Made available in DSpace on 2016-04-26T14:54:27Z (GMT). No. of bitstreams: 1 Marilia de Gonzaga Lima e Silva Tose.pdf: 516528 bytes, checksum: a6db7d9076116b3d8cd16359d8a7529c (MD5) Previous issue date: 2005-04-28 / The aim of the present study is to analyze telework and the subjective organization of the agents involved. Telework is a new form of working, performed from home and using information technology and telecommunications. A qualitative, exploratory and empirical research was done, interviewing twenty-one teleworkers from two enterprises, chosen according to the criterion of accessibility. We started analyzing the changing process from the traditional workplace in an organization s office to the new remote form, focussing mainly on the feelings of the people. We also emphasized the life of the workers at home and the intersubjectivities with their families. The problems resulting from a new space-time dimension, the issue of new roles assumed and the identifications that led to new identities, those aspects were all studied in depth. We still approached the social relationship between the interviewees and their colleagues and managers of the enterprises they work for. The resulting data showed that working at home can lead to improvement in the quality of life (well-being). The worker is freer and has more autonomy to organize him/herself, applying his/her own rhythm to professional tasks. The use of a domestic workplace, however, requires an adaptation of the intersubjectivities. It is necessary to find a balance between the different scenes the working and the family one- coexisting in the same space. In this study, it can be observed that teleworkers achieve the above demands. There seem to be gains in the family relationships, due to the fact that workers are more available for domestic routines without neglecting either professional commitment or involvement. It was still noticed and analyzed some rather uneasy feeling caused by the (physical) distance to the entrepreneurial environment. There are losses in the relationship with colleagues and the employing organization, which can jeopardize the career development and become a suffering. According to the way the teleworkers adapt themselves to the new working relationships, the suffering can grow into a pathology or otherwise, become creative / O presente estudo teve por objetivo pesquisar uma nova forma de trabalho, denominada teletrabalho. Nela, os trabalhadores exercem suas funções no âmbito doméstico, utilizando-se da informática e de equipamentos de telecomunicações. O objetivo específico foi analisar essa prática e a organização subjetiva dos agentes envolvidos. Para tanto, foi realizada uma pesquisa empírica, exploratória e qualitativa, através da qual se obteve depoimentos de vinte e um teletrabalhadores de duas empresas, escolhidas pelo critério de acessibilidade. Foi primeiramente analisado o processo de mudança da forma tradicional de trabalhar, no escritório das organizações, para a forma remota, principalmente no que diz respeito aos sentimentos dos sujeitos. Também mereceu destaque a vida do teletrabalhador no espaço doméstico e suas intersubjetividades com a família, tendo sido aprofundados os problemas resultantes de uma nova dimensão espaço-temporal, a questão dos papéis assumidos e as identificações que levaram a novas identidades. Foram ainda abordadas as relações sociais dos depoentes com seus colegas e gestores das empresas. Os resultados mostraram que trabalhar em casa pode levar a uma melhor qualidade de vida (well-being), tendo o trabalhador maior liberdade e autonomia para se organizar, imprimindo um ritmo próprio ao tempo que dedica às atividades profissionais. Porém, o uso do espaço doméstico exige uma acomodação das intersubjetividades, sendo necessária a busca de equilíbrio entre diferentes cenários - do trabalho e da família que passam a conviver no mesmo espaço. Neste estudo, pôde-se observar que tudo isso vem sendo conseguido pelos teletrabalhadores. Parece haver, de fato, um ganho nos relacionamentos familiares, pela maior disponibilidade para o cotidiano doméstico, sem perda de envolvimento e compromisso profissional. Foi ainda observado e analisado um certo mal estar causado pela distância física do ambiente empresarial. Há uma perda no relacionamento com colegas e com a organização, o que pode comprometer o desenvolvimento da carreira e levar a um sofrimento. Dependendo da forma como esses trabalhadores se apropriam dessa nova relação de trabalho, esse sofrimento pode se tornar patogênico ou, ao contrário, criativo

<p>The increase of women’s labor force participation, the diversity of family constellations, many men’s increased participation in childcare, and the development of flexible working arrangements have stimulated research on the relationship between work and non-work. In this thesis, the interaction between work and non-work is examined in the case of home-based telework, an example of flexible working arrangement. Because of the disappearance or blurring of the traditional boundaries in time and space, the consequences of these working conditions for individuals need to be analyzed. The overall aim of this thesis is to study the interaction between work and non-work in home-based telework and to analyze the following issues:</p><p>- conflict versus facilitation as related to the segmentation and integration of work/non-work domains</p><p>- the nature and role of boundaries</p><p>- the physical and mental aspects of work activities within the domains</p><p>The thesis is based on quantitative as well as qualitative data. In general, the results show that the domains of work and non-work do interact with each other in various ways and dimensions. The employees reported some degree of overlap spatially, temporally, and mentally, and limited overlap was preferred by the majority. The results show the importance of boundaries, as they are needed in order to bring structure and legitimacy to the work (carried out in the home/private domain) and to detach from work. The teleworking women reported less effective restoration than the non-teleworking women, while the teleworking men reported slightly more effective restoration than the non-teleworking men. Generally, the results showed that work tended to intrude more on family and non-work than vice versa. Individuals who experienced conflict between the domains of work and non-work also reported a lower degree of life satisfaction. Significant associations were found between facilitation (positive spillover) and life satisfaction and recovery.</p>

The increase of women’s labor force participation, the diversity of family constellations, many men’s increased participation in childcare, and the development of flexible working arrangements have stimulated research on the relationship between work and non-work. In this thesis, the interaction between work and non-work is examined in the case of home-based telework, an example of flexible working arrangement. Because of the disappearance or blurring of the traditional boundaries in time and space, the consequences of these working conditions for individuals need to be analyzed. The overall aim of this thesis is to study the interaction between work and non-work in home-based telework and to analyze the following issues: - conflict versus facilitation as related to the segmentation and integration of work/non-work domains - the nature and role of boundaries - the physical and mental aspects of work activities within the domains The thesis is based on quantitative as well as qualitative data. In general, the results show that the domains of work and non-work do interact with each other in various ways and dimensions. The employees reported some degree of overlap spatially, temporally, and mentally, and limited overlap was preferred by the majority. The results show the importance of boundaries, as they are needed in order to bring structure and legitimacy to the work (carried out in the home/private domain) and to detach from work. The teleworking women reported less effective restoration than the non-teleworking women, while the teleworking men reported slightly more effective restoration than the non-teleworking men. Generally, the results showed that work tended to intrude more on family and non-work than vice versa. Individuals who experienced conflict between the domains of work and non-work also reported a lower degree of life satisfaction. Significant associations were found between facilitation (positive spillover) and life satisfaction and recovery.

This article is about the telework, which is an atypical form of work organization, characterized by the use of the information and communication technologies, and the performing of the activities outside the workplace. This type of work can be used as a tool for the inclusion of people into the labor market and the reconciliation between work and family time. Also, we carry out a review and analysis of the current regulations on the subject in Peru. / El presente artículo trata acerca del teletrabajo, el cual es una forma atípica de la organización del trabajo, caracterizado por el uso de las tecnología de la comunicación e información, y por realizar la prestación laboral fuera del centro de trabajo, cuya implementación pueda ser aprovechada como una herramienta de inclusión laboral y de conciliación de la vida personal y laboral. Asimismo, realizamos un repaso y análisis de la regulación existente sobre el particular en el Perú.

The aim of this study has been to examine the employees view on teleworking and the leadership associated with it, as well as how teleworking and its leadership is related to the employees work motivation. The following research questions have been used for this purpose: Which pros and cons does the employees experience in teleworking versus working in the office? Is the work motivation affected by where the work is performed? How does the employees perceive the managers views on teleworking? Is the employees work motivation affected by the leadership in the organisation? The research method used in this study was semi-structured interviews with a total nine employees in two different organisations. The employees interview for this study teleworks on average 3-4 times a month. The empirical material was analysed with Thematic analysis and interpreted through Herzberg ́s two-factor theory and Allvin ́s conceptual apparatus of the control techniques in flexible work conditions. The research result shows that the possibility for the employee to choose for themselves where to perform their work - based on, for example, work tasks and personal needs - leads to increased work motivation. Many employees appreciate being able to telework when working on tasks that demands high level of concentration. However, the employees think that it is important to be present at the office for certain occasions. Partly to be a part of the social community and partly to develop a good collaboration with colleagues, as well as to participate in important meetings. The result also showed that the leadership has great significance and can lead to increased work motivation. This through the trust and responsibility granted the employees by the manager when given the opportunity to telework. The employees telework under freedom with responsibility. This means that they themselves can decide how and where the work shall be performed, under the premise that they will deliver the result that is expected from them. The leadership therefore focuses on result rather than execution.

University teachers' conditions at work have changed and work-related stress increases among academics atuniversities. The aim of this study was to investigate whether university teachers' experience of work-related stress and recovery differed depending on their extent of telework. The study wasan empirical quantitative cross-sectional study where 95 university teachers’ from two universities in Sweden answered a web survey. About half of the university teachers’ telework several times a week and the results show that university teachers' experience of recovery in relation to telework differs, but not their work-related stress. Gender was found to have a small impact on the recovery to telework, but not onwork-related stress. The conclusion is that university teachers’ who telework frequently experience worse recovery than those who rarely telework. The difference in recovery may be because telework makes it more difficult for the university teacher to finish the work compared to they who not telework. / Universitetslärares arbetsförhållanden har förändrats och den arbetsrelaterade stressen ses öka bland akademiker inom universitetet. Arbetsgruppen distansarbetar i olika omfattning vilket kan påverka deras upplevelse av arbetsrelaterad stress och återhämtning.Tidigare forskning gällande distansarbete och upplevelse av arbetsrelaterad stress och återhämtning visar framförallt att distansarbete medför minskad stress. Syftet med studien var att undersöka om universitetslärares upplevelse av arbetsrelaterad stress och återhämtning skiljde sig beroende på i vilken omfattning de distansarbetar. Studien var enempirisk tvärsnittsstudie, med en kvantitativ ansats. Nittiofem stycken universitetslärare från två högskolor besvarade en webenkät varav 46 % distansarbetade flera gånger i veckan. Resultatet visar att universitetslärares upplevelse av återhämtning skilde sig beroende på distansarbetets omfattning, men inte arbetsrelaterad stress. Kön visade sig ha liten påverkan på återhämtningen relaterad till arbetet i relation till distansarbete, men inte på arbetsrelaterad stress. Slutsatsen är att universitetslärare som distansarbetar sällan upplever bättre återhämtning jämfört med de som distansarbetar i större omfattning. Skillnaden i återhämtning kan bero på att distansarbete gör det svårare för universitetsläraren att slutföra och begränsa sitt arbete jämfört med de som inte distansarbetar.

Förändringar i organisationer kan ske både externt och internt, snabbt eller långsiktigt. När pandemin med COVID-19 slog till under våren 2020 så tvingades många organisationer att snabbt ändra sina arbetssätt genom att låta sina medarbetare arbeta på distans för att minska smittspridningen. När tiden inte finns för att förbereda medarbetarna för en förändring kan det ge negativa konsekvenser på organisationskulturen. Det är därför av stor vikt att organisationerna arbetar med förändringen och den nya kommunikationen, både för att skapa sig en egen förståelse för hur kulturen ska uppehållas på distans samt hur den mottas av medarbetarna. Forskning visar att en god organisationskultur med alla dess involverade delar, ökar den anställdes trivsel och motivation, vilket leder vidare till en framgångsrik organisation. Med vårt syfte, att undersöka hur det tvingande distansarbetet kan påverka organisationers kultur och om det går att urskilja några specifika framgångsfaktorer för ett positivt arbetsklimat, skapades en kvalitativ studie där 87 personer svarade på ett digitalt frågeformulär med öppna frågor. Genom denna metod fångades respondenternas uppfattning och erfarenheter gällande deras upplevda situation vid tvingande distansarbete. Empirin tolkades sedan och analyserades med stöd av en teoretisk referensram samt tidigare forskning inom området där organisationskultur, organisationsförändring och kommunikation berörs. Genom detta kunde vi svara på syftet och konstatera att tvingande distansarbete har stor påverkan på kulturen, utifrån antagandet att kultur förändras av externa/interna händelser, organisationsförändringar samt sättet vi kommunicerar på. Vi har även identifierat framgångsfaktorer för ett positivt arbetsklimat, vilka är att ge medarbetarna friheten att själva planera sin tid och arbete samt att tillhandahålla flertalet kommunikationskanaler. / Changes in organizations can take place both externally and internally, quickly or in the long term. When the pandemic with COVID-19 struck in the spring of 2020, many organizations were forced to quickly change their working methods by letting their employees work remotely to reduce the spread of infection. When there is no time to prepare employees for a change, it can have negative consequences on the organizational culture. It is therefore of great importance that the organizations work on change and the new communication, both to create their own understanding of how the culture is to be maintained at a distance and how it is received by the employees. Research shows that a good organizational culture, with all its involved parts, increases the employee's well-being and motivation, which in turn leads to a successful organization. With the aim, to investigate how mandatory telework can affect the culture of organizations and whether it is possible to distinguish some specific success factors for a positive work climate, a qualitative study was created where 87 people answered a digital questionnaire with open-ended questions. This method captured the respondents´perceptions and experiences regarding their perceived situation during compulsory teleworking. The empiric was then interpreted and analyzed on the basis of a theoretical frame of reference as well as previous research in the field where organizational culture, organizational change and communication are touched upon. Through this, we were able to respond to the purpose and state that compelling telework has a great impact on culture, based on the assumption that organizational culture is changed by external/internal events, organizational changes and the way we communicate. We have also identified success factors for a positive work climate, which are to give employees the freedom to plan their time and work themselves and to provide a range of communication channels.

Sammanfattning Titel: Hur styr ledare med organisationskultur på distans? - En kvalitativ studie om organisationskultur ur ett ledningsperspektiv Nivå: C-uppsats, examensarbete i ämnet företagsekonomi Författare: Anevay Clement och Hanna Johansson Handledare: Niklas Bomark Datum: 2021 - januari Syfte: Organisationskultur är viktigt för att företag ska uppnå effektivitet och framgång. Ledare kan med hjälp av artefakter styra medarbetare med organisationskultur. På grund av Covid-19 tvingas företag att arbeta på distans istället för på kontoret. Därmed är syftet med studien att bidra med kunskap kring hur ledare i kontorsbaserade företag styr medarbetare med organisationskultur när verksamheten ställer om till distansarbete. Studien konkretiserar hur ledare kan styra med organisationskultur på distans. Metod: Studien grundar sig i den hermeneutiska traditionen där en kvalitativ flerfallsdesign genomförts för att undersöka hur ledare i två utvalda kontorsbaserade företag styr med ritualer och språk, när medarbetarna genomgår en snabb omställning så att de arbetar på distans. Studien har utgått från sex semistrukturerade intervjuer och tre dokument.  Resultat och slutsats: Studien visar att kommunikation och interaktion är viktigt för organisationskulturer. För att upprätthålla detta under distansarbete har ledare justerat och anpassat ritualer. Studien presenterar ritualer som fungerat för att ledare att styra med organisationskultur på distans. Examensarbetets bidrag: Denna studie bidrar till befintlig teori inom ämnet organisationskultur då den visar att ledare kan styra medarbetare med organisationskultur på distans om de justerar och anpassar de ritualer som tidigare använts på arbetsplatsen. Ett ytterligare bidrag är att studien presenterar specifika ritualer, som fungerat väl för de studerade företagen, och som ledare kan inspireras av när de genomför kulturstyrning under distansarbete. Studien bidrar till praktiker då den ger förslag på ritualer som ska underlätta vid kulturstyrning på distans då de minimerar nackdelarna med distansarbete. Förslag till vidare forskning: Förslag på vidare forskning är att undersöka hur ledares styrning av organisationskultur fungerar på lång sikt. Håller ritualerna, som denna studie presenterar, på lång sikt? Blir språket på ett annat vis när distansarbete har tillämpats längre tid? Förändras värderingar på längre sikt? Vad leder dessa faktorer till? / Abstract   Title: How do leaders manage with organization culture at a distance? - A qualitative study of organizational culture from a management perspective Level: Final assignment for bachelor’s degree in business administration Authors: Anevay Clement and Hanna Johansson Supervisor: Niklas Bomark Date: 2021 - January Aim: Organizational culture is important for companies to achieve efficiency and success. Leaders can, with the help of artifacts, guide employees with an organizational culture. Due to Covid-19, companies are forced to work remotely instead of in the office. Thus, the purpose of the study is to contribute with knowledge about how leaders in office-based companies control employees with an organizational culture when the business switches to telework. The study concretizes how leaders can control organizational culture at a distance.  Method: The study is based on the hermeneutic tradition where a qualitative multiple case design has been used to create knowledge regarding how leaders in two selected office-based companies control rituals and language when employees undergo a rapid transition to working remotely. Result and Conclusions: The study shows that communication and interaction are important for organizational cultures. To maintain this during telework, leaders have adjusted and adapted rituals. The study presents rituals that have worked for leaders to control with organizational culture at a distance. Contribution of the thesis: This study contributes to existing theory in the subject of organizational culture as it shows that leaders can control employees with organizational culture remotely if they adjust and adapt the rituals previously used in the workplace. An additional contribution is that the study presents specific rituals, which have worked well for the companies studied, and which leaders can be inspired by when they carry out cultural management during telework. The study contributes to practitioners as it provides suggestions for rituals that will facilitate cultural control at a distance as it minimizes the disadvantages of teleworking. Suggestions for further research: Suggestions to further research is to examine how leaders' control of organizational culture works long term. Will the rituals that this study presents last in the long run? Will the language change when applying telework for a long time? Will the values change in the long run? What do these factors lead to?

Covid-19 has affected large parts of the society. This has meant societal changes and organizations have had to adapt to the new situation. An adjustment as a result of covid-19 was that several organizations changed to teleworking. Teleworking means that the direct supervision and control over the organization's employees disappears, which means that organizations also need to adapt their control systems according to the new situation. Informal control systems are used for the purpose of influencing employees' values, norms and behaviors. This in turn affects how individuals perform and make decisions. Previous research highlights that informal control decreases during teleworking. This qualitative interview study aims to create an understanding of the relationship between informal control, decision quality and teleworking in larger organizations. The results indicate that goal- and trust-based control systems work well in relation to telework. It does not require direct monitoring of the employees' work. Teleworking leads to reduced social interaction and as a result, communication decreases. On the other hand, it has been shown that organizations with an open organizational culture have continued to communicate through digital tools, consultation and discussion about operational decisions has thus continued. Which is positive for the decision quality. The interviewees who worked at organizations that actively worked with clear values ​​​​describe that they are helpful in decision-making. Which creates goal consistency. Communication through digital tools becomes more concise, which is described as both time-efficient but also as a problem. This is because misunderstandings and misinterpretations can occur. Informal digital meetings, information meetings and other activities increase the overall picture of the organization and reduce misunderstandings. The conclusion is that informal control systems and an open organizational culture constitute important mechanism for optimal decision-making in teleworking. Especially when working with complex tasks where more discussion and consultation is required. / Covid-19 utbröt under 2020 och har sedan dess medfört flertalet samhällsförändringar. En förändring till följd av covid-19 var att flera organisationer övergick till arbete på distans. Distansarbete medför att den direkta övervakningen och kontrollen över organisationens anställda försvinner. Det innebär att organisationer behöver anpassa sin styrning utefter den nya situationen. Informell styrning är en styrmekanism som används i syfte att påverka anställdas värderingar, normer och beteenden. Detta påverkar i sin tur hur individer presterar och tar beslut i den operativa verksamheten. Tidigare forskning belyser att informell styrning minskar vid distansarbete. Denna kvalitativa intervjustudie syftar till att skapa förståelse för förhållandet mellan informell styrning och beslutskvalité i den operativa verksamheten i större organisationer vid distansarbete. Detta åstadkoms genom semistrukturerade intervjuer med två olika deltagarkretsar. Deltagarna arbetar på större organisationer som har gjort en omställning till arbete på distans. Resultatet visar att mål- och tillitsbaserad styrning fungerar bra i förhållande till distansarbete. Detta eftersom det inte kräver direkt övervakning av de anställdas arbete. Distansarbete leder till minskad social interaktion och till följd av detta minskar kommunikationen inom organisationen. Däremot har det visat sig att organisationer med en öppen organisationskultur fortsatt att kommunicera via digitala verktyg även på distans. Därmed har rådfrågning och diskussion kring operativa beslut fortgått, vilket är positivt för beslutskvalitén. De intervjupersoner som arbetar på organisationer som aktivt arbetat med tydliga värderingar och värdeord beskriver att dessa är behjälpliga i beslutsfattandet. Vilket skapar målöverensstämmelse. Kommunikationen via digitala verktyg blir däremot mer kortfattad och koncis, vilket beskrivs som både tidseffektivt men även som ett problem. Detta eftersom missförstånd och feltolkningar kan uppstå. Informella digitala möten, informationsträffar och andra aktiviteter ökar helhetsbilden för organisationen och minskar missförstånd. Slutsatsen är att informella styrmedel och en öppen kultur utgör viktiga styrmekanismer för optimalt operativt beslutsfattande vid distansarbete. Främst vid komplexa arbetsuppgifter där mer diskussion och rådfrågning krävs för beslutsfattande.

Title: How do managers create trust in telework? A qualitative interview study from a relationship-oriented leadership perspective. Background: As a result of the Covid-19 pandemic, teleworking has gained an increasing place in society and is predicted to increase in the future. Previous literature emphasizes that managers tend to be negative about teleworking as a result of reduced opportunities for control and monitoring. Studies, on the other hand, believe that strict supervision and control can cause more harm than good as it shows a lack of trust in employees. Furthermore, trust is described as essential in teleworking. Thus, teleworking seems to require a leadership that focuses on creating trusting relationships between manager and employee. Purpose: The aim of this study is to create an understanding of how managers work with creating trust in the context of telework from a relationship-oriented leadership perspective. The study intends to contribute to existing literature in leadership by focusing on how managers from a relationship-oriented leadership perspective work to create trust. Research questions: How do managers perceive trust in the context of teleworking? How do managers work to create trust in teleworking? Method: The study consists of a qualitative cross-sectional study based on the interpretive phenomenological perspective. The empirical material consists of semi-structured interviews with nine respondents who work at four different banks in Sweden. Conclusion: The results of the study show that all managers describe the perception of trust as well as the work of creating trust from the relationship-oriented leadership perspective. The study also found that managers' perceptions of trust are strongly linked to how managers work to create trust. Furthermore, three main themes were identified for how managers work to create trust, all of which can be attributed to the manager's way of acting with consideration for the employees' needs and wellbeing. The three overarching themes identified in the study consist of: the manager's qualities, communication and the individualized leadership. Keywords: Telework, leadership, trust, trust-building, relationship-oriented leadership / Titel: Hur skapar chefer tillit vid distansarbete? En kvalitativ intervjustudie utifrån ett relationsorienterat ledarskapsperspektiv. Bakgrund: Till följd av Covid-19 pandemin har distansarbetet fått en allt större plats i samhället och prognostiseras i framtiden att öka. Tidigare litteratur framhåller att chefer tenderar att ställa sig negativa till distansarbete till följd av minskad möjlighet till kontroll och övervakning. Studier menar däremot att strikt övervakning och kontroll kan orsaka mer skada än nytta då det uppvisar på en brist på tillit gentemot medarbetarna. Vidare beskrivs tilliten som essentiell i distansarbetet. Därmed tycks distansarbete ställa krav på ett ledarskap som fokuserar på att skapa tillitsfulla relationer mellan chef och medarbetare. Syfte: Syftet med denna studie är att skapa förståelse för hur chefer arbetar med att skapa tillit i kontexten av distansarbete utifrån ett relationsorienterat ledarskapsperspektiv. Studien avser att bidra till befintlig litteratur om ledarskap genom att rikta fokus mot hur chefer utifrån ett relationsorienterat ledarskapsperspektiv arbetar med att skapa tillit. Frågeställningar: Hur uppfattar chefer tillit i kontexten distansarbete? Hur arbetar chefer för att skapa tillit vid distansarbete? Metod: Studien består av en kvalitativ tvärsnittsstudie som utgår från det tolkande fenomenologiska perspektivet. Det empiriska materialet består av semistrukturerade intervjuer med nio respondenter som arbetar på fyra olika banker i Sverige. Slutsats: Av studiens resultat framgår att samtliga chefer beskriver uppfattningen av tillit såväl som arbetet med att skapa tillit utifrån det relationsorienterade ledarskapsperspektivet. I studien konstaterades även att chefernas uppfattningar av tillit är starkt anknutet till hur cheferna arbetar med att skapa tillit. Vidare identifierades tre huvudteman för hur chefer arbetar med att skapa tillit, där samtliga kan hänföras till chefens sätt att agera med omtanke för medarbetarnas behov. De tre övergripande temana som identifierades i studien består av; chefens egenskaper, kommunikation och de individanpassade ledarskapet. Nyckelord: Distansarbete, ledarskap, tillit, tillitsskapande, relationsorienterat ledarskap