Dead Man's Path

Working for a living

In recent years, it has been more common for companies to make flexible hours, work at home programs, and telecommuting jobs for their employees. With every idea, there are always pros and cons that will affect the situation. From there, it is easy to see that by giving employees flexible hours or the option to work at home presents a very positive spin on going to work, which seems to motivate them to work harder. This is because they are more relax and comfortable; feeling less stress, they can be more productive for the company, which ultimately make the business more successful in the long run. However, by being able to have flexible hours or work at home, the employee can become out of touch of the company needs since he or she is not in the work environment. In other words, this idea can work for the company or work against it, depending on the type of business.

As mentioned above, flexible hours are becoming a popular perk with companies because it has been proven that it increases the employee's productivity.

"Companies and the experts who study them say flexible work schedules help with employee retention and productivity. Employees agree, saying they can get more done when they work during the hours they are most alert -- be it early in the morning or later in the evening. Some workers even say they feel so indebted to the company and so thankful that their bosses give them family time, that it makes them work harder" (Flexible work schedules pay off).

With employees working while they are most alert, they can help the company to grow successful. Without professional and alert employee, there would be no productivity being met or increased, which means the business will fall short and become unsuccessful. From this fact, it is apparent that my company can benefit from having perk to increase productivity.

"The Bureau of Labor Statistics reports that business productivity, the measure or output per work hour, has risen 2.8% since 1998. Telecommuting has been perhaps most effective in increasing productivity" (The pros can cons of telecommuting).

From there, the pros of telecommuting are the following examples.

* To attract and retain staff. "In a tight labor market, nonprofits need new ways to attract and retain good workers. Telecommuting is often implemented in conjunction with other options, such as job-sharing, flex time and part-time work. A study by the Radcliffe Public Policy Institute found lower turnover rates for teleworkers and flex timers" (The pros can cons of telecommuting).

* To reduce capital cost. "When Merrill Lynch implemented telecommuting to retain employees, it provided telecommuters with laptops, phone lines and modems. The company saved $5,000 to $6,000 per office per year in overhead costs, and employee satisfaction increased. Telecommuting setup cost can be high--or minimal if you don't pay for computers and phone lines. And your staff may consider these expenses offset by their savings on commuting costs, work clothes and lunches out. The Kensington Technology Group surveyed telecommuters in 1998 and found that 44% of employers didn't pay for computers and phone lines" (The pros can cons of telecommuting).

* To achieve other benefits. "Employers report other results of telecommuting, including improved job satisfaction, stronger teamwork and internal communications, increased computer literacy, and improved customer service. And the Radcliffe study found that teleworkers and flex timers' insomnia and other sleep disorders dropped by 35%" (The pros can cons of telecommuting).

In other words, based on the above information, it is apparent that the company could reduce