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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, and 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, and 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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COSTA, Larissa Nepomuceno. "Investigação sobre o uso de teletrabalho no contexto de metodologias ágeis." Universidade Federal de Campina Grande, 2018. http://dspace.sti.ufcg.edu.br:8080/jspui/handle/riufcg/1612.
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Submitted by Lucienne Costa (lucienneferreira@ufcg.edu.br) on 2018-08-30T18:58:34Z
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O teletrabalho é um modo de trabalho especial, há muitos anos utilizada no Brasil e no mundo, onde o teletrabalhador desenvolve suas atividades remotamente, fora do local de trabalho tradicional. Existem poucas pesquisas e estudos de caso na literatura sobre a experiência de teletrabalho em ambientes de desenvolvimento de software que utilizam metodologias ágeis. A intenção deste trabalho é investigar o impacto da implantação do teletrabalho em projetos de desenvolvimento de software que utilizam métodos ágeis na percepção dos teletrabalhadores, gerentes e telegerentes e indicar recomendações práticas que orientem a adoção do teletrabalho. Foi executado um estudo de caso, envolvendo dois projetos de desenvolvimento de software, com o intuito de investigar o impacto da introdução do teletrabalho na qualidade e produtividade de projetos reais. Ainda foi elaborada uma pesquisa qualitativa em que seus resultados foram importantes ao gerar as diretrizes para a implantação do teletrabalho em projetos de desenvolvimento de software. Os resultados deste trabalho mostram que, de acordo com a percepção dos gerentes e desenvolvedores, a produtividade da equipe aumentou e a qualidade do código não foi afetada. Também é importante dar atenção à comunicação, utilizando ferramentas de áudio e vídeo que minimizem o tempo de resposta das iterações entre a equipe. Além disso, foram apresentadas recomendações e diretrizes práticas para orientar a fase de implantação do teletrabalho em projetos de desenvolvimento de software usando metodologias ágeis.
Remote working is a special working method, used in Brazil and in the world for many years, in which the teleworker develops his activities remotely, outside the traditional workspace. Few researches and case studies on the teleworking experience in software development environments that use agile methodologies can be found in the literature. This work aims to investigate the impact of teleworking in software development projects that use agile methods in the perception of teleworkers, managers and tele-managers and indicate practical recommendations that guide the adoption of this method. A case study involving two software development projects was carried out in order to investigate the impact of the introduction of teleworking on the quality and productivity of real projects. A qualitative research was also developed, and its results were important to generate the guidelines for implementing teleworking in software development projects. The results of this work show that, according to the perception of the managers and developers, the productivity of the team increased and the quality of the code was not affected. It is also important to pay attention to communication, using audio and video tools that minimize the response time of the interactions between the team. Furthermore, recommendations and practical guidelines were presented to guide the implementation phase of teleworking in software development projects using agile methodologies.
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Lemprière, Julie A. "Continuing professional education : exploring the experience of community nurses working on a small remote island." Thesis, University of Gloucestershire, 2013. http://eprints.glos.ac.uk/1247/.
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Qualified nurses require equitable access to continuing professional education (CPE) that is responsive to the needs of learners, employers and most importantly clients. There is scant attention paid to the CPE custom of community nurses, with research in the experience of island-based nurses mainly limited to the Mediterranean and under-developed islands, or of nurses working in the Scottish Isles. The community nurses in question are employed by a charity working outside the National Health Service (NHS), based on an island with a unique model of healthcare that is more medicalised and institutionalised than the United Kingdom NHS. Semi-structured, one-to-one interviews were conducted with sixteen community nurses, and two focus groups undertaken, one with nurse managers and the other with qualified nurses. Interview data were analysed using Interpretative Phenomenological Analysis, a method new to education research, and not yet recorded in relation to nurse education. Findings indicated an ageing workforce, with ageism hindering access to CPE. Geographical isolation coupled with a lack of access to tertiary education dictated CPE to fulfil professional development. Charitable status and limited CPE funding resulted in a third of nurses applying for sponsorship via local or national agencies, this was not found elsewhere in the current literature. This research contributes to the knowledge relating to nurse CPE, confirming the transferability of existing literature relating to geographical remoteness, barriers and outcomes of formal study to community nurses. It advances the current knowledge base with regard to small island infrastructure effecting access to CPE, funding formal education for nurses working outside the NHS, and silo working within the community setting. Further research is required to explore the experience of community nurses under the age of 30 years not represented within this study, who will be the future workforce when older nurses retire. These findings are of particular significance to the Jersey Health and Social Services Department who are currently redesigning the future health and social care system on the island based on a community model, nurse educators, the charity and its qualified nurse employees, and finally the island population.
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Dryselius, Alexander, and Joel Pettersson. "Motivation in the Remote Workplace : Understanding the Threats and Opportunities to Motivation During Enforced Remote Work." Thesis, KTH, Industriell ekonomi och organisation (Inst.), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-290792.
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In the wake of the Covid-19 pandemic, organizations across the world have been forced to move operations into the homes of its employees. This shift has dramatically changed the individual workplace contexts that employees are subject to, raising questions about which effects this will have on employee motivation. As levels of motivation relates to both productivity and well-being of individuals, it is critical that organizations know how motivation can be facilitated in a remote working (or “teleworking”) context so as to safekeep the productivity and well-being of their employees. Through semi-structured interviews, this study gathers the opinions and experiences of employees from five different companies in knowledge intensive sectors. Analysing this material we constructed seven recurring themes that were related to motivation. Viewing these themes through a theoretical framework based on previous studies of remote working, the Job Demands-Resources Model, and Self-Determination Theory we conclude that teleworking affects motivation in the areas of lacking social interaction, the level of informational transparency in the organization, challenges to work-life balance, a responsibility shift between managers and employees, troubles reaching out for support, digital meetings, and perceptions of learning. We conclude the study by providing managers and employees with lists of practical guidelines that can help them facilitate motivation in the teleworking context.I kölvattnet av Covid-19-pandemin har organisationer över hela världen tvingats flytta verksamheten till de anställdas hem. Denna förändring har dramatiskt förändrat individernas egna arbetsplatskontexter. Detta väcker frågor om vilka effekter detta kommer att få på anställdas motivation. Eftersom motivation är relaterat till produktivitet såväl som välbefinnande hos individer är det avgörande att organisationer vet hur motivation kan underlättas i ett fjärranslutet (eller"distansarbetande") sammanhang för att skydda sina anställdas produktivitet och välbefinnande. Genom semistrukturerade intervjuer samlar denna studie in åsikter och erfarenheter från anställda från fem olika företag inom kunskapsintensiva sektorer. Genom att analysera detta material konstruerade vi sju återkommande teman som var relaterade till motivation. När vi tittar på dessa teman genom en teoretisk ram baserad på tidigare studier av distansarbete, Job Demands-Resources-modellen och Self-Determination-teorin drar vi slutsatsen att distansarbete påverkar motivation inom områdena medbristande social interaktion, nivån av transparens inom organisationen, utmaningar i balansen mellan arbete och privatliv, en ansvarsförskjutning mellan chefer och anställda, svårigheter att be om hjälp för att lösa problem, digitala möten och upplevelsen av lärande. Vi avslutar studien med att ge chefer och anställda en lista med praktiska riktlinjer som kan hjälpa dem att facilitera motivation i distansarbete.
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Blakesley, Simon C. "Remote and unresearched : a contextualized study of non-Indigenous educational leaders working in Yukon Indigenous communities." Thesis, University of British Columbia, 2010. http://hdl.handle.net/2429/24852.
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This study engages in a critical analysis of the lived experiences of non-Indigenous educational leaders working in Indigenous communities in the Yukon Territory, Canada. It sheds light on the epistemic and cross-cultural tensions underpinning much of the literature on educational leadership, and aims to address Walker and Dimmock’s (2000) concern that studies of comparative education have been generally absent from educational leadership and management, thereby limiting the available body of knowledge specific to culture and leadership.
The study focuses on five questions: How do non-Indigenous Yukon principals construct their professional identity and their role as educational leaders? How do they construct their notions of educational leadership and practice? Given the Yukon’s distinct governance and policy contexts, how do they construct understandings of ‘indigeneity’ in relation to local Indigenous culture? How do they address the tensions arising at the juncture of policies imported from outside the Yukon and the Yukon Education Act (1990)?
A critical ethnographic research approach is used to shed light upon these questions. Extensive semi-structured interviews with two male and two female participants in four Yukon schools are conducted. Detailed observations create unique ‘portraits’ of each school and their principals. Pertinent documents are also examined to provide further information and context.
This examination suggests that non-Indigenous Yukon principals are caught at the center of micro (school), meso (community), and macro (government) operational and policy levels that powerfully shape their professional identities and their perceptions of their roles as principals. While referred to as ‘educational leaders’ by the extant body of literature and governments, they do not use this term in their identity constructions. Trapped betwixt and between their schools, communities, and government policies in a fragmented Yukon educational field, instead they refer to themselves in managerial and administrative ways as they juggle educational ends mandated by distinct, and somewhat competing, jurisdictions.
This study presents another lens through which to examine educational leadership, and offers insights into the use of ethnographic methods as a powerful research tool. Based on these contributions, this study should be informative to current and future practitioners and scholars of education and educational leadership.
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Boe, Olivia, and Delwér Anton. "Is working from home working, for the leaders in the creative industry? : - A case study exploring the influence of remote working on leadership productivity in the creative industries, due to Covid 19." Thesis, Jönköping University, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-51284.
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Background: With the emerge of increased digitalization and remote working due to the current pandemic Covid 19, leaders are challenged to adapt to the situation by leading virtually and changing normal work practices and processes. To maintain and follow the social guidelines made by the WHO, several companies have implemented remote working as a strategy that may affect the ability to be a productive leader. Purpose: The purpose of this study is therefore to explore the influence remote working has had on leadership productivity due to Covid 19, and how this may hinder or benefit organizations in the creative industries. Method: This research is an exploratory qualitative study conducted, focusing on one single organization where semi-structured, and in-depth interviews were held with eight participants who were all leaders in different forms. A thematic analysis was used to investigate the primary data. Conclusion: The empirical findings suggest three main areas that explain the influence of re- mote working on leadership productivity: 1) Remote working in the creative industries are seen as having an overall successful impact on leadership productivity. 2) Leadership productivity is highly dependent on personal preferences and individual qualities. 3) A new type of business model is arising.
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Whiting, Elizabeth, and res cand@acu edu au. "The Experience of Six Non-aboriginal Teachers Living and Working in Remote Aboriginal Communities During the 1990's." Australian Catholic University. Master of Education (Research), 1999. http://dlibrary.acu.edu.au/digitaltheses/public/adt-acuvp222.15092009.
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In Australia, non-Aboriginal people have been involved in Aboriginal education since the end of the 19th century. There has been ongoing criticism of non-Aboriginal involvement in Aboriginal education and a movement towards Aboriginalisation in education. This study addresses the issues faced by six non-Aboriginal teachers in remote Aboriginal communities in the 1990's. The purpose of this study is to explore the experiences and perceptions of non-Aboriginal teachers living and working in remote Aboriginal communities in the 1990's. Through this research I found that the non-Aboriginal teachers faced difficulties living and working in remote Aboriginal communities. They talked about the distinctive lifestyle and living conditions. They reported a need for pre-service and ongoing professional development focusing on aspects influencing their lives. The discussion topics included: their living circumstances; Aboriginal world view; Aboriginal health issues; community issues; Aboriginal teaching and learning styles and school policies. The study is consistent with previous research about non-Aboriginal teachers living and working in remote Aboriginal communities. It argues that pre-service and ongoing professional development is vital for the success of non-Aboriginal teacher in remote communities. Community based educational programs for non-Aboriginal teachers are needed. These programs should include non-Aboriginal teachers learning about Aboriginal culture, Aboriginal learning and teaching styles and the development and implementation of educational policies. These programmes need to include discussion of aspects of living in isolated settings. Schools and governing bodies involved need to develop closer liaison with non-Aboriginal teachers to support their living in this setting. It is also important that policies in place address the problem of the high turnover of non-Aboriginal staff experienced by remote community schools. This study also poses the question what is the future for non-Aboriginal teachers in remote Aboriginal communities? Aboriginalisation in remote Aboriginal communities is highly recommended.
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Ottosson, Tanya, and Emelie Back. "Working From Home, The New Normal? : A qualitative study of the working from home phenomenon’s future, through an international perspective." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105522.
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During the past two years, the pandemic of the SARS-CoV-2 virus has impacted where a big share of the world’s employees conducts their work. Governments around the world have encouraged people to stay at home as much as possible, in the hope of slowing down the infection rate of the virus. Companies around the world have therefore encouraged their employees to work from home. The change has been rapid and unusual for a lot of people. The purpose of this thesis is to examine what the effects of working from home has had on employees and what parameters may make it sustainable long-term. When investigating this matter further, a set of sub-questions has been identified in hope to obtain a deeper understanding of the topic and to answer the question of How can working from home be sustainable long-term? This paper is a qualitative research that follows an inductive approach. The literature review provides relevant theoretical background, which has then been the foundation for the analysis and conclusion. The theories provided covers leadership, motivation, efficiency, gender equality, government support, and internationalization. The conceptual framework then provides a deeper understanding of how each of these theories relates to the main question and its sub-questions. The authors have then examined secondary data such as articles from trusted journals as well as government records in a systematic literature review. An analysis of the findings in the systematic literature review in correlation to the theories has then been made to each sub-question. The concluding chapter then ties the thesis by answering the main question of this subject.
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Pettersson, Frida, and Victoria Jonsson. "Anställdas upplevda produktivitet vid hemarbete : En kvalitativ fallstudie med åtta tjänstemän." Thesis, Jönköping University, Högskolan för lärande och kommunikation, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53145.
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Hemarbete har blivit vardag för många med ett administrativt yrke. Det har funnits olika syn på huruvida hemarbete bidrar till högre produktivitet eller inte. Flera organisationer har börjat fundera på om de ska implementera hemarbete som en beständig förändring efter Corona-pandemins slut. Det finns tidigare forskning på hur produktivt det är att arbeta hemifrån men forskning som är inriktad på upplevd produktivitet vid hemarbete identifierades inte. Med bakgrunden av egen erfarenhet av hemarbete och en nyfikenhet kring konsekvenserna av hemarbetet växte syftet med studien fram. Syftet med denna studie är att utforska anställdas upplevda produktivitet vid förändringen till hemarbete i en verksamhet och vilka faktorer som påverkar den. Uppsatsen är en kvalitativ fallstudie med en induktiv ansats. Datainsamlingen baseras på kvalitativa semistrukturerade intervjuer med tjänstemän som arbetat hemifrån under Corona-pandemin. Genom den insamlade data som intervjuerna bidrog med, identifierades centrala teman genom sortering och kodning av materialet. Av analysen genererades det totalt 13 teman där fem av dessa valdes ut som mest återkommande och som sedan genererade i sig sju underkategorier. Underkategorierna var kontorsspring, familjemedlemmar, missar att ta pauser, vågar inte ta pauser, anpassat efter individen, organisationskultur och balans. Dessa teman kopplades till teori för att skapa mening. Analysen bidrog till en diskussion kring vikten av individens och organisationens samspel. Att en strategi går åt samma riktning, vilken både individen och organisationen är en del av, skapar en samstämmighet. Respondenterna ville fortsätta arbeta hemifrån efter Corona-pandemin i en balans med kontorsarbete. Anställdas upplevda produktivitet vid hemarbete konstaterades vara högre än vid kontorsarbete i fallstudien, de faktorer som påverkar är de teman som ovan presenterats.Working from home has become commonplace for many with an administrative profession. There have been various findings as to whether homework contributes to higher productivity or not. Several organizations have begun to consider whether to implement remote working as a strategy after the Corona pandemic's end. There is previous research on how productive it is to work from home, but research that focuses on perceived productivity when working at home was not identified. With the background of our own experience of working from home and a curiosity about the consequences of it, the purpose of the study emerged. The purpose of the study is to explore employees perceived productivity when changing to working from home in an organization and what factors that affect it. The thesis is a qualitative case study with an inductive approach. The data collection is based on a qualitative semi-structured interview with white-collar workers who worked from home during the Corona pandemic. Through the collected data that the interviews contributed, key themes were identified through sorting and coding of the material. The analysis generated atotal of 13 themes, five of which were selected as the most recurring and which then generated seven subcategories. The subcategories were office running, family members, failing to take breaks, not daring to take breaks, adapted to the individual, organizational culture, and balance. These themes were linked to theory to create meaning. Analyze contributed to a discussion about the importance of the individual and the organization's interaction. That a strategy goes in the same direction, of which both the individual and the organization are a part, creates a coherence. The respondents wanted to continue working from home after the Corona pandemic in a balance of office work. Employees' perceived productivity in working from home was found to be higher than in office work in the case study, the factors that affect are the themes presented above.
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Bilus, Tina. "Usability of Different Features in Communication Tools and Platforms : A Qualitative Research in Remote Work Settings." Thesis, Linnéuniversitetet, Institutionen för informatik (IK), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-99078.
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This qualitative study is constructive in its nature and it aims to find how remote workers perceive usability of communication features across different tools and platforms. Answering two main research questions; How do remote users perceive usability of communication features across different communication tools and platforms? and How, according to users, that features can be improved?, this research aims to link them with scholarly literature, find potential knowledge gaps and highlight improvement areas. Learnability, efficiency, universality and general satisfaction are researched within five participants, coming from different sectors and occupations. Usability in IS context connects ICT with HCI. Trends, challenges and solutions in remote work field lead us to different practices in work and knowledge sharing. Thematic analysis brings seven main themes that show satisfactory results in general. However, dissatisfaction is addressed to efficiency and universality with functionality of communication tools and platforms which falls within ICT, and learnability within its human component, HCI. Furthermore, three step solution is proposed: organizational readiness, standards in communication practice and soft skills. Contributions of this research confirm importance of human component that defines usability in remote field. General usability and satisfaction with ICT and its components is confirmed and improvement areas are addressed within HCI. This research serves as a good base for research of usability of same communication features across different channels however, comparing on-site and remote workers within specific fields.
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Rahaman, Zaida. "Nursing the ‘Other’: Exploring the Roles and Challenges of Nurses Working within Rural, Remote, and Northern Canadian Aboriginal Communities." Thesis, Université d'Ottawa / University of Ottawa, 2014. http://hdl.handle.net/10393/31818.
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State dependency and the lingering impacts of colonialism dancing with Aboriginal peoples are known realities across the Canadian health care landscape. However, delving into the discourses of how to reduce health disparities of a colonized population is a sophisticated issue with many factors to consider. Specifically, nurses can play a central role in the delivery of essential health services to the ‘Other’ within isolated Northern Aboriginal communities. As an extension of the state health care system, nurses have a duty to provide responsive and relevant health care services to Aboriginal peoples.
The conducted qualitative research, influenced by a postcolonial epistemology, sought to explore the roles and challenges of nurses working within rural, remote, and Northern Canadian Aboriginal communities, as well as individual, organizational, and system level factors that supported or impeded nurses’ work in helping to meet Aboriginal peoples’ health needs with meaningful care. Theorists include the works of Fanon on colonization and racial construction; Kristeva on semiotics and abjection; and Foucault on power/knowledge, governmentality, and bio-power were used in providing a theoretical framework to help enlighten the research study presented within this dissertation.
Critical Discourse Analysis of twenty-five semi-structured interviews with nurses, physicians, and regional health care administrators was deployed to gain a better understanding of the responsibilities and challenges of nurses working in Northern Canada. Specifically, the research study was conducted in one of the three health regions within Northern Saskatchewan. Major findings of this study include: (1) the Aboriginal person did not exist without being in a relation with their colonial agent, the nurse, (2) being ‘Aboriginal’ was constructed as a source of treating illnesses and managing diseases, and (3) as a collective force, nursing was utilized as means of governmentality and as provisions of care situated within colonial laws.
Historically, nurses functioned as a weapon to ‘save’ and ‘civilize’ Aboriginal peoples for purposes of the state. Primarily, present day nursing roles focused on health care duties to promote a decency of the state, followed by missionary tasks. In turn, the findings of this research study indicate that nurses must have a better understanding of the impact of colonialism on Aboriginal peoples’ health before they engage with local communities. Knowledge development through postcolonial scholarship in nursing can help nurses and health service providers to strengthen their self-reflective practice, in working towards de-signifying poor discourses around Aboriginal peoples’ health and to help create new discourses.
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Rylander, Samuel. "The new normal for Swedish Municipalities : Assessing the impact of working from home." Thesis, Umeå universitet, Institutionen för informatik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-188005.
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The COVID-19 pandemic has had major impacts on public and private life. As organizations are forced to transition to remote work to reduce the spread of the virus, there is a need for researching how employees are affected. This study explores how municipal workers have experienced the transition, by conducting a survey involving five different Swedish municipalities. This study shows that, while overall productivity has generally either increased or remained at pre-transition levels, some aspects have suffered as a result of working from home. Social interactions among co-workers, information sharing, and community building are examples of where the employees felt that something has been lost. This study contributes to research being done on this phenomenon, and gives suggestions for practitioners.
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Svensson, Julia, and Wiksell Linn Danielsson. "The effect of social relationships on employee retention in a remote working context : A qualitative case study on which Talent Management practices an organisation use to retain talented employees in a remote context." Thesis, Jönköping University, Högskolan för lärande och kommunikation, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53463.
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Talent Management (TM) is a well-used practice to identify, attract, develop, and retain the most valuable resource in an organisation: talented employees. The concept TM emerged when organisations started to detect increased demands and technological changes in the business market. Additionally, due to the retirement of baby boomers, organisations have started to experience a shortage of talents creating “The War for Talent” (Chambers et al., 1998). However, ethical aspects create a demand for an inclusive approach of TM which includes all employees, as opposed to only focusing on a selected few. Responsible Talent Management (RTM) considers talent to be obtained and developed within the organisation. Employees who experience job satisfaction and commitment are more likely to stay in the organisation (Deery, 2008), whereas work-life balance, employee well-being, leadership, and learning have become important factorsfor increasing job satisfaction and commitment as well as employee retention (Radda et al., 2015: Deery, 2008). Especially due to new challenges associated with the working environment and social relationships in this new remote working context. Researchers express the need for further research regarding RTM as well as the inclusive approach. This thesis, therefore, aims to understand how an organisation work with TM practices to retain talented employees in a remote working context. Based on the scientific issue and the purpose, a qualitative case study was conducted. Eight employees within the HR department were interviewed using semi-structured interviews. The analysis of the empirical data identified a great need for genuine social relationships. Regardless of which TM retainment practices used, supporting employees with tools and opportunities to build and nurture social relationships may be an instrumental driver to retain talented employees in a remote working context.Talent Management är ett välanvänt begrepp för att identifiera, attrahera, utveckla och behålla den mest värdefulla resursen i en organisation: talangfulla medarbetare. Begreppet TM blev uppmärksammat när organisationerna upptäckte ett ökat krav och teknologiska förändringar på marknaden. På grund av att generationen “babyboomers” har börjat gå i pension har organisationer börjat uppleva en brist på talang, vilket har skapat ”The War for Talent” (Chambers et al., 1998). Dock skapar de etiska aspekterna ett krav på ett inkluderande synsätt på TM som inkluderar alla anställda och inte bara fokuserar på ett fåtal utvalda. Begreppet Responsible Talent Management (RTM) anser att talang kan erhållas och utvecklas inom organisationen. Anställda som upplever jobbnöjdhet och engagemang är mer benägna att stanna kvar i organisationen (Deery, 2008), medan balans mellan arbetsliv och privatliv, anställdas välmående, ledarskap och lärande har blivit viktiga faktorer för att öka jobbnöjdhet och engagemang samt att behålla de anställda (Radda et al., 2015: Deery, 2008). Framförallt med tanke på de nya utmaningarna gällande arbetsmiljön och de sociala relationerna i den nya kontexten av distansarbete. Forskare uttrycker ett behov av vidare forskning gällande RTM och det inkluderande synsättet. Syftet med uppsatsen är att förstå hur en organisation arbetar med aktiviteter inom TM för att behålla talangfulla medarbetare i en kontext av distansarbete. Baserat på forskningsproblemet och syftet har en kvalitativ fallstudie utförts. Åtta anställda tillhörande HR-avdelningen har intervjuats genom semistrukturerade intervjuer. I analysen av empirin identifierades ett stort behov av genuina sociala relationer. Oavsett vilka aktiviteter inom TM som organisationen använder för att behålla talanger, så uppfattas organisationens stöd i termer av olika verktyg och möjligheter för att skapa och vårda sociala relationer, vara en stark drivkraft för att behålla talangfull kompetens i en kontext av distansarbete.
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FREDSTRAND, VICTOR, and YACOUB HANNA. "Remote Work - Redefining the workplace through the lense of change management : A case study on the demands that arise when working remotely in the perspective of employees and managers." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-297866.
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There is a digital transformation that is currently occurring in today’s workplace to create a more agile, productive and smart workplace (Ulukan, 2020). The occurrence of the Covid-19 pandemic has accelerated this transformation as employees were forced to shift to working remotely (Schwarz et al., 2020). This shift has revealed a wide range of positive and negative effects on individuals and organizations. Thus, exploring how to integrate remote work properly is paramount for organizations when creating a smart workplace. Change Management includes models that can handle change by considering the two aspects of: the individual and the organizational (Prosci, 2020). Therefore, this thesis explores how organizations can use change management to address the demands arising with the integration of remote work by conducting a qualitative case study in collaboration with a company in the TMT (Technology, Media, Telecommunication) industry. The findings of this thesis demonstrate that a complete shift to remote work will not be sustainable in the long term due to the lack of social interactions which is considered to be essential according to the empirics provided in this thesis. Also, the findings show that organizations will need to provide more flexibility for varying between remote work and in-office work for the employees in the future. Moreover, managers will need to include workers more in the planning process and be more transparent towards their teams about the changes that will be required to create a smart workplace. Also, managers will need to listen to their teams' expectations on how they want to balance remote work and being at the office.Det sker för närvarande en digital omvandling på dagens arbetsplatser som bidrar till att en mer agil, produktiv och smart arbetsplats skapas (Ulukan, 2020). Covid-19 pandemin har påskyndat denna omvandling eftersom anställda tvingades till att arbeta på distans (Schwarz et al., 2020). Denna förändring har uppmärksammat flera positiva och negativa effekter på individer och organisationer. Således är det viktigt för organisationer att utforska hur distansarbete kan integreras på rätt sätt när en smart arbetsplats skapas. Förändringsledning inkluderar modeller som kan hantera förändringar genom att beakta de två aspekterna: individen och organisationen (Prosci, 2020). Därför undersöker denna avhandling hur organisationer kan använda förändringshantering för att tillgodose de krav som uppstår vid integrering av distansarbete genom att genomföra en kvalitativ fallstudie i samarbete med ett företag inom TMT-branschen (teknik, media, telekommunikation). Resultaten av denna avhandling visar att en fullständig övergång till distansarbete inte kommer att vara hållbar på lång sikt, på grund av bristen på sociala interaktioner som anses vara väsentliga enligt empirin i denna avhandling. Resultaten visar också att organisationer kommer att behöva erbjuda mer flexibilitet för att variera mellan distansarbete och kontorsarbete för de anställda i framtiden. Dessutom kommer chefer att behöva inkludera anställda mer i planeringsprocessen och vara mer transparenta gentemot sina grupper om de förändringar som krävs för att skapa en smart arbetsplats. Dessutom kommer chefer att behöva lyssna på gruppens förväntningar på hur de vill balansera distansarbete och att vara på kontoret.
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Thorstensson, Esra. "The Influence of Working from Home on Employees' Productivity : Comparative document analysis between the years 2000 and 2019-2020." Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-78743.
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More public and private organisations offer working from home as an alternative way of working for their employees. Working from home (WFH) has both benefits and drawbacks for the employees when it is compared to the office working. While some of the researchers, such as Shafizadeh et al. (2000) claim that working from home increases the productivity of the employees, other researchers, such as Monteiro et al. (2019) claim the opposite. This study analysed five research articles published in year 2000 and five research articles published in years 2019 and 2020 to discover the factors having an influence on the productivity of the employees who work from home, whether the influence of these factors have on the productivity is positive or negative and whether the factors have changed from year 2000 to the recent years (2019 and 2020). The study results indicate that working from home has an influence on productivity of the employees. While influences of some of the factors are either positive or negative, the influence of some of the factors depend on the characteristics and attitude of the employees and the circumstances.
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Berglund, Linnea, and Siri Fjellman. "Registered nurses' experiences of working with indigenous patients in remote areas in Amazonas, Peru : a qualitative interview study at health clinics in Loreto region." Thesis, Sophiahemmet Högskola, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:shh:diva-3374.
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Background In remote areas of the Peruvian Amazon there is a high burden of communicable diseases, limited access to health care and a low distribution of registered nurses. Registered nurses are working with indigenous patients in the area, where traditional medicine and practice is common. In order to strengthen the relation between western and traditional practices, intercultural health has been implemented within the public health care. Aim The aim was to describe registered nurses’ experiences of working with indigenous patients in remote health care settings in Loreto region, Peruvian Amazon. Method A qualitative field study with semi-structured interviews was conducted at four health clinics in Maynas and Mariscal Ramón Castilla province. A qualitative content analysis was used when analyzing the data. Findings Three categories were identified in the analysis; Working environment in a remote area, Providing health care for indigenous patients and Including intercultural health in nursing practice. The participants’ daily work with few colleagues and high demand in remote clinics was described. Experiences of working with intercultural health, as well as opportunities and challenges of working with indigenous patients was found. Conclusion The registered nurses work in an area with a high workload, limited resources and geographic isolation. Intercultural implementations were shown to improve intercultural relations, autonomy and health. Challenges between registered nurses and indigenous patients related to communication and different cultures were described. In order to improve the situation and reach the UN Sustainable Development Goals, infrastructural and socio-economic improvements, more resources and health professionals are necessary.
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Murphy, Angela University of Ballarat. "When urban policy meets regional practice : Evidence based practice from the perspective of multi-disciplinary teams working in rural and remote health service provision." University of Ballarat, 2004. http://archimedes.ballarat.edu.au:8080/vital/access/HandleResolver/1959.17/12747.
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"In the main, contemporary research on Evidence Based Practice (EBP) has taken place within metropolitan locations, and has offered urbocentric solutions and insights. However the transferability of these developments to rural services is untested empirically. In addition, evidence development and studies on the implementation of this evidence have tended to be discipline-stream-specific; there has been very little research into either the development of multi-disciplinary evidence guidelines or the implementation of EBP from the perspective of individual practitioners working within multi-disciplinary teams. This research shortfall has provided the rationale for this study...."Doctor of Philosophy
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Murphy, Angela. "When urban policy meets regional practice : Evidence based practice from the perspective of multi-disciplinary teams working in rural and remote health service provision." University of Ballarat, 2004. http://archimedes.ballarat.edu.au:8080/vital/access/HandleResolver/1959.17/14586.
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"In the main, contemporary research on Evidence Based Practice (EBP) has taken place within metropolitan locations, and has offered urbocentric solutions and insights. However the transferability of these developments to rural services is untested empirically. In addition, evidence development and studies on the implementation of this evidence have tended to be discipline-stream-specific; there has been very little research into either the development of multi-disciplinary evidence guidelines or the implementation of EBP from the perspective of individual practitioners working within multi-disciplinary teams. This research shortfall has provided the rationale for this study...."Doctor of Philosophy
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Oachesu, Alex, and Nemanja Negovanovic. "The core problems of globally distributed work in software development environments, and possible solutions : DevOps environments' opportunities for better adoption of a globally distributed working culture." Thesis, Högskolan Kristianstad, Fakulteten för naturvetenskap, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-21956.
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Both distributed work and DevOps are on an upward trend. There is a slight resemblance between the problems that DevOps is trying to find answers to, the solutions, and the common problems that geographically distributed work faces. Mainly, they are related to isolated environments that have difficulties in mutual understanding and communication, collaboration. All this leads to inefficiencies and costs that affect the overall efficiency of companies. This report identifies how DevOps engineering principles and implementations provide solutions to common problems in globally distributed work environments. It uses a literature systematic literature search and review to extract the recent and relevant academic data in the scope of the two research questions. Then, a proof-of-concept is implemented for DevOps, which confirms the literature. In parallel, a survey addressed to Swedish companies provides subject-related data from the professional environment, which largely supports the literature and brings extra knowledge. All of this is considered in data analysis and formulation of conclusions, showing DevOps features that can improve and support work in globally distributed environments and outlining the importance of the tailored organizational culture for the modern need of large-scale distributed work.
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Kurtagic, Anessa. "Working With Agile Methodologies During The Covid-19 Pandemic : A qualitative study of an agile teams' transition to remote work from home as a result of the Covid-19 pandemic." Thesis, Linnéuniversitetet, Institutionen för informatik (IK), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-106923.
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Remote work was already an ongoing trend amongst software developers, but the sudden and unexpected occurrence of the COVID-19 pandemic made it normal due to the obligations for many people to stay and work from home. To go from the safeness of the work office with an always-working Internet connection and colleagues around to exchange ideas with, to working from home can be a big change from one day to another. Without a good structure or adjustment from the organization, this would lead to a decrease in good work results, communication issues and difficulty for managers to keep track of what is done and by whom. To facilitate this, commonly used methods are the Agile Methodologies. Beck et al. (2001) make it significant in the 12 principles of Agile that the most efficient and effective method of conveying information is by face-to-face conversation for the best results. Investigating the work that was done face-to-face previous to the pandemic but is now done remotely from home within agile teams is therefore of much relevance today. This thesis was intended to investigate and learn how the use of agile methodologies has facilitated the sudden transition to remote work from home and affected the aspects of communication and work results within an agile development team. The study was conducted using the qualitative method with interviews consisting of seven open-response and two closed-response questions with respondents in agile teams from a software development company in Sweden. The analysis was made thematically in relation to Bridge’s Transition Model, and in relation to previous research. The study identified three themes to answer the research question based on the theoretical framework; The Change, Communication and Work Results. The results of the study show that the use of Agile Methodologies indeed has simplified the sudden transition to remote work from home, which was called The Change, as many of the agile practices already were done online previous to the pandemic. The study has also concluded that the use of Agile Methodologies has positively affected the aspects of communication and work results in an agile team, as it was found that forms of communication became more creative as they occurred more frequently while working from home, and it ultimately led to more valuable end-results.Distansarbete var redan en pågående trend bland mjukvaruutvecklare, men den plötsliga och oväntade förekomsten av COVID-19-pandemin gjorde det normalt på grund av restriktionerna för många människor att arbeta hemifrån. Att gå från arbetskontorets säkerhet med en alltid fungerande internetuppkoppling och kollegor runt om för att diskutera idéer med, till att arbeta hemifrån kan vara en stor förändring från en dag till en annan. Utan en bra struktur eller anpassning från organisationen skulle detta leda till en minskning av goda arbetsresultat, dålig kommunikation och svårigheter för chefer att hålla reda på vad som görs och av vem. Vanliga metoder att använda för att underlätta detta är de agila metoderna. Beck et al. (2001) gör det tydligt i de 12 principerna för Agile att den mest effektiva metoden för att förmedla information i ett projekt är genom konversationer face to face, för bästa resultat. Att undersöka det arbete som innan pandemin gjordes face to face men nu görs på distans hemifrån inom agila team är därför av stor relevans idag. Denna studie var avsedd att undersöka och få kunskap om hur användningen av agila metoder har underlättat den plötsliga övergången till distansarbete hemifrån och påverkat aspekterna av kommunikation och arbetsresultat inom ett agilt utvecklingsteam. Studien genomfördes med hjälp av den kvalitativa metoden med intervjuer bestående av sju öppna frågor och två slutna svarfrågor med respondenter i agila team från ett mjukvaruutvecklingsföretag i Sverige. Analysen gjordes tematiskt i förhållande till Bridge’s Transition Model och i förhållande till tidigare forskning. Studien identifierade tre teman för att besvara forskningsfrågan utifrån det teoretiska ramverket; The Change, Communication och Work Results. Resultaten av studien visar att användningen av agila metoder har förenklat den plötsliga övergången till distansarbete hemifrån, eftersom många av de agila aktiviteterna redan gjordes online före pandemin. Studien har också dragit slutsatsen att användningen av agila metoder har påverkat aspekterna kommunikation och arbetsresultat positivt i ett agilt team, eftersom det visade sig att kommunikationsformer blev mer kreativa eftersom kommunikationen blev mer frekvent inträffande när de arbetade hemifrån, och det ledde slutligen till mer värdefulla slutresultat i projekt.
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Thorstensson, Esra. "The impact of Working from Home on productivity during COVID-19 : A Survey with IT Project Managers." Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-84703.
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The world has been affected by the outbreak of COVID-19 pandemic and many companies and organizations have adopted different type of strategies in terms of the workplace in all sectors around the world. Working from home practice has gained prominence as a part of quarantine measures to curb the spread of the disease since the beginning of the outbreak. This abrupt change has a dramatic influence on the business life and employees have been struggling to adapt to their new way of working. Therefore their productivity has changed, too depending on various factors at their new workplace: home. Working from home is only possible with the use of information technology. Information technology makes it possible for the business life to continue owing to its solutions. Owing to the solutions of information technology, employees can communicate with each other and organizations and complete their tasks by sending and receiving written, audio and visual information. It is crucial for everyone’s sake that the employees working in information technology work efficiently, particularly in pandemic times. The key role of their success is played by their managers and coordinators. Therefore, this thesis focuses on IT project managers and coordinators’ productivity. The purpose of this study is to list the factors, as benefits and challenges, influencing the productivity of IT project managers and project coordinators working from home during COVID-19 pandemic and provide recommendations to the project managers and project coordinators and also public and private organizations and companies which prefer to continue working from home to increase their productivity. In this study, qualitative research method and descriptive statistics concerning the selected benefits and challenges are used via a self- administered digital survey responded by 46 project managers/coordinators. It is concluded that working from home due to COVID-19 pandemic has both positive and negative influences on productivity of the IT project managers/project coordinators. Many benefits, such as sleeping longer hours and being able to focus at home without open-office distractions and many challenges, such as being distracted by house chores and being disturbed by family members have been identified as a result of the survey. Respondents contributed to the study further by their valuable recommendations to public and private organizations and also to other IT project managers/coordinators who work from home during the pandemic to increase their productivity. The recommendations to other PM/PC are concerned with routine and discipline, work-life balance, breaks and doing other things, workspace, people around and communication. The recommendations to organizations, on the other hand, are concerned with various types of support, respecting time, flexibility about time, trust, communication and acceptance as family. Both the findings and recommendations may help IT project managers/coordinators and their employers to develop a more comprehensive vision in terms of increasing their productivity while working from home during the pandemic.
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Sigeman, Henrik, and My Adolfsson. "Maintaining well-being when working remotely : Work habits of employees at a geographical IT office in Sweden during the COVID-19 pandemic, their perceived well-being and productivity." Thesis, Malmö universitet, Institutionen för datavetenskap och medieteknik (DVMT), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-43184.
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The COVID-19 pandemic has in many ways changed how we live our lives. As a means to decrease the risks, working at a distance is now common for most employees during the pandemic. A problem that has arisen is getting overall information on how employees well-being and productivity has been affected by the new forced work environment. The primary part of this study is to identify the current effects of remote work on employees at an engineering consultancy company, active in the field of consulting engineering, environmental technology and architecture in Sweden through a web-based survey and compare the results to previous studies on the subject of remote work. A secondary objective of this study was to develop a smartphone application with the goal of increasing the physical activity of employees currently working from home. A secondary part of this study was to identify a problem specific to remote work, and to come up with a technical solution to the problem through prototyping, development and testing. The survey's results revealed that Sweco management (where the survey was conducted) provided sufficient resources in order to preserve and enhance the general well-being of its workers who currently work from home, but they struggled to distinguish work and home life, as do many others in similar circumstances. Respondents also reported a higher workload and less physical exercise during the work day. Employees at the company reported higher levels of well-being and productivity than participants in other international studies. Although the company has taken precautions to improve the working conditions of its workers, further research into the subject is encouraged to see whether they stand out in their investment in their employees' well-being or whether they are simply following the pattern set by other businesses in the same sector.
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SIETSES, SAMANTHA, and FERIDE DIKME. "Client Relations on the Digital Workplace : A case study on how the consultant-client relationship is affected by remote work during Covid-19." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-300079.
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During the Covid-19 pandemic, employees all over the world were forced to work from home, meaning that consultants no longer could work physically present with their clients. As the consultant-client relationship is incredibly important for management consulting firms, it is interesting to investigate how these relationships have been impacted by the change and what the implications are for collaboration and performance. A qualitative method was used, where the authors conducted interviews with management consultants at an international management consulting firm in Stockholm, Sweden. The study found that remote working with already existing clients was functioning well. However, collaboration with new relations proved to be more challenging, which was mainly perceived to depend on the difficulty to create a personal trust and connection remotely, since digital communication made it difficult to understand the client’s needs. The digital way of working also revealed challenges with creativity, invisibility, onboarding, knowledge development and sales. Thus, the study concluded that collaborations and relationships will benefit greatly from a physical meeting early on. Nevertheless, the most beneficial working method would be to continuously balance the advantages of both remote and office working.Under Covid-19-pandemin tvingades anställda över hela världen att arbeta hemifrån, vilket innebar att konsulter inte längre kunde arbeta på plats hos sina kunder. Då kundrelationer är extremt viktiga för konsultföretag är det intressant att undersöka hur dessa relationer har påverkats av distansarbetet och vilka konsekvenser det har fört med sig för samarbetet och arbetskvalitet. För att undersöka detta användes en kvalitativ metod där författarna genomförde intervjuer med managementkonsulter på ett internationellt konsultföretag i Stockholm, Sverige. Studien visade att distansarbete med redan existerande kunder i allmänhet fungerade bra. Däremot visade sig samarbetet med nya kontakter vara mer utmanande. Detta ansågs främst bero på svårigheten att skapa ett personligt förtroende och en personlig relation på distans, då digital kommunikation försvårade möjligheterna att förstå sig på kunden och dess behov. Det digitala arbetssättet skapade också nya utmaningar vad gäller kreativitet, osynlighet, integrering av nyanställda, kunskapsutveckling samt försäljning. Slutligen, studien visade att samarbeten och relationer skulle främjas av att parterna träffas fysiskt i ett tidigt skede av projektet. Dock skulle den mest fördelaktiga arbetsmetoden vara att framöver balansera fördelarna av både distans- och kontorsarbete.
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Karlsson, Linnea, and Cornelia Hoppe. "The importance of coffee talk... : A study of how a design group in the construction industry experience working from home during the pandemic." Thesis, KTH, Byggteknik och design, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-302536.
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Teleworking has become increasingly common as the digital development has progressed. This has provided tools that can facilitate work and reduce the need for physical meetings. Previous studies have concluded that teleworking leads to, among other things, a great lack of social contexts, a blurred boundary between work and private life but also increased productivity. In 2020 the coronavirus pandemic spread across the world forcing many people to start working remotely. Studies on the experience of teleworking in early stages of the pandemic show similar results as previous research. However, there are few studies that deal with how teleworking affects a group. These studies show, among other things, that a work group's productivity decreases if many in the group work from home. This thesis aims to investigate the construction industry's transition to teleworking during the coronavirus pandemic by focusing on a design team's experience of teleworking. The report deals with what the current work situation looks like compared to before, how the work can technically be carried out remotely and how the design team experience this change. The results that have emerged in this report show that design can be carried out remotely and the question is not whether telework should take place or not, but to what extent. There are various factors that affect how much individuals want and should work from home and the conclusion in this report is that teleworking should take place two to three days a week. Social parts of the work are irreplaceable and are required for good cooperation and prosperous employees. At the same time, there is an opportunity to focus better at home. Therefore, the parts of the work that require more collaboration and communication should be performed at the office, while work that requires more focus can be done remotely.Distansarbete har blivit allt vanligare i takt med den digitala utvecklingen som gett verktyg som kan underlätta arbetet och minska behovet av fysiska möten. Tidigare studier har kommit fram till att distansarbete bland annat leder till stor avsaknad av sociala sammanhang, utsuddad gräns mellan arbetsliv och privatliv men även ökad produktivitet. År 2020 bredde coronapandemin ut sig vilket tvingade många människor världen över att börja arbeta på distans. Studier om upplevelsen av distansarbete i tidiga skeden av pandemin visar på liknande resultat som tidigare forskning. Det finns dock få studier som behandlar hur distansarbete påverkar en grupp. Dessa visar bland annat att en arbetsgrupps produktivitet minskar om många i gruppen arbetar hemifrån. Detta examensarbete syftar till att undersöka byggbranschens omställning till distansarbete under coronapandemin genom att fokusera på en projekteringsgrupps upplevelse av att arbeta på distans. Rapporten behandlar hur den nuvarande arbetssituationen ser ut jämfört med tidigare, hur arbetet rent tekniskt går att genomföra på distans och hur projekteringsgruppen upplever denna förändring. Resultaten som framkommit i rapporten är att projektering kan utföras på distans och frågan är inte om distansarbete bör ske eller ej, utan i hur stor utsträckning. Det finns olika faktorer som påverkar hur mycket man vill och bör arbeta hemma och slutsatsen i denna rapport är att distansarbete bör ske två till tre dagar i veckan. Sociala delar av arbetet är oersättliga och krävs för ett gott samarbete och välmående medarbetare. Samtidigt finns det möjlighet att fokusera bättre hemma. Därför bör de delar av arbetet som kräver mer samarbete och kommunikation läggas till kontorstid, medan arbete där mer fokus krävs med fördel kan ske på distans.
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Thureson, Amanda, and Laura Alwadi. "Hur kan vi trivas i hemarbete? : En studie om den sociala arbetsmiljön under hemarbete på grund av coronapandemin." Thesis, Malmö universitet, Malmö högskola, Institutionen för Urbana Studier (US), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-40012.
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En kvalitativ studie om förändringarna i den sociala arbetsmiljön under hemarbetet på grund av coronapandemin, utifrån ett medarbetarperspektiv. Studiens syfte är att undersöka hur den sociala arbetsmiljön har förändrats vid arbete hemifrån genom att lyssna på medarbetarnas hittills insamlade upplevelser om hemarbete under coronapandemin. Syftet besvaras med följande frågeställningar: 1. Hur har den sociala arbetsmiljön sett annorlunda ut under hemarbetet jämfört med arbete på arbetsplatsen enligt intervjupersonerna? 2. Vilka faktorer påverkar intervjupersonernas upplevelser om hemarbete enligt resultaten från intervjuerna, och på vilket sätt? Empirin består av tidigare forskning kring den sociala arbetsmiljön, och speciellt kring faktorer som har visats att påverka den sociala arbetsmiljön. De faktorerna som har valts ut att tillämpas i den här studien på grund av dess relevans är motivation, arbetsgruppen, kommunikation och socialt stöd. Återkommande forskare kring dessa ämnen är Heide, Rubenowitz, Lennéer Axelson och Thylefors. Datan samlades in genom fem semistrukturerade intervjuer med fem intervjupersoner från fem olika organisationer. De utvalda intervjupersonerna är medarbetare som jobbar vanligtvis i en kontorsmiljö, men har på grund av coronapandemin jobbat hemifrån i minst två månader på heltid under år 2020. Alla intervjuer hölls på distans på grund av att det var det enda alternativet med tanke på den rådande pandemin. Datan analyserades utifrån en kategorisering som grundade sig på de fyra relevanta teoretiska faktorerna som kan påverka den sociala arbetsmiljön: motivation, arbetsgruppen, kommunikation och socialt stöd. Författarna bytte intervjumaterialet efter transkriberingen så att den andra författaren fick göra analysen för att inte omedvetet påverka resultatet utifrån känslorna som vi fick i intervjuerna eftersom endast språket skulle analyseras. Studieresultaten visade att hemarbetet kan göras till en mer trivsam upplevelse för medarbetare genom att ordna regelbundna socialt distanserade tillfällen för audio-kontakt i arbetsgruppen, och genom att uppmuntra medarbetare till att tänka igenom deras egen kontorslösning vid hemarbete. Andra sätt att öka trivseln i hemarbete för medarbetare är att skapa tydliga online-rutiner för distanserad kommunikation inom organisationen, samt uppmuntra och stötta medarbetare i positivt tänkande.This is the final assignment for a Bachelor's Degree in Leadership and Organization at Malmö University. The aim of this study is, through qualitative interviews with associates from different organizations, to examine the changes in the social work environment while working from home during the corona pandemic. The aim will be answered with the following research questions: 1. How do the interviewees describe the changes in the social work environment during work from home? 2. Which factors seem to affect the interviewees’ experiences of working from home, and in what ways do they affect their experiences of working from home? The theoretical background consists of factors that have been detected to affect the social work environment in earlier studies considering the social work environment. The factors that have been chosen to be applied in this study are inner motivation, workgroup, communication and received social support. Researchers that are recurring in this study are Heide, Rubenowitz, Lennéer Axelson and Thylefors. The data was collected by five semi-structured interviews with five individuals from five different professions. All interviewees are associates (not leaders) and have been working from home due to the corona pandemic for at least two months full-time during 2020. Data analysis was grounded on the four relevant theoretical factors that have in previous studies seen to affect the social work environment: motivation, workgroup, communication and received social support. Only the language was analyzed, and the writers did therefore switch the collected interview material after the transcript, to ensure that unconscious experiences from the interviews would not affect the analysis and therefore the results of the study. The results of the study indicated that making working from home a more positive experience for the associates can be done by focusing on organizing regular social distanced opportunities for audiocontact between the work group, and by encouraging associates to reflect on their own office set-ups during work from home. Other ways to make working from home a more positive experience for associates is creating online routines for distanced communication within the organization, as well as encouraging and supporting the associates in positive thinking.
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Björkman, Anna, and Rebecka Waxler. "Stödjande samtal på distans : en kvalitativ studie om hur hälso- och sjukvårdskuratorer inom akutsjukvården upplever den terapeutiska relationen vid samtal på distans." Thesis, Ersta Sköndal Bräcke högskola, Institutionen för socialvetenskap, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:esh:diva-9028.
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The aim of this study was to explore how hospital social workers within emergency hospital care units find the challenges with the therapeutic relation when working online or over the phone. To find out more, we have interviewed seven hospital social workers. They were asked about challenges and advantages in working on a distance, related to the therapeutic relation. We wanted to find out if it is possible to obtain the same level of therapeutic relation when counselling changed from being given face to face to a digital encounter during the Covid 19 pandemic. Empirical data was analyzed with Asplunds theory of social responsiveness. The study results in two different answers. First, it shows that hospital social workers experience increased flexibility as a relation strengthener and that it attracts patients that wouldn´t normally seek counselling. The second result shows that according to hospital social workers, there is something in the communication pattern that is missing when you are not in the same room as the patient and thus, there is also something in the therapeutic relation that is missing. Hospital social workers confirmed difficulties confirming patients when body language was missing or when technical problems sometimes reduced the understanding of patients' stories and there was a need for repeating in a painful situation. Peoples' different needs have become very clear throughout the study as our result show that it has been positive for the therapeutic relation to offer different counselling opportunities.Syftet med studien har varit att undersöka hur hälso- och sjukvårdskuratorer inom akutsjukvården upplever den terapeutiska relationen i deras stödjande arbete på distans. För att få veta mer har vi intervjuat sju sjukhuskuratorer inom akutsjukvården och frågat dem om möjligheter och utmaningar med att arbeta på distans kopplat till den terapeutiska relationen. Vi ville veta om det gick att uppnå samma nivå av terapeutisk relation när det stödjande arbetet på sjukhusen styrdes om till att i större utsträckning än tidigare ges på distans. Materialet, vår empiri, har analyserats utifrån en hermeneutisk tolkningstradition och resultatet har analyserats med hjälp av Asplunds teori om social responsivitet. Studiens resultat visar på två olika svar. Det ena resultatet visar att kuratorer upplever att det är relationsstärkande när patienten själv får välja var och hur man vill ha sitt samtal med kuratorn vid samtal på distans. Det andra resultatet visar att det finns något i kommunikationen, och därmed också i den terapeutiska relationen som går förlorat när samtalet inte sker fysiskt och kuratorn och patienten inte kan ta del av varandra med både verbalt språk och kroppsspråk. Kuratorerna har berättat om svårigheter att bekräfta patienten när man inte ser minspel och kroppsspråk eller när ljudet fungerar dåligt och man kan behöva be patienten upprepa något mitt uppe i en känslosam berättelse. Kuratorerna har också poängterat att de sannolikt kunnat fånga upp fler patienter än vad de annars hade gjort genom att kunna erbjuda samtal på distans och därigenom uppnått en terapeutisk relation, även om kontakten skedde på distans. Människors olika behov har blivit tydligt genom studien och genomsyrar våra resultat som visar på kuratorernas upplevelse av att det har varit relationsstärkande att kunna erbjuda olika samtalsmöjligheter.
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Talah, Sami, and Amanda Jönsson. "Styrning och kontroll på distans : En kvalitativ intervjustudie om hur chefer styr och kontrollerar på distans samt deras upplevda utmaningar och effekter." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-106106.
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Inledning: År 2020 behövde företag runt om i världen ställas om i rask takt på grund av covid-19-pandemin. Till följd av detta behövde företag och chefer börja styra och kontrollera anställda på distans. Distansarbete medför diverse utmaningar för chefer när de styr och kontrollerar, exempelvis i minskad övervakning, bristfällig kommunikation, synergi- och samarbetsproblem samt att det är svårare att implementera och bibehålla uppsatta mål på distans. För närvarande finns en liten mängd forskning om hur chefer faktiskt styr och kontrollerar på distans. Syfte: Syftet med denna studie är att undersöka hur chefer styr och kontrollerar sina anställda när arbetet sker på distans. I studien identifieras chefers upplevda utmaningar och effekter av styrning och kontroll på distans. Metod: Uppsatsen är en kvalitativ med en abduktiv ansats. En intervjustudie tillämpas där studiens empiriska material erhålls genom semistrukturerade intervjuer från nio chefer. Slutsats: När chefer styr och kontrollerar på distans förändras inte deras arbetssätt i deras styrning och kontroll. På distans läggs det mer fokus kring styrmedlen sociala relationer, samordning, icke-monetära belöningar samt befogenhet och tillit. Det sker en omprioritering kring styrningen, där det huvudsakliga fokuset ligger på att styra de sociala aspekter inom styrmedlen. Chefer styr och kontrollerar dessa aspekter genom att planera, mäta, följa upp och utvärdera men även att kommunicera. Kommunikationen på distans behöver därmed bli mer individanpassad i och med den obefintliga fysiska kontakten. Distansarbetet medför även utmaningar och effekter, att bibehålla den sociala samhörigheten och kompetens- och kunskapsutveckling, minskad informell kommunikation och ökat sämre mående hos anställda.Introduction: In 2020, companies around the world needed to readjust at a fast pace due to the covid-19 pandemic. As a result, companies, and managers needed to start managing and controlling remotely. Remote work entails various challenges for managers when they control, such as reduced supervision, inadequate communication, synergy, and collaboration problems, and that it is more difficult to implement and maintain set goals at a distance. There is currently a small amount of research on how managers control remotely. Purpose: The purpose of this study is to investigate how managers govern and monitor their teleworkers. The study identifies managers' perceived challenges and effects of remote governance and control. Method: The thesis is a qualitative study with an abductive approach. An interview study is applied where the empirical material of the study is obtained through semi-structured interviews from nine managers. Conclusion: Managers' control methods do not change while they manage and control from a distance. Rather more emphasis is placed on the control of social relations, coordination, non-monetary rewards, authority, and trust. Instead, control is being re-prioritized, with the primary emphasis on managing the social aspects. These aspects are managed through planning, measuring, following up, and evaluating, as well as communicating. As a result of the lack of physical contact, communication at a distance must be more personalized. Remote work also entails challenges and effects, maintaining social cohesion and knowledge development, reduced informal communication, and impaired well-being of employees.
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JIANG, XIN, and JUNDA LUAN. "Function structure of business communication application on car machine : To increase work performance of employees." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-299197.
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With the tendency of agile work space and remote working, the importance of communication tools, especially the computer-mediated ones, is highlighted in increasing employees’ overall work-performance. Car, as a place where people spend most of time, is somewhere business-related communication could be conducted. However, the method of finding important communication tools from the perspective of software development and the method to design a business-communication application (BCA) in a car machine are still in exploration. The purpose of this master thesis is to design a function structure of businesscommunication application and its prototype in a car machine, to help employees increase their work performance. This thesis has two results: A method of finding the importance order of communication tools A method to design a function structure of BCA and a prototype of BCA on a car machine, based on the importance order of communication toolsMed en ökad tendens till flexibelt arbetsutrymme och fjärrarbete får kommunikationsverktygens betydelse för att öka den totala arbetsprestandan ökad uppmärksamhet. Bilen, som är en plats där människor tillbringar mycket tid, skulle kunna användas för arbetsrelaterad kommunikation. Men metoderna för att hitta viktiga kommunikationsverktyg ur perspektivet av mjukvaruutveckling och metoderna för att utforma en affärskommunikationsapplikation i en bil är fortfarande under utveckling.Syftet med detta examensarbete är att utforma funktionsstrukturen och prototypen som svarar mot denna för arbetsrelaterad kommunikation i bilar för att hjälpa anställda att upprätthålla arbetskapaciteten. Denna avhandling har två resultat: En metod för att hitta prioriteten av betydelsen av de olika kommunikationsverktygen En metod för att designa en funktionsstruktur av arbetsrelaterad kommunikation och en prototyp av tillämpningen på denna funktionsstruktur applicerad i en bil.
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Knorr, Endimione, and Christina Schreml. "You Are on Mute : A study on the impact of the digitalisation of communication on experienced interactions in organisations." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-103778.
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This thesis aims to interpret the changed interactions and communication in the workplace due to the Covid-19 pandemic. Due to the massive changes in society and the workplace, it is important to look into this aspect of the pandemic’s consequences. The research question “What impact does the expedited digitalisation of communication, caused by the global pandemic of 2020, have on the experienced interactions in organisational contexts?” allows for easy access into different aspects of the topic by conducting the study relatively broadly. In order to answer the research question, semi-structured interviews with employees, who were working during the pandemic, were held and all necessary data was extracted from these interviews. This data was then interpreted in light of the four principal theoretical topics: Communication, Social Interaction, Work Life and Leadership Relations. Certain similarities, but also paradoxes were discovered in the findings, and therefore discussed through paradoxical lenses. The basic findings concerning the research question are that many changes happened in opposing directions, for example having at the same time more, but also less communication. This double shift applies to almost all findings. To put these findings into practical use, organisations and companies should consider their team’s needs and optimise the working structures between hybrid and on-site in order to get the best possible working results.
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Bjerkliden, Mathias. "Designing knowledge management strategies in complex project settings : A case study of a multi-project organization in Sweden." Thesis, Uppsala universitet, Industriell teknik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-446661.
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Research shows that organizations rely on intangible value chains to boost their economic development through knowledge being seen as a resource. However, due to the emerging complexity withing various organizational designs and complexity of multi-levels in projects, still very little is known on how knowledge is shared and utilized in a complex and multi-leveled context. The purpose of this thesis is to examine how knowledge is shared and utilized in complex project-based environments and how underlying mechanisms of knowledge can be stimulated to facilitate a knowledge management system. To answer the research question, data was collected through eleven semi-structured interviews and analyzed through grounded theory. Results show that depending on the organizational environment, different mechanisms are more suited than others. In the industrial organization examined in this case study, a personification strategy is well suited as the organizational tasks are unique in nature. Furthermore, the initiation of knowledge sharing opportunities play an important role in implementing knowledge management. In this context, an institutionalization approach is the desired mechanisms to stimulate. This is due to the size of the organization and the fact that employees are geographically dispersed. It is further amplified by the increased amount of remote-working, especially in the ongoing Covid-19 pandemic which has limited face-to-face interactions. To implement a knowledge management strategy of personification and institutionalization, routines are paramount to its success. Without the implementation of standards and routines governed from the organization and management level, there is a risk of knowledge management initiatives failing due to lack of commitment and participation.
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Baker, Dahlia. "The Future of Work is Hybrid : Could Covid be the Catalyst for Organizations to Implement a Hybrid Workplace Model?" Thesis, KTH, Fastigheter och byggande, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-297965.
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The pandemic has disrupted nearly every aspect of our lives, including tasks as fundamental as going to work. The change has brought with it both opportunities and challenges. The use of digital services to hold meetings, webinars and conferences has increased at an avalanche-like pace. Before the pandemic took hold, there was a more traditional view of work - with the general perception that work tasks should be performed in the office. As a stark contrast to this more traditional view of work, nearly 75 percent of Swedish workplaces was forced to switch to working remotely in a short time and many believe that this will lead to permanent changes in how Swedish offices are designed. There are numerous indications that most people want to continue working in offices in the future as well. On the other hand, the working life of the future is characterized by an increased demand for flexible solutions. Research exhibited that most organizational and work variables were considerably related with the outcome measures productivity and work satisfaction, while individual and household variables were significantly less corelated. For organizations, this is vastly beneficial, since organizational and work-related characteristic variables are far easier influenced by procedures and HR policies rather than individual work style and household factors. The work-from-home trial period induced by the pandemic has evidently unveiled the vast number of organizations who have the capabilities to implement remote work on a permanent basis and that employees highly regard the opportunity to do so. Conversely, it correspondingly exhibited how imperative the office is for colleague interaction as well as collaboration and how immensely this have been longed for the past year. This study exhibits that the East Link Project in Stockholm, Sweden would save 182 000 SEK annually per employee working remotely 2 days per week due to reduced real estate, absenteeism, turnover, emissions, continuity of operations, and increased productivity. Further, it exhibited that the average project member would save 7 260 SEK annually due to fewer expenses, 128 hours due to reduced commuting and would sleep 59 hours more per year.Pandemin har haft verkan på nästintill samtliga aspekter av våra liv, inklusive uppgifter så fundamentala som att gå till jobbet. Omställningen har medfört både möjligheter och utmaningar. Tillämpningen av digitala tjänster för att hålla möten, webinarier och konferenser har ökat i en lavinliknande takt. Innan pandemin tog fäste förekom det en mer traditionell syn på arbete - med den allmänna uppfattningen att arbetsuppgifter bör utföras på kontoret. Som en skarp kontrast till denna mer traditionella syn på arbete tvingades nästan 75 procent av de svenska arbetsplatserna att på kort tid gå över till att arbeta på distans och många tror att detta kommer att leda till permanenta förändringar i hur svenska kontor är utformade. Mycket tyder på att de flesta också vill fortsätta arbeta på kontor i framtiden. Samtidigt som framtidens arbetsliv präglas av en ökad efterfrågan på flexibla lösningar. Tidigare studier visade att de flesta organisations- och arbetsvariabler var betydligt relaterade till produktivitet och arbetsnöjdhet, medan individuella och hushållsvariabler var betydligt mindre korrelerade. För organisationer är detta mycket fördelaktigt, eftersom organisatoriska och arbetsrelaterade karakteristiska variabler påverkas mycket lättare av procedurer och HR-policyer snarare än individuell arbetsstil och hushållsfaktorer. Försöksperioden av hemarbete som förorsakats av pandemin har tydligt uppdagat det stora antalet organisationer som har förmågan att implementera distansarbete på permanent basis och att medarbetare i hög grad uppskattar möjligheten att göra det. Samtidigt exponerade det på motsvarande sätt hur essentiellt kontoret är för såväl kollegors interaktion som för samarbete. Denna studie visar att projekt Ostlänken i Stockholm, Sverige skulle spara 182 000 kronor per år och per anställd som arbetar på distans två dagar per vecka till följd av minskad frånvaro, omsättning, utsläpp, kontorsyta, kontinuitet i verksamheten och ökad produktivitet. Slutligen visade studien att den genomsnittliga projektmedlemmen skulle spara 7 260 kronor och 128 timmar årligen till följd av minskade kostnader och minskad pendling samt skulle sova 59 timmar mer per år.
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Mattsson, Hilda, Linnéa Bohlin, and Jonthan Björkqvist. "Effekter av det påtvingade distansarbetet : En studie om hur medarbetare upplever att det påtvingade distansarbetet påverkar motivationen." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105562.
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Bakgrund: Företag blir alltmer beroende av sina medarbetare då organisationens värdeskapande process till stor del sker genom dem. Det är således viktigt att motivera, bibehålla och utveckla sina medarbetare. Tidigare studier om hur motivationen påverkas av distansarbete skiljer sig åt, där vissa menar att distansarbetet har en positiv inverkan på motivationen medan andra menar motsatsen. Innan Covid-19-pandemin har distansarbetet skett på en mer frivillig nivå men till följd av Covid-19-pandemin har många företag varit tvungna att införa det. Syfte och problemformulering: Syftet med studien är att öka förståelsen för hur medarbetare upplever att motivationen påverkas av det påtvingade distansarbetet. Studiens problemformulering är “Hur upplever medarbetare som innan Covid-19-pandemin inte arbetade på distans samt medarbetare som innan Covid-19-pandemin arbetade deltid på distans att motivationen har påverkats av det påtvingade distansarbetet?” Litteraturgenomgång: I litteraturgenomgången presenteras teorier kring konceptet motivation där inre och yttre motivation samt amotivation behandlas. Även teorier kring distansarbetet presenteras där kommunikation och work life balance behandlas. Metod: Vid genomförandet av studien har forskarna i föreliggande rapport använt sig av en kvalitativ metod. För att samla in det empiriska materialet har forskarna använt sig av semistrukturerade intervjuer. Det har intervjuats fyra respondenter som innan Covid-19-pandemin inte arbetade på distans samt fyra respondenter som innan Covid-19-pandemin arbetade deltid på distans. Slutsats: Det har framgått att det påtvingade distansarbetets påverkan på motivationen är oberoende av ifall medarbetaren har en vana av distansarbete eller inte. Det framgår snarare att det är hur väl medarbetarens individuella behov uppfylls som avgör hur motivationen påverkas av det påtvingade distansarbetet.Background: Companies are becoming increasingly dependent on their employees, as the organization's value-creating process largely takes place through them. It is thus important to motivate, retain and develop the company's employees. Previous studies on how motivation is affected by teleworking differ, where some believe that telework has a positive effect on motivation while others believe the opposite. Before the Covid-19 pandemic, teleworking took place on a more voluntary level, but as a result of the Covid-19 pandemic, many companies have had to implement it. Purpose and research question: The purpose of the study is to increase the understanding of how employees feel that motivation is affected by the forced distance work. The study's research question is "How do employees who before the Covid-19 pandemic did not work remotely and employees who before the Covid-19 pandemic worked part-time remotely feel that motivation has been affected by the forced telework?" Literature review: The literature review presents theories about the concept of motivation, where internal and external motivation as well as amotivation are treated. Theories about telework are also presented where communication and work life balance are treated. Method: The researchers in the present study have used a qualitative method. To collect the empirical material, the researchers used semi-structured interviews. Four respondents who before the Covid-19 pandemic did not work remotely and four respondents who before the Covid-19 pandemic worked part-time remotely were interviewed. Conclusion: It has emerged that the impact of forced telework on motivation is independent of whether the employee has a habit of telework or not. It is rather clear that it is how well the employee's individual needs are met that determines how motivation is affected by the forced distance work.
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Looström, Axel, and William Alouch. "Är covid-19 en katalysator för ett paradigmskifte gällande distansarbete? : En jämförande kvantitativ surveyundersökning mellan chefers och medarbetares vilja till digitalt distansarbete." Thesis, Uppsala universitet, Informationssystem, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-434790.
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Denna kvantitativa surveyundersökning ämnar studera chefers och medarbetares vilja att arbetadigitalt på distans. Är någon av grupperna särskilt drivande till digitalt distansarbete och vadinnebär det för framtiden efter att covid-19-pandemin är över? Vilja operationaliseras genomWicks (2002) samt Shareena och Shahid (2020) och består av prognostiserad prestation,självrapporterade personlighetsdrag samt hemmets förenlighet med distansarbete. Utifråndessa studier skapades ett teoretiskt ramverk vilket mynnade ut i tolv hypoteser. Via enwebbenkät samlades 323 st. respondentsvar in, varav 295 st. användes i dataanalysen sombestod av oberoende t-test (hypotesprövning), envägs-ANOVA (variansanalys) samt multipellinjär regressionsanalys. De övergripande resultaten från studien kan sammanfattas på följandesätt: En person med hög vilja att arbeta digitalt på distans är generellt en medarbetare, äldre än35 år, med hemmavarande barn som arbetar i en digital bransch. En person med låg vilja attarbeta digitalt på distans är generellt en chef, yngre än 35 år, utan hemmavarande barn somarbetar i en icke-digitaliserad bransch. Studien fann även att hög frihet och variation är enviktig faktor för att en anställd ska vilja arbeta digitalt på distans. Resultatet från studienindikerar en kraftig ökning av distansarbete i framtiden för både chefer och medarbetarejämfört med situationen före pandemin. Studien indikerar att covid-19 är en katalysator för ettparadigmskifte gällande distansarbete.This quantitative survey aims to study managers and employee’s willingness to telework. Isany of the groups particularly driven by digital teleworking and what does it entail for the futureafter the COVID-19 pandemic is over? Willingness is operationalized through Wicks (2002)and Shareena and Shahid (2020) and consists of predicted performance, self-reportedpersonality traits and the home's compatibility with telework. Based on these studies, atheoretical framework was created, which resulted in twelve hypotheses. Through a websurvey, 323 respondents were collected, of which 295 were used in the data analysis whichconsisted of independent t-test (hypothesis testing), one-way ANOVA (analysis of variance)and multiple linear regression analysis. The overall results from the study can be summarizedas follows: A person with a high willingness to telework is generally an employee, older than35 years, with children at home who work in a digital industry. A person with a low willingnessto telework is generally a manager, younger than 35 years, without children at home who workin a non-digitized industry. The study also found that high freedom and variety is an importantfactor for an employee to want to work remotely. The results from the study indicate a sharpincrease in telework in the future for both managers and employees compared to the situationbefore the pandemic. The study thus indicates that COVID-19 is a catalyst for a paradigm shiftregarding telework.
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Grönlund, Viktor. "Distansarbete, ett arbetssätt som underlättar både privatliv och arbetsliv? : Medarbetares upplevelser av hur distansarbete påverkar balansen mellan arbetsliv och privatliv och gruppdynamiken i en arbetsgrupp." Thesis, Luleå tekniska universitet, Institutionen för hälsa, lärande och teknik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-85720.
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Distansarbete är ett arbetssätt som har blivit ett vanligare inslag i arbetslivet för många arbetstagare. Det skapar en ny arbetsmiljö där två tidigare skilda miljöer ska samverka och interagera med varandra. Detta ställer krav på arbetstagare att de ska prestera och leverera efter arbetsgivarens mål och krav trots att arbetet utförs på distans. Coronapandemin har inneburit en annorlunda vardag för arbetstagare i både arbetslivet och privatlivet och de arbetstagare som har möjlighet ska utföra sitt arbete hemifrån. Den här studien syftar därför till att undersöka hur distansarbete upplevs påverka balansen mellan privatliv och arbetsliv samt hur det upplevs påverka gruppdynamiken i en arbetsgrupp som normalt sett arbetar i en kontorsmiljö. Genom tio kvalitativa semistrukturerade intervjuer med medarbetare som har arbetat hemifrån sedan mars 2020 har data samlats in. Resultatet visar att distansarbete som arbetssätt har många fördelar genom minskad stress i vardagen beroende på minskade transporttider och ökad flexibilitet i arbetet. Distansarbete skapar däremot utmaningar i kommunikationen med kollegor genom minskade informella och spontana samtal. Distansarbete kan därför sägas underlätta både privatlivet och arbetslivet för de arbetstagare som genom tydliga gränser och rutiner lyckas särskilja de två miljöerna och ha en god struktur i kommunikationen med sina kollegor.Working remotely has become a more common feature in today’s work life for many employees. It creates a new work environment where employees work life interacts with daily life in a different way. Working remotely requires that employees deliver and produce at the same level as they did when they were working in an office environment. The corona pandemic has caused a different everyday life of many employees around the world. Employees who can, should work from home. This study aims to detect how working remotely is perceived to affect the work – life balance and how it is perceived to affect the group dynamics in a working group who normally is working in an office environment. Data was collected through ten qualitative semi structured interviews with employees who have been working from home since March 2020. The result shows that working remotely causes less perceived stress in both work life and private life compared to working in an office environment. It demands, however, that the employees have a structured way of working and the communication with colleagues will suffer from the missing spontaneous and informal conversations. However, working remotely can simplify work and private life for employees who can successfully separate between the two environments by having good structure and seamless communication with their colleagues.
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Dglawi, Malek, and Mikael Hassel. "Integration of new employees : A study of integration challenges for international companies with homework environment." Thesis, Södertörns högskola, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-45708.
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When an employee joins new workplaces, an introduction is made to get to know the new organization. In 2020, the pandemic affected this introduction for new employees, and it was moved from the workplace to the home. This study aims to investigate how organizational socialization strategies in the manufacturing industry have affected new employees' expectations of social and cultural reality when boarding takes place online. The study concerns research in organizational culture and knowledge dimensions and socialization strategies, which helps new employees understand organizational socialization to respond to the study's identified problem area. The research uses primary and secondary data, which is largely obtained through semi-structured interviews with two HR employees, two managers and two new employees from two multinational companies, Hilti (Company A) and Johnson & Johnson (Company B) and secondary data obtained from the chosen theory and selected using non-probability assessment The empirical results presented responses to the organization culture of business organizations , integration process, socialization activities, challenges in recruiting new members and the potential to employees remotely. The analysis of empirical results is divided into three sections, respondents' perceptions of the company's social and cultural reality, organizational socialization strategies and organizations for community organizations. The results show that online on-boarding of new employees is affected by the distance between the business and the new employee. The study shows that integrating new employees via online on-boarding has a negative impact if they are carried out through a social process as the study shows that shortcomings in the ability of new employees to embrace organizational culture, men who it is difficult to be with the organization as a new employee when online on-boarding takes place.
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Peri, Liza, Linnea Olsson, and Amanda Saintyves. "Medarbetarnas upplevda motivation vid arbete på distans : En kvalitativ undersökning som vill visa om kringliggande faktorer påverkar medarbetares motivation vid distansarbete." Thesis, Malmö universitet, Malmö högskola, Institutionen för Urbana Studier (US), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-40176.
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Till följd av viruset Covid-19 har många organisationer implementerat arbetsformen distansarbete, vilket kan ha en påverkan av den upplevda motivationen hos medarbetare. Studiens syfte är att analysera medarbetarnas upplevda motivation vid arbete på distans. Studien undersöker vad medarbetare upplever som god motivation vid omställningen från en fysisk arbetsplats till arbete på distans. Utifrån tidigare forskning går det att utläsa vilka faktorer som skapar motivation hos individen, detta har tagits i avseende med hjälp av aktuell forskning för att komplettera de mer traditionella teorierna kring ämnet motivation. Metoden som använts för studien grundar sig i en kvalitativ metod som utgörs av både kvalitativa intervjuer, samt en kvalitativ innehållsanalys av enkäter. Till studien har det valts att använda en fenomenologisk metodansats, detta då forskningen inte valt att utgå från en specifik teori utan det har istället valts att upprätthålla ett öppet perspektiv. Resultatet som går att utläsa ur denna studie är att den dominerande faktorn till en påverkad motivation vid distansarbete är avsaknaden av den sociala kontakten. Det går däremot inte att dra en generell slutsats om distansarbete har haft en positiv eller negativ inverkan på motivationen. Det som även framkommit i studien är att faktorerna som påverkar en individs upplevda motivation är jämlika med vad som sägs i den aktuella och tidigare forskningen.As a result of Covid-19, many organizations have implemented the form of working remotely, which can have an impact on the perceived motivation of employees. The purpose of the study is to analyze the employees' perceived motivation when working remotely. The study examines what employees experience maintains a good motivation when switching from a physical workplace to working at a distance. Based on previous research, it is possible to learn which factors create motivation in the individual, this has been taken into account with the help of current research to supplement earlier theories. The method used for the study is based on a qualitative method that consists of both qualitative interviews and a qualitative content analysis of surveys. For the study, it has been chosen to use a phenomenological methodological approach, this as it’s not chosen to be based on a specific theory but has instead been chosen to have an open perspective. The result of this study shows that the dominant factor in an influenced motivation in working remotely is the lack of social contact. On the other hand, it is not possible to draw a general conclusion whether working remotely has had a positive or negative impact on motivation. What also emerged in the study is that the factors that affect an individual's perceived motivation are equal to what is said in the current and previous research.
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Buchtová, Yveta. "Mobilní aplikace: kde pracovat mimo kancelář." Master's thesis, Vysoké učení technické v Brně. Fakulta výtvarných umění, 2015. http://www.nusl.cz/ntk/nusl-232456.
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Nilsson, Sandin Per, and Ida Söderström. "Det digitala som landgång : En fallstudie om digital onboarding." Thesis, Umeå universitet, Institutionen för informatik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-183549.
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The purpose of the study was to investigate the conditions of new employees during a digital onboarding process and the effects the digital format have on the results of the onboarding process. We performed a qualitative case study with semi-structured interviews. The study was conducted in an IT department in the public sector that worked consciously with a formal onboarding structure and whose work was mainly carried out remotely during COVID-19. We found that the organization succeeds well in communicating resources and information about the organization digitally and that the biggest challenges lay in communicating organizational culture, social connections and informal knowledge in distributed work. When new employees find it difficult to create interpersonal connectivity, they lose informal knowledge and social support that had been available for on-site work, which also leads to difficulties in understanding the organizational culture. Based on our results, we recommend increased work with social meeting points to enable interpersonal connectivity and informal information exchange, compilation of common systems, programs and abbreviations for new employees to more quickly understand the organization's language, increased work with pre-onboarding to use the important first time to strengthen employee experience and more opportunities for concrete practice together with, for example, a mentor or colleagues to more quickly acquire knowledge and get a clearer picture of what is expected in the new work role and informal knowledge in distributed work.
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Elset, John Iver. "Organizational socialization in remote-working companies: enhancing company onboarding through gamification." Master's thesis, 2018. http://hdl.handle.net/10071/18803.
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Organizational socialization concerns the process of which a newcomer gradually adjusts and becomes integrated into an organization, as a functional member. The literature indicates that this is a process that, if done correctly, can see great many benefits to any organization dedicating time and resources developing and implementing a well-designed plan. Onboarding is often referred to as the tool that facilitates this process and is popularly designed and implemented as an HRM-initiative. Research and studies indicate that organizations failing to commit to a such practices are likely to experience lower levels of job satisfaction and motivation, and higher levels of turnover. However, some work-settings will naturally present a greater challenge in terms of socialization, and amongst them are companies utilizing a remotely located workforce. While the tremendous leaps of technological advancements have drastically improved the aspects of remote work, research still indicates that organizational socialization is better achieved through face-to-face interactions. This paper will use the literature on organizational socialization to design a company project with the goal of developing a project with the purpose of enhancing the onboarding plan and, ultimately, improve the socialization process of a company with the majority of their work force being remotely located across Europe, North-America and Asia. By analyzing the company’s current onboarding plan and collecting data from its members, with a strong manifestation in the literature and great emphasis on gamification, the blueprint for a computer-based program with the expectations of greatly improving the newcomer’s adjustment time to socialization outcomes, was designed.A socialização organizacional é sobre o processo no qual um novo trabalhador gradualmente se ajusta e se integra a uma organização, como um membro funcional. A literatura indica que este é um processo que, se feito corretamente, pode trazer muitos benefícios para qualquer organização que dedique tempo e recursos para desenvolver e implementar uma estratégia bem projetada. Onboarding é frequentemente referido como o instrumento que facilita este processo e é popularmente concebido e implementado como uma iniciativa de gestão de recursos humanos. Estudos indicam que as organizações que não se comprometem com essas práticas provavelmente experimentarão níveis mais baixos de satisfação e motivação no trabalho e níveis mais altos de rotatividade. No entanto, algumas configurações de trabalho naturalmente apresentam um desafio maior em termos de socialização, e entre elas estão as empresas onde os trabalhadores trabalham remotamente. Enquanto os avanços tecnológicos melhoraram drasticamente os aspectos do trabalho remoto, estudos ainda indicam que a socialização organizacional é melhor através da interação em pessoa. Este estudo utilizará a literatura sobre socialização organizacional para desenhar uma estratégia empresarial com o objetivo de desenvolver um plano com o objetivo de melhorar o plano de integração e, em última análise, melhorar o processo de socialização de uma empresa com a maioria de sua força de trabalho localizada remotamente em diferentes continentes, como Europa, América do Norte e Ásia. Ao analisar o atual plano de integração da empresa e coletar dados de seus membros, combinado com literatura e estudos relacionados, e com foco em gamification, o modelo para um programa baseado em computador com as expectativas de melhorar muito o tempo de ajuste e os resultados de socialização para novos trabalhadores, foi projetado.
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Caister, Colin Campbell. "Behavioural changes experienced by contract managers while working on remote project sites." Thesis, 2012. http://hdl.handle.net/10210/6618.
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M.B.A.This research project is concerned with the behavioural changes of contract managers while working on 'remote' project sites. While working on such a project, the researcher became aware that the behaviour of certain contract managers changed over the course of the project, and that this behaviour was not the same as they demonstrated when at home or in the office environment. In many instances these behavioural changes were of a negative nature, the consequences of which often resulted in high costs being incurred by both the firm, in terms of productivity, and the individuals, physically and emotionally. The researcher explores a number of the most notable changes that were observed on site, and then undertakes research, by way of an ethnographic study, to determine whether these observations are valid in terms of being common to other contract managers on other remote sites. The research identified that a number of behavioural changes were indeed valid and that certain factors of concern to the majority of contract managers, acted as stressors that affected or influenced their behaviour. The research further confirms that both individual factors, such as personality and attitudes, as well as situational factors combine to influence the degree of behavioural change that an individual exhibits. In light of the findings, the researcher then offers a number of recommendations that senior management can implement to aid in restricting certain negative behavioural changes.
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Thutse, Ramatsimele Julia. "The professional nurses' perception of working in remote rural clinics in Limpopo Province." Diss., 2006. http://hdl.handle.net/10500/2172.
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The purpose of the study was to explore and describe the professional nurse's perception of working in remote rural clinics in Limpopo Province.
The research design was qualitative, exploratory, descriptive and contextual. The research population was the professional nurses working in remote rural clinics in Limpopo Province. Purposive sampling was used and data collected by means of tape-recorded in-depth semi-structured individual interviews.
The study revealed that the professional nurses perceived working in the remote rural clinics both positively and negatively and had concerns.Health Studies
M.A. (Health Studies)