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.

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

6. Field/Sector of Employees

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.

18. Thank You