9
Jul

TELEWORKING CHALLENGES

Escrito el 9 julio 2009 por Jesus Guerro en General

It is obvious the transformation that global companies are undergoing in the transition from the industrial economy, which required rigid and hierarchical organizations, making use of economies of scale, the information economy, in which organizations must be agile and flexible.
The Administration and European Institutions are developing policies in order to reduce energy-conssuming movements as possible to reduce Co2 emission and to encourage family/work concilitiation. These precusors bring a new challenge in the interrelationship between Teleworking and Future Organizations:


Some keys appear to be considered:
1.- how the implementation of a telecommuting program will require the organization to a greater degree of evolution,
2.- to see how the introduction of teleworking becomes a trigger in Company Change.
3.- To define the New Process and training
3.- to create the IT Systems to support the effective communication, task organization and performance control.
4.- how to transfer undamaged the Company Culture Values to this New Organization.
The control system of highly formalized management is needed for the evaluation of workers at a distance, the question of control at work is particularly sensitive because the managers can not observe directly the work of their subordinates. It should use more elaborate techniques: monitoring results, systems limitations, exploit the cultural values of the organization etc.. Regarding the third point, it is obvious that coincides with the trend we saw suffering subsystem technical philosophy of the company ceases to be functional and becomes, for projects or processes, more horizontal. Motivation and training of workers, the last point to be achieved
through empowering,
In summary, we can think that various subsystems of the organization must be updated if we want to succeed in telecommuting programs.
The human subsystem of the organization and its relation to telework is a question Meshulan and studied by Richter (Richter Meshulan and 1993). These authors also used a model system to discuss the impact on the organization of work at home. The results of this study underscores the need for the telecommuting as new business opportunities and integrated in the company’s strategy, ie the subsystem management and planning. As for the technical and production subsystem, the tasks chosen for a telecommuting program should be capable of being carried out at a distance. It is noted that there are two types of tasks necessary: the routine, such as the introduction and transfer of data, and programming, processing and analysis of information, tasks that are complex and not routine. In regard to the human subsystem, consider that employees should be prepared to have fewer contacts and less likely to enjoy learning. Finally, it is essential to develop within the control subsystem is a clear link between pay and performance.
Nowadays the limits of such an organization are not technological,. The Challenges are related to people management and organizational change project, the definitions leadership subsystems structure, and production metrics to be adjusted.
Nevertheless, It will be likely the Future and business opportunities come from this trend.

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