PETALING JAYA, June 15 (Bernama) -- The Movement Control Order 3.0 (MCO 3.0) once again imposes Malaysia’s workforce to Work From Home (WFH), a necessary move to flatten the curve of COVID-19 infection as the number of deaths and positive cases are increasing by the day. This time both employers and employees are better prepared and more agile in adapting to the WFH arrangement compared to a similar situation in March 2020 when WFH came as a shock to many, just as the lockdown itself.
The arrangement of WFH or in its general term, teleworking, that is working remotely away from office premise by utilising the ICT and technological tools, seem to remain in many workplaces post-MCO, although it might not be the mainstream way of working. A hybrid model which combines the traditional workplace and teleworking may seem a plausible choice for both employers and employees upon looking at the pros and cons based on the current pandemic crisis. According to a survey conducted by the United Nations Development Programme (UNDP), 83% of employers plan or are considering WFH options post-MCO.
Teleworking is the future of work and the real new normal to job and workplaces. The advantages of teleworking are in terms of cost reduction, time saving, and overall quality of life and were cited in many studies conducted. UNDP reported that 54% of its survey respondents indicated that their quality of life improved as a result of WFH. When the overall quality of life improves, productivity increases. Along the positive side of teleworking, its negative edge also prevails. Lack of effective managerial supervision, inappropriate working space at home, lack of digital skills and infrastructure, disruption in operation, and decreasing social connectivity are the opposing sides of teleworking.
AGILE REGULATION AND WORKFORCE ARE CRUCIAL IF WFH STAYS POST-MCO
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