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As it relates to the media, the transition to a work from home environment has created both efficiencies and issues within the industry. Working for home has allowed media companies and professional to maintain business operations through the pandemic. However, working from home has caused workers to work much longer hours as their work does not leave their home. In addition, the longer hours have created high stress levels within media personnel as they grapple with multiple responsibilities. Finally, working from home has caused certain individuals to experience mental health issues related to COVID-19 related stress. Many pundits have offered various solutions to these problems with many businesses adopting a variety of approaches to mitigate the risks of working from home. In all there are three primary responses to the work from home issue. The first response is to allow media to work from home permanently. The second response is to have all media personnel return to the office once properly vaccinated. The third response is a combination of the first two, which allows media personnel to return to the office but on a limited basis (Bick, 2020).
The first option for media industry to all personnel to work from home permanently. Here, the solution from a business standpoint allows the business to significantly reduce overhead. For one, media companies will need less space for their employees. This will lower rental expense as well as other expense related to maintenance of the building. If the media company owns the land, they will also pay less taxes as they utilize less space. These savings can be used to increase employee salaries or innovate their product offerings such as online media offerings. The negative of this solution relates to company culture and its preservation. By having staff permanently work from home it will be difficult for the company to maintains its culture and the benefits of an office environment (Arntz, 2019). The ability to share thoughts and opinions in a face to face meeting is...…is highly needed in the media industry (Bae, 2016). From a negative standpoint, this solution much like the others, will require a large capital investment on the part of the media company. For one they will need to invest heavily in work from home infrastructure and the associated maintenance costs. These costs include investments in servers, storage, security, and personnel to manage the entire system. The costs will also include physical investments in computer monitors, laptops, computer accessories and insurance on these items. In conjunction with the above investments, the firm will also be required to invest in its physical locations as well. This will include improve HVAC and ventilation systems, improved barriers to help alleviate the spread of gems of other contagions, temperature monitoring equipment and much more. Each of these investments may not have a revenue stream attached to them and are instead mitigation investments related to the virus. Those who don’t have the financial capability to make these investments will have difficulty implementing this solution.…
References
1. Arntz, M., B. Y. Sarra, and F. Berlingieri. 2019. “Working from Home: Heterogeneous Effects on Hours Worked and Wages.” ZEW-Centre for European Economic Research Discussion Paper No. Mannheim, Germany, 19-015. Retrieved from 10.2139/ssrn.3383408.
2. Bae, K. B., and D. Kim. 2016. “The Impact of Decoupling of Telework on Job Satisfaction in U.S. federal Agencies: does Gender Matter?” The American Review of Public Administration 46 (3): 356–371. doi:10.1177/0275074016637183.
3. Baker, E., G. C. Avery, and J. Crawford. 2007. “Satisfaction and Perceived Productivity When Professionals Work from Home.” Research & Practice in Human Resource Management 15 (1): 37–62.
4. Baruch, Y. (2000). Teleworking: benefits and pitfalls as perceived by professionals and managers. New Technology, Work and Employment, 15(1), 34–49. doi:10.1111/1468-005x.00063
5. Bick, A., A. Blandin, and K. Mertens. 2020. “Work from Home After the COVID-19 Outbreak.” CEPR Discussion Paper No. DP15000. Retrieved from https://ssrn.com/abstract=3650114
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