For based on salary requirements, but are looking

For most, balancing work and a personal life can be difficult
to manage especially since the increase in the use of technology has made it
that much easier to access work-related task electronically. The challenges
associated with juggling the high demands of having a career and trying to find
a balance between the workplace and having a personal life can often feel
impossible. Technology is steadily advancing at a rapid pace making it more
than possible to perform job related tasks almost from anywhere in the world
and at any given time (Rao & Indla, 2010). More
and more companies are starting to embrace the technological society we all
live in and are moving more into globalization where work is no longer
restricted to the workplace. There are several benefits associated with employees
being able to work from remote locations, such as accessing work related
e-mails and assignments around the clock, but this type of electronic access
can run the risk of creating a work-life imbalance (Rao & Indla, 2010). Some
employees prefer a flexible work schedule where they are allowed to work
remotely because of some of its benefits such as having a work schedule that amplify
quality family time. Flexible work schedules can also sometimes create a better
work-life balance and possibly make up for work pressure (Dizaho, Salleh, &
Abdullah, 2017).

Some employees are no longer looking for fulfilment
based on salary requirements, but are looking for other benefits and self-fulfillment
the higher they climb up the Maslow hierarchy ladder. An employee’s inclination
and motivation will determine what category they fall into on the Hierarchy
model, therefore, their ambition to move forward to satisfy an unfulfilled need
will likely affect the type of benefit that he/she once desired. It is quite
simple, the needs of employees change and that change is depended on the situation,
timing, and experience (“Make employees appraisals more productive,” 2007).
Therefore, once that employee need, this can include financial needs, is met
then they are looking for the next best thing that will fulfill another need.  However, some employees are not pleased with
telecommuting because they are finding that they are no longer restricted to the
typical forty-hour work week because of their ability and access to work
remotely. In fact, those employees are finding themselves working harder and
longer hours (Rao & Indla, 2010).

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Based on the wealth of information I have learned this
semester, I personally believe the perceived change with the advancement of
technology can be both a good and bad thing. From an employer’s point of view, the
stellar benefits associated with working remotely/ flexible work arrangements
and its impact on employees’ compensation systems include a reduction in office
expenses, a boost in productivity, an improvement in retention of good workers
which reduces turnover, and reducing absenteeism (“Managing Flexible Work
Arrangements, “2016). On average, a typical business could save more than
$10,000 per employee per year on expenses such as utilities, office space,
furniture, and other associated overhead costs when their staff members are
allowed to telecommute (Reidy, 2016).  

However, there are some pitfalls that employers are
recognizing when it comes to telecommuting and flexible work arrangements. One
of those pitfalls is the tracking of employee hours. This can be problematic
for those remote employees since many of them may work for extended hours and navigate
away from the normal work schedule (Reidy, 2016). This
is clearly an overtime liability for those hourly and salary non-exempt employees.
Misconduct is another pitfall and concern for employers when it comes to flexible
work arrangements especially since one-third of all sexual harassment claims
are originated via electronic use (Reidy, 2016). Employers do enjoy some of the
perks tied to telecommuting, but their concerns in regards to the disadvantages
are justifiable.  

In my opinion, technology can be a double edge sword
when trying to find a balance between work and having a personal life. Having
access to technology does allow flexibility, but doesn’t necessarily limit or
reduce the amount of stress associated with work. From my own personal
experience, having access to technology and the ability to work remotely have
increase the number of hours I work during the week and finding a balance with
my work-life at times are challenging. 

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