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hybrid Trends in the organization

JULIAN MONTAIN

1.2

Technology trends such as organizational recognized as independent from

one another, because indeed, began their journey for different reasons and backgrounds rather clear to prove it.

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However, the current reality imposes the need for a multidisciplinary and

hybridization of knowledge and new ways to achieve competitiveness. These trends are not far from it and become the best example to understand the new scenarios in the business world and in everyday life.

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The first effective result of this combination and that is the basis for

understanding the subsequent concepts, is telecommuting, whose definition is broad and understood in so many different ways are the options in use, result

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hybrid Trends in the organization

States and advantages.

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A first definition comes from the attempt to translate telecommuting or

"teledesplazamiento" in the sense that it is possible to "move the information to where the worker" and not vice versa as it still is. Also be understood as the "virtual displacement" to the employee's workplace through electronic media. Another author gives these concepts:

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Telecommuting: use of computer and communications to change the

location accepts day from work.

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[...] The combination of telecommunications and information technology to

reorganize work

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time and in space (it important to time).

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This explains it well: telecommuting: Bring the work to the worker instead of

the worker

1.10 to work.

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hybrid Trends in the organization

1.11 [... ] Employer Working distance (ie, the head).

1.12 And, the one I like: Telecommuting: working without going to work.

1.13 An important element in the definition of this concept has to do with the time

allocated to work outside the workplace. In Europe it is considered as a teleworker dera who keeps 40% or more of work time outside of work in a day center. For some companies, it is considered teleworker to attend three or less days a week to the office. There are as many definitions over time as companies trying to conceptualize.

1.14 Consequently, telework is a neologism that implies various conditions in the

employment relationship, as this can be made at home (this is in part the importance of developing home automation that promotes teleworking), whose first experience, which is widespread , is through a computer with fax modem and a telephone line. Another alternative is to have dicionados Acon places for it and that may be owned or not the company to which the service is provided. Arise and concepts such as "telecenters" work (also known as "telecottages" or "Telecottages"), company-owned facilities strategically located in places inhabited by teleworkers res, but does not involve the displacement of the centrales.19 offices

1.15 In these "telecenters" it has computers, connections or intranets cas

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hybrid Trends in the organization

Telefnica to achieve communication with the central office. Another concept is the "hoteling" or "office hotels", which do not belong to the company and where it is possible to rent a small office to several floors, you can hire from one hour to for months or years with or without secretarial service. This phenomenon is possible to rent an office regularly conditioned (com puter and telephone) to a room that has teleconferencing and satellite or fiber communication ptica.20

1.16 Mobile telework occurs also practiced by the so-called nomadic teleworkers

telenmadas or 21 work characterized by con stantly traveling, and not only use the spaces described above, but are also increasing interconnectivity access in public places and common for these types of workers, such as airports, hotels (with its "business centers" or "vacation offices") and land transport stations tre, principalmente.22

1.17 This phenomenon, as originally materialized trend with the concepts of

"telemarketing" and e-business, among others, thanks to the possibility of working at low costs by not requiring frequent physical displacement of employees, and ease of maintaining virtually online communication with customers and employees.

1.18 In the U.S. and Europe, these modes are already making telecommuting a

reality. It is estimated that in the U.S. there are more than 9 million teleworkers, while in Europe there are more than one million people, of which 50% are found in Spain.23 tran teleworking in Mexico is just beginning and there is no sta tions to follow up on this new job, but there is experi ence from companies

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hybrid Trends in the organization

such as IBM, Hewlett Packard, the consulting firm Towers Perrin de Mexico, Alstom Power and pilot level is Vitro.24

1.19 19 Jimenez Padilla and Eagle (2001: 117-146).

1.20 20 Padilla Melendez (1998: 45).

1.21 21

Management

Technology

Associates

(1995).

Online

version

www.mtanet.co.uk / mta_oen / tw_cats.htm.

1.22 22 Truly connectivity options are becoming more accessible. For 2003, our

country will launch a hybrid technology that combines in a small device the possibility of having a computer "ultraportable" the size of the palm of the hand and internet service via satellite 24 hours a day . In this sense, communication with the employer, from its headquarters, will be total and limitless.

1.23 23 Reform (2001).

1.24 24 Reform (2001).

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hybrid Trends in the organization

1.25 The

lack of technological infrastructure in telecommunications and

informatics policy in our country, obviously reduces the speed of this development work. It is estimated that only 10 of every 100 Mexicans have a computer, and that 5 out of 100 have Internet access. This contrasts with the U.S. and Canada, countries where more than two thirds of the population have access to this medium, which in turn partici pate with 40% of the world total. In second place is Europe, Middle East and Africa with 27%, while Southeast Asian countries have 22% tico and Latin America with only 4% (Mexico represents only 1% of the world total).

1.26 The gradual but sudden emergence of telecommuting demand also pay

attention to the organizational aspect, it poses new challenges for the management and direction of the staff whose treatment will be largely "virtual", so super vision and other traditional means of administrative control will completely obsolete.

1.27 In searching for a counterweight, there TeleManagement concept whose

definition also has variations according to their applications and proves two distinct, and is defined as:

1.28 a) an instrument of management that must be acquired by the directors as

soon as possible like other traditional instruments, due to the coexistence of workers and telecommuters to service businesses.

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hybrid Trends in the organization

1.29 b) is a top management strategy whose function is to make the relationship

between telework practitioners endure, in order to maintain high levels of performance nor All this supported, paradoxically, greater co cation, a high degree of trust and responsibility, because the personal supervision is negligible.

1.30 c) is a set of methods for the organization of telework, as it must to

contemplate the logistics efforts of the various forms of manifestation of telework. This should include the required technological support and mainte , ongoing communication and different media. The handling time for

teleconferences rivers and reporting delivery, shipping and delivery of materials, etc..

1.31 Selecting the most appropriate staff to telework is also a responsibility for

those who are involved with it.

1.32 In defining job profiles will be key factors the degree of responsibility of the

person involving a reduced or no supervision. Tam also have to be highly trained in the handling of telematics domain in addition to the activities in which it specializes. Ideally you prefer staff already have time in the workplace and therefore already has a history of behavior towards the same, besides accounting for trust managers.

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hybrid Trends in the organization

1.33 The job description must necessarily include a family atmosphere appro

priate candidate, since the family becomes a significant influencing factor for those who undertake telework from home. To comply with this requirement may be asked the candidate a home visit and live with relatives. These activities are not only to diagnose whether the environment can encourage telecommuting, but also to know if physical condi tions and home equipment are favorable and suggest necessary changes

1.34 rivers.

1.35 Currently

practitioners and prefer teleworking profes Nistas are

independent (freelance) who normally perform consulting and advisory activities, researchers and those workers or executives who basically play their usual activity outside the office.

1.36 The relationship between the boss and the teleworker will be based primarily

on a fully trusted environment, which should arrive in a number of commit ments including activity planning, defining schedules, delivery of reports, since rotation (to avoid routines), personal visits to the office telecommute, telecommuter boss visits and heavily, maintain a sense of authority in the relationship, because the absence of the physical presence of the chief or super visors can be flexible rules that affect productivity.

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hybrid Trends in the organization

1.37 The manager must be aware of when assessing the teleworkers, ie give the

same care workers alike attending the office, and those who do not. Should give priority to the employment relationship before the measurement of outcomes of telework, as the otherwise occur may be of demotivation and the quality of work is affected.

1.38 1. Impacts of trends

It is important to close this identification of trends explains briefly what are the impacts in the field of administrative work to end come up with some reflections

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hybrid Trends in the organization