diff --git a/Work-from-home-Policy%3A-Things-to-Contemplate-%26-how-to-Jot-down-One.md b/Work-from-home-Policy%3A-Things-to-Contemplate-%26-how-to-Jot-down-One.md new file mode 100644 index 0000000..642b895 --- /dev/null +++ b/Work-from-home-Policy%3A-Things-to-Contemplate-%26-how-to-Jot-down-One.md @@ -0,0 +1 @@ +
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Choudhury and his fellow researchers distinction pooled interdependence with "reciprocal interdependence," which requires continued interplay between co-staff, and "sequential interdependence," which entails a collection of tasks carried out by totally different workers. Employees with jobs that require minimal coordination may doubtlessly use these findings in negotiations with a prospective employer, says Choudhury. However, work-from-anyplace policies may improve costs in work environments that require brainstorming and venture-primarily based interplay, says Choudhury, adding that extra analysis is required to fully understand the implications of distant work in additional collaborative settings. As some firms move to undertake broader telecommute policies, others akin to Yahoo! Companies have cited the necessity for office "face time" and the advantages of spontaneous interplay among reasons to avoid distant work, even for highly skilled, autonomous staff. To Choudhury, a deeper factor would possibly underlie their reluctance. "It’s trust-it’s the worry that folks will shirk, and I feel it’s the lack of readability from the educational research as well," Choudhury says. The potential for this new analysis to help inform discussions about remote work insurance policies excites Choudhury.
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