sustained success and fulfillment in their chosen fields.
This presentation, created by Syed Faiz ul Hassan, explores the profound influence of media on public perception and behavior. It delves into the evolution of media from oral traditions to modern digital and social media platforms. Key topics include the role of media in information propagation, socialization, crisis awareness, globalization, and education. The presentation also examines media influence through agenda setting, propaganda, and manipulative techniques used by advertisers and marketers. Furthermore, it highlights the impact of surveillance enabled by media technologies on personal behavior and preferences. Through this comprehensive overview, the presentation aims to shed light on how media shapes collective consciousness and public opinion.
Collapsing Narratives: Exploring Non-Linearity • a micro report by Rosie WellsRosie Wells
Insight: In a landscape where traditional narrative structures are giving way to fragmented and non-linear forms of storytelling, there lies immense potential for creativity and exploration.
'Collapsing Narratives: Exploring Non-Linearity' is a micro report from Rosie Wells.
Rosie Wells is an Arts & Cultural Strategist uniquely positioned at the intersection of grassroots and mainstream storytelling.
Their work is focused on developing meaningful and lasting connections that can drive social change.
Please download this presentation to enjoy the hyperlinks!
This presentation by Professor Alex Robson, Deputy Chair of Australia’s Productivity Commission, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
XP 2024 presentation: A New Look to Leadershipsamililja
Presentation slides from XP2024 conference, Bolzano IT. The slides describe a new view to leadership and combines it with anthro-complexity (aka cynefin).
This presentation by OECD, OECD Secretariat, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
Mastering the Concepts Tested in the Databricks Certified Data Engineer Assoc...SkillCertProExams
• For a full set of 760+ questions. Go to
https://skillcertpro.com/product/databricks-certified-data-engineer-associate-exam-questions/
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Suzanne Lagerweij - Influence Without Power - Why Empathy is Your Best Friend...Suzanne Lagerweij
This is a workshop about communication and collaboration. We will experience how we can analyze the reasons for resistance to change (exercise 1) and practice how to improve our conversation style and be more in control and effective in the way we communicate (exercise 2).
This session will use Dave Gray’s Empathy Mapping, Argyris’ Ladder of Inference and The Four Rs from Agile Conversations (Squirrel and Fredrick).
Abstract:
Let’s talk about powerful conversations! We all know how to lead a constructive conversation, right? Then why is it so difficult to have those conversations with people at work, especially those in powerful positions that show resistance to change?
Learning to control and direct conversations takes understanding and practice.
We can combine our innate empathy with our analytical skills to gain a deeper understanding of complex situations at work. Join this session to learn how to prepare for difficult conversations and how to improve our agile conversations in order to be more influential without power. We will use Dave Gray’s Empathy Mapping, Argyris’ Ladder of Inference and The Four Rs from Agile Conversations (Squirrel and Fredrick).
In the session you will experience how preparing and reflecting on your conversation can help you be more influential at work. You will learn how to communicate more effectively with the people needed to achieve positive change. You will leave with a self-revised version of a difficult conversation and a practical model to use when you get back to work.
Come learn more on how to become a real influencer!
2. WORK FROM HOME 2
Work from home
Working from home has attracted much attention among researchers, managers, and HR
practitioners. It offers both advantages and disadvantages to employers and employees. In
addition, its effectiveness is connected to an organization's performance management strategies.
Furthermore, The phenomenon must be studied to identify its impact on organizational
productivity and the interventions that can be applied to address the challenges that undermine its
impact. Although working from home presents unique challenges, ensuring a strategic HR policy
that governs how the practice is adopted can yield positive outcomes in talent recruitment,
retention, and management.
What are the advantages and disadvantages of WFH employees? for employers?
Advantages of WFH for employees
Work-from-home arrangements have enabled employees to benefit from flexible work
arrangements. Employees have autonomy and the opportunity to determine when they start and
stop their tasks, as long as they are able to complete their assigned responsibilities within the
allocated time (Mangia, 2020). Control over their personal work plays an essential role in
enabling them to achieve positive outcomes in balancing both their personal and professional
responsibilities.
One of the most transformative benefits of remote work is the elimination of commute
time from the daily schedules of employees. According to Courtney (n. d), the average one-way
commuting time is 27.1 minutes, translating to an hour that is spent on the road daily. This
results in commuters spending about 100 hours in their commute, with 41 hours of those being
stuck in traffic (Courtney, n. d). Some commuters spend up to 90 minutes or more each trip,
which results in a lot of time being lost in unproductive endeavors (Courtney, n. d). This is a
3. WORK FROM HOME 3
significant problem as it is associated with increased levels of stress and anxiety. Furthermore,
employees who commute for more than 10 miles daily for work experience increased risk of
depression, high blood sugar levels and cholesterol (Courtney, n. d). As such, removing the
commute contributes towards better physical and mental health for the employees. Moreover, the
time saved from the commute can provide an opportunity for the employees to focus on other
priorities outside their professional responsibilities. For example, they can be able to spend more
time sleeping, with their family and having a healthier lifestyle. The time saved from the
commute can be allocated to continuous learning, exercise, rest or spending time with family
members. This makes it an attractive proposition for professionals who are starting families or
raising their children. As such, this can be a source of competitive advantage in the job market as
employees can be urged to embrace the practice.
The location independence that is associated with telecommuting frees employees to
access a broader range of career opportunities. For instance, employees are able to pursue
meaningful careers while operating as digital nomads (Choudhury, 2020). Additionally, the
people who have to relocate frequently, such as the spouses of military professionals can pursue
professional opportunities without disruption. It can also help employees to avoid high housing
costs that can enable them to experience more financial freedom. Working from home frees
people to pursue their profession without being tied to living in metropolitan areas.
In her article, Courtney (n. d) reported that employees who work from home can generate
about $ 4, 000 in savings annually. This savings can accrue from a reduction in the usage of gas,
car, and maintenance fees. In addition, they do not have to spend a lot of money on lunch.
Furthermore, employees are able to enjoy a comfortable work environment due to the ability to
customize their office. The reduced interruptions, office politics and noise can enhance employee
4. WORK FROM HOME 4
productivity and organizational performance. Remote work can allow employees to focus on
what works best for them. Moreover, employees who work remotely are more likely to be more
loyal and satisfied with their work. The reduction in the interruptions and politics that
characterize the office environment can strengthen employee relationships. In the article,
Courtney (n. d), reported that 72% of employers stated that working from home can improve
employee retention. In this regard, offering work from home opportunities can play an essential
role in enhancing the competitive advantage of companies in the labor market.
Employees can benefit from working from home by taking advantage of the increased
flexibility to engage in physical activity. In addition, they can eat healthier and ensure they have
less exposure to illness. Furthermore, it affords them more opportunities to recover from illness
and care for their loved ones. Additionally, employees have the power to create a comfortable
and ergonomic workspace when they work from home.
The higher autonomy enjoyed by employees can enable them to become more
productive. Additionally, they are likely to benefit from having fewer interruptions when they are
engaged in their work. The employees can also customize their work set ups to fit their needs and
interests (Michael & Smith, 2015). This can be beneficial for disabled employees who would
benefit from the development of a work environment that is responsive to their situation.
Furthermore, virtual work provides opportunities for employees to become digital
natives. The utilization of technologies plays an essential role in enabling them to achieve their
goals. Additionally, it provides an opportunity for employees to develop digital literacy which
can be essential in continuous learning and professional development. Ensuring that
organizations are able to cultivate the right skills will play a key role in positioning them to
5. WORK FROM HOME 5
achieve positive outcomes. The possibility of working remotely can be an attractive proposition
for young people who want to have a flexible lifestyle that affords them the opportunity to travel.
Disadvantages of WFH for employees
Working from home may cause some employees to suffer from a sense of isolation as
they are not able to interact with their coworkers and colleagues. The reduction in social
interaction and activities can undermine the mental health and well-being of some employees
(Galanti et.al, 2020). Additionally, other distractions may emerge which undermine the
productivity of the affected employees. For example, interruptions from children, pets, friends
and neighbors can undermine the ability of an employee to concentrate on what they need to do.
As such, the employees need to clarify that they have professional engagements and should not
be interrupted.
One of the most underrecognized disadvantages of working from home is the fact that it
results in a situation in which a person is perpetually at work. Being in a situation where work
does not end can cause employees to feel stressed, anxious and demotivated. Besides intruding
their personal and social lives, it can result in a violation of the rights of employees.
Working from home can be a challenging endeavor that undermines employee
productivity. For example, some employees may have difficulty working without direct
supervision. The ability to walk and do other activities can also have an adverse effect on the
concentration of the affected employees.
The employees who prefer being part of a community and engaging in team work may
find this arrangement disconcerting for them. The lack of direct interaction can undermine
communication capabilities and cause poor team performance. While teleconferencing tools such
as Zoom and collaboration platforms such as Slack have provided effective resources for virtual
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teams to work together, they are not as effective as sitting in the same room and brainstorming
together. The over-scheduling of meetings which is prompted by the difficulties in
communicating together can cause frustration among the employees.
Employers may suffer from a deterioration in the development of tribal knowledge.
Typically, organizations develop norms and unspoken rules of behavior that can be difficult to
understand when employees work from home. The best way to learn some of this information is
through trial and error, and observation. In a remote work setting, its possible for some
employees to hoard this knowledge as a means of accruing power. Moreover, a lack of
documentation could inhibit organizational learning in ways that undermine the development of
institutional competence.
Conflict between employees may go unaddressed for much longer than it should due to
the lack of opportunities to resolve them quickly. The lack of data and body language could
cause hatred among employees. Moreover, some employees may not know when they cause a
conflict and thus would be unable to take steps to resolve it. This could undermine team cohesion
and expose an organization to poor performance in the long-term.
Inefficient information flow could also introduce many challenges in the organization. In
a remote work setting, some employees may not know what is happening due to the challenges
in information sharing. In particular, a person may fail to know what is happening in another
team, an outcome that undermines collaboration across departments. Moreover, the inability to
have face to face interactions could cause anxiety among some employees who could feel left out
when they are not part of decision-making loops. This can be a significant issue for employees
who are at the middle of their careers and thus keen on being involved in projects and activities
that expand their skills and prepare them for bigger roles.
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In this regard, there is a need for organizations to ensure they develop the right type of
competencies that will enable them to succeed in working from home. This could involve
ensuring that employees are able to adopt the right practices that address some of the identified
challenges. For example, employers can collaborate with consultants to train their employees on
effective work from home practices.
Advantages of WFH for employers
Remote work plays an essential enabling companies to achieve their diversity and
inclusion goals by empowering them to hire people from different cultural, geographic, and
social-economic backgrounds. It also enables them to support local communities and the families
of their professionals. This can be integral in enabling them to reduce employee turnover among
employees who are in the middle of their careers.
Employers who embrace working from home arrangements benefit from long-
term savings due to a reduction in operational expenses. For example, a typical company can
generate $11,000 savings per employee annually (Courtney, n. d). Flexjobs, the company on
which this article appeared, reportedly saved$ 5,000,000 annually from remote work due to a
reduction in the continuity of operations, overhead, real estate expenses and transit subsidies.
According to Courtney (n. d), employers saved about $ 30 billion annually due to the reduction
in operating expenses caused by remote work.
Furthermore, the 3,900,000 employees who worked from home during the pandemic
resulted in 600,000 cars being removed from the road (Courtney, n. d). Those who work from
home contribute to a 7.8 billion vehicle miles that are not part of the pollution caused by the
transportation sector. In addition, oil savings of $ 980 million and 3 million tons of greenhouse
emissions are experienced (Courtney, n. d). Additionally, remote work can improve the
8. WORK FROM HOME 8
sustainability initiatives in communities. Reducing commuter travel has emerged as one of the
most effective means of reducing the carbon footprint associated with human transportation.
Since working from home is dependent on technology, it forces organizations to adapt
and grow their strategies in a digital-first environment. This can play a key role in cultivating an
innovation mindset among employees. Moreover, this practice can attract talent that an
organization would not be able to reach otherwise. For example, it can onboard mothers who
would have otherwise been unwilling to come to the office. It is also giving employees more
flexibility in the job market as they can access talent from different parts of the world.
Embracing working from home arrangements can enable employers to benefit from a
reduction in operating expenses. For example, employers do not have to spend a lot of resources
on office equipment. In addition, they can lease less office space and use less stationary. Patanjali
and Bhatta (2022) reported that the adoption of remote work can play an essential role in
improving organizational productivity by reducing overheads while enabling employees to
enhance their productivity. The shift from office environments to remote work can reduce the
tension caused by office politics and improve interpersonal relationships as there will be less
conflict among employees. It also reduces the formation of cliques in the work environment that
are often the cause of conflicts among employees.
Remote work arrangements have expanded the pool of talent from which employers can
recruit. Viktorovich et.al (2020) observed that the practice can enable more employers to have
disabled staff. This is because they can hire employees who would have otherwise not been able
to come to the office. This can play a key role in enabling companies to diversify their talent
while broadening access to working from home opportunities.
Disadvantages of WFH for employers
9. WORK FROM HOME 9
Employers may experience difficulties identifying how they can monitor and improve the
performance of their employees. This can be a particularly challenging endeavor if the role
requires a lot of background responsibilities. In addition, it can take some employees a lot of
time before they are able to resolve issues that could be disruptive on the productivity of their
colleagues. Schawbel (2018) noted that employees who work from home are disengaged and
likely to quit. The observation demonstrates the need for employers to recognize the fact that not
all employees would thrive in a remote work arrangement. As such, they should involve
employees when making the decision on the adoption of remote work arrangements.
Working from home introduces new risks and challenges to employers due to the
utilization of less secure networks. Moreover, having employees access secured databases and
systems from their homes can create immense challenges that undermine the integrity of
organizational data. Employers must comply with relevant regulations and laws in all the
markets where it sources employees from, increasing compliance costs (Pyöriä, 2011). Moreover,
it could increase the risk of unauthorized access as employees rely on public WIFI and other
unsecured networks.
Furthermore, there is a risk that working from home can result in employers lacking
insight into the productivity of their employees. This arrangement can have an adverse effect on
the performance of employees who respond effectively when they are closely supervised.
Additionally, its essential that employees are engaged in an enabling environment that allows
them to achieve positive outcomes. As such, those who benefit from collaborating with their
colleagues are able to achieve desirable outcomes.
Working from home can expose employees to many distractions that would have an
adverse effect on their performance. This could have an adverse effect for employees whose
10. WORK FROM HOME 10
roles require a lot of concentration. Moreover, there is a risk of some employees being negatively
affected by the lack of camaraderie that characterizes office work. In addition, this arrangement
introduces the challenge of finding the right talent who thrive in it. While many employees
would love the flexibility associated with working from home, there are others who would find it
difficult.
Some employers may face challenges in building the organizational culture which they
want. In addition, there may be difficulties in building teams as employees may lack the
opportunity to develop the interpersonal skills that will enable them to succeed. Moreover, its
possible that some employees could face difficulties in developing the trust and confidence in
their peers that is vital to their success. Communication gaps due to the inability to share
information effectively can have an adverse effect on the productivity of organizations.
Employers may face many challenges in onboarding new employees. Moreover,
employees who respond positively to opportunities to develop relationships with their colleagues
may be discouraged from joining organizations that do not meet this need. In many instances, the
ability to develop relationships with others in a work environment can be a key factor for
attracting employees in a work environment. As such, losing this value proposition could
undermine the attractiveness of some organizations for job candidates.
Employees may be discouraged by the decreased visibility associated with working from
home. Many employees want the opportunity to make an impact in their industries and
organizations. The lack of face time with managers and other decision-makers may cause a sense
of isolation among some employees. There is a risk that some employees would feel that
working from home would undermine both their personal and professional development.
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Employers may face challenges in resolving challenges in their operations when their
staff is working remotely. This can undermine crisis management efforts while introducing new
risks in the business environment. Moreover, when employees work in different time zones, there
can be communication gaps that would undermine the performance of the organization. There
are some employees who may not thrive in this environment, especially junior employees who
need to learn by observing others and those who excel in environments where they are given the
opportunity to partner with others. Al-Habaibeh et.al (2021) reported that remote working relies
on the availability of the right resources and an enabling environment for employees to succeed.
Additionally, its vital to ensure that the right kind of employees are given these assignments
because it requires autonomy, knowledge and a high level of competence.
Having employees work remotely could expose the data and information of employers to
unauthorized access. It will have to rely on the professionalism of employees and their ability to
use secure networks. Moreover, some employees who do not have integrity may exploit remote
working opportunities to pursue other interests. However, this can be overcome by using tracking
software to monitor the activities of employees.
Are employees productive when working remotely?
The effect of working remoting on employee productivity has attracted a lot of attention
among stakeholders who are keen to understand its implications on organizational behavior and
performance. According to Glaeser and Cutler (2021), working from home would inhibit
innovation and productivity among employees because of the lack of serendipitous exchanges
that are an essential component of creating new products, services and processes. In their view,
while the practice results in a short-term improvement in employee productivity, this effect is
temporary and does not consistent outcomes in the medium to long-term. Their research
12. WORK FROM HOME 12
suggested that in the long-term, the effects would be serious and undesirable. This can be
connected to a reduction in innovation and difficulties in working as a team. Their concerns with
the negative impact of working from home was exacerbated by the fact that most organizations
in the contemporary society rely on the deployment of knowledge and creativity, which are both
triggered most effectively when people are in the same room.
In contrast, Molla (2022) reported that while many organizations experienced a decline in
organizational productivity when they first switched to working from home, in the long-run, their
long-term performance was positive. Many organizations suffered from a lack of the requisite
management systems, meetings structures, flawed workflows, and inadequate equipment that
was necessary to ensure that their operations were effective. However, as organizations adapted
to the requirements of working from home, they started yielding the benefits. The positive
outcomes experienced from working from home are persuading some managers to continue
relying on either fully working from home or a hybrid arrangement that gives employees this
flexibility. Many organizations have benefited from the working from home arrangement which
has exposed them to opportunities to improve their productivity.
Similarly, Bloom et.al, (2015), in their study established that working from home results
in an improvement in organizational productivity. Besides reducing operational expenses, it
enables employees to choose the style and approach that is most appropriate for them. In
essence, a growing body of knowledge supports the impact of remote work on organizational
productivity.
There is a risk of working from home resulting in the demotivation of some employees.
This could result in poor performance among employees that would have a negative effect on
13. WORK FROM HOME 13
organizational productivity. In addition, it reduces opportunities for peer coaching and
mentorship which could have an adverse impact on the performance of organizations.
According to Apollo Technical (2022), employees who work from home spend 10
minutes daily being unproductive than they were at the office while 47% of them are more
productive. This is because they are more consistent, work more hours and are able to get more
done. A study by Stanford comprising of 16,000 workers over nine months established that
employees increase their individual productivity (Apollo Technical, 2022). On the whole, it is
evident that remote work can enhance the productivity of organizations in ways that make a
meaningful difference. In the post-COVID era, it would appear that some employers intend to
continue with this arrangement because of the benefits.
The debate on the effectiveness of remote work in improving organizational productivity
demonstrates that it could be a subjective issue, with the organizational culture and type of
employees having a more consequential impact. For example, employees who are self-driven are
likely to thrive in remote work assignments. In contrast, those who require close supervision and
direction would face challenges in this arrangement. Additionally, the organizations that rely on
remote work could face immense challenges in ensuring that their people adjust to this approach.
In this regard, the change management efforts adopted by the organization will have a
consequential impact on the outcomes of these endeavors.
How can organizations create employee loyalty when employees work in a
remote environment?
Effective communication can play an essential role in enabling organizations to improve
employee loyalty. This involves communicating the benefits of this arrangement and ensuring
there are standard operating procedures that streamline the operations of an organization. Wang
14. WORK FROM HOME 14
et.al (2021) observed that work design has a consequential impact on the engagement of
employees in a remote work setting. Its vital that organizations ensure they have the right tools
which can be used to ensure that their staff can achieve their goals.
In instances that organizations adopt a hybrid model, they mustn't discriminate against
those who opt to work from home. Instead, there should be mechanisms that are designed to
ensure that the practice advances the goals of an organization. Additionally, its essential that
employers demonstrate good faith in managing remote work.
Moreover, its essential to encourage health and wellness among employees. This is
integral in ensuring that employees feel appreciated and taken care of. Moreover, its good to host
virtual meetings and casual hangouts to cultivate a sense of camaraderie. Furthermore, employers
should ensure that their employees feel appreciated and heard. This could involve encouraging
them to communicate with their team leaders when an issue arises. A failure to address emerging
challenges can have a negative impact on the performance of an organization.
Employers should foster personal connections among their employees. This can play an
essential role in enabling them to develop camaraderie. This is particularly integral in cultivating
employee loyalty among new employees. Keeping communication lines open can also play a key
role in improving the satisfaction and engagement of employees (Wu & Chen, 2020). In turn,
they will be loyal to the organization because they will feel appreciated and valued. Their
involvement in decision-making processes on issues that affect their work will also enable them
to take ownership of the decisions.
Employees need friends at their work place because their work is an integral component
of their identity. This demonstrates the need for having forums and chat rooms where employees
can share information with each other. It is also important that employers ensure that working
15. WORK FROM HOME 15
from home does not undermine their career progression and promotions. When employees know
that they will be solely judged on their competence and performance, they are likely to
experience the psychological safety that is integral in enabling them to achieve their goals.
Building a result-oriented organizational culture can play a key role in enabling
organizations to achieve their goals. The practice will ensure that everyone within the
organization understands what they are expected to do. In addition, it can enable employers to
recruit talented persons who are keen on contributing towards the achievement of desirable
outcomes. Creating a shared sense of purpose can ensure that employees feel engaged and
committed to their work even when they work remotely.
Employers must be deliberate about encouraging their employees to embrace work life
balance. The approach involves being deliberate about encouraging employees to take time off.
Al-Rfou (2021) noted that successful work from home efforts require collaboration between
employers, employees and their family members to ensure they have an enabling environment to
fulfil their roles. Moreover, employees should be matched with the roles that are suited to their
unique abilities, strengths and interests. This will play a key role in motivating them and ensuring
they stay with the organization for a long period.
Creating employee loyalty in a remote work set up requires the elimination of stressors
from the work experience. For example, employees should be involved in identifying the optimal
strategies for sharing updates and collaborating with each other. Moreover, its essential that
employees are actively involved in shaping their work experiences. This can play a key role in
ensuring the employees take ownership of the changes that are made within their organizations.
What is the best compensation and performance management model for
remote workers?
16. WORK FROM HOME 16
Identifying the appropriate compensation and performance management model for
organizations who adopt remote work will have a consequential impact on their performance.
Strategic compensation enables organizations to attract, retain and motivate their staff (Leitao,
Silva & Ubeda, 2016). In this regard, its vital for organizations to identify the aspects that they
should consider and how they can ensure they meet the needs of their staff.
The appropriate compensation strategy should ensure that employees e rewarded for their
role in enabling the organization to achieve its objectives. Moreover, its essential that employees
have incentives for when they perform well. Ensuring that employees are rewarded effectively
can play a key role in motivating them and enabling them to achieve positive outcomes.
Encouraging peer learning and reviews can also play a key role in motivating the employees by
ensuring they learn from their colleagues. This will address an important cause of the resistance
against working from home trends-the fear that it can undermine the professional development of
a person. Ensuring that employees can engage in continuous learning even as they work remotely
will ensure that they are prepared to perform both current and future roles.
Single market compensation is regarded as the most effective means of determining the
salary of employees working from home. Shaikh (2022) stated that this involves setting a
standard pay scale for all employees that is not tied to where they live. Typically, this
compensation approach is based on where the headquarters of an organization are situated. The
advantages of this approach is that it avoids discrepancies among employees and is one of the
simplistic approaches to managing employees. Additionally, it provides an effective short-term
approach when hiring employees for the first time.
However, it is difficult to set a singular compensation rate for organizations that operate
across different locations. Furthermore, it can cause many challenges when an organization
17. WORK FROM HOME 17
attempts to switch to another compensation strategy in the future. The practice can be expensive
in instances when the headquarters is located in an expensive market with high living costs.
Some organizations prefer zone compensation which involves compensating staff based
on their geographical location. The practice can reduce operational expenses and can play an
essential role in enabling employers to target the talent they want. Moreover, it can be more
equitable for employees from diverse locations by responding to the realities of the areas where
they live.
The lack of precision associated with this compensation approach could result in some
employees being under or over compensated. Moreover, it requires a lot of adjustment to ensure
that it accounts for changes in average living expenses. Moreover, it requires ongoing monitoring
and revision, which could increase the cost of Human Resource management.
Local market compensation seeks to reward employees based on what is fair in their area.
Although its similar to zone compensation, it treats each zone like a local market. The benefit of
this data-driven approach is that it is precise and is regarded as the fairest for workers. It can also
be effective in preventing employees from overspending on compensation. It can be difficult to
administer for large companies that are in the process of expansion. It can also increase the HR
costs due to the research required to have the right data. Moreover, it may cause some companies
to miss recruitment opportunities due to the complexity involved.
In order to attract and retain employees, its essential for organizations to understand the
different factors that determine the appropriate compensation strategy for them. For example, its
essential to consider the type of industry within which they operate. Each industry has unique
compensation practices that must be taken into account to avoid losing talent to competitors. The
size and type of an organization can also play an essential role in determining the compensation
18. WORK FROM HOME 18
strategy that is adopted by organizations. For example, a startup would not have the same
resource as an established company. As such, their compensation strategies must take into
account the realities of each organization.
The location of workers is also an important factor when determining the right
compensation strategy. It's also essential to consider the rules and regulations in the areas where
employees work. For example, its essential to take into account the minimum wages, holidays,
sick and parental leave that is associated with each role. Moreover, the experience, skills, and
preferences of employees is an important consideration that must be taken into account.
Strategic compensation requires a proactive effort among employees aimed at
encouraging the right people to apply for roles. In addition, the recruitment materials should
provide all the necessary information that would enable employees to make informed decisions
about being a part of an organization. This involves informing them the compensation approach
used by an organization and the appropriate strategy that should be used by an organization.
Organizations should adopt creative strategies to ensure they have compensation
packages that are aligned to the realities and preferences of their employees. Since working from
home is not always advantageous to every professional, it's essential to customize compensation
strategies to meet their needs. Furthermore, organizations should develop compensation
packages that provide their employees with dignity.
Employers should set and communicate the expectations they hold for their employees.
This will enable them to have clearly defined goals that they should aim to achieve. Furthermore,
adopting a frequent feedback model can play a key role in ensuring those employees who work
from home have a sense of purpose and they do not feel isolated. Employees need helpful, and
actionable feedback which they can apply to optimize their performance.
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Managers should be trained to have meaningful conversations with their employees. They
should be able to have productive engagements with their employees without appearing to be
micro-managing them. This requires recruiting employees who can perform their roles with
minimal supervision; For example, managers should be able to ask leading questions that enable
them to identify flaws in the processes or habits that undermine the performance of
organizations. Managers should be able to function as performance managers who empower their
staff to achieve their potential.
Adopting an outcome-based performance appraisal can play a consequential role in
ensuring that there is emphasis on output. Using objectives and key results ensures that results
are actionable, concrete and indicative of the progress that is made by the employees. Moreover,
its crucial to schedule performance reviews quarterly to ensure employees are able to track their
performance and implement effective interventions in a timely manner.
Employers should encourage healthy boundaries between their work and personal lives.
For example, Pechan (2021) reported that 44% of the employees who work from home log in to
systems earlier and stay on past the clocking out times in an effort to demonstrate their
productivity. In the long run, this can result in burnout among the employees. Developing a
deliberate working from home strategy can play an essential role in ensuring employees achieve
positive outcomes. Moreover, effective remote performance management clarifies the priorities
of organizations and helps them to manage their work effectively.
The balanced scorecard is an effective performance management framework that adopts a
holistic approach in evaluating the performance of employees. The approach involves examining
both the individual performance of an employee and their contribution towards the realization of
shared goals. The practice is integral in ensuring that all the factors that determine individual
20. WORK FROM HOME 20
performance are addressed. The success of organizations in the contemporary society is
dependent on their ability to manage employee performance in such a way that they not only
motivate them, but also contribute towards their professional development. This requires the
adoption of strategic HR management practices which can play a key role in positioning an
organization to succeed.
The balanced scorecard involves the measurement of four important components of a
business. According to Alvarez et.al (2019), besides evaluating the learning and growth that
occurs in the organization, it also addresses the customers, finance, and business processes. This
makes it the right model to measure the impact of working from home because it ensures that the
organization is not only focusing on its prevailing performance, but also its future ones. The
long-term success of an organization depends on the learning and growth that occurs in its
employees. As such, there is a need to ensure that appropriate efforts go into contributing
towards the positive evolution of an organization.
Employers can track the activities of their employees on email and other platforms.
Moreover, they can implement time tracking software to monitor and evaluate the engagement of
employees on the work systems. Additionally, they can create task lists and task management
applications to manage the work of employees. They can also observe subjective factors and
evaluate the managerial reports which they access. Employers should encourage self-reporting
by their employees because this can play a key role in empowering them to take an active role in
promoting their performance.
Conclusion
In sum, working from home is an important phenomenon that is transforming how
organizations organize their workforce. Adopting a strategic and intentional approach can play a
21. WORK FROM HOME 21
key role in enabling organizations to mitigate against the disadvantages of remote work while
harnessing its benefits. Moreover, its essential for the organizations to adopt the balanced score
card in evaluating employee performance and single market compensation. Furthermore, its vital
that employees and their managers are trained on how to manage work from home endeavors. A
failure to address the risks associated with remote work can have an adverse effect on
organizational performance by undermining information flows and collaboration. There is also
the risk of some organizations being negatively affected by losing employees who do not prefer
remote work or are unable to thrive in such settings. The successful adoption of remote work
during the COVID-19 pandemic has persuaded some employers to adopt a hybrid model that
allows employees to work remotely and come to the office on some days. Moreover, some
employers have chosen to go the extra mile and adopt fully remote roles. This requires the
adoption of appropriate performance management and compensation structures that will ensure
the shift does not undermine organizational performance. However, its essential for employers to
appreciate that the most sustainable approach for improving employee motivation is engaging
them and involving them in decision-making processes, and not just offering them opportunities
to work remotely. As such, the adoption of working from home should be coupled with other
strategies aimed at creating an employee-centered organizational culture.
22. WORK FROM HOME 22
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