Friday, July 5, 2013

Work At Home Ensure Productivity
SEO industry allow deserving employees to telecommute. These employees should have exhibited remarkable job performance in the workplace and have contributed significantly in the ongoing success of the organization. This working status is awarded when a certain employee has successfully complied with the minimum requirements depending on what the company decision maker has set. Moreover, these outstanding employees view working from home as a relief from daily exhausting routine - reporting to office eight hours a day, forty hours a week.

Ideally, one can claim that working from home offers a wonderful opportunity to desist from traditional work routine. However, as far as employee's performance is concerned, working from home is not a good motivational tool to promote employee's productivity. Instead, it poses challenges to telecommuters on some important factors that play a vital role in their job performances in the company a recent study shows.

First, apart from SEO industry, working from home is also practiced by other companies that operate under different industries as a way of reward system to worthy employees in their organization. Some companies regard it as a good opportunity to display it to employees merely as a reward system so the same remain trustworthy while they work from home, but the main intention is to reduce expenses on space, utility, and office supplies. Nevertheless, may it be a reward scheme or a way to reduce company operating expenses; both are no longer an effective ways to promote employees' productivity in the organization. To illustrate, a recent study shows that telecommuters are less likely to work forty hours a week. This suggests that allowing employees to telecommute poses a big challenge to their productivity and performance in the company. Once they are off the radar or company's monitoring system, they begin to work in their own phase far more different from the usual and effective way. Hence, when this practice becomes their new routine, they are
likely to experience difficulties on some important elements that have more to do with company wide HR goals.

Second, as mentioned, one of the HR goals is to ensure productivity from each working employee in the organization. This objective is realized and gauged in terms of standard working hours. Because they no longer work on site, regardless of the company's encouragement to play under the same rules even when they are already working from home, inevitably the telecommuters are likely to feel unbound to keep rules and regulations set and only apply in the actual workplace. Also, they see it as an opportunity that gives them liberty to develop their own rules that are not in harmony to the HR goals and play under the same condition. Thus, these rules offer leverage to complete tasks based only on the number of hours required to finish a specific job. In other words, if tasks in one day are completed in four hours or less, that concludes the business working day. Distinctively, this issue will result to violation against standard working hours and
contributes negative impact to company wide HR goals. Undeniably, some would suppose that the remaining hours be spent to redouble the tasks more than a telecommuter is assigned to complete. This is not so. Majority of what happens in the real world is the actual opposite of the assumption.

Third, tasks completed without spending eight hours of honest work from home will result to telecommuters likability to slack-off from work. This seemingly unpleasant activity of the telecommuter is obviously offensive to company's mission and vision goals. For example, an employee who is allowed to telecommute come from a company that requires him (apart from working on site) to work eight hours a day; forty hours a week, well monitored in terms of job performance, paid fix monthly salary including: bonuses, premium benefits, incentives, scholarships grants for selected members in the family and etc. Under the same rules, he works as the other employees who do work in the office but failed to religiously work in standard working hours not because the tasks are completed less than eight hours. It has more to do with the remaining hours spent to non-work related activities. Others may view it as though a fair advantage for the telecommuter, (although tasks are effectively and efficiently done) but this still hurts both the company and the telecommuter big time.

Ultimately, one major misunderstanding in allowing selected employees to telecommute is to assume that it will help the company lessen operating expenses and motivate employees to increase productivity. This should not be the case. Telecommute should be viewed by companies as a competitive advantage against competitors in the same industry to increase productivity but not awarded to employees who can work on site or living within the city where the company is physically located at or else it will hurt the company big time. Companies should only employ telecommute to employees who are living away from the city of the actual business location and employees living and working overseas.

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