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Готові списки джерел за темами / Remote Work from Home

Добірка наукової літератури з теми "Remote Work from Home"

Автор: Grafiati

Опубліковано: 15 вересня 2021

Оновлено: 2 лютого 2022

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Статті в журналах з теми "Remote Work from Home":

1

Banga, Anshita, and Fiza Mahajan. "Work from home and changing dynamics." Journal of Management Research and Analysis 8, no. 2 (June 15, 2021): 78–88. http://dx.doi.org/10.18231/j.jmra.2021.017.

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COVID-19 has been the biggest crisis of our times. Never before has been the entire world and each and every individual been impacted at this scale but when impacts are large, changes are too. The fear of infection forced all of us to work remotely from our home. It was the test of our technology and a mass experiment of Work From Home (WFH). Our research study aims to explore the changing behavior and mentality towards WFH and gauge it's various physical, mental and social impacts. The research aims to study the differences in perception of WFH by different gender, income levels, education levels and age groups. We intend to explore if there is any relationship between travel time and WFH and reverse migration and WFH and further, if there is any room for the option of taking a pay cut. This research paper is based on extensive primary research survey on 100 participants conducted through Google Forms and the further analysis done through cross tabulation and graphical methods. The research sample was adequately representative of varied socioeconomic strata s and had significant people from both gender, different income and education levels. The research brought forward some interesting insights. More than 75% of workers want to continue with remote work at least some of the time. Youth dislikes hybrid and wants either completely remote or work from office. People in age group 25-40 are least willing to resort to only work from office and 41-60 are least willing to resort to remote work. Males prefer working from home more than females. Increase in income strongly increases the preference for hybrid work. Those who spend large amount of time in traveling strongly prefer work from home. Relocation is a favorable decision for most but pay cut isn’t an option. Work from home has improved productivity, relations, sleep and body but with a pinch of loneliness.

2

Hope, Joan. "Working from home? Follow these tips for successful remote work." Disability Compliance for Higher Education 25, no. 10 (April 26, 2020): 8. http://dx.doi.org/10.1002/dhe.30839.

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Hope, Joan. "Working from home? Follow these tips for successful remote work." Recruiting & Retaining Adult Learners 22, no. 8 (April 21, 2020): 9. http://dx.doi.org/10.1002/nsr.30599.

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4

Hope, Joan. "Working from home? Follow these tips for successful remote work." Student Affairs Today 23, no. 2 (April 26, 2020): 3. http://dx.doi.org/10.1002/say.30740.

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Hope, Joan. "Working from home? Follow these tips for successful remote work." Board & Administrator for Administrators Only 37, no. 1 (August 17, 2020): 7. http://dx.doi.org/10.1002/ban.31158.

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Hope, Joan. "Working from home? Follow these tips for successful remote work." Successful Registrar 20, no. 3 (April 25, 2020): 9. http://dx.doi.org/10.1002/tsr.30713.

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Hope, Joan. "Working from home? Follow these tips for successful remote work." Dean and Provost 21, no. 9 (April 27, 2020): 8. http://dx.doi.org/10.1002/dap.30722.

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8

Hope, Joan. "Working from home? Follow these tips for successful remote work." Enrollment Management Report 24, no. 2 (April 27, 2020): 8. http://dx.doi.org/10.1002/emt.30655.

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Hope, Joan. "Working from home? Follow these tips for successful remote work." College Athletics and the Law 17, no. 1 (April 2020): 8. http://dx.doi.org/10.1002/catl.30718.

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Eddleston, Kimberly A., and Jay Mulki. "Toward Understanding Remote Workers’ Management of Work–Family Boundaries: The Complexity of Workplace Embeddedness." Group & Organization Management 42, no. 3 (December 15, 2015): 346–87. http://dx.doi.org/10.1177/1059601115619548.

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This study employs a multi-method research design to examine how remote workers, or employees who work solely from home, manage the work–family interface. Our qualitative study revealed that working from home creates unique challenges for remote workers because the work role becomes embedded in the family domain such that their home comes to be associated with the work role, work physically and psychologically intrudes upon their family, and habits and norms form that induce remote workers to be preoccupied with work when home. Based on the qualitative findings, a model was proposed and tested via a questionnaire. Findings from this study of remote workers demonstrated that work–family integration increases family-to-work conflict and work-to-family conflict, and that an inability to disengage from work increases work-to-family conflict. Furthermore, strong work–family integration was found to be particularly harmful to male remote workers’ work-to-family conflict whereas a strong inability to disengage from work was found to be particularly harmful to female remote workers’ work-to-family conflict. Our findings therefore revealed that working solely from home encourages remote workers to overwork and to allow their work to infringe on their family role.

Більше джерел

Дисертації з теми "Remote Work from Home":

1

Svensson, Julia, and Wiksell Linn Danielsson. "The effect of social relationships on employee retention in a remote working context : A qualitative case study on which Talent Management practices an organisation use to retain talented employees in a remote context." Thesis, Jönköping University, Högskolan för lärande och kommunikation, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53463.

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Talent Management (TM) is a well-used practice to identify, attract, develop, and retain the most valuable resource in an organisation: talented employees. The concept TM emerged when organisations started to detect increased demands and technological changes in the business market. Additionally, due to the retirement of baby boomers, organisations have started to experience a shortage of talents creating “The War for Talent” (Chambers et al., 1998). However, ethical aspects create a demand for an inclusive approach of TM which includes all employees, as opposed to only focusing on a selected few. Responsible Talent Management (RTM) considers talent to be obtained and developed within the organisation. Employees who experience job satisfaction and commitment are more likely to stay in the organisation (Deery, 2008), whereas work-life balance, employee well-being, leadership, and learning have become important factorsfor increasing job satisfaction and commitment as well as employee retention (Radda et al., 2015: Deery, 2008). Especially due to new challenges associated with the working environment and social relationships in this new remote working context. Researchers express the need for further research regarding RTM as well as the inclusive approach. This thesis, therefore, aims to understand how an organisation work with TM practices to retain talented employees in a remote working context. Based on the scientific issue and the purpose, a qualitative case study was conducted. Eight employees within the HR department were interviewed using semi-structured interviews. The analysis of the empirical data identified a great need for genuine social relationships. Regardless of which TM retainment practices used, supporting employees with tools and opportunities to build and nurture social relationships may be an instrumental driver to retain talented employees in a remote working context.
Talent Management är ett välanvänt begrepp för att identifiera, attrahera, utveckla och behålla den mest värdefulla resursen i en organisation: talangfulla medarbetare. Begreppet TM blev uppmärksammat när organisationerna upptäckte ett ökat krav och teknologiska förändringar på marknaden. På grund av att generationen “babyboomers” har börjat gå i pension har organisationer börjat uppleva en brist på talang, vilket har skapat ”The War for Talent” (Chambers et al., 1998). Dock skapar de etiska aspekterna ett krav på ett inkluderande synsätt på TM som inkluderar alla anställda och inte bara fokuserar på ett fåtal utvalda. Begreppet Responsible Talent Management (RTM) anser att talang kan erhållas och utvecklas inom organisationen. Anställda som upplever jobbnöjdhet och engagemang är mer benägna att stanna kvar i organisationen (Deery, 2008), medan balans mellan arbetsliv och privatliv, anställdas välmående, ledarskap och lärande har blivit viktiga faktorer för att öka jobbnöjdhet och engagemang samt att behålla de anställda (Radda et al., 2015: Deery, 2008). Framförallt med tanke på de nya utmaningarna gällande arbetsmiljön och de sociala relationerna i den nya kontexten av distansarbete. Forskare uttrycker ett behov av vidare forskning gällande RTM och det inkluderande synsättet. Syftet med uppsatsen är att förstå hur en organisation arbetar med aktiviteter inom TM för att behålla talangfulla medarbetare i en kontext av distansarbete. Baserat på forskningsproblemet och syftet har en kvalitativ fallstudie utförts. Åtta anställda tillhörande HR-avdelningen har intervjuats genom semistrukturerade intervjuer. I analysen av empirin identifierades ett stort behov av genuina sociala relationer. Oavsett vilka aktiviteter inom TM som organisationen använder för att behålla talanger, så uppfattas organisationens stöd i termer av olika verktyg och möjligheter för att skapa och vårda sociala relationer, vara en stark drivkraft för att behålla talangfull kompetens i en kontext av distansarbete.

2

Rylander, Samuel. "The new normal for Swedish Municipalities : Assessing the impact of working from home." Thesis, Umeå universitet, Institutionen för informatik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-188005.

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The COVID-19 pandemic has had major impacts on public and private life. As organizations are forced to transition to remote work to reduce the spread of the virus, there is a need for researching how employees are affected. This study explores how municipal workers have experienced the transition, by conducting a survey involving five different Swedish municipalities. This study shows that, while overall productivity has generally either increased or remained at pre-transition levels, some aspects have suffered as a result of working from home. Social interactions among co-workers, information sharing, and community building are examples of where the employees felt that something has been lost. This study contributes to research being done on this phenomenon, and gives suggestions for practitioners.

3

Gerzic, Adnan. "Vilka motivationsfaktorer är av större vikt för redovisningsekonomer vid distansarbete." Thesis, Högskolan Kristianstad, Fakulteten för ekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-22370.

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Det har skett en stor ökning av distansarbetet i samband med Covid-19 pandemin. Ekonomyrket är ett av de yrken som har haft möjlighet till denna omställning från kontorsarbete till distansarbete. Att arbeta på distans ställer prov på den anställde och dennes motivation. Syftet med studien är att bidra till förståelsen för hur redovisningsekonomer upplevt omställningen från traditionellt kontorsjobb till distansarbete och hur det har påverkat arbetsmotivationen. För att uppnå studiens syfte har en kvalitativ metod använts där tio redovisningsekonomer i södra Sverige intervjuades. Empirin analyserades sedan med koppling till Self-determination theory och Herzbergs tvåfaktorsteori för att besvara frågeställningarna. Studiens visar att det har varit en stor omställning av arbetsmiljön för redovisningsekonomer vid distansarbete. Det har visat en stor påverkan på arbetsmiljön och således på motivationen, där inre motivationsfaktorer var av större vikt vid arbete på distans.
There has been a large increase in telework due to the Covid-19 pandemic. The economist is one of the professions that has had the opportunity for this transition from office work to telework. Teleworking presents challenges to the employee and his motivation. The purpose of this study is to contribute to the understanding of how economists have experienced the transition from traditional office work to telework and how it has affected their work motivation. To achieve the purpose of the study, a qualitative method was used where ten accounting economists in southern Sweden were interviewed. The empiric was then analyzed in connection with Self-determination theory and Herzberg's two-factor theory to answer the questions. The study shows that there has been a major change in the work environment for accounting economists in teleworking. It has shown a great impact on the work environment and thus on motivation, where internal motivational factors were of greater importance when working at a distance.

4

Rosquist, Oscar. "Adapting to the new remote work era : Improving social well-being among IT remote workers through scheduled digital social interactions." Thesis, KTH, Skolan för elektroteknik och datavetenskap (EECS), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-298027.

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In 2020, the world was struck by the Covid-19 pandemic. Recommendations to limit physically meeting with others caused somewhat of a paradigm shift in how office workers perform their work. A massive shift to remote work occurred and exposed the workforce to the remote work’s shortcomings and problems. Based on a literature study, remote workers were found to lack social interactions that happen automatically in an office. Therefore, a proposed solution of scheduling regular, social, and informal interaction sessions was tested in an experiment using Microsoft Teams with full-time, remote IT workers. To facilitate informal social interactions during these experiment sessions, the participants were allowed to play a few different games, participate in social activities or not participate at all. Analysis of the results from the experiment showed a slight improvement in the measured factors over the course of the experiment. However, only a decrease in emotional exhaustion was found to be statistically significant. Therefore, the results are insufficient to argue for or against the implementation of regular informal social interactions with a goal of improving employees’ remote working environment. The experiment had several areas which could be improved, particularly the scale and availability of the experiment. Future research should take into account the suggested areas of improvement for the experiment, specifically scaling up a similar experiment in order to support or refute the implementation of regular social interactions as part of a remote working environment. The increase in remote work is believed to persist in the future. Therefore, the drawbacks of remote work merit additional research to uncover techniques to mitigate them. Moreover, due to the nature of their work, IT workers have ample opportunities to work remotely. A suitable environment in which to work remotely can help them benefit from remote work while experiencing less of its negative effects.
Under början av året 2020 drabbades världen av Covid-19 pandemin. Rekommendationer att minimera fysisk kontakt med andra människor förändrade kontorsarbetares arbetsmiljö drastiskt. En omfattande förflytterlse av arbete till distansarbete skedde och syngligjorde dess nackdelar. Denna ökning av distansarbete förväntas fortsätta i framtiden. Nackdelarna hos distansarbete meriterar ytterliggare undersökningar kring tillvägagångsätt för att reducera dem. En av de vanligaste rapporterade nackdelarna är den socialt isolerande effekten. Detta examensarbete kommer fokusera på att undersöka hur man kan reducera den socialt isolerande effekten av distansarbete på heltid hos IT-arbetare. IT-arbetares arbetssätt har stora möjligheter för distansarbete. Därför skulle en bra miljö för distansarbete gynna IT-arbetare och göra det möjligt för fler individer att ta del av fördelarna från distansarbete. Innan pandemin var distansarbetare selektivt utvalda utefter deras personliga möjligheter att lyckas. Under pandemin så har även de individer som passar mindre bra för distansarbete även behövt jobba på distans. Detta gör det möjligt att undersöka möljliga förbättringsätt för fler typer av individer. Baserat på en literaturstudie så har det tydligjorts att distansarbetare saknar den sociala interaktion som sker automatistk i en kontorsmiljö. På grund av detta så föreslogs och testades en möjlig lösning av planerade, regelbundna, sociala och informella tillfällen över Microsoft Teams som ett experiment. För att främja informella och sociala interaktioner under experimenttillfällena så fick deltagarna spela ett par olika spel eller utföra aktiviteter med varandra. Resultaten pekar mot en liten förbättring från experimentet men endast en minsking av känslomässig utmattning var statistiskt significant. Det fanns flera förbättringsområden för experimentet. Sammanfatningsvis var storleken av experimentet och tiden för det, de stora förbättringsområdena. Resultaten är inte starka nog för att kunna tala för eller emot implementerandet av regelbundna, informella, sociala interaktioner med ändamålet att förbättra miljön för distanarbete. Framtida forskning bör ta hänsyn till förbättringsområdena och undersöka en upskalad variant av ett liknande experiment.

5

Kurtagic, Anessa. "Working With Agile Methodologies During The Covid-19 Pandemic : A qualitative study of an agile teams' transition to remote work from home as a result of the Covid-19 pandemic." Thesis, Linnéuniversitetet, Institutionen för informatik (IK), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-106923.

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Remote work was already an ongoing trend amongst software developers, but the sudden and unexpected occurrence of the COVID-19 pandemic made it normal due to the obligations for many people to stay and work from home. To go from the safeness of the work office with an always-working Internet connection and colleagues around to exchange ideas with, to working from home can be a big change from one day to another. Without a good structure or adjustment from the organization, this would lead to a decrease in good work results, communication issues and difficulty for managers to keep track of what is done and by whom. To facilitate this, commonly used methods are the Agile Methodologies. Beck et al. (2001) make it significant in the 12 principles of Agile that the most efficient and effective method of conveying information is by face-to-face conversation for the best results. Investigating the work that was done face-to-face previous to the pandemic but is now done remotely from home within agile teams is therefore of much relevance today. This thesis was intended to investigate and learn how the use of agile methodologies has facilitated the sudden transition to remote work from home and affected the aspects of communication and work results within an agile development team. The study was conducted using the qualitative method with interviews consisting of seven open-response and two closed-response questions with respondents in agile teams from a software development company in Sweden. The analysis was made thematically in relation to Bridge’s Transition Model, and in relation to previous research. The study identified three themes to answer the research question based on the theoretical framework; The Change, Communication and Work Results. The results of the study show that the use of Agile Methodologies indeed has simplified the sudden transition to remote work from home, which was called The Change, as many of the agile practices already were done online previous to the pandemic. The study has also concluded that the use of Agile Methodologies has positively affected the aspects of communication and work results in an agile team, as it was found that forms of communication became more creative as they occurred more frequently while working from home, and it ultimately led to more valuable end-results.
Distansarbete var redan en pågående trend bland mjukvaruutvecklare, men den plötsliga och oväntade förekomsten av COVID-19-pandemin gjorde det normalt på grund av restriktionerna för många människor att arbeta hemifrån. Att gå från arbetskontorets säkerhet med en alltid fungerande internetuppkoppling och kollegor runt om för att diskutera idéer med, till att arbeta hemifrån kan vara en stor förändring från en dag till en annan. Utan en bra struktur eller anpassning från organisationen skulle detta leda till en minskning av goda arbetsresultat, dålig kommunikation och svårigheter för chefer att hålla reda på vad som görs och av vem. Vanliga metoder att använda för att underlätta detta är de agila metoderna. Beck et al. (2001) gör det tydligt i de 12 principerna för Agile att den mest effektiva metoden för att förmedla information i ett projekt är genom konversationer face to face, för bästa resultat. Att undersöka det arbete som innan pandemin gjordes face to face men nu görs på distans hemifrån inom agila team är därför av stor relevans idag. Denna studie var avsedd att undersöka och få kunskap om hur användningen av agila metoder har underlättat den plötsliga övergången till distansarbete hemifrån och påverkat aspekterna av kommunikation och arbetsresultat inom ett agilt utvecklingsteam. Studien genomfördes med hjälp av den kvalitativa metoden med intervjuer bestående av sju öppna frågor och två slutna svarfrågor med respondenter i agila team från ett mjukvaruutvecklingsföretag i Sverige. Analysen gjordes tematiskt i förhållande till Bridge’s Transition Model och i förhållande till tidigare forskning. Studien identifierade tre teman för att besvara forskningsfrågan utifrån det teoretiska ramverket; The Change, Communication och Work Results. Resultaten av studien visar att användningen av agila metoder har förenklat den plötsliga övergången till distansarbete hemifrån, eftersom många av de agila aktiviteterna redan gjordes online före pandemin. Studien har också dragit slutsatsen att användningen av agila metoder har påverkat aspekterna kommunikation och arbetsresultat positivt i ett agilt team, eftersom det visade sig att kommunikationsformer blev mer kreativa eftersom kommunikationen blev mer frekvent inträffande när de arbetade hemifrån, och det ledde slutligen till mer värdefulla slutresultat i projekt.

6

Thorstensson, Esra. "The Influence of Working from Home on Employees' Productivity : Comparative document analysis between the years 2000 and 2019-2020." Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-78743.

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More public and private organisations offer working from home as an alternative way of working for their employees. Working from home (WFH) has both benefits and drawbacks for the employees when it is compared to the office working. While some of the researchers, such as Shafizadeh et al. (2000) claim that working from home increases the productivity of the employees, other researchers, such as Monteiro et al. (2019) claim the opposite. This study analysed five research articles published in year 2000 and five research articles published in years 2019 and 2020 to discover the factors having an influence on the productivity of the employees who work from home, whether the influence of these factors have on the productivity is positive or negative and whether the factors have changed from year 2000 to the recent years (2019 and 2020). The study results indicate that working from home has an influence on productivity of the employees. While influences of some of the factors are either positive or negative, the influence of some of the factors depend on the characteristics and attitude of the employees and the circumstances.

7

Karlsson, Linnea, and Cornelia Hoppe. "The importance of coffee talk... : A study of how a design group in the construction industry experience working from home during the pandemic." Thesis, KTH, Byggteknik och design, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-302536.

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Teleworking has become increasingly common as the digital development has progressed. This has provided tools that can facilitate work and reduce the need for physical meetings. Previous studies have concluded that teleworking leads to, among other things, a great lack of social contexts, a blurred boundary between work and private life but also increased productivity. In 2020 the coronavirus pandemic spread across the world forcing many people to start working remotely. Studies on the experience of teleworking in early stages of the pandemic show similar results as previous research. However, there are few studies that deal with how teleworking affects a group. These studies show, among other things, that a work group's productivity decreases if many in the group work from home. This thesis aims to investigate the construction industry's transition to teleworking during the coronavirus pandemic by focusing on a design team's experience of teleworking. The report deals with what the current work situation looks like compared to before, how the work can technically be carried out remotely and how the design team experience this change. The results that have emerged in this report show that design can be carried out remotely and the question is not whether telework should take place or not, but to what extent. There are various factors that affect how much individuals want and should work from home and the conclusion in this report is that teleworking should take place two to three days a week. Social parts of the work are irreplaceable and are required for good cooperation and prosperous employees. At the same time, there is an opportunity to focus better at home. Therefore, the parts of the work that require more collaboration and communication should be performed at the office, while work that requires more focus can be done remotely.
Distansarbete har blivit allt vanligare i takt med den digitala utvecklingen som gett verktyg som kan underlätta arbetet och minska behovet av fysiska möten. Tidigare studier har kommit fram till att distansarbete bland annat leder till stor avsaknad av sociala sammanhang, utsuddad gräns mellan arbetsliv och privatliv men även ökad produktivitet. År 2020 bredde coronapandemin ut sig vilket tvingade många människor världen över att börja arbeta på distans. Studier om upplevelsen av distansarbete i tidiga skeden av pandemin visar på liknande resultat som tidigare forskning. Det finns dock få studier som behandlar hur distansarbete påverkar en grupp. Dessa visar bland annat att en arbetsgrupps produktivitet minskar om många i gruppen arbetar hemifrån. Detta examensarbete syftar till att undersöka byggbranschens omställning till distansarbete under coronapandemin genom att fokusera på en projekteringsgrupps upplevelse av att arbeta på distans. Rapporten behandlar hur den nuvarande arbetssituationen ser ut jämfört med tidigare, hur arbetet rent tekniskt går att genomföra på distans och hur projekteringsgruppen upplever denna förändring. Resultaten som framkommit i rapporten är att projektering kan utföras på distans och frågan är inte om distansarbete bör ske eller ej, utan i hur stor utsträckning. Det finns olika faktorer som påverkar hur mycket man vill och bör arbeta hemma och slutsatsen i denna rapport är att distansarbete bör ske två till tre dagar i veckan. Sociala delar av arbetet är oersättliga och krävs för ett gott samarbete och välmående medarbetare. Samtidigt finns det möjlighet att fokusera bättre hemma. Därför bör de delar av arbetet som kräver mer samarbete och kommunikation läggas till kontorstid, medan arbete där mer fokus krävs med fördel kan ske på distans.

8

Thureson, Amanda, and Laura Alwadi. "Hur kan vi trivas i hemarbete? : En studie om den sociala arbetsmiljön under hemarbete på grund av coronapandemin." Thesis, Malmö universitet, Malmö högskola, Institutionen för Urbana Studier (US), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-40012.

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En kvalitativ studie om förändringarna i den sociala arbetsmiljön under hemarbetet på grund av coronapandemin, utifrån ett medarbetarperspektiv. Studiens syfte är att undersöka hur den sociala arbetsmiljön har förändrats vid arbete hemifrån genom att lyssna på medarbetarnas hittills insamlade upplevelser om hemarbete under coronapandemin. Syftet besvaras med följande frågeställningar: 1. Hur har den sociala arbetsmiljön sett annorlunda ut under hemarbetet jämfört med arbete på arbetsplatsen enligt intervjupersonerna? 2. Vilka faktorer påverkar intervjupersonernas upplevelser om hemarbete enligt resultaten från intervjuerna, och på vilket sätt? Empirin består av tidigare forskning kring den sociala arbetsmiljön, och speciellt kring faktorer som har visats att påverka den sociala arbetsmiljön. De faktorerna som har valts ut att tillämpas i den här studien på grund av dess relevans är motivation, arbetsgruppen, kommunikation och socialt stöd. Återkommande forskare kring dessa ämnen är Heide, Rubenowitz, Lennéer Axelson och Thylefors. Datan samlades in genom fem semistrukturerade intervjuer med fem intervjupersoner från fem olika organisationer. De utvalda intervjupersonerna är medarbetare som jobbar vanligtvis i en kontorsmiljö, men har på grund av coronapandemin jobbat hemifrån i minst två månader på heltid under år 2020. Alla intervjuer hölls på distans på grund av att det var det enda alternativet med tanke på den rådande pandemin. Datan analyserades utifrån en kategorisering som grundade sig på de fyra relevanta teoretiska faktorerna som kan påverka den sociala arbetsmiljön: motivation, arbetsgruppen, kommunikation och socialt stöd. Författarna bytte intervjumaterialet efter transkriberingen så att den andra författaren fick göra analysen för att inte omedvetet påverka resultatet utifrån känslorna som vi fick i intervjuerna eftersom endast språket skulle analyseras. Studieresultaten visade att hemarbetet kan göras till en mer trivsam upplevelse för medarbetare genom att ordna regelbundna socialt distanserade tillfällen för audio-kontakt i arbetsgruppen, och genom att uppmuntra medarbetare till att tänka igenom deras egen kontorslösning vid hemarbete. Andra sätt att öka trivseln i hemarbete för medarbetare är att skapa tydliga online-rutiner för distanserad kommunikation inom organisationen, samt uppmuntra och stötta medarbetare i positivt tänkande.
This is the final assignment for a Bachelor's Degree in Leadership and Organization at Malmö University. The aim of this study is, through qualitative interviews with associates from different organizations, to examine the changes in the social work environment while working from home during the corona pandemic. The aim will be answered with the following research questions: 1. How do the interviewees describe the changes in the social work environment during work from home? 2. Which factors seem to affect the interviewees’ experiences of working from home, and in what ways do they affect their experiences of working from home? The theoretical background consists of factors that have been detected to affect the social work environment in earlier studies considering the social work environment. The factors that have been chosen to be applied in this study are inner motivation, workgroup, communication and received social support. Researchers that are recurring in this study are Heide, Rubenowitz, Lennéer Axelson and Thylefors. The data was collected by five semi-structured interviews with five individuals from five different professions. All interviewees are associates (not leaders) and have been working from home due to the corona pandemic for at least two months full-time during 2020. Data analysis was grounded on the four relevant theoretical factors that have in previous studies seen to affect the social work environment: motivation, workgroup, communication and received social support. Only the language was analyzed, and the writers did therefore switch the collected interview material after the transcript, to ensure that unconscious experiences from the interviews would not affect the analysis and therefore the results of the study. The results of the study indicated that making working from home a more positive experience for the associates can be done by focusing on organizing regular social distanced opportunities for audiocontact between the work group, and by encouraging associates to reflect on their own office set-ups during work from home. Other ways to make working from home a more positive experience for associates is creating online routines for distanced communication within the organization, as well as encouraging and supporting the associates in positive thinking.

9

Thorstensson, Esra. "The impact of Working from Home on productivity during COVID-19 : A Survey with IT Project Managers." Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-84703.

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The world has been affected by the outbreak of COVID-19 pandemic and many companies and organizations have adopted different type of strategies in terms of the workplace in all sectors around the world. Working from home practice has gained prominence as a part of quarantine measures to curb the spread of the disease since the beginning of the outbreak. This abrupt change has a dramatic influence on the business life and employees have been struggling to adapt to their new way of working. Therefore their productivity has changed, too depending on various factors at their new workplace: home. Working from home is only possible with the use of information technology. Information technology makes it possible for the business life to continue owing to its solutions. Owing to the solutions of information technology, employees can communicate with each other and organizations and complete their tasks by sending and receiving written, audio and visual information. It is crucial for everyone’s sake that the employees working in information technology work efficiently, particularly in pandemic times. The key role of their success is played by their managers and coordinators. Therefore, this thesis focuses on IT project managers and coordinators’ productivity. The purpose of this study is to list the factors, as benefits and challenges, influencing the productivity of IT project managers and project coordinators working from home during COVID-19 pandemic and provide recommendations to the project managers and project coordinators and also public and private organizations and companies which prefer to continue working from home to increase their productivity. In this study, qualitative research method and descriptive statistics concerning the selected benefits and challenges are used via a self- administered digital survey responded by 46 project managers/coordinators. It is concluded that working from home due to COVID-19 pandemic has both positive and negative influences on productivity of the IT project managers/project coordinators. Many benefits, such as sleeping longer hours and being able to focus at home without open-office distractions and many challenges, such as being distracted by house chores and being disturbed by family members have been identified as a result of the survey. Respondents contributed to the study further by their valuable recommendations to public and private organizations and also to other IT project managers/coordinators who work from home during the pandemic to increase their productivity. The recommendations to other PM/PC are concerned with routine and discipline, work-life balance, breaks and doing other things, workspace, people around and communication. The recommendations to organizations, on the other hand, are concerned with various types of support, respecting time, flexibility about time, trust, communication and acceptance as family. Both the findings and recommendations may help IT project managers/coordinators and their employers to develop a more comprehensive vision in terms of increasing their productivity while working from home during the pandemic.

10

Bruhner, Carl Magnus, and Frida Carlstedt. "Arbetsplatsen efter pandemin : En studie om medarbetares upplevelse av distansarbete." Thesis, Linköpings universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-176524.

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Sedan Sverige i januari 2020 fick sitt första bekräftade fall av covid-19 har stora förändringar skett gällande hur och var arbete bedrivs, med omfattande inslag av distansarbete. Denna uppsats har därför undersök hur distansarbete har påverkat balansen mellan arbetsliv och privatliv samt den nuvarande och framtida arbetssituationen för kontorsmedarbetare inom företaget Hemfrid. Befintlig forskning visar att distansarbete kan gynna såväl medarbetare som arbetsgivare; medarbetaren åtnjuter ökad flexibilitet och work–life balance, medan arbetsgivaren gynnas av en ökad arbetsintensitet och högre tillgänglighet. Studien är genomförd via en enkätundersökning i slutet av april 2021 med 76 svarande i målgruppen, vilket utgör en svarsfrekvens om 39 %. Enkätsvaren visar att medarbetare upplever att distansarbete har fungerat bra; ökat work–life balance med mer tid till familjen och hemmet, samt en ökad flexibilitet, effektivitet och mindre stress trots ökad arbetsbelastning. Den sociala distansen till kollegor och företaget gör dock sammanhållning sämre, vilket inte minst märks för nyanställda som får svårare att lära känna kollegor och komma in i kulturen. Arbetsmiljön har förbättrats för de som har tillgång till extrautrustning hemma, men försämrats för övriga. Vi rekommenderar Hemfrid att låta medarbetare arbeta 2–3 dagar i veckan på distans efter pandemin, vilket drar nytta av såväl kontors- som distansarbetets fördelar. Särskild hänsyn bör tas till nyanställda och hanteringen av arbetsmiljön på distans. Vårt bidrag till befintlig teori är ny kunskap om hur omfattande distansarbete fungerar i praktiken, och förslag på hur det kan organiseras i framtiden. För framtida studier rekommenderas bland annat att närmare undersöka en optimal uppdelning av arbetstid, samt hur kontoret bäst kan utformas för att understödja det uppdelade arbetssättet.
Since Sweden in January 2020 had its first confirmed case of COVID-19, major changes have been made regarding how and when work is conducted, with extensive elements of remote work. This thesis has investigated how remote work during the pandemic has affected the work situation and the balance between work and private life for office coworkers of the company Hemfrid. Existing research shows that remote work can benefit coworkers as well as employers; the coworker enjoys increased flexibility and work–life balance, while the employer benefits from increased work intensity and higher availability. The study is conducted via a survey conducted in the end of April 2021 with 76 respondents in the target group, which constitutes a response rate of 39%. The survey results show that coworkers feel that remote work has worked well; increased work–life balance with more time for the family and home, as well as increased flexibility, efficiency, and less stress despite increased workload. However, the social distance to colleagues and the company makes cohesion worse, not least for new employees who find it more difficult to get to know colleagues and get into the culture. The work environment has improved for those who have access to extra equipment at home but deteriorated for others. We recommend Hemfrid to let coworkers work 2–3 days a week remotely after the pandemic, which benefits from the advantages of both office and remote work. Special consideration should be given to new employees and the management of the work environment remotely. Our contribution to existing theory is new knowledge of how extensive remote work works in practice, and suggestions on how it can be organized in the future. For future studies, it is recommended, among other things, to closer investigate an optimal division of working hours, and how the office can best be designed to support the divided way of working.

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Книги з теми "Remote Work from Home":

1

Johnson, Tory. Will Work from Home. New York: Penguin Group USA, Inc., 2008.

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2

MacDougall, Ian. Voices from work and home. Edinburgh: Mercat Press, 2000.

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3

Buenfeld, Sara. Sara Buenfeld's home from work suppers. London: Merehurst, 1995.

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4

Buenfeld, Sara. Sara Buenfeld's home from work suppers. London: Merehurst, 1995.

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5

Buenfeld, Sara. Sara Buenfeld's home from work suppers. London: Merehurst, 1995.

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6

Partow, Donna. Making money from home. Carol Stream, Ill: Tyndale House Publishers, 2010.

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7

Carrell, Al. Best home hints from the super handyman. Dallas, Tex: Taylor Pub. Co., 1990.

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8

Boothroyd, Jennifer. From assembly lines to home offices: How work has changed. Minneapolis: Lerner Publications Co., 2012.

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9

Bose, Chandan. Perspectives on Work, Home, and Identity From Artisans in Telangana. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-12516-5.

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10

Woods, Susanne. Seaside home: 25 stitched projects from sea creatures to sailboats. Lafayette, CA: C&T Pub., 2012.

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Частини книг з теми "Remote Work from Home":

1

Smite, Darja, Marius Mikalsen, Nils Brede Moe, Viktoria Stray, and Eriks Klotins. "From Collaboration to Solitude and Back: Remote Pair Programming During COVID-19." In Lecture Notes in Business Information Processing, 3–18. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-78098-2_1.

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AbstractAlong with the increasing popularity of agile software development, software work has become much more social than ever. Contemporary software teams rely on a variety of collaborative practices, such as pair programming, the topic of our study. Many agilists advocated the importance of collocation, face-to-face interaction, and physical artefacts incorporated in the shared workspace, which the COVID-19 pandemic made unavailable; most software companies around the world were forced to send their engineers to work from home. As software projects and teams overnight turned into distributed collaborations, we question what happened to the pair programming practice in the work-from-home mode. This paper reports on a longitudinal study of remote pair programming in two companies. We conducted 38 interviews with 30 engineers from Norway, Sweden, and the USA, and used the results of a survey in one of the case companies. Our study is unique as we collected the data longitudinally in April/May 2020, Sep/Oct 2020, and Jan/Feb 2021. We found that pair programming has decreased and some interviewees report not pairing at all for almost a full year. The experiences of those who paired vary from actively co-editing the code by using special tools to more passively co-reading and discussing the code and solutions by sharing the screen. Finally, we found that the interest in and the use of PP over time, since the first months of the forced work from home to early 2021, has admittedly increased, also as a social practice.

2

Agrawal, Kalyan Prasad, Ashis K. Pani, and Rajeev Sharma. "Pandemic Pandemonium and Remote Working: An Investigation of Determinants and Their Contextual Behavior in Virtualization of Work-From-Home (WFH) Process." In Re-imagining Diffusion and Adoption of Information Technology and Systems: A Continuing Conversation, 261–73. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-64849-7_23.

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3

Farrell, Kathleen. "Working from home." In People, Care and Work in the Home, 235–50. Milton Park, Abingdon, Oxon ; New York, NY : Routledge, 2020. | Series: Routledge advances in sociology: Routledge, 2020. http://dx.doi.org/10.4324/9780367823351-19.

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4

Robinson, Ian S. "Putting ocean remote sensing to work." In Discovering the Ocean from Space, 539–605. Berlin, Heidelberg: Springer Berlin Heidelberg, 2010. http://dx.doi.org/10.1007/978-3-540-68322-3_14.

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5

Badhwar, Raj. "Security for Work-From-Home Technologies." In The CISO’s Next Frontier, 77–85. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-75354-2_6.

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6

Andrianova, M. A. "Legal Regulation of Remote Work in Russia." In Engineering Economics: Decisions and Solutions from Eurasian Perspective, 682–87. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-53277-2_81.

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7

Maidment, Jane. "Social Work, Mental Health, and Rural Practice: A Perspective from New Zealand." In Handbook of Rural, Remote, and very Remote Mental Health, 1–18. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-10-5012-1_19-1.

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8

Maidment, Jane. "Social Work, Mental Health, and Rural Practice: A Perspective from New Zealand." In Handbook of Rural, Remote, and very Remote Mental Health, 417–34. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-15-6631-8_19.

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9

Marcus, Aaron. "The Out-of-Box Home Experience: Remote from Reality." In Human–Computer Interaction Series, 161–70. London: Springer London, 2015. http://dx.doi.org/10.1007/978-1-4471-6744-0_20.

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10

Taylor, Philip. "Remote Work from the Perspective of Developed Economies." In Offshoring and Working Conditions in Remote Work, 17–59. London: Palgrave Macmillan UK, 2010. http://dx.doi.org/10.1057/9780230289888_2.

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Тези доповідей конференцій з теми "Remote Work from Home":

1

Zhan, Xiaoyu, Delia Mioara Popescu, and Valentin Radu. "Challenges for Romanian Entrepreneurs in Managing Remote Workers." In International Conference Innovative Business Management & Global Entrepreneurship. LUMEN Publishing, 2020. http://dx.doi.org/10.18662/lumproc/ibmage2020/49.

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In an increasingly globalized society managing remote work allows entrepreneurs to compete favorably and increase profit. Moreover, with the rapid development of information and electronic media, decentralized work has become much more comfortable, faster, and more efficient in response to the globalization of work processes. Dynamic environments have introduced virtual work teams that collaborate through communication technologies across geographical, temporal, cultural, and organizational boundaries to achieve a common goal in the results of their organizations. Remote working grows in popularity, but with it also increases the need of the organization to demand high performance from their members through their projects and activities. All over the world, statistics showed in 2019 a steep increase in the number of virtual workers. Both managers and companies face a high number of challenges to keep their employees satisfied and their “numbers” up. This article focuses on the emergence of Virtual Teams in Romania, primarily through the real necessity of remote workers. We highly discuss the advantages and disadvantages of working from home for Romanian Entrepreneurs, especially in the current pandemic state of the entire world.

2

Prelog, Marjetka Lucija. "Najpogostejše težave pri grajenju dobrih timskih odnosov na daljavo in njihove rešitve." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.54.

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Information and communication technologies are offering us needed infrastructure for connecting individuals from different cultures, places and work environments to learn and work together. In this paper we created a literature review on subject of virtual teams. We were answering the question “What are the most common problems when building relationships in remote workspace and how we can eliminate them?”. First responsible party in creating a good work atmosphere in between employees is management. Management and leaders of work teams is the first source from where employees are getting the sense of organizational culture. This task was much easier before Covid-19 epidemy, because first impressions and relationships were created with physical contact. In 2020 majority of organizations reconstructed their work dynamics and started with remote work. Team leaders had to adapt new work habits and way of carrying out work loads remotely. With that they lost physical contact, relationship between employees started to deteriorate, workers started to loose sense for the work load and time spent for it, distractions at home did not add to the employee productivity. With this literature preview we found out that leaders are finding biggest problems in weakened communication, bad management, inability to overview employee productivity, and cultural and language differences.

3

Araujo, Matheus, Kent Lee, Quan Ni, and Jaideep Srivastava. "Visualizing Telemetry Metrics From Upper-Airway Stimulation to Enhance Sleep Therapy Management." In 2020 Design of Medical Devices Conference. American Society of Mechanical Engineers, 2020. http://dx.doi.org/10.1115/dmd2020-9035.

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Abstract Upper-Airway Stimulation (UAS) therapy is an innovative alternative to Continuous Positive Airway Pressure (CPAP) treatment for patients with obstructive sleep apnea (OSA) and CPAP intolerance. Patients who have implanted a UAS device are responsible for activating and managing the therapy at home before sleep. Consistent nightly use is required for a reduced OSA burden, measured by the apnea-hypopnea index. Thus, understanding patient behavior and possible challenges to nightly use are crucial to therapy success. In this work, we present two novel visualizations to monitor telemetry data recorded by the UAS sleep remote. They provide doctors and sleep clinicians with detailed information to easily classify therapy use and sleep patterns. We also present how to show daily metrics such as hours of average usage, therapy intensity, and duration of therapy pauses, to identify optimal therapy settings and measure the long-term effectiveness of interventions.

4

Wilson, Lee, Ferdinand Velez, Jason Lim, and Leah Boyd. "Incorporating Digital Solutions to Foster Greater Remote Engagement with Personnel." In Offshore Technology Conference. OTC, 2021. http://dx.doi.org/10.4043/30976-ms.

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Abstract Like most business sectors, the oil and gas industry had to adapt to virtual meetings and working from home in the new reality of the global COVID-19 pandemic. This has introduced new complications to completing activities that traditionally require personnel to be on site and collaborate in teams. This paper reviews digital initiatives that allow workers to collaborate virtually on EHS (Environmental, Health, & Safety)-driven practices such as safety audits and engage remotely for improved morale. Specifically, the paper reviews the recent implementation of digital connectivity solutions for remote workers to join virtual ‘Safety Walk and Talks’ in processing facilities and offshore platforms. It also reviews programs to promote connectivity between workers, including virtual town halls and online coffee-hours conversations. While these digitally enabled remote engagement initiatives are still relatively new, they have quickly provided benefits to the safe operation of offshore assets and the morale and mental wellbeing of the workforce. The first virtual ‘Safety Walk and Talk,’ which was conducted in Indonesia, brought together a cross-functional team that was split between a few in-person attendees and a majority of people joining virtually from remote locations. While the digital connection was not seamless, this first-of-its-kind virtual meeting proved the concept. The process improves EHS metrics by minimizing travel of teams to and from the site. It also keeps more people out of potentially hazardous work environments and minimizes exposure to coronavirus or other health hazards. Other digital connectivity measures such as virtual town halls and worker-submitted videos have increased engagement between management, workers, and teams located around the globe. A virtual ‘Coffee Roulette’ program, in which workers spin a virtual wheel that connects them with other employees for informal chats, has allowed people to make new connections and feel less isolated.

5

Hamid, Mohd Ridzuan, Meor M. Meor Hashim, Lokman Norhashimi, Muhammad Faris Arriffin, and Azlan Mohamad. "Operational Readiness Case Study for Accessibility and Mobility of Wells Real Time Centre System and Applications During Movement Control Order." In International Petroleum Technology Conference. IPTC, 2021. http://dx.doi.org/10.2523/iptc-21168-ms.

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Abstract The recent global pandemic is an unprecedented event and took the world by storm. The Movement Control Order (MCO) issued by Malaysia's government to halt the spread of the deadly infection has changed the landscape of work via a flexible working arrangement. The Wells Real Time Centre (WRTC) is not an exception and is also subjected to the change. WRTC is an in-house proactive monitoring hub, built to handle massive real-time drilling data, to support and guide wells delivery effectiveness and excellence. The functionality of the WRTC system and applications are embedded in the wells delivery workflow. The centre houses drilling specialists who are responsible for observing the smooth sailing of well construction and are tasked to intervene when necessary to avoid any unintended incidents. WRTC is equipped with myriads of engineering applications and drilling software that are vital for the operations. Such applications include monitoring software, machine learning applications, engineering modules, real-time data acquisition, and database management. These applications are mostly cloud-based and Internet-facing, hence it is accessible and agile as an infrastructure that is ready to be deployed anytime anywhere when it is required. The strategy for WRTC mobility started as soon as the MCO was announced. This announcement mandated the WRTC to operate outside of the office and required the staff to work from home. The careful coordination and preparation to transform and adapt WRTC to a new norm was greatly assisted by the infrastructure readiness. All of these factors contributed greatly to a successful arrangement with zero to minimal downtime where a workstation was set up in each personnel's home, running at full capacity. This transformation was done within one day of the notice and completed within hours of activation. Despite the successful move, few rooms for improvements such as redundancy of VPN use to access applications and limited access to some proprietary software can be enhanced in the future. WRTC is ready to be mobile and agile to support the drilling operations remotely either in the office or from home. The quick turnaround is a major indicator that WRTC infrastructure and personnel are ready and capable for remote operations without interruption.

6

Deniz, Sabri, Ulf Christian Müller, Ivo Steiner, and Thomas Sergi. "Online (Remote) Teaching for Laboratory Based Courses Using “Digital Twins” of the Experiments." In ASME Turbo Expo 2021: Turbomachinery Technical Conference and Exposition. American Society of Mechanical Engineers, 2021. http://dx.doi.org/10.1115/gt2021-58697.

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Abstract The Covid-19 pandemic has changed the university education, with most teaching moved off campus and students learning online or remote at home, but a cornerstone of undergraduate engineering education has been a big challenge, namely the laboratory classes. As the engineering and education communities continue to adapt to the realities of a global pandemic, it is important to recognize the importance of the laboratory-based courses. In order to address to this situation, an ambitious approach is taken to recreate the laboratory experience entirely online with the help of the digital twins of the fluid mechanics, thermodynamics, and turbomachinery laboratory experiments. Laboratory based undergraduate courses such as EFPLAB1, EFPLAB2 (Energy; Fluid and Process Laboratory 1 & 2) and EFPENG (Energy; Fluid and Process Engineering) are important parts of the “mechanical engineering” and “energy systems engineering” curricula of the Lucerne University of Applied Sciences (HSLU) in Switzerland. Each course mentioned above include six different laboratory experiments about fluid mechanics, thermodynamics, turbomachinery, energy efficiency, and energy systems, including mass- and energy flow balances in energy systems. During the Covid-19 pandemic, it was necessary to adapt to the new environment of remote learning courses and modify the laboratory experiments so that they can be carried out online. The approach was developing digital twins of each laboratory experiment with web applications and providing an environment together with supporting videos and interactive problems so that the laboratory experiments can be carried out remotely. A digital twin is a digital representation of a physical system, e.g., the test rig. It may contain a collection of various digital models with related physical equations and solutions, information related to the operation of the test rig, including 2D or 3D models, process models, sensor data records, and documentation. Ideally, all quantities and attributes that could be measured or observed from the real experiment should be accessible from its digital twin. The digital twin not only reproduces the experimental setup in the laboratory but also helps to improve the knowledge related to the theory and concepts of the laboratory experiments. One major advantage of the digital twin is that the number and range of the parameters, which can be manipulated or varied, is larger in comparison to the actual testing in the laboratory. This paper explains the development of the digital twins (web applications) of the laboratory experiments and provides information about the selected experiments such as potential vortex, linear momentum equation, diffuser flow, radial compressor, fuel cell, and pump test rig with the measurement of pump characteristics. A remote or distance learning has many hurdles, one of the largest being how to teach hands-on laboratory courses outside of an actual laboratory. The experience at the Lucerne University of Applied Sciences showed that teaching online labs using the digital twins of the laboratory experiments can work and the students can take part in remote laboratories that meet the learning outcomes and objectives as well as engage in scientific inquiry from a distance.

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Orosz, Matthew S., and Amy V. Mueller. "Dynamic Simulation of Performance and Cost of Hybrid PV-CSP-LPG Generator Micro Grids With Applications to Remote Communities in Developing Countries." In ASME 2015 9th International Conference on Energy Sustainability collocated with the ASME 2015 Power Conference, the ASME 2015 13th International Conference on Fuel Cell Science, Engineering and Technology, and the ASME 2015 Nuclear Forum. American Society of Mechanical Engineers, 2015. http://dx.doi.org/10.1115/es2015-49513.

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Energy infrastructure in rural areas of developing countries is currently deployed on an ad-hoc basis via grid extension, public and private sector solar home system (SHS) service using photovoltaic (PV) panels, and community distributed generation systems, also called mini or micro grids. Universal access to energy is increasingly pursued as a policy objective via e.g. the U.N. Millennium Develop Goals (MDG), Sustainable Energy for All (SE4All), and U.S. Power Africa initiatives. Rational allocation of energy infrastructure for 1.6b people currently lacking access requires a screening process to determine the economic break-even distance and consumer connection density favoring topologically diverse energy technology approaches. Previous efforts have developed approaches to determine grid-connection break-even distances, but work on micro-grid and SHS break-even distance and density is limited. The present work develops an open access modeling platform with the ability to simulate various configurations of PV, Concentrating Solar Power (CSP), and fueled generator backup systems with exhaust waste heat recovery. Battery and thermal storage options are examined, and typical meteorological year (TMY) data is combined with probabilistic and empirical load curve data to represent the appropriate physical dynamics. Power flow control strategy and infrastructure is optimized for a minimum tariff (USD/kWh) for cost recovery. Cost functions derived from manufacturers’ data enable performance and economic assessment for a case study micro grid in Lesotho.

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"Remote Patient Monitoring in Home Environments." In The First International Workshop on Mobilizing Health Information to Support Healthcare-related Knowledge Work. SciTePress - Science and and Technology Publications, 2009. http://dx.doi.org/10.5220/0001818600870096.

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Spark, Rosemary. "Accessibility to Work from Home for the Disabled." In W4A '17: Web For All 2017 - The Future of Accessible Work. New York, NY, USA: ACM, 2017. http://dx.doi.org/10.1145/3058555.3058577.

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Jaffe, Sonia. "Work from home During and After COVID-19." In 2021 IEEE/ACM 8th International Workshop on Software Engineering Research and Industrial Practice (SER&IP). IEEE, 2021. http://dx.doi.org/10.1109/ser-ip52554.2021.00012.

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Звіти організацій з теми "Remote Work from Home":

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Cicala, Steve. Powering Work from Home. Cambridge, MA: National Bureau of Economic Research, October 2020. http://dx.doi.org/10.3386/w27937.

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Redmond, Paul. Who can work from home in Ireland? ESRI, May 2020. http://dx.doi.org/10.26504/sustat87.

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Bloom, Nicholas, James Liang, John Roberts, and Zhichun Jenny Ying. Does Working from Home Work? Evidence from a Chinese Experiment. Cambridge, MA: National Bureau of Economic Research, March 2013. http://dx.doi.org/10.3386/w18871.

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Davis, Morris, Andra Ghent, and Jesse Gregory. The Work-from-Home Technology Boon and its Consequences. Cambridge, MA: National Bureau of Economic Research, February 2021. http://dx.doi.org/10.3386/w28461.

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Bai, John (Jianqiu), Erik Brynjolfsson, Wang Jin, Sebastian Steffen, and Chi Wan. Digital Resilience: How Work-From-Home Feasibility Affects Firm Performance. Cambridge, MA: National Bureau of Economic Research, March 2021. http://dx.doi.org/10.3386/w28588.

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Juhász, Réka, Mara Squicciarini, and Nico Voigtländer. Away from Home and Back: Coordinating (Remote) Workers in 1800 and 2020. Cambridge, MA: National Bureau of Economic Research, December 2020. http://dx.doi.org/10.3386/w28251.

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Brueckner, Jan, Matthew Kahn, and Gary Lin. A New Spatial Hedonic Equilibrium in the Emerging Work-from-Home Economy? Cambridge, MA: National Bureau of Economic Research, March 2021. http://dx.doi.org/10.3386/w28526.

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Perry, MacKenna. Financial Strain and the Work-Home Interface: A Test of the Work-Home Resources Model from the Study for Employment Retention of Veterans (SERVe). Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.6119.

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Means, Barbara, and Julie Neisler. Unmasking Inequality: STEM Course Experience During the COVID-19 Pandemic. Digital Promise, August 2020. http://dx.doi.org/10.51388/20.500.12265/102.

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This report describes the experiences of over 600 undergraduates who were taking STEM courses with in-person class meetings that had to shift to remote instruction in spring 2020 because of COVID-19. Internet connectivity issues were serious enough to interfere with students’ ability to attend or participate in their STEM course at least occasionally for 46% of students, with 15% of students experiencing such problems often or very often. A large majority of survey respondents reported some difficulty with staying motivated to work on their STEM courses after they moved online, with 45% characterizing motivation as a major problem. A majority of STEM students also reported having problems knowing where to get help with the course content after it went online, finding a quiet place to work on the course, and fitting the course in with other family or home responsibilities. Overall, students who reported experiencing a greater number of major challenges with continuing their course after it went online expressed lower levels of satisfaction with their course after COVID-19. An exception to this general pattern, though, was found for students from minoritized race/ethnicity groups, females, and lower-income students. Despite experiencing more challenges than other students did with respect to continuing their STEM courses remotely, these students were more likely to rate the quality of their experiences when their STEM course was online as just as good as, or even better than, when the course was meeting in person.

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Aum, Sangmin, Sang Yoon (Tim) Lee, and Yongseok Shin. Who Should Work from Home during a Pandemic? The Wage-Infection Trade-off. Cambridge, MA: National Bureau of Economic Research, October 2020. http://dx.doi.org/10.3386/w27908.

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