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dc.contributor.authorPreziosa, Anne
dc.contributor.authorOkuda, Akira
dc.date.accessioned2023-01-24T20:56:32Z
dc.date.available2023-01-24T20:56:32Z
dc.date.issued2022-12
dc.identifier.urihttps://hdl.handle.net/1813/112765
dc.description.abstractA McKinsey report shows that a majority of employees state that remote work has either increased or not affected their productivity compared to pre-pandemic. Furthermore, a PricewaterhouseCoopers’ U.S. Remote Work Survey found that 83% of employers reported the shift to remote work to be successful for their organization, and positive outcomes of such transition include reducing operating expenses and increasing employee satisfaction. Technology companies (e.g., Slack) are primarily composed of knowledge workers and plan to allow employees to work fully remote. However, companies requiring in-person work, including sales roles and other essential workers allow less work flexibility. Therefore, the nature of a job plays a large role on employees’ ability to work remotely. With a large remote workforce, robust technology systems and effective leadership are needed to operate and manage these employees, along with proper measurement tools.en_US
dc.language.isoen_USen_US
dc.subjecthuman resourcesen_US
dc.subjectCOVID-19en_US
dc.subjectartificial intelligenceen_US
dc.subjecthybrid worken_US
dc.subjectremote worken_US
dc.subjectmeasurementen_US
dc.subjectcultureen_US
dc.subjectcollaborationen_US
dc.subjectmicrocultureen_US
dc.subjectglobalizationen_US
dc.subjectpandemicen_US
dc.subjectcommunicationen_US
dc.titleWhat Post-Pandemic Practices Should be Implemented Given the Increase of Hybrid Workplaces?en_US
dc.typereporten_US
dcterms.licensehttps://hdl.handle.net/1813/102824
schema.accessibilityFeaturetaggedPDFen_US
schema.accessibilityHazardnoneen_US
schema.accessibilitySummaryAccessible pdfen_US


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