A large percentage of the workers of the world travel for a considerable amount of time in order to get to the place of their employment. Commuting is the term used to describe this activity. According to the United States Census Bureau, the average commuting time in cities in the US is estimated to be about 25 minutes. The duration may increase or decrease depending on the city and the actual work station location. Some employees may be faced with longer commute hours due to certain changes in the organization's structure. It is important to know how this extended duration of travel affects the employee and the business or organization that he works for. This topic is relevant to all commuters and employers. Employers could benefit the most from this information because it could help them to make changes that positively influence productivity. Longer commuter hours reduce productivity, as they increase travel time, elevate the costs of travel, lead to misconduct, impair health and reduce the overall quality of life.
Longer commute hours increase the amount of time spent in travel. As earlier stated, the average commuting time is about 25 minutes. However, some circumstances such as promotion change of work stations, premises relocation among others may lead to an extended travel time. The amount of time spent on travel will then have to misplace other activities that were initially a part of the employee's life. They include socialization with friends, spending time with family and even sleep. A person may have to get up earlier so that they can get to work on time. This adjustment in time will lead to lowered productivity because the employee will experience some level of stress. The change in activities will also mean that there will be less time for team building activities. An example is the social interactions that take place after work. These coffee meetings and drink meet ups are a great way to strengthen a team. However, a worker who needs to travel for a longer distance will not take part in such endeavors. He will therefore always remain one step behind his colleagues. He will require additional effort and more communication to perform on the same level as those who commute less (United States Census Bureau, 2018).
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The costs of travel are likely to go up if the commuting distance is increased. In most cases, the commuter allowance does not change if such a move was necessitated by a horizontal movement. The organization may also increase the commuter allowance but it is not often commensurate to the costs incurred. An employee who was previously only using a small amount of fuel may need to double or triple his expenses. Those who were sharing transport with spouses and children may have to arrange for alternative transport for them. Other may be faced with the option of acquiring vehicles that were not in the initial plans or budget.
The numbers of people who take up public transport increase their cost of living by exposing themselves to environmental and noise pollution, congestion and discomfort. Those who opt for private transport experience more flexibility. However, they are faced with the additional costs of parking, taxes, wear and tear and more frequent servicing of vehicles. A worker in such a situation will be as disgruntled as a worker who receives a pay cut. This is because the longer commute will take money out of their pay in the same recurrent way that a pay cut does. This is likely to reduce productivity as the worker will not be motivated to do his job. It may also feel like a form of discrimination. This will reduce output as resentment builds alongside the exhaustion and fatigue of commuting. Mental health is also compromised as the affected employees experience an increase in anxiety disorders and depression. Long commutes are also said to contribute significantly to road rage (Griffith, 2017).
Workers who operate under longer commute hours are more likely to practice acts of professional misconduct. The acts may include carrying out substandard work, using short cuts to finish tasks faster, carrying documents home so that work is done at home among others. The workers will act in this way, because they are exhausted and they are looking for a way to meet their daily quota of work. There is also a higher rate of deliberate lateness and tardiness because the employee feels justified to steal some company time for themselves (Griffith, 2017). The workers may also arrive late so as to beat the traffic jam and leave early so as to avoid the same. Such workers are also prone to more acts of truancy and absenteeism.
Workers who commute for longer are more likely to create emergency situations that will necessitate their absence from work. The time off will be used to attend to family and other personal obligations that were abandoned due to long commute times. The time lost will directly affect the organizations overall productivity. Human resource leaders will spend more resources monitoring such workers instead of engaging in more productive activities. A study from University of Cambridge association with Britain's Healthiest Workplace estimated that organizations lost up to a week of productivity when their staff had long commutes. These losses affect organization's resources and annual staff productivity. This is a big loss when each workers week is factored into the annual working calendar (Mercer, 2017).
Longer commuting hours lead to an increase in impaired health. This happens because the employee spends more time seating during commuting. The options of travel for periods over thirty minutes are limited to air, driving, the subway and using buses. Each of these methods bears a substantial amount of potential for harm in the body. Those who drive private cars or ride in buses are more likely to increase their exposure to pollutants. Respiratory illnesses may result from the accumulation of black carbon and particulate matter from vehicle fumes. The various commuter methods also increase the risk of injury due to accidents. All this methods also promote a sedentary lifestyle.
The employee may accumulate amounts of weight due to inactivity. The problem may be accelerated by poor food choices due to a limited amount of time for cooking. This is one of the contributing factors that lead to an increase in obesity. Other conditions that may develop include back problems and orthopedic issues (Yang et al., 2018). The changes will also lead to lowered productivity due to an increase in the frequency of illnesses. The employer will directly bear the cost since his workers will frequently require time off to seek medical attention. This will reduce productivity as part timers may be needed to keep the organization afloat. Such a move will cost the company time and money to hire and train temporary staff. The employer will also deal with higher costs of healthcare for his staff. A shorter commute time will allow for healthier options such as walking or cycling. It will also reduce the employee's exposure to the different risks associated with the other modes of travel. In summary, it will reduce the employers need for increased health care costs and from time lost due to illness.
Increased commuter times affect the overall quality of life of employees. Employees who commuted for longer periods than half an hour daily were reported to experience greater fatigue. Travel time denied then the time required to get sufficient rest and recreational time. A reduction of other stress relieving activities such as exercise and family time will also lead to exhaustion. Many of these people experience occupational burnout because the workplace cycle is identified as the main source of stress (Murray, 2017).
A section of the population also considers job satisfaction as a high motivation for employment. About 17% of employees resign from jobs because of the inconvenience of higher commuting (Lancée et al., 2018). These employees prefer to work for lower pay or at a lower career level if their satisfaction is guaranteed. Convenience was a high consideration especially if the worker was unwilling to relocate to a residential area close to his work place .Productivity reduces in any organization which has a high turnover of staff. Departments that are characterized by such issues will often be the least productive.
High turnover rates will further cost the company resources in hiring, orientation and even in exit strategies. Sleep deprivation is another effect of longer commutes. This increases loss in productivity because the worker experiences lower response rates. A task that normally takes 20 minute to execute may be executed in 25 minutes by the same individual if he is sleep deprived. It also makes it easier to fall into the hands of criminals (Stults & Hasbrouck, 2015). Lower response rate could also lead to accidents and costly mistakes in the organization.
Employers argue that they have no responsibility binding them to their employee’s commuter issues. To support their claim, they demonstrate that a large percentage of employees prefer to choose their own area of residence and commuter options. Many such employees turn down accommodation facilities offered by the organization. Some cite privacy concerns, mismatched standards and even cost. Others are unwilling to relocate because of the inconvenience to members of their families. Such employees cite inconsistency such as lack of proper schools or recreational infrastructure for offspring. Many more prefer using private cars for commuting. They cite flexibility of time and convenience (Yang et al., 2018).These excuses do not absolve the employer from his responsibilities. Organizations should create a conducive working environment for the workers. This includes providing options for them that will reduce the burden of committing. The workers will then have an option to take the options provided or to continue with the conditions as they are.
There are several ways that employers can make their employees lives easier. Hiring procedures should consider a potential employee's area of residence. This simply means that potential employees with the same credentials should be posted closer to their area of residence. If such an option is not available, then the candidate who lives closer should get the job. If the best candidate available is still far away, the organization should consider providing a one off relocation allowance. They should also provide transitional assistance that will help with relocation and any other related activities.
Employers can partner with real estate developers to develop cheaper housing options closer to the central business district. This will provide affordable housing options to employees who would not have to live far away from their places of employment. Additionally, organizations privileged to have large tracts of land may also set aside a section to develop staff housing. These units should be allocated with favor towards those who live farther away from the workplace.
Organizations whose activities are not of a physical nature should consider creating flexibility for their employees. Workers who spend most of their time on online activities should be allowed to work from home instead of travelling for over an hour to sit at a desk. Additionally, workers who are mobile in their operations should not be required to report to the office on a daily basis. The workers should be allowed to report once a week or according to their own discretion. Examples include sales people such as those selling insurance policies, data plans and other subscription based services.
Companies can automate operations and have these workers operate from home with a computer and a phone. Another way that employers can assist their staff is to organize for easier transport option for those who must commute. This includes providing fully funded commuter buses for employees. This will help the workers get some amount of rest as they will not need to drive. It will also offer a cost relief that will leave the staff with a higher disposable income. Workers whose areas have low numbers of staff may be encouraged to carpool. The organization could facilitate the owner of the car so that the transport costs are met by the employer (Ye & Titheridge, 2017).
Conclusion
Longer commuting hours lower the productivity of an organization. This is because the employees experience reduced leisure time due to increased commuter time. This results in stress and may develop into anxiety disorders and other mental health problems. Physical health is also affected by inactivity and a higher sedentary lifestyle. Workers are also less motivated because they have spent more of their income on travel. Physical exhaustion, sleep deprivation and lowered quality of life are also other factors that contribute to lowered productivity. The employer can put measures in place to ensure that the employees commuting conditions are made better. Otherwise, commuting will continue to be a source of lowered productivity in the work place.
Annotated Bibliography
Griffith, M. (2017). Driven to Dishonesty: The Effects of Commuting on Self-Regulatory Depletion and Unethical Behavior
The author studies the behavior of workers in various circumstances. In his findings Griffith that show that in most cases, the most unethical workers often have similar working conditions. Griffith illustrates that some recurrent behavior such as tardiness and truancy may be covered up by lies. Apparently , employees are more likely to become dishonest in their excuses if they need to rearrange their time around commuting. The article is relevant to the research subject as it demonstrates how the organization often experience low productivity due time wastage that comes as a result of excess supervision and terminations.
Lancée, S., Burger, M., & Veenhoven, R. (2018). Commuting and Happiness: What Ways Feel Best for What Kinds of People? In Quality of Life and Daily Travel (pp. 73-93). Springer, Cham.
Lancée Burger and Veenhoven approach commuting from the perspective of the people who are comfortable with it and those who oppose it. It is relevant to the employer because he must consider both these types of people in order to ensure high productivity. It examines the value systems of people and compares those who are willing to commute in order to maintain other aspects of their lives. It also factors in those who don't like commuting for long distances.
Mercer. (2017). LONG COMMUTES COSTING FIRMS A WEEK’S WORTH OF STAFF PRODUCTIVITY. Britain’s Healthiest Workplace. Retrieved from https://www.uk.mercer.com/newsroom/britains-healthiest-workplace-flexible-working-and-commuting.html
In his article, Mercer quantifies the loss of productivity in terms of actual working hours. This is relevant to the topic as it helps the employer to measure his losses. It is also highlights the important details optimized in developing alternatives.
Murray, R. (2017). Commuting in Dublin: an analysis of factors as predictors of occupational burnout. (Health)
The author uses case studies that show actual activities that bring about burnout. Commuting is described as one of the highest contributing factors that quicken the rate of burnout. It's directly related to the topic as burnout is one of the factors that reduce productivity.
Stults, B. J., & Hasbrouck, M. (2015). The effect of commuting on city-level crime rates. Journal of Quantitative Criminology, 31(2), 331-350.
Stults and Hasbrouck identify how the commuting increases the likelihood of being a victim of crime. The fear of insecurity will reduce productivity and encourage truancy to avoid such situations. It is important to the employer as it explains the motivation behind the commuting worker's actions.
United States Census Bureau. (2018) Retrieved from https://www.census.gov/search-results.html?stateGeo=none"q=commute+time+to+work"searchtype=web
In this article, United States Census Bureau presents actual statistical information that is based on the research. The information helps to present a figure of what is considered acceptable or average commuting time. It is relevant in determining the length of commuting that is considered problematic.
Yang, L. Q., Wipfli, B., Cyr, L., Currans, K. M., & Wang, L. (2018). How Do Stressed Workers Make Travel Mode Choices That Are Good For Their Health, Safety, and Productivity?
The study highlights the integrative roles of work and family impacts the commuting decisions of women employee in the cotemporary world. The authors show also highlights the preference of workers when it comes to commuting and job satisfaction. The article is relevant as it gives some share of responsibility to the employee. It is relevant as it provides an opposing view to the topic.
Ye, R., & Titheridge, H. (2017). Satisfaction with the commute: The role of travel mode choice, built environment and attitudes. Transportation Research Part D: Transport and Environment, 52, 535-547.
In their book, Ye and Titheridge points out that the relevance of the concept of choice when it comes to commuting. The book further explores the relative influence of the built environment, travel characteristics as well as travel attitudes on communing characteristics. These characteristics may entail level of service of transit, congestion as well as mode of choices among others. The authors explain that it should not only upon the employee to choose should what works them but the employee should also provide alternatives that facilitate choice. The book is relevance to the subject of discussion as it brings together both sides of the divide.
References
Griffith, M. (2017). Driven to Dishonesty: The Effects of Commuting on Self-Regulatory Depletion and Unethical Behavior
Lancée, S., Burger, M., & Veenhoven, R. (2018). Commuting and Happiness: What Ways Feel Best for What Kinds of People? In Quality of Life and Daily Travel (pp. 73-93). Springer, Cham.
Mercer. (2017). LONG COMMUTES COSTING FIRMS A WEEK’S WORTH OF STAFF PRODUCTIVITY. Britain’s Healthiest Workplace. Retrieved from https://www.uk.mercer.com/newsroom/britains-healthiest-workplace-flexible-working-and-commuting.html
Murray, R. (2017). Commuting in Dublin: an analysis of factors as predictors of occupational burnout. (Health)
Stults, B. J., & Hasbrouck, M. (2015). The effect of commuting on city-level crime rates. Journal of Quantitative Criminology, 31(2), 331-350. (Crime and safety)
United States Census Bureau. (2018) Retrieved from https://www.census.gov/search-results.html?stateGeo=none"q=commute+time+to+work"searchtype=web
Yang, L. Q., Wipfli, B., Cyr, L., Currans, K. M., & Wang, L. (2018). How Do Stressed Workers Make Travel Mode Choices That Are Good For Their Health, Safety, and Productivity?
Ye, R., & Titheridge, H. (2017). Satisfaction with the commute: The role of travel mode choice, built environment and attitudes. Transportation Research Part D: Transport and Environment, 52, 535-547.
