Expert answer:Working at Home

Solved by verified expert:Read the article and answer the three discussion questions (5-8 Sentences) and reply to 3 discussion answer (4-6 sentences) from students.
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Myth or Science?
“Employees Can Work Just as Well from Home”
This exercise contributes to:
Learning Objective: Analyze the behavioral implications of different organizational designs
Learning Outcome: Discuss the factors that influence decisions about organizational structure
AACSB: Reflective thinking
This statement is true, but not unequivocally. Employees who work from home even part of the
time report they are happier and, as we saw in Chapter 3, happier employees are likely to be
more productive than their dissatisfied counterparts. From an organization’s perspective,
companies are realizing gains of 5 to 7 extra work hours a week for each employee working from
home. There are also cost savings, from reduced overhead for office space and utilities to
elimination of unproductive social time. Employers of a home-based workforce can establish
work teams and organizational reporting relationships with little attention to office politics,
opening the potential to more objectively assign roles and responsibilities. These may be some of
the reasons organizations have increasingly endorsed the concept of telecommuting, to the point
where 3.1 million U.S. employees are now company-employed to work from home.
Although we can all think of jobs that may never be conducive to working from home (such as
many in the service industry), not all positions that could be based from home should be.
Research indicates the success of a work-from-home position depends on the job’s structure even
more than on its tasks. The amount of interdependence needed between employees within a team
or in a reporting relationship sometimes requires epistemic interdependence, which is each
employee’s ability to predict what other employees will do. Organization consultants pay
attention to how employee roles relate in the architecture of the organization chart, realizing that
intentional relationship building is key. Thus, while an employee may complete the tasks of a job
well by working alone from home, the benefits of teamwork can be lost. We don’t yet fully
understand the impact of working at a physical distance without sharing time or space with
others, but it is perhaps the reason that Yahoo!, Best Buy, and other corporations are reining their
employees back into the office.
The success of a work-from-home program depends on the individual, the job, and the culture of
the organization. Work from home can be satisfying for employees and efficient for
organizations, but we are learning that there are limits.
Question 1
COLLAP SE
1. Do you agree with the premise of the article? Support your answer?
Question 2
COLLAP SE
2. Have you ever been allowed to work from home? Were you more or less
productive than if you had been at the office?
Question 3
COLLAP SE
3.
Discuss how the virtual structure and team structure outlined might
support telecommuting. Support your answer.
Discussion answer to question 1 by VC
I completely agree! If the company is willing to make the employees work from home
itself, they the company should just measures to maintain a sense and level of
interaction between the employees itself. By hosting regular meetings and conference
calls, they can ensure that boundary spanning is achieved and people can throw ideas
off of one another and just find a place to ask for assistance when needed. More than
conference calls, I believe it is best to set up a meeting date a few times a month in
order to allow employees to have that interaction because it can be more effective than
just a phone call.
Reply:
Discussion answer to question 2 by Anthony
I have never been allowed to work from home but I think I could do it. I think that it would
probably actually improve my overall discipline. Setting my own hours and actually doing
the work would take some serious self control but there is enough incentive to do it (not
getting fired). Since making my own schedule takes a little more brain power than having a
manager do it for me, I think it could make me a more organized person overall because
those traits would spill over into other facets of my life.
Reply:
Discussion answer to Question 3 by Ashley
Virtual structure I think would support telecommuting by making a business
environment less centered around the physical office. This type of structure allows
organizations to break team members up into groups and allow them to work on what they
are best at, which does not necessarily have to be at the office. In the case of
telecommuting within a team structure, I agree with my fellow classmate in the sense that if
there is no physical direct supervisor present that the chain of command will naturally
flatten itself out.
Reply:
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