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Teleworkers would likely emphasize the reduced or eliminated commuting times previously involved in simply getting to and from the workplace which represents time they can devote to their organizational responsibilities. Furthermore, teleworkers would also emphasize the fact that they are more productive working from home because of fewer workplace interruptions such as incessant telephone calls or chatty co-workers who detract from their efficiency. Many managers as well would like cite the advantages of having a motivated workforce that is empowered to fulfill their organizations responsibilities from home and note the improved employee morale that is likely to accompany such initiatives. Finally, the research also indicated that there are some constraints to such alternative working arrangements, though, including their impact on traditional career trajectories, the problems associated with monitoring performance and productivity and the lack of face-to-face exchanges that some managers may prefer. All in all, though, the handwriting is on the wall for everyone...
This trend spells good news for an energy-hungry country where workers will not be spending several hours every day burning fuel in fuel-inefficient vehicles but will rather be able to devote these hours to more productive work.
References
Ellison, N.B. (2004). Telework and social change: How technology is reshaping the boundaries between home and work. Westport, CT: Praeger.
Joice, W. (2007). Implementing telework: The technology issue two studies examine technology challenges that may pose barriers to mainstreaming federal telework and tell public managers how to overcome them. The Public Manager, 36(2), 64-65.
Nilles, J.M. (1998). Managing telework: Strategies for managing the virtual workforce. New York: Wiley in Vega at p. 6.
Vega, G. (2003). Managing teleworkers and telecommuting strategies. Westport, CT: Praeger.
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