Knowledge is the resource that provides the best possibilities of being competitive since it increases while used and is difficult to copy. Knowledge sharing has been shown to increase organizational performance in both tangible and intangible measures. Therefore, it is important that employees of a research and development department in a large Swedish industry, that were recommended to telework in combination with short-time working due to covid-19, continue sharing knowledge. This study aimed to analyze how employees in a development department share knowledge while teleworking and how it differs from knowledge sharing in a traditional office. The phenomenon was analyzed in-depth, especially what prevents the knowledge from being shared and knowledge sharing barriers that exist during telework. The objective was to gain further knowledge of how departments can share knowledge efficiently while teleworking. A qualitative single case study was conducted and 8 semi-structured interviews were held with employees at the department. The findings suggest that knowledge sharing occurs with tools that are used in a traditional office and that is no difference in terms of whom employees share knowledge with, but the face-to-face meetings are missing. A further suggestion is that it occurs by less informal knowledge sharing and that the meetings tend to have a stricter agenda that is kept at a higher degree than when working in a traditional office. The knowledge sharing barriers identified were: challenging to express knowledge, time constraints, uncertainty which knowledge to share with whom, less informal places to share knowledge, lack of trust, differences in experience/knowledge/education, attitude, and culture & leadership. The results give companies in similar situations cognizance of how knowledge sharing occurs and differ when suddenly teleworking is required and knowledge sharing barriers that exist. These findings identify risks and difficulties of knowledge sharing when teleworking.

Today's society is changing and is becoming increasingly digital. When the Covid-19 pandemic broke out, the old patterns of society had to change in order to reduce the spread of infection. The pandemic made it possible to create change in working life as many had to work from home to avoid large crowds in the community. All meetings that used to be physical now became digital, and questions that could easily be asked to the colleague in the office now required a planned meeting. In this study, we have therefore chosen to study how teleworking has affected relationship building in working life. The study will focus on perceived obstacles that teleworkers have encountered when it comes to interacting through digital tools. We have chosen to limit our study to only those individuals who worked remotely and who only met their colleagues a few times physically. The results showed many advantages of working remotely, but many were skeptical of the concept at the beginning of the pandemic. Today, many believe that it is easier to combine work and private life when working remotely. On the other hand, the majority experience loneliness without social interaction and difficulties with communication through technology. It turned out, despite the disadvantages, that the majority wants to continue working remotely. Finally, the study showed that the physical contact between colleagues is significant for a personal relationship to exist at a distance. The participants in this study experienced that the physical workplace is the room for relationship building which means that today's technology is not enough. / Dagens samhälle genomgår en förändring där den blir allt mer digitaliserad. När Covid-19 pandemin bröt ut var samhället tvungen att bryta de gamla livsvanorna för att minska smittspridningen. Pandemin gjorde det möjligt att skapa förändring i arbetslivet då många blev tvungna att arbeta hemifrån för att undvika stora folkmassor ute i samhället. Alla träffar som brukade vara fysiska blev då digitala. Frågor som enkelt kunde ställas till kollegan på kontoret krävde nu en mötesbokning. Syftet med denna studie är att belysa hur distansarbetet har påverkat relationsskapandet i arbetslivet. Studien kommer att fokusera på upplevda hinder som distansarbetare stött på när det gäller att interagera genom digitala verktyg. Detta kommer att genomföras med hjälp av kvalitativa intervjuer. Vi har valt att avgränsa vår studie till enbart de individer som arbetat på distans och som endast träffat sina kollegor ett fåtal gånger fysiskt. Resultatet visade på många fördelar med att arbeta på distans men att många var skeptiska till konceptet i början av pandemin. Idag menar många att det är enklare att få ihop arbetslivet och privatlivet när arbetet sker på distans. Däremot upplever majoriteten av respondenterna en ensamhet utan den sociala interaktionen och svårigheter med kommunikationen digitalt. Det visade sig trots nackdelarna att majoriteten vill fortsätta arbeta på distans. Respondenterna i denna studie upplevde att den fysiska kontakten mellan kollegor är betydande för att en personlig relation ska existera på distans, alltså visade det sig att den fysiska arbetsplatsen är ett forum där relationsskapande utvecklas medans den digitala plattformen inte räcker till.

Teleworking as a result of the pandemic has resulted in many jobs being digitized and interactions taking place mainly via digital platforms. The risks associated with teleworking are high workload, lack of social support and low commitment, which often leads to psychological strain and stress. The purpose of this study is to increase the understanding of middle managers' need for social support when teleworking, how it is related to stress and whether there are any gender differences in the need for social support. This qualitative study is based on semi-structured interviews with three female and three male middle managers, all of whom work within the same government agency. The theoretical framework used in this study is Yvonne Hirdman's gender theory, House theory of social support and Karasek and Theorell's demand-control-support model. The result of the study is that female and male middle managers seem to experience a consistent need for emotional-, instrumental- and informational support. On the other hand, there seem to be gender differences in the need for appraisal support where women seem to have a greater need. The results also indicates that the source of stress varies to some extent between women and men, where women experience a greater need to provide social support for teleworking, which in turn causes stress. / Distansarbete som en följd av pandemin har resulterat i att många arbeten digitaliserats och interaktioner förekommer främst via digitala plattformar. Det förekommer risker med distansarbete i form av hög arbetsbelastning, bristande socialt stöd och lågt engagemang, vilket ofta leder till psykisk belastning och stress. Syftet med studien är att öka förståelsen för mellanchefers behov av socialt stöd vid distansarbete, hur det är relaterat till stress samt om det finns några könsskillnader i behovet av socialt stöd. Denna kvalitativa studie har samlat in empirin genom semi-strukturerade intervjuer med tre kvinnliga- och tre manliga mellanchefer där samtliga arbetar inom samma statliga myndighet. Det teoretiska ramverk som använts är Yvonne Hirdmans genusteori, House teori om socialt stöd samt Karasek och Theorells krav-kontroll-stödmodell. Resultatet från studien är att kvinnliga och manliga mellanchefer tycks uppleva ett samstämmigt behov av emotionellt-, instrumentellt- och informativt stöd. Däremot tycks det förekomma könsskillnader i behovet av det värderande stödet där kvinnor tycks ha ett större behov. Resultatet tyder även på att källan till stress varierar i viss grad mellan kvinnor och män, där kvinnor upplever ett större behov av att ge socialt stöd vid distansarbete vilket de upplever orsakar stress.

Teleworking has first been introduced in the U.S. after the oil crisis that has happened during the 1970s. The main purpose of teleworking in that time was to save fuel and energy regarding the high prices that were practiced on it. Nowadays, this untraditional way of working is back on stage as the improvements in technology have considerably contributed to its spreading and the rise of the e-commerce industry has increased the demand of teleworkers. Our study focuses on the teleworkers in the context of startups and analyze the effects of them on the entrepreneurial atmosphere that involves these small ventures. There is evidence that startups are likely to hire teleworkers because they usually have small offices. Moreover, besides keeping low costs in terms of structure and free up more space, they are motivated to employ them in order to become more productive. But besides this little insight, a very few has yet explored further on this research area, although it would have been interesting for employers to know more about it. Thus, our study questions how teleworkers that have been depicted as assets for startups foster entrepreneurship. Geographically speaking, our research focuses on the French territory and startups that are thus based in France. This study was conducted using a qualitative study and using interviews as a way to gather data. To answer our research question, we have interviewed five teleworkers from French startups and five employers/managers that are actually working with these telecommuters. We followed the principles of semi-structured interviews by using an interview guideline and following it in the main guidelines. We have structured our interviews in three main themes regarding our topic and the theoretical framework we have developed: teleworking, startup and innovation, entrepreneurship and innovation. Our results have demonstrated that the better work environment, and the flexibility provided by teleworking were characteristics that are helping to foster entrepreneurship in startups. These teleworkers are more likely to identify and discover opportunities, but also to exploit them, and increase the innovativeness that is key to entrepreneurship and startups.

A função de trabalho de escritório e suas atividades pertinentes, cada vez mais se fundem com a rotina da vida doméstica dos grandes centros urbanos, impulsionados pelas novas tecnologias de comunicação e informação, pelas novas modalidades de relações trabalhistas e pela condição de mobilidade urbana cada vez mais caótica. Os lançamentos imobiliários recentes adotaram o Home Office em seus prospectos de vendas como mais um atrativo na decisão de compra do cliente, o que pode ser analisado como uma tendência de que o mercado promotor de unidades habitacionais esteja indo de encontro com as necessidades e exigências dos usuários e o Escritório Residencial é uma delas. Em um primeiro momento, este trabalho investiga as inserções dos espaços para o trabalho de escritório nos lançamentos imobiliários com o objetivo de identificar quais os ambientes que cederam área física ou que coexistem com as atividades desta função; e, posteriormente investiga as condições dos postos de trabalho no que se refere a algumas questões ergonômicas, estudando estas condições à luz de parâmetros de conforto pré estabelecidos. / The office work and its activities are mixing with the routine of the domestic life of the great urban centers, stimulated by new communication and information technologies, new modalities of working relationships and the chaotic conditions of urban mobility. The recent real estate launchings had adopted the home office in its sales prospects as one plus attractive in the customers decision of purchase, what it can be analyzed as a trend of that the promotional market of dwelling units target is to supply the necessities and requirements of the users and the home office is one of them. This research investigates the insertions of the spaces for the office work in the residential real estate launchings with the objective to identify to which the environments that had yielded physical area or that they coexist with the activities of this function; and, later investigates the work place conditions, analyzing some human factors questions, comparing these conditions with the comfort standards.

A função de trabalho de escritório e suas atividades pertinentes, cada vez mais se fundem com a rotina da vida doméstica dos grandes centros urbanos, impulsionados pelas novas tecnologias de comunicação e informação, pelas novas modalidades de relações trabalhistas e pela condição de mobilidade urbana cada vez mais caótica. Os lançamentos imobiliários recentes adotaram o Home Office em seus prospectos de vendas como mais um atrativo na decisão de compra do cliente, o que pode ser analisado como uma tendência de que o mercado promotor de unidades habitacionais esteja indo de encontro com as necessidades e exigências dos usuários e o Escritório Residencial é uma delas. Em um primeiro momento, este trabalho investiga as inserções dos espaços para o trabalho de escritório nos lançamentos imobiliários com o objetivo de identificar quais os ambientes que cederam área física ou que coexistem com as atividades desta função; e, posteriormente investiga as condições dos postos de trabalho no que se refere a algumas questões ergonômicas, estudando estas condições à luz de parâmetros de conforto pré estabelecidos. / The office work and its activities are mixing with the routine of the domestic life of the great urban centers, stimulated by new communication and information technologies, new modalities of working relationships and the chaotic conditions of urban mobility. The recent real estate launchings had adopted the home office in its sales prospects as one plus attractive in the customers decision of purchase, what it can be analyzed as a trend of that the promotional market of dwelling units target is to supply the necessities and requirements of the users and the home office is one of them. This research investigates the insertions of the spaces for the office work in the residential real estate launchings with the objective to identify to which the environments that had yielded physical area or that they coexist with the activities of this function; and, later investigates the work place conditions, analyzing some human factors questions, comparing these conditions with the comfort standards.

Work performance outside the employer's workplace Abstract The aim of this diploma thesis is to describe the institute work performance outside the employer's workplace, to assess its current legislation and to provide possible solutions in terms of de lege ferenda. The first part of the diploma thesis defines basic terms relating to discussed issues, which are place of work, regular workplace, homeworking and teleworking, for the purposes of better understanding of the following text. The second part deals with the historical development of this institute from the first legal regulations relating to homeworking to current legislation contained in the Labour Code and in Act on Civil Service. One chapter of this part is also dedicated to amendment of the Labour Code from 2017, which should have brought substantial changes into this institute, but it was not accepted. The third part represents the most significant documents concerning homeworking or teleworking at the international level and at EU level. The Labour Code introduces several variations from statutory regulations for employees who work outside the employer's workplace and organize their working time themselves. The fourth part analyses individual variations and their impact on employees. The pivotal fifth part deals with individual problematical...

The rapid development of information technology has enabled the use of virtual teams, which are teams whose members use IT to coordinate their activities from a dispersed setting. The phenomenon of virtual teams raises questions regarding issues related to this type of work, i.e. organisational identification and other problems related to virtual work. We have investigated how to best manage these teams in order for managers to be successful in the virtual environment by studying the advantages and disadvantages as well as success factors. The study has used a mixed methodology, where we have interviewed 8 managers that are active in virtual work and we have also conducted a survey to investigate how members of virtual teams perceives issues of organisational identification and issues related to virtual work. One of the most important findings of this study is that there was a positive relationship between level of organisational identification and level of virtuality, member involvement, and previous experience. The strongest predictor for organisational identification was although the level of member involvement. We can conclude that the main advantages of virtual work were cost reduction and the access to competence. The main disadvantage of virtual work was identified as lack of interpersonal relations in the workplace. Other disadvantages were found as unorganised meetings, unprioritised work as well as technological issues. The most important success factors were found to be Clear roles and Responsibilities, Pre-agreement/time plan, Defined Strategies. These three factors could be summarised as "What needs to be done, when and by who‟. Moreover, clear and distinct communication within the team in order to avoid misunderstandings, followed by User-friendly technology and to have previous experience of technology used was also identified as important factors in virtual work. Other success factors identified was the use of Face-to-Face meetings.

Submitted by Noeme Timbo (noeme.timbo@metodista.br) on 2017-01-18T12:43:52Z No. of bitstreams: 1 Aparecida Bucater.pdf: 578668 bytes, checksum: 587e88c920df9ade61c714d402ea5f34 (MD5) / Made available in DSpace on 2017-01-18T12:43:52Z (GMT). No. of bitstreams: 1 Aparecida Bucater.pdf: 578668 bytes, checksum: 587e88c920df9ade61c714d402ea5f34 (MD5) Previous issue date: 2016-08-23 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / This study aimed to identify the factors that interfere in the e-Leadership process and to identify the challenges and skills demanded of e-Leader. Therefore the option was for a qualitative study and research was exploratory in nature. The tool used was the interview with the support of semi structured script. We interviewed six professionals with expertise in classroom leadership, working with remote teams in medium and large companies from various sectors. Data from the interviews were grouped, categorized and analyzed to facilitate the reading and understanding of the study. The research findings corroborate studies on the remote work environment that involves time, space and technology and is characterized by flexibility. They identified four factors that interfere as facilitators of e-Leader action: the technology, the team´s characteristics, infrastructure organizations offer and virtual meetings, the latter with an approach one differentiated both in relation to researchers considered for this study. The main challenges were identified control, team motivation and adaptation to the new model corroborating the studies considered for this job. Regarding skills were identified fiveteen that corroborated the studies on the subject, five appointed by the researchers and not cited by respondents and seven presented by the interviewees and were not found in the studies considered for this work. / Este estudo teve como objetivo identificar os fatores que interferem no processo de e-Liderança, bem como identificar os desafios e as competências demandadas do e-Líder. Para tanto a opção foi por um estudo de caráter qualitativo e a pesquisa foi de natureza exploratória. A ferramenta utilizada foi a entrevista com apoio de roteiro semiestruturado. Foram entrevistados seis profissionais com experiência em liderança presencial e atuando com equipes remotas em empresas de médio e grande porte, de segmentos diversos. Os dados das entrevistas foram agrupados, categorizados e analisados, para facilitar a leitura e compreensão do estudo. As conclusões da pesquisa corroboram os estudos sobre o contexto do trabalho remoto que envolve tempo, espaço e tecnologia e tem como característica a flexibilidade. Foram identificados quatro fatores que interferem como facilitadores da atuação do e-Líder: a tecnologia, as características da equipe, a infraestrutura que as organizações oferecem e as reuniões virtuais, estas últimas com uma abordagem um tanto diferenciada com relação aos pesquisadores considerados para este estudo. Como principais desafios foram identificados controle, motivação da equipe e adaptação ao novo modelo corroborando os estudos considerados para este trabalho. Com relação às competências foram identificadas quinze que corroboraram os estudos sobre o tema, cinco apontadas pelos pesquisadores e não citadas pelos entrevistados e sete apresentadas pelos entrevistados e que não foram localizadas nos estudos considerados para este trabalho.

Este estudo trata da relação entre tempo e trabalho em atividades de teletrabalho. Teletrabalho, na sua definição mais enxuta, seria trabalho realizado a distância com utilização de tecnologias informacionais. O objetivo do estudo é analisar a produção, gestão e experiência do tempo no teletrabalho, partindo de entrevistas semi-estruturadas com teletrabalhadores no Brasil e em Portugal, analisadas por meio da metodologia da “análise da fala”. Para a análise dos resultados divide-se o grupo de entrevistados em dois subgrupos conforme a relação maior ou menor de dependência no trabalho, o grupo dos teletrabalhadores por conta própria (empresários, autônomos e informais) e o grupo dos assalariados. Aborda-se o surgimento e definição do teletrabalho em um contexto de transformações sociotécnicas que são ao mesmo tempo sociais, organizacionais e tecnológicas, em especial a flexibilidade no e do trabalho e a expansão da utilização de tecnologias informacionais. Analisam-se as práticas e discursos contemporâneos sobre a flexibilidade e a individualização no trabalho e como se expressam no teletrabalho. Além disso, analisam-se as relações sociais em que estão envolvidos teletrabalhadores, com clientes ou chefias e familiares. Analisam-se também as experiências singulares do tempo no teletrabalho, que depende da situação socioprofissional atual e do percurso profissional de cada teletrabalhador. Como resultado deste estudo, mostra-se que a relação entre tempo e trabalho, no teletrabalho; pressupõe o engajamento subjetivo dos teletrabalhadores, que denominamos engajamento individualizante. Esse tipo de engajamento implicaria a associação entre uma gestão do tempo baseada no autocontrole (de si) e na autodisciplina (do tempo) e a produção do tempo como matéria elástica, que, conforme a necessidade, poderia ser “estendida”, revertendo-se em sobretrabalho ou disponibilidade integral para o trabalho, ou “encurtada”, no sentido da predominância da lógica do curto prazo. / This study is about the relation between time and work in teleworking activities. Teleworking, in its most concise definition, would be the work done from a distance utilizing informational technologies. The objective of the study is to analyze the production, management and experience of time in teleworking, starting with semi-structured interviews with teleworkers in Brazil and in Portugal, analyzed through the “conversation analysis” method. For result analysis, a group of interviewees is divided into two subgroups according to a greater or smaller relation to work dependency, the group of self-employed teleworkers (entrepreneurs, freelances and informal workers) and the group of wage-earners. The appearance and definition of teleworking are approached in a context of sociotechnical transformations, which are at the same time social, organizational and informational. The contemporary practices and discourses on work flexibility and individualization are analyzed, as well as how they express themselves in teleworking. In addition, the social relations in which teleworkers are involved with clients or bosses and family members are analyzed, as are the singular experiences concerning time in teleworking, which depend on each teleworker’s current socioprofessional situation and the professional course. As a result of this study, it is shown that the relation between time and work in teleworking assumes subjective engagement from teleworkers, which we call individualizing engagement. This sort of engagement would imply an association between time management based on self-control (of one’s self) and on selfdiscipline (of time) and the production of time as elastic matter, which according to its necessity, could be “extended”, reverting to overwork or full-time availability for work, or “shortened”, in the sense of the logical predominance of a short-term lifestyle.