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论文作者:www.51lunwen.org论文属性:硕士毕业论文 thesis登出时间:2015-06-04编辑:felicia点击率:23773
论文字数:9291论文编号:org201505262129434181语种:英语 English地区:英国价格:免费论文
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摘要:这是一篇有关远程办公的留学论文,随着现代社会的发展,远程办公已经不再新鲜,本文就具体分析远程办公的利弊。
Implications of this study for high-tech organisations, particularlythose in the UK, is that there are several areas in which improvementshould lead to increased innovation, and equally as important,implementation of innovation. Specific strategies at the corporatelevel, resulting systems designed to encourage innovation, adequateknowledge base and exchange for teleworkers and others on their teams,and a wider pool of human talent should be consciously implemented.
Strategically, high-tech organisations must reinvent or drasticallyimprove their products almost continuously. The specificorganisational strategy should reflect this, communicating the need forinnovation throughout the company, including to teleworkers. Thisstrategy then results in the design of systems to reach strategicgoals. If teleworking is properly considered and accounted for inthese systems’ design, there are no indications that teleworkingdetracts from companies ability to innovate products, processes, oradministrative services.
This design should include training and inclusion components. Employees must be guided by company policy regarding their remote workenvironments, setting appropriate balance with others in their remoteenvironments who may be less respectful of a worker outside atraditional location, and effective time management in a relativelyunsupervised work situation. Proper training and support for theindividual teleworkers will greatly enhance the overall effectivenessof an organisation’s teleworking programme.
It has been shown in this study that a high percentage of mid-level andupper-level executives telework for part of their workweek. Incorporating teleworking into the overall corporate system, ratherthan offering it as a case-by-case perk for those who desire it, allowsthese important players in the innovation process to have full accessto the data and contacts necessary for full implementation ofinnovative projects.
Organisations offering teleworking opportunities have access to a widertalent pool. An employee who may not be willing to commute two hourseveryday may agree to make the trip three days a week and work fromhome the other two. It has been shown above, however, that full-timeteleworking has a strong potential to hinder innovation, whilepart-time teleworking has either no effect or the possibility toenhance innovation, mostly due to reduced interaction and informationexchange. This should be strongly considered by companies seeking thebrightest and most productive in a given talent pool, regardless oftheir location.
The above recommendations can assist firms in developing andimplementing teleworking programmes. These options provide tangiblebenefits to employees and the organisations for which they work.
This study also has implicat本论文由英语论文网提供整理,提供论文代写,英语论文代写,代写论文,代写英语论文,代写留学生论文,代写英文论文,留学生论文代写相关核心关键词搜索。