The technological advancement in the world has much impact on the business sector and has also enhanced communication. Telecommuting is a practice where employees work at home. There is the connection of people through the internet, phones, and computers at every location of their choice making many employees comfortable nowadays with telecommuting. The concern of many employers is whether this system will affect productivity, save time or change the normal operation of companies. Recent studies show that productivity increases when employees telecommute, (WorldatWork, 2007). Different views arise from employers and therefore the necessity to employ the best strategies and policies to govern this latest development such as performance evaluation, workers accountability, and proper training.

Summary of the Issue Firstly, the organization has to come up with proper measures to guide its employees through this practice. The company has to visualize this program accordin" rel="nofollow">ing to what it will gain" rel="nofollow">in from it and balance between the employees and firm’s needs. The company has to keep in" rel="nofollow">in min" rel="nofollow">ind important aspects such as productivity, cost effectiveness, and workplace issues before adoptin" rel="nofollow">ing this program. In addition, the busin" rel="nofollow">iness should set high expectations for this program by adoptin" rel="nofollow">ing a vision that will drive its employees to work exceptionally. Secondly, the management trust to the employees is an important factor for this program to successful work. Trusted telecommuters will respect their job, will work normally and they will ensure that home obligations do not in" rel="nofollow">interfere with their duties. Thirdly, the firm should put in" rel="nofollow">in place superior communication gadget and technologies. The organization can use reliable computers and software for the smooth runnin" rel="nofollow">ing of the program. Furthermore, the firm can be benchmarkin" rel="nofollow">ing the progress of this program to evaluate if it brin" rel="nofollow">ings a positive impact. The firm can come up with measurable criteria to rate the success and hold everyone accountable. Lastly, workshop, site visits, and team buildin" rel="nofollow">ing events are essential to brin" rel="nofollow">ing all workers together as a team and train" rel="nofollow">inin" rel="nofollow">ing be taken durin" rel="nofollow">ing these events. The company should be aware that not all the workers can work at home and it depends with the departments because others have to work as a collaborated team due to the complexity of their job. Implications for the Busin" rel="nofollow">iness Telecommutin" rel="nofollow">ing has more positive than negative impacts to the busin" rel="nofollow">iness but the negative have ways of reduction. There will be more workspace for more employees to use if others are work remotely the busin" rel="nofollow">iness can often reduce the expenditure in" rel="nofollow">in office buildin" rel="nofollow">ings, parkin" rel="nofollow">ing lots, and physical capital. It enhances employee satisfaction and saves the firm utilities. The productivity of the workers in" rel="nofollow">increases due to the much comfortable work environment with min" rel="nofollow">inimal distractions. Despite the advantages, the program can also offer the followin" rel="nofollow">ing challenges: difficulty in" rel="nofollow">in monitorin" rel="nofollow">ing the employees’ performance and productivity, the teamwork relationship not easily established and forcin" rel="nofollow">ing the management to oblige to some rules and trust. In conclusion, the company should adapt this program because it is beneficial, will improve its productivity, and it should employ all measures to make this effective. References DeGuzman, Genevieve V., Andrew I. Tang, and Campbell McKellar. Workin" rel="nofollow">ing in" rel="nofollow">in the "Unoffice": A Guide to Coworkin" rel="nofollow">ing for Indie Workers, Small Busin" rel="nofollow">inesses, and Nonprofits. San Francisco, CA: Night Owls, 2011. Prin" rel="nofollow">int. Forbes, (2016). Makin" rel="nofollow">ing 'Work-at-Home' Work For Your Busin" rel="nofollow">iness. Retrieved from http://www.forbes.com/sites/forbesagencycouncil/2016/03/02/makin" rel="nofollow">ing-work-at-home-work-for-your-busin" rel="nofollow">iness/#153be61d7ec3 WorldatWork. (2007). Telework trendlin" rel="nofollow">ines for 2006: 2007 Survey brief. Scottsdale, AZ: WorldatWork and The Dierin" rel="nofollow">inger Research Group. Retrieved from www.worldatwork.org/waw/Content/research/html/research-home-nm.html   Feedback: Introduction - The summary demonstrates a basic grasps of the busin" rel="nofollow">iness issue and contain" rel="nofollow">ins only a few of the key poin" rel="nofollow">ints given. However, the whole summary is supported by only one evidence. Need more references to support the discussion Summary of the Issue - The analysis shows moderate understandin" rel="nofollow">ing what the issue means for the busin" rel="nofollow">iness and has no support from evidence. However, implications for busin" rel="nofollow">iness is quite well explain" rel="nofollow">ined. General Comments - There is an attempt made to address the task and present them in" rel="nofollow">in briefly in" rel="nofollow">in a logical manner. Writin" rel="nofollow">ing style shows only a basic awareness of professional standards. There are omissions in" rel="nofollow">in source acknowledgement and the use of APA referencin" rel="nofollow">ing is not quite accurate. The range of sources of references is not broad, some of these references are not quoted in" rel="nofollow">in the text. It would be good if more quality journals are used to support the arguments/discussion