Impacts of Teleworking

As most of the employees are teleworking then a lot of office space ends up being saved, which reduces expenditure within the organization and thus easily achieving its goal and objectives. Secondly, due to an increased rate of the competition of late most of the companies are using telework as a form of extending its workers and having flexible work schedules which aid in serving customers and thus retain profit (Baruch 2001). The third reason is that it is cost effective since as it is practiced it encourages adoption of computer technology within an organization. Due to this reasons teleworking has witnessed significant growth since its beginning in the year 1970 to the recent the recent day where it is being adopted by major companies such as IBM, Apple computer, Pacific Bell, Panasonic, California government, AT&T among others.

Background The actual interest of teleworking first emerged 40 years ago with the oil crisis. This has brought about the major confusion between a numbers of organizations who are left sitting on the fence concerning whether or not to join the club. It is as a result of this that, many researchers have embarked on this topic for the purpose of clarifying this major issue which is becoming a trend nowadays. According to research lack of adequate information on ways to conduct teleworking is the major issue which is causing a lot of organization to shy away from this lucrative form of business. Therefore they continue on with their normal working patterns which cause a lot of pressure within the organization as well as among employees yielding few benefits in return.

Besides, it has also come to our knowledge that some of the organization is up to date with the recent technology which acts as a driving force for teleworking. To find out the merits of teleworking to employees working in the organization 4. To find out the relationship between teleworking and work-life balance levels of the employees. To find out how teleworking influences the overall organizational culture. Research question In the review of this topic, different questions were investigated which closely relates to teleworking. Some of them were, how does teleworking aid in increasing organization productivity? What role does technology play in initiating teleworking in an organization? What are some of the implication teleworking has on employees? Does teleworking play a role in the formation of work-life balance levels of the employees? How does it impact the organization culture? Hypotheses Null: If a group of employees who are in organization telework for a month and another group don't telework any difference will be realized in terms of productivity.

Besides many organizations, looking forward to adopting teleworking, research has suggested that, only specific individuals are normally suited for this specific job. In connection to this aspect of an organization, they have come up with a number of characters which happen to be crucial for teleworkers who are looking forward to succeeding. However, a lot of this characteristics are entirely based on speculation. According to a scholarly article written by Loverdes, the performance of most of the employees is positively impacted by telecommunicating despite being based on personality characteristics. According to most of the researchers however for on to succeed as teleworker you must be self-centered, motivated, focused, organized and self-reliant Increased employees satisfaction, is one of the advantages which is commonly cited by most of the researchers.

In short teleworking contributed to a happy lifestyle of employees since it is through it that cohesion has been tremendously increased between work and life something which makes the employees has a feeling that managers cared for them. Reduction of cost Adoption of teleworking allows the organization to end up reducing different expenses. This typically realized since teleworking reduces, energy consumption, office space, overcrowding of offices as well as parking spaces. For instance, IBM in the US reported that it saved up to US$75 million by selling off buildings and the actual reduction of the leased office space (Creswell 2014). The similar case was observed at AT&T whereby the alternative work initiative saved an estimate of close to US$ 460 000 annually. They will be required to undertake an examination to check their eligibility.

Those who will be lucky enough to pass the assessment will be invited for an interview whereby those who will pass the interview will be recruited. Sample size This will be normally be determined by how broad the research is. The larger the research, the broader the research processes and thus the higher the overall number of participants. In our context, the research will range between 100 to 200 participants. Variable 3: organization culture it is measured by the cohesiveness possed by employees who are teleworking and those who are not teleworking. Instrument used The survey was used to measure the change in organizational culture. This was achieved through the following questions to the employees, what are some of the new methods of working are utilized by the organization? Are there changes in leadership and management? Are new working methods for those employees who don’t telework? Validly of the anonymous survey Being anonymous it will be centered on a certain set of aspects within an organization and it will involve specific members of the organization both who telework and who don’t telework.

This will end up providing valid results Sample items Some of the sample items presented from assessment include goods produced, two teleworking employees, two non-teleworking employees, office stationeries, a number of family members of both teleworkers and non-teleworkers, Statistical analysis For the case of productivity which involved data in singular number we used univariate data analysis which included t-test, z-test, f-test and Anavo one For other variables contained in hypotheses such as happiness and balance of life and work, several multivariate were performed such as factor statistical analysis and discriminant data analysis. Mostly we applied t-test in this research for the sole purpose of examining the difference in mean variance of production achieved through teleworking as compared to non-teleworking. Mitigating Threats to Validity The biggest threat to legitimacy was found out to be poor analysis brought about by lack of understanding of the SPSS procedure.

Other threats include viruses, software complication among others. To solve these participants were equipped with the right skills to present a zero error. Antivirus software's were also put in place to curb the situation. Participants were also exposed to different risk such as health issues, environmental changes, as well as accidents. Bailey, D. E. , & Kurland, N. B. A review of telework research: Findings, new directions, and lessons for the study of modern work. Creswell, J. W. Research Design: Qualitative, Quantitative, and Mixed Methods Approaches. (5th Ed. ) Thousand Oaks, CA: Sage Publications. Avoiding depletion in virtual work: Telework and the intervening impact of work exhaustion on commitment and turnover intentions. Journal of Vocational Behavior, 69(1), 176-187. Golden, T, Veiga, J. F. , & Dino, R.