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Today, more and more companies introduce telecommuting to improve the communication. At the same time, the introduction of telecommuting affects consistently both employers and employees. In such a context, it is worth mentioning the fact that telecommuting may have both advantages and disadvantages and both employers and employees can benefit as well as lose after the introduction of telecommuting (Madsen and Shafritz, 204). Nevertheless, companies keep introducing telecommuting en masse that proves that benefits of telecommuting outweigh its drawbacks. On the other hand, it is important to understand effects of telecommuting on employees and organizational performance to understand the impact of telecommuting on companies in a long-run perspective.

First of all, it is important to dwell upon advantages of telecommuting for employers. In fact, telecommuting is introduced by employers to improve the communication within their organization. Many employers consider telecommuting beneficial for their organizations. At this point, it should be said that telecommuting facilitates the communication with employees. To put it more precisely, managers or employers can easily access their subordinates using telecommuting and communicate to them directly. In such a way, telecommuting makes communication easier.

At the same time, telecommuting increases the effectiveness of control over employees’ performance. As employers can communicate their subordinates any time they like, they naturally can control their employees more effectively than they used to control them before the introduction of telecommuting. What is meant here is the fact that employers need to communicate with their employees and to control their work and telecommuting allows them to maintain such control just from their workplace without going to the workplace of each employee.

In addition, telecommuting improves the communication within the organization because employers and employees can communicate any time they like. Therefore, telecommuting increases the speed of communication because employers and employees do not need to write messages, or to transfer some data, instead they can communicate to each other and see each other that helps them to solve current issues effectively.

On the other hand, there are some disadvantages of telecommuting for employers. In fact, telecommuting needs substantial financial resources because the introduction of telecommuting technologies is relatively expensive. Moreover, telecommuting needs maintenance that may need more costs. As a result, after the introduction of telecommuting, employers will have to spend money on the maintenance of the system.

As for advantages of telecommuting for employees, it should be said that telecommuting can maintain close communication with each other and employers that is particularly important, when employees need to coordinate their actions with their employers (Littlejohn, 195). In such a way, employees using telecommuting can solve current problems fast. If they need to consult their manager or another employee or an expert within the organization they just use telecommuting and communicate directly to the target person.

On the other hand, there are some disadvantages of telecommuting for employees. For instance, employees are under a permanent control of employers that increases the psychological pressure on employees and deteriorates their performance. I addition, employees may need additional training to use the full potential of telecommuting. The most significant drawback of telecommuting for employees is the fact that telecommuting increases the pressure on employees for they need to work more as the effective communication leads to the increase of productivity and the faster rhythm of works as current problems are solved faster. In such a way, employees lose their autonomy and are under permanent pressure of their employers. Therefore, employers should use telecommuting wisely to maximize its effectiveness and minimize its drawbacks.

In actuality, many companies use part-time and seasonal employment to improve their organizational performance. In fact, companies employing part-time and seasonal employees like Wal-Mart can save labor force costs. To put it more precisely, part-time employees receive lower wages. Even though they work less than full-time employees, part-time employees do not need the well-developed system of bonuses and promotion as full-time employees do. As a result, the company can save costs on the employment of part-time employees compared to full-time employees.

Furthermore, using the part-time employment, the company can decrease the number of employees respectively to its needs. What is meant here is the fact that Wal-Mart can increase the number of part-time jobs and, thus, cut full-time jobs. Employees doing part-time jobs do not work for a long time that increases the personnel turnover (Faust, 175). In such a situation, the company may just not hire new employees after the retirement of old ones, who did part-time jobs.

In addition, the company can maintain positive organizational performance avoiding conflicts between employees and managers because employees doing part-time jobs view their job and their position in the company as provisional. Therefore, they do not have a lot of ambitions in regard to their job opportunities and career development. As a result, the company can benefit from part-time employment. No wonder, Wal-Mart is using part-time employment to improve its marketing performance and to maintain its positive business development. Therefore, part-time employment is beneficial for companies.


Works Cited:

Faust, Mark. “Three Tips for More Powerful Presentations.” The Small Business Journal. Synergy Publishing Ltd., Oct. 20, 2000.
Littlejohn, S. W. Theories of human communication. 7th edition, Belmont, CA: Wadsworth, 2002.
Madsen, P., Ph. D., and Shafritz, J. M., Ph. D. (Eds.) Essentials of Business Ethics. New York: Penguin Books, 1990.