In an increasingly globalized society managing remote work allows entrepreneurs to compete favorably and increase profit. Moreover, with the rapid development of information and electronic media, decentralized work has become much more comfortable, faster, and more efficient in response to the globalization of work processes. Dynamic environments have introduced virtual work teams that collaborate through communication technologies across geographical, temporal, cultural, and organizational boundaries to achieve a common goal in the results of their organizations. Remote working grows in popularity, but with it also increases the need of the organization to demand high performance from their members through their projects and activities. All over the world, statistics showed in 2019 a steep increase in the number of virtual workers. Both managers and companies face a high number of challenges to keep their employees satisfied and their “numbers” up. This article focuses on the emergence of Virtual Teams in Romania, primarily through the real necessity of remote workers. We highly discuss the advantages and disadvantages of working from home for Romanian Entrepreneurs, especially in the current pandemic state of the entire world.
The world we live in has countless organizations that are born, grow or disappear. The use of human resources is very common and essential for all types of organizations at all times. They ensure the survival and tryingness of the organization in today's dynamic business environment. The investment in human resources means not only the regular salary payments but also employees' personal and professional development in order to enhance their job skills and act responsibly when necessary. The traditional approach to human resources management implies only the costs for the job performed. The unique values of human resources imply both the ability of personal and professional development and the desire of self-improvement as standards of the modern world require. Work evaluation can have a negative impact and that happens when the manager considers the employee, as individual, accountable for bad job performance and does not take an account of the weak areas of performance evaluation and control.
Because the year 2020 has brought upon the whole world unprecedented changes to the global economy and especially to the world of work, analyzing the subject of teleworking will bring more value to the field. Therefore, this paper aims to analyze the general panorama of teleworking research worldwide by analyzing articles and papers published in trustful publishers such as the Web of Knowledge database and statistical data published by international agencies. We will identify the poles for teleworking research, such as countries, authors, and institutions and correlate them through descriptive statistics. We conclude that before the COVID-19 pandemic, teleworking could have been more well-analyzed because only a tiny fraction of the workforce was occasionally working from home. From March 2020, as the infections swept the globe, many countries instructed employers to close their operations, and therefore a new era began. The study uses a wide range of bibliometric indicators provided by WOS, which analyzes the main articles, authors, and institutions. Also, we used the VOS Viewer software to map the main trends in the research field.
A significant problem facing modern society, which directly and immediately affects, but also indirectly, the lives of individuals, groups, and community, in general, is the problem of communication. Today, communication is the primary dimension and value of our existence, becoming omnipresent, so that it is not even perceived as a distinct activity. Its role is to facilitate interaction between people, in the environment in which they evolve, through the content of issued and received messages to achieve certain goals and transmit particular meanings. Performance and satisfaction are interdependent and separate. Performance remains influenced by individual characteristics such as competence and overall perspicacity, organizational support related to technology and resources, and work effort. Good management of internal communication leads to eliminating differences in receiving any change, with positive effects on the efficiency, credibility, and public image of the institution. The degree of vulnerability of the organization is reflected both in the discursive manifestation at the individual level and especially on organizational performance. There is a need for constant review and continuous improvement of the way an organization measures its performance.
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