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Employer Perspective on Old Situation – Structural Frame

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Yahoo had about 12, 000 employees working from home in different parts of the world in June 2013. The management at Yahoo identified the distance between employees and managers that hinders effective and efficient communication. For them, face to face communication was key for employees to understand what was required of them and judge the “quality” of performance. The CEO Marissa Meyers believed that this distance adversely affects performance and productivity of teams as there was no direct dialogue between the fellow team members as “Some of the best decisions and insights come from hallway and cafeteria discussions, meeting new people, and impromptu team meetings. ” Additionally, remote-work employees lead to increased costs in the business. This is so because most telework employees are provided with devices (laptops, security dongles or security software) from the company to ensure that company sensitive data is not accessed by others. This increased cost doesn’t always outweigh the performance of these employees.

Causal chain.

The management of Yahoo highlight poor productivity and limited communication as the reasons for scraping the telework policy. However, about half (55%) of US companies allow employees to work at home occasionally and one-third allow employees to work at home or off-site on a regular basis. About one-fifth of all employees’ report working some of their regularly scheduled work hours from home and approximately 24 of the 65 million employed adults who use a computer to perform their job, do some of their work from home. The number has only been increasing since 2002. So, the issue that needs to be addressed is how does a company improve on effective communication, enhance problem solving and innovation and improve overall morale and productivity of its employees.


Performance Management is essential to all companies, and most managers are sceptical of telework because they cannot monitor the progress of individuals personally. This necessitates a shift from a “face-time culture’’ to a ‘‘results-oriented culture’’. With the case of Yahoo, although the management recognized the need to create a more collaborative and productive environment to enhance innovation, the CEO’s poorly worded memo created dissent among employees. It was a closed ended “not up for negotiation” memo. We must consider if there could have been a slower transition to in-office work or changes made to the Telework policy by clearly defining work hours, collaborative software’s to make information assimilation faster or hold monthly meetings in person for planning. However, while using only the structural lens, the withdrawal of the telework policy was a good decision as it allowed for a more structured, easily monitorable and controlled environment.

The move fits with the horizontal organization design with an emphasis on process and teamwork. It facilitates rapid communication and reduces the amount of time taken to get work done. It also improves organizational learning and teamwork by developing broader perspectives and idea sharing among employees. It also strengthens bonds between team members and empowers a stronger organizational culture.

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Employer Perspective On Old Situation – Structural Frame. (2020, March 16). GradesFixer. Retrieved January 20, 2021, from https://gradesfixer.com/free-essay-examples/employer-perspective-on-old-situation-structural-frame/
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