Teleworking and its effectiveness on Work-Life Balance

Seminar paper from the year 2011 in the subject Leadership and Human Resources - Miscellaneous grade: A The University of Chicago language: English abstract: In the recent past Telework which is a flexible way of working has attracted a huge deal of discussion because of its complex implications on people organizations as well as the society to be able to work at anyplace and at any time. Though at the moment is no a common accepted description for telework (Hartig 2007). O'Mahony & Barley (1999) describe telework as a working by the use of information and communication technologies to facilitate employees and their managers to access their work from distant locations. Though there has been a substantial increase of teleworkers starting from the 1990s the dispersion of telework has not developed as it was expected. This is unexpected since latest advancement in ICT has considerable decrease the management and coordination expenses that are related with the geographic dispersion of the workforce's position. Several experts assert that adopting telework is directed by others factors and that are not necessarily technological. While other experts like O'Mahony & Barley (1999 suggest that when analyzing telework cultural social and even political actors should not be ignored. Hartig (2007) established that worker independence was more crucial compared to technological factor to successful implement telework. This research paper seeks to find study teleworking and its effectiveness on Work-Life Balance among employees in an organization. The research paper will review past studies carried out on this subject into order to answer the subject.A number of recent tendencies in the recent past have focused extra attention on teleworking. One there is an increasing trend of achieving an improved work-life balance from teleworking (e.g. Hartig 2007) Golden et al (2006) general the possibility of achieving improved work-life balance in all regions may not be realiz