Remote Work: Impact on Management

Unit title & code	BSS045-3 Specialist Project (Dissertation)
Assignment number and title	Assignment 2 Final Report
Assignment type	WR-I
Weighting of assignment	80%
Size or length of assessment	8,000 words (+/- 10%)
Student Name
Student Number
Date of Submission

Topic: “Concept of Remote Workers and its impact on the Management of Prepworld LTD”

Abstract

The first chapter of this dissertation provides the introduction of this research and it aims to identify the concept of remote working and the way it impacted management in Prepworld LTD and provide some strategies for improving it in future. Objectives have been set here to understand the concept of remote working which helps to increase productivity or organisation. In order to analyse the impact of remote working on management in focusing performance of employees, this research has been set up. It conducts the goal to suggest strategies for developing remote working. The research look at the business problem as most of the management people face challenges in remote working for motivating employees and changes reducing performance.

The third chapter of the dissertation highlights the use of the variable approaches and philosophies that helped the research to properly collect and interpret data. It highlights the sampling techniques used and the justification of the methods followed. However, the smaller sample size and the non-usage of the quantitative data assess themselves as the limitations of the research. It is found from the primary and secondary research that remote working has both advantages and limitations or challenges to employees and their performance. This affects work productivity in Prepworld Ltd. The research objectives have been attained using the selected research approaches or sources of information. Recommendations to the organisation are communication, stress coping strategy, leadership development, and others. The sixth chapter of the dissertation portrays a detailed reflective study of the procedures followed in the process of initiation and formulating the study.

Chapter 1: Introduction 6

1.1 Aim and Objective 6

1.2 Background 6

1.3 Research question 7

1.4 Identification of business problem 7

1.5 Significance of research 8

Chapter 2: Literature Review 10

2.1 Introduction 10

2.2 Concept of remote working 10

2.3 Importance of remote working in organisation 11

2.4 Impact of remote working on management based on employee performance 12

2.5 Strategies to improve remote working 13

2.6 Theoretical background 14

2.7 Conceptual framework 15

2.8 Literature Gap 15

Chapter Three: Research methodology 16

3.0 Introduction 16

3.1 Research Onion 16

3.2 Research Philosophy 16

3.3 Research Approach 17

3.4 Research Method 18

3.5 Research Design 18

3.6 Sampling Approach 19

3.7 Data Collection 19

3.9 Data Analysis 20

3.10 Ethical Considerations and Limitations 20

3.11 Timeline 21

Chapter 4: Findings/Analysis/Discussion 23

4.1 Primary research 23

4.2 Secondary research 33

4.3 Discussion 38

Chapter 5: Conclusion and Recommendations 39

5.1 Conclusion 39

5.2 Recommendations 39

5.3 Suggestions for further research 40

Chapter 6: Reflection Report 41

Reference List 43

Appendix 45

List of tables

Table 1: Question 1 12

Table 2: Question 2 13

Table 3: Question 3 13

Table 4: Question 4 14

Table 5: Question 5 15

Table 6: Question 6 16

Table 7: Question 7 17

Table 8: Question 8 17

Table 9: Question 9 18

Table 10: Question 10 19

Table 11: Question 11 22

Table 12: Secondary research 26

List of figures

Figure 1: WFH capacity 11

Figure 2: Conceptual framework 15

Figure 3: Research Onion 17

Figure 4: Gantt chart 22

Figure 5: Question 1 24

Figure 6: Question 2 25

Figure 7: Question 3 26

Figure 8: Question 4 27

Figure 9: Question 5 27

Figure 10: Question 6 28

Figure 11: Question 7 29

Figure 12: Question 8 30

Figure 13: Question 9 31

Figure 14: Question 10 32

Chapter 1: Introduction

1.1 Aim and Objective

The aim of this research is to understand the concept of remote working and its impact on management in Prepworld LTD and suggest improving it in future.

Objectives

To understand the concept of remote working to increase productivity
To analyse the impact of remote working on the management to focus on performance
To identify strategies to improve remote working at Prepworld LTD

What the report intends to achieve

This research intends to achieve the concept of remote working and access its impact on the management at Prepworld LTD.

1.2 Background

Remote working can be identified as a working process in different environments and it has been positioned in international level business. Prepworld LTD is located in the United Kingdom and it is a fruit supplier company. It has been found in 1994 and there are almost 500 people are working to carry the culture of the organisation to innovate, provide quality and community (Prepworld, 2022). The organisation provides value and honesty to employees, customers, suppliers, regulators, the environment and the local community. Fresh fruit and innovative products are the key components of Prepworld LTD. Benjamin Olins, the CEO of this organisation has built the strategy to bring creativity to the organisation. The organisation follows different laws and regulations to make sustainable business including the Covid-19 community, the modern slavery Act, tax strategy and the gender pay gap (Prepworld, 2022). Prepworld focuses on making the world happier and healthier. The organisation supports community programs that can help to make people better with healthy foods. Employees find sustainable growth in the organisation.

Prepworld provides flexible working to its employees and it has developed collaborative work to support its people. Staffs of this organisation are healthy and fit for production and they provide remote work to employees and maintain distance strategies during pandemics. Health and well-being are the main priority of the organisation for its employees. In this dissertation, it will be identified remote working and its benefits on productivity. In the literature review, the part will be analysed the impact of remote working on Prepworld management. The methodology part will include different methods that have been used in the research and the finding chapter will discuss the outcome of this dissertation.

The conceptual/theoretical framework to be used

A conceptual framework will be provided that may show the themes that have been discussed. Theories such as Self-Efficacy Theory and Collaborative learning theory will be used in the literature review part to meet the objective.

A general methodology to be used in this research and for that positivism philosophy, deductive research approach, and conclusive design, will be used for data. The primary and secondary research methodology will be used to get the findings. For primary, quantitative research method will be used.

1.3 Research question

What is the concept of remote working and how it can increase productivity?
How does remote working impact management in focusing on performance?
What are the strategies to improve remote working in Prepworld LTD?

1.4 Identification of the business problem

The remote working trend is increasing in the marketplace and after Covid-19, it has been increased within organisations (Wheatley et al., 2021). Most organisation has developed remote working to prevent disease and maintain productivity in the running organisation. It is a kind of flexible working arrangement for employees. Many employees think that remote working helps them to do work easily. However, they have faced issues because it brings distraction and it breaks the discipline of official working hours. For managers, it has been difficult to attract all the employees at one time. Working from different locations is a major challenge for the organisation. It has been found that almost 72% of managers supervise remote workers in business (Savage, 2021).

It is a problem because most of the employees find a lack of human elements and collaboration is being decreased. Many employees feel lonely during remote working and lack of internet connection has brought issues in the workplace. Most of the technical equipment is difficult to handle and through that, people are getting de-motivated. Sometimes they feel distracted and face-to-face interaction is one of the main things that employees have missed during working hours. Loneliness and lack of human interaction are issues within the workforce. Lack of activities has reduced extra skills of the employees and hybrid working has made the overall working process inflexible in the organisation.

In the current marketplace, employees are facing high issues in remote working. Loneliness and collaboration are facing issues of remote working processes in the workplace. Time management and motivation are major challenges for remote workers. The different time zone is the main issue for the employees, it can affect meeting deadlines, and the people who are habitual of official working hours have suffered in managing projects, and remote collaboration (Williams, 2021). In a different place, they have felt safety issues physically. Building trust is another issue that is occurring in this situation and people are feeling less energetic in remote work.

1.5 Significance of research

The research is significant for readers and further researchers. It has a high potential to raise awareness among people and employees and managers or employers can find it essential and beneficial. The research can help to gain a clear concept of remote working and its impact. Through this understanding or knowledge people, employers can find the issues and benefits of remote working. Therefore, they can take action in future to provide a better strategy for remote working. By identifying, the impact of remote working management can formulate strategies so to improve facilities in remote working. It can bring benefits for the employees to improve their performance and increase organisational productivity. Readers can gain an understanding of remote working, its importance in the current situation and its advantage for organisations and employees both. Other researchers can use the details or information from this current research. People may find good knowledge on this concept as their remote working has been developed in covid-19 or pandemic.

However, most companies have faced issues with remote working in organisations. Therefore, it can be possible to improve the remote working process in the workplace within the workforce. Different ways are there that can be effective and affect the organisation's productivity and working process of employees. The research may bring different options for employees and company management to consider or re-think remote working and the things they may face during this process. The contribution of this research is to bring existing knowledge and provide other external data to meet the objective. It may help to recognise important things that are missing so further research can make sure they should give good input to research. Through a conceptual framework, readers can find the theme of this research and the data that will be collected here may provide evidence with validity and reliability.

Chapter 2: Literature Review

2.1 Introduction

The literature review is defined as the explosion of different types of aspects or themes of the research or study (Halog and Anieke, 2021). In this section, all the themes will be discussed to meet the objective of the research and questions. The concept of remote working and its impact on management will be identified here. Theories will be used and the gap in the literature review will identify here.

2.2 Concept of remote working

Remote working is a new normal practice that has been involved in workplace activities after pandemics and current trends. According to Jalagat and Jalagat (2019), in this working procedure work from home or WFH is included for employees. The process includes telecommuting, virtual and cloud working where the physical presence of employees is not important. In the 21st century, it has become an important discussion and consider advanced technology and internationalisation in companies. Remote working can be known as a working process outside of the traditional office environment. It has benefits and consequences on management and organisation, which is bringing different things including positive and negative aspects. Based on Statista (2021), almost 17.4% WFH has been increased in the UK business and remote workers have been increased by almost 5.6 Million in 2020.

Figure 1: WFH capacity

(Source: Statista, 2021)

Remote working is different from normal or traditional official working processes. Based on Radovi?-Markovi? et al. (2021), it can be stated that remote working has brought technologies into the workplace. In Covid-19, it has become a priority for businesses, as lockdown did not provide permission to work in the office with a 100% workforce. Management of organisations has faced challenges for remote working in employee performance, productivity, terms and condition maintenance, and meeting in video calls. Most people have faced issues in the morning to evening staying in video calls for group work (Radovi?-Markovi? et al., 2021). The main purpose of this remote work is to maintain health and safety in the workplace and keeps social distancing and through that, a healthy culture has been established by the new normal business trend.

2.3 Importance of remote working in the organisation

The importance of remote working is to maintain social distancing during the pandemic in workplaces. According to MacRae and Sawatzky (2020), it has been grown rapidly for technical, demographical and social trending in the new environment after the pandemic. It is important to improve productivity, job satisfaction and work engagement. In order to bring different benefits to employees and performance, the remote working practice has been developed. For flexible working arrangements, organisation and management have allowed to development of remote working and hybrid work. Most businesses have planned for the remote working process as it has high advancement in providing communicational technologies and information through high-speed availability of the internet. In order to provide work-life balance and a healthier lifestyle, remote working has become important for employees and businesses. Many organisations and employees have found less stress by remote working and it has helped to reduce death cases during Covid-19. Based on Farrer (2020), the pandemic has brought remote working for flexibility in critical issues for the future. During the pandemic, most businesses have faced issues in productivity and employee turnover, so to make it profitable and productive, businesses have developed remote working in the workplace. Performance increment and involvement of employees with high motivation are key reasons for remote working.

In order to build morale and reinforcing the working process of employees, it has become important in the current situation. Based on the findings of Popovici and Popovici (2020), employee engagement with a healthier lifestyle is one of the important aspects of remote working and it has boosted up advantages of the remote working process. Due to the high crisis, for controlling costs and saving expenses in business importance of remote working has been increased. Organisations have supported remote workers who face challenges of low revenue or sales in the workplace. It is highly important for the workplace and workforce both as it promotes work-life balance all over the world. The importance of remote working has been seen in environmental effectiveness (Popovici and Popovici, 2020). It helped to adopt technology, going digital reduce pollution and managerial skill set development. For bringing flexible working remote working has great importance. It improved working style and human resource management practices. Work-life balance, performance and health are the main consent for remote working activity. The importance of remote work is to be to develop people in multi-tasking where they maintain workplace culture from home or any other place.

2.4 Impact of remote working on management based on employee performance

Both positive and negative impacts have been occurred due to remote working in organisations. Ferreira et al. (2021) stated that management has gained more advantages through remote working on employee performance. Increment in production and morality has been improved through remote working in the organisation. As it was difficult to continue work by travelling daily in the office and the government has instructed strict rules of isolation and maintenance of social distancing. It has reduced entire business costs by providing work from home. Work-life balance is one of the major benefits that employees have found. All the advantages have motivated the employees to perform better (Ferreira et al., 2021). They have gained flexibility in working by working from home, which has high involvement in high performance. Job satisfaction has been increased and management has taken initiative to encourage employees for better results. It has been enhanced work autonomy through remote working and improved teamwork performance. Attendance has been increased during work from home or remote working because it has provided the employees with flexibility and satisfaction.

The big advantage of remote working is to bring the capability to work without traditional working culture and management has been successful to maintain collaboration among workers and profitable performance. According to Narayanamurthy and Tortorella (2021), technology has been increased within the workplace and people have become technical through remote working. Learning opportunities have been increased within the workforce, for example, digital technology such as online meetings through Zoom and other digital technology. Interaction with different people locally and globally through the technical process is the scope that has been developed in remote working. Management has saved time and utilised in productivity of organisational product and services it has eliminated stress for time managing issue.

Remote working brought many negative impacts on management based on the performance of employees. According to Ipsen et al. (2021), communication is one of the challenges that employees have faced with employers as it was difficult to work without colleagues as they were habitual to working with colleagues. Employees missed physical working conditions which drives discipline and transparency. Technological challenges are the main aspect that employees have faced and for that management has gone through many issues in maintaining online video meetings and others. Training for new and existing employees has been negatively impacted on the management as most workers have not attended online training for lack of internet and poor connection. The interpersonal environment is one of the big obstacles for the employees as they have faced issues maintaining personal and professional life. Knowledge and skills are challenges for the employees in the new environment.

Physical isolation de-motivated employees and management has failed to resolve the issues. It has brought poor performance in the workplace and workload has been increased for employees. Ipsen et al. (2021) stated that remote working developed conflict between employees and management and they have found themselves less motivated and energy less. Management has faced challenges in the workplace and a lack of monitoring has occurred which has affected negatively employee performance. Remote working has become less productive which is the main concern for management. Workers have found disconnected in online activities of any working process which has impacted badly in performance.

2.5 Strategies to improve remote working

Different strategies management can use to improve remote working for any further pandemic and bring high performance in the workplace. According to Lepore et al. (2021), the management of the organisation can provide a high incentive to employees for high performance in remote working and through benefits for family aspect from the organisation they can work better. Rewards should be beneficial and increased by the employers for improving the performance of employees. Collaborative tools such as GoToMeeting, Google Keep and others can be used to motivate workers so they can work with high collaboration (Lepore et al., 2021). It may help to organisation in bringing high performance. They need to bring some different strategies for employees so they can work better and perform high. Internet devices should be provided to remote workers so issues of the internet and disconnection can be reduced.

Internet devices may help employees to keep effort and continue work with high-speed internet speed. Communication can be improved through this strategy and relationships between employees and management can be developed. Leadership training is one of the important strategies that management should provide to leaders and managers. Based on Kruse (2021), trained leaders in remote working can manage employees from different locations and they are required to set different skills. Proactive communication is a beneficial strategy that management can bring to leaders through training. Management can develop the Capacity within employees to face challenges and improve in high performance.

2.6 Theoretical background

Self-Efficacy Theory defines a goal that is set by an individual to achieve it through believing in own capacity. According to Lopez-Garrido (2020), self-efficacy theory involves motivating people and it brings inner ability to achieve goals. This theory is based on four main sources including performance outcomes, victorious experiences, physiological feedback and verbal persuasion. Performance outcomes can influence people to give more effort than previous performance. This important source can influence the development of efficacy to provide better performance and bring success to the organisation. The second source of victorious experience brings efficacy through social experience including friends, family and parents. Verbal persuasion provides feedback on complex tasks when a person uses his or her skills and capabilities for success. In physiological feedback source, a person influences through emotional, well-being and physical aspects and they bring abilities for high performance.

Collaborative learning theory is defined as a peer-to-peer learning process that suggests a learning method by the group. According to Axmadjonovna (2021), collaborative learning theory suggests learners or employees think at a high level and it improves communication, management skill and leadership skills. It is also helpful for the leaders and managers. It is an effective process that influences management and employees to work with each other for high performance. The theory develops social improvement within a workplace and highlights communication and social interaction in learning. It has the potential to improve the learning and development capability of the employees. Collaborative learning theory can emphasize teamwork within the workplace and human interaction is one of the key aspects that can be increased by using this theory. By using this theory in remote working, employees can learn through social and interactive. The active process can bring effective information to employees so they can use that at work to improve performance.

2.7 Conceptual framework

Figure 2: Conceptual framework

(Source: Created by the learner)

2.8 Literature Gap

A literature gap states a concept where it can be identified about the thing that is missing in this research. Some aspects have not been explored in this literature review where it has stated the concept of remote working and its impact on management have been discussed. However, barriers or obstacles within the organisation have not been identified or explained here. Theories on motivation and collaboration work have been used but theories on communication or time management have not been used here that can make it more effective and it could be better for the further researcher.

Chapter 3: Research methodology

3.0 Introduction

Research methodology can be defined as the detailed outline of the process, structures and frameworks carried on during the exploration of a given topic (Mukherjee, 2019). In this research Methodology, a detailed analysis will be performed on the philosophy, approach, method, sampling attribute, design and collection and exploration spheres regarding Prepworld LTD.

3.1 Research Onion

The research onion states the strategies that state the chronological order of data collection for the completion of the project

Figure 3: Research Onion

(Source: Malalgoda, et al., 2013)

3.2 Research Philosophy

The attribution of philosophies in the sphere of data collection coincides with positivism, interpretivism, realism and pragmatism. In this research, the scholar has used positivism philosophy to guide and assess data about the Remote workers and their attributed impact on the management sphere of Prepworld LTD. Positivism philosophy leads to the attribution of factual knowledge from the inculcation of effective observations that include measurements (Research Methodology, 2022). In this research, positivism has allowed the researchers to gain knowledge from the collection of data through making observations and reforming the successful interpretations from the same. It was based on the principle that explains the value-free attribute of science and estimates its rational judgment sphere. The research focused to understand the direct impact of the remote workers in the overall management of the brand and the implementation of the positivistic approach helped to gain quantifiable observations that will lead to the analysis of statistics.

The implication of the positivistic philosophy helped the researcher to gain quantitative data value and follow up on the patterns and trends effectively. It helped in the representation of the interpreted data with reliability and attained generalised information. However, the observance of the positivistic approach failed to inculcate in-depth knowledge of the topic and data in context to the researchers. It failed to achieve the main understanding behind the collection and interpretation of the data. Positivism philosophy helped the researcher to attribute scientific methods to analyse the behaviour and concept of the remote workers in contact with Prepworld Ltd. On the contrary, interpretivism and realism were not used due to the attribution of bias in the philosophies.

3.3 Research Approach

Research approach can be identified as Deductive, Inductive, and Abductive natures respectively. In this research, the deductive approach was used to know the effect of remote working on the management sphere of the selected company. The deductive approach can be classified as the development of a hypothesis that is based on pre-existing theoretical attributes and the designing of the strategies that lead to the establishment of the same (Research Methodology, 2022)). It is characterised by the formulation of the theory and its relevant hypothesis and conception and analysis of data to test the specific attributes effectively. It helped the researcher to lead to the development of an assumption proper to the study that will be later accepted or rejected after deducing results. The deductive approach instigated the researchers to attribute specific reasoning and discard the general attributes. It was suited to explain the specific relationship among the variables of the research on remote workers.

It was used in the research to develop and explain the growth of the relationship and connection among the concept and the variables effectively. The deductive approach helped the researcher to measure the data quantitatively and generalise the same to a magnified extent (Machila et al., 2018). However, the involvement of the deductive approach lacked the collusion of the scholar and can lead to the development of objectives. The deductive approach helped the researcher to collect information in shorter time spheres and initiate results. The inductive approach was disregarded due to the cogence of incorrect conclusions.

3.4 Research Method

The attribution of the quantitative research method leads to the collection and analysis of the numerical data that helps in meeting the objectives and finding correlations in the process (Ahmad et al., 2019). In this study, the collection of data is based on the survey that will lead to the gain of the primary information. It helped in emphasising the objective measurements and gaining analytical and numerical analysis of the data perforated through the survey. Quantitative research helped the researchers to collect numerical data from surveying the remote workers in the brand and generalise the results to gain a broader result to accomplish the objectives effectively. The qualitative method has not been used due to its descriptive nature of the same.

The attribution of a larger sample for data collection will be induced in the inculcation of the quantitative research method to gain expected accuracy. However, it subjected the researcher to large consumption of time and can cause hindrance in the analysis process. The use of the quantitative research method helped to align the study with the approach and philosophy. As a method of understanding the broader concept of the selected topic, the secondary collection of data have been performed by consulting journals, newspapers, magazines and books. It helped the researcher to collect larger volumes of data within a smaller time sphere and divert the same into a successful analysis. However, it caused limitations due to the absence of relevance and the absence of sufficient information on the scholarly source. This helped the researcher to discuss and collect data from accessible networks in a cost-effective sphere.

3.5 Research Design

Research design can be described by the strategies that lead to the integration of the multiple components that leads to the fulfilment of the same in a logical and coherent peripheral namely exploratory, observational and others (Kazdin, 2021). In this study, a conclusive design was presented to point out the attributed hypothesis effectively. Conclusive research design leads to the generation of the findings that are generated via a clear definition of the objectives and information collected (Ullah and Ali, 2019). It is deductive and hence will be followed by the scholar to attribute effective results from the study. Data analysis via conclusive research led to the use of quantitative methods. It helped the researcher to gain scientific and rational results via the use of analytical techniques and a larger sample size of the remote workers of Prepworld LTD. The proper research design helped the scholars to gain accurate and conclusive findings to establish the hypothesis effectively. However, the research faced difficulties to determine the factors that specify the occurrence of the vents during the data collection of the study. Other designs such as exploratory were ignored due to the involvement of the qualitative nature of data, which has not been included.

3.6 Sampling Approach

The attribution of sampling allows the researchers to gain information about a target population via analysing the subset of the same to refer to valuable objectives (Baltes and Ralph, 2020). In this study, the scholars engaged in collecting information via administering survey questionnaires to 24 employees working at Prepworld LTD. It was fostered via the inclination of the random probability sampling that helped in the independent selection of the participants. Random probability sampling helps in the selection of the partisans in a randomised manner (Smith and Dawber, 2019). It helped the researchers to conduct research, assess data irrespective of the creation of bias, and attribute fair procedure for the section of the participants from the brand. Sampling helped the scholars to implement an excellent representation of the attributed population. However, the clarification and affiliation of the random probability sampling attributed higher time sphere and can be complex for the interpretation of the collected data. Another sapling method non-probability sampling has been avoided as population representation may not be done effectively. The absence of error and sampling bias while selecting the samples of 24 employees of Prepworld LTD. helped the research to apply the collected data in straightforward nature.

3.7 Data Collection

In this study, both primary and secondary data collection have been to evaluate the quantitative result. The attribution of the primary data helped to understand the attributed impact of the remote workers on the management sphere at Prepworld LTD. The researcher inculcated close-ended survey questionnaires that will administrate the notations of the employees of the company. The implication of the survey helped in the determination of the quantifiable data and increment the reliability and validity of the information. The survey helped the researcher to gain accurate data from the employees by mitigating the chances of fake responses. Interviews were ignored due to their time-consuming nature. On the other hand, secondary data for the study was calibrated via the collection and analysis of the data from journals, books, newspapers and magazines. It helped the researchers to gain clarified data with ease without the attribution of extra costs for the same. For the study data was collected from the freely accessible journals and articles that are present on Google Scholar. The culmination of the primary and secondary data collection helped the scholar to gain high-quality information and attribute accuracy in the interpretation of the same (Madaan and Bhatnagar, 2021).

3.9 Data Analysis

The main purpose of the data analysis lies in the understanding of the collected information and deriving the attributed knowledge to cater decisions making form the same (Bendová et al., 2019). Primary quantitative data in the study has been analysed via the implication of frequency distribution techniques. It can be defined as the representation of the collected data through the attribution of charts, tables and graphs (Dai and Callan, 2019). The implementation of frequency distribution helped the researchers to present the data conveniently for the readers. On the contrary, secondary data was analysed via the application of thematic procedures. It helped the researchers to identify and interpret the various themes inculcated in the study. The use of the thematic analysis helped the researchers to inculcate in-depth knowledge and holistic idea about the impact of remote workers in the overall management of Prepworld LTD. However, the implication of the frequency distribution led to the loss of the individual data and rearrangement of the information can cause complexity in the evaluation process. The use of thematic analysis led to the creation of inconsistent and incoherent development and representation of the themes.

3.10 Ethical Considerations and Limitations

The observance of the ethical considerations refers to the attribution of non-harmful activities that maintain the non-observance of vicious conductance in the society and individual sphere (Arifin, 2018). In the study, prior consent was assessed on behalf of the researchers and no participants will be forced to give information without voluntary will. Moreover, the data attributed from the survey was kept confidential on the laptop of the researcher and was enabled with password locks via following the Data Protection Act. The collected data was used and interpreted for the study and maintained the high objective standards will be regulated effectively. Moreover, the data collected from the study will be kept intact for six months and will be destroyed by the researcher. The limitation of the research lies in the non-observance of the qualitative collection of data. Data will be collected from a small sample size of 24 employees due to the presence of time constraints and will add to the limitation of the study.

3.11 Timeline

Activities	Start date	Duration	End date
Research Topic selection	30.11.2021	5	5.12.21
Background search	5.12.21	11	16.12.21
Objectives formulation	16.12.21	13	29.12.21
Literature review	29.12.21	15	13.1.22
Methodology	13.1.22	19	1.2.22
Data collection and analysis	1.2.22	11	12.2.22
Report writing	12.2.22	2	14.2.22
Submission	18.2.22	0	18.2.22

Table 1: Work Breakdown structure

Figure 4: Gantt chart

Chapter 4: Findings/Analysis/Discussion

4.1 Primary research

Q1. How old are you?

Options	Responses number	Responses percentage	Total number of respondents
21-30	3	12.5	24
31- 40	12	50	24
41 and above	8	33.3	24
Prefer not to say	1	4.1	24

Table 2: Question 1

Figure 5: Question 1

Based on the presented figure, it is found that most of the participants, 50% were in the age group of 31-40. Around 33% of them were in the age brackets of 41 or above. However, the respondents in the age group of 21-30 accounted for only 13%. The rest 4% of them preferred not to mention their age.

Q2. Your gender

Options	Responses number	Responses percentage	Total number of respondents
Male	6	25	24
Female	18	75	24
Prefer not to say	0	0	24
Your preference	0	0	24

Table 3: Question 2

Figure 6: Question 2

About 75% of the research respondents were female and 25% of them were male.

Q3. Do you like remote working?

Options	Responses number	Responses percentage	Total number of respondents
Yes	13	54.1	24
No	2	8.3	24
Sometimes	9	37.5	24

Table 4: Question 3

Figure 7: Question 3

Around 54% of the participants have responded that they like remote working however, 8% of them disagreed with this. The rest 37.5% of them have answered that sometimes they like remote working.

Q4. How long have you worked remotely?

Options	Responses number	Responses percentage	Total number of respondents
Less than 6 months	4	16.6	24
6-12 months	2	8.3	24
12-18 months	8	33.3	24
More than 18 months	10	41.6	24

Table 5: Question 4

Figure 8: Question 4

Based on 41.6% of the total participants, they have worked for more than 18 months remotely. Around 33.3% of them have asserted that they have remote working for around 12-18 months. 16.6% of them have worked for less than 6 months in remote work while 8.3% have been in remote working for 6-12 months.

Q5. Do you have an office/ a separate room to work in?

Options	Responses number	Responses percentage	Total number of respondents
Yes	15	62.5	24
No	9	37.5	24

Table 6: Question 5

Figure 9: Question 5

Based on 62.5% of the participants, they have a separate room or office to work. However, 37.5% of them did not agree to the same.

Q6. Which of the following is the most beneficial aspect of remote working?

Options	Responses number	Responses percentage	Total number of respondents
Flexibility	14	58.3	24
Employee satisfaction	2	8.3	24
Better work life balance	8	33.3	24

Table 7: Question 6

Figure 10: Question 6

About 58.3% of the research participants have said that flexibility is the most advantageous aspect of remote working. However, 33.3% of them answered that work-life balance aspects are most beneficial. Another 8.3% have referred employee satisfaction to be an impotent aspect of remote working. In this way, the research objective of analysing the remote working implication is attained.

Q7. Which of the following is the most challenging aspect of remote working?

Options	Responses number	Responses percentage	Total number of respondents
Maintaining motivation	1	4.1	24
Maintaining relationship with the colleagues	12	50	24
Maintaining work time balance	10	41.6	24

Table 8: Question 7

Figure 11: Question 7

Based on half of the research respondents, the management of the relationship with colleagues during remote work is most challenging. Around 41.6% of participants have said that maintenance of work time balance is the most challenging aspect of remote working. Only 4.1% of them have identified maintenance of motivation as challenging in remote working. The responses help in addressing the second research objective regarding the impact of remote working.

Q8. How far are you satisfied with management of Prepworld LTD's approach to deal with challenges associated with remote working?

Options	Responses number	Responses percentage	Total number of respondents
Highly satisfied	11	45.8	24
Satisfied	8	33.3	24
Neutral	5	20.8	24
Dissatisfied	0	0	24
Highly dissatisfied	0	0	24

Table 9: Question 8

Figure 12: Question 8

Around 45.8% of the research respondents said that they are highly satisfied with the organisational way of dealing with the challenges of remote working. 20.8% of them had neutral opinions while 33.33% were also satisfied.

Q9. How often do you get interrupted by your family while working remotely?

Options	Responses number	Responses percentage	Total number of respondents
All the time (every 20-30 min)	0	0	24
Often (once an hour)	3	12.5	24
Sometimes (every 2-3 hours)	5	20.8	24
Not often (once or twice a day)	12	50	24
Never	4	16.6	24

Table 10: Question 9

Figure 13: Question 9

About 50% of the participants said that they are not often interrupted by family members while remote working. However, 20.8% of them have responded that sometimes they are interrupted while 16.6% of them said that they never are interrupted by family in remote working situations. About 12.5% of them moreover said that they are often being interrupted in remote working by their family members.

Q10. Overall, do you feel you are more or less productive working from home compared to working in the office?

Options	Responses number	Responses percentage	Total number of respondents
Yes	17	70.8	24
No	5	20.8	24

Table 11: Question 10

Figure 14: Question 10

A large number of research participants, 70.8% of them think that they are more productive while working from home rather than working from the office. However, 20.8% of the participants answered that they are less productive in remote working and more productive when they are working in an office.

Q11. Please feel free to make a comment regarding your experience of remote working.

Participants	Responses
1	Oftentimes the nature of my job is to be available to support all departments and therefore, there is a lot of on-hand assistance from me when working in the office, working remotely from home enables me to concentrate fully on one task at a time.
2	Q10. Does not make sense, my answer is less
3	Better conditions and less commute which is better for the environment but also saving on petrol especially with the prices increasing. More efficient and productive due to less distraction from colleagues The only negative for me is that I work more hours than I would in the office, less breaks. Lunch is also at the desk and still doing work like going through e-mails etc. Other than that - Absolutely love it!!!
4	Q10 – I feel I am more productive working from home I have never done remote working before and I have always preferred to be at work, however I have enjoyed working from home. We have daily meetings as a department so I feel I know more what is going on in the business than if I was in the office. I also find people are more available via Teams etc than in you were in the office.
5	Would be better if had dedicated office space at home. It is only financially-sustainable for people to work from home if the employer contributes.
6	-
7	Initially a challenge psychologically. Family member wasn’t prepared for it and I didn’t have an office set up as it happened so suddenly. After time I became very used to the new routine of daily teams meetings and working remotely and feel I have gone 360 degrees from not wanting to, to preferring it
8	-
9	I enjoy remote working – I have a better work/life balance and I find that I am getting more done without interruptions. Obviously seeing colleagues in person is nice to have but we still have daily meetings to keep in touch with each other so have not lost communication.
10	-
11	Remote working has been helpful as it helps with extra rest that I get when I don’t have to travel to work. It also helps as I am able to get a lot of admin work done as there is less facetime.
12	I enjoy the flexibility and additional hours in the day because of not commuting. I get more fresh air and can be active on my lunch break. However, it is a struggle not having a proper office (for the time being) and I find myself working later into the evenings because I leave my laptop on / struggle to fully shut down.
13	-
14	Not always easy to work uninterrupted if family members are working different hours to you. Q10 – Generally as productive when working from home as in the office
15	-
16	Less Productive
17	-
18	If I was the only person remote working, it would be far more of a challenge. As most employees moved to remote working it changed the company working culture and such makes remote working work well for me and others. However, remote working poses a challenge for new starters to the Organisation
19	Remote working works well for me as I’m not first line IT support so don’t need to be on site unless there’s a specific reason – I like the balance of working from home and working on site as it’s a long commute for me otherwise.
20	-
21	-
22	-
23	-
24	-

Table 12: Question 11

Answering this, varied responses are made by the participants. Based on their remote working experience, some of them had difficulty in remote working due to the nature of their job demands to be present at the office due to the need for on-hand assistance. For some, it is a psychological challenge as they were not prepared for remote working and did not have a workspace at home. They faced issues in changes in the routine of meetings besides interruption of family created issues for them. Besides this, there were positive responses as well as remote working reduced transportation costs for employees and provided better conditions with high productivity and efficiency without distraction. Yet, there were limitations due to fewer breaks and more working hours. Daily meetings as occurred in remote working increased employee awareness about the workplace. Besides this, a better work-life balance is maintained as they get the chance to get rest. Yet, some find it unproductive in comparison to working from the office. Some suggested that for new starters in an organisation, remote working is more challenging.

4.2 Secondary research

Themes	Sources	Year	Authors	Findings
Theme 1 Remote working concept	“Remote Working Challenges and Opportunities during Covid-19 Pandemic.”	2021	Prasad, K.	Remote working allows staff to work beyond the office setting and they do not need any particular location to be present to work. The author has asserted that remote working yields better productivity by saving time for commuting to employees. They have better plans and control over their activities which leads to professional and personal development. Their satisfaction enhances as they can work to full potential.
Theme 1 Remote working concept	“What is remote working? Definition and examples.”	2022	MBN	Remote working is when one works far from the location of the office.
Theme 2 Remote working impact on performance and productivity	“A proposed model for an organized remote-work environment.”	2020	Hamza, S.A.,	It is discussed that remote working posits challenges such as laziness, socialisation, and difficulty in prioritising tasks. However, it is beneficial in raising productivity, reducing cost, flexibility, access to global talents, environmental impact and effective working environment.
	“Decision factors for remote work adoption: advantages, disadvantages, driving forces and challenges.”	2021	Ferreira, R., Pereira, R., Bianchi, I.S. and da Silva, M.M.,	There are low role coordination issues in remote working and greater job satisfaction however, disengagement from work is higher due to lack of engagement. Although there is less career development in remote working, there is higher employee commitment.
	“Remote working, management control changes and employee responses during the COVID-19 crisis.”	2021	Delfino, G.F. and van der Kolk, B.,	Remote working has an ill impact on the mental health of workers. It triggers an unhealthy response from employees are they are overworked by the management.
Theme 3: Remote working strategies	“Eworklife: Developing effective strategies for remote working during the COVID-19 pandemic.”	2020	Rudnicka, A., Newbold, J.W., Cook, D., Cecchinato, M.E., Gould, S. and Cox, A.L.,	Coping strategy to deal with stress, self-regulation strategy, and strategy to cope with high work pressure are suggested to deal with remote working.
	“Café Delphi: Strategies for successful remote academic collaboration.”	2020	Jolly, A., Caulfield, L., Massie, R., Sojka, B., Iafrati, S. and Rees, J.,	Communication and effective leadership are some of the solutions for remote collaboration.

Table 13: Secondary research

Theme 1:

The first theme is on the concept of remote working. Prasad (2021) presented that this enables employees to work far away from the traditional workspace without the requirement of a specific location to carry out their work. The major advantages include higher productivity, time efficiency, planning, control, and employee satisfaction. With the full potential achievement, employees can grow personally and professionally. MBN (2022) stated that remote working allows employees to work far from office locations. This meets the first research objective by explaining the remote working concept.

Theme 2:

Regarding the impact of remote working, Hamza (2020) inferred that challenges associated with this are social isolation, issues is tasks prioritisation and laziness. The advantages however are cost efficiency, flexibility, productivity, access to talents, positive environmental influence, and a healthy working environment. Ferreira et al. (2021) have discussed that coordination problem occurs when workers work remotely and there is low engagement. They have limited career growth opportunities. The benefits are higher employee commitment and high satisfaction levels. Additionally, Delfino and van der Kolk (2021) stated the negative impact of remote work explaining how it impacts employee mental health. It creates unhealthy behaviour among staff as their supervisors make them overwork. The second research objective thus regarding the implication of remote working is achieved.

Theme 3:

Rudnicka et al. (2020) detailed the ways to cope with remote working for employees such as stress coping strategy, self-regulation, and ways to deal with high work pressure. Furthermore, Jolly et al. (2020) have said that leadership and good communication play important role in enhancing collaboration in remote working. This addresses the final objective of the research by identifying strategies to improve remote working.

4.3 Discussion

The secondary research results can be linked with the findings of the literature review wherein remote working concepts are discussed as a transformed working model from traditional ones. It is discussed in the secondary research that remote working contributes to an increase in productivity which is also stated in the literature review. The secondary resources identified the key remote working strategies that are similar to the results of the literature review like collaboration and leadership development. In both secondary research and literature review, the cost efficiency and environmental benefits of remote working are identified. Some of the importance of remote working as identified in the primary research is linked to literature review results. For instance, in both of them, there is an identification of the impact of remote working on work-life balance and flexibility. Thus, the results of primary and secondary research are somehow connected to the literature review earlier presented on the research topic of remote working.

Chapter 5: Conclusion and Recommendations

5.1 Conclusion

It is concluded from the research that the determined research objectives are effectively attained by the researcher with the use of diverse methods of data collection such as primary and secondary. The primary method has been supportive in fulfilling the second objective by analysing the remote working implication. Both the positive and negative impacts of remote working are identified. The secondary research process has helped in achieving the three objectives systematically. It has contributed to enhancing the understanding of remote working concepts, the impact of the same, and strategies for improving remote working. There is an identification of the link between the research results both primary and secondary with that of the literature review earlier carried out in the research area. Effective presentation of an overview of the topic has been done along with an analysis of research methods employed in the project. The findings of primary research reveal that remote working is necessary for employees at Prepworld LTD. However, there is identification certain challenges for participants in remote working that affects their work.

5.2 Recommendations

Some recommendations to Prepworld LTD are:

As identified in the research results that mental health is one of the problems associated with remote working for employees, they can develop stress coping strategies. Additionally, amidst higher work pressure, such a strategy will help reduce work-related stress.
Effective leadership is an essential factor in leading employees in remote work to drive performance and productivity. Therefore, leadership development programs can be implemented.
Communication is necessary to perform remote work for employees. It requires necessary collaborative tools to enhance communication and collaboration in teams. This will be beneficial in addressing the challenge of social isolation in remote work.
As remote working may increase the risk of laziness among employees, a self-regulation strategy can be developed to increase engagement and commitment toward work. This can be possible through self-discipline and the supervision of leaders.

5.3 Suggestions for further research

In future research, the researcher may involve in investigating the different types of remote working strategies as applied in an organisational setting. The gap as occurred in this research project will be addressed in future research by conducting research on organisations by generating information from varied sources to have valid knowledge of their remote working strategies. A mixed research approach will be applied in future research to gather information of varied types to answer the research issue.

Chapter 6: Reflection Report

The application of the Kolb learning cycle leads to the involvement of the four steps that unify the learning, reflective observation, conceptualisation and experimentation of the processes (Chiu, 2019). I have used this cycle to analyse my effective progress through the several steps of the dissertation. The following steps reflect the collection of the attributes faced in my learning process.

Experience

I was instructed by my tutor to prepare a dissertation on a verified topic of the impact of remote working on the management of Prepworld LTD. I felt quite under confident in the initial stage of the dissertation as I had no idea about the multiple steps that were needed to clarify my chosen topic. I faced numerous problems while understanding the importance of methodology and the themes of the literature review. I made detailed instructions on the topic and coined the aims and objectives of the dissertations. Next, I invested in identifying the problems faced by the managerial sphere due to the implementation of remote working in the operational sphere. Then I had to identify the themes of the literature review. I had to analyse the different approaches, methods and concepts that could be used to collect data from the employees. Then, I contacted the management of the brand and provided them with the assurance of the ethical collection of data from the employees. I analysed the data and concluded the peeper observance of the objectives. Lastly, I portrayed several suggestions that can help the brand to mitigate the issues in the managerial sphere due to remote working.

Reflect

I think I was able to actively organise the different tasks and meet the deadline effectively. I portrayed creativity while structuring the conceptual framework of the literature review. I was dedicated to completing the tasks within the deadline and solving my doubts while consulting with my tutor. I could effectively address the management and solve their doubts regarding the maintenance of ethical standards during the survey. I was considerate while addressing the employees and valuing their concerns and attributes. However, I faced numerous difficult while framing the questions from the survey. I felt confused about deriving the demographic questions for the employees. I was shy while addressing the questions about the management of the brand and lacked confidence while emailing the individual participants about the mode of the survey. Due opt the lack of research skills I was unable to conduct a depth analysis of the chosen topic and had to depend more on the primary data.

Conceptualise

Due to the presence of organisation skills, I was able to actively make a to-do list every week which helped me to understand the significance of the undertaken tasks. I implied my innovative thinking while constructing the themes and conceptual framework for the dissertation. Due to my effective time management skills, I was able to complete the tasks within the given deadline successfully. I made effective use of my communication skills while addressing my queries with my tutors. It helped me to actively interact with the management and employees of the brand and cater to several questions that helped me to collect necessary information about the chosen topic. Due to the lack of confident, I felt quite confused while framing questions and attributing the same to the employees. I was unable to research effectively about the chosen topic due to the lack of understanding of the relevance and accuracy of the data collected from online sources.

Apply

In the future prospectus, I will apply the learning from the dissertation to conduct future research processes effectively. It will help me to frame better questions about the demographic strata of the employees in future projects. The presence of effective communication skills will help me to cater effective interaction while conducting research in future. I will try to gain self-confidence while contacting or communicating with others by focusing on my strengths and setting up my goals effectively. It will help me to gain an advantage in my personal and professional life effectively. I will indulge in developing my research skills effectively by checking the date of the publication and the name of the authors. I will verify the information over several websites. It will help me to establish effective and rational information in my future assignments. I will properly utilise the library resources to gain knowledge from various sources effectively.

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Appendix