Diese Treffen hätten wirklich alle per E-Mail stattfinden
                    können

Mehnert‐Theuerkauf, Anja

doi:10.1055/a-1209-6060

Cited by 3 publications

(1 citation statement)

References 1 publication

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…B. [1][2][3][4][5]. Erst in der letzten Ausgabe dieser Zeitschrift hat Anja Mehnert-Theuerkauf [6] die Frage gestellt, ob die post-pandemische Zukunft offline sein wird und mich damit beinahe dazu veranlasst, mein Thema beiseite zulegen, da ihre Botschaft der meinen durchaus ähnelt.…”

unclassified

„Sie sind immer noch stumm geschaltet….!“ - Schluss mit digitalen Tagungen!

Strauß¹

2021

Psychother Psychosom Med Psychol

View full text Add to dashboard Cite

Die Pandemie hat nicht nur in der PPmP Autoren von Editorials inspiriert [z. B. 1 2 3 4 5. Erst in der letzten Ausgabe dieser Zeitschrift hat Anja Mehnert-Theuerkauf 6 die Frage gestellt, ob die post-pandemische Zukunft offline sein wird und mich damit beinahe dazu veranlasst, mein Thema beiseite zulegen, da ihre Botschaft der meinen durchaus ähnelt.

show abstract

unclassified

„Sie sind immer noch stumm geschaltet….!“ - Schluss mit digitalen Tagungen!

Strauß¹

2021

Psychother Psychosom Med Psychol

View full text Add to dashboard Cite

show abstract

Home Office and Its Influence on Employee Motivation

Bočková

Lajčin

2021

GCBSS Proc.

View full text Add to dashboard Cite

There are several variants and various modifications of forms of work outside the office. Some companies use, enable or even prefer working from home in the form of a home office. In practice, we often encounter different views on this form of work, both in terms of positive benefits and negatives and risks. In practice, there is probably no uniform view of this issue, both on the part of employers and management and employees. Working from home in the form of a home office shows certain specifics and places specific and different demands on both employees and employers compared to "traditional" work in the office or in another place designated by the employer to perform work. The problem may be not only the decision itself whether to allow and whether to use work from home for employees, but also the decision on which job positions and with what job description are suitable for the mentioned form of work performance. The place of work most likely has a significant effect on the motivation of employees and management. The question is whether and under what conditions positive motivation prevails, or negative motivation, i.e. demotivation. In the presented work, we focus on the advantages and disadvantages, i.e. the risks of the mentioned type of work, especially in the area of employee motivation. In this paper we summarize the development and current theoretical information on this issue and then compare it with current practice. In the following practical part, we will examine the perception of differences in employees, between working in the office and home office, focusing on the mentioned area of motivation. Keywords: Demotivation, Home Office, Leadership, Management, Motivation.

show abstract

Home Office and Its Influence on Employee Motivation

Bočková

Lajčin

2021

J. Mgt. Mkt. Review

View full text Add to dashboard Cite

Objective - The aim of the paper is to answer the research question, "whether and how home office work can have an impact on employee motivation." Using partial questions, we found out how the interviewed employees perceive work in the form of a home office, what they see as advantages and disadvantages, or what motivates or demotivates them in this area and how important the home office is for them in the field of motivation. Methodology/Technique - For the implementation of the survey, we chose a qualitative method in the form of semi-structured interviews. All interviews were arranged in advance and took place in an informal atmosphere, most often in a home environment. The interviews were recorded on a recording device with the consent of the respondents, for the possibility of data processing and subsequent analysis. The selection of respondents was carried out by the method of intentional selection. The research sample involved ninety respondents who had specific experience with working from home, which meant that they currently used work from home, i.e., home office as a benefit, standard or primary place of work. One interview was conducted with each respondent in the time range of 25 to 35 minutes. Findings – Within the research, several areas were confirmed, which are mentioned by various authors in the theoretical part of the presented paper. There is a positive perception of home office employees in the area of saving time, or the feeling of freedom. In the negative case, and thus potentially demotivating, phenomena of employees in the area of social isolation was most significantly confirmed. The issue of procrastination mentioned by the respondents in several cases could also be mentioned as confirmatory and existing in-home office. The frustration with low home office efficiency was not mentioned by the respondents, on the contrary, some stated that they found their work from home more efficient than in the office. The results of the presented research show that it would be a mistake to look at the home office only from one side. Novelty - Although it could be said that the positives of this type of work performance to motivate employees outweigh the negatives, this ratio may vary significantly from employee to employee, especially depending on the specific and current conditions, which may also change significantly within the time. The presented paper was processed as an output of the project VEGA 1/0021/21 Identification of motivation factors for the performance of certified project managers working in the home office during the pandemic of COVID 19. Type of Paper: Empirical. JEL Classification: J53, M54 Keywords: Home office, homeworking, motivation, demotivation, self-motivation, procrastination, management, personal management, employment. Reference to this paper should be made as follows: Bočková, K; Lajčin, D. (2021). Home Office and Its Influence on Employee Motivation, Journal of Management and Marketing Review, 6(2) 94 – 109. https://doi.org/10.35609/jmmr.2021.6.2(1)

show abstract

Diese Treffen hätten wirklich alle per E-Mail stattfinden können

Cited by 3 publications

References 1 publication

„Sie sind immer noch stumm geschaltet….!“ - Schluss mit digitalen Tagungen!

„Sie sind immer noch stumm geschaltet….!“ - Schluss mit digitalen Tagungen!

Home Office and Its Influence on Employee Motivation

Home Office and Its Influence on Employee Motivation

Contact Info

Product

Resources

About