Carbon Footprint and Employees

Routine Message The following is a list of pros and cons with respect to teleworking or telecommuting.

Pros Better work-life balance Lower commuting costs and time Lower real estate and head office costs Improved carbon footprints Increased productivity Better employee retention rates Cons Makes the company and employees less innovative Less collaboration Ineffectiveness in employees doing their job It can harm an employee's chances of promotion Loneliness PAIBOC Analysis of the Communication Situation P- What is your purpose? The purpose of the message is to understand telecommuting per se the benefits for both of employees and the organization; the downsides with respect to the personnel operating from home.

The objective is to understand how to strike a balance between working from the office and from home to benefit all involved. A -- What is your target audience? This communication addresses all personnel and workforces of Yippee, specifically those working from home. I -- What information must you include in the message? Information that must be incorporated encompasses the key points as to why the cancellation of telecommuting is bound to benefit the company indicating that it has more upsides compared to prolonging teleworking.

B -- How can you build support for your position? In particular, support for this position can be built through clear elucidation and also through making use of real-world examples. This will make it possible to back up the reasons as to why Yippee opts for insisting for the personnel to operate from the office and not from home.

O -- What objections can you expect? The main objections expected is from the employees who have a feeling that working from home gives them a better work/life balance and increases their level of productivity. Another objection would be the assertion that the company is bound to experience more losses through an increase in commuting time of the personnel, the carbon footprint and also poor retention rates.

One of the ways to address these objections is simply to give the personnel a chance to communicate their perceptions, have dialogue regarding the benefits and disadvantages of teleworking and thereafter striking a balance regarding the best way forward. C - What aspects of the context or situation might affect audience response? Allowing the personnel to communicate their standpoints and perspectives as to how both staff and Yippee are bound to benefit and go through might have an impact on the audience's positive response on the action undertaken.

Internal Memo To: Employees Working From Home From: Delores Webber, CEO of Yippee! Date: 29 September 2016 Subject: CANCELLATION OF TELEWORKING Dear Sir / Madam, The purpose of this memorandum is to inform you that Yippee, has now cancelled the provision of teleworking. From now on, all employees that work from home are expected to operate and work from the company premises.

The benefits of teleworking to personnel have been perceived to take into account increased job satisfaction and work life balance, increased productivity, and a decrease in stress associated to the home setting. Currently, about 40% of the company's employees work from home and telecommute from the office. However, despite the fact that telecommuting has become a major trend in the corporate realm, I have serious concerns regarding the productivity of the employees that work from home.

To begin with, whereas they remain virtually linked to the office, a great deal of their time is largely spent alone. Therefore, the work-from-home employees who work physically distant from coworkers can experience a sense of loneliness and seclusion. They may face difficulties and challenges communicating with colleagues they rarely see, or have problems being able to manage the precincts between work and their personal life (Jermyn, 2012).

Regardless of bringing about a better work/life balance, disruptions and interferences at home can get in the way of diligence, and therefore the employee fails to concentrate on important aspects. Usually, the employee necessitates a greater sense of self-control and restraint regarding forming those boundaries. Therefore, this limits the level of productivity of the employee. In addition, it is difficult for the company to assess and evaluate the productivity levels of the employees when working from home (El Akkad and Bowness, 2013).

The solution to this concern is to have every employee working from the office. This will make it possible for the managers to supervise, assess, and provide assistance to achieve desired level of productivity of the personnel. In particular, as pointed out by Bowness (2013), conversations that take place during coffee breaks and along the hallways help the company become more innovative. In addition, working from the office will increase the collaboration amongst the employees.

Being at the office increases the level of communication amongst colleagues when a task becomes difficult or challenging. This is not the case when working from home as the employee has to wait until the time when he or she gets to the office. This therefore slows down the accomplishment of the personnel's task. In addition, by working from the office, the employees will be able to increase their chances of promotion.

According to Tugend (2014), there is less likelihood of employee being promoted, perhaps because they are out of sight when working from.