The effect of remote work on the successful development of engineering company

The purpose of the present study is to identify the main advantages and problems of remote work for both employers and employees, and possible ways to solve them. The article shows a significant number of studies dealt with non-standard forms of labor organization, clarifies the essence of remote work, and examines the main aspects for its effective organization. The main advantages and problems of remote work for employers and employees, as well as possible ways to solve them, are identified based on an expert survey involving 36 experts. According to the conducted study, it can be concluded that the acceleration of scientific and technological progress and adverse epidemiological conditions contribute to the spread of remote work worldwide. This phenomenon has two aspects. On the one hand, remote work, firstly, reduces the unemployment rate and improves the image of the company; secondly, offers flexible working hours; thirdly, protects/retains customers and saves time/transport costs. On the other hand, remote work is associated with the difficulty in maintaining efficiency and teamwork at a high level; secondly, it restricts communication, makes it impossible to perform certain tasks at home; and thirdly, remote work leads to insufficient physical activity, causes difficulties with integration into the corporate culture, etc.

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Prawo do bycia offline jako podstawowe prawo pracownika

Studia z zakresu Prawa Pracy i Polityki Społecznej ◽

10.4467/25444654spp.21.024.14266 ◽

2021 ◽

Vol 28 (4) ◽

pp. 305-323

Author(s):

Kinga Moras-Olaś

Keyword(s):

Working Hours ◽

Working Time ◽

The Other ◽

Private Sphere ◽

Remote Work ◽

Minimum Level ◽

Absolute Minimum ◽

Protective Function ◽

The One ◽

The Right

The right to disconnect as an employees’ fundamental right The ongoing COVID-19 pandemic and the associated possibilities for the employers to order employees to perform their work remotely has caused the widespread perception of the employee’s right to be offline outside its working hours (also referred to as a “right to disconnect”) as a fundamental right. This article contains a synthetic analysis of the institution of remote working as the main source of threat to employees’ rights as well as considerations with regard to proposed solutions aimed at protecting the employee against such threat. On the one hand, remote work has a protective function being instrumental in safeguarding the continuity of businesses and the employee’s workplace despite the pandemic, but on the other hand, it significantly interferes with the private sphere and may lead to violations of the regulations on working time. The European Parliament’s proposals on the right to be offline should be assessed positively, although they undoubtedly only guarantee an absolute minimum level of protection. The analysis was carried out following the formal dogmatic method also taking into account comparative tools.

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For better or worse: How more flexibility in working time arrangements and parental leave experiences affect fathers' working and childcare hours in Germany

Journal of Family Research ◽

10.20377/jfr-644 ◽

2021 ◽

Author(s):

Susanne Wanger ◽

Ines Zapf

Keyword(s):

Role Models ◽

Parental Leave ◽

Working Hours ◽

Work And Family ◽

Working Time ◽

Traditional Role ◽

Use Of Time ◽

Flexible Working Hours ◽

Flexible Working ◽

The One

Objective: In this study, we investigate the effect of flexible working time arrangements and parental leave experiences on the actual working and childcare hours of men. Background: Many fathers want to spend more time with their children and actively participate in family life, but, after becoming a parent, most work even more hours than before. To better combine work and family, the possibility of flexible working time arrangements might play a crucial role for fathers, also to become more involved in childcare activities. Method: We use longitudinal data of the German Socio-Economic Panel (SOEP) to examine how flexible working time arrangements, parental leave experiences, working hours, and childcare hours are related. Based on data between 2013 and 2019, panel regression models were estimated. Results: The results show that a change from fixed to flexible working time regulations leads to an increase in working hours for men and fathers. The longer working hours of fathers go hand in hand with a reduction in the time spent on childcare activities when switching to flexible working time arrangements. However, experiences with parental leave in connection with flexible working hours show a change in the use of time. Conclusion: Flexible working time regulations prove to be ambivalent for fathers: On the one hand, they offer fathers new leeway, on the other hand, due to traditional role models, they lead to longer working hours and thus less participation in childcare; but parental leave experiences make a difference, which indicates the importance of these regulations for fathers.

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Determinants of the attractiveness of telework before the outbreak of the COVID-19 pandemic

Informatyka Ekonomiczna ◽

10.15611/ie.2020.1.06 ◽

2020 ◽

Vol 2020 (1(55)) ◽

pp. 80-95

Author(s):

Dorota Walentek

Keyword(s):

Work Organization ◽

Working Hours ◽

Motivating Factors ◽

Remote Work ◽

Ability To Work ◽

Flexible Working Hours ◽

Flexible Working ◽

The World ◽

Popular Work ◽

Independent Work

Telework, also known as remote work, is now an increasingly popular work system in Poland and around the world. However, the reasons for undertaking remote work by individual teleworkers may be different. The article contains a literature review in terms of both the explication of the concept of teleworking and the motives for undertaking it. The results of the author’s study were also presented, the aim of which was to identify the most important factors influencing the interest in teleworking among students. It was shown that the main motivating factors to work remotely are flexible working hours, the ability to work anywhere in the world and independent work organization. The study was a pilot study carried out just before the COVID-19 pandemic, which forced the introduction of remote work in many organizations that had not used teleworking so far. The intention of the author is to conduct a similar study every one to two years in order to compare the main motives for undertaking remote work before and during the pandemic, or just after its completion

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Intellectual potential of the Carpathian region of Ukraine in the context of improvement and development of information technologies

Scientific Journal of Yuriy Fedkovich Chernivtsi National University. Economics ◽

10.31861/ecovis/2020-829-7 ◽

2021 ◽

Author(s):

Andriy ntokhov ◽

Leonid Klevchik

Keyword(s):

Labor Markets ◽

Economic Activity ◽

Information Technologies ◽

Rapid Development ◽

Working Hours ◽

Science And Technology Education ◽

Carpathian Region ◽

Flexible Working Hours ◽

The One ◽

Education Culture

The overall situation of the economic activity of the population in the Carpathian region including the necessity of enterprises for employees was determined. The structure of the necessity of workers in enterprises by economic activity for the regions of the Carpathian region was analyzed. The prospects of IT employment with the rapid development of it in the cities of Lviv and Ivano-Frankivsk were found. Applied and possible proliferation risks in the region of freelance was outlined. Improvement and development of regional labor markets, intellectual, labor potential of the Carpathian region is characterized by quite contradictory and ambiguous trends. On the one hand, due to the latest conditions and the crisis, the labor markets are showing declining dynamics, in the regions cannot stabilize and control the situation against the background of today's macro-crisis events. On the other hand, against this background, we observe spontaneous, uncontrolled processes of employment in the field of IT and programming, which is especially true for Lviv and Ivano-Frankivsk regions. We say that a new creative class is being formed, the core of which is those who are engaged in science and technology, education, culture, art, music, entertainment industry. Today it is necessary to develop and improve the regionalization of regulation of regional systems; to provide a controlled and regulated process of development of employees in the IT sphere; to form and institutionalize a new ideology of employment in the population with a combination of its various types through the creation and dissemination of flexible working hours.

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Using text analysis for evaluating the behaviour of rates of return from the WIG20 index

Informatyka Ekonomiczna ◽

10.15611/ie.2020.1.05 ◽

2020 ◽

Vol 2020 (1(55)) ◽

pp. 69-79

Author(s):

Dorota Walentek

Keyword(s):

Work Organization ◽

Working Hours ◽

Motivating Factors ◽

Remote Work ◽

Rates Of Return ◽

Flexible Working Hours ◽

Flexible Working ◽

The World ◽

Popular Work ◽

Independent Work

Telework, also known as remote work, is now an increasingly popular work system in Poland and around the world. However, the reasons for undertaking remote work by individual teleworkers may be different. The article contains a literature review in terms of both the explication of the concept of teleworking and the motives for undertaking it. The results of the author’s study were also presented, the aim of which was to identify the most important factors influencing the interest in teleworking among students. It was shown that the main motivating factors to work remotely are flexible working hours, the ability to work anywhere in the world and independent work organization. The study was a pilot study carried out just before the COVID-19 pandemic, which forced the introduction of remote work in many organizations that had not used teleworking so far. The intention of the author is to conduct a similar study every one to two years in order to compare the main motives for undertaking remote work before and during the pandemic, or just after its completion

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Social Responsibility in the Enterprise Personnel Management: the Realities of Time

ЕКОНОМІКА І РЕГІОН Науковий вісник ◽

10.26906/eir.2019.4(75).1859 ◽

2019 ◽

pp. 113-120

Author(s):

Olena Khrystenko ◽

Vita Zhartovska

Keyword(s):

Staff Development ◽

Social Responsibility ◽

Personnel Management ◽

Corporate Culture ◽

Working Hours ◽

Development Programs ◽

Socially Responsible ◽

Emergency Situations ◽

Existing Problems ◽

Flexible Working Hours

The essence of the “social responsibility” concept is defined. The process of social responsibility introduction into management of the enterprise personnel is investigated. Existing problems are detected during the implementation of this process at the enterprise. It is established that the important moment for a successful enterprise existence is the usage of socially responsible tools in the personnel management system of the organization. In particular, corporate culture, decent pay, staff development programs, internal communications support, flexible working hours, assistance in emergency situations, etc.

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Mixed Working Hours in the Conditions of the COVID-2019 Pandemic

Business Inform ◽

10.32983/2222-4459-2021-1-207-212 ◽

2021 ◽

Vol 1 (516) ◽

pp. 207-212

Author(s):

S. H. Rudakova ◽

◽

L. V. Shchetinina ◽

N. S. Danylevych ◽

A. S. Kohdenko ◽

...

Keyword(s):

Working Hours ◽

Working Time ◽

Full Time ◽

Remote Work ◽

Sociological Study ◽

Flexible Working Hours ◽

Flexible Working ◽

Time Work ◽

Part Time ◽

Mixed Modes

The article is aimed at valuating the experience of using mixed modes in the context of the COVID-2019 pandemic based on the results of sociological studies as well as substantiating the potential for the development of legal and regulatory provision. In the context of the pandemic, many enterprises switched to remote work and the working hours changed. For Ukraine, this is a new experience in implementing online work and a more flexible working day, so it is important to study this issue. During the COVID-2019 pandemic, enterprises faced the only legal opportunity to organize their activities through work at home. The authors carried out a sociological study on the use of mixed modes in the context of the COVID-2019 pandemic, which found out that 69.6% of respondents work remotely, 60.9% work on a flexible schedule, and 43.5% of respondents account for part-time work. 73.9% of the respondents faced mixed working modes. Regarding the preparedness of business owners to work in the new conditions, it is found out that the majority of respondents are satisfied with how their organization has switched to a remote or mixed form of work. Remote work can be combined with other modes, such as part-time or flexible working hours and full-time work. This combination can be considered as a mixed working time mode. According to the outcome of sociological researches, the use of mixed working hours is already a common reality, not an exception. Use of them has its own peculiarities in various spheres of activity, which requires further research. The survey identified the respondents both satisfied and dissatisfied with mixed working hours. It should be noted about the available potential to improve the legal and organizational-economic principles of using mixed modes of working time organization.

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