Flexible Working – is it disappointing or the best solution for manager and employee?
Ever since the early 1990’s gurus from various sectors of the workplace industry
(property, IT, behavioural) have been tantalizing us with the new world where most of us Work From Home. This new world order based on the explosion in technology and a new era of Internet Business entrepreneurs has promised much but in fact seems to have failed to deliver.
Firstly, the basis that a large number of us would effectively have what amounts to online jobs has not happened. The definition of online jobs in this instance is not usual, the model developed by workplace professionals would see the vast majority of corporate employees employed to work from home, links to the office would be via their desktop. While in most cases these people would have contacts on a regular basis with management and team members they would in actual fact carry out their responsibilities via the computer, therefore in essence they will have Online Jobs.
The reality of how working patterns have altered is however, somewhat different. There is no doubt that there has been an increase in flexible working, by which is meant the ability to work in a number of different places and a degree of choice and liberty displayed by the employee in choosing the most correct location for that work but whatever the advances in technology, broadband availability and changes in management traditions the sea change just hasn’t happened.
There are a number of reasons why not. Firstly, while development in technology have made isolated working possible, changes in the nature of work have made it undesirable. Workplace behaviourists have identified that the vast majority of office based workers now regraded as knowledge workers, produce output concepts, services and strategies. In order for them to work effectively they need relations.
Secondly, the quantum of the effect of flexible working behaviours has been impossible to show. So while the property costs and benefits are easily measured the real benefits in terms of the contribution to core business of the company can not be evaluated, even in the case of an Internet Business, where the complete transaction takes place online, there is still a case for co-location and relations which cannot be proven or discounted.
With these two competing factors the growth of flexible working has been unhurried and until workplace industry can display the benefits of productivity or make a solid case for no human contact then it is improbable we will see the promised sea change in working patterns and behaviours.
Popularity: 2% [?]
Tags: Posted in
