Made available in DSpace on 2019-03-30T00:07:27Z (GMT). No. of bitstreams: 0 Previous issue date: 2016-02-15 / Telecommuting or working in home office is a work of formatting existing in various parts of the world. Such a format allows the employees to do its function remotely. Its use seek the closeness and support of companies or institutions in remote locations. Its use has positive aspects when it comes to resources the institution economy, flexibility and autonomy for employees, increased productivity and greater presence and company representation in remote areas of the matrices. However formatting also involves negative aspects such as the individual's sense of isolation, destance of leadership, little differentiation between work and family environment and professional visibility of difficulty within the organization. For young people who start their careers, especially trainees, teleworking shown a possibility of integration in a multinational, it gives them the possibility of entering into an organization that has no office in their states, to the company the advantage of get hand of young and skilled labor in regions that it has no presence. However some aspects of development and learning, effects of flexibility and autonomy in personal life and possibility intern career ascension are raised. This research seeks to answer the following question: What is the perception of the trainees about the internship program teleworking a multinational hygiene and cleanliness? The overall objective is to analyze the perception of a group of trainees about the internship program teleworking. To this end they were made interviews with 12 multinational trainees in six different Brazilian states that work with intership and teleworking. For the treatment of data was performed a content analysis of the interviews, categorizing the most relevant aspects in eight categories of analysis, five of them aimed to influence the intership with telework in personal life and three facing the intership and career. As a result it is perceived the great advantage that provides the flexibility to help trainees to reconcile with the studies, but the relationship with time is dubious because the difficulty of managing it generates extra work to young people. There is a general perception that telecommuting has important professional skills such as proactivity and prioritization of tasks; at the same time it brings to the individual a sense of isolation, concern for their visibility and the possibility of growth in the company. In conclusion it appears that the roles of leaders and company become crucial in this process, since there is no definition of responsibilities of the parties involved. This research proposes a telecommuting role model for organizations. Keywords: Telecommuting. Home-office. Intern, Trainee. / O teletrabalho ou trabalho em home-office é uma formatação de trabalho já existente em diversas partes do mundo. Tal formatação permite ao colaborador exercer sua função de forma remota. Sua utilização busca a proximidade e apoio das empresas ou instituições em localidades longínquas. Seu uso traz aspectos positivos no que tange a economia de recursos à instituição, flexibilidade e autonomia para o colaborador, aumento de produtividade e maior presença e representação da empresa em regiões distantes das matrizes. Contudo sua formatação também envolve aspectos negativos como a sensação de isolamento do indivíduo, distanciamento das lideranças, pouca diferenciação entre trabalho e ambiente familiar e dificuldade de visibilidade do profissional dentro da organização. Para jovens que iniciam a carreira, em especial os estagiários, o teletrabalho se mostra uma possibilidade de inserção em uma multinacional, pois dá-lhes a possibilidade de ingresso em uma organização que não possui escritório em seus estados, para a empresa a vantagem de obter mão de obra jovem e qualificada em regiões que ela não possui presença. Contudo alguns aspectos relativos ao desenvolvimento e aprendizagem, efeitos da flexibilidade e autonomia na vida pessoal e possibilidade de ascensão de carreira do estagiário são levantados. Essa pesquisa busca responder a seguinte pergunta: Qual a percepção dos estagiários acerca do programa de estágio em regime de teletrabalho de uma multinacional de higiene e limpeza? O objetivo geral é analisar a percepção de um grupo de estagiários acerca do programa de estágio em regime de teletrabalho. Para tal foram feitas entrevistas com 12 estagiários de multinacional em seis diferentes estados brasileiros que atuam com estágio e teletrabalho. Para o tratamento de dados foi realizada uma análise de conteúdo das entrevistas, categorizando os aspectos mais relevantes em oito categorias de análise, cinco delas voltadas a influência do estágio com teletrabalho na vida pessoal e outras três voltadas para o estágio e a carreira. Como resultado é percebida a grande vantagem que a flexibilidade proporciona ao ajudar os estagiários com a conciliação com os estudos, contudo a relação com o tempo é dúbia, pois a dificuldade de gerenciá-lo gera sobrecarga de trabalho aos jovens. Há uma percepção geral de que o teletrabalho acarreta importantes competências profissionais, como proatividade e priorização de tarefas; ao mesmo tempo ele traz ao indivíduo uma sensação de isolamento, preocupação com a sua visibilidade e possibilidade de crescimento na companhia. Como conclusão verifica-se que os papeis das lideranças e da empresa tornam-se fundamentais nesse processo, já que não há uma definição de responsabilidades das partes envolvidas. Desta forma esta pesquisa propõe um modelo de atuação de teletrabalho para as organizações. Palavras-chave: Teletrabalho. Home-office. Estágio. Estagiário.

1 Performance of work outside the employer's workplace Abstract The goal of this diploma thesis is to critically assess the current legislation regulating performance of work outside the employer's workplace contained in the paragraph 317 of the Labour code and to describe historical roots of this institute. Further this diploma thesis aims to describe eventual shortcomings of the current legislation and to propose some legislative changes. This diploma thesis is divided into 9 chapters including the introduction. In the first and second chapter there is an introduction of the problematics of the performance of work outside the employer's workplace and definition of the basic concepts, specifically homeworking and teleworking. In the third chapter there is a description of historical roots of the performance of work outside the employer's workplace in the era of the First republic, Protectorate of Bohemia and Moravia and socialism. The core of this diploma thesis is in the fourth, fifth and sixth chapter, where there is a description of conditions, under which it is possible to perform work outside the employer's workplace and different working conditions, which these employees have. In the sixth chapter there is a description of practical problems, which the performance of work outside the employer's...

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ABSTRACT According the economical depression, the ratio of outsourcing increasing, the rate of unemployment sustain in the high level, rapid development of internet and communication innovation, the SOHO group (Small Office Home office) working style is get more popular. SOHO group has the following characteristics: creative, willing to take risk, self control, independent, self-challenge and searching for freedom. In the new economic ages, SOHO group will create their position and value via project. This paper chooses two cases of SOHO group as the studying sample, one is Hungfu Information and another is the MicroTrue Technology Corp. The first company has ten years experience, and the second has 2 years experience in SOHO group. Both of them are the SOHO group in the IT industry. The first company is a project-based company, and wants to be a middle range or large scale IT Company. The second company is sales oriented and with a little R&D activities, self-control freedom is his objective. We will get some information of SOHO group in IT fields via their personal background, motivation of creative enterprise, the process of start an enterprise and thoughts of start an enterprise. In the case study, we can understand that the major driven force SOHO group start an enterprise is the balance between family, money, time and work. SOHO group must have the characteristics of willing to change, searching customer by themselves, maintain existing customer, facing problems and solving them and combined with their professional ability to find their own creative fields.

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This diploma thesis is devided to a theoretical and practical part. Theoretical part deals with historical development of writing desks and current problematic of work at home environment. It contents information about ergonomic area, ecology and a current creation. Practical part describes the process of designing and workflow of designer. Result is the integrated design home office, it means working table, that fulfills specific input requirements and becomes a furniture of valuable design. Components of practical part are sketches, design of material and construction solution, visualization and the final model.

The subject of diploma thesis is the design of the writing desk. This thesis consists of two parts. From the theoretical and the practical. The theoretical part includes cross section of the historical development writing desks, and current trends in this field, issues of domestic work environment, ergonomic and legal requirements. The theoretical part is default for the practical part. It includes sketches, material and constructional solution, 3D visualization, mapping the evolution of the design of the desk from initial sketches to final form.

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The objective of this paper is to discover what if any changes have occurred to communication and leadership due to COVID-19. The recent pandemic caused home-office to become the new standard for desk job workers but what if the home-office environment impacted communication and leadership. Seven middle managers of two large MNC’s based in Germany were interviewed to gain an understanding of the issue at hand. This paper focuses specifically on home-office caused by COVID-19 as all respondents of the study were employees formerly working in an office environment. To understand the implications of communication and leadership at the workplace relevant scientific literature was reviewed. The findings of the interviews were then compared with findings from said literature to develop new insights about communication and leadership at the home-office. Several changes to communication and leadership were identified from the data collected. Based on the perspectives of middle managers the identified changes appear to have had a negative affect on both communication and leadership. The cause of these negative effects is explained, and speculations are drawn as to how these effects will impact organizations in the long run.

Einleitung: Hybride Arbeit im Home-Office – das neue Normal? Die pandemische Lage der vergangenen Jahre hat im Zuge der Verbreitung des COVID-19 Virus die Bedeutung der technisch vermittelten Zusammenarbeit über Kommunikationsnetze noch einmal deutlich herausgestellt. Wo immer möglich, war die Reaktion auf die mit dem Virus verbundenen Gesundheitsgefahren und die damit verbundenen gesetzlichen Auflagen der Regierung, ein technikbasiertes Zusammenarbeiten auf Distanz. Die Arbeit aus dem Home-Office (HO) erlangte eine nie da gewesene Verbreitung, um die Geschäftsprozesse am Laufen zu halten und das Funktionieren der Organisation sicherzustellen. Eine repräsentative Umfrage nach anderthalb Jahren Pandemie zeigte, dass mittlerweile ein Drittel aller Beschäftigten im HO arbeiteten (Bonin et al., 2020), wobei diese Zahl in manchen Berufen und zu späteren Zeitpunkten mit 49 % noch deutlich höher lag (Herrmann & Frey Cordes, 2021). Nach nunmehr mehr als 3 Jahren Pandemie und der Rücknahme des Zwangs zum HO durch die Gesetze und Auflagen der Exekutive, stellt sich die Frage nach einem möglichen (hybriden) „New Normal“ (Bailey & Breslin, 2021). Eine Rückkehr zum vor-pandemischen Modus ist unwahrscheinlich und wird von der Mehrheit der Beschäftigten abgelehnt, wie aktuelle Zahlen aus den USA zeigen: 4 von 10 Beschäftigten würden nach dem Survey of Working Arrangements and Attitudes kündigen, wenn ihr Arbeitgeber die Rückkehr zur 5-Tage Office Woche einfordern würde. Auf der anderen Seite würde mehr als die Hälfte (55 %) einen Jobwechsel in Betracht ziehen, wenn dieser mit der (neuen) Möglichkeit verbunden wäre 2 bis 3 Tage im HO zu arbeiten (Barrero et al., 2021).