Thematische Bibliographien / Working remote

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Auswahl der wissenschaftlichen Literatur zum Thema „Working remote“

Autor: Grafiati

Veröffentlicht am 30. Juni 2021

Zuletzt aktualisiert am 7. Februar 2022

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Zeitschriftenartikel zum Thema "Working remote"

Bird, Judith. „Remote working“. Data Processing 28, Nr. 2 (März 1986): 87–88. http://dx.doi.org/10.1016/0011-684x(86)90103-6.

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Tankard, Colin. „Remote working reset now required“. Network Security 2020, Nr. 10 (Oktober 2020): 20. http://dx.doi.org/10.1016/s1353-4858(20)30120-3.

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D´Cruz, Len. „The challenges of remote working“. BDJ In Practice 33, Nr. 5 (Mai 2020): 27. http://dx.doi.org/10.1038/s41404-020-0396-6.

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Dowling, Mike. „Enabling remote working: protecting the network“. Network Security 2012, Nr. 3 (März 2012): 18–20. http://dx.doi.org/10.1016/s1353-4858(12)70047-8.

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McKenna, Brian. „The Economist says remote working spiralling“. Computer Fraud & Security 2004, Nr. 12 (Dezember 2004): 20. http://dx.doi.org/10.1016/s1361-3723(05)70187-1.

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Walker, Veronica, und Lynne Adamson. „Occupational Therapists Working in Remote Locations“. World Federation of Occupational Therapists Bulletin 17, Nr. 1 (Januar 1988): 7–8. http://dx.doi.org/10.1080/14473828.1988.11785170.

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Phillips, Stephen. „Working through the pandemic: Accelerating the transition to remote working“. Business Information Review 37, Nr. 3 (September 2020): 129–34. http://dx.doi.org/10.1177/0266382120953087.

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Izbienova, T. A., und M. I. Averyanova. „Balance of working time and rest in remote working conditions“. Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), Nr. 1 (29.12.2020): 17–23. http://dx.doi.org/10.33920/pro-3-2101-03.

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The spread of digital technologies and electronic devices, the natural interest of businesses to save money on creating and equipping jobs, as well as the global COVID-19 pandemic provoked a sharp increase in remote labor for employees. The specifics of the organization of work using digital technologies, in the "home office", required the establishment of special rules for recording working hours in order to protect physical and mental health of employees and review existing legislative approaches to accounting for working hours spent outside of a stationary workplace. The authors, examining Russian legislation and practice of regulation of this issue in European countries, particularly Germany, propose to amend the Labour Code of the Russian Federation, stipulating provisions for the protection of leisure time and health of persons working in the mode of remote operation.

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Maipas, Sotirios, Ioannis G. Panayiotides und Nikolaos Kavantzas. „Remote-Working Carbon-Saving Footprint: Could COVID-19 Pandemic Establish a New Working Model with Positive Environmental Health Implications?“ Environmental Health Insights 15 (Januar 2021): 117863022110135. http://dx.doi.org/10.1177/11786302211013546.

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Urban air pollution is a major problem with known negative health implications, such as respiratory and cardiovascular diseases. Lockdown measures have caused the reductions of various urban pollutants, such as nitrogen dioxide (NO2), particulate matters (PMs), and polycyclic aromatic hydrocarbons (PAHs). COVID-19 pandemic has also established remote-working as an antidote to declining economic activity due to lockdown measures. The environmental health implications of the new hybrid-working model, which drastically reduces the number of circulating vehicles, appear to be positive enough to reveal an emerging opportunity. Since this hybrid model may have started becoming a widely accepted working model, the current situation has revealed the opportunity of remote-working arrangements to serve as a supplementary mitigative and adaptive measure against urban environmental deterioration. Also, a remote-working carbon-saving footprint may be introduced in order to evaluate a firm’s carbon footprint reduction due to remote-working arrangements. These workings arrangements may be accompanied by improvements and expansions of urban green spaces and with broader use of electric vehicles, transforming our cities into more sustainable, safe, healthy, and worth-living environments.

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Shimoi, Nobuhiro, und Yoshihiro Takita. „Mine Remote Sensing Using a Working Robot“. Journal of Robotics and Mechatronics 17, Nr. 1 (20.02.2005): 101–5. http://dx.doi.org/10.20965/jrm.2005.p0101.

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In conducting mine detection experiments using our prototype robot COMET-1, we developed end effectors on the robot’s working legs. When detecting a mine, a robot must step safely and stably without hitting it. For this study, we created a simulation model to test the movement of a robot having an optical proximity sensor on each foot and used a walking algorithm having compliance control. We verified its efficiency in walking experiments. We also studied the use of remote sensing technology with an IR camera combined with other sensors. Tests with trial mines were used to study the detection of an IR camera and studied technologies for collecting and processing image data in real time for optimum mine detection.

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Dissertationen zum Thema "Working remote"

Wilkinson, Jennifer Kate. „New working practices : identity, trust, and the emotional experience of remote working“. Thesis, University of the West of England, Bristol, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.573581.

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Developments within organisations and their management are enabling organisations to consider new ways of working in contrast to traditional office based patterns. In many cases these changes to working practices have been driven by developments in information technology (IT), which have allowed organisations to evolve into a state of flux with the emergent beginnings of a disparate workforce. Advances in IT and an emphasis on work/life balance are leading some organisations to try to capitalise on this evolution and potentially revolutionise the working environment by creating strategic organisation structures that sustain a remote workforce. The aim of this study is to explore the emotional experience of remote working. More specifically, to explore the interplay between 'identity and agency', 'trust and structure', and the relationship between the emotions expressed and the remote workers' perceptions of agency and structure. Building on a pilot study this research adopts an interpretative approach which considers remote working as a lived experience for participants who consider themselves remote workers and to varying degrees, work remotely. A survey was undertaken in the form of electronic questionnaires in order to gain a breadth of responses and to develop and inform my approach to. interview and analysis. The research then focuses on in-depth individual interviews with fifteen participants. Mind maps were used to gather data and undertake initial in-situ analysis within individual interviews. Diaries presented to participants as log accounts were also used. A thematic approach to data analysis is adopted and data interpreted within a social constructionist paradigm. The findings of the study are presented in three themes that were explored and developed within the research: identity and agency, trust and structure, and the emotional experience of remote working. The first of these explores how remote workers undertake identity work in an environment of decreased social cues and the interaction between this and their perceptions of agency. The second theme explores how remote workers attribute meaning to trust and the interaction between this and their perceptions of structure within an environment of decreased social cues. The emotional experience of remote working is discussed as guilt, isolation, frustration, and freedom and considers the interplay between the emotions expressed by participants and their perceptions of agency and structure. In brief, the research findings suggest that identity work undertaken by remote workers is intertwined with their perception of agency and that there is an interaction between the way in which remote workers attribute meaning to trust and how they perceive the structure of remote working. The research suggests further that there is interplay between the emotions expressed by remote workers and perceptions of their agency and perceptions of the structure of remote working practice. This thesis aims to contribute to the field in three ways: theoretically, methodologically and empirically. In summary, the theoretical contribution of this thesis is in its aim to initiate critical debate from an inter-subjective, interpretive perspective. The methodological contribution is via a reflective approach to interview developed in this research which addresses the issues of the hermeneutic circle and attempts to give clarity to the voice to the participants, The third contribution to the field is the empirical nature of the study which furthers understanding of the experience of remote workers by empirically evaluating the theoretical discussion around the concepts of identity, trust and emotions in light of notions of agency and structure.

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Josefsson, Tove. „To reorganise during an era of remote working“. Thesis, KTH, Skolan för industriell teknik och management (ITM), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-301261.

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Challenges and opportunities due to a reorganisation while working remotely are here investigated by conducting a case study, based on the individual perspective of employee commitment. Reorganisation is becoming common practice to maintain competitiveness on the market and to adjust changes in the internal and external environment. To succeed with a reorganisation, trust, qualitative communication and leadership are needed to engage the employees to feel the need of change, otherwise the risk of failure is great (Burnes 2009). The company, where the study was performed, drastically moved its entire project management business from the office to the employees' homes in March 2020 as the Covid-19 pandemic broke out and few months later they began a reorganisation that had been planned for some time. This research aims to fill the gap in the existing literature for remote implementation of a reorganisation. To answer the research question, qualitative research methods were employed, including participant observations and in-depth interviews with a diverse group of managers and employees. The data collected were analysed using thematic analysis and a review of literature on change management, remote working and knowledge worker productivity has been included in the analysis. While the work environment in the office used to be social, with managers and colleagues within reach, the digital work environment is characterised by a feeling of distance to colleagues and managers, where most of the communication takes place synchronously. Various productivity aspects that are important during a reorganisation are affected as knowledge is not shared in the same way as before and a creative environment is difficult to achieve. In conclusion, the main challenge found from a reorganisation carried out while working remotely is to create a sustainable digital work environment with numerous opportunities for social interactions and a dynamic environment where new ideas are born and employees can discuss openly. On the other hand, balance between work and private life are improved, as well as the chances of employee retention.
Den här undersökningen är en fallstudie där utmaningar och möjligheter att genomföra en omorganisation medan man anställda arbetar på distans undersöks. Den baseras på det individuella perspektivet medarbetarengagemang. Att omorganisera en verksamhet blir vanligare för att hålla sig konkurrenskraftig på marknaden men också för att anpassa sig till förändringar i den interna och externa miljön. För att lyckas med en omorganisation krävs förtroende, kvalitativ kommunikation och ledarskap som engagerar de anställda till att känna behovet av förändring, annars är risken för misslyckande stor (Burnes 2009). Företaget för denna fallstudie gjorde en drastisk övergång från att arbeta på kontoret till att arbeta hemifrån för hela projektledningsverksamheten i mars 2020 då Covid-19 pandemin bröt ut, och några månader senare inledde de en omorganisation vilken var planerad sedan tidigare. Den här forskning syftar till att undersöka något som gjorts innan vilket är att omorganisera en verksamhet medan anställda arbetar hemifrån. Kvalitativa forskningsmetoder användes för att besvara forskningsfrågan, och data samlades in genom deltagarobservationer och fördjupade intervjuer med en varierad grupp av chefer och anställda. Därefter genomfördes en tematisk analys och forskning inom områdena förändringsarbete, hemarbete och produktivitet granskades för att användas i analysen av empirin. Resultatet visar att arbetsmiljön på kontoret brukade vara social, med chefer och kollegor inom räckhåll medan den digitala arbetsmiljön kännetecknas av en känsla av distansering till kollegor och chefer, där den största delen av kommunikationen sker synkront. De slutsatser som kan dras angående utmaningar och möjligheter vad gäller genomförande av en omorganisation under distansarbete är att de största utmaningarna att är att skapa en hållbar digital arbetsmiljö med många möjligheter till social interaktion och dynamisk miljö där nya idéer föds och anställda kan diskutera öppet. De mest framträdande möjligheterna är förbättrad balans mellan arbete och privatliv och goda möjligheter till förbättring av lojalitet bland arbetstagare.

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VEPADHARMALINGAM, MURALIMANOHAR. „DESIGN OF A DUAL WORKING ELECTRODE POTENTIOSTAT FOR REMOTE BIOSENSORS“. University of Cincinnati / OhioLINK, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=ucin973170579.

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Arnaut, Nemanja. „Leadership as Practice within a Remote Working Environment : Interview Study“. Thesis, Uppsala universitet, Industriell teknik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-454547.

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The world is in a pandemic situation. Shifting to remote working has become a priority for many companies and remote work has become new normal. In doing so, industrial organizations are experiencing new challenges. Moving to the online way of working, new working conditions and different practical challenges they bring have created empirical context highly relevant for studying leadership which is currently a hot topic among scholars. Almost all studies, in the context of remote working, emphasize the importance of leadership. Nevertheless, it is argued that the most recent literature and work on leadership have remained the leader-centered approach highly employed within traditional leadership literature. The leader-centered approach focuses on individual leaders and their traits, abilities, and actions, and thus contributes to placing the abstract phenomenon of leadership into distinct individuals, thereby supporting the taken-for-granted assumption that leadership is a single-person, heroic, task. Instead, scholars call for more studies that investigate leadership as ongoing social production of direction through constructions of space of action by actors in certain practice/practices. This emergent movement in leadership research is known as leadership as practice. Accordingly, the aim of this thesis is to investigate leadership within the remote working environment, from leadership as practice perspective and through the construction of actors’ space of action. This includes an analysis of current leadership practices in relation to the construction of space of action as well as the analysis of practices that might potentially contribute to improving the current ones in doing so. An interview study has been carried out at the three companies in Serbia, Germany, and the UK with a qualitative approach. The thesis builds on a theoretical framework and empirical data that have been collected through an extensive literature review and semi-structured interviews using an open-ended interview guide. The result suggests that the current leadership practices are narrowing down the space of action. Also, the analysis of empirical data revealed that certain leadership practices have the potential to contribute to the construction of space of action within a remote working environment. The thesis’s insights might help companies to improve their own practices.

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Stuttle, Michael Christopher. „The development of remote controlled survey equipment to measure abandoned mine workings“. Thesis, Loughborough University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.252167.

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Mo, Kevin, und Davis Jawan Luangikone. „Employee Motivation in Remote Work : Intrinsic Motivation and Self-Efficacy’s Role in Employee Motivation for Remote Environments“. Thesis, Linköpings universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-176419.

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Information technology (IT) has enabled organizations to implement significant, beneficial traits of virtual organizations into their own structure such as the ability to work remotely. However, due to the COVID-19 pandemic, the business world was forced to shift towards a virtual environment where remote working has become the new norm. Thus, this study seeks to contribute to the understanding of motivation and self-efficacy for workers in this relatively new environment. This is guided by three main research questions: (1) What are the aspects of intrinsic motivations that employees feel affect employee motivation in a remote work environment?, (2) How do employees perceive incentives and other extrinsic motivators within the remote work environment?, and (3) In which possible ways does an employee believe self-efficacy has altered due to remote work? Self-determination theory (SDT) and self-efficacy were utilized as the main theoretical tools to examine the motivation of remote workers within the engineering industry along with inductive reasoning. Data for this qualitative study was gathered through the conduction of seven semi-structured interviews on two engineering companies, which are identified as Sim Co. and Mech Co. It was found that extrinsic motivators within the more autonomy supportive environment—that is remote work—will not be as influential and prominent from the individual’s perspective. Hence, supporting an individual’s perceived locus of causality (PLOC) and intrinsic motivators will be much more beneficial to motivate remote workers. It was also observed that project burnout and personal disinterest continues to conflict with remote workers as the separation between work and personal life may be an issue for the individual. Vicarious experience and physiological and emotional states were primarily affected for the interviewees during the transition to remote work. This led to a change in self-efficacy for the individual along with competence and autonomy. This research has concluded: (1) remote employee motivation is influenced more by intrinsic motivations rather than extrinsic motivations similar to the in-office environment, and (2) self-efficacy judgment was affected in two components by remote work一vicarious experience and physiological and emotional states.

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Thorwid, Oscar. „Goodbye Normal: Implementation of Remote Design Sprints into Polestar's Way of Working“. Thesis, Umeå universitet, Institutionen för tillämpad fysik och elektronik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-177510.

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A challenge for all organizations is to establish and encourage the business's continuous development, and its products and services. To create an innovative environment where co-workers, customers, and other people's insights can be collected, engagement and transparency are needed. Polestar wanted to create a business and service design process that supported courage, learning, and fast development. The objective of this thesis is to evaluate and analyze the Design Sprint process and implement it into Polestar's way of working. A Design Sprint is a four-day process for answering critical business questions through design, prototyping, and testing ideas on users. By working together in a team and in a structured way, you can eliminate endless discussions and meetings and compress months of work into a period of 4 days. A prototype was created in Miro, an online collaborative whiteboard tool, that worked as a step-by-step guide for running a Design Sprints. The prototype was tested by running two separate Design Sprints on two different projects. The sprints were done remotely, and both sprints resulted in prototypes that we tested on test users. The Design Sprint process proved to be a highly effective process for developing a prototype to test on real users. The Design process was well-received by Polestar and the employees that were involved in the testing of Design Sprints.

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Lehtonen, Julia, und Jack Ramström. „An in-depth comparison between remote and workplace bound workers productivity and well-being“. Thesis, Umeå universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-185475.

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Working remotely away from the traditional office is a continuously growing trend. Due to advancements in technology, workers can conduct their work remotely through the use of electronic technologies. While there are benefits for both the companies and workers due to this change in working arrangements, some negative effects have also occurred. Previous studies on remote working have found positive effects such as increased productivity or higher levels of job satisfaction. Whereas, other studies have found negative aspects such as overworking, hard time to switch off after work and social isolation. Previous research has focused on examining telecommuters (employees who work from home part-time). Hence there is a research gap for studying employees who work solely from home. Also, most of the previous studies have focused on samples where all the respondents have the same profession/work-role, rather than contrasting between different ones. Moreover, previous studies stress the need for further investigation on the impact that remote work has on well-being. Since previous research is mostly quantitative, there is a need for more in-depth understanding of the effects of remote working. Given the identified research gaps, our purpose in this thesis is to compare remote workers to workplace bound workers in terms of productivity and well-being. In order to help fill the research gaps and reach the purpose of this study we formulated the research question: How do remote workers and workplace bound workers compare in terms of productivity and well-being? In order to answer the research question and achieve the purpose of this thesis, we conducted a qualitative study. The data was gathered through six semi-structured interviews with workers who have previously worked in the traditional office and are currently working solely remotely in the same job position. Mainly, our research found that the remote and office setting were quite balanced in terms of well-being and productivity in our sample. However, the remote setting proved to have more challenges related to it than the office setting in our case, such as higher levels of work intensification, social isolation and management style. No significant difference was identified in terms of how work-role affects remote work in terms of productivity and well-being, however, the personal characteristics of the respondents seemed to play a part in the results. Our study contributes to the growing literature on remote working by offering insights on both the challenges and positive aspects of working solely remotely from home within different work-roles and organizations. Moreover, we offer some managerial implications on how to mitigate the challenges connected to remote working. Lastly, we offer some recommendations for future research in the context of remote working.

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Mets, Sofia. „Long-term Remote Onboarding : The feeling of connection to the team while working remotely due to a pandemic“. Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-104354.

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The Covid-19 pandemic has forced organisations to review their working methods and adapt to the prevailing circumstances. One such change has been the need to increasingly allow employees to be onboarded and work from home. An onboarding process that is only based on digital communication has proven to be less effective and lower the understanding of the work role. Furthermore, the biggest challenge with remote onboarding is often to introduce employees to the organisation's culture and teams. This essay thus aims to describe and analyse remote onboarding in regard to the feeling of connection to the team, based on the perceptions of new employees. The research question for this thesis is thereby: - How does employees experience remote onboarding during Covid-19 and how does it affect the feeling of connection to the rest of the team? The study has an exploratory purpose and is of a qualitative approach. The empirical data has been collected through semi-structured interviews with 15 participants who have been employed during the pandemic and experienced remote onboarding. The results of the interviews have been analysed on the basis of theories about onboarding, learning and socialisation process. The results of the study show that it is valuable to reflect on how meetings in the digital context can replace the physical meetings. Regarding the design of the onboarding process, it must beensured that the interaction space usually offered on-site must be able to be replaced digitally for a new employee to get a sense of connection to the team. The discussion of the results has also shown that knowledge exchange can be linked to organisational learning, and this is closely linked to certain aspects of how a new employee can adapt to the organisational culture and have a successful remote onboarding and socialisation process.

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Clark, Michael Antony. „Telematics and home-based self-employment : the emergence of teleworking in rural Britain“. Thesis, University of Bristol, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.245367.

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Bücher zum Thema "Working remote"

1954-, Williams Geoff, Hrsg. Manual of remote working. Aldershot, Hampshire, England: Gower, 1997.

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Suzy, Siddons, Hrsg. Remote working: Linking people and organizations. Amsterdam: Elsevier, 2003.

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Forrest, Simon. Working with aborigines in remote areas. 3. Aufl. Perth: Western Australian College of Advanced Education, 1988.

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Forrest, Simon. Working with aboriginal people in remote areas. 4. Aufl. Perth, W.A: Edith Cowan University, 1995.

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Comfort, Anthony. Economic aspects of remote sensing: Working paper. Luxembourg: European Parliament. Directorate General for Research, 1995.

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Messenger, Jon C., und Naj Ghosheh, Hrsg. Offshoring and Working Conditions in Remote Work. London: Palgrave Macmillan UK, 2010. http://dx.doi.org/10.1057/9780230289888.

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Dyson, Stephen T. French-English glossary on Spot, remote sensing and their applications: (working document). Bourg-deVisa: Dyson, 1986.

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Post Antarctic Imaging Campaign-1 Working Group. Meeting. RADARSAT Antarctic mapping project: Proceedings of the Post Antarctic Imaging Campaign-1 Working Group Meeting. Columbus, Ohio: Byrd Polar Research Center, Ohio State University, 1998.

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70, SCOR Working Group. Opportunities and problems in satellite measurements of the sea: Report of SCOR Working Group 70. Herausgegeben von Gower J. F. R und Apel John R. Paris: Unesco, 1986.

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United States. Solid Earth Science Working Group. Living on a restless planet: Solid Earth Science Working Group report. Pasadena, Calif: National Aeronautics and Space Administration, Jet Propulsion Laboratory, California Institute of Technology, 2002.

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Buchteile zum Thema "Working remote"

Sharma, Vishal. „Working with Remote Servers“. In Beginning Elastic Stack, 45–61. Berkeley, CA: Apress, 2016. http://dx.doi.org/10.1007/978-1-4842-1694-1_4.

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Drayton, Michael. „Burnout and remote working“. In Anti-burnout, 92–103. Milton Park, Abingdon, Oxon; New York, NY : Routledge, 2021.: Routledge, 2021. http://dx.doi.org/10.4324/9781003027157-10.

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Nasso, Mauro Di, Isaac Goldbring und Martino Lupini. „Working in the Remote Realm“. In Nonstandard Methods in Ramsey Theory and Combinatorial Number Theory, 123–31. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-17956-4_11.

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Venco, Selma. „Remote Work in Brazil“. In Offshoring and Working Conditions in Remote Work, 135–61. London: Palgrave Macmillan UK, 2010. http://dx.doi.org/10.1057/9780230289888_5.

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Meyers, Scott, und Mike Lee. „Working with Remote Servers and Networks“. In Learn Mac OS X Snow Leopard, 443–61. Berkeley, CA: Apress, 2009. http://dx.doi.org/10.1007/978-1-4302-1947-7_20.

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Sullivan, Cath. „Remote Working and Work-Life Balance“. In Work and Quality of Life, 275–90. Dordrecht: Springer Netherlands, 2012. http://dx.doi.org/10.1007/978-94-007-4059-4_15.

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Vagal, Vihangi, und Roberto Dillon. „Reducing Cyber Risk in Remote Working“. In Digital Transformation in a Post-COVID World, 155–70. Boca Raton: CRC Press, 2021. http://dx.doi.org/10.1201/9781003148715-8.

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Neal, Lisa. „Working in the Virtual Office“. In Remote Cooperation: CSCW Issues for Mobile and Teleworkers, 11–16. London: Springer London, 1996. http://dx.doi.org/10.1007/978-1-4471-1496-3_2.

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López, Andrés, Daniela Ramos und Iván Torre. „Remote Work and Global Sourcing in Argentina“. In Offshoring and Working Conditions in Remote Work, 162–95. London: Palgrave Macmillan UK, 2010. http://dx.doi.org/10.1057/9780230289888_6.

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Busbach, Uwe. „Activity Coordination in Decentralized Working Environments“. In Remote Cooperation: CSCW Issues for Mobile and Teleworkers, 95–112. London: Springer London, 1996. http://dx.doi.org/10.1007/978-1-4471-1496-3_9.

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Konferenzberichte zum Thema "Working remote"

Yamashita, Naomi, Keiji Hirata, Toshihiro Takada und Yasunori Harada. „How coherent environments support remote gestures“. In the working conference. New York, New York, USA: ACM Press, 2008. http://dx.doi.org/10.1145/1385569.1385617.

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Hartson, H. Rex, und José C. Castillo. „Remote evaluation for post-deployment usability improvement“. In the working conference. New York, New York, USA: ACM Press, 1998. http://dx.doi.org/10.1145/948496.948499.

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Ishihara, Makio, und Yukio Ishihara. „An approach to remote direct pointing using gray-code“. In the working conference. New York, New York, USA: ACM Press, 2006. http://dx.doi.org/10.1145/1133265.1133279.

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„Remote Sensing“. In 2008 IEEE/OES 9th Working Conference on Current Measurement Technology. IEEE, 2008. http://dx.doi.org/10.1109/ccm.2008.4480855.

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Zoric, Goranka, Veronika Domova, Maria Ralph, Elina Vartiainen, Petra Björndal und Alvaro Aranda Muñoz. „Supporting Maritime Remote Experts Working Over Distance“. In NordiCHI '16: 9th Nordic Conference on Human-Computer Interaction. New York, NY, USA: ACM, 2016. http://dx.doi.org/10.1145/2971485.2995347.

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Elshaiekh, Nour Eldin Mohamed, Yasir Ali Ahmed Hassan und Amna Abdelrouf Alhassan Abdallah. „The Impacts of Remote Working on Workers Performance“. In 2018 International Arab Conference on Information Technology (ACIT). IEEE, 2018. http://dx.doi.org/10.1109/acit.2018.8672704.

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Bartnicki, Adam, Stanislaw Konopka, Franciszek Kuczmarski und Andrzej Typiak. „Remote Control of Working Machines with Vision System“. In 18th International Symposium on Automation and Robotics in Construction. International Association for Automation and Robotics in Construction (IAARC), 2001. http://dx.doi.org/10.22260/isarc2001/0028.

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Levova, Lyudmila V. „MegaPro ALIS: Libraries’ working in the remote mode“. In Twenty Fourth International Conference "Information technologies, computer systems and publications for libraries". Russian National Public Library for Science and Technology, 2020. http://dx.doi.org/10.33186/978-5-85638-231-9-2020-85-87.

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One of main tasks for IT-specialists supporting the transfer to the distance work is to ensure safe and reliable access to corporate information resources for the employees. The problems of and solutions for MegaPro users are discussed.

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„Remote sensing techniques“. In Proceedings of the IEEE/OES Eighth Working Conference on Current Measurement Technology. IEEE, 2005. http://dx.doi.org/10.1109/ccm.2005.1506334.

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Le Marshall, John, und Guy Rochard. „Science and cooperation: the Interantional TOVS Working Group“. In Third International Asia-Pacific Environmental Remote Sensing Remote Sensing of the Atmosphere, Ocean, Environment, and Space, herausgegeben von W. Paul Menzel, Wen-Jian Zhang, John Le Marshall und Masami Tokuno. SPIE, 2003. http://dx.doi.org/10.1117/12.466700.

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Berichte der Organisationen zum Thema "Working remote"

Rencz, A. N. Working group 2 - Spatial data integration : remote sensing. Natural Resources Canada/ESS/Scientific and Technical Publishing Services, 1990. http://dx.doi.org/10.4095/222363.

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NAVAL SEA SYSTEMS COMMAND WASHINGTON DC. Logistics Support Analysis Strategy, Working Papers Remote Minehunting System (RMS). Fort Belvoir, VA: Defense Technical Information Center, Januar 1991. http://dx.doi.org/10.21236/ada255807.

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Osipov, V. Working out of technology of effective placing the yakut horse live-stock on remote natural meadowlands. ООО «Информационно-консалтинговый центр», 2019. http://dx.doi.org/10.18411/konevodstvo.2019.6.42rus.

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Papanikolaou, Dimitris, und Lawrence D. W. Schmidt. Working Remotely and the Supply-side Impact of Covid-19. Cambridge, MA: National Bureau of Economic Research, Juni 2020. http://dx.doi.org/10.3386/w27330.

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Mahling, Alexa, Michelle LeBlanc und Paul A. Peters. Report: Rural Resilience and Community Connections in Health: Outcomes of a Community Workshop. Spatial Determinants of Health Lab, Carleton University, Dezember 2020. http://dx.doi.org/10.22215/sdhlab/2020.1.

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Canadians living in rural communities are diverse, with individual communities defined by unique strengths and challenges that impact their health needs. Understanding rural health needs is a complex undertaking, with many challenges pertaining to engagement, research, and policy development. In order to address these challenges, it is imperative to understand the unique characteristics of rural communities as well as to ensure that the voices of rural and remote communities are prioritized in the development and implementation of rural health research programs and policy. Effective community engagement is essential in order to establish rural-normative programs and policies to improve the health of individuals living in rural, remote, and northern communities. This report was informed by a community engagement workshop held in Golden Lake, Ontario in October 2019. Workshop attendees were comprised of residents from communities within the Madawaska Valley, community health care professionals, students and researchers from Carleton University in Ottawa, Ontario, and international researchers from Australia, Sweden, and Austria. The themes identified throughout the workshop included community strengths and initiatives that are working well, challenges and concerns faced by the community in the context of health, and suggestions to build on strengths and address challenges to improve the health of residents in the Madawaska Valley.

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Jones, John, und Jordan Hensley. Home Isn't Where the Office Is: Black Professionals Discuss Challenges of Working Remotely. University of New Hampshire Libraries, 2021. http://dx.doi.org/10.34051/p/2021.38.

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Tohti Bughda, Enver. Uyghurs in China: Personal Testimony of a Uyghur Surgeon. Institute of Development Studies (IDS), Juli 2021. http://dx.doi.org/10.19088/creid.2021.010.

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Dr Enver Tohti Bughda is a qualified medical surgeon and a passionate advocate for Uyghur rights. Having been ordered to remove organs from an executed prisoner, Enver has since taken up a major role in the campaign against forced organ harvesting and is determined to bring China’s darkest secret to light. In this personal testimony, Enver shares his experience working as a surgeon in Xinjiang and reflects more broadly on the situation of Uyghurs in China, explaining that unless Uyghurs earn the sympathy and support of China’s Han majority, unless it is understood that all Chinese people are the victims of the same authoritarian regime, ethnic animosity will continue to serve the political purposes of the Chinese Communist Party (CCP).

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Oza, Shardul, und Jacobus Cilliers. What Did Children Do During School Closures? Insights from a Parent Survey in Tanzania. Research on Improving Systems of Education (RISE), Mai 2021. http://dx.doi.org/10.35489/bsg-rise-ri_2021/027.

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In this Insight Note, we report results of a phone survey that the RISE Tanzania Research team conducted with 2,240 parents (or alternate primary care-givers) of primary school children following the school closures in Tanzania. After the first case of COVID-19 was confirmed in Tanzania on 16 March 2020, the government ordered all primary schools closed the following day. Schools remained closed until 29 June 2020. Policymakers and other education stakeholders were concerned that the closures would lead to significant learning loss if children did not receive educational support or engagement at home. To help stem learning loss, the government promoted radio, TV, and internet-based learning content to parents of school-age children. The primary aims of the survey were to understand how children and families responded to the school closures, the education related activities they engaged in, and their strategies to send children back to school. The survey also measures households’ engagement with remote learning content over the period of school closures. We supplement the findings of the parent survey with insights from interviews with Ward Education Officers about their activities during the school closures. The survey sample is comprised of primary care-givers (in most cases, parents) of students enrolled in Grades 3 and 4 during the 2020 school year. The survey builds on an existing panel of students assessed in 2019 and 2020 in a nationally representative sample of schools.4 The parent surveys were conducted using Computer Assisted Telephonic Interviewing (CATI) over a two-week period in early September 2020, roughly two months after the re-opening of primary schools. We report the following key findings from this survey: *Almost all (more than 99 percent) of children in our sample were back in school two months after schools re-opened. The vast majority of parents believed it was either safe or extremely safe for their children to return to school. *Only 6 percent of households reported that their children listened to radio lessons during the school closures; and a similar fraction (5.5 percent) tuned into TV lessons over the same period. Less than 1 percent of those surveyed accessed educational programmes on the internet. Households with access to radio or TV reported higher usage. *Approximately 1 in 3 (36 percent) children worked on the family farm during the closures, with most children working either 2 or 3 days a week. Male children were 6.2 percentage points likelier to work on the family farm than female children. *Households have limited access to education materials for their child. While more than 9 out of 10 households have an exercise book, far fewer had access to textbooks (35 percent) or own reading books (31 percent). *One in four parents (24 percent) read a book to their child in the last week.

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Remote Working Vs Office Working: Why Office is Best. IEDP Ideas for Leaders, Januar 2015. http://dx.doi.org/10.13007/471.

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Digital Health Implementation Guide for the Pacific. Asian Development Bank, Juni 2021. http://dx.doi.org/10.22617/tim210178-2.

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Planning and investing in digital health information systems can lead to improvements in decision-making, patient services, and quality of care. With increased internet connectivity, Pacific island countries have more opportunities to move away from paper-based information systems and connect remote health facilities for greater information exchange. This guide provides resources for those working in health information planning, design, and implementation, including in public health, and includes examples from across the Pacific. The guide makes recommendations on how to achieve a comprehensive and sustainable digital health information system that improves decision-making and, ultimately, improves patient experiences.

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