BML Munjal University

A REPORT ON
Pros & Cons of Remotely Working
from the perspective of employees
By
Group-3
Aviral Bajaj - 210256
Lavanya Bhatia - 210337
Pranav Jaiswal - 210248
Yashika Dhawan - 210307

Date – 7th December 2022

Submitted To -
Mr. Chirag Malik
Associate Professor
Dr. Vaishali Sharma
Associate Assistant

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 INDEX
CHAPTER – 1

 Introduction 3

 Background 4
CHAPTER – 2
 Literature Review 5
CHAPTER – 3

 Methodology 9

 Research Design 10

 Sample Size 11

 Survey Method 11

 Questionnaire 12

 Geographical Area 14

CHAPTER - 4

 Data Analysis 14

 Interpretation 14
CHAPTER - 5

 Findings 17

 Conclusions 18

 References 19

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 INTRODUCTION
By the end of March 2020, governments around the world have decided to maintain or reduce the R-
number below 1, where R is the average number of people an infected person will transmit the virus
to. These blockades led to the temporary closure of "non-essential businesses" and forced millions of
people around the world to work from home. In many countries, facilities such as schools,
kindergartens, universities, commercial organizations, dental clinics and social places including
restaurants and cafes have been closed. This lockdown has forced millions of workers to embrace
remote work when possible, making working from home a necessity rather than an option.

Carroll and Conboy highlight the fact that COVID-19 has forced organizations to make a rapid, big-
bang, sudden adoption of online work-from-home practices, drawing on Normalization Process
Theory (NPT) and its core components that can be used to understand the dynamics of
implementation, embedding. and the integration of new technologies and practices into businesses.
Matli presented the results of the survey with the main findings indicating that despite the positive
characteristics of teleworking using online technologies, there are many negative aspects and risks
associated with working from home, such as unbalanced workloads and pressures to perform on time,
which could affect health and well-being as a result of stress-related problems.

Richter discussed the implications of digital work tool lock-in for research and practice and illustrated
how lock-in functioned as a mediator for online work. He also stated how the closure had a significant
impact on people's lives and working practices. However, many staff struggled with various reasons
such as time management and having to work around childcare commitments (when schools are
closed). Other factors, such as the need to share computing devices and Internet access at home with
other family members, play an important role, in addition to the increased stress from the increase in
daily video conferencing. According to Scheiber, the Covid 19 pandemic has greatly increased the
flexibility of working hours, but it has also negatively affected daily work patterns.

According to Cho, Covid-19 has had a significant impact on the workforce and careers globally,
affecting the professional behaviour and productivity outcomes of many individuals. Research
conducted on working from home before the Covid-19 pandemic found similar difficulties. For
example, the work of Park, Fritz and Jex confirmed that working from home has many disadvantages
and can cause disruption, especially among those who prefer to work in an office environment and
have family commitments and responsibilities. Before Covid19, some researchers debated the benefits
and problems related to working from home 18-121. 1-MI: See guidelines for authors Aubrey et al.
2018 should be the reference number. Note that the author did not provide reference details for the
uncited references Aubrey et al, 2018. Kindly check and provide a reference list for relevant
references or delete in-text reference citations to continue -> difference between working from home
before and after the Covid-19 pandemic this was previously an optional measure, but due to Covid-19
it became a necessity in a very short time. However, even after the Covid-19 restrictions, some
organizations have decided to allow or even require their employees to work from home indefinitely.
Kramer & Kramer identified key aspects that are missing from the work-from-home culture, such as
informal face-to-face meetings, the enjoyment of travel and the disruption of the routine of staying in
one place.

Spurka and Straubb discussed the impact of the Covid-19 pandemic on the work and careers of
individuals in flexible working relationships; outlining the potential impacts of the Covid-19
pandemic on the careers of these employees and exploring how the pandemic could contribute to the
ramifications of flexible working relationships. According to Davison; lockdown requires most office
workers to fully embrace online remote work and digital work tools such as collaboration platforms
and video conferencing tools that allow them to work 100% remotely in new innovative ways. Some
recent research has shown that lockdowns have been found to help specifically reduce travel and
pollution levels, with potential positive effects on global warming and climate change. According to

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Richter, the lockdown allowed many employees to bond and meet in new ways; and work more
flexibly to create new forms of management and independent working styles. This has prompted
many employers to develop their organizational and data management frameworks using online tools
to access resources and data. At the same time, the requirement to protect data security has increased
significantly during the Covid-19 lockdown. A recent study by Ivanti found that IT security
requirements have increased by 66% due to online telecommuting, with the majority of online
problems coming from malicious emails, employee misconduct and software vulnerabilities. Widely
available Internet infrastructure and the availability of software have helped organizations to adapt to
new work styles, which would have been much more difficult in previous decades. Modern software,
employee awareness of ICT and recent organizational practices have demonstrated their own
flexibility and openness, which supports a wide variety of work. procedures without the need for
technical adaptation. However, it has been argued that if working from home becomes more
permanent, organizations will need more sophisticated organizational arrangements and software to
replicate the "office" experience as much as possible.

Covid 19 pandemic and its effect on a wide variety of technology and social components. Brem et al.,
have discussed the results of Covid-19 pandemic on innovation, with reflections on numerous regions
that have seen a giant advancement in a brief time frame consisting of e-studying, 3D printing,
flexible production, huge statistics analysis, healthcare technology, cashless payment, and e-
commerce. George et al. have mentioned the Covid-19 pandemic at the era and innovation control
research schedule, and it's been concluded that the pandemic has modified the manner we live and
paintings. Considering innovation calls for collaboration and communication, their paintings
mentioned the effect of the pandemic on innovation while face to face conferences are changed by
communication and the challenges of visualization of innovation and collaboration. The paper
highlights the want for in addition studies to better apprehend the longer-time period implications of
the pandemic on enterprise management. Lee and Trimi. have discussed innovation and the virtual
age in the Covid-19 pandemic. they've concluded that establishments have to depend upon their
innovation abilities for survival as sustainable innovation has emerge as key strategy for all styles of
companies Guggenberger et al., have discussed net of things (IOT), artificial intelligence (AI) and
dispensed ledger era (DLT) to address pandemic associated challenges; and have supplied a top level
view online of the large potential that may be carried out from these 3 technologies when utilized
within the right manner, particularly with the use of open innovation. Giones et al., have revised the
entrepreneurial action in reaction to Covid-19 pandemic. It has on line mentioned the wanted
consideration, on man or woman and organizational tiers, that contributes to more advantageous
resilience. The paper additionally highlights the need for emotional support to marketers, throughout
the pandemic and past via expanding on the disaster control framework. Ting et al. have highlighted
the significance of innovation within the medical sector as the sector maintains to depend on
conventional public-health measures for managing the COVID-19 pandemic: as a wide variety of
digital technology can be utilized now to improve the public fitness area and decrease the danger for
patients and clinical body of workers, now and past Covid-19 pandemic. Arribas Thar et al.
mentioned the electrical automobiles (EVs) quarter and its surroundings; they have argued the
possibility that EV environment could be capable of benefit from the possibility supplied via the
unforeseen disruption created through the pandemic.

The Self-Determination Theory

One key theory that needs some attention and that could explain why people have adapted so quickly
to change and use online systems during the Covid-19 pandemic is Self-Determination Theory.

Self-determination theory can offer insight into how employees were encouraged to adopt a new
work-from-home style and excel within a short period of time. Self-determination theory suggests that
individuals are either intrinsically or extrinsically motivated to behave in a certain way. Intrinsic
motivation becomes the dominant driver when an individual wants to perform an action for the
intrinsic and personal reward or benefit associated with the action, e.g. opportunity, maintaining their
personal satisfaction and sense of achievement. However, extrinsic motivation is related to the desire

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to perform a specific act for an external reward or punishment. Thus, extrinsic motivation within the
parameters of self-determination theory could explain why most employees try to adopt their work
practice from home for reasons of economic persuasion, i.e. to keep their jobs. Or perhaps to feel part
of a 'team' by working closely with colleagues online and even becoming more active in this regard.

What is Remote Work

Remote work is the practice of working outside of the traditional office. This can be working
from home or working from anywhere. The practical difference between these two being the
distance from the corporate office. With working from home being defined as within a range
of 50 miles from the office and working from anywhere being defined as working outside of
that 50-mile range. Although these definitions may not be widely accepted, we believe that
they are useful when making some distinctions with regards to remote work. Additionally,
remote work has been separated into remote work (working full time remotely) and
telecommuting (working one to three days per week remotely). Due to the nature of COVID-
19 and the intent of social distancing (more on this above) being the driving force behind the
shift to remote work in this case we will be speaking mainly of working from home and
remote work, as that is the situation for most at the moment.

The idea of remote work is not new, according to Westfall there are theoretical mentions of
remote work as early as 1920 and some real ideas seem to have emerged during the mid-
1900s and the first “modern” research dates back to 1976. Much of the earlier research has
been centered around the productivity increase, cost, and cost reductions of remote work, as
well as the logistical effects on for example, congestion in major cities. This is
understandable since the main arguments for remote work usually boil down to these four
aspects. In later studies the emotional and social costs of remote work have been studied 10
which added another consideration to the decision-making process behind remote work. The
rise of remote work can be heavily attributed to the development of technology that enables
long distance communications.

Review Of Literature
This research paper scrutinizes the current paradigm for work that can be done remotely especially in
the post COVID-19 world. There are numerous synonyms for remote labor. These include, among
others, working from home and telecommuting. Although these terms are frequently used
interchangeably, it's important to be aware of any potential distinctions in their definitions.
This literature review aims to systematize the substantial body of research focusing on the impacts
and challenges of remote working arrangements from the perspective of employees and organizations.
Overall, the studies analysed show heterogeneous consequences on employees’ well-being,
productivity and performance. Interestingly, in addition to papers that explored the positive or
negative effects of remote working on well-being, productivity, or performance.

In addition to the search for a new norm that considers the "future of work" and the "role of the
office," there is a growing worry about the effects on mental health and wellbeing. WFH has benefits
and drawbacks, as this study demonstrates, but it's important to remember that these could influence
people's performance and general wellbeing.

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The use of traditional working methods has become the standard, but employees have suffered for a
number of reasons, including time management and trying to fit childcare obligations into their
schedules.

Along with the stress brought on by the increase in daily video conferences, other important factors
include the requirement to share computer and internet access at home with other family members.

Brief History

It should also be noted that a large number of key remote jobs studies were conducted around the 90s.
Remote employment is not a recent phenomenon. Numerous studies were started even in the 1990s to
learn more about remote employment. Nevertheless, the COVID-19 wave marked the most significant
and rapid change in the world's labour force since World War II.

The first mentions of the phenomena of remote labour can be found in the source literature as early as
1983. According to M.H. Olson's definition of remote work (Olson, 1983, p. 182), it is defined as
"organizational work that is performed outside the typical organizational limits of space and time."

It was not possible for the perception to be entirely negative. It is no secret that traditional working
practices also had significant difficulties. The COVID-19's impact on the global economy could be
compared to that of the 2008 financial crisis. In actuality, the consequences on corporate performance
are more pronounced in areas and industries that have been significantly impacted, such education and
healthcare.

Merits of work from home

Both employers and employees can benefit from working from home.
1. Reduced commute times
2. Avoiding office politics
3. Using less office space,
4. Increased motivation
5. Improved gender diversity
6. Healthier workplaces with lower absenteeism and turnover
7. Higher talent retention
8. Job satisfaction
9. Better productivity are just a few of the benefits.

Demerits of work from home

1. Unmonitored performance and those frequent break

2. Lack of Office Equipment and Security Concern
3. Less teamwork opportunities
4. Hard to monitor performance
5. Increase distractions

1. Work-family balance reduces the detrimental impacts of ICT demands on

burnout, according to mediation analyses. Increased levels of burnout

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 lower job satisfaction. Additional conclusions about how to improve the
usage of ICT at work might be drawn from qualitative survey replies.
2. The consequences of distant employee issues mirror the normal times and
locations for relational contact in traditional organizing, providing insights
into how to create a culture that supports relational communication in
businesses that employ remote workers.
3. The purpose of the study is to look into the economic and financial effects
of remote work on workers. It emphasizes that most workers experience a
negative economic-financial impact as a result of the higher out-of-pocket
expenses and additional costs for utilities, digital platforms, and
technology, in addition to the non-payment of overtime.
4. Many businesses have transitioned their whole workforce to transient
distant and telecommuting employment. Employee engagement is thought
to have changed, similar to other employee personalities. This study aims
to investigate and statistically evaluate variables that may affect employee
engagement levels.
5. The majority of people had to work remotely due to the pandemic. The
usage of digital platforms for personal purposes has increased
concurrently. Technostress may result from overusing technology for both
personal and professional purposes.

Working conditions of the post COVID-19 world

The current Covid-19 epidemic has altered the workplace environment. Institutions and businesses in
the public and commercial sectors should evaluate the lessons they have learned from implementing
remote work policies. Institutions and businesses should provide workers more freedom to modify
their work schedules to meet their needs. The need to adapt to this new environment affects not just
the employee as an individual but also every enterprise, society, and the entire planet. The working
class gradually appears, makes adjustments, and does its best to contribute as accountable members of
a natural ecosystem. In a working environment, each human resource makes an effort to strike a
balance between his or her own needs and those of the environment.

Work from home has gained popularity, especially in the information technology and IT-enabled
sector. This is mostly due to the need to engage the workforce, communicate with internal and
external stakeholders, retain talent, and keep attrition rates at a minimum. For many workers, the
scenario presents a challenge to either up-skill or re-skill on a war-foot basis without giving any time,
lest they become exposed to the practice of team size reduction by the companies. Working remotely
has become a standard work habit. It reduces the time spent traveling, the costs, and the resources
needed to run a physical office.

However, it is impossible to manage the workforce belonging to the unskilled and unorganized sector,
which account for a sizable portion of the total workforce. These sectors include information
technology, pharmaceutical, healthcare, research and development, eCommerce, etc., where
productivity, services, and solutions can be managed without the need for physical presence.

Various platforms of the offices of today

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The information technology industry is working to identify the tasks that can be completed remotely
using the most recent communication tools, such as Microsoft Teams, Zoom, Skype, WhatsApp,
bluejeans, Webex, Hangouts, etc. Numerous organizations, regardless of industry, hold virtual
conferences, workshops, and seminars using the aforementioned communication methods. It is
anticipated that some people will experience post-pandemic stress, while others may discover their
inner strengths and show a great deal of gratitude for what they already have. As a result, the
employees would experience a great deal of emotional turmoil, which would be detrimental to their
mental health.

The Era of technology

The benefit of working remotely is that an employee can select a schedule that perfectly balances
work and personal obligations. However, some employees must commute to in-person meetings at the
office one day a week while others can work remotely for the majority of the workweek and only
need to come into the office once a month or twice a fortnight for face-to-face peer meetings.
Coworking spaces and sharing economies are another idea that is becoming more popular where a
company or an employee is concerned.

The advantages and benefits of remote work include increased productivity, improved work-life
balance, reduced use of office resources and commute time, and a more flexible way of life. This
enables women to overcome gynaecological and genetic problems and do office duties in a way that is
comfortable for them. An employee could also pursue their long-standing interests, careers, or other
pursuits that they were unable to fulfil due to time constraints or a lack of freedom to do so at work.
Remote workers experience less stress than their office-based counterparts, who also have better
health and wellbeing.

Additionally, it was noted that the remote workers had found their motivation and a newfound passion
for their work. Higher employee engagement, lower office rent, lower infrastructure and maintenance
costs, and higher productivity as a result of increased employee effort are all advantages to the
employer. One study reports that the employees are ready to quit the present job that offers remote
working.

Adapting to the modern working environment

Rituals offer structure and consistency in lives filled with uncertainty and frequent change. There will
undoubtedly be difficulties, even though we are unsure of what they will be today. Here are a few
instances of managers ritualizing their accessibility: 15-minute morning check-ins to assess overnight
developments and chart a course for the day. Opening meetings by asking attendees to describe their
current state of mind in one word and then elaborate. A weekly meeting theme, such as "everyone
wears a hat." Even as their teams are being buffeted by the forces of change, managers can foster a
sense of connection, safety, and fun by establishing predictable rituals and setting an example for their
teams.

Some team members might not want frequent communication as they struggle with difficult emotions
and the transition to the new normal. Set boundaries after being open about your availability schedule,
and encourage other people to do the same. I'll get in touch with you in a number of ways, such as
checking in with you every day or setting up office hours. If you feel like you need some distance or
don't want to communicate as frequently, let me know. I'll try my best to answer your emails the same
day as well. But I'm making the most of this once-in-a-lifetime chance by setting aside 30 minutes
every day at noon to enjoy lunch with my family.

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No one has certain answers since our former rules of engagement have been abandoned. Even if they
do not yet have answers, encourage your staff to come to you with problems. Do not hold off on
approaching me until you have a corresponding solution if you notice warning signs of trouble or
problems that I am unable to see. Bring me your early indicators, and we will work together to
develop experiments to address the problem. Greater periscopic vision and easier access to a wider
range of solutions will be made possible by overtly indicating your desire to learn about emerging
issues.

As shown, almost all the papers refer to employee well-being conditions, whether impacted by the
workplace, the individual or the organizational factors. Our research was based on the topic “ Pros
and Cons of Remotely Working with the perspective of employees. A total of 20 papers, instead,
described the impact of remote working experiences and conditions on productivity and performance
from the perspective of employees.

The subtleties of nonverbal communication are lost in remote work, even with the video turned on.
Reserve time at the end of each day to provide specific, positive feedback for good work. Small and
frequent performance guidance circumvents major corrections down the road and allows everyone to
stay in sync despite distance and daily change.

Purpose of the study/ Research Objective

Remote work is the way of the future. Some companies have adapted to the mentality that
with the right setup, employees can work from anywhere.

Giving them an option to choose allows our employees to be autonomous in their schedule
and structure their day around when they are the most productive.

There have been several challenges in the current body of research. These include
distinguishing between full-time and part-time remote workers who operate solely outside of
a regular work setting, as well as between those who choose to work from home and those
who do not. This study focuses on those who have been doing remote work for at least six
months, starting in March 2020, and for at least one day each week.

METHODOLOGY

According to us a qualitative study is most suitable, because we want to get a deeper

understanding of the issues and a better understanding of how organizational members are
handling the transition to remote work. There are many advantages to collecting data based
on qualitative patterns. By giving explanations in words, talking about events, and explaining
the things that lead to a certain outcome is better explained and understood in words than in
numbers and graphs/diagrams. Instead of just giving the readers numbers or diagrams without
any more analysis or explanation, doing this would make it simpler for them to understand.
That is the reason why we think qualitative data collecting is better than quantitative.

When it comes to the sample, qualitative research depends on a small number of items while
still bringing a deep understanding of the problem when analysing the context and the subject

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from a deeper perspective, whereas quantitative research requires a larger sample and tries to
find a statistically significant relationship between various variables in order to generalize
findings to a larger population and draw conclusions based on relationships between the
variables.

Due to the nature of the subject and time restrictions we will supplement our research through
questionnaires. The questions for the questionnaire have been selected through searching
prominent news sources for articles on the subject of remote work, additionally we will only
be looking at articles from after January 2020 since that was when the COVID-19 situation
really started in the west.

To sum up, we chose the qualitative approach since it provides a better insight in words and
is comprehensible to all readers, requiring no existing knowledge of statistics, graphs, or
diagrams to comprehend what we are trying to explain in the thesis.

The fact that we may base the results on a small sample size while obtaining a deep
understanding and a reliable conclusion is another consideration in order to implement a
qualitative approach. We think that qualitative data is the most practical given the
circumstances we are in and with the time we have available.

RESEARCH DESIGN

In order to conduct a statistical analysis, a quantitative approach was used. The results of a
statistical analysis are plain, factual, and concrete numerical data. The ability to add visual
visuals of the data made this form of analysis advantageous as well. Data collection and
analysis could be completed quickly by using a quantitative technique. Additionally, this
method did away with the necessity for direct observation and allowed for the anonymity of
responses.
Information Sources and Search Strategy

“Remote working” or “telework” or “eworking” or “e-working” or “work from home” or “home-

based tele-work” or “virtual working” or “telecommuting” or “smart working” or “agile working” or
“agile work” or “smart work” or “teleworking” or “ework” or “e-work” or “home working” or “home
work” or “home-based work” or “home based work” or “home-based working” or “home based
working” “home-working” or “home-work”

Data Collection Process

All references were carried from official websites such as Mendeley, ScienceDirect and Science
Scopus.

As the chosen databases allowed to preselect full-text availability, year, and language of publication,
this manual selection procedure mainly regarded paper content.

CENTRAL RESEARCH QUESTIONS

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Example Questions that were taken in the questionnaire:

What are you finding most difficult while working remotely ?

How easy are your communications with team members currently?

How productive are you able to work remotely or from home ?

Does your company allow flexible working hours?

Our Questionnaire helps us to analyse how employees around think about remote work, hybrid teams,
motivations for working remotely, and how learning styles affect remote teams.
To gather the data for this report on remote work, a sample size was taken from the target customers
for filling our questionnaire.

SAMPLING SIZE

Respondents were from a variety of industries, with many individuals working in healthcare
and medical, government, and education.

We were also interested to explore how employee learning style may affect remote-work
preferences, role, and job satisfaction. Here’s the makeup of our respondents by learning
style.

Participants were newly enrolled, had partially completed their degree, or were at the
endpoint of degree completion. It was important that this sample included remote working

SURVEY METHOD

When writing a scientific thesis another important thing to decide is the starting point of
view. Will it be a deductive or inductive approach? In the thesis we will take an inductive
approach, which means that we will make observations in real life and then generalize the
answers we get within a theoretical frame.

Basically, taking observations in the questionnaire and from secondary sources to making a
model/theory. When selecting the questions, usage of a combination of purposive sampling,
quota sampling and snowball sampling was done.

Purposive sampling is when subjects are chosen due to the specific person, setting, or event
that they are part of. In our study we have purposely selected subjects who are working
remotely due to the COVID-19 crisis.

Quota sampling means that subjects are chosen to represent a certain characteristic in order to
facilitate some generalization to others with similar characteristics. We have chosen subjects
who are managers and employees in order to get the viewpoints and opinions of both of these
types or organizational members.

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 Snowball sampling is when subjects such as managers and employees introduce the
researcher to others who are similar to themselves. We used this in order to get a better
outreach for our sampling as well as to get more people who are in similar situations to each
other.

The weaknesses of our sampling method are that there is some risk of selection bias, and
there are difficulties in generalization. However, we believe that these methods combined
will give us the best overview of how organizations are handling the transition to remote
work.

QUESTIONNAIRE

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 GEOGRAPHICAL AREA

The geographical area of our respondents is North India. Most of the people are working
remotely in Haryana, Punjab & Uttar Pradesh from the responses of our survey.

DATA ANALYSIS

1. Overall how do you feel about working from home- gender-

education

Interpretation
We surveyed more than 100 people out of those 50% of them are male and 50% are female. They
share several similarities in their remote work experience. 33% of the respondents feel neutral about
working from home, 49% of the respondents like working remotely, maybe because of having
increased remote work policies that will improve gender equality. Rest of the respondents felt
reluctant working from home maybe because they feel their professional skills suffered during the
pandemic.

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 2. Which mode of working do you prefer- Does your company allow
flexible working hours- Age

Interpretation
In the survey, almost 50% of the respondents prefer working hybrid where they would come to the
office two days a week and work from home the other three days. 38% of the respondents companies
allow working in a flexible hour. 57% of the respondents' age lies between 18-25 which implies that
the youth is more reluctant to work from home than the older generation.

3. Income of the family income – Which mode do you prefer working ?

4. Do you have children- How productive are you able to work from
home.

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Interpretation

70.6% of the respondents do not have children and 46% of the

respondents feel most productive in the office because of workplace
environment and more exposure to their work.

5.Connectivity

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 FINDINGS

Six main themes emerged from the above done data analysis

Future studies on remote working arrangements in different phases of the pandemic management may help
figure out how remote conditions themselves impact employees’ experiences of work and its integration with
private life.
This hypothesis has been proven right with the following interpretation and data analysis which was done
above.

Impact of Individual Factors on Individual Performance and Productivity

With our analysis with the following variables : job satisfaction, employees’ satisfaction with remote work has
also emerged as being strongly linked with productivity.
For instance, employees satisfied with team building at work are more willing to explore additional features of
their systems while also seeking more effective ways to execute their work tasks, thus enhancing their
performance and innovativeness.

Finally, it also emerged that work-home interference plays a detrimental role in performance. From the
interviews collected in the study, it emerged that working parents faced a more significant challenge in
balancing work and family duties, especially when working at home and at the same time having to take care of
children who were out of school because of the lockdowns. More than that, more working hours were required
very often. These interferences between work and family domains could make people feel exhausted and,
therefore, less productive

Some organizations have introduced webinars focusing on anxiety and stress, online meditation classes, and
training to develop new daily habits about health, hygiene, and the positive work-life balance of employees .
Other organizations have also provided access to yoga and fitness instructors to compensate for sedentary
lifestyles and lack of physical activity in teleworkers, which, together with harmful eating habits, can lead to
severe issues (such as obesity, cardiovascular disease, diabetes mellitus)

Limitations to the Study

Peer-reviewed articles that were published in English in international journals were taken into consideration for
our research. However, we recognised that there is a lot more information available in other languages that
would have provided helpful insights. Additionally, additional articles about the pandemic's effects on the
working environment and employees' wellbeing may be released soon. On the other hand, it was crucial to begin
a reflection based on the research that had already been done and to increase our understanding of this subject.

It is unknown what will be left of remote work and in which organizational contexts it will persist since many
national contexts are still elaborating laws and regulations to define the administrative boundaries of such
practices

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 CONCLUSION
This study was conducted to identify the opportunities and challenges of working from home.
An online survey was conducted to capture information and feedback from the public. The
results show that the main problems are psychological in nature, such as loneliness and the
lack of daily face-to-face discussions and informal meetings. Lack of physical activity and
problems with key factors such as childcare and workload management were also identified.
The main benefits of telecommuting have been reduced travel time and reduced costs,
making people more productive, but for some, the boundaries of effective work and home life
have prevented them. As humans we are social animals and without this social aspect it will
be difficult to continue working from home during or after working hours.

The family situation is found to be a factor affecting the suitability of working from home,
especially when kindergartens and schools are closed. Several theories could explain the
rapid adaptation of technology and the culture of working from home but learning the tools to
work remotely could be considered a survival kit and a necessity that required full adaptation
in a very short time. Internet infrastructure in some regions and countries will need to be
upgraded to allow the required bandwidth for convenient online video conferencing without
delays in video or audio signals. The Covid-19 pandemic has provided a unique opportunity
to understand the potential for better remote working and distance learning, with greater
potential for future developments to enable international collaboration and cross-border
employment in the future.

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https://www.proquest.com/openview/3d226fcfb0e301f03651e646c38f4b15/1?pq-
origsite=gscholar&cbl=18750

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