1.

Benefits and Disadvantages of Working from Home

Allowing employees to work from home in order to encourage a better work/life balance can lead to improvements in health and well-being. improved retention of employees, eg home working can help retain working parents with childcare responsibilities a wider pool of applicants from which to recruit, eg disabled people who may prefer to work from home possible productivity gains through staff having fewer interruptions and less commuting time increased staff motivation with reduced stress and sickness levels savings on office space and other facilities possible location of sales staff near clients rather than being based in your premises However, there are a number of potential drawbacks. Particularly, it can be much harder to retain control over employees assignment. In turn, this could lead to reduction in quality of work. Other disadvantages of working from home:

difficulty of managing home workers and monitoring performance possible deterioration in employees' skills and work quality initial costs of training and providing suitable equipment, including adaptations to meet health and safety standards and the needs of disabled employees difficulty of maintaining staff development and upgrading skills risk of information-security problems increased telecommunications costs risk of communication problems and a sense of isolation among home workers can be harder to maintain team spirit working from home is unsuitable for certain types of job.

2. Emotion at Work Organization needs to avoid employees from affecting from emotions. Customer Service If employees are upset, angry or demoralized, displaying their bad feelings at work can negatively impact the organizations services to customers. Safety & Quality of Production Employees holding anger and hatred to organization could lead to disaster. They may do harmful acts to harm the organization and its customers. For example, if a worker in food manufacturer is extremely upset, he might put poison into the food. If customers feel sick or die from the poisoned food, the manufacturers reputation could be hugely impacted. In the worst case, the manufacturer may lose its business legal and face legal suitcase and fine penalty. Intellectual Capital In todays knowledge-based economy, an organizations success is profoundly influenced by the knowledge, expertise, and innovative capacity of its workforce. One of managements most important tasks is to cultivate and engage the intellectual capital of its workforce. When people are in a negative emotional state, their thinking becomes less flexible, original, and discerning. Conversely, when people are feeling confident, secure, and passionate about their work, they are more likely to envision new possibilities, generate creative solutions, and make wise decisions. Organizational Responsiveness In todays quickly changing marketplace, organizations need to be extremely responsive. Being responsive means being both fast and flexible. Emotions affect how fast and flexible people are in their responses. If people are feeling threatened, stressed out, or just plain dispirited, they will resist change. Employees who feel secure, committed, and passionate, find organizational and marketplace changes energizing. Thus, an organizations ability to respond nimbly in the marketplace is directly related to employee emotions. Productivity Emotion is sometimes defined as "energy in motion." When people feel happy and excited, they have far more energy at their disposal than people who are depressed or disinterested. Thus, a spirited workforce is tended to be more productive. On a practical level, the happier an employee is with their work and their company, the more likely they will work hard. Employee Attraction and Retention Employee emotions clearly influence an organizations ability to attract and retain employees. The happier employees are, the more likely they will want to stay. If an organization has a reputation for being a fun place to work, a place where employees are treated well, and an organization that inspires pride and passion; people will want to work there. Thus, such organizations not only reduce costly turnover, they also benefit from their ability to attract the talents.

3. Teamwork & Technology Can Improve Surveillance Teamwork can improve surveillance because in a group: Team members could conduct surveillance of each others activities. They monitor each others behavior and help to detect crimes and non-compliance conducts. Peer pressure that the competitions among team members may cause them to strive improving their own performance. Develops formal and informal means of sanctioning or rewarding; good workers receive public compliments; bad workers publicly ashamed. The team usually goes beyond minimum expectations and the best performers could influence others to achieve more. Its humans nature to care about other peoples perception and to get other peoples acceptance, so team members may try to show they possess integrity and honesty in order to gain trust from peers. Indirectly, this helps to assure peoples discipline. How technology can improve surveillance? Technology can be used to provide evidences when there is a crime. For example, at cashier, ATM machine, bank safe, jewel store, and any sensitive places, CCTV is used to monitor thefts. So when there is a crime, the tape record can provide clues and evidences to police to trace the criminals. Technology can also be used to prevent misbehavior. For example, employees should arrive office at 8:30. The door access system can keep track of their attendance. Any employee come late, their identity number would be logged by the system. The manager can use the log to identify who are not punctual to work. Technology can be used ensure quality. For example, safety is very important to production of air-craft. So every components of airplanes need to go through lots of tests supported by advanced technology to ensure the quality. Technology can be used to detect production defects. For example, sensor technology is commonly used to check for defects in computer devices.

4. Taylorism still applied by many businesses, why and why not? Taylor introduced the concept of scientific management. There are four main principles: 1. 2. 3. 4. Develop the best or ideal method of doing a task and determine scientifically a standard. Select the best people for the task and train them in the best way to achieve the task. Combine the scientific method with the selected and trained people. Take all responsibility for planning and preparing work away from the worker and give it to management. The workers only responsibility is for the actual job performance.

Many organizations today still apply Taylorism because the theory can offer them the following benefits: The working methods could result in enormous gains in productivity. The measurement and analysis of tasks provided factual information on which to base improvements in methods and equipment. It provided a rational basis for piecework and incentive schemes. Management can become more involved with production activities and can show positive leadership. However, such scientific management style is more possible for routine and repetitive jobs, like low-level manufacturing environment where workers have minimum decision making authority, and just focus on finishing their assigned tasks. This management theory does have some drawbacks. It undermines the importance of employees emotion needs. It is not popular to industries which need their people to have a large degree of creativity and expertise: Jobs become more boring, not motivating employees to be creative and initiative. Planning and design become isolated from performance. Management has excessive controls, and may result in labor right abuse and unhappy employees; in turn may affect productivity. Not useful when dealing with groups and teams. Loss of skill level and autonomy at worker level.