COVID-19 rapidly spread over the world by the end of 2019 and the commencement of 2020. Therefore, organizations suddenly transitioned to fully digitalized virtual organizations that allowed for remote work from home. The workers connected to a remote computer site utilizing communication tools while working from home. A flexible work schedule necessitates modification. For a better work-life balance, employees spend time working from home. Therefore, the study aims to understand the opportunities and challenges associated with remote work. In addition, it focuses on exploring the factors that influence the work-life balance in remote work and suggesting ways to maintain work-life balance in remote work.
TopIntroduction
The use of communication and information technology (ICT) in the 21st century, particularly smart phones and Internet technology, has allowed for the creation of virtual organizations that can operate autonomously and remotely from any location at any time. The “COVID-19” had quickly spread over the world by the end of 2019 and the beginning of 2020. Due to the COVID-19 epidemic created an unexplored space for remote work (Das & Mishra, 2016). Further numerous employees managed their duties and this promoted at-home learning at the same time (Rao et al., 2019). Consequently, organizations embrace a virtual organization that is fully digital and allows for remote working from home.
Moreover, businesses used remote work choices to bring and keep talent (Morgan 2014) and on the way to improve “work-life balance” for their employees (Prasada et al., 2020). Presenting flexible “work schedules” can signify a company's willingness to change in response to workers' requirements (Johari et al., 2018). Employees might also consider it as facilitating a greater connection linking themselves and workplace, which is a feature of positive work role adjustment (Muralidhar et al., 2020). In addition, now-a-days offices support remote work; being family-friendly alternative to improve “work-life balance” (Robertson et al., 2017). Thus, remote workers believe their companies are sympathetic towards their happiness (Danna and Landry 2011) and on the other hand remote work is supported by organizational leaders who recognize its importance in building the relationship between workforce and business.
Given that extreme contexts make it easier to get insight into “best and worst” circumstances, where presumptions may be questioned and common wisdom fails, the pandemic presents a fantastic chance to consider the following:
The pandemic's effects on work life balance and distant work offers a special opportunity to research a phenomenon that is difficult to observe (Songsangyos & Iamamporn, 2020). This study considered the academic publications on work-life balance and isolated work to provide answers to these concerns. The “remote working” which suggests employee the chance to work from home or nearby office may offer flexibility to work which ultimately raise employee morale, lower absenteeism and fatigue and improve the worker's quality of life (Arvanitis, 2005). To begin with, let's comprehend the meaning of “remote work” and “work-life balance”.
TopRemote Work
“The act of an employee working remotely, apart from the employer's main office, is known as remote work.” It includes a worker's home, common area, co-working area, or any other place other than the classic corporate workplace building could be considered such places. Remote work is becoming more common since it helps both employers and employees. The COVID-19 epidemic compelled many firms to immediately move from a conventional face-to-face work setting to a entirely “remote workforce”.
Distant working requires amalgamation of the proper technology, culture and processes which is intended to let virtual team to work effectively from anyplace. To have a thriving distant working requires a moving premise that individuals or teams will commonly work distantly. A constructive distant employee generally has the following traits: