Fredrick Taylor’s Scientific Management
Taylor (2003) holds that scientific management of employees can help to boost productivity. Scientific management is premised on four basic principles. The management recommends the substitution of the rule-of-thumb work model with structures that focus on scientific study. Additionally, scientific management emphasizes the need to use a systematic approach to selecting, training and developing workers (Taylor, 2003). Scientific management advocates collaboration with workers to ensure that they abide by the established scientific methods and division of labor among the managers and employees to facilitate the use of technical management standards.
Advantages and Disadvantages of Teleworking
Teleworking minimizes operation costs since organizations do not require providing working space. It also boosts the productivity of the employees due to minimizing interruptions. Teleworking enables employees to reduce travel expenses. On the other hand, it is hard to supervise and manage teleworkers. Further, the employee may lack “the self-discipline to work unsupervised from home” (Wilks & Billsberry, 2007, p. 170).
Impacts of Technologies at Workplace
Some workplace technologies engender creativity among the workers, thus empowering them to think beyond the established guidelines. The technologies allow workers to modify the operations to make them efficient. Such technologies not only help to motivate employees but also minimize redundancy and turnover (Volti, 2014). Conversely, a number of technologies create hurdles at workplaces, especially if they interfere with employee autonomy. Various technologies limit flexibility at workplaces, therefore rendering the activities boring and meaningless.
Organizations and Technological Change
Organizational operations are what dictate if a particular technology is necessary. Thus, organizations have the power to influence technological change as they determine which technology is in high demand. The objective of technological development is to meet the changing requirements of contemporary organizations (Volti, 2014). Change in organizational needs renders some technologies obsolete or requires their modification. In other words, technology remains relevant based on the need of the organizations.
Advantages of Teleworking to Workers
Employees benefit from teleworking in numerous ways. First, employees have a lot of time to engage in productive activities since they do not require traveling. Second, teleworking enables employees to cut down on operation costs. The employees do not incur transport costs (Morgan, 2004). Third, employees enjoy flexible working conditions. Finally, teleworking gives workers an opportunity to balance between family and work life.
Advantages of Teleworking to Companies
The companies save on the costs associated with availing office space to employees. On the other hand, teleworking enhances the productivity of a company since employees experience minimum interruptions. Working from home is less stressful. Therefore, a company does not record cases of absenteeism because of sickness. Morgan (2004) claims that teleworking helps in employee retention. It enables a company to avail flexible working hours, thus retaining workers who would opt to resign due to changes in personal circumstances.
Disadvantages of Teleworking to Workers
Teleworking deprives workers of social interaction, thus making them feel isolated. At times, a teleworker may be inefficient due to disturbances at home (Morgan, 2004). Some employees can hardly work without supervision due to a lack of self-control.
Disadvantages of Teleworking to Companies
Companies are forced to purchase computers and avail telecommunication infrastructure, which amounts to the extra cost. Additionally, it is hard for a company to supervise teleworkers and boost its performance. Morgan (2004) argues that the information that teleworkers share is liable to numerous security risks. Not all organizational tasks can be executed through teleworking.
Main Points
The central point in the case of the benefits of teleworking is cost reduction. Both the companies and teleworkers enjoy reduced costs as a result of embracing teleworking. Additionally, teleworking brings about flexibility to both the company and teleworkers. The only things that differ are the nature of cost and flexibility. On the issue of the disadvantages, the main point is the inability to supervise teleworkers. The companies cannot manage teleworkers while many workers can hardly perform under limited supervision.
Ethics Point Blog
Technology enables employers to monitor numerous aspects of the workers’ jobs, particularly on voice mail, telephones as well as computer terminals (Cohen & Cohen, 2007). Monitoring employees’ activities are illegal and unwarranted. A company does not have the right to monitor the operations of an employee, particularly their social life after they leave the workplace. On the other hand, the law requires that employers come up with policies that warn employees of no confidentiality at the workplace.
Companies ought to inform employees that all the activities that are work-related will be monitored. The constitution allows companies to control the operations of the employees within the precinct of employment. The 4th Amendment does not prohibit businesses from monitoring employees’ activities for work-related objectives. However, the law forbids employers from monitoring employees when they are not on duty.
Companies may collect data if it is meant to help the general public. For instance, the Acxiom collects data that it shares with manufacturers, therefore enhancing the quality of products (Mayer-Schonberger & Cukier, 2013). Such activity is invaluable since it benefits society. Additionally, the data that the companies collect may help to thwart crimes or arrest criminals. The collaboration between law enforcement agents and IBM’s Global Smarter Cities Team contributes to preventing and handling crimes. However, it is imperative to scrutinize the data to avoid cases of mistaken identity (Mayer-Schonberger & Cukier, 2013).
The dangers associated with companies collecting data (Big data) are dire at a personal level. According to Mayer-Schonberger & Cukier (2013), big data is vulnerable to identity theft. According to the Bureau of Justice Statistics, over 16.6 million people suffered from identity theft in 2012 (Mayer-Schonberger & Cukier, 2013). Such a high rate of cybercrime underlines the reason companies should not collate data to a considerable amount. Criminals may use data from businesses to target innocent citizens. Thus, companies should avoid collecting data as it may give criminals a chance to profile their victims.
References
Cohen, C., & Cohen, M. (2007). On-duty and off-duty: Employee right to privacy and employer’s right to control in the private sector. Employee Responsibilities and Rights Journal, 19(4), 235-246. Web.
Mayer-Schonberger, V., & Cukier, K. (2013). Big data: A revolution that will transform how we live, work, and think. New York: Houghton Mifflin Harcourt. Web.
Morgan, R. (2004). Teleworking: An assessment of the benefits and challenges. European Business Review, 16(4), 344-357. Web.
Taylor, F. (2003). Scientific management. New York: Harper & Brothers Publishers. Web.
Volti, R. (2014). Society and technological change (7th ed.). New York, NY: Worth Publishers. Web.
Wilks, L., & Billsberry, J. (2007). Should we do away with teleworking? An examination of whether teleworking can be defined in the new world of work. New Technology, Work and Employment, 22(2), 168-177. Web.