Made available in DSpace on 2016-04-25T16:44:20Z (GMT). No. of bitstreams: 1 Aline de Campos Goncalves Patini.pdf: 833893 bytes, checksum: 8c0b09589fe6d28a1c8336d92667d80b (MD5) Previous issue date: 2011-05-19 / This research tried to understand what the managers challanges of remote workers are. Today, the organizations are in an environment where global transformations occur with great speed due to the industrial revolutions, and especially the technological advances. Such transformations bring several changes to the work, which adhering the flexibility brings alternatives as: home office, the shared centers, the satellite centers, autonomous or outsourced employees etc. In this situation it s possible to find managers who need to work with remote employees. Considering the management processes, such as the selection and training, control of goals achieving, performance appraisal, motivation and plans for title and salary, this scenario brings many challenges to the managers. The base of a relationship between managers and employees is the communication, that is vital to the manager evaluate the employees performance, provide feedback and to outline strategies for professional development of both, himself and the teleworkers. Although the remote working presents great challenges, and that somehow can result in problems for workers, such as reducing workers' rights won during the twentieth century, it also offers benefits to the workers, managers and also for organizations. For the organization, may be the reduction of infrastructure cost, or increased penetration into international markets, allowing greater control and knowledge of local culture. Managers can work through the remote, have a more mature team with more knowledge about the activities carried on, able to self-manage and identify priorities. In your turn, remote workers expand knowledge, improve their skills and their quality of life. Finally, remote working can bring challenges, but also benefits for the organizations, managers, workers and society in general / Esta pesquisa buscou entender quais os desafios encontrados pelos gestores de trabalhadores remotos. Atualmente, as organizações estão inseridas em um ambiente onde as transformações globais acontecem com grande velocidade em decorrência das Revoluções Industriais e principalmente dos avanços tecnológicos. Tais transformações trazem diversas mudanças para o trabalho, que aderindo à flexibilização desse novo cenário tem apresentado alternativas como: o trabalho em domicílio, os centros compartilhados, os centros satélites, os trabalhadores autônomos ou terceirizados etc. Nessas novas modalidades de trabalho podem-se encontrar gestores que precisam realizar suas atividades no processo de gestão de pessoas de maneira remota. Sob o aspecto dos processos de gestão, tais como o de seleção e treinamento, o controle de atingimento das metas, avaliação de desempenho, motivação e planos de cargos e salários, esse cenário traz diversos desafios aos gestores. A comunicação é a base da construção de um relacionamento entre funcionário e gerente, é fundamental para que o gestor possa avaliar o desempenho, dar feedbacks e até traçar estratégias para o desenvolvimento profissional tanto de si mesmo como dos trabalhadores que estão sob sua responsabilidade. Ainda que o trabalho remoto apresente grandes desafios, e que de certa forma possa resultar em problemas aos trabalhadores, como por exemplo, a redução dos direitos trabalhistas conquistados ao longo do século XX, ele também oferecem vantagens aos próprios trabalhadores, gestores e até para as organizações. Para as organização pode haver a redução de custo com infraestrutura, ou maior penetrabilidade em mercados internacionais, permitindo maior domínio e conhecimento sobre a cultura do local. Os gestores conseguem por meio do trabalho remoto contar com uma equipe mais madura, com maior conhecimento sobre as atividades exercidas, capazes de se autogerenciar e de identificar prioridades. Já os trabalhadores remotos ampliam o conhecimento, melhoram sua qualificação e sua qualidade de vida. Enfim, o trabalho remoto pode trazer desafios, mas também benefícios às organizações, aos gestores, aos trabalhadores e a sociedade de um modo geral

La investigación enfoca su objetivo principal en identificar los elementos gráficos del diseño ambiental que intervienen en la productividad aplicada al trabajo remoto. Por lo tanto, se propuso la hipótesis de que los elementos gráficos del diseño ambiental que intervienen en la productividad aplicada al trabajo remoto son el color, la iluminación y los materiales y herramientas visuales. Se llevó a cabo un estudio de tipo transversal descriptivo en el que se analizaron espacios laborales en el hogar impuestos por el contexto de la pandemia. Entre los principales hallazgos se identificó que la mayoría de los espacios examinados son áreas compartidas del hogar. Por lo tanto, existe cierta limitación en la optimización de la aplicación de los elementos gráficos que conforman el diseño ambiental. Sin embargo, aquellos espacios que están determinados para esta actividad tienen mayor flexibilidad para personalizar su espacio, agregar herramientas visuales y la oportunidad de integrar elementos del diseño ambiental. Así, se concluyó que en el marco de la emergencia sanitaria existe dificultad para proyectar un espacio de trabajo en el hogar. Sin embargo, se confirma que los elementos gráficos del diseño ambiental que intervienen en la productividad aplicada al trabajo remoto son el color, la iluminación y los materiales y herramientas visuales, ya que estos deben estar consignados en favor de la optimización de la experiencia de trabajo. / The research focuses its main objective on identifying the graphic elements of environmental design that intervene in productivity applied to remote work. Therefore, it was hypothesized that the graphic elements of environmental design that intervene in productivity applied to remote work are color, lighting, and visual materials and tools. A descriptive cross-sectional study was carried out in which work spaces in the home imposed by the context of the pandemic were analyzed. Among the main findings, it was identified that the majority of the examined spaces are shared areas of the home. Therefore, there is a certain limitation in optimizing the application of the graphic elements that make up the environmental design. However, those spaces that are determined for this activity have greater flexibility to personalize their space, add visual tools and the opportunity to integrate elements of environmental design. Therefore, it was concluded that in the framework of the health emergency there is difficulty in projecting a workspace at home. However, it is confirmed that the graphic elements of the environmental design that intervene in productivity applied to remote work are color, lighting, and visual materials and tools, since these must be consigned in favor of optimizing the work experience. / Trabajo de investigación

El presente trabajo de investigación permitirá estudiar, analizar y explorar sobre la eficacia del trabajo remoto en el sistema judicial peruano, puntualmente en el Segundo Juzgado de Paz Letrado Laboral de la zona 01 de Lima Este. A partir de esta experiencia buscaremos encontrar las mejores prácticas y presentarlas para su potencial replica en otros módulos de justicia a fin de modernizar la tramitación de los procesos judiciales. A partir de la información de los colaboradores del juzgado se ha podido analizar las ventajas y desventajas del trabajo remoto. El contexto en el que se desarrolló este trabajo fue durante la declaración de pandemia pronunciada por la OMS, hecho que originó la dación de una serie de normas a fin de crear el marco legal que permita el desarrollo de las labores judiciales y sobre todo que éstas no se suspendan. Se propone que el trabajo remoto permanezca en el ámbito judicial, aunque se supere la pandemia. Dado que si bien, no hay la data suficiente aún para afirmar categóricamente sobre las ventajas, hay indicios de beneficios para el sistema, porque al haberse modificado algunos procesos se han hecho más modernos y eficientes y han reducido tiempos. Cabe resaltar que el trabajo remoto se encuentra alineado y es muy importante como medio para la transformación y digitalización del servicio judicial en el país. / This research will allow us to study, analyze and explore the effectiveness of remote work in the Peruvian judicial system, specifically in the Second Labour Court of the Peace in zone 01 of East Lima. Based on this experience we will seek to find the best practices and present them for potential replication in other justice modules in order to modernize the processing of judicial processes. From the information of the court collaborators we have been able to analyze the advantages and disadvantages of remote work. The context in which this work was developed was during the declaration of the pandemic by the WHO, which led to the creation of a series of norms to create the legal framework that allows the development of judicial work and, above all, to ensure that it is not suspended. It is proposed that the remote work remain in the judicial field, even if the pandemic is overcome. Although there is not enough data yet to categorically affirm the advantages, there are indications of benefits for the system, because as some processes have been modified they have become more modern and efficient and have reduced time. It should be noted that remote work is aligned and is very important as a mean for the transformation and digitalization of the judicial service in the country. / Trabajo de investigación

Due to the pandemic, along with the growth of current technology, working remotely is becoming more feasible. As a result digital nomadism has become a viable alternative as a career. The emerging literature on digital nomadism focuses mainly on lifestyle descriptions, with less attention given to potentially understand digital nomads and their needs (Wang et al. 2018). In this research the author will apply uses and gratification theory to describe the gratifications that motivates digital nomads and their means of communication combined with Maslow’s Hierarchy of Needs to determine if the needs of digital nomads have changed during the course of the pandemic. The aim of this thesis is to provide terminological and philosophical insights on the idea of digital nomads and their future.   Since the start of the pandemic the discussions whether remote work is the future has been fluctuating to say the least. Big companies have introduced a “work from anywhere” model meaning that their employees will have the possibility to choose if they want to be remote after the pandemic (CNBC, 2021). Prior to this, digital nomads were already fully remote. This could be the ideal time and subject to study to gain further understanding if the digital nomad phenomenon has changed. Moreover, if there has been an increase or decrease in interest regarding a remote future while aiming to understand the future remote workforce.

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.

Denna kandidatrapport är skriven av åtta studenter i kursen Kandidatprojekt i mjukvaruutveckling, TDDD96, vid Linköpings universitet under våren 2020. Kandidatrapporten inkluderar en sammanfattning av det arbete som utförts i projektet. Till projektet tillhörde ett uppdrag på beställning av Digitala resursenheten vid Linköpings universitet. Uppdraget var att skapa en webbapplikation där examinatorer och handledare för kurser vid Linköpings universitet på ett enkelt och intuitivt sätt kan beställa mjukvara till sina respektive kurser. Projektgruppen jobbade agilt och byggde projektet i Python samt JavaScript. Applikationen nådde alla mål satta tillsammans mellan kunden och projektgruppen och resulterade i en fungerande produkt som kunde utökas och modifieras enligt kundens behov. Till kandidatrapporten inkluderas även individuella bidrag skrivna av vardera gruppmedlem som djupdykt inom ett specifikt ämne eller område.

Bakgrund: Som en följd av Covid-19 behövde organisationer världen över ställa om från ett fysiskt kontorsarbete till ett ofrivilligt distansarbete. Tidigare forskning har framför allt konstaterat att medarbetare har både positiva och negativa upplevelser av det ofrivilliga distansarbetet. I dagsläget finns det däremot en avsaknad av forskning som belyser medarbetarnas ansvar, delaktighet och inflytande i arbetet, närmare bestämt medarbetarskapet, inom denna kontext. Eftersom medarbetarskap är kontextburet är en sådan kunskap kritisk att uppnå. Syfte: Att beskriva medarbetarskapet i kontexten av ett ofrivilligt distansarbete ur ett medarbetarperspektiv. Metod: Studien antar ett tolkande förhållningssätt och utgörs av en deduktiv teoriansats, kvalitativ forskningsdesign samt en kollektiv fallstudie där sju medarbetare utgör fallet. Forskningen har sin grund i fyra centrala teorier, vilket innefattar medarbetarskapets tre hörnstenar, medarbetarskapshjulet, det utvidgade medarbetarskapshjulet samt de fyra nivåerna av medarbetarskap. Insamling av empiri har genomförts med hjälp av semistrukturerade intervjuer. Resultatet från datainsamlingen har analyserats genom en deduktiv tematisk analysmetod, där fyra huvudteman skapades: engagemang och meningsfullhet i arbetet, aktivt ansvarstagande, socialt samspel och relationer samt öppen och förtroendefull dialog. Slutsats: Studiens resultat beskriver att medarbetarskapet i kontexten av ofrivilligt distansarbete innefattar en god gemenskap, ett bra samarbete och öppen dialog. Resultatet visar dock att det krävs mer av medarbetaren själv för att upprätthålla detta vid distansarbete. Över lag har känslan av meningsfullhet varit stark och nivån av engagemang hög. Hängivenheten till arbetsgivaren har i grund och botten varit hög men det har periodvis varit svårt att upprätthålla denna känsla till följd av den fysiska distanseringen. Medarbetarskapet kan även beskrivas med en blandning av den följsamma, specialiserade och initiativrika nivån av medarbetarskap. / Background: Because of Covid-19, organizations had to switch from the traditional office setting to remote work. Previous research indicates that employees have had both positive and negative experiences of involuntarily remote work. However, there is a lack of research regarding the employee’s own responsibility, participation, and influence at work, more exactly the co-workership, in this context. Since co-workership is contextually bound, reaching such an understanding is critical. Purpose: To describe the co-workership in the context of involuntarily remote work from an employee perspective. Method: The study takes on an interpretative approach and consists of a deductive theory-approach, a qualitative research design, and a collective case study where the case consists of seven employees. Moreover, the study has its starting point in four central theories: the three cornerstones of co-workership, the co-workership wheel, the extended co-workership wheel, and the four levels of co-workership. Data has been collected through semi structured interviews. The results from the data collection have been analyzed with a deductive thematic analysis, where four main themes were produced: engagement and meaningfulness at work, social interactions and relationships, active responsibility-taking, and open and trustful dialogue. Conclusion: The result describes that co-workership in the context of involuntarily remote work is characterized by good fellowship, collaboration, and open dialogue. However, the result implies that more is required from the employees themselves to maintain this. Overall, there has been a strong sense of meaningfulness and a high level of engagement. The dedication toward the employer has been high but it has been periodically difficult to maintain this feeling because of the physical distancing. Finally, the co-workership can be described as a combination of the adaptable, specialized, and enterprising levels of co-workership.

Background: The COVID-19 pandemic has caused a major shift towards remote work and its practices are predicted as here to stay. It entails many challenges since both the physical and psychosocial working conditions vastly differ from an office-setting, posing a threat for employee well-being. Leaders have the ability to control employee well-being through activities and their leadership style, emphasizing the importance of exploring the topic from a leader’s perspective.  Purpose: The purpose of this thesis is to explore employee well-being in a remote work setting from a leader perspective, including the leadership activities used to manage it and how leaders adapt their leadership to the remote setting.  Method: The primary data is collected from ten in-depth, semi-structured interviews with leaders in both public and private organizations. The data have been analyzed and interpreted using an explorative approach and inductive thematic analysis.  Conclusions: This study adds multiple aspects within the common theoretical themes of the social context, communication, work-life balance and stress identified as affecting employee well-being remotely. Moreover, it expands the knowledge of leader activities used to enhance employee well-being remotely such as providing opportunities for social interactions. Lastly, the study suggests leaders to balance remote work’s demand for employee independence by providing job resources such as support and adapt their leadership not only to the employee readiness, but also the expectations set on them, their own readiness and the remote situation.

The way office work has been conducted has been reflected upon the society and historical moments. Due to the pandemic working from home has been applied on a large scale for the first time in history and some changes will certainly stay.  This project aimed to investigate and develop a product that could aid a better work environment while working from home. Therefore, a certain product was not defined beforehand.The goal was to explore product solutions that solved issues that users were facing. Since the aim was to design a product that was guided by the research, the final result did not only cover the field of working from home but also working from anywhere. The result did also cover a more sustainable solution by mainly using one material, and by being able to replace and repair parts. The main methods used in this thesis were Double Diamond, Design Thinking, and a Human-centered approach. The findings of the different methods and tools used in the project laid a foundation and guided the final result and outcome of the project.  The project was conducted together with Yellon, a Brand Experience – firm, as supervisor.

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.