Pro's and Con's of Telework from the Employers Perspective Research Paper

Pro's and Con's of Telework from the Employers Perspective - Research Paper Example Teleworking is an instrument that can alter the organization’s competencies (Illegems & Verbeke, 2004). Teleworking has multifaceted implications for the individual, for the organization as well as for the society. This paper evaluates the advantages and disadvantages of teleworking from an employer’s perspective. Lim and Teo (2000) define teleworking as a work arrangement where employees can work out of home during or outside office hours. Teleworking has also been defined as â€Å"Periodic work out of the principal office, one or more days per week either at home, a client’s site, or in a telework center (Nilles, 1998 cited in Hill, Ferris & Martinson, 2003). It involves working through different satellite offices or other remote locations away from the company office (Golden, 2006). Contact is maintained through different office equipments powered by communication and information technologies such as through computer modems, facsimiles and electronic and voic e mail systems. This is the reason that teleworking is more prevalent in countries that have more use of electronic communication. Teleworking is done part-time from home or other remote locations and this results in best output as it can prevent social isolation of the workers (Perez, Sanchez, & Carnicer, 2003). ... The IT industry has a high employee turnover rate globally. Frequent displacement of employees affects the morale of those who remain in the organization. Teleworking can be beneficial to the organization if the employees have a positive attitude towards it. The potential advantages include reduction in office space requirement, capital savings for the organization, and possibility of retention of scarce skills and talents in the organization (Lim & Teo, 2000). All of these in turn could boost the morale of the remaining employees. However, it is important that the employees have a favorable attitude towards teleworking. This has also been found in the case of Spanish firms where the organization can benefit only if the employees are involved in design and programming their own tasks (Perez, Sanchez, & Carnicer, 2003). If employees focus on self-management skills and are able to organize their schedules, set priorities, meet deadlines and asses their own performance, teleworking can be beneficial in Spain. This is because the HR managers are not familiar with technology and its implications. However, the same may not work in the UK as it requires shift in management culture (Perez, Sanchez, & Carnicer, 2003). To encourage teleworking initiative and adoption, an innovative culture is essential to foster and stimulate change as this makes adoption easier. Teleworking provides the organization to improve the way they manage their working activities in all areas of the value steam. To beat the talent war and scarcity of skills, offering such flexible working system enables the organization to offer something beyond the remuneration â€Å"deals† (Morgan, 2004). Telework helps to attract, motivate and retain