In this paper, the phenomenon of digital nomadism in permanent employment is presented. In general, digital nomads are characterized by their independence of location, their employment in the digital space and common values. Most of them are freelancers and entrepreneurs, but also employees, who are part of this movement, want to leave the conservative concept of normal employment and break new ground. First the changes in the business world and the emergence of digital nomadism were presented in this paper.
Due to a lack of literature, guideline-based expert interviews were conducted to gain insight into the opportunities and risks of the multi-local lifestyle concept for employees and companies. In addition, the framework conditions for companies and digital nomads required by this work and life concept were examined and presented in detail. Such a framework condition can mean, for example, the adaptation of processes and leadership. There are also differences between completely remote companies and only partially remote companies, which can lead to a split company structure. In this context, the similarities and differences between traditional telework and digital nomadism in permanent employment were also examined.
These are similar, for example, regarding the technical prerequisites that should be created in companies and the changed communication. In addition, there are challenges and opportunities that arise from the travel component and the nature of digital nomadism, such as negatively impaired processes due to time differences or certain characteristics and experiences that digital nomads possess or experience that can be used positively in a professional context. Thus, this work not only serves a scientific purpose, but also provides a practical framework for employing digital nomads in traditional companies.
Table of Contents
1. Introduction
1.1. Background and relevance
1.2. Approach and structure of this thesis
1.3. Current state of research
1.4. Objective target and research questions
2. Definition and delimitation of terms
2.1. Delimitation to Teleworking, Home office und Remote Work
2.2. Coworking
3. Development and concept of digital nomadism in permanent employment
3.1. Definition and characteristics
3.2. Structural change in the business world
3.3. Emergence of digital nomadism
3.4. Current situation: Advantages and disadvantages in the permanent employment of digital nomads
4. Method
4.1. Choice and relevance of the method
4.2. Development of the questionnaire
4.3. Selection of interviewees
4.4. Data collection and data analysis
4.5. Reflection of the methods used
5. Results
5.1. Advantages and opportunities
5.2. Disadvantages and risks
5.3. Framework conditions and possible solution strategies
6. Future strategies for companies and digital nomads
7. Conclusion and need for further research
Research Objectives and Themes
This thesis examines the phenomenon of digital nomadism within permanent employment, focusing on how this location-independent work model impacts traditional business structures, while identifying necessary framework conditions and future-oriented management strategies.
- The integration of digital nomads into traditional permanent employment.
- Identification of specific opportunities and risks for both employers and employees.
- Development of organizational framework conditions (e.g., leadership, communication, culture).
- Analysis of the relationship between digital nomadism and existing remote work/teleworking concepts.
- Strategic recommendations for companies to remain competitive in the era of Generation Y and Z.
Excerpt from the Book
1. Introduction
They travel from country to country, mainly to hotspots that offer the best conditions for their work such as Bali, Chiang Mai or Lisbon. Digital nomadism - a phenomenon lived primarily by „Generation Y”. Also called „Millennials“ or „Digital Natives“ - a generation that will change the business world of the future. They are in search of meaning and demanding more self-determination and flexibility, also in their professional life. The entry of this generation into the business world and the increasing digitalization, social and economic changes bring new trends and alternative work and life concepts to the light. For this reason, various forms of „New Work“ across Europe changed the traditional one-to-one relationship between employers and employees in recent years. New communication technologies enable an unprecedented possibility of global connectivity and offer new professional development opportunities. A new awareness of the possibility of free choice of location of work creates concepts of life away from the usual conventions. Digital nomadism is one of these emerging concepts of living and working. A digitally based, multi-local lifestyle that takes advantage of the possibilities of the present age. People who can carry out their work based on digital technologies regardless of location as long as they have a laptop and an internet connection.
Summary of Chapters
1. Introduction: Introduces the rise of digital nomadism among Generation Y and its impact on traditional employment models and business paradigms.
2. Definition and delimitation of terms: Clearly distinguishes digital nomadism from established concepts like teleworking, home office, and remote work, while highlighting the role of coworking.
3. Development and concept of digital nomadism in permanent employment: Explores the origins, the shift in business structures, and the current state of digital nomadism in a permanent work context.
4. Method: Describes the qualitative research approach, specifically the use of expert interviews to gather insights on this under-researched topic.
5. Results: Presents the findings regarding the advantages, risks, and necessary framework conditions for employing digital nomads.
6. Future strategies for companies and digital nomads: Proposes practical measures, such as workations and new leadership styles, to successfully integrate digital nomads into companies.
7. Conclusion and need for further research: Summarizes the findings and emphasizes the need for future legislative and organizational adaptation to the evolving world of work.
Keywords
Digital nomads, permanent employment, remote work, New Work, Generation Y, employer branding, coworking, organizational structure, leadership, flexibility, location independence, workforce, recruitment, digital transformation, work-life balance.
Frequently Asked Questions
What is the core focus of this thesis?
The thesis investigates the phenomenon of digital nomadism in permanent employment, focusing on its integration into traditional company structures and the associated challenges and opportunities.
What are the primary thematic fields covered?
Key themes include the structural change of the business world, the definition of digital nomadism vs. telework, human resource recruitment strategies, and the design of appropriate organizational framework conditions.
What is the main research objective?
The goal is to provide a neutral, scientific view on the potential of employing digital nomads and to develop concrete strategies for companies to successfully implement this flexible working model.
Which scientific methodology is applied?
The research uses a qualitative design, primarily conducting semi-structured, guideline-based expert interviews with digital nomads, company representatives, and experts in change management.
What does the main body of the work address?
It details the development of digital nomadism, evaluates its practical advantages and risks for organizations, and derives future strategies for leadership and process management.
Which keywords best characterize this study?
Essential keywords include Digital Nomads, Permanent Employment, Remote Work, New Work, Employer Branding, and Leadership.
How do half-remote companies differ from full-remote organizations in this context?
The study highlights that half-remote companies face specific challenges, such as the potential emergence of two separate corporate cultures (office vs. remote teams) and the risk of excluding remote employees from critical communication.
What role does "Workation" play in the author's proposed strategies?
Workations are proposed as a key strategy to familiarize management and location-dependent employees with the digital nomadic lifestyle, aiming to promote team cohesion and increase understanding for the potential and requirements of remote work.
- Citar trabajo
- Lisa-Marie Wagner (Autor), 2020, Digital Nomads. How the era of digitalization creates alternative lifestyles, Múnich, GRIN Verlag, https://www.grin.com/document/542511
