10 Sep topic I choose is • Establishing an employee leave donation program?

topic  I choose is  

• Establishing an employee leave donation program?

 For this assignment, you will select a topic from a list provided in the assignment instructions, conduct secondary research (or “find literature”) on that topic, and then provide a 1000-1400 word background review and synthesis of the literature that you find. 

consider the problem you will address and conduct research in the library on the topic. 

 sample paper

2
Teleworking
A review of the popular, trade, and scholarly literature on teleworking has shown three
major categories: the impact of teleworking on employees who telework, the impact of
teleworking on the social and wor
king relationships among all workers, and management
strategies and behaviors that influence the success of a teleworking arrangement.
The Impact of Teleworking on Employees Who Telework
Studies show that teleworkers can feel isolated and detect increased
demands on them as
a result of teleworking. One common theme is stress. Teleworkers can “suffer from heightened
stress and anxiety if it is not easy for them to switch off” (Crunden, 2016, p. 11). Such stress
might be contributed to by longer work hours. T
eleworkers are likely to work more hours and
less likely to work a regular schedule (Noonan & Glass, 2012). In fact, Kossek, Thompson, and
Lautsch (2015) shed light on both increased stress and longer work hours as they identified
several “traps” that can
ensnare teleworkers, including one of “altered work
–
life dynamics” (p.
7).
Employees, they argue, can feel “isolated and distant from the social life of the firm” and,
thus, not feel as much of a part of the organizational culture as non
–
teleworking emplo
yees do (p.
7).  Furthermore, “job or family creep” can intensify with a teleworking arrangement, often
caused by the inability to set boundaries between work and family lives (p. 8). In fact,
“…heavier users of work
–
life flexibility supports actually expe
rienced
increased
work
–
family
conflict” (p. 8). Thus, Kossek et al. concluded that, while teleworking is often designed to reduce
stress among workers, it can often increase stress among workers who are unable to separate
work from family life in a clear f
ashion.

3
Teleworkers can also sense a different set of evaluation criteria from that of non
–
teleworking employees. Caillier (2013), in his study of teleworking federal employees,
concluded that employees who chose not to telework did not report that they we
re being
managed for results as much as teleworking employees reported. Caillier surmised that it is
possible that teleworkers are evaluated more on “output
–
based controls,” while non
–
teleworking
employees are evaluated more on “behavior
–
based controls” (p
. 650). It is possible that workers
who telework face more pressure to produce results than employees who work on
–
site.
The Impact of Teleworking on Social and Working Relationships
Among Workers
The literature on the relationships between teleworkers an
d non
–
teleworkers is
mixed.
Some studies show a sense of unfairness on both sides, while other studies show that
social and working relationships are not compromised when some employees telework and
others do not.
However, the results seem to be influenc
ed by the level of intensity that an
employee teleworks.
Some research indicates that tension can result when teleworking is offered. One of the
“traps” that Kossek, Thompson, and Lautsch (2015) identified watopic  I choose is  

• Establishing an employee leave donation program?

 For this assignment, you will select a topic from a list provided in the assignment instructions, conduct secondary research (or “find literature”) on that topic, and then provide a 1000-1400 word background review and synthesis of the literature that you find. 

consider the problem you will address and conduct research in the library on the topic. 

 sample paper

2
Teleworking
A review of the popular, trade, and scholarly literature on teleworking has shown three
major categories: the impact of teleworking on employees who telework, the impact of
teleworking on the social and wor
king relationships among all workers, and management
strategies and behaviors that influence the success of a teleworking arrangement.
The Impact of Teleworking on Employees Who Telework
Studies show that teleworkers can feel isolated and detect increased
demands on them as
a result of teleworking. One common theme is stress. Teleworkers can “suffer from heightened
stress and anxiety if it is not easy for them to switch off” (Crunden, 2016, p. 11). Such stress
might be contributed to by longer work hours. T
eleworkers are likely to work more hours and
less likely to work a regular schedule (Noonan & Glass, 2012). In fact, Kossek, Thompson, and
Lautsch (2015) shed light on both increased stress and longer work hours as they identified
several “traps” that can
ensnare teleworkers, including one of “altered work
–
life dynamics” (p.
7).
Employees, they argue, can feel “isolated and distant from the social life of the firm” and,
thus, not feel as much of a part of the organizational culture as non
–
teleworking emplo
yees do (p.
7).  Furthermore, “job or family creep” can intensify with a teleworking arrangement, often
caused by the inability to set boundaries between work and family lives (p. 8). In fact,
“…heavier users of work
–
life flexibility supports actually expe
rienced
increased
work
–
family
conflict” (p. 8). Thus, Kossek et al. concluded that, while teleworking is often designed to reduce
stress among workers, it can often increase stress among workers who are unable to separate
work from family life in a clear f
ashion.

3
Teleworkers can also sense a different set of evaluation criteria from that of non
–
teleworking employees. Caillier (2013), in his study of teleworking federal employees,
concluded that employees who chose not to telework did not report that they we
re being
managed for results as much as teleworking employees reported. Caillier surmised that it is
possible that teleworkers are evaluated more on “output
–
based controls,” while non
–
teleworking
employees are evaluated more on “behavior
–
based controls” (p
. 650). It is possible that workers
who telework face more pressure to produce results than employees who work on
–
site.
The Impact of Teleworking on Social and Working Relationships
Among Workers
The literature on the relationships between teleworkers an
d non
–
teleworkers is
mixed.
Some studies show a sense of unfairness on both sides, while other studies show that
social and working relationships are not compromised when some employees telework and
others do not.
However, the results seem to be influenc
ed by the level of intensity that an
employee teleworks.
Some research indicates that tension can result when teleworking is offered. One of the
“traps” that Kossek, Thompson, and Lautsch (2015) identified wa
s the “fairness trap” (p. 8).

s the “fairness trap” (p. 8).