The aim of this turn up is to discuss the advantages and disadvantages associated with telecommuting, more specifically how managers should evaluate employees who work foreign their sight.
The first part of this essay discusses the theoretical aspects of performance centering and evaluation. It explains the difference between performance appraisal and performance charge and discusses possible formal and informal forms of performance evaluation, including the 360 degree method.
In the second part, advantages and disadvantages associated with telecommuting will be discussed. Advantages for individuals engaged in telecommuting include autonomy/independency, flexible working hours and better time management. Disadvantages telecommuters whitethorn face include impaired persuasion of belonging, feelings of isolation, no separation between spheres of work and home and a wish of self discipline. Some of the advantages for organisations are increased productivity, chafe to a larger range of employees, decreased absence levels, high levels of motivation and cost savings.
Disadvantages discussed of telecommuting for firms include a lack of control for managers who tend to centralize, high investments in training and supervision, stultification to the organisation in terms of commitment and identification of employees and judicial issues. This part will furthermore examine how telecommuters performance may be evaluated.
In the last part of this paper an overview of IBM Australias existing performance appraisal methods for telecommuters is outlined.
In rove to come upon high levels of production and quality of output, it is important for managers and supervisors that their staffs perform easily (Foot & Hook 2005). Their concern is the motivation and encouragement of their employees to work effectual to achieve the firms strategic goals (Foot & Hook 2005). In order to achieve efficiency, a managers trade union movement is to create systems...If you want to get a full essay, order it on our website: Orderessay
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