I think MedEx should incorporate an employee telecommuting program because it seems most of their employees prefer not to work in the office every day. Another reason why is because it could give them a competitive advantage. Especially, when it comes to recruiting top candidates. According to Adecco, “if MedEx were to eliminate the need for employees to come into the office, then they could expand their candidate searches to other parts of the country, which can greatly expand their talent pool and allow them to hire more qualified and potentially less expensive, employees” (Adecco, 2016, para. 4). In other words, if MedEx were to “allow their employees to work from home, they could save on rent, overhead and other costs related to traditional in-office workforces” (Adecco, 2016, para. 3).
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Especially, since “high-speed internet service is available throughout the country, even in many remote areas, it’s easier than ever for employees to stay connected and collaborate. For instance, there are mobile devices, video chatting apps. which can help employees collaborate, and face-time without actually meeting face-to-face in an office” (Adecco, 2016, para. 5). According to Tony Bradley, “when you pay workers for their time, they’re willing to give you as much of it as you are willing to pay for. But, that doesn’t necessarily mean they’re maximizing productivity during that time. However, if you told workers that they could have the rest of the week off as soon as they complete their assigned tasks and meet their deadlines for the week, you would find that five days of effort can probably be compressed to two and have a very empty office after Tuesday because everyone is out golfing” (2011, para.
Especially, since “high-speed internet service is available throughout the country, even in many remote areas, it’s easier than ever for employees to stay connected and collaborate. For instance, there are mobile devices, video chatting apps. which can help employees collaborate, and face-time without actually meeting face-to-face in an office” (Adecco, 2016, para. 5). According to Tony Bradley, “when you pay workers for their time, they’re willing to give you as much of it as you are willing to pay for. But, that doesn’t necessarily mean they’re maximizing productivity during that time. However, if you told workers that they could have the rest of the week off as soon as they complete their assigned tasks and meet their deadlines for the week, you would find that five days of effort can probably be compressed to two and have a very empty office after Tuesday because everyone is out golfing” (2011, para.