In the recent past Telework which is a flexible way of working has attracted a huge deal of discussion because of its complex implications on people organizations as well as the society to be able to work at anyplace and at any time. Though, at the moment is no a common accepted description for telework, (Hartig, 2007). O’Mahony & Barley (1999) describe telework as a working by the use of information and communication technologies to facilitate employees and their managers to access their work from distant locations. Though there has been a substantial increase of teleworkers starting from the 1990s, the dispersion of telework has not developed as it was expected. This is unexpected since latest advancement in ICT has considerable decrease the management and coordination expenses that are related with the geographic dispersion of the workforce’s position. Several experts assert that adopting telework is directed by others factors and that are not necessarily technological. While other experts like O’Mahony & Barley (1999 suggest that when analyzing telework, cultural social and even political actors should not be ignored. Hartig (2007) established that worker independence was more crucial compared to technological factor to successful implement telework. This research paper seeks to find study teleworking and its effectiveness on Work-Life Balance among employees in an organization. The research paper will review past studies carried out on this subject into order to answer the subject.
A number of recent tendencies in the recent past have focused extra attention on teleworking. One, there is an increasing trend of achieving an improved work-life balance from teleworking (e.g. Hartig, 2007), Golden et al (2006) general the possibility of achieving improved work-life balance in all regions may not be realized soon Hartig, 2007). Two, there is growing evidence that offering telework results in improved performance of the organization and the teleworker, and it also reduces cases of absenteeism (Stavrou 2005). At the same time is possible that teleworking could help in countries with labor shortage by enabling more women who have younger children to get back to the labor market and be employed as teleworker...
Table of Contents
1. Introduction
2. Resource based effects of telework
3. Telework improves job satisfaction
4. Job satisfaction
5. Negative effects of teleworking: supervisor –teleworker
6. Teleworking results in unfavorable social outcomes
7. Teleworking may hinder career development and advancement
8. Conclusion
9. Reference:
Research Objectives and Themes
This paper aims to investigate the practice of teleworking and evaluate its overall effectiveness in improving the work-life balance of employees within an organizational context by reviewing existing academic studies.
- The impact of teleworking on organizational performance and productivity.
- The role of information and communication technologies (ICT) in facilitating remote work.
- Challenges associated with managing teleworkers, including trust, supervision, and social outcomes.
- The relationship between flexible working arrangements and employee job satisfaction.
- Strategic human resource management (HRM) approaches to support teleworking.
Excerpt from the Book
Overtime
From the very start, the ever possibility of working at home any time coupled by the teleworker being accessible and available almost daily has been observed to inspire over commitment from the employees and to make them work overtime. In order to complete their work, teleworkers might both use the saved up commuting time as well as their own time. (Duxbury et al., 1992; Tremblay, (2002) in a study carried out by the European Commission (2000) it presented numbers showing the difference between real and contractual set working hours. According to the figures, 5o% of the on-site workers worked extra hours each week than it had been agreed in their contracts. This figure increased to 80% when it came to teleworkers. This was attributed to some teleworkers not having checks and balances as their other workers working from offices. At the same time some teleworkers may wish to demonstrate to the organization their abilities, and thus put in extra hours.
Summary of Chapters
Introduction: Outlines the rise of teleworking as a flexible work arrangement and introduces the core debate regarding its impact on work-life balance and organizational outcomes.
Resource based effects of telework: Categorizes the strategic impacts of teleworking on human resource management, including recruiting potential and staff retention.
Telework improves job satisfaction: Analyzes the connection between intrinsic and extrinsic job satisfaction and how flexible work environments influence employee morale.
Job satisfaction: Discusses the link between productivity and the ability to personalize one's work environment while teleworking.
Negative effects of teleworking: supervisor –teleworker: Explores the challenges of maintaining professional bonds and mentorship when physical proximity is reduced.
Teleworking results in unfavorable social outcomes: Examines theoretical perspectives, such as media richness theory, on how remote work can lead to social isolation.
Teleworking may hinder career development and advancement: Discusses the "out of sight, out of mind" phenomenon and its potential impact on performance evaluations and career growth.
Conclusion: Synthesizes the findings, asserting that the benefits of teleworking outweigh the challenges provided that appropriate HRM policies are in place.
Reference: Lists the academic literature and studies cited throughout the research paper.
Keywords
Teleworking, Work-Life Balance, Human Resource Management, ICT, Job Satisfaction, Employee Productivity, Remote Work, Social Isolation, Organizational Commitment, Career Development, Performance Evaluation, Workplace Flexibility, Communication Technologies.
Frequently Asked Questions
What is the primary focus of this research paper?
The paper examines the phenomenon of teleworking and its overall effectiveness in helping employees achieve a better work-life balance while considering organizational impacts.
What are the central themes discussed in the work?
The core themes include the impact of technology on work location, the relationship between flexibility and job satisfaction, and the challenges of managing remote personnel.
What is the main research objective?
The objective is to synthesize past studies and academic literature to answer how teleworking affects both individual well-being and organizational goals.
Which methodology is employed in this research?
The study utilizes a literature review and synthesis of existing academic research and meta-analyses to evaluate the efficacy of teleworking.
What topics are covered in the main body of the text?
The text covers HR strategies, the impact of telework on supervisor-subordinate relationships, career advancement risks, and the pros and cons of remote work regarding productivity and social interaction.
Which keywords characterize this study?
Key terms include Teleworking, Work-Life Balance, HR Management, Job Satisfaction, and Productivity.
How does teleworking affect the relationship between supervisors and subordinates?
The paper highlights that reduced face-to-face interaction can lead to psychological distance and difficulties in mentoring, necessitating a shift from behavioral-based to output-based monitoring.
Why might teleworking lead to increased overtime for employees?
The accessibility and the "always-on" nature of home-based work, combined with a desire to prove one's productivity, often lead teleworkers to work more hours than those in traditional office settings.
- Quote paper
- Silva Tony (Author), 2011, Teleworking and its effectiveness on Work-Life Balance, Munich, GRIN Verlag, https://www.grin.com/document/271564
