Digital Systems and the Design
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Digital Systems and the Design of Work
supervisor. And employers often find that it is less expensive to provide a remote employee the tools needed than to pay for the office space to house the employee.
Remote employees sometimes report that work–life balance often suffers. Because work can be done anyplace and anytime, they sometimes find the option attractive because of the ability to work around the schedules of chil- dren or other family members. Paradoxically, it is often difficult for them to separate work from their home life. Consequently, they may work many more hours than the standard nine‐to‐five employee or experience the stress of trying to separate work from play.
Remote work challenges managers to address performance evaluation and compensation. Managers of remote workers must evaluate employee performance in terms of results or deliverables. Virtual offices make it more dif- ficult for managers to appreciate the skills of the people reporting to them, which in turn makes it more difficult to evaluate their performance. Managers must rely heavily on the remote worker’s self‐discipline to ensure that work is done. As a result, managers may feel they are losing control over their employees, and some remote employees do, in fact, abuse their privileges. Managers accustomed to traditional work models in which they are able to exert control more easily may strongly resist remote working. In fact, managers are often the biggest impediment to implementing remote work programs.
Self‐discipline is a key concern for many remote workers. Workers who go to an office or who must make appearances at customer locations have a structure that gets them up and out of their home. But remote workers find that working from home, in particular, is full of distractions such as personal phone calls, visitors, the television, Facebook and other social networking sites, and inconvenient family disruptions. A remote worker must carefully set up a home‐work environment and develop strategies to enable quality time for the work task.
Remote work also requires managers to undertake special planning and communicating activities. In terms of planning, business and support tasks must be designed to support remote workers. Managers must also work to coordinate schedules, ensure adequate communication among all workers, establish policies to support communi- cations, and build business processes to support remote workers.
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