Impact of Remote Work on Team Collaboration

and Productivity

Submitted By:
KRITI GUPTA (23/DMBA/62)
KRITIPAL KUMAR (23/DMBA/63)

Under the guidance of

Dr. P.K SURI
Assistant Professor

DELHI SCHOOL OF MANAGEMENT

Delhi Technological University
Bawana Road Delhi 110042
 DECLARATION

We, KRITI GUPTA And KRITIPAL KUMAR hereby declare that the Research Project Report

titled " Impact of Remote Work on Team Collaboration and Productivity" has been prepared
by us under the guidance of the "Dr. P.K Suri". we declare that this Project work is towards the
partial fulfillment of the University Regulations for the award of the degree of Master of
Business Administration by DSM, DTU. We have undergone a project for a period of Four
Weeks. We further declare that this Project is based on the original study undertaken by us and
has not been submitted for the award of any degree/diploma from any other University /
Institution.
Place: New Delhi
Date:
Kriti Gupta (23/DMBA/62)
Kritipal Kumar (23/DMBA/63)
 CERTIFICATE

This is to certify that the Research Project report submitted by Kriti Gupta and Kritipal Kumar

bearing 23/DMBA/62 and 23/DMBA/63 on the title " Impact of Remote Work on Team
Collaboration and Productivity" is a record of project work done by us during the academic
year 2024-25 under the guidance and supervision in partial fulfillment of Master of Business
Administration.

Place: New Delhi

Date:
Dr. P.K Suri
 ACKNOWLEDGEMENT

We would like to express our heartfelt gratitude to everyone who has contributed to the
successful completion of our research project titled " Impact of Remote Work on Team
Collaboration and Productivity". We extend our sincere appreciation to
our supervisor, Dr. P.K Suri, for his invaluable guidance and support
throughout the entire research journey. We are deeply thankful to the Respondents
who willingly participated in our study, sharing their valuable insights and
experiences, which formed the foundation of our research findings. Additionally, we
would like to acknowledge the assistance and encouragement received from our
colleagues and friends, whose input and discussions enriched the quality of our work.
Finally, we would like to express our gratitude to the academic community for their
extensive body of knowledge, which served as a valuable resource for our study.
Without the collective effort and support of all these individuals, this research project
would not have appreciate been possible. We appreciate your contributions and unwavering
support.

Kriti Gupta (23/DMBA62)

Kritipal Kumar (23/DMBA/63)
Abstract
Remote work has been a more prominent phenomenon for most people during the last
couple of years due to the effects of the Covid-19 pandemic. Thanks to the many advances
in technology during the last couple of decades in the usage of technology of mobile
phones, computers, tablets and much more, the thought of remote work has increasingly
grown. With the help of these technological advancements, the possibility of remote work
has increased. With the help of platforms like Zoom or Microsoft Teams, interaction with
colleagues or management is still possible despite the distance between the individuals.
The definition of remote work has long been the subject of discussions, with researchers
not finding a standard definition. The research and literature regarding collaboration in
the remote work setting and environment are limited, creating a research gap this thesis
serves to fill. We wanted to investigate more and correlate the collaboration aspect to
other factors that might be affecting collaboration.

Problem background
The working environment has changed during the last few years; the day-to-day
work and interactions between employees look different from what we are typically used
to be. Employees no longer connect with one another through a
common area to work and build a common organizational culture. Remote work is a
phenomenon that seems to be here to stay; employees now have the opportunity to divide
their work between working in an office or at home, something that became increasingly
more popular and, in some cases, expected during the pandemic. We ask ourselves whether this
shift towards more remote work positively or
negatively affects remote collaboration within organizations.

The remote collaboration framework

Methodology:
A quantitative survey-based research methodology was utilized in this study. This section
presents the sampling and data collection, and data analysis.

This study is based on an online survey of 21 individuals who worked from home during the
COVID-19 pandemic or after that period.
Respondents were asked to indicate how their working hours had changed when they switched to
working from home during the COVID-19 pandemic compared to when they did not work from
home.
https://docs.google.com/forms/d/e/1FAIpQLSdusye2HB__3vKl24S-
cYiwxf28fVwfw6M1B5mkvUaxx-1p-w/viewform?usp=sf_link

Data collection
To find the relevant literature for review, we used documents indexed in the Web of Science
(WoS) database from DTU Library. This collection includes a reference index with more than
one billion cited references dating back to 1900, as well as scientific articles from 3,300 carefully
chosen publishers and more than 12,000 high-impact journals.
Besides this we also used the study contributed by UMEA UNIVERSITY. This thesis set out to
provide new knowledge in how collaboration in remote-working teams in Sweden is affected by
the factors of employee motivation, employee engagement and trust.

Data analysis
We used the statistical package SPSS to validate the conceptual framework and the suggested
study hypothesis. The link between the dependent and independent variables was ascertained
using the correlation coefficient and multiple regression analysis . Twenty items were collected
for this study's four independent variables, including “Communicate frequently and well”
(CFW), “Encourage work-life balance” (EWB), “Maintain interest and productivity” (MIP), and
“Provide accessible technology” (PAT). The three items that made up firm performance were
regarded as the dependent variable. Likert scale with a five-point scale from 1 to 5, where
“1 = strong disagreement” through “3 = neutral” to “5 = strongly agree” was used to calculate all
the constructs.
 LITERATURE REVIEW

Our research paper investigates specific aspects of remote work dynamics, team collaboration
strategies, and productivity metrics to contribute new findings and perspectives to this evolving
field.
This literature review aims to provide insights into the impact of remote work on team
collaboration and productivity based on existing research. The review will discuss the challenges
and benefits of remote work, strategies for enhancing collaboration and productivity, and
implications for organizational management.
The widespread adoption of remote work, accelerated by global events such as the COVID-19
pandemic, has prompted significant shifts in work arrangements worldwide. Understanding how
remote work influences team collaboration and productivity is crucial for organizations
navigating these changes. This literature review sets the stage for our research paper, which
delves deeper into these impacts using empirical data and analysis.

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Title: Impact of the work from home model on the productivity of employees in
the IT industry
Haridas, Poornasree, P. R. Rahul, and K. Subha . „lmpact of the work from home
model on the productivity of employees in the IT industry." International Journal of
Innovative Research in Technology 8, no. 2 (2021): 662-670. This study focused on
assessing the impact of remote work on job satisfaction and overall well-being among
IT professionals. It found that remote work had mixed effects on job satisfaction, with
factors such as autonomy, reduced commuting, and flexibility positively impacting
satisfaction. However, concerns related to work-life balance, isolation, and blurred
boundaries between work and personal life negatively affected well-being.
Authors: Michinov, Estelle, et al.. (2022) conducted research to understand work
from home interfaces and analysis.

Title: A study of work from home motivation among employees:

Fadzilah, N., Hanafi, M., Fatimah, S., Rahmat, N., Kadar, A., Athirah, A., Azram, R.,
Bahasa, A., Teknologi, U., Johor, M. and Segamat, K., 2021. A study of work from
home motivation among employees. International Journal of Asian Social
Science, 11(8), pp.388-398. It examined factors such as work-life balance,
productivity, job satisfaction, and social interaction. The findings suggested that while
remote work offered flexibility and reduced commuting stress, it also presented
challenges in maintaining work-life boundaries and social connectedness.
Authors: Sahni, J conducted research to understand work from home theory
and behaviour., 2020.

Remote Work and Its Adoption:

Discussed the definition of remote work and the factors driving its adoption, including
technological advancements and changing work preferences.
1. Team Collaboration in Remote Settings: Explored the dynamics of team collaboration
in remote environments, highlighting the role of communication tools, trust-building, and
social cohesion.
2. Challenges of Remote Team Collaboration: Examined communication barriers,
cultural differences, and feelings of isolation as challenges impacting remote team
collaboration.
3. Impact on Productivity: Reviewed contrasting views on remote work productivity,
considering factors such as job autonomy, task complexity, and organizational support.
Our research paper expands upon these literature review findings by:
 Investigating specific remote work models (e.g., fully remote, hybrid) and their influence
on team collaboration and productivity.
 Examining the role of leadership styles and communication strategies in fostering
effective remote team collaboration.
  Incorporating quantitative and qualitative data analysis to measure productivity metrics,
employee satisfaction, and team performance in remote work scenarios.
 Proposing actionable strategies and recommendations for organizations to optimize team
collaboration and productivity in remote work setups.

Metrics:
 Team Collaboration:
 Frequency of team meetings.
 Usage of collaboration tools (e.g., Zoom, Google Meet, Slack, Microsoft Teams).
 Team satisfaction surveys.
 Productivity:
 Project completion rates.
 Time spent on tasks before and after remote work.
 Employee self-assessment surveys.

Hypotheses:

Hypothesis 1 (Collaboration):
Null Hypothesis (H0):
 Remote work has no significant impact on team collaboration.
 Team cohesion will be negatively impacted by the duration of remote work.
 Certain demographic factors (e.g., age, job role, industry) will not moderate the
relationship between remote work and team collaboration.
Alternative Hypothesis (H1):
 Remote work improves team collaboration.
 Team cohesion will not be impacted by the duration of remote work.
 Certain demographic factors (e.g., age, job role, industry) will moderate the relationship
between remote work and team productivity.

Hypothesis 2 (Productivity):
Null Hypothesis (H0):
 Remote work has no significant impact on productivity.
Alternative Hypothesis (H1):
 Remote work increases productivity.

Hypothesis Testing:
 Team Collaboration:
 Using t-tests to compare means of collaboration metrics before and after remote
work.
 Conducting chi-square tests for categorical data like survey responses.
 Productivity:
 Performed hypothesis tests such as paired t-tests or ANOVA to compare
productivity metrics pre and post remote work.

Variable Hypothesis:

1. Perceived Productivity employees: On average employees perceive their productivity as

increased while working remotely compared to in the office.
2. Desire to work Remotely: Employees that have a desire to work remotely are more likely
to perceive a higher productivity while working remotely.
3. Age: Younger employees are more likely to perceive higher productivity while working
remotely compared to older employees.
4. Gender: Women are more likely to perceive a higher productivity while working remotely
than men.
5. Collaboration: Employees with jobs that require a high level of collaboration perceive lower
productivity while working remotely than employees with jobs that require a low level of
collaboration.
6. Educational Background: Workers with higher educational background are more
productive working remotely than workers with lower educational background.
7. Support from management: Employees that feel that management has put in effort to
facilitate remote working perceive a higher productivity while working remotely

Independent Variables:

Remote Work: This is the primary independent variable being studied.

Collaboration Tools Usage: The use of tools such as Slack, Microsoft Teams, Zoom, etc., for
communication and collaboration purposes.
Team Structure: The organization of teams, including factors such as team size, composition
(diversity of skills, backgrounds, etc.), and team dynamics.
Communication Channels: The mediums through which communication occurs within the
team, including email, instant messaging, video conferencing, etc.

Dependent Variables:
 Team Collaboration:
 Frequency of Team Meetings: The number of meetings held among team
members over a certain period.
 Quality of Communication: The effectiveness and clarity of communication
within the team.
 Team Satisfaction: The level of satisfaction team members feel regarding their
ability to collaborate effectively.
 Task Allocation: How tasks are assigned and distributed among team members.
 Productivity:
 Project Completion Rates: The percentage of projects completed within
specified timeframes.
 Time Spent on Tasks: The amount of time spent by team members on individual
tasks or projects.
 Output Quality: The quality of work produced by the team, including accuracy,
creativity, and adherence to standards.
 Employee Satisfaction: The level of satisfaction employees experience in
relation to their productivity and work outcomes.