Creating a more responsive organisation and securing flexible access to skill is becoming a critical success requirement. Large bureaucratic organisations are becoming aware of the vulnerability of size where it is not accompanied by responsiveness and flexibility. Skill shortages have become a limiting factor. People today have an unprecedented choice of for whom, how and where they work. There are many special human situations which can be addressed by a new pattern of work such as telecommuting. Organisations should not impose particular patterns of work on people. Instead, using information technology as appropriate, they should allow people to work in whatever ways best enable them to contribute. To do this may require a new approach to skill management strategy. The successful implementation of a new pattern of work such as telecommuting requires great care and an understanding of its distinctive features. Preparation for telecommuting should involve both the telecommuters themselves and those who manage them.
Coulson‐Thomas, C. (1991), "IT and New Forms of Organisation for Knowledge Workers: Opportunity and Implementation", Employee Relations, Vol. 13 No. 4, pp. 22-32. https://doi.org/10.1108/01425459110006723
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