Abstract The paper relates that the State Department of Human Resources (DHR) seeks a way to encourage workers to telecommute. The paper presents a study that focuses on incentives that can be offered to encouragetelecommuting. The paper looks at the variables to be employed, methods of data collection and limitations of the study.
Outline:
Conceptual Framework
Research Question
Statement of Hypothesis
Isolation of Variables
Dependent, Independent, and Other Variables
Assessment of Variables
Assessment of Level of Measurement
Methods of Data Collection
Sample Population
Instruments Used
Data Analysis Method
Limitations of the Study
From the Paper "The State Department of Human Resources (DHR) seeks a way to encourage workers to telecommute. The conceptual framework of the current proposed study focuses on incentives that can be offered to encourage telecommuting. The term "incentives" refers to any factor that can be used as an enticement to affect targeted behavior change. It is believed that if incentives can be offered to the target population, these incentives would encourage more persons from among this sample population to perceive telecommuting as a desirable work environment."
Tags: incentives, variables, data, methods, limitations, population
Abstract This paper discusses telecommuting as a work option. Advantages and disadvantages of telecommuting are discussed. The experiences of companies such as Pacific Bell and The Hartford Financial Services Group that have tried telecommuting on a large scale are also discussed. Overall, telecommuting is shown to be a positive ideal, personally and organizationally, as well as for the environment and the community.
From the Paper "Telecommuting is a work option that provides an employee the ability to can work away from a central office base, such as from a home office or "on the move". The content of many jobs is such that they may be done offsite, and those doing these types of work may wish to have the option of working where ever they find it convenient to do so. This may be a good option for a person who is self-employed or a corporate employee whose work places them mostly on the client's site or at various work locations. "
Abstract This paper is a business proposal meant for an organization to advocate a telecommuting program. The paper talks about the benefits of having employees telecommute and potential tax benefits from the state and metro area. It also recommends a project plan for implementing the program.
Outline
Synopsis
Background and Benefits of Telecommuting Conclusion
From the Paper "Telecommuting's emergence as a reciprocal strategy for retaining valuable workers while reducing the costs of operating an enterprise is yielding an entirely set of anticipated benefits for businesses, and creating entirely unforeseen effects on employees, their social networks, and relationships with peers and superiors. Baby Boomers, the foundation of the nations' largest demographic trend in its history, are now beginning to retire, leaving many highly skilled jobs open. The rate of baby Boomer retirement has in some industries been faster than the graduation rate of professionals to take their place. This dynamic has led to a shortage of skilled workers in many industries. The challenge of retaining these workers has led to a generation of employees who have been showered with perks, programs, and incentives to stay in jobs not easily filled."
Abstract This paper discusses the growing trend in today's economy of allowing employees to telecommute, working either from the field or from home part or all of the time. It discusses new challenges telecommuting poses for managers. It concludes that when working with off-site employees, managers must safeguard assets and information in the hands of employees, find ways to measure how much work was performed rather than how many hours were worked and maintain a company culture among otherwise isolated people.
From the Paper " Allowing employees to telecommute working either from the field or from home part or all of the time is a growing fashion in today's economy. Yet it poses new challenges for managers. When working with off-site employees..."
Abstract Some of the issues discussed in this paper are, improvements in telecommuting technology, defining types of telework, remote managing, virtual teams, productivity and satisfaction, use of global labor force, social contact (synergy and learning), switching to virtual networks.
Abstract This paper examines the telecommuting sector of the working public. The paper evaluates a series of seven hypotheses that specifically focus on the implications of teleworkers' Internet use levels. Specifically, the paper looks at why workers choose to telecommute in the context of their work/life balance objectives as well as what aspects of telecommuting jobs contribute or detract from job satisfaction. In addition, the paper attempts to validate that the Internet has become equally balanced as a media source relative to television and newspaper in the context of a telecommuters' use to stay informed.
Outline:
Introduction
Statement of the Problem
Implications of Work/Life Balance on Telecommuting Purpose of the Study
- Needs Fulfillment Theory
- Judgment Theories of Job Satisfaction
Telecommuting Telecommuter Profile
Job Satisfaction and Telecommuting Job Satisfaction, Telecommuting and Autonomy
Hypotheses
From the Paper "From the studies completed of telecommuters' demographics, a polarity is beginning to emerge of remote workers who are members of this trend. Of the 20.7 million employees worked at home at least one day of the cited year according the U.S. Bureau of Labor Statistics (2005), the challenge of demographic research is to discover through research the demographic segments of the most frequent telecommuters. While the definition of a telecommuter demographic model or taxonomy has not been specifically defined in previous research, there are dozens of studies that attempt to define telecommuters demographically. Bailey and Kurland (2002), and other researchers have been quick to define the traditional demographic segmentation criteria to telecommuters while Ford and Butts (1991) have proposed from their research that the polarity of telecommuting demographics are comprised of professional jobs requiring highly unique skills and insights on the high end, and routine, high quantity tasks that require little training or expertise on the low-end."
Abstract This paper researches job satisfaction among telecommuters. It looks at the factors that are required for the development of a motivated and stable workforce and discusses the implications of these factors on the job satisfaction and attitudes of telecommuters. The paper also discusses why workers choose to telecommute in the context of their work/life balance objectives.
Table of Contents:
Introduction
Statement of the Problem
Purpose of the Study
Literature Review
Needs Fulfillment Theory
Judgment Theories of Job Satisfaction
Telecommuting Telecommuter Profile
Job Satisfaction and Telecommuting Job Satisfaction, Telecommuting and Autonomy
Hypotheses
From the Paper "Autonomy as an enabler of job satisfaction for both in-office and telecommuting employees has been researched for decades. For an employee, regardless of work location, to have a sense of ownership regarding their responsibilities on a job, there must be a relatively high level of freedom in deciding how specific tasks are completed. Managers and supervisors granting autonomy to employees is in large part based on the level of trust they have in the subordinates to complete tasks according to agreed-upon expectations and performance. The willingness of managers to provide employees autonomy is often in a matter of degrees. From allowing complex tasks with lengthy timelines to be defined in terms of execution from those employees the most trusted, to the other extreme of micromanagement, the range of autonomy can function in organizations as a barometer of trust between a manager and subordinate as well. Given the integral nature of autonomy within the manager-subordinate relationship, this concept has been studied for decades in the context of managements' ability to gain both higher levels of performance and ownership of tasks from employees on the one hand, while enabling an environment of trust and job satisfaction with employees on the other."
Abstract The paper examines what telecommuting is, its benefits from the business and employee standpoint, for whom it works, and how to measure its success. The paper also looks at the future of telecommuting and concludes that whatever form it takes, human resource professionals must define what works, they must come up with solid benchmarking for effectiveness of the telecommuter, and must have decisive telecommuting contracts with the means to reward as well as terminate the telecommuter.
Outline:
Introduction
What is Telecommuting Challenges for the HR Department
The Future of Telework & Conclusion
From the Paper "The term telecommuting, referred to telework in Europe, has been bounced around since the 1980s, following the gas shortages of the 70's, and employee concerns about spending too much time away from family with long, time consuming commutes to and from the workplace. Today's technological advances with high speed internet service, email, faxes, video cams, make it more plausible for people to telecommute than ever before. However, it is not something that all businesses, managers, or employees embrace even though they may halfheartedly say publicly they support the concept in order to be politically correct in the workplace."
Abstract This study investigates the effect a telecommuting program would have on the creative process in the development of computer software, on the productivity of software development teams and on the organizational commitment of software development employees. The research shows that telecommuting had statistically significant negative effects on two aspects of creativity ? workgroup synergy and exchange of ideas, but has no significant effects on either individual creativity or workgroup creativity. With respect to productivity, the research shows that telecommuting has statistically significant negative effects on two aspects of the productivity dimension ? keeping workgroup members aware of design changes and perceptions of workgroup productivity, but has no significant effects on either keeping workgroup members abreast of project status or an individual's perception of her or his personal productivity. The conclusion drawn in this paper is that software development firms should not implement telecommuting programs in the absence of intensive research to develop strategies to overcome the problems identified in this study. The study recommends the conduct of further research into the issue of the effects of telecommuting on employee commitment. The paper uses numerous tables.
From the Paper "As stated in the proposal for this project, the study investigated three research questions. These three research questions assess the effects of telecommuting on creativity, productivity, and commitment. An experimental design allowed the measurement of the perceptions of the effects on creativity, productivity, and commitment of software developer workgroup members as both on-site workers and as telecommuting workers. Comparing these perceptions through the application of quantitative analysis provided answers to the research questions investigated. The software developer workgroup consisted of 16 members. A data collection instrument administered to the workgroup members following both an on-site project and a telecommuting project provided the data required to assess the research questions. The appendix to this report contains a copy of the data collection instrument. Questions one through four related to the creativity issue, while questions five through eight related to the productivity issue, and questions nine through 12 relate to the commitment issue."
Abstract This paper examines how telecommuting is the act of periodically working out of the main office one or more days a week, either at home or at a telework center. It looks at how research has found that the benefits of telecommuting include increased productivity, improved familial relationships, and decreases in absenteeism. Telecommuters also appear to have increased job satisfaction and increased motivation. In contrast, it shows how a major hindrance to the implementation of a successful telecommuting strategy is the lack of effective communication technology and how many telecommuting employees often feel isolated and overlooked for promotions.
Outline
Abstract
Introduction
Review of Literature
Benefits
Communications
Action Plan for Improving Work Group Performance
Methodology
Analysis and Findings
Summary and Conclusion
From the Paper "Blackwell et al (2002) argues that many employees also have difficulty with the cost associated with securing communications between telecommuters and employers. Employers explain, ?Employer's concerns about supervising teleworkers, the security of sensitive information and the effect of telecommuting on profits often prevent private sector companies from implementing or using telecommuting programs (Blackwell et al 2002).? The authors explain that the current communication methods such as the internet and email require a great deal of security. Hackers, viruses and worms are very real threats that can devastate the infrastructure of a large organization."
Abstract This paper looks at the growing use of telecommuting as a way for companies to run sales forces. It looks at the advantages of telecommuting and cites examples of companies that have used telecommuting to their benefit. It also lists telecommuting strategies recommended by these companies.
From the Paper "Telecommuting is not a new way for companies to run sales forces, but the advent of technology such as laptops, networks and high-speed modems has made it more possible for companies to have employees who rarely visit the home or regional offices of their employers. Before computers, the sales staff of companies who had relatively few sales representatives with large territories often had the sales staff telecommute. The sales staff was provided with company cars, stayed in touch with the office by phone, and mailed such things as orders and sales reports to the company. Today's perception is of workers who sit at a desk in their home all day, possibly in pajamas, connected to others only via their computer (Handy, 1995). However, telecommuting continues to bring significant advantages to sales staff who work in outside sales -- that is, sales representatives who call on their customers personally."
Abstract This paper looks at how computers, the Internet, and other forms of advanced technology have made possible the near-instantaneous transfer of vast amounts of information anywhere across the globe. Because of this, an organization may conduct its operations from anywhere or, in effect, from nowhere. Many contemporary businesses have little in the way of traditional "overhead," their employees are scattered around in different locations, many working out of small local offices, or even telecommuting from the comfort of their own homes. This paper asserts that telecommuting offers many advantages to both employers and workers. Among these benefits are flexibility, lack of additional expenses for a physical plant, and the ability to make use of talent wherever it might be found. Workers benefit by being able to set their own schedules, spend more time with their families, and, in general, manage their time more productively and save on the expenses of genuine commuting. However, telecommuting also has its problems in terms of worker motivation, quality control, productivity, morale, and even environmental impact. Furthermore, this paper asserts that telecommuting can be a terrific success, but it can also be a two-edged sword, with benefits succumbing to disabilities.
From the Paper "Nevertheless, many of the benefits of telecommuting also have their corresponding downsides. The human resources bonanza that has been promised by the new technologies and trends have also raised the specter of difficult relations between management and employees, and particularly between managers or owners of companies, and employees living and working in very different physical, cultural and social environments in widely disparate parts of the globe. Indeed, the incredible array of regulations, legal procedures, labor laws, and so and on, that are to be found from country to country, and even within national boundaries i.e. state or provincial codes, municipal ordinances, bylaws, etc. is of especial concern to the global computer logistics business. As companies can operate across so many jurisdictional boundaries, and across the dividing lines of so many different commercial and manufacturing fields, and even across the frontiers of a multiplicity of distinct corporate entities, an enormous amount of information - and its appropriate regulatory data - must be accurately maintained. Some nations, and nation-like organizations, possess strict rules regarding the transmission of data that contains personal information. In 1998, the European Union created an especially strict ban that completely forbade transmission of data to countries considered not to offer sufficiently-tight controls over data. In general, within the European Union, consent of the employee is necessary in order to process - or in many cases - even store - data, and many of the European Union's member nations have further restrictions governing data usage. Formal differences in national, regional, and local human resource policies find counterparts, as well, in the widely different attitudes regarding employment, work ethic, social distance, rank and status - cultural demands that if not taken into account can cause grave problems for a business. Insensitivity to these cultural preferences can be another factor in declining employee morale that adversely affects customer service and redounds to the detriment of the goals of the customer-centric organization. Once again, accidental errors in these areas can be especially problematic and result in long-term unintentional difficulties."
An analysis of telecommuting, an arrangement that allows employees to carry out their work at a location away from the conventional office, either in the employee's home, satellite offices. or neighborhood work centers.
Abstract This paper discusses the phenomenon of telecommuting, or telework. The paper explains that this entails a way of working, using information and communication technologies in which work is carried out independent of location. The paper presents statistics relating to the increasing occurrence of telecommuting. The advantages and disadvantages of this method of working are explored from both the employer's and the employee's points of view. The paper examines the technology issues that are also present in telecommuting, such as security, the operating environment, and getting remote access to what is needed. The paper also provides a focus on cyber ethics.
From the Paper "During the 1970s and 1980s, telework in Europe was often termed as 'Electronic Homework' and was either based on full time contract or on a freelance relationship with the employer (Nilles, 1996). It has been suggested that an adequate definition of teleworking should include three variables: the location of work, the use of electronic equipment, and the existence of a communications link to the employer or contractor (Nilles, 1996). It is work which relies primarily or to a large extent on the use of electronic equipment, the results of which work are communicated remotely to the employer or contractor. The remote communications link need not be a direct telecommunications link but could include the use of mail or courier services (Nilles, 1996).
The word 'Teleworking' together with various pseudonyms such as telecommuting, networking, flexi place or the electronic cottage, has been used to describe various types of work (Nilles, 1996). The term teleworking has also been divided into three sub-categories in order to specify the many different modes of telework which can be found today (Nilles, 1996). The three sub categories included Electronic Homework, Telecommuting, and Flexi Place (Nilles, 1996)."
Abstract The paper discusses the benefits identified from the use of telecommuting, that include productivity gains, reduced turnover and less traffic congestion. The paper examines these issues as they relate to the U.S. workforce and employers in general and the Department of Veterans Affairs in particular. The paper illustrates the potential benefits telecommuting offers for the Department of Veterans Affairs and provides recommendations for implementation of the telecommuting initiative.
Outline:
Executive Summary
Introduction
Review and Discussion
Conclusion
Recommendations
From the Paper "The Department of Veterans Affairs (VA) has a long and proud legacy based on President Lincoln's Second Inaugural Address to "care for him who shall have borne the battle, his widow and his orphan." To accomplish this mission has required innovative thinking and approaches to the delivery of healthcare services and the introduction of more efficient administrative procedures to address the increasingly complex nature of the VA's mission in the 21st century. One initiative that has proven effective in both the public and private sector in recent years in this regard is telecommuting, or a working arrangement wherein employees work part- or full-time from their homes using existing online communications procedures. Moreover, the infrastructure to immediately integrate telecommuting into the VA's existing employment alternatives is already in place at the VA and the costs of implementation are felt to be very modest compared to the major benefits that can be achieved through this initiative."
Abstract This paper explains how the employee, the company and society benefit from telecommuting. The author points out that the power of the computer and other telecommunication devices now allow employees to work from any location on the globe. The author states that the only losers in telecommuting are those companies that have not gone to this practice.
From the Paper "Companies stand to gain tremendously by employing telecommuters by way of direct savings on real estate costs, relocation expenditure, commute time of employees and other associated costs of having an employee in the office. Moreover, telecommuters are generally available at a lesser cost to the employers. Surveys have demonstrated that telecommuting improves employee lifestyles, recruitment, and retention capabilities."
