This thesis describes a concept of telework, its background, diffusion and penetration, the European Framework Agreement on Telework and provides a detailed analysis of home office as one form of telework in Czech Republic and Germany during the financial crisis. Evaluating the impacts of the financial crisis on using this form of flexible working is based on statistical data, researches and case studies from both countries and on interviews with representatives of two companies located in Czech Republic and two companies located in Germany which practice home office. The research is completed with an interview with a telework service provider.

The aim of this research has been to investigate the UK Home Office, Country Policy and Information Notes (CINP) in the asylum-seeking process, through investigating the case of Eritrean CINP documents from 2010 until 2018. This single case study aimed to confirm its theoretical background of Lukes 2005 three-dimensional view of power theory. A pattern-matching analysing technique was implemented to address the research questions with the effort of trying to find overlapping patterns between the theory and the observed patterns in the data. The result shows there are some similarities between patterns. The connection between the three dimensions of power and the three overlapping patterns are then broadly discussed.

Working from the office was not a plausible choice for many organizations due to the COVID-19 pandemic that started in 2020. The insurance industry was one of the industries in Sweden that had to start working from home. This impacted how management could do their job without direct interaction with, and oversight of, employees in the normal office environment. This paper uses theoretical frameworks to establish a foundation within management control systems and performance measurements. A self-built model was constructed based on previous frameworks from Merchant & Van der Stede and Kaplan & Norton. The study is of quantitative nature and uses a survey approach to collect new data within the insurance industry. The concluding remarks of this study are that a change occurred when tracking work performance according to the self-built model. Furthermore, different aspects of the self-constructed model have had a more significant response than others.

Die vorliegende Arbeit beschäftigt sich mit der Einführung von Home-Office in der Coronapandemie 2020 bei Unternehmen. Ziel ist es, wichtige Faktoren für die Implementierung darzulegen und eventuelle Handlungsempfehlungen für Betriebe abzuleiten. Dafür führte der Autor eine qualitative empirische Erhebung mit Hilfe von Interviews mit Unternehmensvertretern aus verschiedenen Unternehmensgrößen und Branchen durch. Es stellt sich heraus, dass eine Wechselwirkung zwischen organisationalen und mitarbeiterbezogenen Rahmenbedingungen für ein erfolgreiches und wertschöpfendes Home-Office besteht und diese sich gegenseitig beeinflussen können. Der Autor entwickelte zusätzlich eine HO-Ratio, die in ein technisches Tool integriert, den Wertschöpfungsgrad von Teleheimarbeit in einem Unternehmen ermitteln und bei einer Implementierung helfen soll. Umfangreichere Forschungen könnten perspektivisch größere, repräsentativere Ergebnisse präzisieren oder auf spezifische Tätigkeitsbereiche oder Branchen (z.B. Verwaltung oder Produktion) eingehen.:ABBILDUNGSVERZEICHNIS ABKÜRZUNGSVERZEICHNIS 1 Einleitung 1 1.1 Die Corona-Pandemie 2020/2021 – ein kurzer Überblick 1.2 Thema, Aufbau und Ziel der Arbeit 2 Allgemeine Grundlagen 2.1 Home-Office – Teleheimarbeit 2.1.1 Definition 2.1.2 Entwicklung der Teleheimarbeit - weltweit 2.1.3 Entwicklung der Teleheimarbeit - Deutschland 2.1.4 Allgemeine Vor- und Nachteile für Unternehmen 2.1.5 Anforderungen für Home-Office 2.1.6 Rechtliche Grundlagen zu Home-Office in Deutschland 2.1.7 Rechtliche Grundlagen zur Corona-Arbeitsschutzverordnung 2.1.8 Gründe gegen Home-Office vor der Coronapandemie 2.2 Krisenmanagement 2.2.1 Definition Krisenmanagement 2.2.2 Risk Management und Umwelteinflüsse 2.2.3 Das Konzept der „Lernenden Organisation“ 3 Vorangegangene Fremdstudien 3.1 Aktueller empirischer Forschungsstand 3.2 Theoretische Rahmung – Modell von Herrmann und Frey Cordes 2020 4 Methodische Vorgehensweise 5 Sampling und Feldzugang 6 Akquise der Unternehmen 7 Leitfadengestützte Interviews 8 Ergebnisse der empirischen Forschung (Unternehmen) 8.1 Persönliche Werdegänge der Befragten und deren Akzeptanz von Home-Office 8.2 Vorteile für Unternehmen 8.2.1 Krankenstand reduziert sich 8.2.2 Weniger Kosten 8.2.3 Attraktivität des Unternehmens steigt 8.2.4 Tätigkeit geeignet 8.2.5 Mitarbeiter ist motivierter, konzentrierter und arbeitet länger 8.3 Nachteile für Unternehmen 8.3.1 Geschäftsführung dagegen 8.3.2 Tätigkeit lässt es nicht zu 8.3.3 Fehlende Kontrolle 8.3.4 Organisationsaufwand / -kosten 8.4 Tätigkeiten und Ausübung von Home-Office im Unternehmen vor der Coronapandemie 8.5 Unternehmen in der Coronapandemie 8.5.1 Zeitlicher Verlauf der Implementierung 8.5.2 Mitarbeiter und Berufe im Home-Office während der Pandemie 8.5.3 Mitarbeiter und Berufe nicht im Home-Office während der Pandemie 8.5.4 Vorkehrungen für die Mitarbeiter im Home-Office 8.5.5 Vorkehrungen für die Mitarbeiter vor Ort 8.5.6 Positive Abläufe während der Einführung von Home-Office in der Coronakrise 8.5.7 Schwierigkeiten während der Einführung von Home-Office in der Coronakrise 8.5.8 Videokonferenzen im Home-Office 8.5.9 Kurzarbeit 8.6 Unternehmen nach der Coronapandemie 8.6.1 Home-Office soll weitergeführt werden 8.6.2 Home-Office soll nicht weitergeführt werden 8.6.3 Folgen für die Unternehmen 8.6.4 Folgen für Home-Office – Corona als Katalysator 8.6.5 Vor- und Nachteile sind gleichgeblieben 9 Ergebnisse der empirischen Forschung (Mitarbeiter) 9.1 Selbstorganisation des Mitarbeiters 9.2 Vorteile für den Arbeitnehmer 9.2.1 Arbeit in Corona gewährleistet 9.2.2 Risikominderung Corona 9.2.3 Weniger Pendeln / Reisen 9.2.4 Flexibilität und Work-Life-Balance 9.3 Nachteile des Arbeitnehmers 9.3.1 Internetverbindung schlecht / Technik funktioniert nicht 9.3.2 Höhere Fixkosten für den Arbeitnehmer 9.3.3 Gesundheit leidet 9.3.4 Familie stört 9.3.5 Wohnung nicht geeignet 9.3.6 Trennung von Arbeit und Freizeit / Überarbeitung / Ablenkung 9.3.7 Soziale Isolation und psychische Probleme 9.4 Mitarbeiter während der Coronakrise 9.4.1 Feedback und Umfragen 9.4.2 Änderung von Meinungen durch die Umstellung auf Home-Office 9.4.3 Mitarbeiter (nicht) im Home-Office nach der Pandemie 9.4.4 Zukunft von Home-Office in der Arbeitswelt 10 Tipps für Unternehmen 10.1 Einstellung der Geschäftsführung zu Home-Office 10.2 Technische Voraussetzungen schaffen und Kosten abwägen 10.3 Datenschutz beachten 10.4 Branchenabhängig 10.5 Mischform des Home-Office 10.6 Beachtung rechtlicher Aspekte und die Alternative des mobilen Arbeitens 10.7 Krisenmanagement 10.8 Motivation des Mitarbeiters und Kommunikation 10.9 Vertrauen in die Mitarbeiter und ergebnisorientierte Kontrolle 10.10 Feelgood-Management und Teambildung 10.11 Organisation im Vorfeld 11 Home-Office-Ratio 12 Diskussion 13 Fazit 14 Ausblick ANHANG LITERATURVERZEICHNIS EIGENSTÄNDIGKEITSERKLÄRUNG / The present work deals with the introduction of home office during the corona pandemic 2020 in companies. The aim is to present important factors for the implementation and to derive any recommendations for action for companies. For this purpose, the author carried out a qualitative empirical survey with the help of interviews with company representatives from different company sizes and industries. It turns out that there is an interaction between organizational and employee-related framework conditions for a successful and value-adding home office and that these can influence each other. The author also developed an HO ratio, which is integrated into a technical tool, to determine the degree of added value of teleworking in a company and to help with implementation. In future, more extensive research could specify larger, more representative results or discuss specific areas of activity or industries (e.g. administration or production).:ABBILDUNGSVERZEICHNIS ABKÜRZUNGSVERZEICHNIS 1 Einleitung 1 1.1 Die Corona-Pandemie 2020/2021 – ein kurzer Überblick 1.2 Thema, Aufbau und Ziel der Arbeit 2 Allgemeine Grundlagen 2.1 Home-Office – Teleheimarbeit 2.1.1 Definition 2.1.2 Entwicklung der Teleheimarbeit - weltweit 2.1.3 Entwicklung der Teleheimarbeit - Deutschland 2.1.4 Allgemeine Vor- und Nachteile für Unternehmen 2.1.5 Anforderungen für Home-Office 2.1.6 Rechtliche Grundlagen zu Home-Office in Deutschland 2.1.7 Rechtliche Grundlagen zur Corona-Arbeitsschutzverordnung 2.1.8 Gründe gegen Home-Office vor der Coronapandemie 2.2 Krisenmanagement 2.2.1 Definition Krisenmanagement 2.2.2 Risk Management und Umwelteinflüsse 2.2.3 Das Konzept der „Lernenden Organisation“ 3 Vorangegangene Fremdstudien 3.1 Aktueller empirischer Forschungsstand 3.2 Theoretische Rahmung – Modell von Herrmann und Frey Cordes 2020 4 Methodische Vorgehensweise 5 Sampling und Feldzugang 6 Akquise der Unternehmen 7 Leitfadengestützte Interviews 8 Ergebnisse der empirischen Forschung (Unternehmen) 8.1 Persönliche Werdegänge der Befragten und deren Akzeptanz von Home-Office 8.2 Vorteile für Unternehmen 8.2.1 Krankenstand reduziert sich 8.2.2 Weniger Kosten 8.2.3 Attraktivität des Unternehmens steigt 8.2.4 Tätigkeit geeignet 8.2.5 Mitarbeiter ist motivierter, konzentrierter und arbeitet länger 8.3 Nachteile für Unternehmen 8.3.1 Geschäftsführung dagegen 8.3.2 Tätigkeit lässt es nicht zu 8.3.3 Fehlende Kontrolle 8.3.4 Organisationsaufwand / -kosten 8.4 Tätigkeiten und Ausübung von Home-Office im Unternehmen vor der Coronapandemie 8.5 Unternehmen in der Coronapandemie 8.5.1 Zeitlicher Verlauf der Implementierung 8.5.2 Mitarbeiter und Berufe im Home-Office während der Pandemie 8.5.3 Mitarbeiter und Berufe nicht im Home-Office während der Pandemie 8.5.4 Vorkehrungen für die Mitarbeiter im Home-Office 8.5.5 Vorkehrungen für die Mitarbeiter vor Ort 8.5.6 Positive Abläufe während der Einführung von Home-Office in der Coronakrise 8.5.7 Schwierigkeiten während der Einführung von Home-Office in der Coronakrise 8.5.8 Videokonferenzen im Home-Office 8.5.9 Kurzarbeit 8.6 Unternehmen nach der Coronapandemie 8.6.1 Home-Office soll weitergeführt werden 8.6.2 Home-Office soll nicht weitergeführt werden 8.6.3 Folgen für die Unternehmen 8.6.4 Folgen für Home-Office – Corona als Katalysator 8.6.5 Vor- und Nachteile sind gleichgeblieben 9 Ergebnisse der empirischen Forschung (Mitarbeiter) 9.1 Selbstorganisation des Mitarbeiters 9.2 Vorteile für den Arbeitnehmer 9.2.1 Arbeit in Corona gewährleistet 9.2.2 Risikominderung Corona 9.2.3 Weniger Pendeln / Reisen 9.2.4 Flexibilität und Work-Life-Balance 9.3 Nachteile des Arbeitnehmers 9.3.1 Internetverbindung schlecht / Technik funktioniert nicht 9.3.2 Höhere Fixkosten für den Arbeitnehmer 9.3.3 Gesundheit leidet 9.3.4 Familie stört 9.3.5 Wohnung nicht geeignet 9.3.6 Trennung von Arbeit und Freizeit / Überarbeitung / Ablenkung 9.3.7 Soziale Isolation und psychische Probleme 9.4 Mitarbeiter während der Coronakrise 9.4.1 Feedback und Umfragen 9.4.2 Änderung von Meinungen durch die Umstellung auf Home-Office 9.4.3 Mitarbeiter (nicht) im Home-Office nach der Pandemie 9.4.4 Zukunft von Home-Office in der Arbeitswelt 10 Tipps für Unternehmen 10.1 Einstellung der Geschäftsführung zu Home-Office 10.2 Technische Voraussetzungen schaffen und Kosten abwägen 10.3 Datenschutz beachten 10.4 Branchenabhängig 10.5 Mischform des Home-Office 10.6 Beachtung rechtlicher Aspekte und die Alternative des mobilen Arbeitens 10.7 Krisenmanagement 10.8 Motivation des Mitarbeiters und Kommunikation 10.9 Vertrauen in die Mitarbeiter und ergebnisorientierte Kontrolle 10.10 Feelgood-Management und Teambildung 10.11 Organisation im Vorfeld 11 Home-Office-Ratio 12 Diskussion 13 Fazit 14 Ausblick ANHANG LITERATURVERZEICHNIS EIGENSTÄNDIGKEITSERKLÄRUNG

[pt] A participação das pessoas com deficiência visual no mercado de trabalho ainda é limitada ao número de exigência legal de funcionários, onde muitos são destinados a funções com pouca valorização. Essa situação se agravou no momento de isolamento social, causado pela pandemia do Coronavírus (Covid-19), onde o desemprego se intensificou. A partir do entendimento desse cenário, esta pesquisa buscou compreender a interação do trabalhador com o ambiente físico no momento de isolamento social, através do levantamento bibliográfico, entrevista exploratória, análise da entrevista exploratória, história de vida, análise da entrevista da história de vida, elaboração e execução da dinâmica tátil e a análise dos resultados. A técnica de entrevista foi escolhida com o objetivo de compreender o impacto do home office no isolamento social e para a sua realização tivemos como recorte os trabalhadores que não exerciam essa modalidade de trabalho em casa e se viram na necessidade de modificar o seu espaço. A análise dos resultados foi realizada com a técnica de Análise de Conteúdo, proposta por Laurence Bardin, e após esse momento buscamos entender através das peças impressas os ambientes dos entrevistados. Como resultado essa dissertação destaca que a maioria dos entrevistados realizaram modificações no espaço devido ao ambiente não estar preparado para receber as atividades de trabalho ou porque precisou dividir esse local com um familiar. A técnica inovadora da dinâmica tátil favoreceu a comunicação dos entrevistados sobre os seus ambientes de trabalho, pois detalhes do local só foram mencionados com a dinâmica tátil. Esse grupo de pessoas também mostrou interesse em ter um ambiente equipado para o seu dia a dia, tendo o arquiteto/designer de interiores um papel fundamental nesse processo se souber realizar projetos que explorem outros sentidos que não a visão. A dinâmica tátil ―Meu Ambiente‖ pode ser um facilitador desse desenvolvimento, principalmente no estudo preliminar. / [en] The participation of visually impaired people in the labor market is still limited to the number of legal requirements for employees, where many are assigned to functions with little appreciation. This situation worsened at the time of social isolation, caused by the Coronavirus (Covid-19) pandemic, where unemployment intensified. From the understanding of this scenario, this research sought to understand the interaction of the worker with the physical environment at the time of social isolation, through the bibliographical survey, exploratory interview, analysis of the exploratory interview, life history, analysis of the life history interview, elaboration and execution of the tactile dynamics and the analysis of the results. The interview technique was chosen with the objective of understanding the impact of the home office on social isolation and for its realization we registered the worker who did not exercise this modality of work at home and found himself in the need to modify his space. The analysis of the results was carried out using the Content Analysis technique, proposed by Laurence Bardin, and after that moment we tried to understand the visitors of the visitors through the printed pieces. As a result of this dissertation, he highlights that most of the requests were modified in space due to the environment not being prepared to receive work activities or because he had to share this place with a family member. The innovative technique of tactile dynamics favored the communication of care about their work environments, as details of the place were only mentioned with the dynamics of the blocks. This group of people also showed interest in having an environment equipped for their daily lives, with the architect/interior designer having a key role in this process if they know how to carry out projects that explore senses other than sight. The tactile dynamic My Environment” can facilitate this development, especially in the preliminary study.

Made available in DSpace on 2016-04-25T20:21:01Z (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

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

This study aims to contribute to an understanding of how the credibility of asylum-seekers is being assessed in the UK; how narratives are valued by decision-makers and tribunal judges, how applicants’ credibility is determined, and what issues may be found with this process. I conducted interviews with seven lawyers who represent asylum-seekers, one decision-maker and one retired tribunal judge to establish their perspectives on the assessment of credibility in the UK. I then analysed these results through the theoretical framework of the sociology of law, focusing on the theories of Pierre Bourdieu and Michel Foucault. I firstly examined specific problematic areas in the practice of credibility assessment, before going on to explore broader contextual factors which may help to explain such issues. This study found that the greatest problems with credibility assessment in practice were demanding expectations of asylum-seekers and misapplication of the government guidelines on credibility, miscommunications and mistranslations, and a lack of considered reasoning in decision-making. These issues were shown to be driven by five main factors: a culture of disbelief, a lack of resources, information and communication issues, ineffective guidelines and the inherently subjective nature of credibility. The results of this study bring into question the neutrality and efficacy of the current system of credibility assessment in practice and its capacity to protect those fleeing persecution under the 1951 Refugee Convention.

This work aims to determine the causes and consequences of workaholism in women working in corporate who had to move from offices to home offices during the coronavirus crisis. The research is conducted on a sample of fourteen women respondents and one male respondent. The selection was made using the snowball method based on age, education, marital status and employment in Alza.cz or Mall.cz e-shops. All participants answered open questions in essays focused on their home office work habits, daily routine and family relationship. Data were analyzed using grounded theory, based on which I developed eight categories - interest in work, stress/fear, workspace, work schedule, setting boundaries between work and personal life, leisure activities, social interactions and roles in the household. These I subsequently organized and discussed in connection with previous research focused on workaholism, work from home and work-family conflict, such as Samantha Ammons, Cecilia Andreassen or Bryan Robinson. The conclusion of the thesis summarizes the results, the limits of the study and recommendations for future research.

Submitted by GABRIELLA DI FELÍCIO (gabrielladifelicio@gmail.com) on 2014-12-12T17:32:49Z No. of bitstreams: 1 Trabalho final de mestrado Gabriella Di Felício_2014.pdf: 2601581 bytes, checksum: 02739622c098f24592cad8c3dd27bba0 (MD5) / Approved for entry into archive by ÁUREA CORRÊA DA FONSECA CORRÊA DA FONSECA (aurea.fonseca@fgv.br) on 2014-12-17T14:46:49Z (GMT) No. of bitstreams: 1 Trabalho final de mestrado Gabriella Di Felício_2014.pdf: 2601581 bytes, checksum: 02739622c098f24592cad8c3dd27bba0 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2014-12-19T11:32:33Z (GMT) No. of bitstreams: 1 Trabalho final de mestrado Gabriella Di Felício_2014.pdf: 2601581 bytes, checksum: 02739622c098f24592cad8c3dd27bba0 (MD5) / Made available in DSpace on 2014-12-19T11:32:57Z (GMT). No. of bitstreams: 1 Trabalho final de mestrado Gabriella Di Felício_2014.pdf: 2601581 bytes, checksum: 02739622c098f24592cad8c3dd27bba0 (MD5) Previous issue date: 2014-12-04 / The job market today, undergoes transformations necessary for employees and employers. Coupled with technological progress, a large degree of connectivity and a new profile of workers opened up many opportunities and relevant aspects that have changed the way of working and their relations in several countries, including Brazil. This technological progress has provided contemporary workers to pursue alternative working outside of the workplace, the office and outside your residence without physical boundaries. Also provided the change in culture of both organizations, as employees, without compromising the Brazilian formal contractual character played by CLT or the Unified Contracting Regime. The emergence of this new type of worker needs to be inserted in the labor market respecting their peculiarities, either by private or public companies. Through a historical review of labor relations and their transformations over time, this research makes a brief reflection and analysis about telework in the Brazilian public administration, implementation, acceptance, advantages, disadvantages, difficulties, external and internal reflections, cultural impact, among others, that this 'new' way of working brings to Brazilian society and the various levels of government. / O mercado de trabalho passa hoje por transformações necessárias para empregados e empregadores. Aliadas ao progresso tecnológico, a um grande grau de conectividade e a um novo perfil de trabalhadores, surgiram muitas oportunidades e relevantes aspectos que modificaram a forma de trabalho e suas relações em vários países, inclusive no Brasil. Esse progresso tecnológico proporcionou aos trabalhadores contemporâneos a alternativa de exercer o trabalho fora do ambiente de trabalho, do escritório, bem como fora da sua residência. Proporcionou também a mudança de cultura tanto das organizações, como de seus colaboradores, sem comprometer o caráter formal contratual brasileiro exercido através da CLT ou do Regime Único de Contratação. O surgimento desse novo tipo de trabalhador acompanha a necessidade de sua inserção no mercado de trabalho respeitando suas peculiaridades, seja por empresas privadas ou públicas. Através de um resgate histórico das relações de trabalho e suas transformações ao longo do tempo, esta pesquisa faz uma breve reflexão e análise acerca do teletrabalho na administração pública brasileira, da sua implementação, aceitação, vantagens, desvantagens, dificuldades, reflexos externos e internos, impacto cultural, entre outros, que essa 'nova' modalidade de trabalho traz à sociedade brasileira e às diversas esferas governamentais.