THE RISING CONCEPT OF REMOTE WORKERS AND ITS IMPLICATIONS TO BUSINESSES AND ORGANIZATIONS

3 Contents A. EXECUTIVE SUMMARY ...................................................................................................... 2 B. INTRODUCTION TO THIS STUDY ........................................................................................ 3 1.0: Introduction .............................................................................................................................. 3 1.1: Background of The Study ......................................................................................................... 3 1.3: Statement of The Problem ........................................................................................................ 4 1.4: Research Questions ................................................................................................................... 4 1.5: Research Objectives ................................................................................................................. 5 1.6: Significance of The Study ........................................................................................................ 5 1.7. Definition of Terms ................................................................................................................... 6 C. LITERATURE REVIEW ............................................................................................................ 6 Introduction to Literature Review ................................................................................................... 6 1.0: Issues And Trends Of Remote Working to an Industry ............................................................ 7 2.0: Arguments on Perceived Advantages And Disadvantages Of Remote Working to employees and To An Industry ........................................................................................................................ 10 3.0: Strategies And Schemes To Solve The Problems Of Remote Working to An Industry And Their Assumptions ......................................................................................................................... 11 D. THEORETICAL FRAMEWORK ............................................................................................ 12 3 | P a g e

6 B. INTRODUCTION TO THIS STUDY 1.0: Introduction This section discusses the background of the study by introducing the concept, explaining the context in which the research is relevant, and defining the audience. The study also examines the statement of problem, research objectives, questions and objectives explicitly. This section finalizes with limitation and delimitations of the study. 1.1: Background of The Study Remote workers are not new to most international businesses and organizations. However, few studies deal with this extensive topic. Recently, remote working is at an increasing rate, hence bringing tremendous implications to many businesses and organizations ( George et al., 2016, pp.377-393). Ultimately, remote working has become and acute issues as well as a business strategy. Remote work may be defined as the practice in which employees do their jobs from a different location from that of a central office operated by the employer or the business (de Lucas Ancillo et al., 2021, pp.2297-2316). For instance, during the COVID-19 pandemic, most companies and organizations embraced remote employees to keep the business running. The remote working location may involve working from home, a co-working, a separate private office, or any other outside the traditional office of the business (Houghton et al., 2018, pp.757- 778). Additionally, a qualitative investigation carried out by Busse and Weidner (2020, pp.535- 550) shows that remote working may involve virtual or cloud working. Remote work is also called work from home (WFH) or telecommuting. WFH may refer to a flexible working arrangement that allows a worker to conduct business duties from a remote location (Picu and 6 | P a g e

9 C. LITERATURE REVIEW Introduction to Literature Review This chapter reviews the literature on the concept of remote workers and its implications for businesses and organizations. It highlights various studies on the report's concept and tries to conceptualize remote working trends, issues, and implications for an industry. There are existing literature gaps between remote working and businesses. The concept of remote rising in businesses has not been explored entirely in most journals, business reports and articles (Donthu and Gustafsson, 2020) Precisely, there is narrow focus on the concept of remote working in business. Most individuals perceive remote working to be just working from home and is negatively affecting the businesses. Most of this researches on the topic have raised mixed results on the implications of remote working on businesses (Donthu and Gustafsson, 2020) . Notably, due increase globalization and technology, most workers have opted to work remotely hence switching the norms of the business. There is lack of sufficient information on the implications of present and future increase in remote workers in business and whether the businesses are going to survive or shut down (Shafi, Liu, Ren, 2020) . Therefore, to fill the gaps, this study gives a qualitative discussion on the main themes of the study, the issues and trends of the concept of remote workers, and its effects on the business workplace and assesses the key issues, advantages, and disadvantages. It also gives appropriate instances that support various arguments and assumptions of the concept. It formulates relevant strategies and schemes necessary to solve the problems arising from the idea in the businesses. 9 | P a g e

12 outside the office. According to Toolahalli's (2021) research, more than 70 percent of employees in the UK prefer a more flexible model and work from home after the Covid-19 pandemic. Additionally, about 70 percent of employees in the United States prefer working from home after the pandemic because they have adapted to the system and feel more exciting and productive than at the workplace ( Bick, Blandin, and Mertens 2020). Therefore, most workers have adapted to working from home since it feels more relaxed and safe in terms of health even after the pandemic. Most businesses have also allowed it because most workers at home record remarkable productivity compared to those at the workplace. Remote working, especially WFH, has become most common because it is idealistically solicited to save time, money, and effort of traveling daily to the business premises (Xiao, 2021, p.143). According to Shobe (2018, pp.1-9), surveys conducted on remote working show that the workers are more satisfied, happy, and more valued even if there are not physically visible in workplaces. Notably, about 71 percent of the remotely based workers stated that they were increasing productivity while doing their jobs outside the office and business premises ( Lister and Harnis, 2019). Thus, they feel more comfortable and easy to work independently as long as they have expertise skills on the duties on the given tasks. According to Ruxton and Burrell (2020), about 78 percent of employees in the UK feel that remote work alleviates stress. Hence, the workers are more receptive to a strategy that grants them enough freedom and development. However, most workers who perform their tasks from the home view that if their bosses force them to work, they start losing a sense of independence, confidence, and flexibility (Abrams et al., 2019, pp.1976-1995). This may negatively affect the performance of the industry. 12 | P a g e

15 D. THEORETICAL FRAMEWORK 1.0: A self-efficacy Theory of Motivation The self-efficacy theory by Albert Bandura (1977-1997) believes that individuals' drives and decisions are determined by their confidence in their dynamic abilities. A point to note, self- efficacy refers to people's belief in the capacity to execute behaviors that enhance the achievement of specific performances (Schunk and DiBenedetto, 2016, pp. 34-54). Self-efficacy makes it easy to control one's motivational behavior and social environment. Consequently, individuals with a high level of self-efficacy show a more positive outlook with lower incidences of stress. 15 | P a g e

18 psychological stress of the employees and encourages a conducive remote working social environment and motivation. The figure below shows the interrelations of various concepts or sources of self-efficacy theory of motivation. Fig 1.0: Self-Efficacy Theory Of Motivation by Williams and Rhodes 2016 2.0: Strategic Business Model Theory A strategic business model may distinguish a business company from its main competitors in the world market. Kotabe and Kothari (2016, pp.729-743) posit that businesses and organizations that encourage remote working stand a high chance of having a competitive strategy. Remote working increases employers' access to flexible talents (Azizi et al., 2021). Notably, companies are more open to part-time contract roles for the specific task in a remote setting. The most 18 | P a g e

21 Fig 1.1: Strategic Business Model of an Industry embracing remote working Source: Amankwah-Amoah, J., Khan, Z. and Wood, G., 2021. COVID-19 and business failures: The paradoxes of experience, scale, and scope for theory and practice. European Management Journal , 39 (2), pp.179-184. 3.0: Conceptual Framework From the self-efficacy theory, Enactive mastery, Vicarious experience, verbal persuasion, and psychological arousal forms the most prominent sources of self-efficacy that play a crucial role in ensuring motivation and the social environment of workers in their comfort places. From the strategic business model theory, the speed to the maker, superior service, degrees of differentiation, and unwavering quality standards play a crucial role in ensuring an organization's competitive advantage. Notably, rising concept of remote working highly is therefore accelerated by advancement, involvement, and supply of internet and technology to remote workers. Therefore, motivation, social environment and technology are related and greatly contribute to the rising concept of remote working in businesses. 21 | P a g e

22 Fig 1.3: Shows the Interrelations of business, technology, motivation and social environment in business by Lüdeke‐Freund (2020). E. RESEARCH DESIGN AND METHODOLOGY 1.0: Introduction This section presents the research questions and examines various techniques used to answer the question integrated into the theoretical framework. It also discusses the measures taken to obtain the validity and reliability of the study. The section finalizes with the discussions of the ethical aspects of the research. 22 | P a g e Business Employees ( At office and in remote) Motivation Social Environment Technology

23 2.0: Design And Methodology The study involves a systematic qualitative review of literature related to motivation, open and innovative technology, and management of remote workers by businesses and organizations. Notably, the investigation involves an orderly examination dependent on a personal exploration of the recently increased habit of remote working in most businesses and organizations because most studies, researchers, and businesses have indicated the benefits of the rising concept. The systematic review will present the research questions mentioned in part A to make the research effective for the topic. For instance, what are the issues and trends leading to remote working and its effects on the workplace? What are remote workers' negative and positive implications of the concept in businesses? What are relevant instances that support the assumptions and arguments of the concept? What are the strategies and schemes to solve issues arising from remote working? Therefore, the study analyzes the research concerning the research topic. The study then analyzes broad information from the analysis of each question concerning the subject. Later, the research formulates an argument based on the analyzed information concerning the rising concept of remote workers and its implication for businesses and organizations. The systematic qualitative review identified relevant publications from a broad range of secondary information sources, including peer-reviewed sources, books, business articles, case studies and company journals that interpret and analyzes remote working in businesses. The review also identified relevant dissertations from researchers and yearly reports on the significance of motivation and advanced technology in bringing workers satisfaction and even a competitive advantage in the global market. 23 | P a g e

24 Further, secondary information is collected from a broader range of search engines—for instance, Google Scholar, research gates, and various business databases such as case studies, journals and websites. Likewise, the study examines the scholastic exploratory and contextual analyses of different international and SMBs about remote working and its implications for the business. A point to note is that the data collected ranges from 2015 to 2022. 3.0: Research Validity and Reliability A point to note, reliability and validity are crucial in demonstrating and communicating the rigor of the processes involved in conducting the research and giving trustworthiness of the findings ( Morse, 2015, pp.1212-1222) hence declaring peer-reviewed articles, journals, and books as knowledge validating sources. Validity refers to the degree to which a test measures what it purports to measure or the accuracy and meaningfulness of influences, which are based on the research results (Hawkins, Elsworth, and Osborne, 2018, pp.1695-1710). The research is valid since it categorically uses the results and other study participants to represent the study's findings. A systematic review will involve the comprehensive search of all published secondary sources on the rising concept of remote workers and its implications for businesses, giving a critique and quality evidence concerning the study's aims, research questions, and objectives. Consequently, the high correlation between the topic and the topic criterion research results indicates that the research gathered relevant information and satisfied the study (Bartels, 2015, pp.137-156). On the other hand, reliability refers to the extent to which a particular measuring tool produces similar results after repeated research or trials (Koo and Li, 2016, pp.155-163). The research uses reliable methods of collection of data to produce consistent results. Consequently, it is easier to 24 | P a g e

25 determine whether the research methods are accurately relevant in gathering data to support the study. The study conducts research from various sources sharing information about the topic of the study. The consistency and similarity of data from multiple secondary sources and search engines is the essential measure and indication that the research is reliable (Gusenbauer, 2019, pp.177-214). 4.0: Ethical Aspects of The Research The ethics of this research gives guidelines for responsible conduction of examination. Additionally, the research ethics monitors and educates on how to achieve high ethical standards; apply the ethical principles of research (Prisacariu and Shah, 2016, pp.152-166). The research will honestly report data, results, techniques, procedures, and publications used in the study. Similarly, the research will not fabricate and give misinterpreted information. The research will strive to avoid any instance of giving biased data analysis and interpretation, peer reviews, and other aspects of the investigation. The research will ensure high standards of integrity by striving to provide consistent thoughts and actions involved in the study. The study will be open and will give open space to criticism and new ideas from other researchers. The research will show respect and honor to different authors and researchers of the publications without discrimination of race, ethnicity, and other factors unrelated to professional competence and integrity. Additionally, the research will take steps to contribute to professional competence and expertise that will help in lifetime education and learning in business studies and analyses. The research will also provide and protect confidential communications for various publications, personnel 25 | P a g e

26 records, and trade secrets. Further, the research will identify, recognize and obey the rule of law and institutional and government policies governing different studies and analyses. 26 | P a g e

27 F. FINDINGS AND ANALYSIS 1.0: Introduction This section examines and utilizes a systematic view and similar investigation strategies, figures, and graphs to break down the findings. It also analyses the theoretical or conceptual framework and the literature review in the domains. 2.0: Presentation of Findings 2.1: Motivation And Social Remote Environment Several studies have established that most businesses and organizations have adopted the culture of remote working among the employees. The number of people regularly working from home in the UK since 1998 has increased from 2.73 million to 5.6 million in 2020. Recently, 30 percent of the workforce engaged in remote work at least once to twice a week. Notably, one out of five Brits in the UK prefers to work full-time from home. Consequently, most employees currently prefer to work the entire home, part-time or full-time. Additionally, most workers feel confident and less stressed when they work from a place outside the office setting of the business. The social environment outside the office makes them have a work-life balance. Remote workers are believed to be more productive than office-based workers. Therefore, the employers of various international and SMB companies in the UK and other parts of the world have accepted to adopt the rising demand for remote work by the employees. Precisely, the employers have come to motivate the remote workers to ensure the continued existence of operations and retain workers' power in the business. 27 | P a g e

28 i). Population of Working Remotely in the UK Over Recent Years Over the last few years, remote working has exploded in the UK due to workplace improvements and motivation given by their managers. A point to note, the concept of remote working has been rising since the 1980s. The diagram below shows the recent increase in people working remotely in the UK. Fig 1.3: The Recent Increase of Remote Workers In the UK Source: Li, H., Li, L., Wu, B. and Xiong, Y., 2012. The end of cheap Chinese labor. Journal of Economic Perspectives , 26 (4), pp.57-74. 28 | P a g e

29 Themes Findings Sources Discussion Notes The Population Of Remote Workers in the UK over time Factual information shows that: This shows that only 1.5 percent of UK employees worked remotely in 1891 (WISERD report). This shows that 12 percent of workers in the UK claim to have been working remotely before the Covid-19 pandemic, and currently, 1 in 5 office employees are working in a mixture of remote and office work. The report by ONS indicates that 14 percent of employees planned to work remotely before the Covid-19 pandemic. In 2019, 27 percent of employees were working remotely at some point, just under 4.0 million individuals. This shows an increase in the Wang, B., Liu, Y., Qian, J. and Parker, S.K., 2021. Achieving effective remote working during the COVID‐19 pandemic: A work design perspective. Applied psychology , 70 (1), pp.16-59. Rudolph, C.W., Allan, B., Clark, M., Hertel, G., Hirschi, A., Kunze, F., Shockley, K., Shoss, M., Sonnentag, S. and Zacher, H., 2021. Pandemics: Implications for research and practice in industrial and organizational Remote working has shown an upward shift from 1981 to recent 2022. The increased number of workers remotely is due to motivation and social environment experience outside the office (Wang et al., pp.16- 59). Precisely, the workers are free from stress, pressure from employers, and disturbances while working from home. Additionally, remote working enhances their work-life balance and helps them to save time and transport costs. Therefore, most employees have noticed the benefits of working from home and have negotiated with employers to either work from home part- time or full-time. Other employees have transferred to those companies that offer an 29 | P a g e

30 number of people working remotely to 20 million for most companies in the UK in 2021. Additionally, around 60 percent of employees worked from home. And at some point, 37 percent of the population worked remotely, bringing to a 10 percent increase from 2019. It shows that 31 percent of UK businesses reported that most of their employees worked remotely in 2021. This shows that 30 percent of the employees work remotely—just a slight decrease of 7 percent from 2021. psychology. Industria l and Organizational Psychology , 14 (1-2), pp.1-35. option of working remotely. Further, most industries have shifted to remote working as a way of satisfying the employees' demanding social environment needs, considering the individuals' age and health needs ( Rudolph et al., pp.1-35). ii). Professions that Involve Remote Working Some professions motivate remote work because they are conveniently handled using laptops and internet connections. This encourages and boosts remote working in businesses leading to rising cases of employees shifting and demanding to work in an environment outside of the office. However, there are those professions that are harder for employees to work from home conveniently. 30 | P a g e

31 Fig 1.4: Shows professions most and least likely to remote working Source: Brussevich, M., Dabla-Norris, M.E. and Khalid, S., 2020. Who will bear the brunt of lockdown policies? Evidence from tele-workability measures across countries . International Monetary Fund. Themes Findings Sources Discussion Notes Professions that require remote working The most likely professions that can work remotely include: Oakman, J., Kinsman, N., Stuckey, R., According to Oakman et al. (2020, pp.1-13), most white-collar professionals have a high demand 31 | P a g e

32 The professional occupants such as lawyers and accountants are 69 % likely to work remotely, followed closely by managers, directors, and senior officials at a chance of 67 %. The administrative and secretarial posts take 63 % possibility of working remotely. On the other hand, professions that are least likely to work remotely include: The skilled tradesperson, salespersons and customer services, carers and leisure employees at a possibility of 15% to 19% and the lowest being plant and machine operators at a chance of 5%. Notably, about 81 percent of professionals at various Graham, M., and Weale, V., 2020. A rapid review of mental and physical health effects of working at home: how do we optimize health?. BMC Public Health , 20 (1), pp.1-13. Foley, M., Oxenbridge, S., Cooper, R., and Baird, M., 2020. 'I'll never be one of the boys': Gender harassment of women working as pilots and automotive for workers likely to work from home sometimes a week. For instance, accountants and secretarial managers can work from their comfort homes because it needs a tap on the computer. Sometimes professionals like lawyers and directors need to meet with clients face to face outside of their offices, and if the need arises, they can hold virtual meetings online. Therefore, these professions encourage and motivate remote working leading to its rising concept. However, professionals such as tradespersons, carers, and customer care employees must be available in the office daily to satisfy the daily needs of large numbers of clients (Foley et al., 2020). 32 | P a g e

33 offices in UK businesses work from home at least once a week. tradespeople. Gender, Work & Organization . 2.2: Technology Advancement and Innovation i). Companies and Their Chances Of Remote Working Most businesses that function primarily through technology and virtual presence (telecommuting) encourage remote working of the employees. The figure below shows different types of industries and the chances of working remotely. Industry (Business) Chance of working remotely IT and communications 81% Health and Social Work 18% Transport 16 Accommodation and food services 8% Table: 1.0: Industries versus chances of remote working (also refer to Appendices A) Source: Belzunegui-Eraso, A. and Erro-Garcés, A., 2020. Teleworking in the Context of the Covid-19 Crisis. Sustainability , 12 (9), p.3662. Theme Findings Sources Discussion notes Businesses and their chances of remote working The employees working within information technology and communication recorded the highest chance of over 81% to work remotely in Fairweather, N.B., 2017. Surveillance in employment: The case of teleworking. In Computer Most companies related to IT and communications have the highest chances of employees working remotely compared to those with less need for 33 | P a g e

34 2021. On the other hand, some companies which need fewer computer applications such as accommodation and food services have a chance of 8%, transport with a case of 16% and health and social work with a chance of 18% of its employees working remotely. Ethics (pp. 381- 391). Routledge. computer technology (Fairweather, 2017, pp. 381-391). Therefore, advanced technology in companies has made it easier for workers to work remotely since they are available and can connect through telecommuting on various sites like Zoom. The workers can also upload their online progress platforms so that they can get easily assessed by the managers. IT and communication demanding industries consider it the quickest and most convenient working procedure. ii). Strategic Productivity And Motivation Remote working is a crucial business strategy in some businesses and occasionally where office visibility is unnecessary. Consequently, remote working is used as a business strategy, especially 34 | P a g e

35 before, during, and after the corona pandemic. The study by Great Place to Work on Fortune 500 employees found stable and increased productivity levels when remote employees are remotely based (Manuel and Herron, 2020). The figure below shows a two-year study by Great Place to Work that compares remote workers' productivity from March to August 2020 to the same period in 2019. Figure 1.5: A two-year study by Great place to Work® Source: Manuel, T. and Herron, T.L., 2020. An ethical perspective of business CSR and the COVID-19 pandemic. Society and Business Review . Theme Findings Sources Discussion Notes Business strategy and productivity The productivity in 2019 showed an Manuel, T. and Herron, T.L., 2020. According to Manuel and Herron (2020), 35 | P a g e

36 increase over time. The productivity of remote workers in 2020 is relatively higher than in 2019 in the months of march to August, respectively. The productivity was at its peak in mid- year 2020 and experienced slight fluctuations. An ethical perspective of business CSR and the COVID-19 pandemic. Society and Business Review . Kaushik, M. and Guleria, N., 2020. The impact of pandemic COVID-19 in the workplace. European Journal of Business and Management , 12 (15), pp.1-10. the productivity of remote workers has been increasing over time. Notably, the Covid-19 pandemic was highly experienced in 2019 and 2020. Remote working was used as a business strategy to keep industries and companies running and avoid losses (Kaushik and Guleria, 2020, pp.1- 10). Interestingly, remote working recorded a high productivity rate in businesses. Most companies held virtual meetings online using 36 | P a g e

37 technology and connected to their clients online; the production results were remarkably high. Hence, encouraging the rising concept of remote working. Additionally, the results of a graphics design survey from staff in DAI's offices in Lagos show that remote working has played a significant role in enhancing the productivity of many businesses. Therefore, used as one of the most upcoming business strategies. 37 | P a g e

38 Figure 1.6: Results from a survey of staff in DAI's offices in Lagos and Abuja by Damilola Praiseworthy. Source: Mbada, C.E., 2018. Effect Of Back Extensors Endurance Exercises On Physiological And Psychosocial Variables In Patients With Long-Term Mechanical Low-Back Pain (Doctoral Dissertation). Theme Findings Sources Discussion Notes Business strategy and productivity There is a 53% chance of remote working improving a company's Ernst, E., Merola, R. and Samaan, D., 2019. Economics of artificial intelligence: Mainly, remote working has contributed to an increase in 38 | P a g e

39 productivity. There is a 35.9% agreement that remote working will maintain the status of the business production rate. There is a slight possibility of 12.8% that remote working might lower productivity. Implications for the future of work. IZA Journal of Labor Policy , 9 (1). productivity to a certain extent. Consequently, the innovation of new technology in transacting and carrying out business office operations has made work light and increased working hours, leading to increased production (Ernst, Merola, and Samaan, 2019). 3.0: Summary of Presentation of the Findings A systematic review was most effective in answering the research objectives as it examines, explores, and dissects information on the rising concept of remote working and its implications in business and organizations. The key findings were motivation by some professions that highly require remote working and social environment at home or outside the office, leading to the increased number of remote workers. 39 | P a g e

40 Additionally, technology and innovation significantly contribute to remote working as most companies currently employ only remote workers or hybrid working (Galanti et al., 2021). Finally, remote working is viewed as a business strategy, especially where there is a high demand to consider employees' needs by the health or government regulation. This ensures that the business is running smoothly, can reach more clients, and expand its market coverage. 4.0: Analysis/Discussions 4.1: Motivation and Social environment I). The Trend Of The Population Working Remotely There is an increase in the population of remote workers yearly due to today's growing demand for flexibility and autonomy by workers. The millennials require a social and flexible environment in workplaces. In the UK, the proportion of people hybrid working has increased in 2022, with 30 percent of the workforce working remotely at least once a week ( Östberg, Hanssonand Sualehe, 2022). Additionally, it is noted that about 8% of UK workers did not enter the office in 2021; they were utterly working from home (Galanti et al., 2021). Most of these employees prefer working remotely to avoid pressure and harassment in the office by employers. Employees save time and transport costs while working remotely. Remoting working provides the safest social environment for workers with health, disabilities, and age issues. Consequently, stress-free employees and their needs and freedom respected are more productive than those in the office (Aczel et al., 2021). The employees save time while working remotely and work for more hours. Further, most businesses also influence remote working by adopting the rising concept. Moreover, there are predictions that by 2025 there will be more remote workers, about 36.2 million in the USA (Rajan et al., 2021, pp.1966-1975). 40 | P a g e

41 Ultimately, there is a continued rise of remote workers, and employers should implement proper strategies to minimize business disadvantages. ii). Remotely Working Professions Most international business professions may require remote work, for instance, a lawyer, manager, accountant, or director. Remote working contributes to the most conducive environment, especially when distractions from the noise of passing vehicles and movements at work are not required (Matarazzo et al., 2018, pp.577-593). Additionally, clients may need to meet the professionals out of the business offices, rendering them remote workers (Nash et al., 2018, pp. 207-217). Most of these professions also prefer to work remotely due to security issues. Therefore, remote working provides a conducive environment where they can save time and deliver in their jobs. According to Brown, J.S., and Duguid (2017), the professionals can work on both paperwork and a computer, provided junior office workers give regular updates. The nature of flexible work at home and social environment has brought the high of remote-based work for job seekers. Consequently, this motivated the concept of remote working, leading to its rise in present and future situations. 4.2: Technology and Innovation i). Remote Working Companies Most industries have implemented to use of high tech in their operations and coordination of staff members. The high technology has eased the employee's jobs, and they can now carry out their duties conveniently out of the office. Employers and managers can also cut the cost of expenses on rental offices and purchasing office equipment tools (Hartley, 2017). Employers can 41 | P a g e

42 increase their savings from various business expenditures compared to when all employees are in the office. Most employers and companies can save up to $ 11,000 per employee in overhead costs per year when their employees are working remotely (Peck, 2017, pp.316-47). On the other hand, the regular person can save up to $6,000 working half the time in a hybrid role and save up to $12,000 per year by working remotely full-time (Ferreira et al., 2020). Therefore, remote- performing companies have given both the company and the employees a golden chance, increasing the demand for remote work. ii). Strategic Business Operation Most companies have incorporated technology in remote working as a strategy for increasing production. The managers can hold virtual meetings online and easily share business software and databases with many employees (Orenga-Roglá and Chalmeta, 2016, pp.1-17). Most businesses have also found it easier to pool the diversity of talents of employees through various employees. Consequently, business owners have a wider choice of staff in remote work. This provides a greater scope of finding a specialized and skilled team and therefore saving because no company-sponsored training is required. Remote working also benefits business owners as it minimizes relocation costs (Ahmed and Rehmani, 2017, pp.59-63). Therefore, business owners use the remote working concept as the most economical way of getting extra savings. Ultimately, this has contributed to the rising concept of remote working. 42 | P a g e

43 G. CONCLUSIONS AND RECOMMENDATIONS 1.0: Conclusions The current rate of remote workers in the industries is alarming. Most employees need to work remotely, and most adopted sectors and implemented a remote working schedule for their employees, yet the concept of remote working is still rising. Advanced technology has contributed significantly to remote working in industries today. Remote working motivates employees as most of them need a social environment where they can access and interact with their families more than working at offices every day. Remote working enables work-life balance for employees because it is more flexible. The employees feel motivated working from home or 43 | P a g e

44 any other place outside of the office. Consequently, the employees become more productive, especially when working in the most stable and social environment. Industry owners have also embraced the concept of remote working of their employees due to its increasing demand in the workforce market. Interestingly, remote working has become beneficial to employers because they are open to diverse talents from various workers across the country. Through remote working, employers and managers can save instead of renting offices and accommodating labor in an office environment. Therefore, employers have played a significant role in motivating the concept of remote working. Employees also have developed a greater interest in industries that offer remote working options to at least satisfy their needs. The limitations of this study involves using a vast secondary research source of information involving websites, books, journals and analysis reports on the concept of remote working in businesses to provide extensive and detailed information. For instance, international businesses reports explained the impacts of their remote workers to businesses hence increasing the working hours and productivity of companies. Further, there are numerous thoughts from various philosophers and researchers whose contributions contributed to extracting and availing of relevant information for the study. However, this investigation has a significant data limit on remote working progress data and business performance. As a result, the inaccessibility of some company information reduces the depth of the investigation. As a result, the study relied heavily on online factual explanations, posts, and ideas. 44 | P a g e

45 2.0: Recommendations Remote working requires a well-coordinated IT and communication integration with strong 5G internet connections. Consequently, this enables employees to have enough time consistent flow in their duties and conveniently avail themselves in need of virtual meetings. Remote working also requires the full support of workers by the employees in terms of the provision of necessary office equipment for different duties and tasks handled by employees. Additionally, remote working needs a mutual understanding between the employers and employees for the best benefit of the business industry. Ultimately, industry owners should categorically continue with strategic plans to thrive with the increasing concept of remote workers because there are projections that it will continue rising yearly. H. Reference List Abrams, R., Vandrevala, T., Samsi, K. and Manthorpe, J., 2019. The need for flexibility when negotiating professional boundaries in the context of home care, dementia and end of life. Ageing & Society , 39 (9), pp.1976-1995. Aczel, B., Kovacs, M., Van Der Lippe, T. and Szaszi, B., 2021. Researchers working from home: Benefits and challenges. PloS one , 16 (3), p.e0249127. 45 | P a g e

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56 Wiradendi Wolor, C., 2020. The importance of work-life balance on employee performance millennial generation in Indonesia. Journal of critical reviews . Wohlers, C. and Hertel, G., 2017. Choosing where to work at work–towards a theoretical model of benefits and risks of activity-based flexible offices. Ergonomics , 60 (4), pp.467-486. Woldoff, R.A. and Litchfield, R.C., 2021. Digital nomads: In search of freedom, community, and meaningful work in the new economy . Oxford University Press, USA. Wood, A.J., Graham, M., Lehdonvirta, V. and Hjorth, I., 2019. Good gig, bad gig: autonomy and algorithmic control in the global gig economy. Work, Employment and Society , 33 (1), pp.56-75. Xiao, S., 2021. Intimate Power. Chinese Families Upside Down: Intergenerational Dynamics and Neo-Familism in the Early 21st Century , p.143. Donthu, N. and Gustafsson, A., 2020. Effects of COVID-19 on business and research. Journal of business research , 117 , pp.284-289. Zheng, N., Wei, Y., Zhang, Y. and Yang, J., 2016. In search of strategic assets through cross- border merger and acquisitions: Evidence from Chinese multinational enterprises in developed economies. International Business Review , 25 (1), pp.177-186. APPENDICES APPENDIXES A (Various industries with chances of remote working) 56 | P a g e

57 4.75% 1.05% 93.73% 0.47% Chart Title Industry (Business) IT and communications Health and Social Work Transport Accommodation and food services 57 | P a g e

58 APPENDIX B (potential risks for remote working and hybrid working) 58 | P a g e

59 59 | P a g e