More documents

Recommendations

Info

Rubenson K (2006), Constructing the Lifelong Learning Paradigm: Competing Visions from the OECD and UNESCO‟, in Ehlers, S (ed), Milestones Towards Lifelong Learning Systems, Danish Pedagogic University, Copenhagen: Danish University of Education Press. Sapra, C, L (1987) „Education –Employment Interface with Special Referance to Vocationalization at +2 Stage‟ in Sapra, C, L and Aggarwal, Y (eds) Education in India Some Critical Issues, Delhi, India: National book organization. Second report on vocational training research in Europe: synthesis report (2001). CDEFOP . Luxemburg : Office for Official Publication of the European Communities. Skager, R (1978) Lifelong Education and Evaluation Practice,UNESCO Institute of Education, Hamburg: Pergamon Press. Stauber, B. and Walther, A. (1998) „Lebeslanges lernen – ein offense Konzept Zwischen normativen Ubershuss und der Verdeckung sozialer Ungleichheit, in A. Walther and B. Stauber‟ (eds) Lifelong Learning in Europe: options for the integration of living, Learning, Neuling Verlag: Tubingen World Bank. (1999). A Proposal for a Comprehensive Development Framework. Washigton. D.C. World Bank. (2000). Hidden Challenges to Education Systems in Transition Economies. Washington, D.C. World Bank Institute. (2001). Decentralising Education in Transition Societies: Case Studies from Central Eastern Europe. Washington. D.C. World Bank (2001). Bangladesh: Education Sector Review. A World Bank Report. World Bank (2002) Chile Lifelong Learning and Training Project. Project Appraisal Document Number 23632. Latin America and the carribean Region, human development sector, Washington, D.C: World Bank Publication. World Bank.(2003). Lifelong Learning in the Global Knowledge Economy: Challenges for Developing Countries. Washington. D.C. http://www.congresslifelonglearning.org/frameset.htm. *** Stern, E. (2003) „Philosophies and types of evaluation research‟. In Descy ,P and Tessaring, M (eds) Third research report :background report. CDEFOP . Luxemburg : Office for Official Publication of the European Communities Swift, J (1995) Wheel of Fortune: Work and Life in the Age of Falling Expectations, Toronto, Canada: Between the Lines. Tan, H and SavChenko, Y (2005) In-Service Training in India: Evidence from the India Firm-Level Investment Climate Survey. World Bank Working Paper: World Bank Publication. Tan, H. and Gill, I (2000) „The Malaysian VET System‟ in Gill, I., Fluitman, F and Dar, A (eds.), Vocational Education and Training Reforms: Matching Skills to Markets and Budgets, Oxford University Press. The Economist (1996 July 20) „The global poverty trap’. Tuckett, A (1997) Life long Learning in England and Wales: An Overview and guide to issues arising from the European Year of Lifelong Learning, Leicester, UK: NIACE UDACE (1985) Helping Adults to Learn: Educational guidance for adults, London :UDACE. UNESCO (1991) World Education Report, Paris: UNESCO. UNESCO (2002) Hyderabad statement on Adult and Lifelong Learning 10 April. New York. UNESCO Institute for Statistics, Education in India: 2006, http://www.uis.unesco.org/profiles/EN/EDU/country Profile_en.aspx?code=3560 www.theinternationaljournal.org > RJSSM: Volume: 01, Number: 10, Feb-2012 Page 9
Working from Home – a Convenience or hindering organizations in becoming a community? Mani vannan School of Management, SRM University, India Valliammal M Research Scholar, Bhrathiyar University, Asst. Prof. SRM University B-School, Chennai, India Abstract Today the Information Technology companies the forerunners of the concepts of „Tele-commuting‟, „Work from Home‟ etc. with increasing number of employees opting for working permanently in same manner. This study explores the various dimensions of the impact of such a employee engagement model on the organization as a community. Focus is on employees of a physical organization who opt to work away from the physical organization as the term “Home based worker‟ may refer to many workers who may be part of an organization. While the employees of organization are finding such remote work arrangements very attractive due to various reasons like cost and time required for travel etc., the organizations also are finding the arrangements financially attractive due to lower cost of facilities, maintenance etc. We find that the indirect cost of the impact of such work arrangements on the organization culture to be more important. There are likely impacts on the organizational knowledge management as well. Since the concept of virtual organization is more a recent import in to the Indian corporate from the United States of America, the study also involves the recent research on the impact of virtual organization on the organization as a community structure. Key Words: “Work from Home”, Community structure, Knowledge Management Introduction Many people have long been working from home in India. We mean 'work' in the economic sense of being paid for the service or production of goods at home. Many cottage enterprises still follow the same mould in their day to day execution, the corner idly vending woman at her home is an immediate example that comes to our mind. In the organized employment market also the employee may take work home either voluntarily or involuntarily to finish off something urgent. This also is an old phenomenon. Until the late-1990s the term 'Work from Home' in India is usually associated with those workaholics who carried their work to home during their holidays or weekends. It is only in the last decade the concept began to be appreciated as an option for employees mainly in the Information Technology (IT) sector. Even now most of the other industry professionals do not have the luxury to plan such a working day at home, except may be during some emergency. It is only since the advent of the Information and Tele-Communication revolution we had been seeing real time work being done from home by employees i.e. using the communication facilities, employees being able to work on a common task at the same time from home and a physical office. This is being permitted, primarily in the Information Technology sector on a temporary basis from time to time to allow the worker to overcome some personal emergencies like caring for the young etc. The duration might be ranging from a few hours to a few weeks. However the phenomenon of a pure 'Work from Home Employee' is one where the employee is engaged in working for the organization on a permanent basis and works only out of his/her home with occasional visits to the physical office. This work pattern is being hailed as the new organization 'The Virtual Organization'. (Olga, SICS). Before we go further, let us clarify that the concept of home based worker, in its dictionary definition will normally include all types of commercial work that gets performed at home, including freelancing and cottage industries types of work. However for the subject of this article we will go by the definition of wikipedia (www.wikipedia.org ) on Telecommuting namely 'Telecommuting is a work arrangement in which employees enjoy flexibility in working location and hours. In other words, the daily commute to a central place of work is replaced by telecommunication links.' We will be using the terminologies of 'Work From Home', 'Work at Home' and 'Telecommuting' interchangeably and to mean the same concept of work arrangement. Considering that there are so many variations of flex-work options including telecommuting, flexi-schedules, reduced working hours, non-traditional work hours, compressed work week, job sharing, annualized work hours, results oriented work schedules, flex locations and satellite options, both employer and employee are probably spoilt for choice. Within the same work arrangement also, there are variations of the arrangement based on the duration of the arrangement namely; Working from Home on a partial basis or on a permanent basis. We will consider the employees of organization who will be working remotely (from home or in any other mode) as the subjects for this study. www.theinternationaljournal.org > RJSSM: Volume: 01, Number: 10, Feb-2012 Page 10
Page 2 and 3: Table of Contents Articles-HR Worki
Page 4 and 5: Lifelong Learning: The Challenge in
Page 6 and 7: the fact that Indian society tradit
Page 8 and 9: stakeholder led partnerships (Guile
Page 10 and 11: Defarges, P M (1996), Les organizat
Page 14 and 15: Looking at the organization also we
Page 16 and 17: [10]Nilles,Jack M.(1974), The Telec
Page 18 and 19: THE EVOLUTION OF HUMAN RESOURCE DEV
Page 20 and 21: the treatment meted out by the top
Page 22 and 23: 1.Number of pucca houses doubled fr
Page 24 and 25: in the rural markets of India‖. I
Page 26 and 27: Sustainable Development in Educatio
Page 28 and 29: esponsible citizens, we can economi
Page 30 and 31: Study of Impact of Green Marketing
Page 32 and 33: est path forward. The authors have
Page 34 and 35: pollution tax. While converse may n
Page 36 and 37: established which started as privat
Page 38 and 39: Principles of Sound lending The ban
Page 40 and 41: Mithila State Dr. Prem Chandra Thak
Page 42 and 43: (Jatasankar jha PP59 Beginning of m
Page 44 and 45: Leadership to manage Emotions in He
Page 46 and 47: will to pursue it through the devel
Page 48 and 49: thing to do.” There are a few oth
Page 50 and 51: Blake, R. and McCanse, A.A. (1991),
Page 52 and 53: and hence considered the most impor
Page 54 and 55: % of Respondents Percentage of Resp
Page 56 and 57: S.No Income (Rs.) Average monthly f
Page 58 and 59: Bibliography [1] Binu Mathew (2006)
Page 60 and 61: Knowledge evolves over time with ex
Page 62 and 63:
The cycle works as follows: A. Figu
Page 64 and 65:
of companies listed on Jakarta Isla
Page 66 and 67:
[4] R. Ball and P. Brown. "An empir
Page 68 and 69:
CKK‟s Advertisement Intervention
Page 70 and 71:
Another significant feature of the
Page 72 and 73:
Psychological Science [A Journal of
Page 74 and 75:
• Have a personal action plan for
Page 76 and 77:
• But all the units of the organi
Page 78 and 79:
Role of Supply chain in successful
Page 80 and 81:
POPULATION, SAMPLING AND SAMPLING S
Page 82 and 83:
REFERENCES 1. Ademeso, O.S.and Wind
Page 84 and 85:
Table-2:ANOVA Test - Type of owners
Page 86 and 87:
Levels of Human Resource Developmen
Page 88 and 89:
Area of Moderate backwardness As ma
Page 90 and 91:
Criminal Code of Thailand, B.E. 249
Page 92 and 93:
In phase 6, the validation will be
Page 94 and 95:
1. Risk factors research Reduce fra
Page 96 and 97:
Supply chain management is an integ
Page 98 and 99:
. B. Raja Shekar, GVRK Acharyulu, L
Page 100 and 101:
other words, it simply means a plan
Page 102 and 103:
and encourages communalism which is
Page 104 and 105:
From this paper, it has been found
Page 106 and 107:
confinement of the research. Thirdl
Page 108 and 109:
sentence in India. Adequate safegua
Page 110 and 111:
amount of compensation from the Sta
Page 112 and 113:
in Joginder Kumar Singh case. It is
Page 114 and 115:
111 TABLE 1. DISTRIBUTION OF WORKER
Page 116 and 117:
Appraisal system of the company pay
Page 118 and 119:
ITC Limited has a long history of a
Page 120:
CONCLUSION The survey indicated tha
show all

Table of Contents

Create successful ePaper yourself

Delete template?

Save as template?