(This interesting post includes the template of a proposal for introducing telework in your workplace. The proposal comprises an in-depth research, so please… read it)
Tomorrow I have a meeting with the Principal of the college in which I work. I am trying to promote the introduction of a telework policy. As a sort of IT geek (although a very useless geek, I have to say), I have always felt that I have the moral responsibility of employing the existing technologies in order to make possible more sustainable and rational ways of living and working.
Our work organization, understood as the way in which work is organized and managed in modern societies, is absolutely artificial and irrational. Work procedures and methods are still a legacy from the Industrial Revolution age. Work and leisure life are detached and disconnected, and there is alienation in this rigidity. Work should be measured and organized in terms of results and achievements, and not in terms of working hours (in addition, it is estimated that 3o% of our meaningful “office hours” are wasted in unnecessary meetings and constant interruptions).
Now the technology is ready, and telework is a reality which more and more organization adopting all over the world, and it is our responsibility to fight for its introduction in Scotland. It is a mammoth task, I know, as we have to demolish a wall of old fashioned prejudices but I believe that it is better to try it and generate debate than not to try anything. As I stated in my proposal, if we were allowed to telework, at least one day at week, we could reduce an average of 1280 C02 emission weight per year.
Evidence shows that the main hindrance for introducing a telework policy in an FE organization is the resistance to changes in the corporate culture. Telework is a paradigm shift in the cultural patterns of many managers. It represents an evolution from the rigid conception of education inherited from the Victorian Age –in which students “had to go to college” and employees “had to go to work”- to a more egalitarian and sustainable way of living and learning –in which lecturers guide students through their learning journey. By removing the barriers between “home” and “work”, ”leisure” and “duty”, telework contributes to create a learning culture.
If there is a component of trust and integrity in the relationships between managers and employees at Carnegie College, if employees are motivated in their work, they would not “slack off” when working from home and management could be measured in terms of results and project executions rather than number of working hours.
Perhaps the best way of concluding why Carnegie College should consider a telework policy is quoting a sentence from Fraser McLeish in his proposal “How to Introduce Teleworking in an University Context”:
“What’s important is that we provide help in ways that makes it easier for people to change and develop, not in ways that seek to protect them from change”
Finally, I attach my full proposal if you want to read it. You are free to use it as a template in order to champion the introduction of telework wherever you are based.