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Relevant bibliographies by topics / Remote working

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Academic literature on the topic 'Remote working'

Author: Grafiati

Published: 4 June 2021

Last updated: 12 June 2025

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Journal articles on the topic "Remote working"

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Bird, Judith. "Remote working." Data Processing 28, no. 2 (1986): 87–88. http://dx.doi.org/10.1016/0011-684x(86)90103-6.

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Tankard, Colin. "Remote working reset now required." Network Security 2020, no. 10 (2020): 20. http://dx.doi.org/10.1016/s1353-4858(20)30120-3.

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D´Cruz, Len. "The challenges of remote working." BDJ In Practice 33, no. 5 (2020): 27. http://dx.doi.org/10.1038/s41404-020-0396-6.

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Goddard, Charlotte. "Remote working in children's services." Children and Young People Now 2022, no. 3 (2022): 22–25. http://dx.doi.org/10.12968/cypn.2022.3.22.

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Bessonova, Yu V. "PSYCHOLOGICAL VULNERABILITIES OF REMOTE WORKING INTERACTION." Modern Psychology 5, no. 1(10) (2022): 31–39. http://dx.doi.org/10.46991/sbmp/2022.5.1.031.

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Remote work interaction is becoming the most important trend in employment management. The work-from-home online job affected not only in technical occupations who have experience in remote working. Different professions were simultaneously involved in online interaction, regardless of skills, willingness or nature of its work. Unlike human- computer interaction, main feature of this interaction is communication between people that built outside the logic of the programming language and it is due to socio-psychological mechanisms rather than technical re- quirements. Online interaction depends on communication processes, cyber shadow saving / data updatability, anonymity and self-disclosure degree, etc. The comparative features of online and offline communication, the spe- cifics of network language and communication can be considered relatively studied at the present time. However, online professional communication is beyond the focus of the researchers' attention, including the exposure of such online communication to the influence of motivation, psychological barriers, user beliefs, preferences and attitudes. User experience, affective support, and user attribution and motivation were identified as the priority predictors of remote working efficiency in the conditions of a massive and sudden shift to new working conditions.

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Dowling, Mike. "Enabling remote working: protecting the network." Network Security 2012, no. 3 (2012): 18–20. http://dx.doi.org/10.1016/s1353-4858(12)70047-8.

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McKenna, Brian. "The Economist says remote working spiralling." Computer Fraud & Security 2004, no. 12 (2004): 20. http://dx.doi.org/10.1016/s1361-3723(05)70187-1.

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Walker, Veronica, and Lynne Adamson. "Occupational Therapists Working in Remote Locations." World Federation of Occupational Therapists Bulletin 17, no. 1 (1988): 7–8. http://dx.doi.org/10.1080/14473828.1988.11785170.

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Izbienova, T. A., and M. I. Averyanova. "Balance of working time and rest in remote working conditions." Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), no. 1 (December 29, 2020): 17–23. http://dx.doi.org/10.33920/pro-3-2101-03.

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The spread of digital technologies and electronic devices, the natural interest of businesses to save money on creating and equipping jobs, as well as the global COVID-19 pandemic provoked a sharp increase in remote labor for employees. The specifics of the organization of work using digital technologies, in the "home office", required the establishment of special rules for recording working hours in order to protect physical and mental health of employees and review existing legislative approaches to accounting for working hours spent outside of a stationary workplace. The authors, examining Russian legislation and practice of regulation of this issue in European countries, particularly Germany, propose to amend the Labour Code of the Russian Federation, stipulating provisions for the protection of leisure time and health of persons working in the mode of remote operation.

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Phillips, Stephen. "Working through the pandemic: Accelerating the transition to remote working." Business Information Review 37, no. 3 (2020): 129–34. http://dx.doi.org/10.1177/0266382120953087.

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Dissertations / Theses on the topic "Remote working"

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Wilkinson, Jennifer Kate. "New working practices : identity, trust, and the emotional experience of remote working." Thesis, University of the West of England, Bristol, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.573581.

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Developments within organisations and their management are enabling organisations to consider new ways of working in contrast to traditional office based patterns. In many cases these changes to working practices have been driven by developments in information technology (IT), which have allowed organisations to evolve into a state of flux with the emergent beginnings of a disparate workforce. Advances in IT and an emphasis on work/life balance are leading some organisations to try to capitalise on this evolution and potentially revolutionise the working environment by creating strategic organisation structures that sustain a remote workforce. The aim of this study is to explore the emotional experience of remote working. More specifically, to explore the interplay between 'identity and agency', 'trust and structure', and the relationship between the emotions expressed and the remote workers' perceptions of agency and structure. Building on a pilot study this research adopts an interpretative approach which considers remote working as a lived experience for participants who consider themselves remote workers and to varying degrees, work remotely. A survey was undertaken in the form of electronic questionnaires in order to gain a breadth of responses and to develop and inform my approach to. interview and analysis. The research then focuses on in-depth individual interviews with fifteen participants. Mind maps were used to gather data and undertake initial in-situ analysis within individual interviews. Diaries presented to participants as log accounts were also used. A thematic approach to data analysis is adopted and data interpreted within a social constructionist paradigm. The findings of the study are presented in three themes that were explored and developed within the research: identity and agency, trust and structure, and the emotional experience of remote working. The first of these explores how remote workers undertake identity work in an environment of decreased social cues and the interaction between this and their perceptions of agency. The second theme explores how remote workers attribute meaning to trust and the interaction between this and their perceptions of structure within an environment of decreased social cues. The emotional experience of remote working is discussed as guilt, isolation, frustration, and freedom and considers the interplay between the emotions expressed by participants and their perceptions of agency and structure. In brief, the research findings suggest that identity work undertaken by remote workers is intertwined with their perception of agency and that there is an interaction between the way in which remote workers attribute meaning to trust and how they perceive the structure of remote working. The research suggests further that there is interplay between the emotions expressed by remote workers and perceptions of their agency and perceptions of the structure of remote working practice. This thesis aims to contribute to the field in three ways: theoretically, methodologically and empirically. In summary, the theoretical contribution of this thesis is in its aim to initiate critical debate from an inter-subjective, interpretive perspective. The methodological contribution is via a reflective approach to interview developed in this research which addresses the issues of the hermeneutic circle and attempts to give clarity to the voice to the participants, The third contribution to the field is the empirical nature of the study which furthers understanding of the experience of remote workers by empirically evaluating the theoretical discussion around the concepts of identity, trust and emotions in light of notions of agency and structure.

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Josefsson, Tove. "To reorganise during an era of remote working." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-301261.

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Challenges and opportunities due to a reorganisation while working remotely are here investigated by conducting a case study, based on the individual perspective of employee commitment. Reorganisation is becoming common practice to maintain competitiveness on the market and to adjust changes in the internal and external environment. To succeed with a reorganisation, trust, qualitative communication and leadership are needed to engage the employees to feel the need of change, otherwise the risk of failure is great (Burnes 2009). The company, where the study was performed, drastically moved its entire project management business from the office to the employees' homes in March 2020 as the Covid-19 pandemic broke out and few months later they began a reorganisation that had been planned for some time. This research aims to fill the gap in the existing literature for remote implementation of a reorganisation. To answer the research question, qualitative research methods were employed, including participant observations and in-depth interviews with a diverse group of managers and employees. The data collected were analysed using thematic analysis and a review of literature on change management, remote working and knowledge worker productivity has been included in the analysis. While the work environment in the office used to be social, with managers and colleagues within reach, the digital work environment is characterised by a feeling of distance to colleagues and managers, where most of the communication takes place synchronously. Various productivity aspects that are important during a reorganisation are affected as knowledge is not shared in the same way as before and a creative environment is difficult to achieve. In conclusion, the main challenge found from a reorganisation carried out while working remotely is to create a sustainable digital work environment with numerous opportunities for social interactions and a dynamic environment where new ideas are born and employees can discuss openly. On the other hand, balance between work and private life are improved, as well as the chances of employee retention.<br>Den här undersökningen är en fallstudie där utmaningar och möjligheter att genomföra en omorganisation medan man anställda arbetar på distans undersöks. Den baseras på det individuella perspektivet medarbetarengagemang. Att omorganisera en verksamhet blir vanligare för att hålla sig konkurrenskraftig på marknaden men också för att anpassa sig till förändringar i den interna och externa miljön. För att lyckas med en omorganisation krävs förtroende, kvalitativ kommunikation och ledarskap som engagerar de anställda till att känna behovet av förändring, annars är risken för misslyckande stor (Burnes 2009). Företaget för denna fallstudie gjorde en drastisk övergång från att arbeta på kontoret till att arbeta hemifrån för hela projektledningsverksamheten i mars 2020 då Covid-19 pandemin bröt ut, och några månader senare inledde de en omorganisation vilken var planerad sedan tidigare. Den här forskning syftar till att undersöka något som gjorts innan vilket är att omorganisera en verksamhet medan anställda arbetar hemifrån. Kvalitativa forskningsmetoder användes för att besvara forskningsfrågan, och data samlades in genom deltagarobservationer och fördjupade intervjuer med en varierad grupp av chefer och anställda. Därefter genomfördes en tematisk analys och forskning inom områdena förändringsarbete, hemarbete och produktivitet granskades för att användas i analysen av empirin. Resultatet visar att arbetsmiljön på kontoret brukade vara social, med chefer och kollegor inom räckhåll medan den digitala arbetsmiljön kännetecknas av en känsla av distansering till kollegor och chefer, där den största delen av kommunikationen sker synkront. De slutsatser som kan dras angående utmaningar och möjligheter vad gäller genomförande av en omorganisation under distansarbete är att de största utmaningarna att är att skapa en hållbar digital arbetsmiljö med många möjligheter till social interaktion och dynamisk miljö där nya idéer föds och anställda kan diskutera öppet. De mest framträdande möjligheterna är förbättrad balans mellan arbete och privatliv och goda möjligheter till förbättring av lojalitet bland arbetstagare.

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Arnaut, Nemanja. "Leadership as Practice within a Remote Working Environment : Interview Study." Thesis, Uppsala universitet, Industriell teknik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-454547.

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The world is in a pandemic situation. Shifting to remote working has become a priority for many companies and remote work has become new normal. In doing so, industrial organizations are experiencing new challenges. Moving to the online way of working, new working conditions and different practical challenges they bring have created empirical context highly relevant for studying leadership which is currently a hot topic among scholars. Almost all studies, in the context of remote working, emphasize the importance of leadership. Nevertheless, it is argued that the most recent literature and work on leadership have remained the leader-centered approach highly employed within traditional leadership literature. The leader-centered approach focuses on individual leaders and their traits, abilities, and actions, and thus contributes to placing the abstract phenomenon of leadership into distinct individuals, thereby supporting the taken-for-granted assumption that leadership is a single-person, heroic, task. Instead, scholars call for more studies that investigate leadership as ongoing social production of direction through constructions of space of action by actors in certain practice/practices. This emergent movement in leadership research is known as leadership as practice. Accordingly, the aim of this thesis is to investigate leadership within the remote working environment, from leadership as practice perspective and through the construction of actors’ space of action. This includes an analysis of current leadership practices in relation to the construction of space of action as well as the analysis of practices that might potentially contribute to improving the current ones in doing so. An interview study has been carried out at the three companies in Serbia, Germany, and the UK with a qualitative approach. The thesis builds on a theoretical framework and empirical data that have been collected through an extensive literature review and semi-structured interviews using an open-ended interview guide. The result suggests that the current leadership practices are narrowing down the space of action. Also, the analysis of empirical data revealed that certain leadership practices have the potential to contribute to the construction of space of action within a remote working environment. The thesis’s insights might help companies to improve their own practices.

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VEPADHARMALINGAM, MURALIMANOHAR. "DESIGN OF A DUAL WORKING ELECTRODE POTENTIOSTAT FOR REMOTE BIOSENSORS." University of Cincinnati / OhioLINK, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=ucin973170579.

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Stuttle, Michael Christopher. "The development of remote controlled survey equipment to measure abandoned mine workings." Thesis, Loughborough University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.252167.

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Mo, Kevin, and Davis Jawan Luangikone. "Employee Motivation in Remote Work : Intrinsic Motivation and Self-Efficacy’s Role in Employee Motivation for Remote Environments." Thesis, Linköpings universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-176419.

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Information technology (IT) has enabled organizations to implement significant, beneficial traits of virtual organizations into their own structure such as the ability to work remotely. However, due to the COVID-19 pandemic, the business world was forced to shift towards a virtual environment where remote working has become the new norm. Thus, this study seeks to contribute to the understanding of motivation and self-efficacy for workers in this relatively new environment. This is guided by three main research questions: (1) What are the aspects of intrinsic motivations that employees feel affect employee motivation in a remote work environment?, (2) How do employees perceive incentives and other extrinsic motivators within the remote work environment?, and (3) In which possible ways does an employee believe self-efficacy has altered due to remote work? Self-determination theory (SDT) and self-efficacy were utilized as the main theoretical tools to examine the motivation of remote workers within the engineering industry along with inductive reasoning. Data for this qualitative study was gathered through the conduction of seven semi-structured interviews on two engineering companies, which are identified as Sim Co. and Mech Co. It was found that extrinsic motivators within the more autonomy supportive environment—that is remote work—will not be as influential and prominent from the individual’s perspective. Hence, supporting an individual’s perceived locus of causality (PLOC) and intrinsic motivators will be much more beneficial to motivate remote workers. It was also observed that project burnout and personal disinterest continues to conflict with remote workers as the separation between work and personal life may be an issue for the individual. Vicarious experience and physiological and emotional states were primarily affected for the interviewees during the transition to remote work. This led to a change in self-efficacy for the individual along with competence and autonomy. This research has concluded: (1) remote employee motivation is influenced more by intrinsic motivations rather than extrinsic motivations similar to the in-office environment, and (2) self-efficacy judgment was affected in two components by remote work一vicarious experience and physiological and emotional states.

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Thorwid, Oscar. "Goodbye Normal: Implementation of Remote Design Sprints into Polestar's Way of Working." Thesis, Umeå universitet, Institutionen för tillämpad fysik och elektronik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-177510.

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A challenge for all organizations is to establish and encourage the business's continuous development, and its products and services. To create an innovative environment where co-workers, customers, and other people's insights can be collected, engagement and transparency are needed. Polestar wanted to create a business and service design process that supported courage, learning, and fast development. The objective of this thesis is to evaluate and analyze the Design Sprint process and implement it into Polestar's way of working. A Design Sprint is a four-day process for answering critical business questions through design, prototyping, and testing ideas on users. By working together in a team and in a structured way, you can eliminate endless discussions and meetings and compress months of work into a period of 4 days. A prototype was created in Miro, an online collaborative whiteboard tool, that worked as a step-by-step guide for running a Design Sprints. The prototype was tested by running two separate Design Sprints on two different projects. The sprints were done remotely, and both sprints resulted in prototypes that we tested on test users. The Design Sprint process proved to be a highly effective process for developing a prototype to test on real users. The Design process was well-received by Polestar and the employees that were involved in the testing of Design Sprints.

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Lehtonen, Julia, and Jack Ramström. "An in-depth comparison between remote and workplace bound workers productivity and well-being." Thesis, Umeå universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-185475.

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Working remotely away from the traditional office is a continuously growing trend. Due to advancements in technology, workers can conduct their work remotely through the use of electronic technologies. While there are benefits for both the companies and workers due to this change in working arrangements, some negative effects have also occurred. Previous studies on remote working have found positive effects such as increased productivity or higher levels of job satisfaction. Whereas, other studies have found negative aspects such as overworking, hard time to switch off after work and social isolation. Previous research has focused on examining telecommuters (employees who work from home part-time). Hence there is a research gap for studying employees who work solely from home. Also, most of the previous studies have focused on samples where all the respondents have the same profession/work-role, rather than contrasting between different ones. Moreover, previous studies stress the need for further investigation on the impact that remote work has on well-being. Since previous research is mostly quantitative, there is a need for more in-depth understanding of the effects of remote working. Given the identified research gaps, our purpose in this thesis is to compare remote workers to workplace bound workers in terms of productivity and well-being. In order to help fill the research gaps and reach the purpose of this study we formulated the research question: How do remote workers and workplace bound workers compare in terms of productivity and well-being? In order to answer the research question and achieve the purpose of this thesis, we conducted a qualitative study. The data was gathered through six semi-structured interviews with workers who have previously worked in the traditional office and are currently working solely remotely in the same job position. Mainly, our research found that the remote and office setting were quite balanced in terms of well-being and productivity in our sample. However, the remote setting proved to have more challenges related to it than the office setting in our case, such as higher levels of work intensification, social isolation and management style. No significant difference was identified in terms of how work-role affects remote work in terms of productivity and well-being, however, the personal characteristics of the respondents seemed to play a part in the results. Our study contributes to the growing literature on remote working by offering insights on both the challenges and positive aspects of working solely remotely from home within different work-roles and organizations. Moreover, we offer some managerial implications on how to mitigate the challenges connected to remote working. Lastly, we offer some recommendations for future research in the context of remote working.

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Mets, Sofia. "Long-term Remote Onboarding : The feeling of connection to the team while working remotely due to a pandemic." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-104354.

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The Covid-19 pandemic has forced organisations to review their working methods and adapt to the prevailing circumstances. One such change has been the need to increasingly allow employees to be onboarded and work from home. An onboarding process that is only based on digital communication has proven to be less effective and lower the understanding of the work role. Furthermore, the biggest challenge with remote onboarding is often to introduce employees to the organisation's culture and teams. This essay thus aims to describe and analyse remote onboarding in regard to the feeling of connection to the team, based on the perceptions of new employees. The research question for this thesis is thereby: - How does employees experience remote onboarding during Covid-19 and how does it affect the feeling of connection to the rest of the team? The study has an exploratory purpose and is of a qualitative approach. The empirical data has been collected through semi-structured interviews with 15 participants who have been employed during the pandemic and experienced remote onboarding. The results of the interviews have been analysed on the basis of theories about onboarding, learning and socialisation process. The results of the study show that it is valuable to reflect on how meetings in the digital context can replace the physical meetings. Regarding the design of the onboarding process, it must beensured that the interaction space usually offered on-site must be able to be replaced digitally for a new employee to get a sense of connection to the team. The discussion of the results has also shown that knowledge exchange can be linked to organisational learning, and this is closely linked to certain aspects of how a new employee can adapt to the organisational culture and have a successful remote onboarding and socialisation process.

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Clark, Michael Antony. "Telematics and home-based self-employment : the emergence of teleworking in rural Britain." Thesis, University of Bristol, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.245367.

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Books on the topic "Remote working"

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1954-, Williams Geoff, ed. Manual of remote working. Gower, 1997.

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Forrest, Simon. Working with aborigines in remote areas. 3rd ed. Western Australian College of Advanced Education, 1988.

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Suzy, Siddons, ed. Remote working: Linking people and organizations. Elsevier, 2003.

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1960-, Messenger Jon C., and Ghosheh Naj, eds. Offshoring and working conditions in remote work. Palgrave Macmillan, 2010.

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Messenger, Jon C., and Naj Ghosheh, eds. Offshoring and Working Conditions in Remote Work. Palgrave Macmillan UK, 2010. http://dx.doi.org/10.1057/9780230289888.

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Comfort, Anthony. Economic aspects of remote sensing: Working paper. European Parliament. Directorate General for Research, 1995.

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Forrest, Simon. Working with aboriginal people in remote areas. 4th ed. Edith Cowan University, 1995.

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Vaughan, Sarah, Glenys Holt, Annie Scudds, Heather Wilkinson, and Nicola Lasikiewicz. Moving to Remote Working: A Guide for Traditional Lab-Based Experiments. SAGE Publications, Ltd., 2022. http://dx.doi.org/10.4135/9781529601510.

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Dyson, Stephen T. French-English glossary on Spot, remote sensing and their applications: (working document). Dyson, 1986.

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Hollier, Scott, Judy Brewer, Jason White, Janina Sajka, Joshue O'Connor, and Stephen Noble, eds. Accessibility of Remote Meetings: W3C First Public Working Draft 14 October 2021. Accessible Platform Architectures Working Group, 2021.

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Book chapters on the topic "Remote working"

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Felstead, Alan. "Defining Remote Working." In Remote Working. Routledge, 2022. http://dx.doi.org/10.4324/9781003247050-2.

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Felstead, Alan. "The Future of Remote Working." In Remote Working. Routledge, 2022. http://dx.doi.org/10.4324/9781003247050-6.

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Felstead, Alan. "Trends in Remote Working." In Remote Working. Routledge, 2022. http://dx.doi.org/10.4324/9781003247050-3.

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Felstead, Alan. "Remote Working and the Employee." In Remote Working. Routledge, 2022. http://dx.doi.org/10.4324/9781003247050-5.

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Felstead, Alan. "Setting the Scene." In Remote Working. Routledge, 2022. http://dx.doi.org/10.4324/9781003247050-1.

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Felstead, Alan. "Remote Working and the Employer." In Remote Working. Routledge, 2022. http://dx.doi.org/10.4324/9781003247050-4.

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Sharma, Vishal. "Working with Remote Servers." In Beginning Elastic Stack. Apress, 2016. http://dx.doi.org/10.1007/978-1-4842-1694-1_4.

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Drayton, Michael. "Burnout and remote working." In Anti-burnout. Routledge, 2021. http://dx.doi.org/10.4324/9781003027157-10.

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Nasso, Mauro Di, Isaac Goldbring, and Martino Lupini. "Working in the Remote Realm." In Nonstandard Methods in Ramsey Theory and Combinatorial Number Theory. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-17956-4_11.

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Bartlett, Jonathan. "Working with Remote Services (APIs)." In Programming for Absolute Beginners. Apress, 2022. http://dx.doi.org/10.1007/978-1-4842-8751-4_17.

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Conference papers on the topic "Remote working"

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Yamashita, Naomi, Keiji Hirata, Toshihiro Takada, and Yasunori Harada. "How coherent environments support remote gestures." In the working conference. ACM Press, 2008. http://dx.doi.org/10.1145/1385569.1385617.

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Hartson, H. Rex, and José C. Castillo. "Remote evaluation for post-deployment usability improvement." In the working conference. ACM Press, 1998. http://dx.doi.org/10.1145/948496.948499.

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Ishihara, Makio, and Yukio Ishihara. "An approach to remote direct pointing using gray-code." In the working conference. ACM Press, 2006. http://dx.doi.org/10.1145/1133265.1133279.

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"Remote Sensing." In 2008 IEEE/OES 9th Working Conference on Current Measurement Technology. IEEE, 2008. http://dx.doi.org/10.1109/ccm.2008.4480855.

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Zoric, Goranka, Veronika Domova, Maria Ralph, Elina Vartiainen, Petra Björndal, and Alvaro Aranda Muñoz. "Supporting Maritime Remote Experts Working Over Distance." In NordiCHI '16: 9th Nordic Conference on Human-Computer Interaction. ACM, 2016. http://dx.doi.org/10.1145/2971485.2995347.

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Bartnicki, Adam, Stanislaw Konopka, Franciszek Kuczmarski, and Andrzej Typiak. "Remote Control of Working Machines with Vision System." In 18th International Symposium on Automation and Robotics in Construction. International Association for Automation and Robotics in Construction (IAARC), 2001. http://dx.doi.org/10.22260/isarc2001/0028.

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Levova, Lyudmila V. "MegaPro ALIS: Libraries’ working in the remote mode." In Twenty Fourth International Conference "Information technologies, computer systems and publications for libraries". Russian National Public Library for Science and Technology, 2020. http://dx.doi.org/10.33186/978-5-85638-231-9-2020-85-87.

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One of main tasks for IT-specialists supporting the transfer to the distance work is to ensure safe and reliable access to corporate information resources for the employees. The problems of and solutions for MegaPro users are discussed.

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Elshaiekh, Nour Eldin Mohamed, Yasir Ali Ahmed Hassan, and Amna Abdelrouf Alhassan Abdallah. "The Impacts of Remote Working on Workers Performance." In 2018 International Arab Conference on Information Technology (ACIT). IEEE, 2018. http://dx.doi.org/10.1109/acit.2018.8672704.

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"Remote sensing techniques." In Proceedings of the IEEE/OES Eighth Working Conference on Current Measurement Technology. IEEE, 2005. http://dx.doi.org/10.1109/ccm.2005.1506334.

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Radulovic, Jovana, Nemanja Deretic, Nikola Vujanovic, Rade Matic, and Nina Djurica. "Challenges and Perspectives for Remote Work." In Society’s Challenges for Organizational Opportunities: Conference Proceedings. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.3.2022.61.

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The world has witnessed a historic shift in the labor market in 2020 and 2021 due to the COVID-19 pandemic. While some companies used to offer the possibility of working from home as an advantage, now it has become the norm for most companies. By 2025, it is estimated that 70% of the workforce will work remotely at least five days a month. Although 2020 can be considered the year of remote working, this is just the beginning because we see that the trend continues in 2022. Even in new circumstances such as Health Crisis, all variations of the distance jobs and hybrid working models were not just the outcomes of the global business conspiracy but true working model tools which have been developed since evolutional decades of information technologies. The methods used in the paper are literature review, data analysis, descriptive statistics and comparative method. The results presented in the paper showed that remote workers will become the new norm in the business world.

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Reports on the topic "Remote working"

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Rencz, A. N. Working group 2 - Spatial data integration : remote sensing. Natural Resources Canada/ESS/Scientific and Technical Publishing Services, 1990. http://dx.doi.org/10.4095/222363.

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NAVAL SEA SYSTEMS COMMAND WASHINGTON DC. Logistics Support Analysis Strategy, Working Papers Remote Minehunting System (RMS). Defense Technical Information Center, 1991. http://dx.doi.org/10.21236/ada255807.

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Fuenzalida, Javier, Margarita Gómez, Pedro Arcain Riccetto, and Pia Iocco Barias. ADDRESSING CHALLENGES TO REMOTE AND HYBRID WORKING IN PUBLIC ORGANISATIONS. People in Government Lab, 2022. http://dx.doi.org/10.35489/bsg-peoplegov-rp_2022/002.

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Faith, Becky, Tony Roberts, and Kevin Hernandez. Risks, Accountability and Technology Thematic Working Paper. Institute of Development Studies (IDS), 2022. http://dx.doi.org/10.19088/basic.2022.003.

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Aid agencies, governments, and donors are expanding investment in digitisation of their beneficiary identification and registration systems, and remote and algorithmic control of humanitarian and social protection programmes. They are doing so in ways that may facilitate the move from humanitarian assistance to government provision, and facilitate the delivery of shock-responsive social protection. This paper looks at evidence on the role of digital technologies in the nexus between humanitarian and social assistance, assessing their benefits and risks. We conclude with an exploration of emergent research themes, recommendations for future research in this area, and links with the broader Better Assistance in Crises (BASIC) Research programme themes.

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Osipov, V. Working out of technology of effective placing the yakut horse live-stock on remote natural meadowlands. ООО «Информационно-консалтинговый центр», 2019. http://dx.doi.org/10.18411/konevodstvo.2019.6.42rus.

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Bulatetska, Lesya V., Vitaliy V. Bulatetskyi, Tetyana O. Hryshanovych, Yulia S. Pavlenko, Tetyana I. Cheprasova, and Andrey V. Pikilnyak. Operation system features and cloud services for lecturer work. [б. в.], 2021. http://dx.doi.org/10.31812/123456789/4443.

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The work proposes a conception of setup and use of teacher’s or lecturer’s workspace using common software and hardware products. The research object is a system built by using operating system capabilities in conjunction with office suite and public cloud service, as a foundation for teacher’s digital workspace. Research is made on how to set up, scale, and operate such a system, by studying the experience of national and foreign scientists and teachers, and using our own experience in educational processes, and working with operating systems and cloud services. As a result, we got a system which is easy to set up, learn, and apply by teachers without significant experience working remote education systems, and could be used for initial learning of remote education principles. It could be used as an initial step before migrating to specialized remote education systems. In the future, the system itself could be improved by adding additional objects into the system and a higher integration level between objects and external subjects.

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Brewer, Jonathan, Yoonee Jeong, and Arndt Husar. Last Mile Connectivity: Addressing the Affordability Frontier. Asian Development Bank, 2022. http://dx.doi.org/10.22617/wps220514-2.

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This working paper addresses the challenge to implement ‘last mile’ solutions that deliver affordable internet connectivity to communities in Asia and the Pacific region. It examines how COVID-19 increased demand for internet access and explains why new technologies are failing to deliver affordable connectivity to rural and remote populations. It explores access gaps and details technological, regulatory, and investment strategies that can help close the digital divide. Explaining how last-mile connectivity can provide affordable, resilient, and reliable solutions, it shows why it is central to building an inclusive digital future for all.

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Mahling, Alexa, Michelle LeBlanc, and Paul A. Peters. Report: Rural Resilience and Community Connections in Health: Outcomes of a Community Workshop. Spatial Determinants of Health Lab, Carleton University, 2020. http://dx.doi.org/10.22215/sdhlab/2020.1.

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Canadians living in rural communities are diverse, with individual communities defined by unique strengths and challenges that impact their health needs. Understanding rural health needs is a complex undertaking, with many challenges pertaining to engagement, research, and policy development. In order to address these challenges, it is imperative to understand the unique characteristics of rural communities as well as to ensure that the voices of rural and remote communities are prioritized in the development and implementation of rural health research programs and policy. Effective community engagement is essential in order to establish rural-normative programs and policies to improve the health of individuals living in rural, remote, and northern communities. This report was informed by a community engagement workshop held in Golden Lake, Ontario in October 2019. Workshop attendees were comprised of residents from communities within the Madawaska Valley, community health care professionals, students and researchers from Carleton University in Ottawa, Ontario, and international researchers from Australia, Sweden, and Austria. The themes identified throughout the workshop included community strengths and initiatives that are working well, challenges and concerns faced by the community in the context of health, and suggestions to build on strengths and address challenges to improve the health of residents in the Madawaska Valley.

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Tercek, Michael. Climate monitoring in the Mediterranean Coast Network 2020: Santa Monica Mountains National Recreation Area. National Park Service, 2022. http://dx.doi.org/10.36967/2294435.

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This report details the climate (temperature, precipitation, drought, and streamflow) of Santa Monica Mountains National Recreation Area (NRA) during 2020. Gridded GIS maps are used to present broad-brush conditions across the region for each month. This regional presentation is compared to detailed data from Remote Automated Weather Stations (RAWS), weather stations in Global Historical Climatology Network (GHCN), and data from USGS stream gages. Prior to analysis, a set of data quality control checks were performed by the authors in accordance with an established National Park Service protocol (Rocky Mountain Climate Working Group 2010). Key points summarizing calendar year 2020 are presented as bullets in the Conclusion section at the end of the report. There was significant spatial and month to month variability in the data that provided exceptions to these generalizations, so an examination of the regional maps is key to understanding the climatic patterns for 2020. Readers can download the data used in this report and make custom climate graphs and tables of their own by visiting www.ClimateAnalyzer.org.

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Papanikolaou, Dimitris, and Lawrence D. W. Schmidt. Working Remotely and the Supply-side Impact of Covid-19. National Bureau of Economic Research, 2020. http://dx.doi.org/10.3386/w27330.

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