Teleworking: Is it Right for You?

CAPACRAO WebinarKristin Albright Waters

July 12, 2016

Goals of Session Become more knowledgeable about teleworkingUnderstand pros and cons of teleworking to

employee, employer, environmentLearn strategies in creating Determine if it is “right for you”Answer remaining questions

Session is based upon research of dissertation:The Lived Experience of Teleworking: A Case Study from the Higher Education Environment

History of Telework Jack Nilles: "Father of Telecommuting" 1974. -Teleworking:

Work that is conducted away from the usual place of business but mostly at home and that is often supported by telecommunications, Internet access, or a computer.

Falls under the umbrella of Flexible Work/Life Balance (FWLB).

Other FWLB: shared work schedules, modified schedule, Hoteling, remote working, modified work week, Flexitour, etc.

Originally designed in response to relocating to suburbs and rising oil and energy costs.

Federal Government

Today’s Teleworker

Employer: Pros to TeleworkSave in expenses: water, electricity, paper, rentSupporting decrease in carbon footprint/environmental

sustainabilityLoss production due to outside factors decreasedIncreased productivity: productivity studies consistently find

that teleworkers outperform their peers at the traditional office by about 16 percent; which means that companies save $2 for every $1 invested in remote equipment and extra phone lines” (Hequet, 1994).

Increased office spaceMore 'favorable' to people with special needsIncreased range for recruitment of employeesLess vacation/sick time used for employees

Employee: Pros to TeleworkSaved resources: fuel, car repair, dry cleaning, etc.:

"teleworking one day a week, the average commuter could save an estimated $2,104 per year" (Markarian, 2007).

Increase in timeDecrease in distractions at workFlexibility in the workplaceTrust and Organization Commitment: "common thread in the

commitment research is that when employers provide employees with a rewarding job and supportive work environment, employees reciprocate by becoming committed to the organization" (Knudsen, Johnson, Martin, & Roman, 2003).

Increase in productivity; sense of deeper appreciation to the institution?

Cons to TeleworkResources are neededTechnology is not full proofRisk of confidential dataRisk of staff not completing workMissed "water cooler" conversationsSocial isolationToo much productivity/Work Life Balance issuesCreativity can flourish or flounderNot suited for all employees (person and

position)

Research QuestionsRQ #1: What are the lived experiences of

exempt employees who telework?Results = Chapter 4Narratives of the lived experiences

RQ #2: Do these employees experience fit as outlined by the Concept of Fit theoretical framework? Results = Chapter 5Findings organized by the theoretical

framework

Theoretical Framework:Concept of Fit

DISTRIBUTED WORK ARRANGEMENTS

Figure 1. A framework for studying distributed work arrangements (Belanger & Collins, 1998).

Organizational Characteristics

Individual

Characteristics

Work

Characteristics

Technology Characteristics

FIT Outcomes

Societal

Individual Organizational

Theoretical Framework:Concept of Fit

SUMMARY OF MODEL VARIABLES Organizational Characteristics ExamplesOrganizational objectives Cost savings, increased productivity and employee demands/incentivesOrganizational culture Employee commitment and loyaltyOrganizational control mechanisms Outcome, behavioral, personal, and clan controlsIndividual Characteristics ExamplesIndividual objectives Cost savings, control of work scheduleIndividual skills Technical and problem solving-skills, communication, reliability and

self-sufficiencyWork Characteristics ExamplesCommunication pattern Base on task type: high or low information exchange requirementsCoordination requirements Based on task type: standardized, scheduled, mutual agreement and

team coordinationTechnology Characteristics ExamplesSecurity requirement Appropriate equipment and furniture, information ownership and

control establishedPhysical setup Quiet space, access to appropriate equipment and supportOutcomes ExamplesSocietal Reduced pollution, work provided in low employment areasOrganizational Increased productivity, employee retention, reduced overheadIndividual Increased satisfaction, control of work schedule, increased productivity,

reduced commuting time and costs, stress from work-family conflicts

Figure 2. Summary of model variables.

Participant ProfileDemographic Characteristics of Participants

Participant Gender Ethnicity Participant

Code Telework

Day Bertha F AA 1 Monday Laya F AA 2 Wednesday Mindi F C 3 Wednesday Paul M C 4 Tuesday Oobleck M C 5 Monday Terry F SEA 6 Wednesday Lynn F C 7 Wednesday Lucy F C 8 Friday Jim Hatfield M C 9 N/A Wendy F AA 10 Friday Anne F C 11 N/A Note. F = Female; M = Male; AA = African American; C = Caucasian; SEA = Southeast Asian.

Findings

Similar experiences among participants

Plan tasks to ‘save’ for telework dayDistractions in the office/focusEmail – first ‘thing’ they do on telework daySupportive supervisorsCommuteTechnology: internet and computerWant to telework moreOffice of support

Unique experiences among participants

Communication with officeStart and end time of telework dayPersonal tasksDistraction at homeTechnologyTasks – processing/creativityNegative thoughts/perceptions

RQ #1: What are the lived experiences of exempt employees who telework?RQ #2: Do these employees experience fit as outlined by the Concept of Fit theoretical framework?

Findings, Con’t. 4 characteristics = all presentFit = participants not aware of framework3 outcomes = all present

Overall, participants experience fit as outlined by the Concept of Fit theoretical framework.

Things to keep in mind

Is it Right For You – Write it OutConcept of Fit:

Organizational CharacteristicsIndividual CharacteristicsTask CharacteristicsTechnology Characteristics

How to Get Started?Review HR website for policy or benefitEnsure you have a performance review of effectiveTalk to your supervisor – mention to benefits to the

organization FIRST, and ones that will keep you engageOffer a trial periodOffer to complete all paperwork/Make is hard for them

to say NOOffer a “remote location” on campusOffer 1 x monthBe clear with deliverablesSet clear expectations for communication

Thank youQuestions?Comments?

References available upon requestFindings based upon dissertation research,

2016