The ability to work from home today is very appealing to literally millions of people worldwide. Working from home means that you get the flexibility to live life on your own terms and not to have your daily actions dictated to your by the boss.In this article we will look at a number of methods for how you can start working from home today, as well as reveal one of the best ways to fully take your financial freedom into your own hands.
Ideally, one can claim that working from home offers a wonderful opportunity to desist from traditional work routine. However, as far as employee's performance is concerned, working from home is not a good motivational tool to promote employee's productivity. Instead, it poses challenges to telecommuters on some important factors that play a vital role in their job performances in the company a recent study shows.
First, apart from SEO industry, working from home is also practiced by other companies that operate under different industries as a way of reward system to worthy employees in their organization. Some companies regard it as a good opportunity to display it to employees merely as a reward system so the same remain trustworthy while they work from home, but the main intension is to reduce expenses on space, utility, and office supplies. Nevertheless, may it be a reward scheme or a way to reduce company operating expenses; both are no longer an effective ways to promote employees' productivity in the organization. To illustrate, a recent study shows that telecommuters are less likely to work forty hours a week. This suggests that allowing employees to telecommute poses a big challenge to their productivity and performance in the company. Once they are off the radar or company's monitoring system, they begin to work in their own phase far more different from the usual and effective way. Hence, when this practice becomes their new routine, they are likely to experience difficulties on some important elements that have more to do with companywide HR goals.
Second, as mentioned, one of the HR goals is to ensure productivity from each working employee in the organization. This objective is realized and gauged in terms of standard working hours. Because they no longer work onsite, regardless of the company's encouragement to play under the same rules even when they are already working from home, inevitably the telecommuters are likely to feel unbound to keep rules and regulations set and only apply in the actual workplace. Also, they see it as an opportunity that gives them liberty to develop their own rules that are not in harmony to the HR goals and play under the same condition. Thus, these rules offer leverage to complete tasks based only on the number of hours required to finish a specific job. In other words, if tasks in one day are completed in four hours or less, that concludes the business working day. Distinctively, this issue will result to violation against standard working hours and contributes negative impact to companywide HR goals. Undeniably, some would suppose that the remaining hours be spent to redouble the tasks more than a telecommuter is assigned to complete. This is not so. Majority of what happens in the real world is the actual opposite of the assumption.
Third, tasks completed without spending eight hours of honest work from home will result to telecommuter's likability to slack-off from work. This seemingly unpleasant activity of the telecommuter is obviously offensive to company's mission and vision goals. For example, an employee who is allowed to telecommute come from a company that requires him (apart from working onsite) to work eight hours a day; forty hours a week, well monitored in terms of job performance, paid fix monthly salary including: bonuses, premium benefits, incentives, scholarships grants for selected members in the family and etc. Under the same rules, he works as the other employees who do work in the office but failed to religiously work in standard working hours not because the tasks are completed less than eight hours. It has more to do with the remaining hours spent to non-work related activities. Others may view it as though a fair advantage for the telecommuter, (although tasks are effectively and efficiently done) but this still hurts both the company and the telecommuter big time.
Then, of course, you need to buy new clothes, shoes, boots, coats and jewelry to look good; both at work and at all the social events which stem from it.Everyone needs to eat, so having lunch at the trendy Bistro down the block every day doesn't take much more than a couple hours-worth of your salary to pay for it. Besides, they take credit cards.Then, of course, there is the cost of paying for the speeding ticket if you are running late and the additional premiums you will pay for automobile insurance from this day forward.For these, and many other reasons, people today are looking for ways to earn money by working from their own homes where they don't have to pay a babysitter or drive to work every day.
[working from home]
Ideally, one can claim that working from home offers a wonderful opportunity to desist from traditional work routine. However, as far as employee's performance is concerned, working from home is not a good motivational tool to promote employee's productivity. Instead, it poses challenges to telecommuters on some important factors that play a vital role in their job performances in the company a recent study shows.
First, apart from SEO industry, working from home is also practiced by other companies that operate under different industries as a way of reward system to worthy employees in their organization. Some companies regard it as a good opportunity to display it to employees merely as a reward system so the same remain trustworthy while they work from home, but the main intension is to reduce expenses on space, utility, and office supplies. Nevertheless, may it be a reward scheme or a way to reduce company operating expenses; both are no longer an effective ways to promote employees' productivity in the organization. To illustrate, a recent study shows that telecommuters are less likely to work forty hours a week. This suggests that allowing employees to telecommute poses a big challenge to their productivity and performance in the company. Once they are off the radar or company's monitoring system, they begin to work in their own phase far more different from the usual and effective way. Hence, when this practice becomes their new routine, they are likely to experience difficulties on some important elements that have more to do with companywide HR goals.
Second, as mentioned, one of the HR goals is to ensure productivity from each working employee in the organization. This objective is realized and gauged in terms of standard working hours. Because they no longer work onsite, regardless of the company's encouragement to play under the same rules even when they are already working from home, inevitably the telecommuters are likely to feel unbound to keep rules and regulations set and only apply in the actual workplace. Also, they see it as an opportunity that gives them liberty to develop their own rules that are not in harmony to the HR goals and play under the same condition. Thus, these rules offer leverage to complete tasks based only on the number of hours required to finish a specific job. In other words, if tasks in one day are completed in four hours or less, that concludes the business working day. Distinctively, this issue will result to violation against standard working hours and contributes negative impact to companywide HR goals. Undeniably, some would suppose that the remaining hours be spent to redouble the tasks more than a telecommuter is assigned to complete. This is not so. Majority of what happens in the real world is the actual opposite of the assumption.
Third, tasks completed without spending eight hours of honest work from home will result to telecommuter's likability to slack-off from work. This seemingly unpleasant activity of the telecommuter is obviously offensive to company's mission and vision goals. For example, an employee who is allowed to telecommute come from a company that requires him (apart from working onsite) to work eight hours a day; forty hours a week, well monitored in terms of job performance, paid fix monthly salary including: bonuses, premium benefits, incentives, scholarships grants for selected members in the family and etc. Under the same rules, he works as the other employees who do work in the office but failed to religiously work in standard working hours not because the tasks are completed less than eight hours. It has more to do with the remaining hours spent to non-work related activities. Others may view it as though a fair advantage for the telecommuter, (although tasks are effectively and efficiently done) but this still hurts both the company and the telecommuter big time.
Then, of course, you need to buy new clothes, shoes, boots, coats and jewelry to look good; both at work and at all the social events which stem from it.Everyone needs to eat, so having lunch at the trendy Bistro down the block every day doesn't take much more than a couple hours-worth of your salary to pay for it. Besides, they take credit cards.Then, of course, there is the cost of paying for the speeding ticket if you are running late and the additional premiums you will pay for automobile insurance from this day forward.For these, and many other reasons, people today are looking for ways to earn money by working from their own homes where they don't have to pay a babysitter or drive to work every day.
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