The Realities of Remote Work

 

write the hypothesis development based on those articles

Hypothesis 1: Compared with traditional work setting, remote work tends to increase employee engagement via improved work-life balance.

Hypothesis 2: Engaged employees in remote working environment tend to be more effective, thus would have a higher probability to be promoted.

Work-life boundaries are blurring and managers worry about productivity. What can be done?
by Laura Amico

The Realities of Remote Work (hbr.org)

· Is remote work effective: We finally have the data | McKinsey
https://www.mckinsey.com/industries/real-estate/…
· About the survey. The third edition of McKinsey’s American Opportunity Survey provides us with data on how flexible work fits into the lives of a representative cross section …

https://sloanreview.mit.edu/topic/remote-work
Research shows that managers must incorporate relational power into their leadership approach in virtual work settings. Lebene Soga, Yemisi Bolade-Ogunfodun, Nazrul …
· The future of remote work – American Psychological …
https://www.apa.org/monitor/2019/10/cover-remote-work
But a handful of organizations are effectively using research insights to build evidence-based remote work programs—and reaping the rewards. Health-care company Aetna, …

 

Sample Solution

in Congress. “The WASP program’s development was unlike that of any other women’s auxiliary, but all women’s detachments of the U.S. military faced opposition to their existence and continuance from the military, Congress, and the public, an opposition arose solely from the gender of those who comprised these auxiliaries.” Their battle for militarization and quest for veteran status became the main goal for the program and part of their long-lasting legacy. “The most egregious example of discrimination WASP encountered was the failure of the military to bestow veteran status on their members. During the program’s two-year duration, the brave women who served as WASPs were considered paid volunteers. “They are civil employees but they are in the Army Air Forces and they are, despite some rough going, little by little being considered as of the Army Air Forces.” Despite performing many of the same tasks, the women’s title of “civil employee” is harshly juxtaposed to their male counterparts, who were granted military status and thus reaped the ensuing benefits. On July 1, 1943, the Women Army Auxiliary Corps became the Women’s Army Corps (WAC) and by an act of Congress, was granted full military status. There was much controversy over whether or not the WASP program would join the WAC to obtain its militarization. However, “Jackie Cochran believed that such an organizational shift would entangle her pilots in Army bureaucracies, and hinder her plans to broaden their duties.” Without being confined by the WAC, Cochran and her WASPs continued the fight for military status. Despite continued efforts and repeated appeals to Congress long after their disbandment, the WASP program was not militarized until 1977. “President Carter signed the bill into law on November 23, 1977, one day before Thanksgiving, officially declaring the Women’s Airforce Service Pilots as having served on active duty in the Armed Forces of the United States for the purposes of laws administered by the veterans of the Army Air Forces.” Almost forty years after World War II, the WASPs’ other battle had come to a victorious end.

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