The paradigm of fixed work hours in a static place within traditional centralized and highly hierarchical structures proper of the times of industrial revolution has been changing towards a more flexible scheme due to the nature of current business: the knowledge-based organization. There is a higher need for autonomous work in times of nomadic (flexible time arrangements, multi-skilled work teams, multiple employment relationships and lifestyle preferences, diversity of locations, higher and more stable connectivity).
The implementation of teleworking is a challenge, not only for employers but also for employees. Both have to be aware that traditional working practices and behaviors have to change, and better communications have to take place. Mutual trust and respect should also be part of the commitment; and it certainly needs to be supported with a measurement system or scale that allows productivity to be objectively analyzed, giving a clear perception about how efficient and effective work is done.
The growth of teleworking is rooted in market competitiveness as a result of globalization, increasing importance of the service sector, the development of communications technologies, the decreasing cost of personal computers and other office equipment, the change of business culture (flatter hierarchies, internal flexibility and managed by objectives) and its need to cope with the challenges of work and personal life-balance. Fueled by broadband adoption, better collaboration tools, and growing management experience, the US telecommuting ranks will swell to 63 million by 2016.