Telecommuting and The Role of Supervisory Power in China (Term Paper Sample)
Dear writer, the assignment is big project, and need to do it well , i selected the 16 page which should cover every thing including (Title Page, Table of Contents,List of Figures and Tables (if relevant), each beginning on a separate page) i attached the assignment template that contain the instructions as well, please read the instructions carefully, and all articles resource must be from the recourses that mention in the assignment template. in regards to the below request that mentioned in the instructions (NB: At least one (1) of the screenshots should be from an industry source (e.g., reports from government, NGOs, industry, or market research companies; ICT industry or business magazines and journals; white papers); and at least one (1) from an academic journal databases accessible from the UTS Library website.) I provided the below link for the academic source that is available through my UTS Library as well tht i will take screen shot for it , so i need from you to provide another ( 2 x screenshot) to complete the above request. hopefully you find this article useful https://www.researchgate.net/publication/257518606_Telecommuting_and_the_role_of_supervisory_power_in_Chinasource..
EVALUATE PERSONNEL PERFORMANCE IN TELECOMMUTING BASED ON QUALITY CONTROLS, PROTOCOLS, AND PROCEDURES WITHIN ORGANISATION
Telecommuting is when employees of an organization work from various locations, which tends to be their homes. While telecommuting, employees deliver their daily tasks by working remotely and sending their results through the internet. The term telecommuting implies commuting through technology (Schall, 2019). In this case, employees use technology to deliver their scheduled daily assignments. In other words, telecommuting is a technological innovation in organizations that many companies are adopting. From a standard view, it is clear that telecommuting is one way to save office space and avoid daily transport expenses (Pham, 2017).
Moreover, telecommuters may have more freedom than working from the organization's office. This report aims to telecommute personnel's performance based on its protocols, procedures, and quality control. Many companies are adopting telecommuting as a mode of working. However, telecommuting involves the use of computers and the internet (Schall, 2019). In this case, companies may not utilize telecommuting if they use technology, computers, and the internet.
In this case, the protocols, quality control, and procedures of an organization may affect telecommuting output. The culture of an organization may affect the performance of telecommuting personnel (Schall, 2019). This research aims to identify how such factors of an organization like quality control, protocols, and procedures may affect the organization's telecommuting personnel. Many research pieces have compared telecommuting with other working modes, but there is limited research on telecommuting's various factors in an organization. In this case, it is an excellent approach to evaluate how multiple aspects of an organization impact telecommuting by reviewing telecommuting's nature and its relationship to other factors, knowing the strengths and weaknesses of telecommuting advances. The report also recommends the nature of procedures, protocols, and quality control strategies that favor telecommuting in an organization.
Critical Evaluation of Two Sources
Raghuram, S., & Fang, D. (2014). Telecommuting and the role of supervisory power in China. Asia Pacific Journal of Management, 31(2), 523-547.
In this source, Raghuram and Fang (2014) discuss the relationship between telecommuting and supervisory power in organizations in China. In this case, the source explains the role of telecommuting in the Chinese business culture. The authors relate telecommuting to supervision and claim that telecommuting becomes effective when supervisors telecommute.e In this case, the authors of this source focus their discussion on the role of telecommuting and supervisory power in Chinese businesses. In the process, the authors discuss what telecommuting implies in Chinese organizations, including its impacts on organizations. While many companies are adopting telecommuting as a mode of handling employees, other opportunities are coming up.
For instance, telecommuting goes hand in hand with technological growth. As companies continue adopting telecommuting, technological development is becoming part of the companies' focus. In this case, companies must change their procedures, protocols, and quality control measures to facilitate supervisory over telecommuting employees. On the other hand, companies with unique protocols, policies, and quality control strategies tend to develop telecommuting opportunities that favor their culture. However, the source reveals that an organization's culture, including protocols, procedures, and quality control, may affect telecommuting employees' performance.
The source helps my research because it addresses telecommuting issues and compares them with other modes of working. This source's information helps identify telecommuting's impact on organizations depending on their procedures, protocols, and quality control. Therefore, this source is an excellent article to learn about telecommuting and how it can affect other factors. Such factors include the organization's protocols, procedures, and quality control measures. Since different companies have varying cultures and approaches to doing business, telecommuting may exhibit inconsistent performances. The source helps identify how companies perceive telecommuting concerning other methods, especially their comparison. Moreover, the reference is a good starting point to learn more about organizational factors that determine the effectiveness of telecommuting among employees. Therefore, I will use the source to assess how organizational factors like protocols, procedures, and quality control can affect telecommuting personnel's performance.
Soroui, S. T. (2021). Understanding the drivers and implications of remote work from the local perspective: An exploratory study into the dis/ re-embedding dynamics. Technology in Society, 64, 101328.
This source explains the enablers of remote working and their implication to the performance of the personnel. The author of this source identifies the local drivers of telecommuting, also known as remote working. Remote working, in this source, is recognized as one of the most common methods of working that companies are adopting to minimize their expenses. Although telecommuting reduces supervision on employees, the source identifies other importance that organizations should consider.
For instance, telecommuting employees learn to control themselves and deliver quality work despite working remotely. Moreover, many companies have adopted working in groups, making remote working easily manageable because communication is reduced within a small group of employees. In this case, every group manages to coordinate themselves and make their work better from time to time. This, among other drivers of telecommuting, is discussed in this source, making it very useful in my research. Such drivers are essential building blocks towards understanding the organizational factors that affect the performance of telecommuting employees. In this case, the source highlights some administrative procedures and protocols that can affect telecommuting employees' performance.
Therefore, the source helps identify the impacts of organizational protocols, quality control, and telecommuting procedures. Moreover, the reference is a good starting point in learning more about telecommuting, especially about how its performance varies concerning organizational factors. Factors like an organization's protocols, procedures, and quality control have varying impacts on an organization's telecommuting effort. In this case, each of the factors impacts personnel performance differently when it comes to telecommuting. Therefore, this source will help identify the impacts of every element associated with organizational setup and culture.
Moreover, the source will help identify what remote working has achieved for companies that have already adopted it so far. In this case, the source helps identify the factors that telecommuting companies use to rate their employees' performance. The source is also valuable for identifying how organizational factors like protocols, procedures, and quality control can affect telecommuting employees' performance.
Being a new concept, telecommuting has been a highly researched topic globally. Many scholars started considering telecommuting as it was adopted in China. Mostly, many scholars compare telecommuting with supervisory power because they are directly opposite. Supervisory power encourages the use of supervisors in organizations who promote a supervised mode of working. On the other hand, telecommuting enables employees to work in environments where they take orders from no one (Onyemaechi, Chinyere & Emmanuel, 2018).
In most cases, telecommuting employees work in groups to coordinate themselves as they work on a particular subject (Schall, 2019). Moreover, telecommuting employees, especially while working in groups, divide the tasks, focusing on a particular topic(s). In this case, many researchers have wanted to tell readers about the concept of telecommuting, as it has been implemented in various businesses. While companies still consider supervisory power, the Literature reveals that telecommuting has valuable advantages worth implementing (Zia & Bilal, 2017). For instance, many companies operate in large offices that require wages and rental expenses. Companies can cut such expenses by embracing telecommuting. This section evaluates what various researches say about telecommuting performance based on the organization's processes, procedures, and quality controls.
Personnel Performance in Telecommuting Based on Organization’s Procedures, Protocols, And Quality Control
Organizational protocols govern procedures of doing particular tasks and create policies that every person should follow. Based on organizational protocols, many organizations do not promote frequent use of mobile phones, drugs, alcohol, nor internet use when it is not necessary. In this case, most organizations' protocols and policies do not support telecommuting because the freedom would lead to the use of the prohibited things. Moreover, based on the organizational protocols, the prohibited substances' use leads to an automatic poor performance (Zia & Bilal, 2017). However, research suggests that more protocols should be designed to govern the performance of employees in telecommuting. If the prohibited substances lead to failure, the organizations need to develop protocols that dictate the performance to enhance self-drive. Based on organizat...
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