BMP6001 Dissertation sample

Chapter 1-Introduction Of BMP6001 Dissertation sample

Background of the study

Remote working refers to the concept of flexible work arrangement that enable employees to work from home [WFH]. Currently, there is rapid rise in remote work specially after COVID-19. Employees often take it as an advantage for experiencing flexibility and maintaining along with maintaining personal and professional space (Ahmed et al, 2020). Nevertheless, it has become a point of concern as it led to reduce employee engagement within the organizations. Studies have shown that remote workers often feel productive while working from home as they can effectively manage their work. Many employee leaves far away from office and for them WFH has been proven as an effectual arrangement that saves their energy and time (Bitrián, Buil and Catalán, 2021). Remote working is becoming a debatable topic due to its multiple advantages and disadvantages. Some employees felt more productive while some has faced demotivation. Hence, WFH efficacy proves to be different for each employee.

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During COVID-19, concern regarding safety increased and as a result remote working was introduced. At that time, WFH provided immense support to the employees and organisations as they were able to manage their work while being at distance (Chanana and Sangeeta 2021). In POST COVID Period there was increase in flexible working arrangements and many employees prefer to be at remote and hybrid working. This led to reduction in employee engagement to a certain extent that further influenced productivity of businesses (Davidescu et al, 2020). The present dissertation will be based on analysing the influence of remote working on employee engagement and motivation. In-depth evaluation will be done and accordingly positive and negative impacts will be described. Furthermore, rationale and significance behind conducting the study will be shown. Moreover, literature review will be conducted by underpinning theoretical framework. Selected research methodologies will be described along with providing justification and allocated data would be analysed for developing outcomes.

Problem statement

The problem persisting in current research area comprised with increasing extent of remote working in the organisations. Employees prefer WFH as this provides them flexibility but at the same time, this is creating significant issues in the rate of employee engagement (Delfino et al, 2021). When employees work at organisation then they get chance to involve with everyone and often they are able to get appropriate guidance. Nevertheless, remote working does not provide these benefits to employees and due to this often they get demotivated. Flexibility is needed to enhance the productivity however, excess flexibility in remote working developing negative impact on the employee’s productivity.

Overview of organisation

Marks and Spencer [M&S] is a British Multinational retailer organisation established in London. The company is specialised in clothing, beauty, home and food products (Marks and Spencer, 2023). The core motive of organisation is to provide higher quality to customers by putting their interest at the centre. The current dissertation will be based on M&S as the company provides work from home opportunity to employees. By undertaking research on organisation, the impacts of remote working on employee engagement and motivation will be evaluated and accordingly outcomes would be developed.

Aim

The aim of the study was to analyse the impact of remote working on the employee engagement and motivation in Marks and Spencer [M&S]

Objectives

• To analyse the benefits and drawbacks of remote working in business environment
• To identify factors affecting employee engagement in remote working within M&S.
• To evaluate influence of remote working on employee engagement and motivation in M&S.
• To provide effective recommendations to M&S for implementing adequate remote working practices for creating an efficient workforce

Research question

What is the impact of remote working on employee engagement and motivation within Marks and Spencer?

Rationale

Remote working concerned with two aspects, on a positive note, it enhances well-being and engagement of employees. This provides opportunities related to intrinsic motivation and supports in managing competing demand at the home and work, leading to less stress and anxiety (Galanti et al, 2021). However, on other hand, studies have shown that, remote workers are less productive as they do not able to engage with other employees in frequent manner. Further, remote workers struggle with scheduling time that increases their burden and decreases motivation. Hence, this could be articulated that remote working proves to be one of the major debatable topics in current context and therefore, undertaking research in this area supports in knowing the actual impacts of remote working (Newman and Gough, 2020). Thus, the rationale behind conducting current research is to analyse the positive and negative impacts of remote working on the employee engagement and motivation level. Consequently, it helps in knowing whether remote working proves to be effective or not. Furthermore, researcher is interested in this area; the future of remote working is wider however, there is need to analyse the loopholes leading to create negative impacts. Therefore, researcher wants to know about the actual influence of remote working on employee engagement and motivation level.

Significance

The research proves to be highly significant as it is covering an important topic; remote work and its impact on employees. For employees and organisation growth this research context is essential so that appropriate approaches to remote work can be known (Ojo et al, 2021). Further, it supports in evaluation of the loopholes in the whole concept so that appropriate actions could be taken.

Chapter 2: LITERATURE REVIEW

Introduction

Literature review is expounded as that piece of academic writing that demonstrate varied views of authors on a specific research area. The present section will be based on undertaking literature review and different viewpoints of authors would be considered for undertaking a critical analysis. Accordingly positive and negative impacts of remote working on employee engagement and motivation level will be analysed.

Benefits and drawbacks of remote working in business environment

The past few years has seen a dynamic shift in the working environment of the business. The advanced technology made it possible for the employees to work remotely which provides multiple benefits to the business. As per the view of Yang et al, (2022) remote working provides the benefit of high productivity as it provides flexibility and freedom to the employees without binding them to a particular location. This result in the increased level of productivity as employees can effectively work from home without any distractions (Riyanto et al, 2021). Instant messaging, telephone check-ins and standardized feedback are the factors helping to the employees to become responsible and more efficient to boost the business’s productivity.

Figure 1: Benefits of Remote Working in Business Environment

In the rapid paced business world, remote working leads to promote excellent balance between work-life leads to growth of the organization with the accomplishment of objectives. Davidescu et al, (2020) mentioned that remote working provides high flexibility, leads to reduce stress among the employees resulted in better work-life balance. In addition, remote working provides the advantage of promoting retention of employees by offering the flexible working, leads to increase job satisfaction. It also saves money and time of the business on the process of recruitment, placement and training, results in reducing recruitment cost (Choudhury et al, 2021). For example: recently, Meta added a buzz in its policy of hybrid working with the declaration of split model of hybrid or remote working. It states the compulsion of three days working form the office and the employees are provided with the remote working facility for the rest two days per week to emphasize on the nurturing of positive culture and in-person collaboration (Meta, 2024). In April-May of 2023, estimated 25.6% employees of Meta follows the pattern of hybrid work, whereas, 7.9% employees works from home only.

However, Palumbo, (2020) critically contented that there are multiple drawbacks of remote working which includes the security risks, complexity in maintaining the organisational culture and increased technical dependence. Remote working encompasses with high security challenges for the business organisation, includes risks of cyber threats and data breach. Business vulnerabilities, sensitive data and personal information of business and its customers are at high risk during the adoption of remote working emerges as a potential drawback for the business. Apart from that, remote working is associated with the challenge related to complexity in managing work culture of the organisation (Connolly, 2024). Due to the lack on in-person interaction, the opportunity related to foster the strong culture of the organisation is missed. This leads to lack of team building and collaboration among employees emerges as a significant drawback.

In the advanced era of digitalization, the business environment is heavily relied on the technology to enhance its productivity and efficiency for the maximisation of profitability and competitive edge. Oakman et al, (2020) analysed that the increased dependence on technology during the remote working leads to stifle communication and disrupts productivity.

Factors affecting employee engagement in remote working

In the competitive business environment, employee engagement is termed as critical for the organisational success. As per the view of Bellmann and Hübler, (2021) employees with high engagement are considered as more committed creative and productive, leads to promote profitability and efficiency of business. There are multiple factors affects the engagement of employees in remote working such as organisational culture, recognition and feedback and opportunities of professional development. Khodakarami and Dirani, (2020) mentioned that Organisational culture is the vital factor helps the employees of remote working to connect with colleagues and organisational values. Businesses tend to establish the vision, mission and values with an aim to establish powerful culture to enhance the engagement of remote working employees (Yang et al, 2022). With the creation of virtual activities and events, business promotes the socialisation and team building to increase its employee’s engagement.

Choudhury et al, (2021) critically contended that poor or rigid organizational culture leads to reduce morale, job satisfaction and engagement of remote wooers, results in deceased overall performance of the business. Rigid culture of the business has an negative effect on the business environment as it results in lack of communication, complexities in flexible working hours polices and reduces their job satisfaction (Davidescu et al, 2020). This affects the engagement of remote workers in adverse manner.

Figure 2: Factors affecting Employee's Engagement

In addition, Allen et al, (2021) mentioned that recognition and feedback is another factor plays a crucial role in motivation and engagement of employees. Regular recognition and feedback helps the employees to gain insights about their performance, leads to improve their performance and skills. In addition to this, recognition for the contribution and achievements results in increasing motivation and engagement among employees (Palumbo, 2020). In the business environment of remote working, consistent feedback and recognition provides the great significance in fostering of accomplishment sense and makes the workers to feel motivated and valued. Khodakarami and Dirani, (2020) analysed that the incentive theory assist the organisation based on remote working to motivate its employees through rewards, incentives, recognition and reinforcement. This enables high motivation and work commitment, leads to enhance their productivity and overall performance.

Feedback in remote working is essential factor leads to positive reinforcement of employees and helps them to increase the engagement towards work, leads to effective results and better performance. Rasool et al, (2021) argued that lack of recognition and feedback has a negative impact on the employee’s engagement as their engagement and morale erodes due to lack of acknowledgement and appreciation. For example: Microsoft improves the engagement of remote workers with the organisation of daily meetings through calls or virtual assistance (Winqvist, 2024). This aims to provide them feedback and appraisal to improve their engagement and satisfactions, leads to higher performance and productivity.

Khodakarami and Dirani, (2020) evaluated that the opportunities of career advancements empowers the remote workers to equip with new knowledge and skills. This boosts their engagement, morale and performance as employees feels valued and invested with their business, leads to increase engagement and satisfaction. Moreover, businesses are engaged in providing opportunities related to career advancements, assist the workers in the achievement of professional goals and enhance the engagement and commitment towards work (Luintel, 2023). This leads overall improvement in the performance of the remote working employee, has a positive effect on overall performance of business.

In addition to this, job satisfaction is a significant factor within the context of employee engagement in remote working as is associated with the emotions and sentiments of employees. Arief et al, (2021) analysed that employees with higher satisfaction tend to have higher engagement towards work and commitment and vice versa. In the modern business times, an organisation focuses on maintaining the positive work environment in long-term to maintain and improve the engagement of remote workers (Oakman et al, 2020). However, a dissatisfied employee often lacks motivation and poorly engaged with the business, reflects the negative attitude and has a negative impact on the overall performance of business.

One of the most concerned factors determines the employee’s engagement in remote working is related to fair pay structure. As per the view of Heslina and Syahruni, (2021) this factor of fair structure of payment has a massive influence on the engagement of employees, leads to encourage and positively influence the remote workers towards the best performance. Moreover, this factor also tends to minimize the rates of employees turnover with an increase in job satisfaction and enhances the retention of remote workers towards the organisation As per the opinion of Bellmann and Hübler, (2021) the Maslow’s theory is adopted by the organisations to fufill the requirements of the employees such as basic physiological needs, esteem needs, belongingness and love, safety needs and self-actualisation needs. This results in the higher motivation and engagement among the employees towards organisation.

However, Khodakarami and Dirani, (2020) critically acclaimed that the unfair payment as a result of prejudice or biasness leads to adversely impact the engagement and overall performance of employee. This results in minimizing the chances of achievement of organizational objectives and goals.

Evaluation of influence of remote working on employee motivation and engagement

In the competitive business environment, there is a significant influence of remote working on the engagement and motivation of employees. According to Becker et al, (2022) remote working has positive influence on the motivation of employees as provides the increased job satisfaction due to flexible working hours. In addition to this, remote working offers the career advancement opportunities, leads to increase the job satisfaction and has positive influence on the engagement of remote workers (Luintel, 2023).

On the other hand, Franken et al, (2021) evaluated that remote working has a crucial impact on the motivation of employees as it organises the tasks, meetings and activities on virtual mode, results in the creation of teams and fosters the sense of collaboration and team working among the employees. This improves the motivation and spirit of team working and belongingness, has a positive influence on the engagement, performance and motivation of employees (Arief et al, 2021). Moreover, it influences the employees to develop the connection and personal relation by providing the positive work culture, encourages positive and open communication among remote workers.

However, Al-Habaibeh et al, (2021) critically argued that remote working often leads to influence employees in negative manner as it leads to foster the isolation feelings, results in reducing the social interaction. It emerges as a conceptual issue, results in negative impact on the engagement and motivation of the employees with the reduction in job satisfaction. In addition to this, remote workers often feel less valued and disconnected, results in low morale and decreased performance. Oakman et al, (2020) argued that employees feel disconnected with objectives and mission of the business, has a negative influence on their performance and motivation. This affects their performance and efficiency, results in failure of achievement of organisational targets efficiently and effectively.

As per the view of Graves and Karabayeva, (2020) businesses with remote working provide vital opportunities for the professional growth and career advancements, aims to positive impact on employee’s engagement and motivation. With the advancement of skills and knowledge, efficiency and overall performance of remote workers is improved, resulted in high motivation among employees. Davidescu et al, (2020) mentioned that businesses tend to invest efforts and time to facilitate professional growth of its employees, results in positive influence on the motivation and satisfaction. Update of knowledge and advancement in technical and business skills leads to enhance the efficiency, results in high productivity and job satisfaction among employees.

However, Weideman and Hofmeyr, (2020) argued that remote working results in negative influence as it leads to increase the chances of conflicts and issues due to lack of personal interaction. As a result, an organization faces issues related to misunderstanding and conflicts, emerges as a challenge in managing employees in effective manner. It also reduces the chances of clarification and results in confusion, conflicts and misunderstanding. Choudhury et al, (2021) stated that it leads to negatively influence the employees as their collaboration and team work skills were reduced. Remote work makes difficult for the employees to foster the teamwork and communication, leads to decreased innovation and productivity of the employees. In addition, complexities in remote work culture also adversely influence the efficiency and capabilities of the employees.

Motivation in remote working results in high productivity among employees as they manage to balance their work-life, results in high efficiency and achievement of personal and organizational goals. Huang et al, (2021) stated that remote working has a positive influence on the employees as it provides greater flexibility in working schedules and high autonomy. This fosters the enthusiasm and commitment within the employees towards work. Moreover, it enhances the control sense among employees, leads to enhance their analytical thinking and problem-solving skills. Connolly, (2024) acclaimed that this increases the satisfaction among employees, allows them to pay more attention towards work to provide fruitful outcomes.

On the other hand, creation of social connection among employees is the drawback of remote working, leads to negatively influence the engagement and motivation of employees. Chatterjee et al, (2022) critically contented that remote workers often feels isolated and disconnected from the organisational culture and values, tends to reduce their productivity and efficiency over time. To mitigate the negative influence of remote working upon employees, an organisation would take initiatives with a focus on fostering positive relationship and connection within remote employees (Yang et al, 2022). Team building activities, adoption of effective form of communication and organisation of regular virtual tasks and meetings can help the organisation in the formulation of team building and foster a shared and strong sense of commitment and purpose among remote workers.

Remote working eliminates the requirement of daily communication with other colleagues, results in decrease in stress and saves time of employees. Bellmann and Hübler, (2021) evaluated that it enhances the job satisfaction among employees, results in positive influence on motivation and high engagement in remote workers. Apart from that, it eliminates the employment’s geographical barriers by providing the advantage of work from home or any location (Davidescu et al, 2020). This assists the employees to manage their work schedule as per their requirements, leads to promote motivation.

Conclusion

Based on the above analysis this could be stated that remote working led to provide opportunities to employees in terms of experiencing flexibility. This led to create higher motivation for them so they can effectively manage their personal and professional life. However, it has reduced employee engagement as many individual works from home and it is not easy to interact with organisation on frequent basis. There is need to preserve hierarchical execution for sustaining and maintaining healthy workplace. Consistent communication with remote workers must be implemented by manager so their queries can be solved. A coordinated schedule could help in solving the barriers and issues aligned with demotivation and employee engagement rate.

Chapter 3- Research Methodology

Research type

Research type expounded as the ways in which study requires to be conducted. It has been categorised in two parts; qualitative and quantitative. Qualitative type associates with the gathering of theoretical information. Whereas, quantitative comprised with collecting numerical based data. The researcher has utilised quantitative strategy as it provides legitimate view for assembling realistic data by consideration of factual aspects (Pandey and Pandey, 2021). By adopting quantitative strategy, researcher collected numerical information which is prior for developing authentic results. Hence, the reason behind selection of quantitative type aligns with developing scientific, focused and factual findings. Therefore, scholar has collected numerical based information so that realistic results could be developed.

Research approach

Research approach is determined as the series of steps which that must be followed by researcher. The two types of approaches are Inductive and deductive. Inductive approach is suitable for evaluation of qualitative data. Whereas, deductive proves to be appropriate for analysing quantitative information (Pandey and Pandey, 2021). The analyst has preferred deductive approach as it based on providing systematic and logical method in order to reach to final conclusion. Thus, by using deductive approach, scientific procedure has been followed in order to conduct the research and further effectual outcomes has been developed by analyst.

Research philosophy

This is considered as the faith and belief of people that aligns with the research area. The opinion of people forms a realistic basis in research. Interpretivism and positivism these are the two types of research philosophy. Interpretivism philosophy focuses on evaluating opinion of human beings entitled with research area (Verma, Verma and Abhishek, 2024). On the other hand, positivism philosophy is backed up with the existing theories and context that are used for proving hypothesis. In current research, analyst has used positivism philosophy as this is backed up with understanding existing context and accordingly facts have been proved. Further, positivism philosophy proves to be appropriate for evaluating quantitative data.

Research design

Research design is considered as the over-all strategy and analytical procedure followed by analyst in order to conduct the research. Descriptive research design is based on observation of patterns and accordingly information has been collected that shows cause and effect relationship. Whereas, exploratory design comprised with exploring research topic in depth manner so that effectual outcomes could be gained (Verma, Verma and Abhishek, 2024). As per the suitability of current research researcher has used descriptive design and accordingly results have been developed. This supported in the evaluation of statistical outcomes and enhances the efficacy of outcomes. Thus, there is no doubt in stating that appropriate research design has been adopted by scholar.

Sampling

This is considered as the method of approaching participants in the research. It is highly essential to undertake sampling in significant manner so that appropriate candidates can be approached. This can be done in two ways and those are probability and non-probability method. Probability sampling method is based on undertaking random selection of the participants (Dubey et al, 2022). On the other hand, non-probability method is based on approaching participants on the basis of judgemental criteria. The researcher has undertaken probability sampling method and 30 participants of Marks and Spencer has been approached as a sample size and sample population. The interaction with the participants was implemented and accordingly data was collected.

Data collection

Data collection refers to the ways in which information needs to be gathered; primary and secondary these are two ways used for allocating information. In primary method, fresh information has been collected while secondary method aligns with allocating information from secondary sources (Dubey et al, 2022). The researcher has used both the method for allocating information; primary data has been gathered by conducting survey and preparing questionnaire. On the other hand, secondary data was allocated via finding articles and journals from google scholar. Thus, in this manner wider information has been allocated by analyst and effective outcomes were developed. By using both methods, accurate and realistic data has been allocated by researcher which led to develop effectual insights for researcher.

Data analysis

Data analysis is considered as the method under which gathered information has been analysed. It is considered as one of the most important aspects in research as final outcomes are developed after analysing the information. Thematic and statistical; these are two methods in which data could be evaluated (Newman and Gough, 2020). Thematic method is suitable for evaluating theoretical information, on the other hand, statistical method proves to be effectual for analysing numerical data. Researcher has used statistical method and accordingly frequency distribution table and graphs were used for evaluating information. The major reason behind selection of statistical method aligns with allocation of numerical information in current research.

Ethical consideration

Ethics are considered as important element in whole research as this states whether integrity in the study has been maintained or not. The scholar has followed mandatory ethics for enhancing the efficacy of outcomes (Newman and Gough, 2020). The informed consent form was given to candidates and they were made aware regarding study context and only afterwards, their responses was taken. Also, the privacy of the participants was maintained and no disclosure of their private information was done. Furthermore, reliability and validity of the article was checked by selecting latest and peer-reviewed studies. Hence, in this manner, analyst was able to maintain ethics.

Chapter 4-Findings And Analysis

Introduction

The present section will be based on analysing the gathered data in order to analyse the impact of remote working on employee engagement and motivation level. The information has been collected from 30 respondents of Marks and Spencer and consequently statistical analysis has been undertaken.

Findings

Interpretation- On the basis of above descriptive statistics this is evident that; majority of the participants belong the age group of 25-35 and there was equal male and female participants were involved in the research. Majority of the candidates prefers remote working and this can be evidenced via value of mode [1]. A median value 2 depicting participant has rated their engagement and motivation rate as good when they work on remote basis. Mean 2 articulating that candidates often feel connected with their team members and colleagues while working from home. Candidates were agreeing on the statement that remote working led to assure autonomy and freedom to them which proves to be effective; this can be evidenced via mode value 1. Median 1 shows that remote working led to enable employees for managing their work life balance as they were able to manage personal and professional gaps. Mode 1 reveals that major source of motivation while working from home comprised with experiencing greater flexibility. Median 3 articulates that sometimes participants face issues while working from home. Median 3 states that lack of instruction is the topmost challenge experienced by candidates. Participants were agreeing that remote working led to enhance their work productivity and this has been evident via median value 2.

• Frequency Table

Interpretation- On the basis of above graph this can be stated that majority of candidates were from the age group of 35-45. 18 candidates were from this group while 6 were from 25-35 and remaining 6 belongs from 45-55 age criteria.

Interpretation- There was 15 male and 15 female candidates involved in the survey.

Interpretation- It was asked to candidates that what they prefer, in this context it has been evaluated that; 67% candidates voted for remote working while 23% voted for hybrid working and remaining 11% stated that they prefer work from office. On the basis of gathered responses it was clear that candidates prefer remote working. Hence, work from home creates opportunities for participants so that they can effectively able to manage their work.

Interpretation- In the viewpoint of candidates their over-all experience while working remotely was excellent and good. From total number of candidates that were 30; 10 stated excellent, 11 voted for good, 6 stated better and remaining 3 voted for average. This shows that while working from home employees has effective engagement and motivation rate and they do not feel burden.

Q.3 Do you feel connected with your team and colleagues while working from home?

Interpretation- In the perception of candidates; they feel connected with team members when they work from home. 6 candidates voted always, 16 stated often, 5 said sometimes and remaining 3 stated rarely. Hence, this can be articulated that, when employees work from home they feel connected with the teammates and this shows that; organisation has adopted effective strategy for remote workers. Appropriate interaction with the remote workers has been made and further support has been provided to them.

Q.4 Do you agree that remote working has provided autonomy and freedom in terms of working?

Interpretation- The remote working has led to provide autonomy and freedom to the employees which led to develop motivation for them. 36% candidates voted for strongly agree, 46% said that they are agreeing, 13% was neutral and 10% were disagreeing. This is one of the major benefits of remote working as it creates autonomy and freedom to work for employees. They do not feel overburdened which enhances their over-all satisfaction. Henceforth, it is important to provide work from home opportunities to candidates as they can easily maintain their day to day task and most importantly it led to contribute in enhancing autonomy of employees which further led to create huge motivation for them. In this manner, effective support can be developed for them and appropriate outcomes could be gained.

Q.5 Does remote working supported you in terms of maintaining personal and professional gap

Interpretation- The findings from survey entail that remote working led to support employees in terms of maintaining work life balance. It has become easy for participants to manage their personal and professional life that enhances their satisfaction to greater utmost. Therefore, it is essential to provide such opportunities to employees. 17 candidates stated always while 8 voted often and remaining said sometimes. Based on the majority this can be articulated that work from home creates utmost support for employees so they can effectively maintain balance between their personal and professional life.

Q.6 What is the major source of motivation you get while working from home?

Interpretation- The most important question was asked from candidates in order to know about the actual reason behind their motivation for working from home. 63% of the participants revealed that they have experienced greater flexibility while working from home. 20% stated they have saved their expenses, 6% voted for location independence and 3% did not find any source of motivation. Flexibility is the topmost reason that enables candidates in terms of gaining higher satisfaction. Employees can reinvest their time in self-care, spending time with their family members and they can also reduce long travelling hours. Thus, there is no doubt in stating that remote working allows employees in terms of integrating their personal as well as professional lives in an effectual manner. In this manner, significant support has been developed for employees and they have become able to enhance their working capabilities as well. The responses of candidates clearly states that remote working creates positive impact on the motivation level of employees. It further enhances their engagement level in the task by developing utmost motivation. Hence, there is no doubt in articulating that remote working led to develop effectual satisfaction for employees which results in boosting their morals and enhances the satisfaction level of employees.

Q.7 How often do you face any challenge in the pursuit of remote working

Interpretation- From the survey it was analysed that, there are certain challenges aligned with remote working set up. From the total number of candidates; 13 stated often and 17 said that sometimes. This shows that there are significant challenges have been faced by employees that might lead to reduce the satisfaction level of employees. There is no doubt in stating that remote working results in developing motivation and support for employees due to which they become able to perform their task. But at the same time this results in creating certain challenges as well which is essential to be focused out.

Q.8 What is the major challenge?

Interpretation- Lack of instruction, unmonitored performance and lack of personal development was found to be the topmost challenges in remote working. Out of total number of employees 30; 13 voted for lack of instruction, 8 voted for unmonitored performance, 8 voted for lack of personal development and remaining 1 candidate said technological glitch. On the basis of allocated information this has been analysed that candidates who are working from home finding difficulty in receiving instruction. As per them, they do not get appropriate instructions which led to create barrier for them. Also, many times their performance gets unmonitored and due to which there is lack of appreciation to them. Participants often do not get opportunity of personal development while working from home as they miss other activities organised at the office. Thus, these are the major challenges which led to develop negative impact on the satisfaction level of employees and therefore, it is highly important to create significant focus on this area so that appropriate actions could be taken and satisfaction of the candidates can be enhanced. In case, there has been no focus developed on solving challenges then, this led to create negative impact on the motivation and engagement rate of employees.

Q.9 Do you agree that remote working has enhanced your work productivity?

Interpretation- In the viewpoint of participants; they were agreeing that remote working led to enhance their work productivity. 3 candidates stated that they were strongly agreeing, 18 voted for agree, 6 were neutral and remaining 3 were disagreeing in this context. On the basis of allocated information, this can be said that remote working led to enhance the work productivity of employees by providing them opportunities related to maintaining their personal and professional life. In this manner, significant support has been developed of employees and motivation has been increased in them.

Discussion

From the above findings it has been determined that, in contemporary environment due to rapid use of technologies, the companies are likely to provide remote working to the employees in order to increase their engagement and motivation. Remote working plays an immersive role in increase employee engagement and motivation by increasing their flexibility and autonomy. If the remote workers feel flexible then they are competent to handle personal requirements which boost their loyalty and motivation. For increasing the engagement and motivation of the workforces the M&S is focusing on increasing confidence, open communication, learning opportunities, performance incentives, technical support and recognition (Toscano and Zappalà, 2020). In addition, it has been identified that, the employers feel connected with their team members and colleagues while they are working from home. The team members who are working remotely are given their best performance and completing the tasks in effective and efficient manner which ultimately positively impacts on the overall productivity and efficacy.

In addition to this, remote working has significant influence on the employee engagement and motivation because it provides high flexibility to them which leads to minimize stress and put efforts to maintain the work-life balance in effective way (Toscano and Zappalà, 2020). The organization which provide flexible working hours to their employees then they are likely to retain for long period and put efforts to give their best performance to accomplish desired goals and objectives. Furthermore, remote working enables flexible work schedules which help in increase their job satisfaction, increase work-life-fit, better health and less stress which results in decrease turnover, higher productivity level and reduced absenteeism.

Apart from this, remote working always supported workforces in maintaining their personal and professional gaps. The employer of M&S is providing equal support to the remote workers as similar the employees who are working from office. The employers of the chosen business also conduct feedback sessions, regular check-ins and other forms of communication that will assist in promoting personal and professional gaps (Bellmann and Hübler, 2021). These strategies allow workers to feel connected to the companies while they are working remotely. From the findings it has been evaluated that experiencing flexibility is considered as one of the significant source of motivation that are getting by the people while they are working from home. Remote working permits the workforces to save their energy and time that is spending at the time of communicating with others in office.

The remote workers have opportunity of more time to influence personal interest and spend quality time with their families and closed ones (Bellmann and Hübler, 2021). It has been identifies that, employers face wide of challenges while managing the employees whole remote working due to lack of face-to face interaction. M&S is also facing the challenge of lack of instruction in the pursuit of remote working. The employers or leaders are unable to provide instructions to the employees effectively from which the workforces are unclear about their roles and responsibilities which directly influence their performance and productivity. Remote working also helps in increase the positive environment where the employees feel encourage and motivate to give their best performance.

Conclusion

Conclusively; this can be stated that; remote working has been proven effectual in terms of providing flexibility to employees at home. They can effectively manage personal and professional life balance, further; this resulted in reducing the expenses of the employees. However, there are certain challenges aligned with remote working and those are; lack of monitoring, lack of instruction, lack of personal development and technological glitch. These are the loopholes

Chapter 5-Conclusion And Recommendations

Conclusion

In the end, it has been concluded that, in present business environment remote working is beneficial because it helps in increase employee productivity, protect work-life balance, increase trust and transparency as well as enhance engagement which ultimately positively impacts on the overall performance. For the success and growth of the business operation it is important to have engaged employees and they have significant and direct impact on the remote working. Organizational culture, recognition and feedback, opportunities of career advancement, job satisfaction, fair pay structure etc., are the significant factors that affect the employee engagement within the remote working. 

For increasing the engagement and motivation of the remote workers, M&S can require to provide fair pay structure to them as similar as employees who are working from office. From this factor, the employees feel valued and encourage putting all the efforts which leads to increase productivity and profitability. Apart from this, it has been also concluded that, remote working has significant impacts on the motivation and engagement of the employees because they are competent to maintain their work-life balance by managing both personal and professional lives. Remote working has an immersive impact on the workforce’s motivation because it helps in organizing tasks, activities and meetings on virtual mode which leads to creation of teams and fosters sense of collaboration among them.

 However, managing the remote workers is not an easy task for the employers because they experience wide range of challenges such as monitoring their performance, providing feedback, recognize achievements which ultimately negatively impacts on their motivation and engagement. 

 Along with this, it has been summarized that, the employers feel connected with their teams and colleagues while they are working from home. Working from home is beneficial because it aids in reinforce effective communication, higher productivity, enhance work-life-balance, larger talent pool and increase job satisfaction which eventually leads to increase efficiency and performance. Remote working has providing the opportunities to the employees of autonomy and freedom. The employees who are working from home have chance to set their own schedules, choose structure and environment in which they are likely to do work. From this they feel motivate and engage to give their best performance which ultimately positively influence on overall productivity. The remote working also supports the employees in maintaining the personal and professional lives. The workforces who are working from home are feel recognize for their work and efforts to increase engagement. This leads to high retention rates and significantly influences the long term success of the company. To improve remote employee motivation and engagement, the companies are focusing on prioritizing clear communication, promote sense of community, set clear expectations, recognize and rewards efforts. Furthermore, remote working has significant impact on the employee motivation and engagement because it helps in develops the strong connection with employers by offering effective communication and positive work culture.

Recommendations

Following recommendations are mentioned below for M&S in order to improve employee engagement and motivation rate during remote working.

• It has been recommended that, to improve the employee motivation and engagement of remote working workers , M&S should need to emphasis on monitoring their performance same as employees who are working from office. Monitoring the performance of the remote workers should be beneficial for chosen business because it helps in increase their engagement and motivation from which they put all the efforts to accomplish the desired goals and objectives. Adoption of this strategy will be beneficial for the business because it helps in increase productivity, improve security, determining and resolving performance issues, and improve communication and collaboration as well as retention (Adisa, Ogbonnaya and Adekoya, 2023). It has positive human implication on the employees because it aids in increase their motivation and engagement
• To improve the motivation and engagement of remote workers, M&S should require to focusing on considering their feedbacks similar as the workforces who are working from office. Considering the feedback of remote employees will be beneficial for the chosen business because it helps in determine their weak areas which need further improvement to enhance performance. This strategy helps in building strong relationships, increase engagement and retention which lead to increase productivity and profitability (Riyanto, Endri and Herlisha, 2021).
• To increase motivation and engagement of the remote workers, M&S should need to recognize their achievements. The chosen organization can recognize its employees by providing rewards and bonus for the performance from which the employees feel motivate and valued. Recognition of employees should be beneficial for the chosen business because it aids in boosting workplace culture, increase productivity, boosting employee morale, retains talents and instill sense of purpose. In addition, adoption of this strategy will be beneficial for business because it aids in strengthening connection to company culture, creates psychologically connected and safe work environment (Weideman and Hofmeyr, 2020). These recommendations have human and managerial implications on the employees and employers as well as organizations.

REFERENCES

Books and Journals

• Adisa, T.A., Ogbonnaya, C. and Adekoya, O.D., 2023. Remote working and employee engagement: a qualitative study of British workers during the pandemic. Information Technology & People, 36(5), pp.1835-1850.
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• Al-Habaibeh, A., Watkins, M., Waried, K. and Javareshk, M.B., (2021). Challenges and opportunities of remotely working from home during Covid-19 pandemic. Global Transitions, 3, pp.99-108.
• Allen, T.D., Merlo, K., Lawrence, R.C., Slutsky, J. and Gray, C.E., (2021). Boundary management and work‐nonwork balance while working from home. Applied Psychology, 70(1), pp.60-84.
• Arief, N.R., Purwana, D. and Saptono, A., (2021). Effect of quality work of life (QWL) and work-life balance on job satisfaction through employee engagement as intervening variables. The International Journal of Social Sciences World (TIJOSSW), 3(1), pp.259-269.
• Becker, W.J., Belkin, L.Y., Tuskey, S.E. and Conroy, S.A., (2022). Surviving remotely: How job control and loneliness during a forced shift to remote work impacted employee work behaviors and well‐being. Human Resource Management, 61(4), pp.449-464.
• Bellmann, L. and Hübler, O., (2021). Working from home, job satisfaction and work–life balance–robust or heterogeneous links?. International journal of manpower, 42(3), pp.424-441.
• Bellmann, L. and Hübler, O., 2021. Working from home, job satisfaction and work–life balance–robust or heterogeneous links?. International journal of manpower, 42(3), pp.424-441.
• Bitrián, P., Buil, I. and Catalán, S., 2021. Enhancing user engagement: The role of gamification in mobile apps. Journal of Business Research, 132, pp.170-185.
• Chanana, N. and Sangeeta, 2021. Employee engagement practices during COVID‐19 lockdown. Journal of public affairs, 21(4), p.e2508.
• Chatterjee, S., Chaudhuri, R. and Vrontis, D., (2022). Does remote work flexibility enhance organization performance? Moderating role of organization policy and top management support. Journal of Business Research, 139, pp.1501-1512.
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• Connolly, A., (2024). The Benefits of Remote Work for Business Owners. [Online]. Available through: <https://hubstaff.com/blog/benefits-remote-work/>.
• Davidescu, A.A., Apostu, S.A., Paul, A. and Casuneanu, I., (2020). Work flexibility, job satisfaction, and job performance among Romanian employees—Implications for sustainable human resource management. Sustainability, 12(15), p.6086.
• Davidescu, A.A., Apostu, S.A., Paul, A. and Casuneanu, I., 2020. Work flexibility, job satisfaction, and job performance among Romanian employees—Implications for sustainable human resource management. Sustainability, 12(15), p.6086.
• Delfino, G.F. and Van Der Kolk, B., 2021. Remote working, management control changes and employee responses during the COVID-19 crisis. Accounting, Auditing & Accountability Journal, 34(6), pp.1376-1387.
• Dubey, U.K.B. and Kothari, D.P., 2022. Research methodology: Techniques and trends. Chapman and Hall/CRC.
• Franken, E., Bentley, T., Shafaei, A., Farr-Wharton, B., Onnis, L.A. and Omari, M., (2021). Forced flexibility and remote working: Opportunities and challenges in the new normal. Journal of Management & Organization, 27(6), pp.1131-1149.
• Galanti, T., Guidetti, G., Mazzei, E., Zappalà, S. and Toscano, F., 2021. Work from home during the COVID-19 outbreak: The impact on employees’ remote work productivity, engagement, and stress. Journal of occupational and environmental medicine, 63(7), p.e426.
• Graves, L.M. and Karabayeva, A., (2020). Managing virtual workers—strategies for success. IEEE Engineering Management Review, 48(2), pp.166-172.
• Heslina, H. and Syahruni, A., (2021). The influence of information technology, human resources competency and employee engagement on performance of employees. Golden Ratio of Human Resource Management, 1(1), pp.01-12.
• Huang, W., Roscoe, R.D., Johnson‐Glenberg, M.C. and Craig, S.D., (2021). Motivation, engagement, and performance across multiple virtual reality sessions and levels of immersion. Journal of Computer Assisted Learning, 37(3), pp.745-758.
• Khodakarami, N. and Dirani, K., (2020). Drivers of employee engagement: Differences by work area and gender. Industrial and Commercial Training, 52(1), pp.81-91.
• Luintel, S., (2023). Factors affecting Employee’s engagement within business organization. [Online]. Available through: <https://timetracko.com/blog/factors-affecting-employee-engagement/>.
• Marks and Spencer, 2023. Online. Available through: < https://www.marksandspencer.in/?srsltid=AfmBOoqcwFG6aAaO0YDSnP55xjIUO2JG3g1lR4fMtx-rM3Vc5Paafizh>
• Meta, (2024). Mastering the hybrid work model. [Online]. Available through: <https://forwork.meta.com/blog/hybrid-work-model/>.
• Newman, M. and Gough, D., 2020. Systematic reviews in educational research: Methodology, perspectives and application. Systematic reviews in educational research: Methodology, perspectives and application, pp.3-22.
• Newman, M. and Gough, D., 2020. Systematic reviews in educational research: Methodology, perspectives and application. Systematic reviews in educational research: Methodology, perspectives and application, pp.3-22.
• Oakman, J., Kinsman, N., Stuckey, R., Graham, M. and Weale, V., (2020). A rapid review of mental and physical health effects of working at home: how do we optimise health?. BMC public health, 20, pp.1-13.
• Ojo, A.O., Fawehinmi, O. and Yusliza, M.Y., 2021. Examining the predictors of resilience and work engagement during the COVID-19 pandemic. Sustainability, 13(5), p.2902.

Online

• Palumbo, R., (2020). Let me go to the office! An investigation into the side effects of working from home on work-life balance. International Journal of Public Sector Management, 33(6/7), pp.771-790.
• Pandey, P. and Pandey, M.M., 2021. Research methodology tools and techniques. Bridge Center
• Rasool, S.F., Wang, M., Tang, M., Saeed, A. and Iqbal, J., (2021). How toxic workplace environment effects the employee engagement: The mediating role of organizational support and employee wellbeing. International journal of environmental research and public health, 18(5), p.2294.
• Riyanto, S., Endri, E. and Herlisha, N., (2021). Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement. Problems and Perspectives in Management, 19(3), p.162.
• Riyanto, S., Endri, E. and Herlisha, N., 2021. Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement. Problems and Perspectives in Management, 19(3), p.162.
• Toscano, F. and Zappalà, S., 2020. Social isolation and stress as predictors of productivity perception and remote work satisfaction during the COVID-19 pandemic: The role of concern about the virus in a moderated double mediation. Sustainability, 12(23), p.9804.
• Verma, R., Verma, S. and Abhishek, K., 2024. Research methodology. Booksclinic Publishing.
• Weideman, M. and Hofmeyr, K.B., (2020). The influence of flexible work arrangements on employee engagement: An exploratory study. SA Journal of Human Resource Management, 18(1), pp.1-18.
• Weideman, M. and Hofmeyr, K.B., 2020. The influence of flexible work arrangements on employee engagement: An exploratory study. SA Journal of Human Resource Management, 18(1), pp.1-18.
• Winqvist, J., (2024). The top 9 ways Microsoft IT is helping its employees to work from home. [Online]. Available through: <https://pulse.microsoft.com/en/work-productivity-en/na/fa2-the-top-9-ways-microsoft-it-is-helping-its-employees-to-work-from-home/>.
• Yang, L., Holtz, D., Jaffe, S., Suri, S., Sinha, S., Weston, J., Joyce, C., Shah, N., Sherman, K., Hecht, B. and Teevan, J., (2022). The effects of remote work on collaboration among information workers. Nature human behaviour, 6(1), pp.43-54.

Author Bio

Jamie Morghan   4 Years | D,Sc. in egineering

I have always liked doing research and writing a thesis for engineering subjects. In my graduation years also, I was able to score the highest marks in all my submissions. Am a very determined writer who can write efficiently even for short periods. I have a lot of experience in designing assignments according to student's requirements.