BUSI 110 Proposal Assignment Sample 2024
Chapter 1: Introduction
1.1 Introduction
The chapter has analysed greater job satisfaction and the worker’s ability that can be focused on their work as well as their personal leaving standardisations. It has also allowed the workers to control the timing of how much time can be taken for working and they get adequate time for satisfying their nonwork needs.
1.2 Research Questions
- How does the flexibility of remote work arrangements impact employee well-being?
- What issues have been enhanced during the flexibility of remote working arrangements in the situations of Covid- 19 pandemic?
- What are the effects of the flexible working mode that can be related to work-life balance, job satisfaction, and mental health?
1.3 Aim and Objectives
Aim:
The aim of the series is work is to generate flexibility in the remark work arrangements that can be made of the workers’ welding by including the different kinds of factors related to job satisfaction mental health and work-life balance.
Objective:
- To analyse the flexibility of the remote was convincement that can make a fixed on the worker’s well-being
- To evaluate the remote working arrangement by making an impact on the work-life balance mental health and job satisfaction
- To find out the issues that can be enhanced in the remote working arrangement of the worker’s well-being
1.4 Rationale
At the time of flexible working arrangement, it has been provided the worker’s March control that they can reduce their stress level as well as burnout. Without the uncomfortable working progress communication and traffic, the staff can be focused on better cultures and making a positive working experience. The generations of the workers can also not be getting possible that can be treated as a main issue of this research work (Aziz-Ur-Rehman and Siddiqui, 2019). The flexible working arrangement cannot always equal higher paying jobs it cannot be harder for the workers as well as the manager to keep track of what their workers exactly doing that’s why it can also be heated as another kind of problem of the flexible working arrangements.
1.5 Significance of this Research
Figure 1: Significance of the working behaviours in hybrid mode
(Source: Susanto et al. 2022)
The flexible working schedule has been provided to the workers by generations of an increased sense of environment based on their working schedule as well as the environment. It has been treated as an ability to establish their schedule as well as working cultures so that they can develop their morality and generate job satisfaction. It can also lead the less rangers or productivity as well as directing to the more kind of procrastination by generating the workplace flexibility at the timing of doing a hybrid mode job (Gorjifard and Crawford, 2021).
Chapter 2: Literature Review
2.1 Introduction
The chapter has analysed the flexibility of remote working progress that can affect the workers’ welding procedure by including the work-life balance mental health and job satisfaction. In the timing of the pandemic, 2020 life can be becoming tougher for workers who can far throughout the home as they cannot get to their office and public transport has also not been open. The firm has been also forced to implement work-from-home facilities for all kinds of workers especially those who have been staying far from their homes. Making an interlink with the theoretical prospectives as well as providing reliable information based on the research topic the evolution has been effectively going on after all the overall summary can also be provided.
2.2 Theoretical Perspectives
The proportions of System Theory are considered as a benefit that can generate applications that can overview the multi-disciplinary system as well as that kind of related issues in the working progress (Bellmann and Hübler, 2021). In contradiction, the Contingency theory has encouraged the leader’s photo generations of adaptability and flexibility. It has allowed them to adjust their leadership style as well as that can be based on their situations rather than trying their force one size fits all kind of approach. Showing the trust of the workers as well as boosting after-engagement facilities can also change the cultures of resource efficiency productivity talent retention and engagement facilities sustainability (Manoharan and Ashtikar, 2022).
2.3 Impacts of flexible work arrangements on well-being and workers’ Productivity
The corporate workers getting more kind of time to spend with their family at it have been increases the work-life balance that can be very rare in their corporate life. In contradiction to all kinds of negative it has also come in the remote kind of facilities that is work hold like flexibility means workers can work as per their choice as well as not holding any kind of bounding (Iswahyudi and Ramadhani, 2023). By staying the home, they have been able to save the money that they used for their day-to-day community. System theory also increased the worker’s engagement facility as well and it can create results by developing their performance and focusing on their tasks more. The two kinds of sides have been overviewed in the remote working progress the challenges the workers have to face related to isolation essay work remotely as well as not being connected with members by making effects of they are lonely supported and efficiency.
Figure 2: Individual Determinants Making Effects of the Work-life Balance by Balanced the Working Life
(Source: Bjärntoft et al. 2020)
The most difficult thing is to remotely working worker space is communication they have not be never to share their issues face to face by sharing any kind of data that they have to need to do phone or mail that can be creating things more prolong as well as delays in work. It can also affect they’re well the absence of work overload as well as excessive stress (Bjärntoft et al. 2020). It can also be direct to greater job satisfaction as the workers have been able to focus on their work effectively. The research reveals that workplace flexibility has been empowering workers to control the time that can be spent working hours and make adequate timing to satisfy their nonwork needs. The above-depicted kind has induced a sense of mental peace as well as propels them to provide their base to the organisations (Sharkey and Caska, 2019).
2.4 The problems of flexible working arrangements affect workers’ well-being
The flexible working request can be the problem of workers’ isolation that can be missing out on camaraderie, general buzz, and encouragement respectively. Flexible work has provided the workers autonomy to balance their commitment related to caring for children the seek or the elderly as well as people with disabilities. It can also help the workers to manage their time as well as allow their hobbies and studying. The opportunities for collaboration can also be treated as another kind of challenge that can create a negative effect on the customers the losses of organisational cultures as well as workers’ engagement can also not be practical for the workers as well as the positions. It has been considered fairly common for workers to lose their motivation as well as drive-in facilities to find themselves without a bit of “Oomph” to their respective efforts. The flexible working hours can also create positive impacts it can also reduce the opportunities for face-to-face interruption as well as collaboration with the team members. Besides that, it can also be redirected to communication breakdowns as well as misunderstanding facilities that can create a negative effect on the team working facility (Kurdy et al. 2023). The potential disadvantage of flexibility training is to make a joint as well as muscle that can be fixed beyond its ability to handle the stretch effectively.
Figure 3: The effects of remote working on worker’s productivity during COVID-19
(Source: Kurdy et al. 2023)
It can also result in poor or toned muscles as well as the tin that can require an extended time for recovering throughout its injury. Instead of recruiting workers on a regular basis, the organisation has been hiring workers reflexively for shorter periods and there has been an intense pressure of work. Contingency Theory has been reducing the absentations of the laser kinds of stress as well as the ability to manage the existing health conditions effectively (Shahzadi et al. 2022). The flexible work in heaven is directed to lower levels of absenteeism (Bellmann and Hulber, 2021). It has been attracted as well as returning the top related to flexible work covers having considered as the most important parts for the workers effectively. The worker’s flexibility has been considered as a confidence that can generate the ability of 8th and create a decision-making ability by the generation of comprehensibility at the timing of managing their time management (Prasad and Mangipudi, 2021).
2.5 Literature Gap
Aziz-Ur-Rehman and Siddiqui (2019), have not discussed the issues faced by the workers in the flexible mode or the hybrid working mode in their journal. In contradiction, Gorjifard and Crawford (2019), do not discuss the impacts of the flexibility of remote walk arrangement by making an empathy of the workers will be of the year general as well as not to be linked with the theoretical perspective. Therefore, this research has been improving to breach the existing literature gaps in the particular area.
2.6 Summary
The above-depicted analysis creates a specific concentration of generating the flexible working system as well as the remote working progress by making effects of the workers will as well as balancing the working life mental health and job satisfaction. Besides that, it has also been enhancing the rate of job satisfaction that can be focused on they are working life as well as personal living standardisation that can also enhance greater autonomy by controlling the risk facility.
Chapter 3: Methodology
3.1 Introduction
This chapter outlines the methodological framework incorporated to examine the influence of remote work flexibility on employee well-being. Incorporating a primarily quantitative approach the research focuses extensively on variables including job satisfaction, mental health and work-life balance. This chapter will offer guidance for the Research design, analysis process, Data collection procedure and data collection techniques ensuring a thorough and methodical exploration of predetermined study questions. The selected methodology will help to supply a comprehensive acknowledgement of remote work’s influence on crucial aspects of staff well-being.
3.2 Research Philosophy
Abu-Taieh, Hadid and Mouatasim, (2020) stated that aligned with the research objective a positivist research philosophy will lead this research. Positivism focuses on measurable phenomena and empirical observation permitting the variable quantification that is associated with remote work employee well-being and work flexibility. Through highlighting systemic statistical analysis and data collection the philosophy will seek to derive objective valuable insights. On the contrary Smith and Hasan, (2019) opined that the positivism adaptation will enhance the reliability and generalizability of the research findings as it will align with the notion of providing adequate knowledge through verifiable and observable evidence. This will help to generate an interpretation of the study’s different results from pre-existed literature. Additionally, this research philosophy will also ensure a scientific and structured approach permitting a regular examination of the influence of remote working flexibility on company staff job satisfaction and well-being, which will contribute to a holistic understanding of the connection between variables.
3.3 Research Approach
Auda (2020) stated that the chosen research approach for this research will be deductive commencing with a theory-driven belief grounded in pre-existed literature. This method will allow for the systematic testing of pre-demonstrated connections between employee well-being and remote work flexibility. On the other hand Lury, (2020) opined that by incorporating established previous Research and theories this approach will supply a structured framework for the testing of the hypothesis. The highlight of pre demonstrated relationship will help to facilitate a concentration on exploration through quantitative data analysis and will maintain a systematic and methodical investigation into the influence of remote work flexibility on staff. This approach will act as stop top-down research approach that will help to concentrate on data collection observation to maintain the research theories link. This approach will also increase the research’s scientific rigour by making a contribution to an in-depth acknowledgement of the dynamics between remote work arrangements and several facets of employee well-being.
3.4 Research design
Devezer et al., (2021) stated that the Research design preferred for this research will be cross-sectional per meeting for a snapshot of Data collection at a particular period. This design will specifically we’ll fitted for exploring the immediate influence of remote work flexibility on employees. Through recording data at focal points of time the research will focus on supplying a current and comprehensive understanding of the relationship between factors and remote work dynamics that influence employee wellbeing.
On the contrary, Belov, and Novikov, (2020) opined that a structured questionnaire will be offered as the data collection primary tool this instrument will be framed to elicit quantitative responses for meeting variable systematic measurements such as job satisfaction, mental health and work-life balance. The structured questionnaire will be formatted to maintain data collection consistency and permit efficient investigation. On the other hand, Capraro et al., (2019) opined that the cross-sectional design supplies timely insights advantage within the continuous remote working flexibility effect facilitating a quick assessment of its influence. While understanding the drawback inherent within a focal point in time approach the selected design will align with research supplying objective for contemporary acknowledgement of the connection between employee and remote work flexibility.
3.5 Research Strategy
Stern et al., (2021) stated that the selected research strategy will use a survey-based method using closed-ended questions for quantitative records of all responses from a different participant sample. This survey will be contributed electronically and for efficient and large set data gathering will leverage digital platforms. The strategy will prioritise the gathering of a significant dataset-rich reference for holistic quantitative analysis.
On the contrary, Smith and Hasan, (2019) opined that the survey close-end date format will help to facilitate the participant’s experience quantification in the aspect of job satisfaction, mental health and work-life balance aligning with the study’s quantitative approach. Electronic distribution will help to increase accessibility and permit a wide reach ensuring to capture of different perspectives. It also will focus together comprehensive data on the topic with an emphasis on a wide range of data sets that will help to increase analysis statistical power for a thorough examination of remote working fluence on employees.
3.6 Data Collection Methods
Abu-Taieh, Hadid and Mouatasim, (2020) stated that Quantitative data will be collected utilising a framed online survey, boosting participants’ ease and maintaining data collection standardization. The survey will feature all research questions particularly tailored to assess all work-life balance mental health job satisfaction aspects. Sileyew (2019) opined that participants will supply responses on numerical data permitting for gathering data quantitative analysis. The method will align with the research aim to statistically analyze and systematically quantify the influence of remote work flexibility. The framed online survey will maintain an efficient and streamlined procedure for gathering data while ensuring a concentration on research questions quantitative dimension.
3.7 Data Collection Tools and Techniques
Rinjit (2020) stated that the survey will incorporate recognised adequate to such as multiple-choice questions and Likert scale to record all participant’s responses in a systematic way. This developed instrument will help to maintain consistency and clarity within the Data collection procedure. On the other hand, Norris et al., (2019) opined that statistical techniques particularly recreation correlation and analysis will be incorporated to monitor the quantitative relationship between remote work flexibility and different factors that impact staff well-being. The utilization of robust techniques and tools will help the research to focus on discovering meaningful actionable insight into the complicated dynamic shaping the influence of remote work arrangement on several dimensions of staff well-being.
3.8 Sampling and Population
Mishra, and Alok, (2022) stated that the study will use a stratified random sampling technique to ensure representation around different demographic groups. The target population will contain 10 workers from several industries with differing levels of hierarchy and different demographic backgrounds. This inclusive initiative will focus on recording a holistic and robust understanding of the aspects of remote work flexibility that influence diverse workforce segments. Along with that Pandey, and Pandey, (2021) opined that stratification will help to maintain proportional representation by permitting valuable meaningful comparison between different subgroups. Through incorporating a stratified initiative, the research will seek to determine nuanced variations and patterns within participants’ responses contributing to a holistic investigation of the influence of remote work flexibility on job satisfaction, mental health and work-life balance.
3.9 Ethical Considerations
Cr (2020) stated that the research will be committed to maintain ethical standards with a concentration on informed consent, voluntary participation and participants’ confidentiality. Strict adherence to ethical guidelines will be essential to maintain all participants well being and protection. Participants will be up to date about research purposes potential risks and procedures ensuring them the autonomy to generate and inform decisions on their participation. The research will also follow the “Copyright Act, Data Protection Act, Data Security Act and GDPR Act 2018” which help to maintain research authenticity (Dankers et al. 2019). Additionally, confidentiality measures will be incorporated to maintain participants’ data and identity with proper handling. Ethical consideration will highlight the research commitment to participants’ rights and welfare by fostering responsible and trustworthy study circumstances throughout the data gathering and analysis procedure.
3.10 Limitations of the Study
The study will accept all possible limitations preventing dependence on cross-sectional design and self-reported data. Self-documented data will introduce biases while the cross-sectional attribute can hinder the capability to observe longitudinal patterns or conclude causation. These limitations will be comprehensively examined and transparently accepted during the study, confirming a brief explanation of the scope of the study. Despite that, conducting the research in a primary quantitative way can increase the research cost and it will be extremely time-consuming while the secondary qualitative method will help to provide large data and it will minimise the cost. This limitation awareness will increase research credibility and lead the learner to relevant findings within the described limitation of the study design.
3.11 Timeline
Figure: Gantt chart
(Source: self-developed)
3.12 Summary
This chapter will apply the base for a quantitative examination of the remote work flexibility effect on worker well-being. Adopting a deductive approach, cross-sectional design and positivist philosophy the study will focus on supplying valuable insight into the topic. Ethical considerations and limitations will be identified to maintain research rigour and credibility. The following chapter will detail this approach implementation and represent the results.
References
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Aziz-Ur-Rehman, M. and Siddiqui, D.A., 2019. Relationship between flexible working arrangements and job satisfaction mediated by work-life balance: Evidence from public sector universities employees of Pakistan. Available at SSRN 3510918. https://www.researchgate.net/profile/Danish-Siddiqui-3/publication/338597976_Relationship_between_Flexible_Working_Arrangements_and_Job_Satisfaction_Mediated_by_Work-Life_Balance_Evidence_from_Public_Sector_Universities_Employees_of_Pakistan/links/5e42c50292851c7f7f2f5ff7/Relationship-between-Flexible-Working-Arrangements-and-Job-Satisfaction-Mediated-by-Work-Life-Balance-Evidence-from-Public-Sector-Universities-Employees-of-Pakistan.pdf
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Bjärntoft, S., Hallman, D.M., Mathiassen, S.E., Larsson, J. and Jahncke, H., 2020. Occupational and individual determinants of work-life balance among office workers with flexible work arrangements. International journal of environmental research and public health, 17(4), p.1418. https://www.mdpi.com/1660-4601/17/4/1418/pdf
Capraro, R.M., Biçer, A., Lee, Y. and Vela, K. (2019). Putting the Quantitative Pieces Together to Maximize the Possibilities for a Successful Project. Research in mathematics education, pp.97–110. doi:https://doi.org/10.1007/978-3-030-23505-5_7.
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Dankers, F.J., Traverso, A., Wee, L. and van Kuijk, S.M., 2019. Prediction modeling methodology. Fundamentals of clinical data science, pp.101-120.
Devezer, B., Navarro, D.J., Vandekerckhove, J. and Ozge Buzbas, E. (2021). The case for formal methodology in scientific reform. Royal Society Open Science, 8(3). doi:https://doi.org/10.1098/rsos.200805.
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Lury, C. (2020). Problem Spaces: How and Why Methodology Matters. [online] Google Books. John Wiley & Sons. Available at: https://books.google.com/books?hl=en&lr=&id=L94IEAAAQBAJ&oi=fnd&pg=PP1&dq=methodology&ots=_ZZbJH-S1b&sig=iH2VvkYIbjbfjT96fbRq_XPLmZY [Accessed 30 Nov. 2023].
Manoharan, G. and Ashtikar, S.P., 2022. The Relationship between Job-Related Factors on Work Life Balance and Job Satisfaction. The Changing Role of Human Resource Management in the Global Competitive Environment, p.169. https://www.researchgate.net/profile/Veena_Vemuri/publication/369825927_831_2_final_copy_1/links/642e68afad9b6d17dc3b8a83/831-2-final-copy-1.pdf#page=174
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Appendices
Appendix 1: Questionnaires
- Age:
- 25-35
- 36-45
- 46-55
- 56-65
- Gender:
- Male
- Female
- Occupation:
- Manager
- Accountant
- Engineer
- Director
- Does flexibility in remote work arrangements enable work-life balance?
- Strongly agree
- Agree
- Neutral
- Disagree
- Strongly disagree
- Does job satisfaction gets affected by bringing flexibility in remote work arrangements?
- Yes
- No
- Maybe
- What factor is mostly considered by companies while implementing arrangements for remote work?
- Job satisfaction
- Mental health
- Work life balance
- Employee engagement
- Do you believe remote working can reduce productivity and increase stress among employees?
- Yes
- No
- Maybe
- What are the challenges that can be faced due to remote working arrangement?
- Isolation
- Lack of communication
- Impact in productivity
- Technical problems
- Can scheduling zoom one on one meetings help in overcoming challenges involved in remote working?
- Strongly agree
- Agree
- Neutral
- Disagree
- Strongly disagree
- Do you think hosting annual company events can help in removing lack of communication among employees working remotely?
- Strongly agree
- Agree
- Neutral
- Disagree
- Strongly disagree
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