Research Proposal on Comparing Remote Working Models: An Analysis of Satisfiers and Dissatisfiers

Introduction

The research objectives are as follows:

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• Perform an analysis of satisfiers and dissatisfiers per working location.
• Perform a comparative analysis of the current limited scope of remote work between all locations.
• Propose a realistic remote working model that is compatible with both the global organizational structure and the local culture.

Literature Review

A remote worker is a typical employee who works from home by using technology to coordinate and collaborate with the team including managers, clients, and even colleagues. It is a trend that is being adopted at a high rate in the current workplace. Many organizations have identified the benefits of this approach as compared to the traditional physical location model. However, it also has risks that must be addressed if at all the organization is to enjoy the stated benefits. This section features an analysis of some of the most important themes that relate to remote work locations.

Significant research has been conducted on remote working and how it has impacted employee performance in various companies. Nickson & Siddons (2004, p. 13) have offered a series of arguments about this type of working arrangement. They indicate that there are both benefits and risks associated with this option.

However, if the risks are identified before time, it will be easier to mitigate them and even trigger outstanding performances from the employees. The content is the reason why this source is considered critical for this research. The management skills needed to make this a success have also been highlighted, including improved communication skills with the employees (Nickson & Siddons 2004, p. 18).

Roseberry (2008, p. 16) also offers significant insight into the topic. The special factors that must be considered to ensure the remote work environment is successful have been suggested. Logistics need to be well thought out and the management and employees should be ready for frequent reflections. Such moves will ensure that both teams can work together by establishing a universal culture.

Campbell, Eley & McAllister (2016, p. 2) also argue in support of the various benefits brought about by remote working. They indicate that the employees tend to feel more satisfied with their jobs, especially when they understand that it is dependent on relationships and general expertise. Hence, it is evident that when employees understand that a remote working environment is just the same as the traditional option, better outcomes will be experienced.

Thompson (2018, p. 28) also discusses the remote work environment, which she refers to as a digital nomad lifestyle. A problem with employee productivity and job satisfaction that is commonly experienced in the traditional work environment relates to a work-life imbalance. The employees feel like they spend too much time in the office, and very little at home. However, through the nomad experience, the balance can be achieved as one will be able to work from any location (Thompson 2018, p. 30). The result will trigger job satisfaction, leading to improved productivity on the part of the employees.

The research by Onnis (2017, p. 26) also analyses the specific instances where remote work environments have improved employee productivity. Working in remote geographical locations has always been a challenge for many professionals. Commuting long distances is quite hectic and even expensive. It has been found to impact employee job satisfaction as many prefer working at a location where they can get to the office with ease. Therefore, to ensure that employee turnover is not experienced, considering alternatives like the remote work environment is quite important (Onnis 2017, p. 26). It enables the employees to work from home, without a need of showing up physically every day.

Another important theme relates to the fact that there are specific risks associated with the decision to move to a remote work environment. Isolation is one of the risks which is presented by working remotely. Not being in contact with the rest of the team, and possibly working from home means that one has less contact with others (Campbell, Eley & McAllister 2016, p. 4). Therefore, instead of triggering feelings of satisfaction, an employee may end up getting demotivated to work. That is because the isolation prevents one from perceiving competition from other employees which would have pushed for better performance.

Remote working also implies that communication will be impacted significantly. The process has become complicated as a phone call must be made, or an email or message will need to be sent. That presents a barrier since miscommunication may take place. Hence, specific tasks that are to be performed may be missed, or an employee may not get a clear understanding of instructions (Onnis 2017, p. 28). In a physical location, the management can easily follow up on progress by supervising activities being carried out. The same is not possible for remote work environments.

When an employee works remotely, he or she must be disciplined for the overall productivity to increase (Thompson 2018, p. 30). Working without supervision means that an employee gets a lot of freedom. He can easily argue to be working when in reality nothing is being done. Therefore, this is another risk since the company may experience reduced productivity, rather than the opposite.

Although such risks exist, it does not mean that remote work environments should be avoided. On the contrary, many scholars argue in support of the new trend as they perceive it to be more effective. If measures are taken to deal with these setbacks, then the benefits can be maximized. This presents the third theme that is identified from this literature review.

According to Nickson & Siddons (2004, p. 15), introducing measures that will counter these negative effects of remote environments will lead to better employee productivity. For instance, the management needs to establish a proper communication plan with the employees. It is important to determine which medium is the most effective so that instructions and messages are not missed.

Also, it is important to ensure that all the necessary resources are presented to the employee to facilitate the completion of tasks. There needs to be a logistics plan that will ensure job performance is not interrupted (Roseberry (2008, p. 20). The management needs a plan for follow-ups that will ensure the employees are working, and not just passing time (McTernan 2016, p. 14). For example, an update of the work progress may be required every three hours or so. That is because it is essential to maintain the work-life balance even when working remotely.

Methodology

For the current research, a theory has been developed based on the inductive approach. The research will make use of secondary data, by focusing on what previous scholars had already identified. Therefore, it is clear that an inductive approach is used since it starts with data collection, analyses, and lastly the theory formulation.

Hence, the theory has been developed from the themes identified in the literature review section. There is a close relationship between employee motivation, retention, and overall productivity. When an employee is motivated, he or she will experience job satisfaction.

It is less likely that one will quit at this point. Also, productivity is improved since they will be giving their roles the best of their abilities. On the contrary, when an employee is demotivated, he or she is likely to quit and go in search of better employment. Their productivity is reduced significantly as roles and responsibilities will not be performed as required. The latter considering will negatively impact an organization since it limits effective operations from taking place.

A descriptive research design is employed for this research to establish the effects of a remote work environment on employee motivation, retention and overall productivity (Omair, 2015, p. 153). A descriptive research design systematically describes the characteristics of a population or situation. Therefore, it is the best consideration for the current research since it will enable an analysis of the effects of the remote work environment.

This design may consider various methods, such as quantitative and qualitative research methods, to analyze study variables. In this case, the variables cannot be controlled or manipulated since the aim is to observe and measure them. This design is appropriate for the current research process since the main aim is to identify trends. Also, not much is known about this issue, which is why it is important to first understand how the effect happens.

Hence, the methods which will be used feature observations and case studies. Since no primary research has been conducted, the secondary data obtained in the literature review section will be observed to establish a...