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Organizational Management Issues in Telecommuting


In recent decades, the study of organizations has become the main focus of research in several scientific disciplines. Sociologists, anthropologists, specialists in social human psychology, political sciences, and history directly contributed to creating the theory of organization. The growing interest in organizations’ study indicates the presence of organizational issues and the need to address these problems. Society is continually facing new challenges in today’s multicultural environment; this issue requires careful monitoring and finding new solutions. It is especially significant in terms of organizational behavior since the staff’s actions within the institution affect the foundation’s final results. So the research on this issue does not lose its relevance.

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The Problem of Social Distancing in Connection with Telecommuting

One of the significant organizational issues is related to telecommuting. It has been around since the 1970s but was slower to catch on than some expected. However, the COVID-19 pandemic has accelerated this process significantly, and many organizations have transferred their employees to telecommuting. It is no secret that any changes are perceived as stress for a person. The transition to telecommuting is a vivid example of it. According to Nelson and Campbell (2017), “many telecommuters feel a sense of social isolation” (p. 235). Thus, the risk of social distancing is high when a person does not feel like part of a team. In the usual life’s rhythm, a person goes to work every day and communicates with a certain number of people. At the same time, they can more realistically perceive others and themselves and be integrated into society more successfully. Nevertheless, this problem can be solved by using tools specifically designed for teamwork. For example, chat rooms such as Slack and Telegram allow real-time communication from anywhere in the world. Video conferencing applications, such as Zoom or Hangouts, are a powerful way to unite individuals into a single team with the usual communication.

Features of Alternative Work Patterns

An equally crucial organizational issue relates to alternative work patterns such as job sharing, four-day workweek, or flextime, which are used in many organizational ways. There are many biases associated with this type of work. As a result, people are desperately trying to get flextime or refuse such work because they only think about the negative consequences. One of the main advantages of these work models is the ability to plan daily tasks to solve work issues, as well as the ability to combine several jobs or one job with leisure. However, Nelson and Campbell (2017) specify that “sometimes such employees are perceived as less job-career dedicated and less advancement motivated” (p. 235). Moreover, there are different distractions; therefore, it is essential to be very disciplined to focus on one’s work and productivity. Thus, organizational issues are often associated with alternative work patterns.

The 21st century is an era of the rapid development of modern information technologies. Computer and digital technology are found everywhere: at home, at work, on the road – almost everywhere people use electronic devices and advanced technologies. Today, employees can conduct business from anywhere in the world using a virtual office. Chiappetta (2017) claims that “this leads to a state as technostress – a syndrome that occurs when the person is subjected to information overload and continuous contact with most digital devices” (p. 2). Technostress is characterized by anxiety and the constant feeling of missing something when, for example, one does not have time to respond to messages or follow technological innovations. It can lead to insomnia, irritability, disturbance, and frustration. Because of this condition, people tend to make wrong decisions; it can affect work and relationships with other people. Nevertheless, to overcome this condition, it is necessary to abandon the workload during non-working hours, have free time from gadgets, be in nature more often, and take walks. A person needs to learn how to control their condition because it is impossible to avoid technology today.

Consequences of the Development of Information Technology

It is important to note that individuals employed in the workplace are from various groups and backgrounds. Kapur (2018) notes that “diversity is understood as the acknowledging, understanding, accepting and valuing the differences amongst the individuals belonging to diverse backgrounds, concerning age, race, gender, ethnicity, religion, and disabilities” (p. 3). This phenomenon has become especially relevant in globalization when the economies of the world’s countries unite in all spheres for joint problem solving and cooperation. In diversity, people still maintain their values and mutual respect, even if they work as a team on a common goal, combining their skills, experiences, and ideas. However, there are some organizational issues related to diversity in the workplace. Thus, representatives of different sectors of society often encounter failures in communication with each other, which reduces productivity in the workplace. Moreover, sometimes there is a clash of cultures and religions. This problem can be solved by recognizing the values of difference and countering any kind of discriminatory treatment.

The Situational Leadership Model

Concerning organizational issues, it is impossible not to mention leadership – the ability to influence people to achieve the intended goals. The role of the modern leader in management is unique and very significant. According to Roe (2017), “only a real leader can effectively manage people, unite the team, and direct it towards solving the assigned tasks” (p. 93). In 1977, Paul Hersey and Ken Blanchard developed the Situational Leadership Model, according to which the leader’s actions depend on the situation and the followers. Gates et al. (2017) point that “according to this situational model, there are four leadership styles: delegating, supporting, coaching, and directing” (p. 91). For example, if subordinates feel a sense of social isolation or stress, including technostress, a supportive leadership style is appropriate. In turn, in the context of diversity in the workplace, it is crucial to consider various opinions. In such a case, a coaching type of leadership would be suitable. Thus, there is no single best management style since the best leadership style will be dictated by the task to be completed and the team’s composition performing the task.


Any organization faces problems, sooner or later. Some solve them quickly, gain experience, and become stronger; for other organizations, problems can lead to collapse. In any case, every situation has reasons that caused it. The faster the cause is detected, the quicker the problem will be resolved. The main organizational issues are related to telecommuting when many employees feel a sense of social isolation, and alternative work patterns, which are sometimes perceived somewhat negatively. Moreover, problems in the organization are associated with the implementation of virtual offices and the existence of diversity in the workplace, leading to conflicts. In this regard, the role of a leader who can competently find an approach to the workers and effectively organize their work increases.

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Chiappetta, M. (2017). The Technostress: Definition, symptoms and risk prevention. Senses and Sciences, 4(1), 1–4.

Gates, J., Graddy, J., & Lindekens, S. (2017). How leaders improve: A playbook for leaders who want to get better now. Westport: Praeger.

Kapur, R. (2018). Problems and Issues at the Workplace. Web.

Nelson, D., & Campbell, J. (2017). Management of ORG Behavior (5th ed.). Boston: Cengage Learning.

Roe, K. (2017). Leadership: Practice and Perspectives. Oxford, UK: Oxford University Press.

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