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Like any benefit there is a spectrum of perceptions, which include several possible challenges. It is key to note that some of these are perceptional based challenges, or challenges that may not meet the facts. 1) Manager perception. The Microsoft whitepaper “Work without Walls” indicated one of the greatest challenges associated to employees working from home is the perception from a company’s management. Many managers are more comfortable when they are able to witness their employees’ work first-hand. “Business leaders assume employees International Journal of Business and Economic Development Vol. 3 Number 3 November 2015 www.ijbed.org A Journal of the Academy of Business and Retail Management (ABRM) 84 who work remotely and take advantage of the policy are not really working. This is because of the loss of control. Employers lose direct oversight and cannot witness productivity firsthand” (Kruse, 2012). Managers who set specific, measurable goals for all employees are more likely to have increased trust for any employees they select to work from home (Kruse, 2012). 2) Self-discipline. Not all employees are a right fit for working from home. Working from home does require self-discipline, and avoiding distractions at home. As with any benefit there are employees that will not use the benefit properly and set a bad example (Russell, 2013). 3) Face-to-face contact. Employees that work from home can often feel that they are missing out on face-to-face contact, including collaboration. There are several technology applications that can help counter-balance this aspect. Additionally, employees that work from home may find it helpful to make occasional trips to the office in order to engage in collaboration or networking opportunities (Russell, 2013). 4) Visibility. Indications seem to imply that those employees well suited for working from home work longer hours than their counter-parts that are in the office, however, it can be more difficult for that work to be visible (Russell, 2013). Employees can improve their visibility by increasing their diligence around communication (Healy, 2013). 5) Work / Life Balance. Although working from home can help many employees achieve a better work / life balance, it can also make it more difficult to do so. Working from employees’ homes can complicate their process by no longer providing a physical separation between work and home. Employees who work from home may neglect to take breaks, or are not as structured on what time to end their work day (Russell, 2013).

·         The Microsoft whitepaper “Work without Walls” indicated one of the greatest challenges associated to employees working from home is the perception from a company’s management

·         A Journal of the Academy of Business and Retail Management (ABRM) 84 who work remotely and take advantage of the policy are not really working

·         Visibility. Indications seem to imply that those employees well suited for working from home work longer hours than their counter-parts that are in the office, however, it can be more difficult for that work to be visible (Russell, 2013).

·         Working from employees’ homes can complicate their process by no longer providing a physical separation between work and home

·         Employees who work from home may neglect to take breaks, or are not as structured on what time to end their work day (Russell, 2013).

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Kylie and Adul mukit and Md Tahmidun Noor

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Kylie and Adul mukit and Md Tahmidun Noor

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Google Scholar provides a simple way to broadly search for scholarly literature. Search across a wide variety of disciplines and sources: articles, theses, books, abstracts and court opinions.

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To what extent do you agree with the following statement: Working from home is better for the employee?