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Opportunities and Challenges of Remote Work Arrangement for Organizations in Post-Pandemic Scenario

Research Paper Instructions:

Please read the Research Paper Rough Draft and make the necessary corrections by reading the comments on the side of the paper. Please read the guidelines and finish putting the final touches on the paper. .

o   Literature review – a discussion of an array of supportive sources that pertain to your research topic/questions. Minimum of 10 resources.

·      Significance of findings – Reflection of the literature and explain how it pertains to your research questions. Minimum 6 pages

o   The objective is to explain the data rather than draw interpretations or conclusions.

o   The data need not include everything you have collected.

o   Make this portion of the report convenient for the reader.

·      Conclusion – Summary, conclusions and recommendations. Minimum 2 pages

o   The summary is a brief statement of the essential findings.

o   In simple descriptive research, a summary may complete the report because conclusions and recommendations may not be required.

o   Recommendations – the researcher suggesting one or several alternatives that are supported by the findings.

 

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Opportunities and Challenges of Remote Work Arrangement for Organizations in Post-Pandemic Scenario
Author’s Name
The Institutional Affiliation
Course Number and Name
Instructor Name
Assignment Due Date
Contents Abstract 3 1.0. Introduction. 4 1.1. Problem Statement 4 1.2. Research Objectives. 4 1.3. Background. 5 1.3.1. Theoretical Foundations. 6 1.3.2. Empirical Evidence and Key Debates in Scholarly Literature. 8 2.0. Methodology. 11 2.2. Research Approach. 12 2.2. Research Strategy and Design. 12 2.3. Data Collection. 14 2.3.1. Theoretical Research. 14 2.3.2. Professional Literature. 14 2.3.3. Empirical Evidence. 15 2.4. Data Analysis. 16 2.5. Ethical Considerations. 17 3.0. Literature Review.. 18 3.1. Opportunities. 18 3.2. Challenges. 20 3.3. Role of Institutional Factors. 22 3.4. Future Trends. 23 4.0. Significance of Findings. 24 5.0. Conclusion. 29 5.1. Summary. 29 5.2. Conclusions. 30 5.3. Recommendations. 31 References. 33 Annotated Bibliography. 38
Abstract
This paper aims to investigate the opportunities and challenges associated with working from home (WFH) in the post-COVID scenario to inform the choice between continuing with the WFH model and returning to pre-pandemic on-site employment arrangement. A critical review of the literature followed by thematic analysis compared the positive and negative aspects of WFH from employees’ and managerial perspectives. It is found that autonomy and flexibility are positively associated with motivation for work and productivity, while these relations are mediated by engagement and enhanced commitment. Similarly, the factors related to the working environment, such as distractions and poor connectivity, remain potential moderators and remain among the potential challenges. Certain sociocultural, cultural, and infrastructural factors are also crucial in determining WFH's effectiveness in post-pandemic scenarios.
1.0. Introduction
1.1. Problem Statement
COVID-19-induced restrictions created unprecedented disruption for the businesses. As a way to cope with the situation and ensure the continuity of businesses, the organizations decided to rely on remote work arrangements to minimize human contact and keep the lockdowns from affecting the business processes (Buchanan et al., 2021). While work from home scenario brought several opportunities for employees and employers, such as reduced cost, enhanced flexibility, diversity, and enhanced scope for recruitment, it also posed critical challenges. Some challenges include barriers to effective communication, lack of supervision, lack of workplace-like camaraderie and psychological implications, cybersecurity issues, and difficulties maintaining the organization's cultural identity (Franken et al., 2021). In the post-pandemic scenario, several organizations are at a crossroads as they determine their future choices. The question arises whether the organizations should continue with the work-from-home arrangement or return to a pre-pandemic office-based setting.
For this purpose, conducting a comprehensive comparative analysis of each prospect's potential benefits and challenges is important. Since the corporate world is still in its premature transition phase, it is challenging to locate reliable evidence and use it as the base for the decision. The theoretical debates are also divided in this regard, outlining that the remote work arrangement is a dual-edged sword (Doliver, 2022). These indicators warrant a detailed inquiry into the opportunities and potential costs associated with the remote work arrangement in the post-pandemic scenario.
1.2. Research Objectives
The research compares the opportunities and challenges associated with remote work arrangements in post-pandemic scenarios to help managers make informed choices. This aim is broken down into the following key objectives and research questions to serve as the roadmap for the study:
1.2.1. Objectives
* To identify the opportunities associated with remote work arrangements.
* To identify the challenges associated with the remote work arrangement.
* To compare the opportunities and challenges to help concerned managers inform their choices.
* To provide recommendations from organizational and human resource management perspectives based on the comparative analysis between the opportunities and challenges of remote work arrangement in post-pandemic scenarios.
1.2.2. Research Questions
* Which factors have contributed to the preference for remote work arrangement in the post-pandemic scenario?
* Which factors associated with remote work arrangement can contribute to organizational performance?
* What challenges do human resource managers face while managing people remotely?
* How communication issues related to remote work arrangements can affect team performance?
* Which management strategies are helpful while dealing with the challenges associated with remote work arrangements?
1.3. Background
The recent research considering the trends of work-from-home (WFH) in the US suggests that approximately 12% of the total population of employees rely on the WFH model while 28% use the hybrid model (mix of remote and in-office working). The findings also suggest that the number of employees relying on remote work arrangements will rise to 22% of total employees in the US by 2025 (Haan, 2023). These findings clearly indicate that trends of WHF are on the rise in the US, implying that a decent percentage of employers are treating it as a new normal. However, the prospects of the growth of this trend indicate a minor change. Instead, the shift from in-office to remote work arrangement is forecasted at a slow and steady rate, outlining the hesitancy of most employers considering the risks and challenges attached to remote work arrangement compared to in-office working. Therefore, it is vital to conduct an in-depth inquiry into the theoretical underpinning and empirical research that may offer insights relevant to the prospects of remote working in the post-pandemic scenario.
1.3.1. Theoretical Foundations
Even though there is a vast range of theories that may relate to the chosen context, two theories that centrally intersect with key dimensions of remote work arrangement and its potential outcomes are discussed as follows:
Self Determination Theory
Self-determination theory is a psychological consideration of human mentality and the factors determining growth and development. The theory assumes that human growth and development depend on autonomy and competence (Gagné, 2014). In other words, the theory highlights that autonomy and competence are interrelated, and people tend to perform better and have faster development and growth if provided with an environment free of external interference (Gagné, 2014).
While seen in the light of this theory, remote work arrangement appears as a potential source of employee development and growth. It means that the employees can be groomed better by realizing and actualizing their competencies and learning to take responsibility when allowed to work independently in a distraction-free environment. Rigby and Ryan (2018) have investigated the interaction between self-determination theory and remote work framework. The researchers conclude that the theory offers rich insights into how enhanced autonomy resulting from the flexible work environment can contribute to the employees’ commitment and motivation.
However, a potential limitation while applying this theory is the contextual variations associated with remote work arrangements. For example, it needs to answer how employees with low levels of skills can perform better in WFH arrangements than in-office arrangements when they need continuous instructions and support from their fellow workers and supervisors.
Herzberg's Factor Theory
Herzberg's dual-factor theory classifies workplace-related factors into two categories. One of these factors is the hygiene-related factors, such as food, salary, job security, and other similar fundamental benefits. These factors are categorized as the conditions necessary to avoid dissatisfaction. On the other hand, Herzberg believes that key motivational factors are beyond the hygiene-related factors and are rooted in the work conditions and providing the employees with an environment where they can improve their competencies while acting with responsibility (Richard, 2013). This theory relates to the WFH as employees are supposed to take responsibility while working unassisted and unsupervised (or less supervised than in an office-based arrangement). Similarly, the added flexibility of the WFH environment can be a source of intrinsic motivation for employees, promoting positive job behaviors.
However, while applying this model, a potential limitation is the need for a sense of belongingness inherent to on-site work where employees actively engage with their colleagues and managers. Since the sense of belonging is placed among the motivational factors by Herzberg, it is still questionable how it compares with the other motivational factors associated with the WFH arrangement.
1.3.2. Empirical Evidence and Key Debates in Scholarly Literature
Zappalà et al. (2021) conducted a case study of an Italian municipality where certain employees and their respective managers participated in a remote work program before the pandemic. The case study aimed to gain insights into the program and recommend guidelines for the post-pandemic period to the concerned municipality. The researchers interviewed 14 employees and managers engaged in remote work programs through semi-structured interviews to learn about their experience and used interpretive techniques to analyze the data. The participants generally shared high satisfaction with the program, with flexibility, time management, and reduced commute being the highest-rated characteristics of a remote work environment. These findings created optimistic indications of WFH arrangement in the post-pandemic era for the organization.
Caligiuri & De Cieri (2021), in their survey of 944 employees, agree with the above findings while also providing support for vital theoretical ideas. For example, the researchers have found that the need for autonomy and improved work-life balance are critical triggers for the preference for working from home from employees' perspective. The autonomy and improved work-life balance contribute to employees' motivation and reinforce their preference for WFH. Another study by Smite et al. (2023) indicates that the WFH is likely to emerge as a new normal post-pandemic as the companies are experimenting with different variations of the extent to which employees are granted flexibility. The research suggests that the general impression of the remote work arrangement is positive. However, it surrounds uncertainties due to a limited body of evidence. Therefore, as the companies continue to experiment and learn through a feedback loop, a more precise and structured approach to WFH will be possible to establish in the future. Therefore, the trend is likely to continue.
However, Manko (2021), in his survey synthesized with the literature review, has found that the success of remote work during the post-pandemic period is contingent on the planners' and managers' success in implementing the right control and policies regarding the work arrangement. The study outlines vital benefits along with potential roadblocks. For example, WFH is found to be a source of productivity and enhanced performance due to flexibility and autonomy-related factors; it is found challenging when the teams are supposed to deal with complex and loosely specified tasks. The team's inability to improvise effectively for loosely specified tasks negatively affects the team's motivation and has disruptive implications. Therefore, the managers and planners will have to consider relevant controls and elements that could contribute to the team's effectiveness in dealing with complex and loosely specified tasks in the WFH arrangement to improve the prospects of the ubiquity and continuity of this model.
The researchers have also highlighted other potential challenges, such as changes in the psychological contracts, difficulties in monitoring and supervising the employees working from home, and poor flow of communication, resulting in a lack of complementarity and responsiveness (Franken et al., 2021). These factors explain the slow pace of the growth of WFH arrangement despite a few potential benefits from employers' and employees' perspectives. Seva et al. (2021) have conducted a detailed overview of the benefits and key issues facing the WFH arrangement during the pandemic and have found that flexibility and enhanced efficiency are among the key benefits from employers' perspectives. However, employees have faced critical psychological burdens due to isolation. Similarly, employees without spouses and young children at home found it more challenging to manage their work and overcome the stress. Therefore, from a psychological perspective, employers must find solutions to the problems resulting from the isolation associated with remote work arrangements. Aside from this, Himawan et al. (2022) have looked at the problem through a sociocultural lens and have found that in the majority of Asian countries, WFH does not resonate with the cultural dimensions of workplace norms that are generally intertwined into autocratic styles of leadership. It means that management's lack of supervision and inability to maintain control over the workplace in remote arrangements remains a key concern for organizations in such cultures. Besides, poor infrastructure, such as inadequate broadband coverage, also challenges the implementation of a fully-fledged WFH arrangement (Gottlieb et al., 2020). While considering the issues related to WFH, the potential distractions, such as noises, nearby television streaming, and others, may affect the concentration with subsequent implications for productivity and mental health (Bergefurt et al., 2022).
Since it is less than two years since the pandemic-related restrictions have eased and normalcy has returned, limited evidence is available about the effectiveness of WFH in post-pandemic scenarios. Similarly, even though a handful of studies deal with remote work arrangements concerning the post-pandemic period (Franken et al., 2021; Himawan et al., 2022; Seva et al., 2021), they are focused on one or a few variables, concluding without considering the interplay among factors at different levels of management. Therefore, there is a gap in the literature and a need for research that comprehensively compares the opportunities and threats using a comprehensive approach to present the bigger picture of the scenario and comprehensively educate the opinion of concerned practitioners and managers.
2.0. Methodology
This section describes and justifies the methods chosen for the proposed study. It ensures that each choice aligns with the nature and objectives of the study and can feasibly be implemented given the resource constraints and all other factors. The research methodology is modeled after Saunders et al. (2011) onion, with key items from the outer and inner layers included. The onion is visualized below for further illustration:
Figure SEQ Figure \* ARABIC 1: Saunders' Research Onion
(Saunders et al., 2011)
The outer layer of the onion deals with the research philosophies that guide the overall manner in which the data is perceived and interpreted. The researcher approach provides the direction for the analysis and inferences, while the inner layers correspond to the methods specific to the treatment of data.
2.2. Research Approach
Two broad types of research approaches are induction and deduction. The inductive technique uses specific data to generate broad generalizations, articulate new theories and ideas, or explain a problem (Saunders, 2011). On the other hand, deduction involves testing the existing theories and ideas using extensive datasets to specifically answer a research question or provide specific solutions (Franken et al., 2021).
It is important to note that the post-COVID scenario is still in its initial phase, and the trends still have to shape up to provide a definite long-term picture (Franken et al., 2021). Similarly, the research dealing with the areas related to post-COVID implications of any phenomenon or idea is also under-researched. As discussed before, the research is in the process of helping the managers ascertain whether continuing with the WFH arrangement is more feasible or returning to the pre-pandemic in-office arrangement. Therefore, it is appropriate to rely on deduction as the problem needs to be explained and articulated.
2.2. Research Strategy and Design
The research strategy helps find the roadmap to the study by dictating the data collection strategies. Some of the widely used research strategies include interviews, surveys, observation, experimentation, qualitative research, and panel discussion (Tan, 2022). The proposed research will be based on qualitative research, which involves gathering and analyzing non-numerical data and critically evaluating the underlying patterns.
Qualitative data allows the researcher to implement an open-ended approach to study, allowing multiple perspectives and ideas to be considered and covered (Creswell, 2014). However, unlike quantitative design, qualitative research strategy lacks exaction and precision in measuring a research phenomenon or variables (Creswell, 2014). Similarly, the room for interpretation also provides room for the coverage of a subject area or topic from the subjective point of view. To a certain extent, this lack of objectivity affects the reliability and validity of the research.
The quantitative design is ruled out considering the afore-stated paucity of research around the post-pandemic implementation of WFH arrangement. The researcher must take insights from the limited research and apply interpretive methods to expand and elaborate on that limited evidence. Therefore, a qualitative design is more suitable for the study.
While choosing the research strategy, the researcher has also ruled out the strategies that involve contributions from primary sources, such as interviews, surveys, etc. The reason for not considering these approaches is twofold. Firstly, the proposed research is supposed to be completed in a given time frame using a limited budget. This resource constraint keeps the researcher from aiming for personnel (such as HR executives or employers with exposure to WFH conditions) who are unlikely to be readily available. Certainly, it would have taken considerable time to locate, obtain consent, and recruit the primary sources having the desired characteristics.
Secondly, primary sources were unlikely to respond as they are also within the initial phases of experience with post-COVID scenarios with more questions than answers. Using their preferred work arrangement, they are unlikely to respond reliably without adequate experience dealing with post-COVID developments. Therefore, despite using the resources, primary research was unlikely to significantly contribute to the purpose of the study.
Therefore, secondary research is used, considering that there is a wealth of literature published on remote work arrangements. The researcher can delve into the theoretical debates and compare them with the limited evidence from the empirical literature. Similarly, the professional literature also has insightful forecasts based on expert analyses and an understanding of current developments (Roy, 2022). Hence, existing research and theoretical foundations can be used to further the understanding of the validity of WFH arrangements post-COVID.
2.3. Data Collection
As mentioned earlier, the research is supposed to be solely based on secondary research, which involves using the published material instead of approaching the first-hand sources of information. In other words, it is the research that relies on the data already collected and analyzed by other researchers and made available in any published form instead of collecting the same by themselves (Saunders et al., 2011). The researcher will rely on the following three types of sources for this purpose:
2.3.1. Theoretical Research
This part of the secondary research involves scanning the relevant theories that help understand the viability of remote working in different scenarios. It involves delving into the theories that compare the benefits and challenges of WFH from employers' and employees' perspectives. The theoretical literature will form the basis for further inquiry as it can be synthesized with the evidence about the practices in post-pandemic scenarios to gauge to which degree the empirical literature confirms the theoretical assumptions. The theories to be used for this purpose include psychological theories (such as employees' motivational needs), theories related to organization management, and the theories that can help assess the communication and collaboration challenges associated with working from home or remote working, as some covered in the literature review.
2.3.2. Professional Literature
Since the onset of COVID-19, business analysts worldwide have been brainstorming and analyzing the prospects of business continuity during and after COVID-19. The experts have engaged in an ongoing debate about the adaptation to the post-pandemic scenario with an enhanced focus on resilience so that organizations could better cope with any disaster in the future that simulates COVID-19 in how it affects the business (Franken et al., 2021). The insights will be gained from the debates that specifically deal with the prospects of remote working. The expert opinions and analyses from the key experts will be considered, and key possibilities will be included in the literature review based on the understandings gleaned from the professional literature. The primary focus will be the articles on remote versus in-office working in post-COVID scenarios. The main findings about each expert's reasons for favoring or disfavoring remote working can also guide the empirical research as the researcher will use those reasons to determine some of the valuable keywords and phrases for further secondary research.
2.3.3. Empirical Evidence
Even though remote working in the post-COVID scenario is understudied, a handful of studies are available that will be accommodated in the empirical part of the secondary research. The researcher will delve into the empirical inquiries to assess the organizations using the WFH scenario and witnessing its implications (both positive and negative). The researcher will also assess the validity and reliability of the research methods employed by the researchers contributing to this part of the study. The researcher will use the filters to ensure that only the articles indexed as highly credible based on their given criteria are included. For example, the number of citations used by Google Scholar is a useful tool. Some of the key considerations associated with secondary research are discussed as follows:
Keywords and Key-phrases
The researcher will primarily use the keywords 'work from home in post-COVID scenario' or 'remote working during post-COVID scenario.' It is hoped that these keywords will return the most relevant results. Secondarily, the researcher will use the keywords based on the insights gained from theoretical and professional literature. For example, key benefits or challenges associated with remote working (such as 'communication barriers') can be used to supplement the search.
Databases
The researcher will use multiple credible databases to locate the relevant peer-reviewed journal articles. Primarily, the researcher will use Google Scholar. In addition, the researcher will use the search engines ProQuest, JSTOR, Science Direct, Elsevier, Creative Commons, and EBSCOhost.
Inclusion and Exclusion Criteria
The researcher will use appropriate filters to make sure all the results comply with the predetermined inclusion criteria. As for the inclusion criteria, it will be ensured that all studies used to constitute the empirical part are no older than five years (ensuring the currency). Similarly, the studies need to deal directly with the implications of the WFH from the perspective of HR and organization management (relevance). Similarly, the researcher will ensure that the studies are peer-reviewed and included in reputable journals (credibility and reliability).
In line with the inclusion criteria, all studies older than five years dealing with the working conditions under consideration from employees' or other perspectives will be excluded. Similarly, the studies with questionable credibility will also be unconsidered. The studies that discuss the problem from perspectives other than those valuable for employers or HR managers are also excluded.
2.4. Data Analysis
The secondary data will be analyzed using thematic analysis. The thematic analysis involves scanning and coding the information and drawing relevant themes based on recurring ideas (McNeill & Chapman, 2005). The researcher will review the secondary data and familiarize him with the recurring ideas. Then, the researcher will create initial codes that will dictate the second-level codes in more organized forms. These second-level codes will be used to create the relevant themes for the discussion. The researcher will use NVivod MAXQDA Atlas (a thematic analysis software) to help in coding.
When expanding on the themes, the researcher will use confirmatory techniques to synthesize across different types of data: empirical, professional, and theoretical. It is to assess the degree to which there is an agreement or disagreement among these data types on key issues, as this assessment will be used to draw relevant inferences and conclusions.
2.5. Ethical Considerations
The researcher will ensure adherence to the code of conduct generally applied to the research throughout the course of the project. For example, despite using qualitative design, the researcher will ensure to avoid personal bias and present and discuss the findings from a neutral perspective and as dictated by the research and evidence. The researcher will also exercise due diligence to avoid any inadvertent instance of intellectual property theft. For this purpose, it will be ensured that all the pieces of information derived from the secondary sources are properly cited and referenced using appropriate formatting conventions. Similarly, the researcher will be transparent about any limitations of the study. For this purpose, the researcher will realistically and objectively evaluate the reliability and credibility of the study and declare any issues that may affect the transferability and generalizability of findings to any extent.
It is also highly likely that the researcher will use examples from real-world organizations to supplement the secondary research. Doing this will ensure that examples are used to not harm the organizations or companies to which those examples pertain.
3.0. Literature Review
This section summarizes and synthesizes the literature dealing with the WFH in post-pandemic scenarios to better understand the interrelated factors and their implications. Since the onset of COVID-19, researchers have investigated its relevance for business and organizational management, where people management is a potential area (Troger, 2021). There are considerable debates in the literature regarding the impact of the pandemic on work arrangements, with a particular focus on growing reliance on WFH arrangement, its implications, and the prospects of its continuity in the post-pandemic scenario (Troger, 2021).
3.1. Opportunities
The recent studies highly correspond to the themes of autonomy and flexibility attached to working from home as key motivating factors (Smite et al., 2023; Caligiuri & De Cieri, 2021). For example, Caligiuri & De Cieri (2021) surveyed 944 employees from different industries to investigate the motivation behind the preference for remote working over on-site working. While employees highly differ in their opinions, the majority believe that the flexible work conditions and enhanced control over the work largely ...
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