Working From Home as the New Normal in

Malaysiajhuhuhuhuhuuhuh

Student Name: Hasyvini Muthu Kumar

Matric No.: 940613 02 6132

Supervisor:
Ts. DR. Ravinthran Mariappan

1
 Professional Master in Business Administration
UTMSPACE
2022

Contents
1.0 Introduction.......................................................................................................................4
2.0 Background of Study.........................................................................................................6
2.1 Problem Statement...........................................................................................................7
2.2 Research Questions...........................................................................................................7
2.3 Research Objectives...........................................................................................................8
2.4 Variable.............................................................................................................................8
2.5 Theoretical Framework.....................................................................................................9
3.0 Literature Review............................................................................................................10
3.1 Work from Home Overview in Malaysia..........................................................................11
3.2 A Closer Proximity to Family............................................................................................12
3.3 Feeling Isolated...............................................................................................................14
3.4 Disruption of work-life balance.......................................................................................16
4.0 Methodology...................................................................................................................17
5.0 Findings and Discussions
6.0 Conclusion

2
 Abstract
When a pandemic strikes in 2020, the government and policymakers will take
preventative and directive measures to ensure the survival of social movements and
the spread of infection among the population. Locking implementation is a concept
that relates to ordinary behaviours that have occurred all over the world. As a
result, small businesses and organisations are forced to shift from a central office to
function from home during the curfew period. This has resulted in more meaningful
change in the workplace as well as increased experimentation. Work-from-home
opportunities are accessible all around the world. Despite the fact that it is a
possible previous action, it is still quite unusual and rarely carried out on a large
scale in various countries. Many individuals are interested in the results of working
from home, as well as the impact it has on employers, employees, and businesses in
general. However, an adequate amount of labour must be accomplished. Because
of the amount of information provided, it is difficult to distinguish between the
direction and flow of this investigation. Despite this, the effects of working from
home were shown to be predicted because the problem existed previous to the
outbreak in question. Hopefully, future research will provide an opportunity to
finally alleviate some of these challenges in the workplace as working from home
becomes the "new normal."

3
 Chapter 1: Introduction
Businesses and employees have been prohibited from travelling as a result of the
global COVID-19 epidemic in order to prevent the virus from spreading. Because of
the current economic climate, especially in fast-paced urban areas, both firms and
employees are looking for alternate employment options in order to continue
operating and surviving. As a result of COVID-19, almost all enterprises now require
their workers to work from home. As a result, work from home (WFH) has arisen as
a strategic concern for many businesses. Employers and their employees should be
considered when choosing the most effective strategy for achieving WFH goals.
Even though working from home is now an option, the current situation provides a
unique viewpoint on how the arrangement works in practise. This information may
be useful in future legislation that affects the current working hour’s arrangement.
When investigating the issues that enterprises and employees in India face, a SWOT
analysis and an exploratory method are required. It will also be considered whether
this employment agreement will be temporary or permanent (Tripathy & Rohidas,
2021).

Malaysia's government announced in June 2021 that the country's statewide

lockdown will be extended through the end of June that year. It is vital that all of us
remain dedicated to the challenging circumstances that prevail at the time. There
were those of us who were undeterred by the ongoing change in the workplace,
which was mirrored by the issues we faced throughout the 2020 MCO. In contrast,
according to an Ipsos survey, 74 percent of Malaysians are concerned about their
job security, 67 percent are stressed as a result of changes in work patterns, and 63
percent are having problems establishing a work-life balance.

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Despite the various benefits of the new working norm of working from home, many
businesses are concerned about their employees' productivity and well-being, as
well as the impact on the company. Companies must search for measures to boost
employee morale, as working from home is projected to become the new normal in
the long run. One of the various tactics that organisations may employ to regulate
the productivity of their staff who works from home, according to BGC Malaysia
(2021), is to provide them with a comfortable virtual working environment that is
beneficial to their work. According to BGC Malaysia, an HR outsourcing company,
providing employees with a comfortable virtual working environment is crucial for
everyday productivity throughout working hours. This can be performed in a few
simple steps, which will be covered in further detail in the following section.

Working from home is a common work style in industrialised countries, despite the
fact that it is illegal in many countries, according to Saludin (2020). Since the 1970s,
most developed countries have implemented the concept in its current form.
Furthermore, WFH is known to promote a healthier work-life balance and can
provide numerous benefits to both the company and the employee, such as real
estate cost savings, increased productivity, reduced absenteeism, labour relations
flexibility, improved customer service, flexibility, and commuting cost savings. Aside
from that, the primary reasons cited in many developed countries for the potential
growth of telecommuting include flexibility, lower office overheads, lower energy
consumption, increased worker productivity, improved recruitment opportunities,
particularly for female employees, reduction in travel fatigue, travel time, travel
cost, parking fees, gasoline savings, promotion of opportunities for dual income
households, and effective management. Despite WFH's positive impact, Malaysia
has only a limited quantity of in-depth study on WFH (Perez, 2004). The
identification of WFH implementation in this study is significant because it implies
that Malaysian organisations adopt the WFH concept, which has been addressed
indirectly.

5
2.0 Background of Study
Abdullah and colleagues claim that (2020). Working from home is becoming
increasingly common in today's digital age, when knowledge and communication
are nearly limitless. Using information and communication technology (ICT) to do
business from home is a type of work activity that allows individuals to access their
work obligations from anywhere they wish, such as their homes. Physical presence
in the office is no longer the only way for businesses to conduct business as usual in
this new era of information and massive technological breakthroughs. The work-
from-home strategy has been effectively employed in Malaysia as a technique of
remote learning programmes at private colleges; nevertheless, it has not been
formally incorporated in traditional institutions (Rahim et al., 2018). The
development of contemporary technology has altered many organisations'
requirements for monitoring, communication, and the use of equipment and
resources that are collectively divorced from a centralised workplace to allow
employees to work from home. The recent COVID-19 epidemic has had a
substantial impact on a huge number of businesses. Almost every employee, from
those who work in a central location to those who work from home, is pressured to
adapt. Several enterprises in emerging countries, including China, South Africa,
Belgium, the Philippines, Thailand, and Malaysia, were already using this digital
form of operation before COVID-19 became the trigger. Employers and employees
can take advantage of these benefits, communicate with one another via
technology, and work from the comfort of their own homes, removing the need for
them to commute to and from work every day. Companies are increasingly
resorting to technology to prepare for the new standard shift in the workplace,
which includes changing to the way organisations run while also considering the
many ramifications on personnel. While adopting technology appropriate for the
current pandemic situation, employees may face negative or positive consequences
as a result of their actions.

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2.1 Problem Statement
Businesses and employees are looking for alternate job options in order to continue
operating. Employers and their employees should be considered when choosing the
most effective technique for achieving work-from-home goals. This information may
be useful in future legislation that affects the current working hour’s arrangement.
Despite the various benefits of the new working norm of working from home, many
businesses are concerned about their employee’s productivity and well-being, as
well as the impact on the company. Companies must search for measures to boost
employee morale, as working from home is projected to become the new normal in
the long run.

Employees have been raving about how great it is to be able to work remotely,
independently, and on their own schedules, among other benefits of working from
home. However, when we consider the big picture, there are still a number of
drawbacks to working from home. Everything in the world has advantages and
disadvantages. Work-from-home opportunities are no exception. Working from
home is advantageous for many people, but not for all. It has resulted in losses for
small business owners and co-working space owners. Because these places come at
a cost and every employee is a valuable asset. When no employees work in these
areas, it is clear that they are being removed. For an example, lack of community,
teamwork and motivation. As a result, it is clear that man cannot live alone, let
alone work efficiently and effectively. While some employees are ecstatic about the
prospect of working alone without the distractions of the workplace, others may
struggle. Working long hours and collaborating with only a computer screen, with
no face-to-face interaction or communication with remote team members, can be
difficult. Employees can connect via video calls and conferences using platforms
such as Zoom, Skype, and others. To work effectively, it may not be as efficient as
sitting together and brainstorming ideas. A lack of motivation can make life difficult
for an employee and have a negative impact on their productivity. Though self-
motivation can be effective, it is not always sufficient to keep a man going. This is
where external motivation comes into play.

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2.2 Research Questions
Working from home offers various advantages and disadvantages, which will be
examined in detail in this study. This study, in particular, looks at the benefits and
drawbacks of working from home from the perspective of Malaysian employees.
The study is being conducted to answer the following research questions.

(i) What is the productivity level related with working from home in Malaysia?
(ii) What factors influence working from home proximity to family?
(iii) What changes contribute to a work-life balance when working from home?

2.3 Research Objectives

(i) To determine the productivity level related with working from home in
Malaysia.
(ii) The factors that influence working from home proximity to family.
(iii) The changes contribute to a work-life balance when working from home.

2.4 Variable
The amount of productivity level
While remote employees report lower stress levels, workplace stress,
pressure, and anxiety have not completely subsided. As remote employees
work longer days, balancing work and personal responsibilities is critical to
their mental health and the success of the business. Remote workers
frequently take fewer breaks than their colleagues in the office, but taking
breaks is one of the most effective ways for remote employees to stay
productive. Encourage your employees to get up and move around during
the workday, especially if they are tired or distracted. They can eat a healthy
snack, go for a walk, call a friend, meditate and so on.

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Closer with family and partner
Conflicts over roles are exacerbated. In the absence of a clear physical
demarcation between work and home, tensions between work and family
roles have risen. Work tasks intrude on domestic responsibilities when
everyone and the cat share the dining room table, and vice versa. This
spillover strains relationships even more while reducing our ability to focus
on them. Communication about needs suffers as a result, and to resolve
these conflicts, domestic partners revert to gender-based role expectations,
according to scholarship.

Employees feel lonely while working from home

The first step in combating feelings of isolation is to get out of your daily
office and into the world. Choose a local co-working space, coffee shop,
library, or university to work one day per week to meet new people. Bring a
friend who also works remotely with you so you can collaborate on projects.
Even if you don't speak to many of the other people, you may find that
simply getting out of the house makes you feel like you're part of a larger
community. If this is the case for you, reach out to other remote workers in
your city or state to arrange a meet-up where you can spend time working
on similar projects.

Time management
Time management is a valuable skill that can boost productivity and
efficiency. Working from home frequently necessitates good time
management skills in order to minimise distractions and maximise output.
Learning time management skills can assist you in optimising your work-
from-home schedule. Firstly is about increases the productivity, When you
are able to manage your time efficiently, you can increase your focus and, as
a result, your productivity. This allows you to accomplish more while
working less.

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2.5 Theoretical Framework
The goal of this research is to look at the benefits and drawbacks of working for
WFH from the perspective of its workers. As a result, the theoretical framework
used for this paper includes some of the conceivable variables that could contribute
to the benefits or drawbacks of WFH. On the attached theoretical framework, it is
clear to see that when the government implements practise work from home, a few
elements, which can be referred to as the attached theoretical framework, will be
taken into account. These issues include being closer to family, the practise of
working from home during COVID-19, isolation owing to a lack of communication at
home, and disruption of the work-life balance.

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 The
productivity
Time Management
level

Work From
Home (WFH)
Relationship
with partner
and children Proximity to
family

Feeling Lonely

3.0 Literature Review

The COVID-19 pandemic was initially diagnosed in 1998 in Hubei Province, People's
Republic of China, and spread throughout the world. At the time, the World Health
Organization (WHO) Emergency Committee declared a global health emergency,
citing an increasing number of cases in various parts of the world as the reason for
their decision (Velavan, 2020). Furthermore, the World Health Organization (WHO)
declared the COVID-19 outbreak a global pandemic on March 11, 2020. In an effort
to contain the COVID-19 epidemic, some governments have enforced severe
lockdowns, movement restrictions, and shelter in place orders on their citizens.
According to the European Journal of Molecular and Clinical Medicine, the

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effectiveness of these mitigation strategies is based on public cooperation and
compliance (Azlan, 2020). Individuals, institutions, communities, local and national
governments, and international organisations must take efforts to preserve their
own and their communities' health in order to prevent or stop the spread of COVID-
19. China's strict control efforts have considerably restricted the spread of COVID-
19 in the country (Kraemer et al., 2020).

Meanwhile, on March 18, 2020, Malaysia issued the Movement Control Order
(MCO), putting the rest of the world on notice. As a result, all enterprises must
close, with the exception of those providing crucial services and goods. MCO
enforcement, as measured by active COVID-19 cases, has begun to show substantial
decrease trends, showing that it is becoming more successful and compliant (Tang,
2020). These strategies serve to reduce contact with contaminated surfaces while
also building and retaining virtual social contacts among members of families and
communities, in addition to ensuring physical separation between people (of at
least one metre). Measures such as the implementation of flexible work
arrangements such as teleworking and distance learning, the reduction and
avoidance of crowding, and the closure of non-essential facilities and services can
benefit the general public (WHO, 2020).

3.1 Work from Home Overview in

Malaysia
Malaysian authorities issued a regulation known as the Movement Control Order
(MCO) on March 18, 2020, in order to contain the broad spread of COVID-19 in the
country. The directive limits the public's capacity to remain in their homes and
private properties, as well as the suspension of the majority of economic operations
that the county accepts in order to offer the numerous fundamental services. As a
result, many employees have been given the option of working from home. Despite
the fact that the MCO was later replaced with a recovery period in which people

12
might return to work, some workers may continue to work from home until
vaccinations are developed.

When MCO began operations, 44 percent of employees questioned by the

Department of Statistics Malaysia (DOS) (2020) claimed that they were working
from home because the majority of commercial activity had been ceased, according
to Tumin (2020). This form of work arrangement, on the other hand, is only found
among regular workers or employees. Salaried employees are those who work for a
public or private company and are paid a set salary. They are the most common sort
of employment in Malaysia (74 percent of total employment in 2019). In contrast,
only one out of every four self-employed workers polled indicated they could work
from home. One out of every ten survey respondents reported a job loss, and it is
not surprising that the official unemployment rate in March 2020 was 3.9 percent,
much higher than the 3.3 percent average in 2019. The rate peaked in April 2020
(5.0 percent) and has been high since then; it will be 4.7 percent in July 2020.

3.2 A Closer Proximity to Family

Employees who work from home are more likely to be close to their spouses if they
have them, and to their families if they have children and wives. They are able to
keep close distance communication throughout this time because they work from
the office and only meet at home after working hours. Working couples will
communicate effectively, be aware of each other's schedules, and split household
tasks (Ward, 2020). Working couples, or any working pair, may have disagreements
about how much attention they pay to their careers when they are at home.
Employees and their spouses must always pay attention to one another in order to

13
have a fruitful talk regarding issues (Lane, 2019). As a result, both parties will have a
better awareness of each other's priorities and will be able to interact when the
conditions are favourable. This feature benefits both employees who work from
home and their spouses because it encourages communication. Working couples
can create routines together to ensure that their time together is productive and
that their feeling of community is strengthened. To do so, you must understand
when it is okay to leave work or when it is appropriate to take both your lunch and
supper breaks at the same time (Compton, 2020). Spending time with a spouse is
particularly important because it is supposed to be a work-free zone; for couples,
this makes a clear separation between time spent working and time spent spending
time with one another (Brower, 2020).

Giving youngsters your undivided attention will also help to develop communication
between the two of them (Fitzgerald, 2020). Children will feel free to express their
emotions and want parents to reply as soon as possible, making communication
with them more fun. Because communication is key when interacting with
employees' children, the quantity of time spent by both parties is equally important.
Working from home allows working parents to spend an average of more than 40
hours each week with their children. Employees who work from home prioritise
their children's leisure activities or family time over their own personal time (Rego,
2017). Working from home allows employees to retain healthy relationships with

14
their children while also developing stable bonds with them by spending adequate
time with them each day.

3.3 Feeling Lonely

Working from home offers numerous benefits. However some studies argue that
isolating the workplace from a central office to work from home has a negative
impact on employees' health and well-being. Employees will experience a lack of or
a loss of face-to-face communication, increasing the likelihood of seeking or
needing assistance among them. As a result, it may cause anxiety during the course
of a working day due to a lack of communication among employees.
Communication in the workplace can help employees and their bosses create

15
relationships. With this strong argument, the guy has communicated his discontent.
It is probable that the lack of face-to-face communication will affect social
interactions between employees and co-workers. When opposed to a regular work
environment or centralised office, the negative implications of working from home
among employees are the inability to connect verbally and socially with colleagues,
as well as the difficulty to interact personally with colleagues in this situation. 2020
(Abdullah, Rahmati, Zawawi, and Muhammad Adib Nazhan Khamsah)

Employee’s likelihood of encountering uncertainty at work is expressed as a

percentage. According to Peters, the superior may be afraid that permitting workers
to work from home will have a negative impact on performance and employee trust
(2016). They would also distance themselves from their social and professional
circles during working hours. Working from home has been demonstrated to lessen
social connection and increase employee isolation, both of which have been shown
to be detrimental to employee health in scenarios with little or no supervision from
a supervisor. It's also probable that the supervisor's capacity to regulate and
supervise employees would suffer. Furthermore, working from home is challenging
when work progress is insufficiently monitored and employee dependents are
required to complete assignments because, in the absence of supervision, the
supervisor or superior is unable to accurately determine the progress of their
subordinates and resolve work-related issues. As a result, a more comprehensive
understanding of the obstacles faced by internal employees in performing at a level
equivalent to individuals working in a typical work setting has emerged.

Employees' perceptions about proper supervision can create worries about the risk
of a work-from-home arrangement being abused. A lack of leadership in the growth
of work may also result in employee ambiguity in their job performance problems,
which can be concerning. Their direct control is diminished, as are situations such as
less monitoring of their superiors' performance, which ultimately results in a
considerable increase in disrespect for responsibilities. Employees who work from
home may endure feelings of isolation and loneliness because their employment

16
takes them away from the corporate office, leading in unmanaged and
unpredictable work performance.

Working from home also eliminates the practise of working physically away from
that view, instead focusing on performance based solely on tasks performed in
terms of timeliness, quality, and outcomes, rather than compelling observations,
rather than compelling observations. Teh B. According to et al. (2013), this
unpredictability in performance is a big difficulty for workers who work from home
because their employers are unable to control their subordinates' work
performance. As a result, work-related weaknesses go unaddressed, and erratic
work performance has shown that the disadvantages of working from home have
long been discussed in the prior literature, and that these disadvantages can have
negative consequences when workers from home feel isolated in their workplace.

3.4 Work-life balance

Since the pandemic occurred in 2020, traditional business hours and the concept of
working in a commercial setting have been thrown out the window. Work from
home is a typical practise for professionals who can arrange their schedules around
the demands of their family in many cases. Many people report that their work-life
balance is deteriorating when they work from home since their regular routines are
confused in their minds. With mental health being the source of so much misery,
achieving a happy and healthy balance is more crucial than ever (Clarkson, 2021).

17
This is significant since the introduction of COVID-19 transformed the terrain of our
lives, particularly for working-class people, from physical to virtual without human
contact face-to-face engagement.

Furthermore, the ability to work from home will have an impact on productivity,
which is one of the variables for attaining a healthy work-life balance. People's
current levels of productivity will decline as they grow more focused on their
employment. This could have detrimental repercussions, such as impacting health
conditions and task prioritisation. According to McQuaid (2019), sitting enhances
the desire to work longer at the computer, and this practise can lead to health
problems. According to Vozza (2016), it is conceivable for people to have difficulties
prioritising vital and urgent tasks as a result of their employment, personality, or
family life. As a result, if employees' productivity is lowered as a result of the weight
they must bear, their health and other requirements may be underestimated or
completely ignored.

4.0 Methodology

18
Proper data collection and analysis will invariably result in a correct and accurate
outcome, and vice versa. It is critical for the researcher to understand how to collect
data, analyse it, and select it. The researcher must be able to explain the significance
of the collected data and convey the concept to the reader. The primary goal of the
study was to look into the impact of working from home on job performance and
employee satisfaction during a pandemic in the mining industry. The researchers
used a questionnaire distributed to mining industry employees. The importance of
that questionnaire is that it will assist us in identifying the challenges that employees
faced while working from home during the epidemic.

This quantitative study used to distribute a questionnaire to a limited group of

respondents. After calculating the data average, it was classified into categories
based on the themes highlighted in the theoretical framework proposed for this paper.

Research design

This quantitative study employs to investigate the causal relationship between the
identified variables. In this study, the survey method will be used to investigate the
relationship between the independent, dependent, and attributes variables.
Questionnaires will be distributed to mining employees, and the data gathered will be
treated as an individual data source. The questionnaire will be designed with several
questions.

Study population and sampling procedures

A population is any group of people who share one or more characteristics and are
relevant to the research. As a result, the study's target population included any
executives or managers working from home in the mining industry. The sampling
was done face to face. Men outnumbered women among those who responded. The
questionnaire will be distributed to employees working from home.

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Data Collection Method

The influence and significance of independent factors on dependent variables were

determined using a quantitative causal technique. To collect data, employees from
the mining sector in Kuala Lumpur were given a questionnaire to fill out. Given that
survey respondents worked from home.

According to the study's main objective, descriptive-analytical and inferential

statistics approaches are the best ways to analyse the collected data. The goal was to
investigate the efficiency of mining industry work during the pandemic. With
descriptive statistics, the researcher shows the data as it is, whereas inferential
statistics allow the researcher to go beyond the immediate facts.

In this study, the researcher used inferential statistics to learn what employees think
about working from home. In this study, the researcher used inferential statistics to
determine what the employee thinks about working from home. Descriptive
statistics, on the other hand, are used to explain what is going on in the data. The
table below provides a summary of the questionnaire structure. This study
determined that the sample size recommendation was followed. The questionnaire
includes general information about the respondent.

20
 Survey 1
Name Wong Pui Yee
Marital Status Single
Occupation Admin executive
Survey questions Strongly Agree Neither Disagree Strongly
agree (2) agree (4) disagree
(1) nor (5)
disagre
e
(3)
Do you enjoy ✓
working from
home?
Are you taking ✓
regular breaks?
Being closer with ✓
family Figure
How satisfied are ✓ 1.2:
you with the Shows
quality of Sample
communication of
from leadership?
Do you feel alone ✓
when you are
working from
home?
Do you believe ✓
that you have a
healthy or work
life balance when
working from
home?
questionnaire

Data Analysis

21
Respondents were asked to rank whether there are agree or disagree to work from
home. A five point likert- scale of 1 to 5 was adopted to assess the advantages and
disadvantages of working from home where 1= strongly agree, 2=agree, 3= neither
agree nor disagree, 4=Disagree and 5=strongly disagree. The mean analysis was
used to analyse likert-scale questions. Evaluation of ranges of mean to assess
significant level to be adopted in this study as below:

1.00 < Mean < 1.80 =Strongly Agree

1.81 < Mean < 2.60 =Agree

2.61 < Mean < 3.40 = neither agree nor disagree

3.41 < Mean < 4.20 =Disagree

4.21 < Mean < 5.00 =Strongly Disagree

22
 Survey Standard
No (1) (2) (3) (4) (5) Total Mean Mean2
questions Deviation

Do you enjoy
1 working from 11 5 6 4 4 30 2.5 8.3 2.4083
home?

Are you
taking
2 7 12 7 4 0 30 2.267 6.067 1.9494
regular
breaks?

Being closer
3 15 5 8 2 0 30 1.9 4.633 1.6533
with family

How satisfied
are you with
the quality of
4 6 5 8 8 3 30 2.9 10.033 2.6708
communicati
on from
leadership?

Do you feel
alone when
5 you are 7 4 4 7 8 30 3.167 12.367 3.0332
working from
home?

Do you
believe that
you have a
healthy or
6 work life 11 8 8 2 1 30 2.133 5.733 1.8974
balance
when
working from
home?

Figure 1.3: Survey Details

23
Descriptive Analysis Techniques

In this study, the demographic segment of Kuala Lumpur citizens in

Malaysia who work at maintenance organisations and currently work
from will be used as the sample. In other words, the quantitative
research approach will be used in this study, which will entail gathering
data based on quantifiable information and combining it with a
statistical analysis of a population sample. Using a closed-ended
question, the respondent will demonstrate their level of work
performance and job satisfaction, which will have an impact if they
work from home, assisting the researcher in defining the respondent
impact.

This method was appropriate for the research because the researcher
wanted to know why the population of certain areas reacts in that way
based on their nature demographic segment. The descriptive analysis
technique will also be used in the research as it will help to define
respondent characteristics. By using a close-ended question, the
respondent will express their own opinion traits, behaviour, and
attitude toward the question that has been asked to them. Measure
data trends can also be identified over time based on the statistical
capabilities provided by descriptive research; if the data collected
differs significantly from other data, it can be discarded as invalid data;
additionally, this method can be used when we want to conduct
comparisons or understand why one group reacts or responds
differently than another group in terms of using the services or facility.

24
Inferential Analysis Techniques

The effect and significance of independent variables on dependent

variables were measured using a quantitative causal method to
complete this study. The researcher will analyse the data in a table to
illustrate the results or outcome of the survey and findings. This study
used inferential statistics, which means it attempted to answer research
questions by collecting and analysing a sample and then summarising
the results.

25
6 Do you believe that you have a healthy or work life balance when working from home?

Do you feel alone when you are working from home?

5

How satisfied are you with the quality of communication from leadership?
4

Strongly disagree
Disagree
Neither agree nor disagree
Agree
Being closer with family Strongly agree
3

Are you taking regular breaks?

2

Do you enjoy working from home?

1

0 2 4 6 8 10121416

Figure 1.4: Bar graph

26
 Do you enjoy working from
home?
Strongly agree Agree
Neither agree nor disagree Disagree
Strongly disagree

13%
37%
13%

20% 17%

Are you taking regular breaks?

Strongly agree Agree
Neither agree nor disagree Disagree
Strongly disagree

13% 23%

23%

40%

27
 Being closer with family
Strongly agree Agree
Neither agree nor disagree Disagree
Strongly disagree
7%

27%

50%

17%

How satisfied are you with the

quality of communication from
leadership?
Strongly agree Agree
Neither agree nor disagree Disagree
Strongly disagree
10%
20%
27%
17%
27%

28
How satisfied are you with the
quality of communication from
leadership?
Strongly agree Agree
Neither agree nor disagree Disagree
Strongly disagree
10%
20%
27%
17%
27%

Do you feel alone when you are

working from home?
Strongly agree Agree
Neither agree nor disagree Disagree
Strongly disagree
27% 23%

13%
23% 13%

29
 Do you believe that you have a
healthy or work life balance when
working from home?
Strongly agree Agree
Neither agree nor disagree Disagree
Strongly disagree
7% 3%
37%
27%

27%

5.0 Findings and Discussions

This chapter discusses the research findings obtained by first presenting the profile
of the study's respondents and then the study's findings. This study accomplished
six research objectives. First, investigate the level of productivity in a mining
organisation during the work-from-home period. Second, in a mining organisation,
research the level of employee work performance during work from home periods.
Third, determine the relationship between working from home and being close to
family. Then, when working from home, determine the work-life balance. Finally, to

30
investigate the connectivity that mediates between work from home and employee
satisfaction and performance.

Demography of respondents

To select 30 respondents from a mining firm, a sampling method was used, and
each respondent was given a structured questionnaire with six questions. The
questionnaire's demographic information examined respondents' age, gender,
current employment situation, and marital status.

Working from home has the potential to generate certain changes in culture and
working methods due to a variety of factors, as demonstrated by this study, and the
value of working is not the same as it was previously because it is done exclusively
from home. After reading numerous publications and articles on the subject of
changes in daily life, I have concluded that those who work from home will notice a
significant difference from a different perspective. At the same time, working
couples will have more time to spend with their families and children, whereas
communication with the family has traditionally begun only at the end of the
workday. As a result, the stressed-out relationship between husband and wife can
be rebuilt, and the couple's relationship with their children will improve. Employee
performance may improve as a result of fewer interruptions while working from
home. As a result, the marriage or partnership with the spouse and children will
improve and stabilise. Furthermore, employees claim that the ability to work from
home allows them to improve their overall work performance because they can do
their jobs whenever and wherever it is most convenient for them.

As a result, this study shows that working from home does not improve an
employee's overall performance or productivity level. Employees, on the other
hand, disagree with the expressed viewpoint that working from home can lead to

31
feelings of alienation. Because of the prevalence of communication and contact
between them and their colleagues, they can easily talk or seek assistance when
they are experiencing a work-related problem. It also shows that they are
adequately supervised by those in positions of power, even if they do not work in
the same building. As a result, remote workers do not feel isolated in their
endeavours. Additionally, respondents believe that working from home has no
negative impact on work-life balance or productivity. Despite having flexible
working hours and unlimited internet access, they work during working hours.
Despite the fact that they must work from home, their productivity in terms of their
health condition and priorities is not compromised because they can maintain their
fitness while also managing their social life. It demonstrates that working from
home does not impair an employee's ability to strike a work-life balance. According
to the findings, the majority of respondents believe that working from home has
more advantages than disadvantages. Employees continue to work from home even
when they have the option of returning to their places of employment,
demonstrating that they are willing to do so.

Table below shows the demographic results:

Gender:

Gender Frequency Percent (%)

Male (1) 15 50
Female (2) 15 50

32
 60

Male Female
50

40
Percentage

30

20

10

0
Gender Male (1) Female (2)

Age

Age Frequency Percent (%)

25- 30 Years 14 46.7
31- 35 Years 4 13.3
36- 40 Years 6 20
41- 45 Years 2 6.7
46 Years and Above 4 13.3

33
 50

45

40

35

30
Percentage

25

20

15

10

0
Age 25- 30 31- 35 36- 40 41- 45 46 Years
Years Years Years Years and Above

Job Requirement:

Job Requirements Frequency Percent (%)

Administrative Duty
Technical on Site
IT and Services
Managerial
Professional (Lawyer)
7 23.3
7 23.3
10 33.3
5 16.7
1 3.4

34
 35
30
25
20
Percentage

15
10
5
0
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en ut Si ce ia
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m eD lo
n ag
aw
uire tiv c a d
Se an (L
q tra hn
i an M
na
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Re i s c IT i o
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6.0 Conclusion

The direct impact of closer proximity to family, disruption of work-life balance, and
the overall perspective of working from home on the productivity of workers
working from home in Malaysia's economic sector during the Covid-19 outbreak is
significant. The goal of this concept paper is to have an in-depth discussion and
analysis on what has been demonstrated that the direct impact of the question on
productivity was statistically significant positive influences on productivity and in a
significant way. Such a strategy must be implemented by organisational economic
institutions of higher learning. Employee productivity may be increased if all
stimulated criteria are met, which will eventually increase employee productivity if
and when the employees allow it. Workers will be able to work remotely. It is
recommended that additional factors be included in future investigations.
Communication, cooperation, and family support are all critical components of child
and adolescent development. Using this model research, employee productivity
when working from home will be investigated in greater depth.

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