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...
Inhaltsverzeichnis (Table of Contents)
- Introduction
- Teleworking and its Effectiveness on Work-Life Balance
- Theoretical Framework for the Outcomes of Teleworking
- Benefits of Teleworking for the Organization
- Benefits of Teleworking for the Employee
- Teleworking: Time Flexibility and Work-Life Balance
- Trust and Support in Teleworking
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This research paper investigates the effectiveness of teleworking on work-life balance among employees within an organization. It aims to explore the benefits and challenges associated with teleworking for both individuals and organizations, drawing upon existing research to understand the complex relationship between teleworking and work-life balance.
- The benefits of teleworking for individuals, such as increased time flexibility and reduced stress.
- The potential for teleworking to improve work-life balance by allowing employees to better manage their personal and professional responsibilities.
- The challenges of implementing teleworking effectively, including the need for trust and support from both managers and employees.
- The influence of social, cultural, and political factors on the adoption and success of teleworking practices.
- The role of technology in facilitating teleworking and its impact on workplace dynamics.
Zusammenfassung der Kapitel (Chapter Summaries)
- Introduction: This chapter provides an overview of teleworking, its growing popularity, and the complex implications it has for individuals, organizations, and society. It highlights the lack of a universally accepted definition of teleworking and explores the various factors that influence its adoption.
- Teleworking and its Effectiveness on Work-Life Balance: This chapter discusses the potential of teleworking to improve work-life balance, citing research suggesting both positive and negative outcomes. It examines the trends driving increased interest in teleworking, including the desire for a better work-life balance and the potential for increased employee performance.
- Theoretical Framework for the Outcomes of Teleworking: This chapter introduces a theoretical framework that explores the mechanisms through which teleworking influences work-life balance. It highlights the importance of psychological mediators, such as autonomy and perceived work-family conflict, and structural moderators, such as the intensity of telework, in shaping the outcomes of teleworking.
- Benefits of Teleworking for the Organization: This chapter explores the potential benefits of teleworking for organizations, including reduced rental costs, improved employee performance, and the ability to attract and retain a more diverse workforce. It acknowledges that organizations may perceive teleworking as more beneficial to employees than to themselves.
- Benefits of Teleworking for the Employee: This chapter focuses on the benefits of teleworking for employees, such as reduced commuting time, increased flexibility, and improved work-life balance. It highlights the potential of teleworking to help employees manage personal responsibilities, such as family care, more effectively.
- Teleworking: Time Flexibility and Work-Life Balance: This chapter examines the relationship between teleworking and time flexibility, exploring both the potential for improved work-life balance and the limitations that can arise from managerial restrictions and social expectations. It emphasizes the importance of trust and support in facilitating a successful implementation of teleworking.
- Trust and Support in Teleworking: This chapter concludes by underscoring the critical role of trust and support in the success of teleworking. It emphasizes the need for managers to trust their teleworkers and for teleworkers to trust their organizations. It highlights the importance of fostering a culture of support and open communication in teleworking arrangements.
Schlüsselwörter (Keywords)
Teleworking, Work-Life Balance, Flexibility, Trust, Support, Organizational Performance, Employee Satisfaction, Time Management, Technology, Social Exchange Theory, Organizational Culture, Work-Family Conflict, Telecommuting, Autonomy, Psychological Mediators, Structural Moderators.
- Arbeit zitieren
- Silva Tony (Autor:in), 2011, Teleworking and its effectiveness on Work-Life Balance, München, GRIN Verlag, https://www.grin.com/document/271564
