Agree entirely Patrick. We are doing it at the University on our
research project but its interesting to know that you have personal
experience of it as well through industry.
We've just put in a small bid for funding to see if we can do some
research looking at the issues of teleworking and disability - does
it help the disabled individual? Is it an excuse for social
exclusion? Don't know the answer to the question - I have some ideas
obviuosly.
Are any of your companies teleworking employees disabled Patrick?
Rita
Date: Sun, 14 Nov 1999 17:54:35 +0400
Subject: RE: internet house - article in full
From: "Patrick N. Weston" <[log in to unmask]>
To: "[log in to unmask]" <[log in to unmask]>
Reply-to: [log in to unmask]
This issue is actually quite easily tackled without the need for logging in.
If performance parameters are set for an individual over a year and reviewed
on a frequent basis, providing that individual meets his/her target why
should anyone be concerned too much on the time that they are working. We
do this within our Company and we find that we get more out of people by
setting agreed targets and performance standards.
Regards,
Patrick
-----Original Message-----
From: [log in to unmask] [SMTP:[log in to unmask]]
Sent: Sunday, November 14, 1999 5:17 PM
To: [log in to unmask]
Subject: Re: internet house - article in full
Rita,
Yes, I see what you are saying. How do think the teleworking can be
monitored? Maybe by task log in and out time sheets or just working
goals?
Of course we do write our weekly logs or journal, as you know, to
help show
process, which I feel will help me keep a focus. If I have not
written about
a task which I was assigned in the log then I can see where I'm
falling short
whereas without this record I might move on to another task. The
logs also
help us find our strengths and weaknesses, therefore being able to
improve in
our weaker areas.
Your thoughts...
Judith
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