Bakgrund: Banksektorn har en viktig funktion i dagens ekonomiska system, främst genom att erbjuda kapitalförsörjning vilket bidrar till ekonomisk tillväxt (Svenska bankföreningen, 2016). Konsekvensen av Corona pandemin har inneburit att flera företag och organisationer har tvingats stänga ner större delar av sina fysiska verksamheter, samt att anställda tvingats arbeta på distans. Vilket även drabbat Handelsbanken Linköping. De arbetar därför med hälften av personalstyrkan på distans för att följa restriktionerna och undvika smittspridning. Denna plötsliga omställning till distansläge har medfört flera olika utmaningar med bland annat kommunikationen, samarbetet och gemenskapen (Lepsinger, R. 2010). Syftet: Syftet med denna studie är att undersöka hur Handelsbanken Linköping arbetar med ledarskap och styrningen för att få ett så effektivt distansarbete som möjligt. Samt undersöka vad ledarskapet och styrningen får för effekter på den sociala interaktionen, motivationen och prestationen hos de olika anställda inom Handelsbanken. Frågeställningarna: “Vad innebär styrning i allmänhet och styrning på Handelsbanken på distans i synnerhet?” “Hur jobbar ledningen med styrning och ledarskap på Handelsbanken Linköping, som tvingats arbeta på distans?” “Hur fungerar styrningen och ledarskapet, prestationsmässigt såväl som socialt inom Handelsbanken Linköping under distansläget?” Resultat & bidrag: Den här studien har resulterat i hur ledningen, på ett av Handelsbankens kontor, styrs och hur personalen fortsätter att bidra på distans. Ledningen på kontoret är överens om att distansarbetet har fungerat bra, prestationsmässigt och socialt, även om det har varit utmanande. Det har dessutom lett till flera nya insikter och ökad utveckling av socialt och tekniskt kapital. Medarbetarna upplever enligt enkäten att deras prestationen hos de själva är oförändrade och i teamen marginellt försämrad. Studien har även bidragit med olika insikter och varningstecken som organisationen kan ha i åtanke så som bland annat ”anställda upplever brist på tid för att utföra sitt arbete på distans”. / Background: The banking sector has an important function in today's economic system, mainly by offering capital supply, which contributes to economic growth (Swedish Bankers' Association, 2016). The consequence of the Corona pandemic has meant that several companies and organizations have been forced to close larger parts of their physical operations, and that employees have been forced to work remotely, which also affected Handelsbanken Linköping. They therefore work with half of the staff at a distance to comply with the restrictions and avoid the spread of infection. This sudden transition to distance mode has led to several different challenges, including communication, cooperation and community (Lepsinger, R. 2010). The purpose: The purpose with this study is to investigate how Handelsbanken Linköping works with leadership and governance to get as efficient distance work as possible. As well as examining the effects of leadership and governance on the social interaction, motivation and performance of the various employees within Handelsbanken. The research questions: "What does management control in general mean and management control at Handelsbanken mean for telework in particular?" "How does the management work with governance and leadership at Handelsbanken Linköping, which has been forced to work remotely?" "How does governance and leadership work, both in terms of performance and socially within Handelsbanken Linköping during the distance situation?" Results & contributions: This study has resulted in how the management, at one of Handelsbanken's office, is managed and how the staff continues to contribute  remotely. The management in the office agrees that the telework has worked well, in terms of performance and socially, even though it has been challenging. It has also led to several new insights and increased development of social and technical capital. According to the survey, the employees feel that their performance with themselves is unchanged and in the teams marginally deteriorated. The study has also contributed various insights and warning signs that the organization may have in mind, such as "employees experience a lack of time to perform their work remotely".

Den successivt tilltagande digitaliseringen har möjliggjort för telearbete, och sedan COVID-19-pandemins start har organisationer ställt om till att arbeta hemifrån i större utsträckning. Tidigare har mål-, relations-, förändringsrelaterade ledarskapsbeteenden undersökts i stabila arbetsmiljöer; däremot har tidigare forskning inte undersökt ledarskapsbeteenden vid dynamiska miljöer i lika stor utsträckning och hur detta har upplevts av anställda samt hur detta påverkar anställdas engagemang. Detta har undersökts genom en enkätstudie, där urvalet varit anställda som till följd av COVID-19-pandemin har haft ökat telearbete. Resultatet från 206 inkluderade deltagare visade att mål-, relation- och förändringsorienterade beteenden influerar anställdas engagemang positivt, och det relationsorienterade beteendet hade det starkaste positiva sambandet. Relationsorienterade beteenden hade dessutom starkast positivt samband mellan anställdas förändrade engagemang under det tilltagna telearbetet. Personer som telearbetar 40%, eller mindre, upplevde det högsta engagemanget. Slutligen hade ledarskapsbeteendena ett samband med varandra vilket kan innebära att samtliga ledarskapsbeteenden behövs i den nya kontexten. / The increasing digitalization has made teleworking possible, and in the light of the ongoing COVID-19 pandemic, organizations which have its workforce teleworking have increased even further. Task-, relation- and change-oriented leadership behaviors have been investigated in stable environments, but not in current dynamic and unstable environments. The goal of this study was to examine how the leadership of today is experienced by the employees and how is this affecting the employee engagement. This was done by a questionnaire, and 206 answers were eligible for analysis. All three of the analyzed leadership behaviors influenced employee’s engagement positively. Relation-oriented leadership had the strongest positive correlation for both current and changes in engagement. Employees teleworking 40 %, or less, had the highest engagement levels. Finally, all three categories of behavior had a positive relationship with each other which could mean that the new context requires behavioral patterns including all three categories.

This study is looking at “the changed” world for employees that were lucky and could continue their work from places other than the office since the Covid-19 pandemic outbreak using teleworking tools. Their numbers grew exponentially and while they still had to perform their duties as usual, they could not rely on the security infrastructure built at the office. The attackers saw this immediately and took the opportunity to unleash various techniques with malicious intent. Now the time is right to find out whether the coronavirus pandemic did at least some good and to what extent the remote workers are aware of information security guidelines. This quantitative study begins with the formation of the research question and first thoughts about the research model. Then the search thru the literature thoroughly finds mostly used attacks as well as the best way how to protect against them and the review of theory builds a research model that fits the aim of the study. Thru a quantitative online survey via snowballing method answers from users from all over the world are collected and analyzed and the hypotheses drawn from the model are verified. Lastly, results are discussed, and a conclusion is provided. The study findings are that the teleworkers are quite highly aware of information security awareness or ISA, thanks to sufficient knowledge and attitude towards information security, and in turn, this awareness leads to correct behavior in information security. More specifically, knowledge is more strongly associated with ISA of telework risks than recommendations, attitude, on the other hand, is more strongly related to telework recommendations than the risks, also ISA of telework risks has a greater influence on behavior than ISA of telework recommendations. The contribution of this study is the revelation that the impact of telework and the coronavirus pandemic did not change the course of information security awareness perception in comparison to pre-pandemic studies. Also, thanks to the subcategorization of ISA to risks and recommendations it was revealed that awareness of teleworking risk is quite higher than awareness of recommendations after the Covid-19 period.

Titel: Hur arbetar ledare med kommunikation för att uppnå tillit under distansarbete?  Bakgrund: Ledarskapslitteraturen understryker betydelsen av ett relationsorienterat ledarskap där kommunikation och tillit anses vara nödvändiga för en god relation. Till följd av utbrottet av Covid-19 har distansarbete blivit regel snarare än undantag varpå tillitsfulla relationer har visat sig vara svåra att skapa och upprätthålla till följd av utebliven fysisk interaktion. Då ledarskapslitteraturen betonar vikten av goda relationer i kombination med att kommunikationen försvåras under distansarbete, ställs nya krav på dagens ledare.  Syfte: Syftet med studien är att bidra till relationsorienterad ledarskapslitteratur genom att skapa en djupare förståelse för hur ledare arbetar med kommunikation för att skapa tillit mellan ledare och anställda under distansarbete.  Metod: Studien är en kvalitativ tvärsnittsstudie med en abduktiv ansats och har genomförts ur ett tolkande fenomenologiskt perspektiv. Det empiriska materialet har samlats in genom semistrukturerade intervjuer med sju ledare som arbetar på ett nordiskt bolag inom resebranschen.  Slutsats: Studiens resultat visar på att ledare aktivt arbetar med kommunikation för att skapa tillit under distansarbete genom att ge frekvent återkoppling på anställdas arbete, de visar sig tillgängliga och arbetar konsekvent med individuella samtal. Dessutom visar ledare medkänsla och socialt stöd i hur de kommunicerar och arbetar aktivt för att ge utrymme för informell kommunikation. Slutligen lyfts tillgänglighet och ledares arbete med att skapa tillfällen för kommunikation att ske som nödvändiga för en god kommunikation mellan ledare och anställda, något som studiens resultat visar skapar tillit. / Title: How do leaders work with communication to create trust during teleworking?  Background: Leadership literature emphasizes the importance of relationship-oriented leadership where communication and trust are considered necessary for a good relationship. As a result of Covid-19, teleworking has become a rule rather than an exception and due to the lack of physical interactions, trusting relationships are difficult to achieve and maintain. As leadership literature emphasizes the importance of good relationships as well as the fact that communication is made more difficult during teleworking, new demands are put on today's leaders.  Purpose: The purpose of the study is to contribute to relationship-oriented leadership literature by creating a deeper understanding of how leaders work with communication to create trust between leaders and employees during teleworking.  Method: The study is a qualitative cross-sectional study with an abductive approach and has been conducted from an interpretive phenomenological perspective. The empirical material has been collected through semi-structured interviews with seven leaders working for a Nordic company in the travel industry.  Conclusion: The results of the study show that leaders actively work with communication to achieve trust during teleworking by giving frequent feedback on employees' work, they show themselves available and have consistent individual conversations with employees. In addition, leaders show compassion and social support in how they communicate and they work actively to provide opportunities for informal communication. Finally, the main results of the study show that leaders actively work to present themselves as available and create opportunities for good communication to take place, something that is needed to build trust.

Bakgrund & Syfte: Distansarbete har blivit allt vanligare i samband med utbrottet av covid-19. Sjukdomen spreds snabbt över hela världen och de flesta organisationer var tvungna att anpassa verksamheten till arbete hemifrån. Strukturella förändringar har skett i många företagdå verksamheter har övergått till distansarbete permanent i en större eller mindre omfattning. Det finns både positiva och negativa aspekter med distansarbete. Syftet med denna studie är att skapa en förståelse för medarbetarnas upplevelse gällande distansarbete. Metod: Studien utgår ifrån en kvalitativ forskningsmetod där nio semistrukturerade intervjuer utfördes i en verksamhet. Även teori från tidigare forskning har samlats in för att kunna besvara syftet och koppla teorin till empirin. Resultat & Slutsats: Studien gav resultatet att medarbetare upplever distansarbete som något positivt, men att det finns aspekter som bör tas till beaktande när distansarbete genomförs. I studien presenteras både för- och nackdelar gällande vad respondenterna i studien anser om distansarbete och vilka utmaningar som de ställs inför. Examensarbetets bidrag: Studien bidrar med en överblick om vad distansarbete påverkar hos företag och medarbetare. Fördelar och nackdelar är beskrivna samt vilka problem som kan uppstå med att arbeta hemifrån. I den tidigare forskningen finns det ett gap när det gäller sambandet mellan distansarbete och effektivitet men denna studie bidrar med en förklaring till effektivitetens betydelse inom distansarbete. I detta arbete får man en förståelse för att det optimala arbetssättet i en verksamhet är en variation mellan distansarbete och kontorsarbete. Förslag till fortsatt forskning: Distansarbete tillämpas av många verksamheter i världen och det är många faktorer på distans som påverkar medarbetarnas upplevelse. Den framtida forskningen kan utföra flera fallstudier för att se och jämföra hur olika verksamheter har tillämpat distansarbete och vad det har gett för resultat. De faktorer som nämns i detta arbete kan undersökas mer djupgående och hur verksamheter ska gå tillväga för att tillämpa dessa utan större problem. / Background & Aim: Working from home has become increasingly common because of the break out of covid-19. The disease spread quickly all over the world and most organizations had to adapt their operations to work remotely. Structural changes have taken place in many companies as operations have switched to remote work permanently to a greater or lesser extent. There are both positive and negative aspects to teleworking. The purpose of this study is to create an understandning of the employees’ experience regarding working from home. Method: The study is based on a qualitative method where nine semi-structured interviews were conducted in a business. Information from previous research has also been collected in order to connect the theory to the empirical findings.  Findings & Conclusion: The findings of the study are that employees experience remote work as something positive, but that there are other aspects that should be taken into account when remote work is introduced. The study presents both pros and cons regarding what the respondents in the study think about working from home and ehat challenges they face. Contribution of the thesis: The study contributes an overview of how remote work affects companies and employees. Advantages and disadvantages are described, as well as the problems that can occur with working from home. There is a gap in the previous research regarding the connection between remote work and efficiency, but this study contributes with an explanation of the importance of efficiency in remote work. In this study, you get an understanding that the optimal way of working in a business is a variation between working from home and office work.  Suggestions for future research: Remote work is used by many businesses in the world and there are many remote factors that affect the employees’ experience. Future research can carry out more case studies to review and compare how different businesses have applied working from home and what results it has given. The factors mentioned in this study can be examined thoroughly and how businesses should proceed in order to apply these without majorproblems.

Distansabete är ett ständingt växande fenomen som idag är vanligt i flera olika branscher och förekommer därför ofta vid produktutveckling. Det kan innebära möjlighetför de anställda att bestämma sina egna arbetstider, arbeta hemifrån några dagar i veckan eller att man kan arbeta helt och hållet från en annan plats i världen. För att möjliggöra kommunikation och samarbete för arbetslag trots avståndet används i många fall olika digitala tjänster för att på så sätt skapa ett virtuellt kontor. Generellt sett uppskattar människor den frihet och tillit som distansarbete medför utöver det faktum att en del anser att vissa uppgifter är mer lämpade för hemarbete. Distansarbete tillåter även företag att bredda sin kunskapsbas då det är lättare att inkludera externa parter. Det finns även utmaningar med att arbeta på distans, som försämrad kommunikation, distans till produktion och varuprover samt brist på spontana möten mellan kollegor. Det finns forskning om hur produktutvecklingen och dess faser fungerar på distans jämfört med på plats på ett kontor, men hur dessa skillnader påverkar individers motivation och kreativitet kunde inte någon utbredd forskning hittas om. I detta kandidatexamensarbete har det med hjälp av en litteraturstudie och semistrukturerade intervjuer undersökts hur företag har anpassat sin produktframtagningsprocess för att passa distansarbete, vilka styrkor och utmaningar finns samt hur detta påverkar motivationen och kreativiteten hos företagets medarbetare. I denna studie har sju ingenjörer från olika företag med olika upplägg för distansarbete intervjuats. Samtliga ställde sig positiva till distansarbete, men de var oeniga om hur mycket tid som var lagom till att spendera på kontoret. Detta berodde troligen på den varierande upplevelsen av styrkor och utmaningar som fanns bland respondenterna. Mängden anpassningar som gjorts på de företag som kontaktats under studien är relativt liten och den största förändringen på många arbetsplatser är att digitalamöten har blivit standard. Ur ett motivation och kreativitetsperspektiv varierar även där upplevelsen mellan olika respondenter. / Remote work is a rapidly growing phenomenon across different sectors, including product development. Working remotely can include the opportunity for employees to control their own working hours, working from home during parts of the week or completely remotely from different locations around the world. When enabling communication and cooperation for teams despite physical distance, many companies use digital applications and services in order to create a virtual office. People generally appreciate the flexibility and trust that remote work entails, apart from the fact that some tasks seem to be better suited to be executed from home. Additionally, teleworking enables companies to broaden their competence base and include external parts in projects. There are challenges that come with remote work such as lacking communication, distance to the production and product samples and also no spontaneous contact between colleagues. There is research on how product development and its many phases works from a distance versus in the office, but research regarding how those differences affect the individual’s motivation and creativity couldn’t be found. Based on a literature review and semi-structured interviews, this bachelor thesis has explored how companies have adapted their product development process to fit teleworking, what strengths and challenges face these companies and their employees, as well as how it affects their motivation and creativity. In this study the interviews have been conducted at seven different companies with varied opportunities for their engineers to telework. All of the answering employees had a positive attitude towards distance work, but they all disagreed on the preferred amount. The amount of changes made at the companies to make teleworking more accessible is relatively few, with the biggest change being that meetings are now always digital if nothing else is stated. From the motivation and creativity perspective, the experience also varies from person to person. Tasks where the team had to be creative together where found best carried out in the office, with the participants physically there.

Bakgrund: Organisatoriskt engagemang är ett begrepp som på senaste tiden har fått större plats i både forskning och i praktiken. I samband med covid-19-pandemin och upprättade restriktioner införde många organisationer distansarbete i någon utsträckning. Tidigare forskning om distansarbetets påverkan på medarbetarnas organisatoriska engagemang är tvetydig och har till stor del utförts med premissen att arbetssättet varit en valmöjlighet. Vid distansarbete i samband med covid-19-pandemin uppstår därmed en ny kontext för organisatoriskt engagemang. Det finns därmed anledning att undersöka hur medarbetare upplever att distansarbete i samband med covid-19-pandemin har påverkat deras upplevelser av organisatoriskt engagemang. Syfte: Studien syftar till att ge ökad förståelse för vad distansarbete innebär för organisatoriskt engagemang ur ett medarbetarperspektiv i samband med covid-19-pandemin på arbetsplatser där medarbetares förutsättningar för att interagera fysiskt med kollegor har förändrats under covid-19-pandemin. Metod: Denna studie utgår från en kvalitativ forskningsstrategi och ett fenomenologiskt perspektiv. Studien antar en fallstudiedesign samt abduktiv ansats. Det empiriska materialet är insamlat via semistrukturerade intervjuer med sex medarbetare från ett fallföretag. Slutsats: I studien framkommer det att medarbetarna upplever att flertalet aspekter har spelat in i hur deras organisatoriska engagemang har påverkats av distansarbete i samband med pandemin. Relationer är den aspekt som är mest framträdande i medarbetarnas utsagor, men även delaktighet, organisationskultur och organisationsstruktur har påverkat medarbetarnas organisatoriska engagemang. Medarbetarna upplever även att möjligheten till att arbeta på distans har en påverkan på deras organisatoriska engagemang och att denna påverkan har influerats av distansarbete i samband med pandemin. Aspekterna påverkar inte bara medarbetarnas organisatoriska engagemang enskilt utan är även i samspel med varandra. Ytterligare framgår det att interaktioner utgör en central del i samspelet mellan aspekterna. Studiens resultat visar på att helt ersätta fysiska interaktioner med digitala interaktioner har en negativ påverkan på medarbetarnas upplevelser av organisatoriskt engagemang vid distansarbete i samband med covid-19-pandemin. / Background: Organisational commitment is a concept that has gained popularity in both research and practice. During the COVID-19 pandemic and the restrictions that followed many organisations applied teleworking to some extent. Previous research on the effects of teleworking on coworkers’ organisational commitment is ambiguous and has mainly been conducted with the condition that teleworking was optional. Teleworking during the pandemic created a new context for organisational commitment. Accordingly, there is reason to study how coworkers experience of teleworking during the COVID-19 pandemic has affected their experiences of organisational commitment. Purpose: The purpose of this study is to gain new insight on what teleworking has meant for organisational commitment from a coworker perspective in the context of the COVID-19 pandemic in workplaces where the conditions for the coworkers to interact with their colleagues physically has changed during the COVID-19 pandemic. Methodology: The study draws on a qualitative research strategy and a phenomenological perspective. The study is a case study and has an abductive approach. The empirical evidence was obtained through semi-structured interviews with six coworkers from one case company. Conclusion: This study demonstrates that a multitude of aspects have affected the coworkers’ experiences of their organisational commitment in the context of telework during the COVID-19 pandemic. Relationships is the most prominent aspect in the coworkers’ statements, but participation, organisational culture and organisational structure have also affected the coworkers’ experiences of organisational commitment. The coworkers also experience that the opportunity to telework has an effect on their organisational commitment and that this effect has been influenced by teleworking during the pandemic. The aspects do not only affect the coworkers’ organisational commitment separately but are also interactive. The study found that the aspects mostly interact through the interactions between coworkers. Furthermore the study illustrates that entirely replacing physical interactions with digital interactions has a negative effect on the coworkers’ experiences of organisational commitment in the context of telework during the COVID-19 pandemic.

På grund av viruspandemin Covid-19 fick många arbetsplatser snabbt ställa om till distansarbete, vilket medförde nya sätt att kommunicera, interagera och leda. Syftet med denna studie är att belysa chefers upplevelse av distansarbete som en följd av Covid-19 och hur detta kan ha påverkat relationen chef-medarbetare. Med utgångspunkt i syftet undersöker frågeställningarna temana relation, ledarskap och kommunikation samt tillit. Studien tillämpar en kvalitativ metodansats baserad på tio semistrukturerade intervjuer med chefer inom statlig myndighet. Resultatet som presenteras är vår tolkning av intervjupersonernas upplevelse av ledarskap på distans. Resultatet kopplas till relevant teori och tidigare forskning, vilket bidrar till en djupare förståelse för ämnesområdet. Empirin visar att cheferna, trots en variation av utmaningar, kan överskrida de begränsningar som följer av att ledarskap och kommunikation måste ske på distans. Ledarskapet och relationerna anpassades och utvecklades efter situationen genom nya former och rutiner. / Due to the virus-pandemic Covid-19 many workplaces quickly had to switch to teleworking, which led to new ways of communicating, interacting and leading. The purpose of this study is to shed light on managers' experience of teleworking because of Covid-19 and how this may have affected the manager-employee relationship. Based on the purpose, the question at issue explores the themes of relationship, leadership, communication and trust. The study applies a qualitative methodological approach based on ten semi-structured interviews with managers within a government agency. The result presented is our interpretation of the interviewees' experience of leadership at a distance. The results are linked to relevant theory and previous research, which contributes to a deeper understanding of the subject. Empirical evidence shows that managers, despite a variety of challenges, can transcend the limitations of leadership and communication when they must do so remotely. Both the leadership and the relationships were adapted and developed to the situation through new forms and routines.

[pt] A presente dissertação objetivou analisar a expansão do modelo de teletrabalho vigente no Tribunal Regional Federal da 2ª Região (TRF2) como uma das estratégias do projeto de modernização do Poder Judiciário. O teletrabalho é uma modalidade de trabalho exercida remotamente através da utilização de aparato tecnológico - como conexão à rede de internet, computadores, notebooks e/ou aparelhos celulares-, e, que, em grande maioria, acontece na residência do trabalhador de forma integral ou parcial. Esta modalidade fora introduzida no campo pesquisado formalmente em 2016, integrando o conjunto de medidas propostas pelo projeto de modernização iniciado no Poder Judiciário brasileiro 2009. O processo conhecido como modernização do Poder Judiciário pretende implementar mais tecnologias informacionais enquanto também promove uma mudança no método de gestão dos tribunais em busca de promover a celeridade processual e a eficiência. Um marco desse projeto foi a implementação do Processo Jurídico eletrônico, o PJe, que possibilitou a passagem dos processos físicos para o meio digital enquanto também facilitou que a produção do magistrado e de seus subordinados estive sob comando do controle gerencial. Assim, a pesquisa aqui apresentada, de caráter qualitativo, se debruça sobre bibliografias, documentos e registros oficiais como a Resolução N 227 do Conselho Nacional de Justiça e a Resolução TRF2-RSP-2019/00046 do Tribunal Regional Federal da 2ª região, a fim de identificar o teletrabalho como uma estratégia do projeto de modernização do Poder Judiciário, através da análise do caso da implementação da modalidade no Tribunal Regional Federal da 2ª Região, buscando identificar as complexidades e contradições presentes nesse modo de trabalho que permitem alcançar os objetivos da modernização. Como resultados parciais destacamos a concentração do poder nos gestores das unidades que utilizam o teletrabalho como uma estratégia de gestão que pretende criar um perfil de servidor ágil e disponível visando o aumento da produtividade, redução de custos com a força de trabalho no setor público, atendendo sobretudo, aos interesses do projeto neoliberal. / [en] The present dissertation aimed to analyze the expansion of the telework model in force at the Federal Regional Court of the 2nd Region (TRF2) as one of the strategies of the project to modernize the Judiciary. Telework is a modality of work carried out remotely through the use of technological apparatus - such as connection to the internet network, computers, notebooks and/or cell phones-, and which, for the most part, takes place at the worker s residence, either fully or partial. This modality was formally introduced in the researched field in 2016, integrating the set of measures proposed by the modernization project initiated in the Brazilian Judiciary Power in 2009. The process known as modernization of the Judiciary Power intends to implement more informational technologies while also promoting a change in the management method of the courts in order to promote procedural speed and efficiency. A milestone of this project was the implementation of the electronic Legal Process, the PJe, which enabled the transfer of physical processes to the digital environment while also facilitating that the production of the magistrate and his subordinates was under the command of managerial control. Thus, the research presented here, of a qualitative nature, focuses on bibliographies, documents and official records such as Resolution N 227 of the National Council of Justice and Resolution TRF2-RSP-2019/00046 of the Federal Regional Court of the 2nd region, in order to identify telecommuting as one of the strategies of the project to modernize the Judiciary Power, through the analysis of the case of the implementation of the modality in the Federal Regional Court of the 2nd Region, seeking to identify the complexities and contradictions present in this mode of work that allow achieving the objectives of the modernization. As partial results, we highlight the concentration of power in the managers of the units that use telework as a management strategy that intends to create an agile and available server profile aimed at increasing productivity, reducing costs with the workforce in the public sector, serving above all, to the interests of the neoliberal project.

[pt] Durante os últimos anos, com as mudanças verificadas na sociedade e com o avanço da Tecnologia da Informação e da Comunicação, novas formas de trabalho têm surgido. Dentre elas, destaca-se o trabalho em regime home-office ou teletrabalho. Este novo regime de trabalho vem se disseminando em diversos países e, segundo estimativas da Sociedade Brasileira de teletrabalho (Sobratt), já existem mais de três milhões de teletrabalhadores somente no Brasil. A principal característica do teletrabalho é que o funcionário de uma determinada organização executa suas tarefas de modo remoto, não necessitando mais de uma dependência física da companhia para desempenha-las e mantendo o mesmo vínculo empregatício que os demais funcionários. Por acreditar que esta mudança é duradoura e que deve ter uma série de desdobramentos para os funcionários que a adotarem, este trabalho buscou identificar de maneira clara e objetiva as principais implicações do teletrabalho para a vida dos indivíduos e para a sua forma de atuação na empresa. Para efetuar esta pesquisa, tomou-se como base os teletrabalhadores da Shell Brasil Ltda que, desde 2000, promoveu a migração de parte de seu quadro de funcionários para este tipo de regime de trabalho. Após entrevistas de caráter exploratório, chegou- se a um grupo de 15 categorias consideradas relevantes para se entender as implicações do teletrabalho para os indivíduos que fizeram parte deste estudo de caso. Após análise das 15 categorias, foram geradas conclusões sobre os aspectos positivos e negativos do teletrabalho para a vida dos indivíduos. Dentre os aspectos negativos mais relevantes, destacam-se a questão da visibilidade e da ascensão de carreira e, quanto aos aspectos positivos surgem a flexibilidade de horário e relacionamento com a família. Por fim, este trabalho também aponta para sugestões para mitigar os aspectos negativos e potencializar os aspectos positivos do teletrabalho. / [en] During the past years, taking into account the changes in our society and the advance in terms of information technology and communications, new ways of working have been generated. Among them, the homework or teleworking deserves special attention. This new way of work has been spread out in several countries and, according to Brazilian Society of Telework (Sobratt), there are more than three million of teleworkers only in Brazil. The main characteristic of Teleworking is that the employee of an organization performs his/her tasks on a remote way, and there is no need for a headquarter or other facilities to accomplish his/her tasks and the formal work contract remains the same. Believing that this change is going to last and it will have consequences to employees which adopt it, this study tried to identify on a direct and objective perspective the main consequences of teleworking to the life of people and to their way of performing activities in the organization. In order to generate this research, teleworkers from Shell Brasil have been interviewed, since this company has already converted part of its work force to this new way of working in 2000. After interviews with exploration perspective, 15 categories were conceived and considered important to understand the consequences of teleworking to employees analyzed in this case study. After analyzing 15 categories, conclusions related to positive and negative aspects were generated. On one hand, loss of visibility and career progress were considered as negative consequences. On the other hand, flexibility in terms of working hours and family relationship were considered as positive consequences. Finally, this study also recommends what can be done in order to mitigate the negative consequences and how to increase the positive aspects of teleworking.