In this paper, we propose "office communication portal", which use bird's-eye videos of the remote office as portals of monitoring of teleworkers and communication between teleworkers smoothly. Our system provides 1) showing communication menu around a person in the video, 2) easy communication by coordinating users' smartphones, and 3) showing information related with communication partners. Furthermore, we confirm the feasibility of our system, and argue about the users' interactions and feedbacks from users.

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In this paper, we take up a case of Future Sessions Inc. which runs a Future Center in Japan. First, we consider handling and the implication of the online communication place that is indispensable for a telework from the viewpoint of various system environment including introduction of information systems to organizations. Then, we point out that the company which made much of the management of the place of talks makes much of interstitial human information systems at the point of view of the information systems. Finally, we clarify a process of creating new knowledge in the place of entwining people/organization with IT each other. And more, we clarify the importance of facilitation there.

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The new work spaces such as co-working space or the business lounge begin to gain power while the diversification of the work style and flexible work and telework advance. The Creative Lounge MOV which opened to Shibuya Hikarie in 2012 is a work lounge of the unit-based community type. In this paper, we consider a work style in the next generation based on a co-creation and the relation with a workplace and the telework while introducing the background and actual situation.

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Since shrinkage of working population, labor power shortage becomes reality. In age of low birthrate and longevity, people have to do both work and child/elder caring. To keep continuing work in spite of child/elder caring, telework is effective. Many firms think that telework is employee benefit and service. They also think it is effective for securing staff resources. However, it is also effective for improving labor productivity. In this paper, I explain that telework can improve labor productivity. Also I explain new wage system, which reflects per hour productivity.

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Some literatures focusing on telework in China suggest that China-specific cultural and environmental factors impede the adoption and/or acceptance of telework as well as individual factors (Wang et al., 2004; Hsu & Chang, 2006; Long et al., 2013; Raghuram & Fang, 2013). However, all the researches only pay attention to the one-sided factors of either employees or management and there is no study combines the impeditive factors and theorizes them into mechanism. To theorize the mechanism hindering telework adoption from both employee and supervisor's point of view, this study adopted Grounded Theory Approach (GTA) to collect and analyze interview data from teleworkers and supervisors who are working in the organizations in China. The results show that the major hindering factors are social and cultural norms, lack of governmental supports, organizations' specific human resource management, personal working ideologies, and absence of regularization and popularization of telework. This study also suggests the relationships among factors and theory of the impeditive mechanism, and guides people in accepting and adopting telework at workplaces in China.

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