The paper, through critical review of secondary data, aims to explore the perceived prospects, success factors, and challenges of this emerging work arrangement for Nigerian employees and organizations. Teleworking practices have been increasing internationally due to the global expansion of organizational boundaries it offers businesses. It had been perceived as a crucial response to competitive imperatives by top multinationals even prior to the Covid-19 pandemic. In Nigeria however, it was the Covid-19 lockdowns that obligated the adoption of teleworking practices by organizations, as a means of business continuity.
The benefits of teleworking offered in the business environment during the period have since brought about conjectures it could become part of the “new normal’ even after the pandemic. Despite this, the globally reported prospects and challenges for employees and organizations have largely not been investigated in the Nigerian context.
Table of Contents
1. INTRODUCTION
2. TELEWORKING: MEANING, PRACTICES AND REQUIREMENTS
2.1. Meaning of Telework
2.2. Types and Practices
2.3. Telework requirements
2.3.1. Organizational factors
2.3.2. Employee/Personal factors
3. PROSPECTS AND CHALLENGES OF TELEWORK
3.1. Prospects
3.1.1. Prospects for organizations
3.1.2. Prospects for employees
3.1.3. Benefits to the society
3.2. Challenges
3.2.1. Challenges for organizations
3.2.2. Challenges for employees
3.3. Role of HR/Management
3.3.1. Communications
3.3.2. Performance Management
3.3.3. Occupational Safety and Health (OSH)
3.3.4. Legal and contractual implications
3.3.5. Tailor working arrangements to the employee
3.3.6. Training and development of teleworkers
3.3.7. Work-life balance
3.3.8. Trust and Organizational culture
3.3.9. Change management
3.3.10. Involvement of social partners in the design and implementation
4. CONCLUSION AND RECOMMENDATIONS
Objectives and Research Focus
This paper aims to critically review secondary data to explore the perceived prospects, success factors, and challenges of teleworking as an emerging work arrangement specifically within the Nigerian context, considering the necessitated adoption during the COVID-19 pandemic and its future potential.
- Analysis of teleworking definitions and diverse implementation practices.
- Examination of organizational, employee, and societal benefits of remote work.
- Investigation of key challenges hindering effective telework adoption in Nigeria.
- Evaluation of Human Resources management roles in supporting successful teleworking.
- Assessment of occupational safety, legal implications, and work-life balance in virtual settings.
Excerpt from the Book
3.1.2. Prospects for employees
Teleworkers have the flexibility to shape their work environment motivates them to perform to the best of their ability. This reduces stress levels, improves well-being, work-life balance, and creativity. Other prospects for employees include:
Reduced traveling time, exposure to traffic congestion, and the air pollution associated with it while conserving car fuel and transportation expenses
Less pressure on the job and a better social life, work-life balance, and improved ability to think clearly and analyze issues logically
Increased employee proficiency with digital work tools
Increased job satisfaction because of a reduction in stress levels
Affords dual-career couples a balance between work and home life
Greater well-being especially in women as a result of being present in both work and family lives. A study by Kossek et al. (2006) found that greater autonomy associated with teleworking led to the less frequent occurrence of depression in women (Ahmadi et al., 2000; Siha and Monroe, 2006; Kossek et al., 2006; Swink, 2008; Grant et al., 2013; Glenn-Dutcher, 2016; Richter et al., 2020)
Summary of Chapters
1. INTRODUCTION: This chapter contextualizes the global shift towards teleworking, driven by cost-saving pressures and digital advancements, and highlights how the COVID-19 pandemic accelerated its adoption in Nigeria as a business continuity strategy.
2. TELEWORKING: MEANING, PRACTICES AND REQUIREMENTS: This section defines telework, explores its various forms—from multi-site to mobile arrangements—and outlines the essential organizational and individual factors required for a successful program.
3. PROSPECTS AND CHALLENGES OF TELEWORK: This core chapter provides a comprehensive review of the benefits for organizations, employees, and society, while simultaneously addressing the significant barriers, particularly within the Nigerian business environment.
4. CONCLUSION AND RECOMMENDATIONS: This final chapter synthesizes the findings, acknowledging that while teleworking poses challenges in the Nigerian setting, it offers a necessary competitive edge, and provides actionable recommendations for organizations to effectively implement these practices.
Keywords
Teleworking, Telecommuting, Remote Work, Nigeria, COVID-19, Work-Life Balance, Organizational Performance, Digital Proficiency, Virtual Teams, Human Resources Management, Infrastructure, Occupational Safety, Employee Well-being, Flexibility, Business Continuity.
Frequently Asked Questions
What is the primary focus of this research paper?
The paper focuses on investigating the prospects, challenges, and success factors of teleworking as an emerging work arrangement specifically within the Nigerian context.
What are the central themes discussed in this document?
The central themes include the definition and types of teleworking, the impacts on organizational and employee productivity, health and safety implications, and the role of management in facilitating remote work.
What is the main objective of the study?
The main objective is to provide a critical review of secondary data to understand how Nigerian organizations can leverage teleworking to advance their competitiveness despite existing infrastructural and cultural challenges.
Which research methodology is employed?
The paper utilizes a critical review of available secondary literature and published global best practices regarding teleworking.
What topics are covered in the main body of the text?
The main body covers the meaning and types of telework, the requirements for implementation (organizational and personal), the prospects for various stakeholders, specific challenges, and the strategic role of HR in managing virtual workforces.
What are the key terms that define this work?
Key terms include Teleworking, Remote Work, Nigeria, COVID-19, Work-Life Balance, and Human Resources Management.
How does the author view the impact of COVID-19 on teleworking in Nigeria?
The author views COVID-19 as the primary catalyst that forced Nigerian organizations to adopt teleworking as a crisis-mode business continuity measure, leaving little time for preparation.
What specific challenges for Nigerian employees are highlighted?
The paper identifies erratic electricity, poor internet service, social misconceptions about flexible work, and difficulties in separating professional life from domestic responsibilities as major challenges.
Why is the "role of HR" considered essential in the text?
HR is considered essential because it is responsible for managing communications, performance, safety, and cultural integration in a virtual environment where traditional supervision is no longer feasible.
Does the author believe teleworking will persist in Nigeria after the pandemic?
Yes, the author suggests that teleworking has the potential to become part of the "new normal" if organizations adopt practical, actionable measures to address its unique challenges and leverage its benefits.
- Quote paper
- Ademolu Adediran (Author), 2021, Teleworking in Nigeria. Issues, Prospects and Challenges, Munich, GRIN Verlag, https://www.grin.com/document/1140058
