The goal of this thesis is to explore New Work, New leadership, as well as Home/Mobile Office and answer the modal goal: How Leadership change to manage employees in the home/mobile office. First, the terms home office, leadership as well as New Work and New Leadership are defined to create a theoretical basis. I will then explain which new methods managers can use to manage employees in the home office and which tools are necessary for this. After this, the theoretical methods will be reviewed with a mini survey, in which the previously explained areas were evaluated in a current environment in order to determine the extent to which the methods are applied in the current working environment. This assignment concludes with an answer of the modal goal and a description of the research results, as well as a discussion, critical reflection and an outlook.
Home office, mobile office, teleworking, and hybrid teams. The coronavirus pandemic has changed the world of work significantly and for the long term. Within a very short time, a majority of employees have been transferred from company offices to their home offices, which many companies continued even after the pandemic. However, this has not only been a major change for employees, who had to get used to it as quickly as possible. The home office has also brought some challenges for management and executives that need to be faced. Because of the reduced direct employee contact and physical distance, employees have to be managed from a distance.1 But how can employee management also be conducted in the home office and how Leadership change because of this new Situation? To answer this question, I have dealt in the following assignment with the problem: What is New Work, New Leadership and home/mobile office? as well as the modal goal: How Leadership change to manage employees in the home/mobile office?
Table of Contents
1. Introduction
1.1. Modal goal and problem
1.2. Processing method
1.3. Goal and structure of work
2. Theoretical Basics
2.1. Leadership
2.2. Home Office and Mobile Office
2.3. New Work and New Leadership
3. Main Part
3.1. New Work and New Leadership
3.2. How Leadership change because of the Work in Home Office
3.2.1. Digital Communication and Technology
3.2.2. Control, Trust and personal Mindset
3.2.3. Relationship and Motivation of Employees
3.2.4. Feedback Culture
3.3. Method of transformational Leadership
4. Study Case
4.1. Survey
4.2. Survey results
5. Conclusion
5.1. Description of research results
5.2. Answering the Modal Goal
5.3. Summary
5.4. Discussion
5.5. Critical reflection
5.6. Outlook
Research Objectives and Themes
The primary objective of this assignment is to explore the concepts of New Work and New Leadership within the context of the home and mobile office, and to determine how leadership strategies must evolve to effectively manage employees working from a distance.
- Impact of New Work and digital transformation on management styles.
- Challenges of managing employees in physical distance environments.
- The role of transformational leadership in motivating remote teams.
- Empirical evaluation of current leadership practices via a survey.
- Identification of technical and communication requirements for effective home office management.
Excerpt from the Book
3.2.1. Digital Communication and Technology
In order to continue to optimally manage employees in the home office, a number of requirements must be met. First of all, this concerns the technical and communication requirements so that it is possible to work and communicate in the home office. Processes must be able to run virtually without affecting work. Access to the company networks via their own laptops and network keys enables them to work from their home office. Furthermore, all necessary programs and other hardware such as telephones, printers and monitors should be available for employees. However, communication must also continue. The coronavirus pandemic has created and improved many new digital communication tools. These include for example MS Teams, Zoom and Skype. This means that meetings and conversations can be held over long distances and all team members can take part in them.
Summary of Chapters
1. Introduction: This chapter introduces the shift to remote work caused by the pandemic and defines the research problem and modal goal of the assignment.
2. Theoretical Basics: This section provides foundational definitions for leadership, home/mobile offices, and the evolution of managerial thought under New Work.
3. Main Part: The chapter details the specific challenges of remote management, including digital communication, trust, motivation, and the implementation of transformational leadership strategies.
4. Study Case: This section presents the methodologies and detailed results of a mini-survey conducting empirical research on current leadership experiences in remote settings.
5. Conclusion: The concluding chapter summarizes the key research findings, answers the core research question, provides a critical reflection, and offers an outlook on future trends.
Key Terms
New Work, New Leadership, Home Office, Mobile Office, Transformational Leadership, Employee Management, Digitalization, Communication, Remote Work, Trust, Motivation, Self-organization, Feedback Culture
Frequently Asked Questions
What is the core focus of this assignment?
This work examines how the shift to home and mobile offices significantly impacts employee management and how leadership styles must adapt to remain effective in remote environments.
What are the central thematic fields covered?
The assignment covers New Work, the theoretical aspects of New Leadership, digital communication infrastructure, and psychological factors like trust and motivation in virtual teams.
What is the primary research goal?
The primary goal is to answer how leadership must change to manage employees successfully in a home or mobile office setting.
Which scientific method is utilized?
The research relies on an analysis of primary and secondary literature, complemented by a primary empirical study conducted as a mini-survey among employees.
What is treated in the main part?
The main part analyzes the impact of digitalization, the necessity of changing leadership mindsets, the importance of feedback cultures, and the specific application of transformational leadership.
Which keywords characterize this work?
Key terms include New Work, New Leadership, Remote Management, Digitalization, Employee Motivation, and Transformational Leadership.
What did the survey reveal about current communication tools?
The survey showed that while companies provided basic software like MS Teams or Zoom, the actual improvement in communication quality experienced by employees remained low for the majority.
What role does trust play in remote management?
Trust is identified as a critical factor; while many managers are transitioning to a more trusting approach, a significant portion of employees still experience a lack of clear rules or excessive control.
Is the transformational leadership model universally implemented?
No, the findings suggest that the practical implementation of these methods depends heavily on the individual company and manager, and is frequently applied only partially or not at all.
- Quote paper
- Anonym (Author), 2023, New Leadership for employees working from home, Munich, GRIN Verlag, https://www.grin.com/document/1435140
