Telecommuting is one of the fastest growing trends in the U.S and now a day’s organizations realized that and they are giving this privilege to their employees. My current agency is one of the organizations that understand the benefit of telecommuting and provides the preference to employees to work from home. Even though my agency is favor of telework, there are still some obstacles from leaders or supervisors who are still reluctant to offer this opportunity to employees for so many reasons.

One of the main reasons is lack of trust and this is one of my organization problems. Mangers worry when their employees under them work from home because of lack of visibilities. Even though supervisors understand that some employees are very productive when they work from home, they feel relaxed when their employees sit in their office. As the result, employees feel lack of trust from their managers and this creates anger, frustration and lack of motivation to the employees.

Because of this, the organization turnover is so high and this error could be addressed by focusing on the organization telework policy and by understanding the system as whole. Understanding how the system works is very important to implement a meaningful telework policy or system. The organization should also provide all the necessary training on the telework policy and technology such as web chatting, sharing computer screen, IM (instant messaging) to both the managers and employees “Leaders must see what is actually happening over what they want to see happen” Reed, G.E (2006). As such, supervisors and leaders should consider the impact of the telework program to the success of the organization as a whole.
Also according to Savage, A and Sales, M. (2008) “…organizations whose leaders are continually scanning the external environment, engaging in organizational