No / A multivariate analysis identified six predictors to explain positive work-life balance (WLB) among 1,566 teleworkers. Time flexibility variables were found to be most dominant. Gender or having dependent children was not significant. These results demonstrated that controlling working hours was the most important ability for sampled teleworkers to achieve positive WLB.

Made available in DSpace on 2016-08-02T21:42:35Z (GMT). No. of bitstreams: 1 VGSilva.pdf: 620018 bytes, checksum: aa0ecd16908dd0f089ee04d941406d51 (MD5) Previous issue date: 2014-03-26 / The application of telework in Brazil has progressed and has been the focus of organizational studies in the context of work flexibility, to create new concerns about its advantages and challenges for people management. This dissertation is the result of a research that aimed to identify what aspects characterize the work of telemanager in teleworkers management. The theoretical were adopted work of Antunes (2009) to present the meanings of work in the current times, and Nilles (1999), with regard to teleworking and the role of telemanager were adopted. This is an exploratory study with qualitative approach that drew upon semi-structured interviews with telemanagers of different market segments. Through the data of interviewees, we can characterize the performance of the telemanager from the following categories: relaxed management, management model, results catalyst and telemanager profile. The results showed that teleworking emerges as an often informal alternative agreed between managers and subordinates, so not observed in the sample there is no specific preparation for the exercise of telemanagement and are subject to problems inherent in the new working procedures. For the interviewees, telemanagement arises naturally and its performance is intuitive, when teleworking is an organizational decision, a skill building training of telegemanagement occurs, once it is understood as a decision aligned with its strategic objectives. / A aplicação do teletrabalho no Brasil tem progredido e tem sido foco de estudos organizacionais no contexto da flexibilização do trabalho, por despertar novas inquietações quanto às suas vantagens e desafios para a gestão de pessoas. Esta dissertação é o resultado de uma pesquisa que teve por objetivo identificar quais os aspectos que caracterizam o trabalho do telegerente na gestão de teletrabalhadores. Como referencial teórico, foram adotados os trabalhos de Antunes (2009), para apresentação dos sentidos e significados do trabalho nos tempos atuais, e de Nilles (1999), no tocante ao teletrabalho e ao papel do telegerente. Trata-se de um estudo exploratório de cunho qualitativo, que se valeu de entrevista semiestruturada com cinco telegerentes de empresas de diferentes segmentos de mercado. Por meio dos dados dos entrevistados, pode-se caracterizar a atuação do telegerente a partir das seguintes categorias: gestão flexibilizada, modelo de gestão, catalisação de resultados e perfil da telegerência. Os resultados demonstraram que o teletrabalho surge como uma alternativa muitas vezes informal, acordado entre gestores e subordinados assim, não se observou na amostra pesquisada um preparo específico para o exercício da telegerência, estando sujeitos a problemas inerentes ao novo regime de trabalho. Para os entrevistados, a telegerência surge de forma natural e sua atuação é intuitiva, quando o teletrabalho parte de uma decisão organizacional há ocorrência de treinamentos para capacitação da telegerência, por compreender ser essa decisão alinhada com seus objetivos estratégicos.

Cloud Computing has become a serious participant in ICT in past few years. Technical and economic attributes of Cloud Computing can change a forecast in an organization. These benefits are investigated and putted into large picture of teleworking. In critical moment there is flexibility, which is crucial either for the organization or for the individual. How much is flexibility important is illustrated on the example of organization, that is considering whether the cloud computing and teleworking is the right way for the their future.

Práce se zabývá možnostmi a způsoby, jakými lze v dnešní době pracovat z domova. Definuje a osvětluje jednotlivé pojmy, které s touto problematikou úzce souvisí, protože je tato oblast zatím v literatuře jen velmi nejednoznačně popsána. Základním cílem této práce je pokus vymezit práci z domova a mimo stálé pracoviště. Druhým cílem je ukázat vzory takovéto práce a upozornit na její pozitiva a negativa. Dalším cílem je ukázat jednotlivé možnosti, kterými lze tento model práce či podnikání realizovat. Po úvodní kapitole, která definuje základní pojmy, následuje druhá část práce, která řeší možné postupy při realizaci práce z domova. Třetí část práce je zároveň nejobsáhlejší a je věnována zkušenostem a konkrétním příkladům nabídek na práci z domu.

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Denna uppsats är en kvalitativ studie där syftet var att undersöka hur arbetsplatsförändringar till följd av covid-19 pandemin påverkar en organisations kultur. De arbetsplatsförändringar som står i fokus är när vissa medarbetare fortsätter arbeta på plats och andra börjar arbeta hemifrån. Tillvägagångssättet var sju semistrukturerade intervjuer med medarbetare i organisationen. Vi har analyserat det insamlade materialet med hjälp av en tematisk analys där vi skapade två huvudteman med tre underteman till respektive huvudtema. Det insamlade materialet och tillhörande analys har i huvudsak diskuterats med bland annat strukturperspektivet, symbolperspektivet och Scheins kulturteori. Vi har dragit slutsatserna att organisationskulturen påverkas av förändrade arbetsplatsförhållanden, detta i form av infört distansarbete. Vi kunde exempelvis se förändringar som sociala band, stressnivåer och effektivitet. Att införa distansarbete kan ge många goda effekter på organisationskulturen, detta bland annat genom minskad stress och större produktivitet och vi kunde även se negativa effekter som mer uppdelad kultur och försämrad kommunikation. Organisationens ledning har däremot upprätthållit delar av organisationskulturen genom att arbeta med spridning av kommunikation, information och värdeord. Därmed blev riskerna som kan införas på grund av distansarbetet inte lika påtagliga.

The corona pandemic has led to many different changes in society, where many companies have had to adapt and readjust to teleworking. This has resulted in different challenges within the working life, for both employers and employees. One of these challenges is how to manage work motivation among the employees. The purpose with this study is therefore to increase awareness of which factors that are important for work motivation among the employees during a forced telework. Furthermore, the aim of this study is to increase awareness of what conditions the employer creates for the work motivation and how the conditions have become valuable for the work motivation among the employees. Previous research about work motivation includes a discussion between intrinsic and extrinsic sources of motivation. Furthermore, it also presents different perspectives of work motivation, both through an individual and organizational. The previous research in the field of teleworking shows that combining teleworking with office work is the most preferable way, since there are several advantages and disadvantages with teleworking. This study is based on qualitative interviews with employees and management within a construction and maintenance company. The result of the study shows that the most important motivational factors for work motivation among employees are related to intrinsic work motivation. These factors are the work itself, responsibility, confirmation and accomplishment. The result also shows that the management of the company has created favorable conditions for the work motivation during the teleworking period. Lastly, the result shows how the conditions that the company has created have become valuable for the work motivation during the readjustment to teleworking. The adjustments that the management have made have created the right conditions for the employees. Because of these adjustments, the employees have been able to perform their working tasks without further issues. Thus the created conditions by the company has contributed to maintaining the work motivation among the employees. / Coronapandemin har tvingat samhället till olika förändringar, däribland att många företag behövt ställa om till distansarbete. Det har resulterat i olika utmaningar inom arbetslivet, både för arbetsgivare och arbetstagare. En av dessa utmaningar är arbetet med de anställdas arbetsmotivation. Syftet med denna studie är därför att ge en ökad förståelse för vilka faktorer som är viktiga för arbetstagares arbetsmotivation vid ett påtvingat distansarbete. Vidare ämnas studien ge en ökad förståelse för vilka förutsättningar arbetsgivaren skapar för arbetsmotivationen, samt hur dessa förutsättningar fått betydelse för de anställdas arbetsmotivation. Tidigare forskning om arbetsmotivation diskuterar kring inre- och yttre motivationskällor samt arbetsmotivation ur ett individuellt och organisationellt perspektiv. Den tidigare forskningen inom ämnet distansarbete visar att kombinationen av distans- och kontorsarbete är att föredra, då det finns både för- och nackdelar med att arbeta hemifrån. Denna studie baseras på kvalitativa intervjuer med anställda och ledning inom ett bygg- och förvaltningsföretag. Studiens resultat visar att de viktigaste motivationsfaktorerna för de anställdas arbetsmotivation är relaterade till en inre motivation. Dessa faktorer är själva arbetet, ansvar, prestation samt bekräftelse. Resultatet visar även att företagets ledning har skapat förutsättningar för medarbetarna som är gynnsamma för arbetsmotivationen under det påtvingade distansarbetet. Slutligen framkommer det att de förutsättningar som företagets ledning har skapat har haft betydelse för medarbetarnas arbetsmotivation under omställningen från kontorsarbete till distansarbete. De anställda har genom dessa åtgärder kunnat utföra sina arbetsuppgifter utan större problem. Således har Företagets skapade förutsättningar bidragit till att bibehålla arbetsmotivationen hos de anställda.

Telecommuting has become a globalized phenomenon after the Covid-19 pandemic. Itallowed technological improvements which made this context easier to handle forcoworkers. Because it can improve personal comfort and quality of life, and allowflexibility, companies are adopting this way of working widely so it makes it aninteresting topic to study. Therefore, the purpose of this research is to understand theeffects that telecommuting has on teamwork efficiency and particularly on new productdevelopment teams. The study was conducted with two project teams working on new ITproducts development from two different French companies.The current literature is mainly focused on the individual effects and consequences oftelecommuting towards team members, at the expense of collective effects. Little researchwas made to link collective consequences to the existent teamwork efficiency criteria.Furthermore, the solutions to address the challenges created by telecommuting, andespecially the ideal rhythm of work to have, are not sufficiently studied in the literature.To address these gaps, our research was conducted using a qualitative methodology whichallowed us to understand better how telecommuting is impacting teamwork efficiency innew product development project teams and how they can face these challenges.In order to do this, we conducted fourteen interviews with two different project teams:one composed of five coworkers, and the other one composed of nine coworkers. It helpedus to gain a better understanding of how telecommuting is experienced collectively byteam members. We analyzed the data through the use of coding, which allowed us todiscover six main themes: interactions, home-office balance, tools and methodologies,teamwork efficiency characteristics and behaviors, outcomes on new productdevelopment and future considerations. Finally, we were able to understand thatindividual, and mainly collective direct consequences of telecommuting influenceteamwork efficiency characteristics and behaviors adopted by the team members, whichwould make them develop strategies and solutions to answer these challenges.

The fast spread of the COVID-19 pandemic forced a sudden worldwide lockdown and an increased number of companies and organizations abruptly decided to let their employees telework due to requirements on social distancing. Maintaining employee productivity has become one of the most important factors to consider when adopting new corporate teleworking policies, which in turn has arguably increased the need for more substantial research in this field. Existing studies also lack a more comparative approach when analyzing teleworking influences on productivity, for instance between countries where the use of teleworking can be said to differ traditionally. Therefore, the purpose of this thesis is to investigate how teleworking has affected employee productivity in Finland compared with China, particularly during the COVID-19 pandemic. A qualitative and comparative method was applied through semi-structured interviews, with respondents from Finland and China. The empirical findings showed both similarities and differences regarding how teleworking influenced Finnish and Chinese employees productivity on the individual, group and organizational level. Further, some interesting findings of teleworking influencing work-family conflict were shown. The findings suggested that both managers and employees should pay attention to how teleworking influences employee productivity to maintain and even increase teleworkers’ productivity during the COVID-19 pandemic.

When the pandemic, which has yet to end, began in 2020, the Swedish public health authority strongly recommended employees to set up work from home. Instead of meeting colleagues and coworkers face to face at the office or in-person meetings elsewhere many employees moved such meetings to a variety of digital platforms. In addition to serving as a primary means by which organizations function, these meetings foster their growth and development. Before the pandemic a variety of office meeting places, including boardrooms, lunchrooms, cubicles, hallways and water fountains served as important contexts for organizational learning. After all, places both formal and informal where information and ideas were shared, shape organizations´ shared experiences and common understandings. Teleworking moved many activities to new contexts, including digital platforms. In this study, I examined how various employees at two departments of education perceived how shifting to digital platforms affected workplace dynamics, especially on tasks that involved communication, collaboration, experiences and feedback which are all conditions for learning and in that sense contributed to prior research on the topic. The study was informed by previous research on teams that worked remotely before the pandemic. My contribution involves participants who had little or no experience of teleworking nor had they choose that structure of working. The theoretical framework deals with theories of organizational learning, including experiential learning and team learning. The study largely confirmed a number of shortcomings that teleworking may have in terms of learning conditions, such as informal and spontaneous communication and the feeling of social presence, issues that may affect problem solving and common understandings and a risk of ideas “falling between the cracks”. However, the study shows that in some cases the habit of using a digital platform contributed to creating a greater feeling of social presence between employees, especially for those who had not worked in the “same corridor” nor in close proximity to each other. In general, the study shows that the option to meet via digital platforms creates future opportunities by allowing the precise nature of specific tasks to determine the optimal contexts for collaboration. That is, digital platforms might serve as the optimal context for some task whereas in person- meeting might be preferable for others.