Written by Ever since the early 1990’s professionals from various areas of the workplace industry
(property, IT, behavioural) have been hinting at the new world where most of us Work From Home. This new world order based on the growth in technology and a new era of Internet Business entrepreneurs has promised a lot but in fact would seem to have failed to deliver.
Firstly, the argument that a large number of us would in actual fact have what amounts to online jobs has not occurred. The definition of online jobs in this instance is not standard, the model developed by workplace experts would see the vast majority of corporate employees employed to work from home, links to the office would be via their computer. While in most cases these people would have dealings on a regular basis with management and team members they would in actual fact carry out their responsibilities via the desktop, therefore in essence they will have Online Jobs.
The actuality of how working patterns have transformed is however, somewhat different. There is no doubt that there has been a rise in flexible working, by which is meant the capability to work in a number of different locations and a degree of choice and self displayed by the employee in choosing the most appropriate location for that work but whatever the developments in technology, broadband availability and changes in management customs the sea change just hasn’t happened.
There are a number of reasons why not. Firstly, while advances in technology have made isolated working possible, changes in the character of work have made it disagreeable. Workplace behaviourists have recognised that the vast majority of office based workers now renamed as knowledge workers, produce output ideas, services and strategies. In order for them to function effectively they need dealings.
Secondly, the quantum of the effect of flexible working behaviours has been impossible to show. So while the property costs and benefits are easily considered the real benefits in terms of the contribution to core business of the organisation can not be evaluated, even in the case of an Internet Business, where the whole transaction takes place online, there is still a case for co-location and relations which cannot be proven or discounted.
With these two opposite factors the growth of flexible working has been unhurried and until workplace industry can display the benefits of productivity or make a solid case for no human contact then it is unlikely we will see the promised sea change in working patterns and behaviours.
