Teleworking

This paper investigates teleworking, its benefits and challenges briefly, and effect on organizational control. Some issues related to teleworking such as flexible
work time and its effect on employees Attitudes to teleworking has been discussed. In this line, three stages of teleworking and the changing expectations of
management and staff will be explained. Based on these studies, a model for understanding organizational change process will be offered. The model may be
utilized by managers during implementation of teleworking in an organization. Also the model suggests appropriate solutions to the challenges exposed by
decreasing employee satisfaction following institutional control at every stage of teleworking.

Telelucrul, ca un nou mod de a lucra prin efectuarea unei activităţi (forme de muncă) flexibile în timp şi la distanţă, utilizând tehnologia informaţională şi comunicaţiile avansate, se concretizează în teleactivităţi şi teleservicii.

În ultimii ani, s-au dezvoltat rapid noi tehnologii informaţionale şi de comunicare, astfel încât în centrul dezbaterilor ştiinţifice, politice şi economice din ultima perioadă a stat apariţia şi dezvoltarea Societăţii Informaţionale, generatoare de noi oportunităţi de muncă dar şi de schimbări esenţiale în ceea ce priveşte natura muncii şi modul de lucru, schimbări comparabile cu cele petrecute în revoluţia industrială.

În acest context, telelucrul a devenit domeniu strategic din punct de vedere teoretic şi practic, deoarece reprezintă o soluţie cu potenţial practic important; se poate dezvolta repede; poate influenţa în bine viaţa multor europeni; este un excelent promotor al noilor procese şi tehnologii avansate; este o componentă a noii revoluţii ştiinţifice şi tehnologice, orientată spre societatea bazată pe informaţie şi cunoaştere.

Data publicării: 8 noiembrie 2011
ISBN-13: 978-1505563948
ISBN-10: 1505563941
ASIN: B00MV7PV7M
BISAC: Business & Economics / Workplace Culture

The emergence of Corona Virus Disease (COVID-19) has threaten individuals, organisations and Government Agencies across the world and grounded almost everything to a halt. COVID-19 continues to spread rapidly asymmetrically around the world after it was first observed in Wuhan, China. Economies are crashing and businesses are at the verge of collapse. Individuals or employees are working from home in the form of teleworking others too have stopped working. Despite this challenge caused by this pandemic, Cyber Criminals (Social Engineers) are targeting unsuspecting individuals and organisations to gain access to their sensitive information through the activities of Social Engineering. In this paper, we present hygienic protocols that can help address the dangers of cybercrimes in the era of COVID-19. The education protocol, training protocol and policy protocols are outlined. The paper also revealed some defects that needs to be addressed when using VPN and desktop sharing. Our paper also reviewed the NIST standards on Teleworking and the Information Technology Lab (ITL, 2020) guidelines.

Purpose -Although informal communication at work has been shown to serve important functions of sociality, little is known about the messages that comprise routine, everyday interaction. The purpose of this paper is to examine two different informal interactions between 100 remote employees and their central office peers to determine the kinds of messages used in informal interaction using thematic analysis. Design/methodology/approach -Teleworkers recalled informal interactions with central office peers; interactions were coded using constructivist methodology, then collapsed into dominant themes using a constant comparison approach. Patterns in responses were then related to a literature-based (constructivist) analysis of how informal communication functions. Findings -Five key themes were identified: personal disclosure, sociality, support giving and getting, commiserating/complaining, and business updates and exchanges. These informal workplace interactions also reflected underlying dimensions of perceived organizational membership: need fulfillment, mattering, and belonging and suggest ways the framework could be strengthened.

En este artículo se reflexiona en torno a la comunicación, la cultura y el liderazgo para el teletrabajo. Esta forma laboral apunta a la flexibilización organizacional,aporta al desarrollo personal, familiar y profesional de los colaboradores e impacta positivamente en el medioambiente y la movilidad en las ciudades.  El texto surge a partir del desarrollo del proyecto de investigación: “Propuesta para el fortalecimiento de la cultura organizacional de las Pymes del sector servicios en Antioquia, hacia la consolidación de experiencias de teletrabajo socialmente responsables”, del grupo de investigación Gestión de la Comunicación de la Universidad Pontificia Bolivariana de Medellín.

This chapter reviews current research on telework. We first examine the literature on telework and job performance, job attitudes, and professional isolation, before reviewing the outcomes of telework on employee well-being as characterized by stress and work-life balance. We then turn our attention to factors that contribute to a successful telework experience: characteristics of the job, characteristics of the employee, and characteristics of the employee's manager(s). We also identify the key role of technology support in influencing many of the established outcomes of and contributors to telework. Finally, we discuss the gaps in our knowledge of telework's repercussions for employees and organizations. We conclude by identifying the implications of what we do know for theory and practice. To maximize positive outcomes, we recommend evidence-based guidelines for organizations with regard to 1) selecting and preparing employees for telework, and 2) managing their use of this flexible work practice.

This paper examines and analyzes the differences in organizational commitment and trust at work among conventionally employed and remote employees. Two additional control variables are introduced into the research: Gender and Age of the respondents. The survey included 265 respondents employed in organizations in Serbia (88.3%) and surrounding countries (Bosnia and Herzegovina, Montenegro, Croatia). Remote employees show stronger organizational commitment and trust at work than conventional employees. This applies to the following four dimensions: organizational identification, faith in intentions of peers, confidence in actions of peers and confidence in actions of management. At the same time, the overall sample shows that the degree of engagement at work, as well as the degree of loyalty to the organization, does not depend on the way they work (conventionally or remotely). However, male teleworkers have a very low level of organizational loyalty and it will not be a problem for them to leave their current job if they are offered a better position at another organization. Older teleworkers exhibit statistically significantly greater confidence in management intentions than younger teleworkers. Leaders and managers in conventional organizations should be aware of the potential for employees to experience a decline in organizational identification and confidence in peers and managers. Organizations practicing teleworking must make sure that male teleworkers have low organizational loyalty and can easily leave their current job.

Este artículo se centra en el estudio de las condiciones en las que un grupo de jóvenes artistas desarrollan la actividad teatral en México a través del trabajo a distancia. Se trata de una investigación de corte cualitativo con aplicación de entrevistas en profundidad, que busca entender los diferentes significados que se originan en torno a su trabajo en espacios y tiempos de pandemia. Entre los resultados se destaca que la precariedad laboral, el uso intensivo de las TIC’s, la presencia-no-física, y la falta de transferencia convivial las y los hicieron cuestionarse sobre su continuidad en la actividad, entre otros aspectos.

Despite their widespread adoption, concerns remain that virtual work arrangements can harm employee job performance and citizenship behavior. Does telecommuting really hamper these critical dimensions of employee effectiveness? To answer this question, we develop a theoretical framework linking telecommuting to task and contextual performance via a dual set of mechanisms-reflecting proposed effects of i-deals and job resources. Further, we propose that the meaning of and outcomes from these paths depend on the social context surrounding telecommuting. We test the framework with field data from 323 employees and 143 matched supervisors across a variety of organizations. As predicted, we find that telecommuting is positively associated with task and contextual performance, directly and indirectly via perceived autonomy. These beneficial effects are contingent upon two aspects of the social context: leader-member exchange and signals of its normative appropriateness among coworkers and one's supervisor.

Il presente rapporto descrive i risultati della prima indagine nazionale rivolta ad amministrazioni ed enti pubblici che hanno avviato forme di lavoro a distanza. A livello individuale sono state esplorate la sfera lavorativa, familiare e personale, le relazioni, la domanda di mobilità mentre dell’organizzazione sono state indagate le diverse fasi di sviluppo e diffusione delle modalità di telelavoro e lavoro agile. Per la molteplicità degli ambiti che indaga, l’indagine rappresenta un caso studio di policy integrata che si rivolge agli ambiti del lavoro,  dell’innovazione organizzativa della PA, del benessere organizzativo delle persone e dello sviluppo sostenibile delle città. Per valutare gli effetti ambientali della mobilità evitata è stata sviluppata una metodologia che ha consentito di stimare i potenziali di contenimento di consumi e di emissioni di gas serra e di inquinanti atmosferici. I risultati complessivi dell’indagine descrivono un processo dinamico che inizia a ripensare anche le procedure e gli strumenti dell’azione amministrativa, all’interno del quale il rapporto con i dipendenti viene posto sempre più al centro della progettazione. L’aumento della quantità e qualità del
tempo dovuta al venir meno degli spostamenti casa-lavoro, mette le persone in grado di sperimentare nuove forme quotidiane di ri-sincronizzazione degli impegni lavorativi con le esigenze familiari e personali. I risultati mostrano che le organizzazioni e le persone escono rafforzate dalla nuova visione con una generale crescita dell’efficienza, della produttività e della soddisfazione anche se permangono diverse fragilità e resistenze che richiedono l’attivazione di ulteriori strategie di intervento.

Preguntas sobre el teletrabajo y el trabajo en casa que se responden con esta investigación: ¿Qué porcentaje de los trabajadores pueden trabajar desde sus casas? ¿Quiénes son los que pueden hacerlo y qué características socioeconómicas tienen? Y, finalmente, desde lo jurídico: ¿Cómo el marco regulatorio vigente podría desincentivar el trabajo en casa a futuro? Y: ¿Qué consideraciones debería tener la reglamentación sobre el trabajo desde casa, para proteger al trabajador y, al mismo tiempo, incentivar la modalidad y la productividad empresarial?

O texto inicia tratando da relação de emprego e de seus integrantes, quais sejam, empregado e empregador. Por meio de revisão de literatura e pesquisa documental, essencialmente relativa a legislação, e apresentando um texto ensaístico descritivo, delimita a discussão ao campo da subordinação jurídica. Desenvolve a temática tratando do exercício do poder patronal e do controle de jornada, apresentando doutrina e legislação sobre o tema, em especial no que diz respeito aos artigos 6º e 9º, ambos da CLT. Aborda a questão da fraude nos contratos de trabalho e suas implicações, bem como do ônus da prova no tocante a existência ou não de subordinação jurídica, para tecer considerações finais relativas, especialmente, à interpretação sistemática e à segurança jurídica.

El presente documento, corresponde a una propuesta laboral, resultado de un proyecto de investigación-acción, para que algunos colaboradores de tiempo completo que se desempeñan como personal activo en las instituciones públicas del estado de Guanajuato, puedan teletrabajar en línea y a distancia, apoyados en los medios electrónicos, así como en la infraestructura tecnológica y administrativa con que cuentan las instituciones y los particulares.

This article points out that during the pandemic of SARS-CoV-2 virus and quarantine, people who were already addicted to the Internet, video games or TV, this was exacerbated in most cases. Other people have had to adapt to the economic and social life generated by the pandemic, launching various online businesses. Some people, however, have developed at least one virtual addiction that has affected their health, family life, self-image, behavior, will, and psychological immunity. The article mentions the types of virtual addictions, the concept of digital dementia (Khoja, 2021) and the profile of digital addicts. Here are some tips to help you keep your balance when it comes to surfing the web. The 20-item test developed by Dr. Kimberly Young, which identifies the level of internet addiction, is mentioned. The article continues with the benefits and risks of telecommuting. The SWOT Analysis is presented as a tool for assessing strengths, weaknesses, opportunities and threats. Artificial intelligence has allocated a special space where arguments are presented that were the basis for the implementation of robot technology and digitization. Starting with the cartoon film, Wall-e, from the brief presentation of the Robot Sophia, we also argued with the help of the myth Pygmalion and Galateeia, the prudent advantages we must have in our relationship with robots. The study, conducted by Oracle and Future Workplace, highlights employees' perceptions of robots and artificial intelligence.

Keywords: virtual addictions, teleworking, artificial intelligence, lifestyle, melatonin

This paper examines and analyzes the differences in organizational commitment and trust at work among conventionally employed and remote employees. Two additional control variables are introduced into the research: Gender and Age of the respondents. The survey included 265 respondents employed in organizations in Serbia (88.3%) and surrounding countries (Bosnia and Herzegovina, Montenegro, Croatia). Remote employees show stronger organizational commitment and trust at work than conventional employees. This applies to the following four dimensions: organizational identification, faith in intentions of peers, confidence in actions of peers and confidence in actions of management. At the same time, the overall sample shows that the degree of engagement at work, as well as the degree of loyalty to the organization, does not depend on the way they work (conventionally or remotely). However, male teleworkers have a very low level of organizational loyalty and it will not be a problem for them to leave their current job if they are offered a better position at another organization. Older teleworkers exhibit statistically significantly greater confidence in management intentions than younger teleworkers. Leaders and managers in conventional organizations should be aware of the potential for employees to experience a decline in organizational identification and confidence in peers and managers. Organizations practicing teleworking must make sure that male teleworkers have low organizational loyalty and can easily leave their current job.

En este artículo se reflexiona en torno a la comunicación, la cultura y el liderazgo para el teletrabajo. Esta forma laboral apunta a la flexibilización organizacional, aporta al desarrollo personal, familiar y profesional de los colaboradores e impacta positivamente en el medio ambiente y la movilidad en las ciudades.

Pandemic crisis management requires new solutions that are not neces-sarily workable options in the traditional labour market. It is not about starting from scratch but about bringing to the fore legal institutions that have not been significant so far. This has had an unexpected effect on the labour law of Central European countries, as social partners fundamentally distrust atypical forms of work. This situation is also true for Romania and Hungary. In our study, we do not intend to present all forms, but only the two most important legal instruments in the labour market shaped by the pandemic; we analyse teleworking and home office work. KEYWORDS:home office, teleworking, pandemic, #stayhome, labour market challenges

This article analyzes the transformations in public em- ployment as a result of the advance of technology, especially the need for training in digital skills for public employees, the profes- sional profiles that this will require in the Public Administration and the possibility of expanding teleworking. Regarding telework, the reasons for its scarce development in Spain until COVID19 are ex- plained, as are the advantages and risks involved in this type of work and the demands and implications of its standardization in the Public Administrations by: i) the need for it to have valid reason;, ii) the reorganization demanded of the Public Administration; and iii) the change in organizational culture, as well as the move towards a model of platformization, the loss of professional identity and the possibility of segregating public employees according to their gen- der and level of education.
Keywords: Public Administration, technology, teleworking.

RESUMEN En el tránsito del siglo XX al siglo XXI la institución social del mercado de trabajo en los espacios urbanos ha experimentado profundas modificaciones como con-secuencia de transformaciones ocurridas en diversos ámbitos de la vida social. El teletrabajo es un fenómeno que se ha desarrollado durante la segunda mitad del siglo XX e impacta la organización espacial de los mercados laborales urbanos. En estas líneas está contenida una discusión de aspectos teóricos y prácticos del tele-trabajo que resultan relevantes para la investigación geográfica. En este contexto, la movilidad urbana producida por la interacción entre el lugar de residencia y el lugar de trabajo es un hecho esencial para el análisis, mas no es el único, ya que se suman a este la base tecnológica que soporta distintas modalidades de teletra-bajo y los cambios en los modelos de organización del trabajo. Aquí se evalúan algunas ventajas y desventajas de la puesta en vigor de programas de teletrabajo y se sugieren líneas o ámbitos de investigación posibles desde la geografía. Palabras clave: Mercados de trabajo urbanos, teletrabajo urbano, movilidad urbana. ABSTRACT During the transition from the 20 th century to the 21 st century the social institution of labor market has experimented important modifications in urban spaces as a consequence of the transformations occurred in different aspects of social life. Teleworking is a phenomenon that has developed during the second half of the twentieth century and has impacted the spatial organization of the urban labor markets. This study contains a discussion of theoretical and practical aspects of te-lework that are important for geographical research. In this context, urban mobility produced by home place-workplace interaction is an essential fact for the analysis; nonetheless technological base is added because it supports the different telewor-king forms and the changes in the work organization patterns. An evaluation of advantages and disadvantages on the implementation of teleworking is made as well as a proposal for lines and areas of possible investigations with a geographical point of view.

This paper contributes to an emerging discourse on the meaning of technology in today’s networked society by exploring connectivity as a hallmark of the networked society. Based on an empirical study of professionals, arguably the forerunners of the networked society, the paper seeks to answer how connectivity matters. Rich narratives from in-depth interviews reveal the diverse ways materiality of connectivity is experienced and performed in the work practices and private lives of professionals. These findings challenge existing conceptual treatments of connectivity as a technical, social, or socio-technical phenomenon, and offer empirical grounding for a novel theoretical view of connectivity. The proposed sociomaterial theoretical framework identifies four different modes of connectivity that explain how connectivity matters to individuals: as materially experienced and enacted in specific sociomaterial practices. As a novel and refined view of connectivity the sociomaterial frame...

This paper investigates teleworking, its benefits and challenges briefly, and effect on organizational control. Some issues related to teleworking such as flexible work time and its effect on employees Attitudes to teleworking has been discussed. In this line, three stages of teleworking and the changing expectations of management and staff will be explained. Based on these studies, a model for understanding organizational change process will be offered. The model may be utilized by managers during implementation of teleworking in an organization. Also the model suggests appropriate solutions to the challenges exposed by decreasing employee satisfaction following institutional control at every stage of teleworking.

Abstract
Women in the workplace have an essential role in advanced and emerging economies. Women have shown courage, enthusiasm and passion in every occupation. They have the growth mindset to develop their career despite the challenges they may face. They work hard to keep work-life balance. Women in the Health and Safety profession are no exemption.

I spent the last quarter of 2020 to develop this evidence-based research, exploring women in the health and safety profession, their skillset, their passions, and their concerns. I interviewed several female highly recognised Health and safety professional, and leaders of both genders. In this research note, I discuss how soft skills surpass technical skills to be influential and achieve the credibility that female H&S professional needed as a recipe for success.

Keywords:
Women in health and safety, Health and Safety professional, H&S professional, skillset, soft skill, work-life balance.
Citation:
Gorjifard, R. (2020, December). Female Health and Safety Professional in the Workplace. New Zealand Institute of Safety Management (NZISM)/Members/Papers. https://indd.adobe.com/view/f00b1eca-1c3e-423d-be0b-80f94caf387e

Covid-19 lockdowns, local restrictions and resulting slowdowns and/or recessions have resulted in new ways of working and operating. The implications of these changes and virtual operation for corporate productivity depends upon a number of factors such as assumptions made, differential activity and sectoral impacts, whether and how associated costs and externalities are accounted for, and how financial and other consequences are assessed. Virtual operation is more appropriate for some activities and people than for others. Its advantages and disadvantages can depend upon activity, role or task and the situation, context, people and personalities involved, the nature and extent of support provided, and whether a change is voluntary or imposed and is intended to be temporary or permanent. Views of the people involved and those they interact with can change over time. Assessors should allow time for changes to settle and endeavour to take account of the particular circumstances of the COVID-19 pandemic and embrace wider considerations such as social and environmental impacts. Responsible leaders endeavour to ensure that corporate measures of productivity and performance do not encourage behaviours and outputs that are undesirable and that corporate responses and activities along with their assessment reflect externalities, natural capital, environmental and social considerations and Sustainable Development Goals.

Key Performance Indicator (KPI) must be aligned with the development of the organization. PT. Mitra Intregrasi Informatika (MII) in its development decided to change the traditional way of work to modern telework. This encourages companies to adjust employee's KPI from the traditional way of work turns in to telework. In order to perform KPI measurement of its employees based on teleworking, this research uses balanced scorecard method approach that is by taking into account financial, customer, and internal business process and learning and growth perspective. The results of this study are the design proposal KPI employees to accommodate telework at the company. Then KPI employee test results showed an increase in the average value of the employee KPI of 0.295 points (9.47%) of the old KPI. Thus, it is recommended to the company to implement the employee KPI.

This paper examines the potential for teleworking to reduce travel in the industrial countries. Although telework did not fulfil the early predictions made for it, in recent years it has been growing very rapidly in the US and some European countries. We first examine the changes in work and organisations relevant to teleworking, and the advances in Information Technology which have both led to these changes and enabled teleworking to occur. We then examine the benefits of teleworking, and show that its current popularity results more from its benefits to employees and employers, than from its large potential for travel reduction. The paper then looks at the travel implications of telework under two future scenarios: first a 'business as usual' scenario and then one which emphasises large travel reductions. We argue that although growth in teleworking is likely to continue, net reductions in travel are not guaranteed in a 'business as usual' world. There exist several ways in which telework could increase travel overall. Only if concerns about oil depletion or global warming intensify, and governments respond with strong policies that encourage big travel reductions, will telework be a means of helping solve these problems through reducing travel.