Is the willingness of employees to telework a part of a wider disengagement of employees from their relationship with their company? Is it a sign of a breakdown in the psychological contract between the company and its employees? In another theoritical register, Anzieu spokes of the breakdown of the group illusion.
Remote work motivation refers to the factors and strategies that drive individuals to stay productive and engaged while working from home or other locations outside a traditional office.
En primer lugar, el teletrabajo rompe el paradigma tradicional de la relación centro de trabajo y empleado, teniendo en cuenta ello debemos avizorar las nuevas actitudes, sentido de pertenencia, responsabilidad y todas las exigencias solicitadas en el trabajo presencial; una vez identificado todo ello podremos trabajar y conjugar las aspiraciones tanto de la empresa y de los empleados.
Je suis d'accord, cela s'inscrit toutefois en France avec des indicateurs de santé psychosociale des Français au rouge depuis bien longtemps. Je crains que la crise COVID ait été le déclencheur d'une prise de distance vis à vis de l'entreprise. Par ailleurs en France et peut être dans d'autres pays, l'employeur à des obligations vis à vis de la santé des salariés y compris en télétravail à domicile. Comment s'assurer de la santé de salariés auxquels on n'a pas accès et qui seront près à mentir pour conserver cet avantage social, à supposer que cela soit le cas, qu'ils pensent acquis...
Remote work motivation is driven by several key factors:
I can see in your answer only the positive aspect, there is also some negative aspect :
Flexibility : allows them to work later, more production, perhaps, more productivity ? not sure.
Autonomy : Allows employees to naturally take on board the company's constraints. This is a trivialization of charge transfer
Reduced Commuting Stress : working longer and if there is lots of stress, no space and no time to take a breath between work and home.
Technology and Tools : Enhauced the productivity for who ? More collaboration for the task but less place to build a community...
We can also talk about teleworking to escape corporate life ?
And what about the company’s consideration of teleworkers? ? Have a look on Amazon
So of course it’s good to be able to telework, I’m not saying the opposite. I'm just asking the question: are we clear on the motivations that lead us to seek to telework? AND are we clear about the motivations of employers?
I think the COVID 19 crisis has helped to fracture what was already cracked between employees and the company. In France, employees' mental health indicators had been in the red for a long time before the COVID crisis. As we say back home, COVID was “the straw that broke the camel's back”. COVID helped lift the group illusion. Many employees realized that they were just a collection of individuals in organizations that put the collective at the top of their values. Of course, it takes several people to carry out a task that requires a group... but that doesn't mean that this group of individuals forms a collective. The development of telecommuting puts the company, the collective and the various autonomies prescribed for employees to the test... Will cohesion emerge from all this? I don't know.
Moreover, in France, there is the question of health risks associated with home telecommuting... When health is affected, who will be held responsible?
Jacques
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