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Work from Home - Feasibility, Impact, and Outcome

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Paresh Munjani
Paresh Munjani

This ppt aims to look specifically at the impact and performance levels of employees who currently have the flexibility and opportunity of working from home and in addition to this how their work-life balance may be affected based upon their motivation and satisfaction. Research has been done on a sample size of 115 (Respondents from Gujarat state only) using the non-probability convenience method.

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Work from Home Feasibility, Impact and Outcome Presented by: Munjani Paresh MBA (2019-21) B.K. School of Management
Introduction With almost one third of the world on a lockdown, the offices have now rapidly shifted to working from home. This research work aimed at analyzing the sentiments and emotions of the people towards WFH concept during COVID- 19. Its feasibility for future and impact it has on employees.
Impact it has on motivation and performance levels Analyzing the sentiments and emotions towards work-from-home concept Can it be New Normal Is it as effective as being in office? Objective of the Research
Research Methodology Data Collection Research Approach Sampling Design Sample Size - 115 Data Analysis Tools/ Techniques Limitation of the research
Demographics Variable Category Frequency Percentage Gender Male 70 60.9 Female 45 39.1 Prefer not to say 0 0 Total 115 100 Age 18-30 87 75.7 30-45 25 21.7 45-60 3 2.6 More than 60 0 0 Total 115 100 Education Qualification Less than SSC 0 0 SSC 2 1.7 HSC 3 2.6 Graduation 73 63.5 Post-graduation 37 32.2 Total 115 100 Frequency Distribution of Demographic Attributes
Field/Sector of Employees
Respondents Working from Home during Pandemic Respondents missing the office WFH Availability of Dedicated Workspace Respondents missing the office Respondents Who Worked from Prior To COVID 19 Respondents Working from Home during Pandemic
Factors that affect while working from home 12 6 7 13 13 32 33 44 52 21 21 22 21 16 19 40 48 35 32 52 10 6 8 2 10 0 20 40 60 80 100 Established Good Work Routine More Productive than Office Easy to Contibute in Team Meetings Have All Equipment for WFH Easy than being in Office Agreement on Different Factor Strongly Agree Agree Not Sure Disagree Strongly Disagree
Experience of Work from Home 17 11 15 10 16 34 38 39 35 45 21 36 30 38 28 36 27 26 29 23 7 3 5 3 3 5 25 45 65 85 105 Communication with Colleague Comfort level than being in Office To be Productive Overall Experince of WFH Keeping up with the Schedule Very Uncomfortable Uncomfortable Neutral Comfortable Very Comfortable
Respondents willing to WFH after the Pandemic
Particular Result Cal sig Decision Gender with establishing Good work routine during WFH 0.175 > 0.05 H0 not Rejected Gender and productivity during WFH 0.027 < 0.05 H0 Rejected Gender and their ability to contribute in team meetings during WFH 0.062 > 0.05 H0 not Rejected Gender and their comfort level during WFH 0.158 > 0.05 H0 not Rejected Gender and their satisfaction while WFH 0.031 < 0.05 H0 Rejected Gender and keep up with the schedule during WFH 0.009 < 0.05 H0 Rejected Gender and their ability to return to office considering dependent vulnerable 0.008 < 0.05 H0 Rejected Gender and missing the office during WFH 0.155 > 0.05 H0 not Rejected Gender and willingness to WFH after the pandemic. 0.023 < 0.05 H0 Rejected t-Test Gender and various factors Inferential Analysis
ANOVA (F test) - With Age and various factors Dimension F Cal. Sig. Decision Establishment of good work routine during WFH 1.364 0.260 > 0.05 H0 not Rejected Ability to contribute in team meetings. 4.796 0.010 < 0.05 H0 Rejected Comfortable with WFH 2.453 0.091 > 0.05 H0 not Rejected Ability to keeping up with the schedule 0.849 0.431 > 0.05 H0 not Rejected Vulnerable dependents that would affect their return to office 14.679 0.000 < 0.05 H0 Rejected WFH after the Pandemic 1.179 0.311 > 0.05 H0 not Rejected
Chi-square Test Chi-Square Tests Value df Asymptotic Significance (2-sided) Pearson Chi-Square 10.145a 2 .006 Likelihood Ratio 10.109 2 .006 Linear-by-Linear Association 6.857 1 .009 N of Valid Cases 115 Findings: P value 0.006 < 0.05, So H0 Rejected Hypothesis H0: There is no association between respondents with different Gender and dependency that would affect them to return back to office. H1: There is association between respondents with different Gender and dependency that would affect them to return back to office.
Hypothesis H0: There is no association between respondents with different field of work and prior WFH experience. H1: There is association between respondents with different field of work and prior WFH experience. Chi-Square Tests Value df Asymptotic Significance (2-sided) Pearson Chi-Square 35.758a 20 .016 Likelihood Ratio 42.186 20 .003 Linear-by-Linear Association 10.378 1 .001 N of Valid Cases 115 Findings: P value 0.016 < 0.05, So H0 Rejected
Findings Nearly 76% of respondents are assigned WFH. 58% of respondents never worked from home prior to COVID 19 while 29.50% of respondents worked occasionally and 12% regularly worked from home before the pandemic. Significant association between different field of work and prior WFH experience. 41% of respondents experienced less productivity than being in office. 35% of respondents were not able to establish a good work routine. 80% of respondents miss their office and office work culture while working at home.
Findings 51% of respondents not willing to work from home after the pandemic while 24% of respondents are uncertain about it. Significant difference with gender and their productivity, Satisfaction with WFH, Scheduling, return to office after pandemic and willingness to work from home after the pandemic. there is an association between respondents with different gender and dependents (i.e. children, Family Members) that would affect them to return back to the office.
Conclusion Significant change in work habit and employees. Major factors that emerged from the study: Individual preferences vary Levels of comfortableness and productivity Work-Life Balance Isolation from the workplace and work culture Positives and negatives surrounding motivation, comfortableness, productivity, work-life balance of employees working from home.
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Work from Home - Feasibility, Impact, and Outcome

  • 1. Work from Home Feasibility, Impact and Outcome Presented by: Munjani Paresh MBA (2019-21) B.K. School of Management
  • 2. Introduction With almost one third of the world on a lockdown, the offices have now rapidly shifted to working from home. This research work aimed at analyzing the sentiments and emotions of the people towards WFH concept during COVID- 19. Its feasibility for future and impact it has on employees.
  • 3. Impact it has on motivation and performance levels Analyzing the sentiments and emotions towards work-from-home concept Can it be New Normal Is it as effective as being in office? Objective of the Research
  • 4. Research Methodology Data Collection Research Approach Sampling Design Sample Size - 115 Data Analysis Tools/ Techniques Limitation of the research
  • 5. Demographics Variable Category Frequency Percentage Gender Male 70 60.9 Female 45 39.1 Prefer not to say 0 0 Total 115 100 Age 18-30 87 75.7 30-45 25 21.7 45-60 3 2.6 More than 60 0 0 Total 115 100 Education Qualification Less than SSC 0 0 SSC 2 1.7 HSC 3 2.6 Graduation 73 63.5 Post-graduation 37 32.2 Total 115 100 Frequency Distribution of Demographic Attributes
  • 7. Respondents Working from Home during Pandemic Respondents missing the office WFH Availability of Dedicated Workspace Respondents missing the office Respondents Who Worked from Prior To COVID 19 Respondents Working from Home during Pandemic
  • 8. Factors that affect while working from home 12 6 7 13 13 32 33 44 52 21 21 22 21 16 19 40 48 35 32 52 10 6 8 2 10 0 20 40 60 80 100 Established Good Work Routine More Productive than Office Easy to Contibute in Team Meetings Have All Equipment for WFH Easy than being in Office Agreement on Different Factor Strongly Agree Agree Not Sure Disagree Strongly Disagree
  • 9. Experience of Work from Home 17 11 15 10 16 34 38 39 35 45 21 36 30 38 28 36 27 26 29 23 7 3 5 3 3 5 25 45 65 85 105 Communication with Colleague Comfort level than being in Office To be Productive Overall Experince of WFH Keeping up with the Schedule Very Uncomfortable Uncomfortable Neutral Comfortable Very Comfortable
  • 10. Respondents willing to WFH after the Pandemic
  • 11. Particular Result Cal sig Decision Gender with establishing Good work routine during WFH 0.175 > 0.05 H0 not Rejected Gender and productivity during WFH 0.027 < 0.05 H0 Rejected Gender and their ability to contribute in team meetings during WFH 0.062 > 0.05 H0 not Rejected Gender and their comfort level during WFH 0.158 > 0.05 H0 not Rejected Gender and their satisfaction while WFH 0.031 < 0.05 H0 Rejected Gender and keep up with the schedule during WFH 0.009 < 0.05 H0 Rejected Gender and their ability to return to office considering dependent vulnerable 0.008 < 0.05 H0 Rejected Gender and missing the office during WFH 0.155 > 0.05 H0 not Rejected Gender and willingness to WFH after the pandemic. 0.023 < 0.05 H0 Rejected t-Test Gender and various factors Inferential Analysis
  • 12. ANOVA (F test) - With Age and various factors Dimension F Cal. Sig. Decision Establishment of good work routine during WFH 1.364 0.260 > 0.05 H0 not Rejected Ability to contribute in team meetings. 4.796 0.010 < 0.05 H0 Rejected Comfortable with WFH 2.453 0.091 > 0.05 H0 not Rejected Ability to keeping up with the schedule 0.849 0.431 > 0.05 H0 not Rejected Vulnerable dependents that would affect their return to office 14.679 0.000 < 0.05 H0 Rejected WFH after the Pandemic 1.179 0.311 > 0.05 H0 not Rejected
  • 13. Chi-square Test Chi-Square Tests Value df Asymptotic Significance (2-sided) Pearson Chi-Square 10.145a 2 .006 Likelihood Ratio 10.109 2 .006 Linear-by-Linear Association 6.857 1 .009 N of Valid Cases 115 Findings: P value 0.006 < 0.05, So H0 Rejected Hypothesis H0: There is no association between respondents with different Gender and dependency that would affect them to return back to office. H1: There is association between respondents with different Gender and dependency that would affect them to return back to office.
  • 14. Hypothesis H0: There is no association between respondents with different field of work and prior WFH experience. H1: There is association between respondents with different field of work and prior WFH experience. Chi-Square Tests Value df Asymptotic Significance (2-sided) Pearson Chi-Square 35.758a 20 .016 Likelihood Ratio 42.186 20 .003 Linear-by-Linear Association 10.378 1 .001 N of Valid Cases 115 Findings: P value 0.016 < 0.05, So H0 Rejected
  • 15. Findings Nearly 76% of respondents are assigned WFH. 58% of respondents never worked from home prior to COVID 19 while 29.50% of respondents worked occasionally and 12% regularly worked from home before the pandemic. Significant association between different field of work and prior WFH experience. 41% of respondents experienced less productivity than being in office. 35% of respondents were not able to establish a good work routine. 80% of respondents miss their office and office work culture while working at home.
  • 16. Findings 51% of respondents not willing to work from home after the pandemic while 24% of respondents are uncertain about it. Significant difference with gender and their productivity, Satisfaction with WFH, Scheduling, return to office after pandemic and willingness to work from home after the pandemic. there is an association between respondents with different gender and dependents (i.e. children, Family Members) that would affect them to return back to the office.
  • 17. Conclusion Significant change in work habit and employees. Major factors that emerged from the study: Individual preferences vary Levels of comfortableness and productivity Work-Life Balance Isolation from the workplace and work culture Positives and negatives surrounding motivation, comfortableness, productivity, work-life balance of employees working from home.