ISSN: 2222-6990
Open access
The coronavirus pandemic has interrupted labor markets, triggering massive and instant series of experimentations with flexible work arrangements, and new relationships to centralized working environments. These new arrangements, especially flexible work arrangements, have challenged traditional relationships with employees and employers, work time and working hours, the work–life balance (WLB), and the relationship of individuals to work. It’s obvious that reliance on technology creates basic communication challenges. Many of us had to overcome technological difficulties when we first transitioned to fully remote work back in March 2020, but the transition to hybrid working can be rocky, too. All collaborative work involves coordination, but working in hybrid teams presents significantly more coordination challenges than working face to face. The demanding situations of connection aren't restrained by problems with technological communication and logistical coordination. There’s also the even bigger hassle of social connections, and the way they may be endangered or misplaced absolutely when operating remotely. Two varieties of creativity are endangered by hybrid work. Perhaps the most obvious one is collective creativity: humans can brainstorm via zoom, however programmed instances and codecs for producing thoughts can also well not prove as fruitful as the more fluid conversations, sidebars, and surprising matters which could show up whilst we kick thoughts around with others or work intensively on fixing a problem collectively. In the initial days and months of working remotely, corporations had been relieved at how productive and engaged their employees regarded to nevertheless be. There’s no reason to think the challenges will go away anytime soon. In fact, if they’re not proactively recognized and managed, they’re likely to get worse rather than better. This paper argues that although hybrid and remote working would be more popular in the post-pandemic for nonmanual work, it will not be “one size fits all” solution.
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In-Text Citation: (Hassan et al., 2022)
To Cite this Article: Hassan, A. F., Karim, A. M., & Hameed, J. (2022). Hybrid Model for Remote Work Practice in the Post Pandemic Era: Prospects and Challenges. International Journal of Academic Research in Business and Social Sciences, 12(12), 1920 – 1926.
Copyright: © 2022 The Author(s)
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