In our present environment, it can be observed the swift transition of working in regular office hours and working outside the perimeter of the office. It is through the innovative means of communication that continue to motivate the workers from home to satisfy their needs. This is what the industry in the business sector is offering to the workers to be employed and not physically reporting to the office. This is telecommuting or working from home(WFH) (Peck, E. 2015). The telecommuting lessens the expenses of the company in terms of the operational system. The telecommuting line of work gives the worker the chance to work in their chosen place outside the office building. As long as they can deliver the work that is needed from them and report it back to the office, then telecommuting is indeed a modern organizational behavior that is preferred by many. Fewer expenses on the side of the worker in terms of clothing and transportation allowance. Since the workplace is favorable to the worker it gives them the freedom to work in a non-conventional way. They can start their work from home or they can finish it at a coffee shop instead. Just what Diebold said, in Peck, E. (2015), work services rendered in 24/7 is much more significant rather than the location of the workplace is to be found. To be a responsible worker that is expected because they work in minimal supervision of their supervisor.
According to (Luthans, & et al. 2015), Maslow’s motivation theory is more concentrated on the management side rather than the worker itself. Self-actualization of the needs of the worker makes the hierarchy theory. If my basic needs are on hold, then my motivation for work will suffer as well. Motivation comes from human behavior which is both firm and stimulating. Motivation is a basic psychological development (Luthans, & et al. 2015). To keep a person working from home must have a clear vision of why they are working in the first place. When a person is being motivated, this only shows that the person is doing everything just to get a job done (Organizational Behavior. 2017). The bottom line of Maslow’s needs is physiological needs. Physiological needs refer to the need for food, water, and other biological needs. Once the physiological needs are met the people tend to focus their attention to their safety and security needs. Future plans are on this stake. The next level is the socialization needs. Personal relation relationship with other people increases the motivation to work. The feeling of being in the right place to an organization enhances a person for motivation to work, the satisfaction in social needs makes the needs for esteem. It increases the self-confidence to keep them going to achieve the extreme satisfaction in working. Alanis Business Academy. (2012, August 11) teaches us that, by acknowledging and acceptance this theory gives the people the realization the reasons why they are working. Understanding what people need gives us clues to understanding them (Organizational Behavior. 2017).
Herzberg’s theory used critical thinking for his motivation in theory. In this theory, the work itself is as important to the needs of the people. This is a more personal type of approach in getting motivated on why the person has to work (Alanis Business Academy. (2013, February 9). Herzberg mentioned some factors causing dissatisfaction of workers as “hygiene” factors because these factors were part of the environment in which the job was performed, as opposed to the job itself (Organizational Behavior. 2017). The hygiene factors compose of the supervisions, working place, salary, safety and security needs. For instance, the company is able to provide a new piece of equipment that will make the worker do the work efficiently. As a worker myself, I will be glad to go to work if I got everything that I will be needing as resources for my work. The supervisor is making me feel that I am a member of the organization. This motivates me even better to go to work. This is unlikely to happen if there is no connection between me and my supervisor. The thinking of what will happen to my work satisfaction if not getting my needs in the first place. In this theory only stimulating jobs that have chances for accomplishment, appreciation, obligation, development, and evolution will motivate personnel. According to Herzberg’s theory, an individual must have a job with challenging content in order to be truly motivated (Luthans, & et al. 2015)
Since we are living in a fast pacing technology environment, it will also affect the way of working. To be working from home a good working relationship must be established in the first place between the supervisor and the worker, this will be a good motivator for the worker. As in this case, self-monitoring is observed since the worker will work without the supervision of superiors. Reports from Peck, E. 2015, stated that if the company will be relocating the working conditions for their employees will suffer. In addition, it is also mentioned that the company is after the work rendered and not after the location of the office building. This brings out the hiring of telecommuters outside the office so that manpower will not be a hindrance to the company’s output. From this point of view, the company may offer marginal benefits, higher pay, and incentives to the telecommuter because they will be spending less expenses in their office operational budget. In their observation, a normal office operation where the staff is answering phone calls and receiving e-mails all day, is the same work outside the office that this staff will produce. Thus telecommuting is simply working outside the office but the same line of work is set for the worker from home. While on the other hand the worker from home also can minimize expenses in their clothing, transportation and food expenses. For the reason, they will be working in their own space, given time and conditions. All is required of them to be able to deliver their services on time. While the flexibility to work from home has clear and obvious benefits for workers, workers lose if this adaptability is ineffectively managed (Peck, E. 2015, March 18). The time of work must be clear on both sides, from the starting and the stopping of work time must be both acknowledged. There are cases wherein it is hard to stop working even in the middle of the night because of the online work. So it will the best for both the supervisor and the worker to set and implement strict guidance of the working hours to render by a worker from home.
Online jobs are sprouting here and there as long as there is an internet connection. If by any chance I will be working under this line of work, I will be glad to accept it. For the reason, I will be working in my own workplace meaning lesser stress in my part, I will be able to attend to my family in case of emergency and minimize the expenses for my transportation, clothing and food allowances. These factors have a counter-part in its own risks. First, is the duration of the working hours must be strictly followed, be able to render the services on time no delays are expected if possible. Given in this circumstances the company may be offering some motivators for their telecommuters such as giving incentives and increase salary pay whenever the worker delivers a good work performance (Alanis Business Academy. 2012, August 11). Open communication must be witnessed at all times to feel the job satisfaction and the needs of the worker is given. Because of this connection may result in job satisfaction and commitment to the organization is on the hand (Organizational Behavior. 2017).