Office Workstations in the Home (1985) / Chapter Skim
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Effects of Work Location on Motivation
Effects of Work Location on Motivation
Pages 66-75
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From page 66... ...
One can readily envision, for example, a computer programmer working at home with a personal computer linked to the personal computers of other programmers, as well as to the centralized computing facilities of the programmer's organization. The question is whether this arrangement is more advantageous than one in which the programmers perform their duties at a centralized site.
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From page 67... ...
Outcome levels associated with financial analysis of a large corporation, for example, and preparation of an individual's income tax return are likely to be different. So, in comparing outcome levels of a financial analyst working at home with those of a tax accountant working at a more conventional location, the differences observed may be due to the nature of the work rather than to the locations.
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From page 68... ...
This person would place more emphasis on social interaction than another person with less need for affiliation who gravitated toward work at home. The reported differences in outcome levels between these two persons would be attributable to both the actual levels of their respective work locations as well as to the levels actively anticipated by each individual.
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From page 69... ...
EFFECTS OF HOMEWORK ON OUTCOME LEVELS Expenditure of Energy While not wanting to be overworked, people do enjoy being kept busy. Satisfaction derived from the expenditure of mental or physical energy has been attributed to a belief that hard work per se is morally correct.4 Others attribute it to neuropsychological factors.5 How might this level of energy expenditure vary according to work location?
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From page 70... ...
Such communications all too frequently are ignored at conventional work sites to ignore communications in the case of homework may have negative motivational consequences. Social Interaction Work is a social activity with the potential for frequent contacts with subordinates, coworkers, superiors, and others.
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From page 71... ...
The mentors would teach the home-based employees the organization's informal norms and provide social support. Like any alternative approach, such a program would have to be evaluated in terms of the benefits accrued versus the direct production time lost.
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From page 72... ...
Regardless of the symbols used, it is important to recognize their motivational relevance and the effect of working at home on their availability and meaning. Wages Wages are probably the most important form of motivation because of the role they play in satisfying the greatest array of human needs economic support, job status, social affiliation, and personal growth and development.
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From page 73... ...
It appears to have a marginally positive impact on two motivational bases of work: expenditure of energy and wages, and a potentially negative impact on three others: the production of goods or services, social status, and social interactions. It appears that employers can act to mitigate the potentiaBy negative consequences of the first two.
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From page 74... ...
They also expect that technological advances necessarily produce significant and immediate social and psychological changes. In the current instance, attention has been focused on technology facilitating work at home and the effect of working at home on motivation.
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From page 75... ...
Task Design and Employee Motivation. Glenview, Ill.: Scott Foresman, 1979.
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