Benefits of Remote Work
Rise of telecommuting and the increase in networked separate workplace
As put forward by the State of Work Productivity Report, almost 65% of full-time workers think that a remote work schedule could enhance the productivity and this finding is supported by than two-third of managers stating an increase in overall productivity particularly from the remote employees. In this context, Onnis and Pryce (2016) mentioned that with none of the distractions from a conventional office setting, telecommuting could drive up efficiency of the employees. It could allow the works retain more of their time as well as adjust to their personal as well as physical wellbeing requirements which optimize the productivity. In order to support this fact, Morell et al. (2014) mentioned that removing something as simple as twenty minute commute to work could make all world differences. For example, if an individual falls sick, telecommuting could allow the person to heal faster without being force to be in the office. It could enhance the influence on the overall health. However, in this context, Niazi (2014) have also mentioned that while telecommuting- the umbrella concept for any work happening outside of the conventional office, has increased over the last two decades. By being influence with such approach, some of the business are considering the overly broad policies. For example, the organizations IBM, by understanding the benefits and importance of telecommuting, they are currently in the stage of redesigning their remote workforce with more extending focus and goals (Paroutis, Bennett and Heracleous 2014).
As put forward by Bratton and Gold (2017), almost 65% of the business todays surveyed by the Society of Human Resource Management in the recent year and they mentioned that thy enable some type of telecommuting, which is currently up from the recoded 20% in 1996. Nonetheless, telecommuting appears in several format and almost 77% of the organizations usually dot not let people work from their home or from their preferred location on a full time basis (Barker et al. 2014). For example, most of the organizations tend to allow “ad-hoc” remote work for the individuals who stay home. Furthermore, it has also been identified that technology, for example , the chat program as well as the collaboration software could make the remote work feasible for several white collar workers in the last two decades. On the other side, Gibson (2015) mentioned that the work has also become more team-based and Deloitte Survey 2016 found that almost 38% of the organizations are “functionally” organized in the recent time in which the employees are grouped together by the category of jobs they do. Deloitte also provided the data that one business in California consists of almost 30,000 consistent shifting teams and this is a probable reason that businesses are observing remote work back in place (Currie, Chiarella and Buckley 2016).
Remote Intelligence
As put forward by Deryugin et al. (2015), remote intelligence is referred to the action of getting people employed in the organisations virtually, which means the selected workers will work for the company but not attending office like the employees of traditional hiring process. The employees can work for the company for a long time and they receive all industrial benefits but the major difference in the employment contract is that they do not come to office like people under traditional employment contact. Remote intelligence is mostly used in the private organizations who often have to manage their workforce by cutting cost and remote intelligence is the best option for the companies who are considering the excessive cost of their business. In this context, Wan, Downey and Stough (2014) commented that remote work is now a small part of the employment landscape throughout the history. Due to arrival and development of internet, such opportunities are now abundant, which is influencing several new business to effectively connect to solopreneurs to make them work in the project.
Different Types of Remote Work
When it comes to implementation of the initiatives, some business tend to focus on some particular disciplines. For example, Linkedln got adopted such practice in the business. This new trend is rapidly growing and there is no any argument that9 to 5 and 40 hour work week with the whole am located near the organization is gone now; today, more likely an employee could work on a team where some or all of the workers tend to work remotely. In this context, Ríos-Aguilar and Lloréns-Montes (2015) commented that technology has made it possible for the work environments that have presently become much more flexible and customizable. Due to this popular remote work trends, the workers have become more flexible but it remains as a win-win situation where the businesses have the best talents and the workers get to work on their preferred terms by omitting hassle and cost of commuting. So, this increases the satisfaction level of the employees.
Organizations using remote intelligence
Companies or the business get the best talents when they adopt remote intelligence in their operation because it is observed that the hiring remote workforce is an opportunity to receive the best talents. This is because there many individuals with sky reaching talents and their skills and intelligence make them demanding. They, by agreeing to the term of remote intelligence work practice the companies hire the best talent and save thee operational cost. As put forward by Lal (2015) almost 38% of US workers presently work as the remote workers and this figure is estimated to increase to 50% by next two years. Understanding the importance of such trend many large business and the innovative compares are implementing the remote work strategies. For example an innovative firm base camp permit their employees to work from anywhere,
Following are some major reasons why business hire use remote intelligence.
Happier and productive employees: A study conducted by Hai-Jew (2014), demonstrated that remote employees are increasingly happy in their work terms due to the freedom and flexibility working remotely. The research also shows that remote workers could feel more values and overwhelming which I certainly good for the employees. In this context, Onnis and Pryce, (2016) also commented that workers tend appreciate having the choice between working remotely and reporting to an agency, which empower the employees to achieve work-life integration and eventually give desired prediction to the company.
Recruitment and retention of top talent: It is identified that high performer perform the work by staying wherever they wish to stay. Hence, the employers also provide the opportunity to the employees to meet their family obligations, fuel creativity and increase productivity by working remotely. In addition, Morell et al. (2014) conducted a study and found that the remote workers in China are likely to continue with the companies that offer remote positions; so when the worker are entitled to integrate the advantages of remote work into their work day, the performance actually developed. Eventually, it is also identified that business that hire remote workers tend to open opportunities to seek the top talent from a wider international talent pool.
Remote Intelligence in the Workplace
Decline in telecommuting: Some large organizations such as Books, Banks of America and IBM tend to reduce tor completely eliminate their telecommuting programs. The new data from the Bureau of Labour Statistic in Australia shows that number of Australian workers who tend to work partially being at home declined to 22% in 2016 because remote workers trends is increasing (Communications.gov.au 2018). In telecommuting, most of the worker work under a part-time employment contract. On the other side, Talarico and Duque (2015) mentioned that as part-time contract is associated with telecommuting, there is a gap in the productivity whereas the remote workers work under a full-time contract. In addition to this, Ríos-Aguilar, and Lloréns-Montes (2015) mentioned that the immaturity of some particular some staff members and their lack of ability to pay attention on work being at me is probably the reason behind omitting telecommuting.
Possible threats from remote intelligence to the sustainability of the workforce
A study conducted by Erhart, Matula and Skiba, (2016) mentioned that involving employees, particularly, when half of the workers work from their home office every now and then, is a threat to the organization. Studies reveal that remote workers feel more disengaged compared to the onsite employees. On the other side, Wan, Downey and Stough (2014) mentioned that business have been very quick in implementing a remote work culture but not all employers have achieved success in forming it to make sure that their remote workers stay comfortable and feel part of the organizations. The organizations find it difficult to involve the workfare present in their office floor. Lal (2015) provided that the data that combined the practice with almost 52% of the remote workers keeping a diverse workforce in different regions and the workers working from both office and home is a big challenge that organization face today.
As there is a downturn in the economy, increasing flexibility at work and the belief of the employees in their organization’s effort to develop a differentiated worker experience, it is essential to differentiate the emptions of the people who work remotely to the ones who work in the office premise. The organizations can only then find out the deficiencies in its flexible work culture and set plans for engagement initiative for its remote as well as physical workforce differently; this means developing a differentiated workers experience. Almost each individual in a firm observe that they are being mistreated by their peers and their o disengagement with the firm while the remote worker tend to feel it more often than the on-site employees. Gibson (2015) conversely mentioned that as the companies receive more productivity from the remote workers their attention is fixed at the people working remotely while the people working in the promise get neglected. On the contrary, the skills of those on site of employees could be a big challenge for them and the employers. As the trend of remote work is rapidly increasing, employment development focus of the employers for the onsite employees are decreasing; therefore, there is a skills gaps. In this context, Cubukcu (2018) mentioned that onsite employees are at stake because technology is also developing; so the work that is usually done by the onsite employees will no longer be required.
Adopting Remote Work Strategies
Ethics of using remote intelligence
It is certain that ethics could be a big challenge for the organisations that hire remote employees. As the remote employee are hired on different employment contract, their work procedures and pay structure could be little different than the onsite employees. Hai-Jew (2014) mentioned that problems occurs when the employers do not maintain or keep the equality among between these two types of employment contact. Lal (2015) mentioned that as high productivity is received from the remote employees, some employers create difference in the pay structure and the difference probably do not match with the industry benchmark. On the other side, there are other additional benefits associated with the employment of remote employees; such as the remote employees can take day off and leaves on their own which is not usually provided to the onsite employees. Moreover, each business has to follow and implement the industry employment standards. So, non-compliance to industry standards can be an ethical issue for the business.
Benefits and disadvantages of remote intelligence to supply the elements of core business
Benefits-
Increased productivity- It is observed that virtual collaboration tools could enable or allow the remote employees to collaborate just like they are in the conference room. The workers could use the types of virtual communication in the workplace such as emailing and conference. Fo example, Cubukcu (2018) mentioned that employees are more likely to work for long hours when they work from home
Financial Saving- Type of cost saving could with managing a remote workers; for example, the lower occupancy fees, utilities and supplies. As put forward by Colbert Yee and George (2016), an organizations could save about $2000 per year for work remotely. The organizations could derive the significant savings in facilities costs like office space as well as the parking space requirements when organizational members work remotely
Disadvantages-
Cost of added security requirements: Bailey (2014) mentioned that the cost of arrangement typically require added responses in organization’s network. As the consequence, additional steps need to be taken to strengthen the network in a way that could allow remote access by some individuals while protecting the intruders. So these measures could necessitate a certain amount of cost which may not be essential if the workers did not work remotely.
Loss of existing talents: As the attention is given to the remote workers in business the organizations tend to neglect their onsite hired talents, which creates a skill gaol among the existing employees (Erhart et al. 2016). Moreover, the organizations are also bearing the cost of onsite employees but the productivity is not able to reach the desired range.
Leadership and skills required to sustainability manage the remote intelligence
Managing a remote workforce could be challenging to some employers or the leaders. The following are some of the skills that are highly required for managing remote employees.
Communication skill: Communication skills of a leader is highly required because the employees working in a remote locations interact with leader through internet or any other virtual communication mode (Showmypc.com 2018). Therefore, it is nectary for the leaders to communicate with the respective people and make them understand about the work the work are they are supposed to do.
Challenges of Remote Work
Team building skills: Team building as well as camaraderie are highly important for any team and remote teams are no exceptions. Skilled managers need to go out of their way to build a personal relationship with the remote workers (Frankel 2018). The leasers can check –in time to ask employees about tear personal lives, hobbies and families.
Conclusion:
In conclusion, it can be mentioned that it is true that there is a growing trend of remote workers in the western nations but the development of technology is not undeniable. Technology is rapidly developing which is again a significant threat for the sustainability of remote workforce.
This report provides a complete evaluation of the report the critical management function and essential development of management skills required to deal with managing people. The report mainly focus on the remote intelligence, its use in business and the impact it creates. The major purpose of the report is to review how remote intelligence is being used in business and why companies got the rush to adopt remote intelligence in business. In order to conduct the analysis, 20 different journals articles have been used in the discussion as the supporting materials. The discussion presented in the report also highlights the factors behind the rise of telecommuting and the increase in the network. It has been identified that working from home might have seemed like distant dream (Palthe 2004). In today’s dynamic market environment, telecommuting is the future and with the millennial driving behind such shift in the workforce, remote work was dismissed as another “annoying” in the millennial traits. However, this fact has further been discussed in the report with appreciate evidences. To justify the reasons of selecting remote intelligence, this report also provides a set of advantages and disadvantages of using remote intelligence in business.
References:
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