Teleworking: New Challenges and Trends

Teleworking: New Challenges and Trends

Andreia Raquel Pinto, Dulce Matos Coelho, Raquel Pereira
DOI: 10.4018/978-1-6684-6123-5.ch010
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In light of new trends and realities, today's society promotes and values the importance of innovation and sustainability as a solution to the challenges ahead, where companies contribute to the attraction and retention of young talent through Telework. This study addresses Telework as a solution to new challenges. The focus of the study is five small and medium-sized companies. It was concluded that companies opted for Telework at home, with advantages of cost reduction, conciliation of personal and professional life, and reduction of pollutant gases; and as disadvantages, the investment in equipment, social isolation, and precariousness of the labor market. The impacts of telework were verified at the level of productivity, commitment, and performance, where it was concluded that telework can be partially maintained. The contribution of this work focuses on the importance that virtual experiences have in Generation Z and the flexibility of companies in adopting pre-existing work models.
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Literature review discusses teleworking, starting with the concept and exploring types and modalities. The impacts of teleworking on the activity of small and medium-sized enterprises (SMEs) will be clarified. Generation Z will be described, regarding its origin and definition, as well as its characteristics and behaviours. Finally, the relationship between Generation Z and their entrance into an increasingly exigent labour market is analysed.

Key Terms in this Chapter

Organizational Commitment: The individual’s identification with, and involvement in, a particular organization. According to Allen and Meyer’s (1990) AU99: The in-text citation "Allen and Meyer’s (1990)" is not in the reference list. Please correct the citation, add the reference to the list, or delete the citation. three-component model, commitment has three different forms, namely affective commitment (the affective attachment of the individual to the organization), continuance commitment (the costs that would take place if the individual left the organization), and normative commitment (the feelings of the individual to remain a member of the organization).

Generation Z: Young people born between 1995 and 2010, usually associated with technological dependence, avid for new knowledge, multitaskers, individualistic, having a little attention span, less team-oriented than previous generations, seeking flexibility and novelty in the work environment.

Teleworking: A form of working relationship carried out at a distance, with the use of Information and Communications Technologies, which should provide the teleworker with flexibility in the working organization, allowing an improvement in their work, both in terms of their economic and productive conditions.

Talent Retention: The ability of an organization, through policies and practices, to retain the best employees.

Small and Medium-Sized Enterprises: Enterprises which employ fewer than 250 persons and which have an annual turnover not exceeding EUR 50 million, and/or an annual balance sheet total not exceeding EUR 43 million. Defined in the EU recommendation 2003/361, they represent 99% of all businesses in the European Union.

Organizational Performance: The degree to which an organization achieves its objectives, taking into account its resources and means, as well as the dynamic capabilities of the organization in adapting to change.

Productivity: Ratio between the output volume and the volume of inputs or, in other words, effective production of a unit of analysis during a period, in relation with the resources used for that production. There are several different measures of productivity.

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