Working from Home Outline

Introduction: The importance ofemployee commitment and productivity to the organization cannot be understated. Unfortunately, organizations often grapple with thedecreased commitment and productivity of their employees, whichaffects their productivity in the long-term. This necessitates theestablishment of strategies that would shore up these elements.

How can this issue be solved inthe organization? Allowing workers to telecommute or even work from their homes has been examined as one of the strategies that wouldcome in handy in enhancing productivity and commitment.

Thesis statement: While there arevaried opinions regarding the efficacy of working from home, it isevident that the concept would be beneficial to both the employeesand the organization at large.

First argument: Working from homeallows employees to have flexible working hours and location, whichenhances their efficiency and enthusiasm in the workplace.

Second argument: Reduced cost forthe employees and the organization.

Third argument: Working from Homeand communication: Working from home enhances the level of communication between employees and their managers, which enhancesthe working relationship and productivity in the long-term.

Fourth argument: Effects ofworking from home on creativity: Working from home allows forenhanced independence of employees from the influence of theirmanagers, thereby stimulating creativity.

Counterargument: Working fromhome would decrease the loyalty of employees to the organization. Further, they may not be comfortable in their homes and thestressful situations may reflect on their productivity.

Rebuffing the argument:

Conclusion:

Working from Home

The importance of employeecommitment and productivity in a business entity cannot beunderstated as far as the overall productivity of the organization isconcerned. This is particularly considering that the productivity ofthe organization is, almost always, tied to the productivity ofindividual employees. Of particular note is the fact that theproductivity of the employees is primarily determined by their jobsatisfaction, commitment to the business entity, as well as theloyalty they have to the entity. Recent times have seen aconsiderable reduction in these elements in a large proportion ofbusiness entities and organizations. Indeed, numerous businessentities grapple with increased employee turnover even as theremuneration rates are higher than the average in the market. Ofcourse, numerous reasons have been given for this high turnover.However, the three factors identified above have played a fundamentalrole in the increase of the same. Questions have been asked regardingthe most appropriate and effective way of enhancing employeecommitment and productivity and job satisfaction. In the contemporaryworkplace, scholars have acknowledged the increased importance ofenhancing employee independence with regard to the location and timeof working. This has brought to the fore the increased importance ofthe relatively new phenomenon of working from home or telecommuting.Aided by the increased technological advancement in the contemporaryhuman society including computers, the internet and cloud technology,a large number of companies are increasingly allowing their employeesto work from other locations. However, questions have been asked onthe effects of telecommuting or working from home on employeeproductivity and commitment to the business entities. While there maybe varying opinions on the efficacy of working from home, it isevident that the concept would be beneficial to both the employeesand the organization at large.

First, working from home allowsemployees to have flexible working hours and location, whichenhances their efficiency and enthusiasm in the workplace. This isput more precisely in the fact that telecommuting and telework orworking from home allows individual employees to have flexibleworking hours and locations. Scholars have underlined the importanceof this flexibility as far as the contemporary business environmentis concerned since it allows individual employees to come up withtheir own schedules and work with the time that is most convenientand in the most appropriate place for them. This is bound to increasethe level of job satisfaction in the employees particularlyconsidering that they would see themselves as fundamental players andrecognize that the organization values themselves highly to theextent that it gives them the independence to make fundamentaldecisions regarding their schedules for working. Researchers havenoted that this perception would be most likely to increase the levelof enthusiasm and motivation among the workers with regard to theirchores and responsibilities in the business entity and, therefore,their commitment to the same.

In addition, telecommuting orworking from home allows individuals and business entities to makesome savings on their finances and even time. Needless to say,working in the conventional offices involves considerable expensesincluding travelling or commuting costs not to mention the overpricedand, often, unhealthy foods that one is forced to take.Organizations, on their part, have to grapple with the increased needfor space that would accommodate the individuals, as well as theconsequent bills and utilities that come with increased numbers ofworkers. Similarly, a large proportion of time is used commuting fromone place to the other especially in instances where there aretraffic jams, not to mention the time that is wasted on unnecessaryoffice banter. Telecommuting eliminates all these costs since workerswould not need to travel to other places rather they only need tohave some gadgets at home and they will be just as good as they wouldhave been in their offices. A large proportion of these workersalready have these technologies at their disposal in their homes, inwhich case the time that they waste commuting from home to work canbe used on other more important things pertaining to their work andresponsibilities. On the same note, a large number of employees areincapable of being committed to the organizations or businessentities especially when they are grappling with dire financialsituations. Being offered an opportunity to save some money would,with no doubt, be crucial in enhancing their job satisfaction andcommitment to the organization in both the long-term and theshort-term.

Moreover, working from homeenhances the level of communication between employees and theirmanagers, which enhances the working relationship and productivity inthe long-term. One of the most fundamental adages of the contemporaryhuman society is that “familiarity begets contempt”. This becomeseven more evident in contemporary working places where employees areoften unwilling and incapable of approaching their managers orseniors with regard to any issue that is affecting them in theworkplaces. This becomes even worse when the managers and seniors areworking in secluded areas away from their subordinates. However, thisis eliminated in instances where telecommuting in any business entityas working from home can allow for the elimination of physicalboundaries that exist between individual employees and their managersor seniors since the employees would be communicating amongthemselves and with their managers through telecommunication linksthat can be used from any location. This allows them to communicatewith each other at any time and any given place. Scholars haveacknowledged that this becomes even more crucial in the case ofemployees who are shy or incapable of expressing themselves. In theconventional business environments, it is common for them to feelleft out or even have to go without some important facilities simplybecause they are incapable of expressing their desires. Needless tosay, this is bound to work against the satisfaction of employees asit often robs them of the opportunity to make any substantialcontribution to the organization with regard to the manner in whichthey are treated. The reduced job satisfaction would decrease theircommitment to the organization and, as a consequence, theirproductivity in the long-term and the short-term. Nevertheless,telecommuting or working from home means that a large proportion ofcommunication among employees or even with their superiors would beundertaken using technology, in which case they get the ability andopportunity to express their ideas and contribute in making thebusiness entities more successful. This has implications on howvaluable they feel in the business entity and, subsequently, theirjob satisfaction and commitment to the same. In this case,telecommuting and working from home would allow for enhancedcommitment and job satisfaction through enhanced communicationbetween employees themselves and even with their superiors.

Furthermore, working from homehas positive effects on the creativity of employees. Scholars havenoted that working from home or telecommuting allows for enhancedindependence from the influence of managers and superiors. Ininstances where individuals work in the conventional workplaces, itis common for them to feel restricted especially with regard to themanner in which they are supposed to do things. Indeed, conventionalworkplaces come with certain requirements pertaining to the manner inwhich individuals are supposed to work or behave themselves withinthe premises. These can be pretty much restrictive to the employeesas they are required to adhere to certain protocols, rules andregulations. Indeed, scholars have acknowledged that the restrictionsare often bound to make employees feel lethargic about their tasksand roles within the organization, which results in decreasedincentive and job satisfaction within the business entities. Whilethere are certain rules and regulations that employees still have toadhere to or follow even when they are telecommuting, a largeproportion of the restrictive protocols are eliminated especiallywith regard to the manner in which employees do particular tasks.This allows employees to experiment and explore new ways of doingthings or accomplishing their tasks in a speedy and efficient mannerboth for themselves and the organizations or business entities forwhich they work. It is worth noting that this creativity can bepretty much stimulating and motivating since a large proportion ofemployees would be likely to feel that they are making substantialcontributions to the organization at large and becoming valuableespecially since their creativity would be involving the utilizationor pretty much of their capabilities in the long-term and theshort-term. This becomes even more fundamental to the satisfaction ofthe employee in the long-term and the short-term in instances whereit becomes clear that he or she is making a difference and a positiveone for that matter with regard to the manner in which things aredone. Of course, this would have a positive impact on the jobsatisfaction of the employee, which also enhances the motivation andcommitment to the organization at large. Needless to say, employeecreativity would be important to the business entity especially ininstances where it involves deriving proper, new and more efficientways of doing things. Scholars acknowledge that the contemporarymarket place is always changing and requiring new and innovative waysof doing things so as to have an increased reach, reduced cost ofoperation and enhanced effectiveness. Indeed, business entities mustbe considerably innovative and creative with regard to the manner inwhich they do things, in which case all efforts to enhance theircreativity should be nurtured. This is the only way that the businessentity would be capable of adapting to new conditions and enhance itscompetitiveness and sustainability in the long-term and theshort-term.

Nevertheless, some scholars feelthat telecommuting or working from home would be detrimental to theorganization and the employees’ commitment to the business entity.Indeed, they feel that working from home has the likelihood ofdecreasing the employee’s loyalty to the business entity. This isparticularly considering the deficiency of rules and regulationspertaining to the time and the things that the employees should bedoing at a particular time. Since working from home involvesdecreased monitoring with regard to the activities of the employeesat any given time, it, therefore, remains that the employee wouldmost likely be doing other things and not dedicating his whole timeto the business entity or the roles and responsibilities pertainingto his job in the organization. In fact, there is a high possibilitythat the employee would be working with the competitors while at thesame time working in a particular organization, which means that hewould have divided loyalty to the entity. On the same note, somescholars note that the main assumption behind working from home isthat the homes are the most serene places for the employees, wherethere is little disturbance. However, this is not always the case asemployees may often be disrupted by other family members, which couldhave a toll on their productivity in the long-term. Similarly, thedeficiency of supervision is likely to increase their laxity and evenreduce their productivity in the long-term.

While this may be the case, itis noted that supervision has little or nothing to do with loyaltyand commitment to the organization. Indeed, scholars have noted thatloyal employees will be committed to the business entity whether theyare being supervised or not. Employees can always engage in otheractivities and even collaborate with competitors even when they areworking within the conventional workplace settings. On the same note,scholars have acknowledged that supervision would not only increasethe costs to the organization regarding finances and manpower, butalso could impede creativity and avert the possibility that theemployees would be under any intrinsic desire or incentive to do goodor be committed and loyal to the organization. In this case

In conclusion, getting employeecommitment is one of the most fundamental goals for a large number oforganizations in the contemporary human society. Indeed, this is theonly way that it could allow for increased productivity,sustainability and profitability for the organization in thelong-term and the short-term. A large number of business entitieshave taken up working from home as one of the strategies forenhancing employees’ productivity. While there may be varyingopinions on the efficacy of working from home, it is evident that theconcept would be beneficial to both the employees and theorganization at large. First, telecommuting comes with immensesavings in terms of commuting time and even financial expensespertaining to the same. In addition, telecommuting allows individualsto have immense freedom with regard to the places and schedules forworking, in which case they perceive themselves as being increasinglyvaluable to the business entity. This, essentially, goes a long wayin enhancing their loyalty and commitment to the organization, aswell as the productivity of both employees and their organizations.Similarly, working from home comes with incentives for creativity andinnovativeness especially with regard to the ways of doing business.This is crucial to the organization since it plays a role in theenhancement of the adaptability of the organization to the dynamicmarket conditions. Of course, there are some limitations that maycome with telecommuting and working from home especially in the caseof employees who require constant supervision. However, the adoptionof the concept can be beneficial to the business entity andemployees.

References

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