Remote Intelligence in CoRPORATE ORGANISATION

REMOTE INTELLIGENCE IN CORPORATE ORGANISATION 9 Running Head: REMOTE INTELLIGENCE IN CORPORATE ORGANISATION REMOTE INTELLIGENCE IN CORPORATE ORGANISATION Name of University: Author Note: Introduction 2 Discussion 3 Tele-commuting in workplace 3 History of tele-commuting 3 Remote intelligence 4 Nature 5 Significance in workplace 5 Threat to western countries 6 Ethics 7 Advantages 8 Disadvantages 9 Leadership style 9 Conclusion 10 Reference 11 Introduction

Running Head: REMOTE INTELLIGENCE IN CORPORATE ORGANISATION
REMOTE INTELLIGENCE IN CORPORATE ORGANISATION
Name of the Student:
Name of University:
Author Note:

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Table of Contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................3
Tele-commuting in workplace.....................................................................................................3
History of tele-commuting.......................................................................................................3
Remote intelligence.....................................................................................................................4
Nature......................................................................................................................................5
Significance in workplace........................................................................................................5
Threat to western countries......................................................................................................6
Ethics.......................................................................................................................................7
Advantages..............................................................................................................................8
Disadvantages..........................................................................................................................9
Leadership style.......................................................................................................................9
Conclusion.....................................................................................................................................10
Reference.......................................................................................................................................11

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Introduction
Telecommuting and communication is considered to be the future determinant of an
organisation. The term telecommuting is related to the term remote work in which the employees
do not need to commute to office or warehouse; instead, they can access their job at home or in a
remote part (Asgari, Jin and Mohseni 2014). With entering into the modern world ruled by
technology and technocrats, the trend of telecommuting becomes fashionable to various
companies. It develops such kind of flexibilities to the employees in order to work any time. In
other words, the employees get the leverage to work in any time and do not have to follow strict
restriction of work time. In response to this, telecommuting can be defined as a transformational
tool that drives the employees to work from home in any time without presenting at the office.
With the growing nature and progress in technologies, telecommuting is also going through a
process of transformation which creates more alternative methods of remote working besides
doing emails and telephones (Chen and Wong 2016). In addition to this, the latest trend in the
corporate culture is to include remote intelligence as an alternative of telecommuting. In this
context, it can be argued that remote intelligence is more efficient and helps the company to
generate more work in a limited time span. However, there are a number of disadvantages and
issues regarding the utilisation of remote intelligence. Therefore, the purpose of this report is to
create an understanding of the influence of remote intelligence in new corporate workplace
environment. In due course, the discussion highlights different aspects and perspective regarding
the use of telecommuting and remote intelligence and figures out various layout related to the
concept.

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Discussion
Tele-commuting in workplace
Tele-commuting is a term emphasised on work from home or e-communication which
does not require any kind office or organisational building to visit. The process is highly relied
upon the digital communication systems such as Wi-Fi connection. In this matter, this working
habit is very popular in the western countries where employee flexibility is very much associated
with the tele-commuting. The recent studies have showed that in the United States there are
almost 115% increase in the telecommuting system from 2005 to 2015 (Asgari and Jin 2015). It
can also be identified that the average telecommuters are of an age of 46 years. The condition of
the Asian countries is also influenced by this significant development. In Japan the
administration incorporated a new IT reform strategy in order to increase the teleworkers to 20%
of the working population. Moreover, the global survey amplifies that there among the private
enterprises 62% of the employees are like to choose work from home rather than going to office
every day (Kimata and Takahashi 2017). Besides this, global competitiveness enhances the
business activity of the organisations and it requires enough number of employees. However,
reluctance to establish new office the private business houses are opting for telecommuting
workforce which helps them to reduce the cost of maintenance of the offices.
History of tele-commuting
The concept of tele-commuting is not a new concept rather has prevalence since 1990s.
The term was first coined by Jack Nilles during the 1970s oil crisis in United States. In his
argument Nilles defined tele-commuting as an idea of working away from the office with the
help of communication technologies (Kotlyarov 2015). Since 1995 the perspective of
telecommuting has witnessed a drastic change when ESPN streamed a broadcast through radio

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about a baseball game using technology. It laid the foundation of HTTP based streaming
revolution that would able to shape the future of telecommuting in near times. After that, the year
next there were government initiatives in the Western countries to use telecommuting framework
inside the governmental proceedings. Nevertheless, the practice of telecommuting as a
workplace trend became popularised since 2008-2009 when in US more than 100,000 federal
employees were started working remotely (Tomita 2014). From that year, telecommuting is
witnessing a boom in practice and now can be reflected as a common practice.
Remote intelligence
Remote intelligence is primarily focused on the technological framework which enhances
the productivity and decision making process inside a corporate organisation (Blount 2015). In
response to this, use of remote intelligence in place of manual processing is highly practised in
the private companies. Primarily relied on the virtual world the concept can be identified as a
beneficial factor for the company. It requires a virtual team or people to pursue the goals and
achievements of the organisation. In this regards, virtual teams can be defined as a group of
people who works in the same office but spread through various locations. It can be in different
cities, countries or time zones and have a vast number of people belonged to different cultures
and backgrounds (Arabikhan 2017). However, remote intelligence can also resemble the idea of
using application management that can be processed without any human intervention. For an
instance, real time tracking system or GPRS is popularly used in customer service sector. In the
customer service framework, companies implements a digital system where the clients can
ventilate their product related issues. The reason behind using such model is to create enhance
the production ability of the company and at the same time provide an efficient service to the
customers. However, there is a sharp distinction between telecommuting and remote intelligence.

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It can be argued that telecommuting is primarily an idea working by the employees whether
virtual or actual. On the contrary, remote intelligence is based on the technological framework.
In remote intelligence system human interference is less and it is highly devoted to work
independently (Zhu and Mason 2014).
Nature
The remote intelligence is primarily focused on the GPRS system and the application
software. The basic principles of application software are relied upon four key elements in terms
of complexity, conformity, changeability and invisibility (Asgari and Jin 2015). The size and
category of the business organisation determines the nature of the remote intelligence. In this
context, the category of the business organisation is considered to be divided into small, medium
and large segments. In fact, there are a number of business tools using in the corporate
environment of the company. For an example it can be used in enterprise, resource management,
digital dashboards, online analytical processing, reporting, procurement, and data mining
(Vander et al. 2017). The digital dashboards are identified as the intelligence dashboards of a
business organisation which are entitled to generate business data and business situation of the
company. In addition to this, data mining is related to extraction of the customer information
from a database with the help of software. There are statistical methods or neural methods which
are very useful to analyze data. Besides this, the remote intelligence is also beneficial for
managing and organising business documents as back up and can protect the documents from
data breaching (Zhu and Mason 2014).
Significance in workplace
 Due to the advent of globalisation the working spectrum of business organisations
become dynamic and emphatic. In this context, it is imperative for the organisational

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management to procure an alternative method which will ease the working pressure of
the company. Therefore, remote intelligence came into place to resolve the issues related
to the activities of the private organisation (Jafroodi, Salajeghe and Kiani 2015).
 In addition to this, the global competitiveness became so intense and over exposed that it
requires effective strategy with time consuming management. The remote intelligence
helps to set up effective strategies for the business organisation. In this respect it can be
claimed that there is a sharp distinction between manual and technological decision
making. The manual process can be considered to be effective but the advantage in using
remote intelligence is reflected in saving time and generates efficiency and accuracy at
the same time (Masuda, Holtschlag and Nicklin 2017).
 Using great number of employees and management faculties can be presented as an
expensive policy for the company management. In fact, it is also created obstructions in
the way of yielding more profit. However, using remote intelligence reduces the need of
manual labourers and initiates an effective profit making tool for the business
organisation (Allen, Golden and Shockley 2015).
 Besides this, there is a significant role of remote intelligence in protecting the business
related data. The information can be confidential and there is a risk to revel the data. In
that scenario remote intelligence provides the support to safeguard the information and
help to maintain privacy of the organisation (Chen and Wong 2016).
Threat to western countries
Despite remote intelligence is considered to be beneficial for the companies but it can
affect the very existence of the company. Though remote intelligence was started with unbridled
enthusiasm but in course of time the real picture of the system gets revealed (Masayuki 2018). In

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this context, it can be argued that the remote intelligence system can be detrimental for
employment. As the trend of using remote intelligence becomes fashioned by the European
countries in a rapid pace it will result unemployment in the region because using technology will
reduce the need of manual workers. In the Western countries from 1990 to 2014 the private
sector has witnessed a gradual decline in manual labour force (Blount 2015). The scholars and
researches are identified technological advancement as the principal factor behind this
degradation. In fact, the skilled workers or white collar jobs are now performed through software
which curtails the role of skilled workers in the organisations. This issue of unemployment leads
towards practice of illegal activities among the unemployed people which in returns have a great
deal of negative impact on the social stability in the European continent. For an instance, in the
EU legislation firms the auditing procedure is practised by the remote intelligence system instead
of using manual efforts. This growing threat of unemployment damages the socio-economic
condition of the continent (Soenanto et al. 2016).
Ethics
The relation between remote intelligence technology and business ethics are
simultaneously related to each other. In this regards, the remote intelligence system follows a
number of ethical a moral responsibilities in continuing the business orientation for the corporate
organisation. The ethics can be associated with privacy of the business statistics, protection of
personal information, secrecy in employee information and communication privacy (Allen,
Golden and Shockley 2015). It can be argued that privacy is considered to be the focal point of
ethics in remote intelligence. Protection of personal information is referred to the customers and
their personal information regarding bank details, transaction ids and consumer profile. In most
of the cases, any kind of cyber breaching can damage the consumer privacy which is supposed to

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be safeguarded by the corporate organisation. Business information in terms of confidential data
regarding the company business can be secured because it is important for the company
existence. In fact, the company has no right to reveal the details of their employees. It is against
the company protocol. Therefore, these issues are needed to be secured.
Advantages
There are ample of advantages which generate profits and benefits for the company. In
response to this the important advantages are as follows:
 The first advantage regarding remote intelligence can be identified as increase in
productivity and creativeness. Most of the business organisations install remote
intelligence process with the motive to usher more production and creativeness in the
company. The technological intervention makes it more accurate and effective for the
organisation (Zhu and Mason 2014).
 Business communication inside the company or with the customers and clients is also
imperative to maintain. In fact, many companies have put emphasis on the process of
remote commuting. In both the cases it requires good communicative framework and
infrastructure. Indeed with the increasing demand of technology it is necessitated by the
companies to follow a good communication process by using remote intelligence
(Soenanto et al. 2016).
 In the course of this discussion it is important to acknowledge that yielding profit is the
fundamental principal of a business enterprise. Therefore, the corporate companies are
always getting interested in following cost reduction mechanisms. In response to this, it
can be ascribed that the role of remote intelligence in reducing cost of production is very

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significant. The technological tool enables the company to reduce the cost of production
by increasing the production rate rapid.
Disadvantages
Nonetheless the remote intelligence technology can formulate a number of disadvantages
for the corporate organisation. For instance,
 It is being argued that with the installation of remote intelligence the cost of production
becomes reduced. This claim can be true but there are other expenses that can be erected
due to the use of remote intelligence. The maintenance cost is very high and it will create
an obstruction for the company (Allen, Golden and Shockley 2015).
 Ore reliance on technology like remote intelligence can create a problem for the company
in near future. It is impossible for the technology to provide a continuous support.
Therefore, in case of any error it will be a problem for the organisation to continue
production (Vander Elst et al. 2017).
 There is an adverse impact of remote intelligence on society and economy. The emerging
issue of unemployment leads towards a social instability and economic degradation.
Leadership style
In this context, transformational leadership is very pragmatic and relevant. According to
this leadership theory, the leader can create a solid relationship with his co-workers (Antonakis
and House 2014). There are four traits of Transformational leadership that can be applicable in
implementing remote intelligence. The first feature is associated with a clear vision that the
leader should be resembled. This vision will guide the leader to establish a better communication
with the team. The next trait deals with self motivation. In order to ignite passion among the

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team the leader must motivate the people engaged in the work. The next feature is defined as the
inspiration. The reason behind inspiring the people of work is to spread the aims and objectives
of the company among the entire team. In addition to this, setting the company standard is also
imperative for the team leader to follow. Hence, clear communication with vision, expectation
and planning will supply an impetus for the team.
The relationship is based on trust which will enhance both intrinsic and extrinsic
motivation. The influential personality and charismatic image of the leaders drives the
employees to follow his way devotedly. In addition to this, the leadership participation inventory
introduced by James Kouze and Berry Posner is considered to be the best option for
implementing remote intelligence (DuBois et al. 2015). Moreover, the participation inventory
reflects the way through which the company management will deploy the remote intelligence
mechanism (Alvesson and Kärreman 2016). The elements of empowerment and enthusiasm can
bring an essence of motivation which clears the way for introducing the remote intelligence tool.
Conclusion
The tele-commuting method and remote intelligence framework is very pragmatic in
response to the business activity of the corporative organisation. In this context, it is also
imperative to conceptualize the difference between tele-commuting and remote intelligence. It
can be argued that tele-commuting is a process which incorporates both manual and
technological proficiency. On the contrary, the remote intelligence reflects a total use of
technology. With the rapid growth in technology the tele-commuting process is getting obsolete
and most of the companies do not want to continue the practice of tele-commuting. In alternative
the remote intelligence framework becomes an increasing trend which is more prone to

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technology orientation. In response to this, the report envisages a clear picture of the nature and
practice of remote intelligence. However, due to intensely rely upon remote intelligence it erects
a grave problem in the business workforce. The advent of remote intelligence damages the
business situation in Europe by enhancing the possibility of unemployment. Therefore, it can be
concluded that to implement a proper remote intelligence infrastructure the organisational
management requires a leadership plan in terms of transformational leadership which will bridge
the gap between the employees and the remote intelligence mechanism and help the company to
achieve sustainability in future.

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