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Sample PhD Level Proposal 2:1 Business Management Proposal | PhDAssistance.com

Subject Area: Business Management / Organizational Behavior / Human Resource Management

Modified: 16 June 2025

Explore this high-quality PhD-level dissertation proposal, developed as a sample for prospective scholars. One of our expert writers has created this sample human resource management proposal that shows the quality standards of our writing. This paper delves into how emerging communication technologies are reshaping employee management practices to foster productive remote collaboration. Shared here as a reference, this work showcases the academic and research standards upheld by PhDAssistance.com. Review this sample to understand the depth and structure we provide in our dissertation support services. Take the next step toward academic excellence by placing your order today or exploring our Dissertation Proposal Writing Services.

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Utilization of New Communication Technologies and Evolving Employee Management Strategies for Effective Remote Collaboration

Table Of Content

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S. No

Contents

Page

1

Background

2

2

Problem Statement

3

3

Literature Review

4

4

Purpose of the Study

5

5

Research Aim

6

6

Research Objectives

6

7

Methodology

6

8

References

8

9

Plagiarism

11

Background

The world we are currently existing in is largely global wherein technology, particularly information and communication technology, is altering the manner through which businesses are known to create and seize value, the manner in which people work, where they work and the manner in which they communicate and interact with one another (Cascio & Montealegre, 2016). With the advent of the internet and the inherent modifications in communication technologies such as a switch from regular telephones to cell phones, personal digital assistants (PDAs), laptops etc., have conveniently altered how employees within an organization stay in touch with the organization even though they might not be physically present at the premises. The existence and availability new communication technologies have enabled work to be carried out with ease beyond the conventional office settings and aside of conventional working hours (Adkins & Premeaux, 2014). This new trend has been termed as remote working (RW) or tele-working.
If we look at existing trends, it has been reported that in the United States alone there were around 28 million remote workers (Virick et al., 2010). As a matter of fact, the number of remote workers witnessed a growth by more than 200 per cent between the period of 1992 and 2002. As far as current statistics are concerned, it has been reported that there has been a 159 per cent increment in individuals who have embraced the RW model between the period of 2005 to 2017. Also as compared to the past, jobs that are being carried out remotely are no longer restricted to customer service jobs but as a matter of fact, they also encompass sectors such as medical and health, IT, computers, finance and many more (Wu, 2020). In addition, it has also been estimated that on an average basis, virtual workers have been found to spend around 3 to 4 days executing RW (Virick et al., 2010). Though there have been objections to RW, it continues to be a very popular choice for organizations and is much preferred by employees too. It has been popular with organizations that are keen to offer autonomy and flexibility to employees. Considering that RW increasingly comprises of intricate management of mediated and interpersonal communication systems, it has turned out to be of substantial interest in the domain of interdisciplinary studies (Lohman, 2015).
It is certain that people’s needs and desires have changed a lot in recent years, also organizations that were previously not open to RW have currently or are presently embracing the RW model in the prevalent scenario. With the spread of COVID-19, organizations have been compelled to adopt RW as it allows them to avoid any loss in productivity while it also helps in preventing the spread of disease by restricting large gatherings. Avoiding gatherings and maintaining safe distance has had many positive effects, not only in reducing the spread of the disease but also in finding that distance work can have equally good results and will probably be the next modern model of working relationship between companies and employees.

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Problem Statement

In the present scenario when the world is grappling with the COVID-19 pandemic, organizations such as Twitter, Amazon and Microsoft along with several other leading conglomerates have been advocating and motivating employees to stay and home and adopt the RW model. On the whole across the globe, there has been an increased emphasis on RW. However, it is matter of concern whether organizations as well as individuals (employees) are geared to execute their work in a remote manner (Wu, 2020). In the present innovative age, and often in the context of the future of work, RW as a concept has been frequently envisioned as a scenario that is rather idealist in nature where it facilitates employees to realize a work-life balance. However, from a pragmatic point of view, there is still a need to explore RW and it various aspects in a detailed manner, to be thoroughly practiced largely over an extended period of time and has to be adopted on the whole by every member on the workforce of an organization. Nonetheless, in situations of pandemic such as the current COVID-19, presents the world with new problems for organizations that have not yet adopted or have not been open to adopting a RW model (Wu, 2020). This is simply because organizations are just not prepared to embrace this model. Their hesitancy to adopt this model would arise from doubts as to the effectiveness of the RW model. As a matter of fact, some time back there has been much public scrutiny on RW wherein certain Fortune 500 organization such as BestBuy opting to ban RW owing to their concerns about productivity (Pepitone, 2013).
Bloom and Berinato,(2014) have claimed that it has been asserted by critics that employees who engage in RW models do not actually execute work. The challenge here is a management with a conventional mindset that accords more emphasis and focus on control. Most managements are of the belief that employees need to be continuously monitored and have be closely viewed and supervised in order to ensure the expected levels of productivity is met. A clear example can be observed in the case of erstwhile CEO of Yahoo Marissa Mayer who arrived at a drastic decision to shift all its remote workers engaged in work-from-home to diverse facilities held by the organization (Smith, 2013). This decision was taken by the CEO on the belief that the conventional office setting presents tremendous scope for collaboration which is significant for organizational productivity and effectiveness. Several organizations and organizational heads hold the view that the model of RW tends to generally reduce the work output and overall quality of work. Prominent organizations such as Hewlett Packard and Google have also made an attempt to lower the work from home model of working (Pathak et al., 2015). While communication has certainly enhanced the way work is being carried out within organizations in the present day which is deemed to be most apt particularly in situations such as the current pandemic, a large number of organizations and individuals are not open to this model of RW due to issues in terms of overall effectiveness and productivity.

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Literature Review

Over the course of the past ten years, a tremendous interest has been created in terms of investigating the effects of RW owing to an huge increase in globalization and technology (Peek, 2020). Loubier,(2017) states that with the help of technology has now rendered the process of working from any corner of the world very easy, as long as it is linked with the internet. Also expectations in terms of highly flexible work environments have been on the rise which might make possibly make a positive impact on the employees’ level of job satisfaction, organizational productivity, work-life balance and turnover intention rates (Schall, 2019).
It has been stated by Watson-Manheim and Bélanger,(2007) that channels of communication are supposedly a clear area which needs to be extensively explored particularly with regards to personality and RW owing to the extensive range of options for communication available to remote workers. Utilization of new communication technologies in an effective manner has turned out to be of utmost significance to ensure efficiency and successful performance at work. This holds particularly true for remote workers who witness and experience tremendous increments in new technology and also observe a depreciation in the quantum of face-to-face communication as well as interactions (Larson & Gill, 2017). In addition, phone, e-mail, text messaging, as well as video calls are now known to play a vital role in developing an excellent peer relation amongst employees (Sias et al., 2012).
de Vries et al.,(2019) state that roots of RW can be traced to the 1970s and was known as telecommuting which was used to signify working away from office, mainly using telephone as a model of communication as an alternative for physical proximity. Later in the 1980s, the remote model of working continued to garner interest, particularly amongst employers, workers and communities (Handy & Mokhtarian, 1996). The 1990s witnessed an explosion of RW and as per recent reports it has been evidenced that RW has emerged as one of the most predominant grounds of flexibility programmes (WorldatWork, 2015), with the expectation that the model of RW would become more popular in the coming future (SHRM, 2014).
According to a review based research that was carried out by Singh et al., (2017), it was found that only around 7 per cent of employees were of the belief that they were more productive at their work when they were in a corporate environment, instead of their homes. At the same time 65 per cent of employees felt that they would be more productive in a RW environment. Another research executed by Onyemaechi et al.,(2018) found that with the developments in contemporary technology RW has enhanced the credibility facilitated by leveraging the potential of internet for voice mail, web-conferencing that has rendered work more easy. They also outline several advantages of RW wherein; in a RW setting the employee is at liberty to choose their own work timings as per their convenience and without any other distractions that occur in an office environment.

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Purpose of the Study

The purpose of this proposed study is to understand how organizations and employees have responded to remote work and how remote work is being accepted across the world. Considering the fact that there are arguments where organizations and employees alike have been presenting diverse views with regards to remote work, it becomes imperative to understand the actual perspective and arrive at a conclusion as to whether remote work is indeed beneficial or not. Moreover, keeping in mind the current pandemic that has spread across the world, the purpose of this study is also to understand whether this RW trend can help in maintaining distance amongst people which is actually the need of the hours. In view of these factors, this research aims to;

Research Aim

The aim of this research is to examine the level of preparedness by organisations and impact of new communication technologies in driving RW. To achieve the aim of this study, the following research objectives have been framed;

Research Objectives

  • To examine the level of preparedness by the organisations to effectively implement new workforce ecosystem
  • To investigate the effectiveness of communication technology in remote working.
  • To investigate the level of productivity in remote working at different levels of cadre/grades.
  • To develop a predictive model to understand the future of remote working.

    • Methodology

    Within any research study, research methodology forms the crux and is considered as the most important stage. The research methodology helps in determining the direction of the research (Blessing & Chakrabarti, 2009; Williams, 2011) explains research methodology as the holistic procedure that a researcher adopts while commencing a work of research. The primary objective of this research is to investigate the effectiveness of communication technology in RW and the level of productivity in RW, a quantitative study would be the most appropriate methodology to execute this study. It has been stated by (Creswell, 2012) that in order to obtain an overall picture of the research, only quantitative methodology will be of useful for the researcher. A quantitative research method involves quantifying and analysing variables in order to obtain results. It revolves around utilizing and evaluating numerical data with the help of particular statistical techniques to seek answers to questions such as who, what, how much, how many, when and how. This definition has been further amplified by Aliaga and Gunderson,(2003), who elucidates quantitative method of research as providing an explanation for a phenomenon or an issue by amassing data in a numerical format and evaluating it with the help of mathematical methods, statistics specifically. For this research a quantitative study with questionnaire will be adopted. A quantitative study uses questionnaires that are based on Likert scale and the questions for the study would be framed on the basis of the detailed literature review. The questionnaires will be distributed to both managers as well as employees and responses will be sought from them.

    References

    Adkins, C. & Premeaux, S. (2014). The Use of Communication Technology to Manage Work-Home Boundaries. Journal of Behavioral and Applied Management. [Online]. 15. pp. 82–100. Available from: https://www.researchgate.net/publication/281109554_The_Use_of_Communication_Technology_to_Manage_Work-Home_Boundaries.

    Aliaga, M. & Gunderson, B. (2003). Interactive Statistics. [Online]. Prentice Hall/Pearson Education. Available from: https://books.google.co.in/books?id=IX5GAAAAYAAJ.

    Blessing, L.T.M. & Chakrabarti, A. (2009). DRM, a Design Research Methodology. [Online]. London: Springer London. Available from: http://link.springer.com/10.1007/978-1-84882-587-1.

    Bloom, N. & Berinato, S. (2014). To raise productivity, let more employees work from home. [Online]. 2014. Today. Available from: https://www.povertyactionlab.org/sites/default/files/2014.03.21-Bloom-Today.pdf. [Accessed: 29 April 2020].

    Cascio, W.F. & Montealegre, R. (2016). How Technology Is Changing Work and Organizations. Annual Review of Organizational Psychology and Organizational Behavior. [Online]. 3 (1). pp. 349–375. Available from: http://www.annualreviews.org/doi/10.1146/annurev-orgpsych-041015-062352.

    Creswell, J.W. (2012). Educational Research: Planning, Conducting, and Evaluating Quantitative and Qualitative Research. Educational Research: Planning, Conducting, and Evaluating Quantitative and Qualitative Research. [Online]. Pearson. Available from: https://books.google.co.in/books?id=4PywcQAACAAJ.

    Handy, S.L. & Mokhtarian, P.L. (1996). The future of telecommuting. Futures. [Online]. 28 (3). pp. 227–240. Available from: https://linkinghub.elsevier.com/retrieve/pii/0016328796000031.

    Larson, G.S. & Gill, R. (2017). Organizations and Identity. Key Themes in Organizational Communication. [Online]. Wiley. Available from: https://books.google.co.in/books?id=LE0nDwAAQBAJ.

    Lohman, E. (2015). ‘ When [S] He is Working [S] He is Not at Home’: Challenging Assumptions About Remote Work. [Online]. Western University. Available from: https://ir.lib.uwo.ca/cgi/viewcontent.cgi?article=4463&context=etd.

    Loubier, A. (2017). Benefits Of Telecommuting For The Future Of Work. [Online]. 2017. Forbes. Available from: https://www.forbes.com/sites/andrealoubier/2017/07/20/benefits-of-telecommuting-for-the-future-of-work/#c9c636016c65. [Accessed: 29 April 2020].

    Onyemaechi, U., Chinyere, U.P. & Emmanuel, U. (2018). Impact of Telecommuting on Employees’ Performance. Journal of Economics and Management Sciences. [Online]. pp. p54. Available from: https://j.ideasspread.org/index.php/jems/article/view/209.

    Pathak, A.A., Bathini, D.R. & Kandathil, G.M. (2015). The ban on working from home makes sense for Yahoo. Human Resource Management International Digest. [Online]. 23 (3). pp. 12–14. Available from: https://www.emerald.com/insight/content/doi/10.1108/HRMID-03-2015-0052/full/html.

    Peek, S. (2020). Communication Technology and Inclusion Will Shape the Future of Remote Work. Business News daily. [Online]. 18 March. Available from: https://www.businessnewsdaily.com/8156-future-of-remote-work.html.

    Pepitone, J. (2013). Best Buy ends work-from-home program. CNN Business. [Online]. 5 March. Available from: https://money.cnn.com/2013/03/05/technology/best-buy-work-from-home/.

    Schall, M.A. (2019). The Relationship Between Remote Work and Job Satisfaction: The Mediating Roles of Perceived Autonomy, Work-Family Conflict, and Telecommuting Intensity. [Online]. San José State University. Available from: https://scholarworks.sjsu.edu/etd_theses/5017/.

    SHRM (2014). 2014 Workplace Flexibility – Overview of Flexible Work Arrangements. [Online]. 2014. SHRM. Available from: https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/pages/2014-workplace-flexibility-survey.aspx. [Accessed: 29 April 2020].

    Sias, P.M., Pedersen, H., Gallagher, E.B. & Kopaneva, I. (2012). Workplace Friendship in the Electronically Connected Organization. Human Communication Research. [Online]. 38 (3). pp. 253–279. Available from: https://academic.oup.com/hcr/article/38/3/253-279/4093665.

    Singh, R., Akshay Kumar, M. & Varghese, S.T. (2017). Impact of Working Remotely On Productivity and Professionalism. [Online]. 19 (5). pp. 2319–7668. Available from: www.iosrjournals.orgwww.iosrjournals.org.

    Smith, K. (2013). Here’s The Confidential Memo Yahoo Sent Employees About Working From Home. Business Insider. [Online]. Available from: https://www.businessinsider.in/tech/heres-the-confidential-memo-yahoo-sent-employees-about-working-from-home/articleshow/21324194.cms.

    Virick, M., DaSilva, N. & Arrington, K. (2010). Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: The role of performance outcome orientation and worker type. Human Relations. [Online]. 63 (1). pp. 137–154. Available from: http://journals.sagepub.com/doi/10.1177/0018726709349198.

    de Vries, H., Tummers, L. & Bekkers, V. (2019). The Benefits of Teleworking in the Public Sector: Reality or Rhetoric? Review of Public Personnel Administration. [Online]. 39 (4). pp. 570–593. Available from: http://journals.sagepub.com/doi/10.1177/0734371X18760124.

    Watson-Manheim & Bélanger (2007). Communication Media Repertoires: Dealing with the Multiplicity of Media Choices. MIS Quarterly. [Online]. 31 (2). pp. 267. Available from: https://www.jstor.org/stable/10.2307/25148791.

    Williams, C. (2011). Research Methods. Journal of Business & Economics Research (JBER). [Online]. 5 (3). Available from: https://clutejournals.com/index.php/JBER/article/view/2532.

    WorldatWork (2015). Trends in workplace flexibility. [Online]. Available from: https://www.voced.edu.au/content/ngv:77305.

    Wu, J. (2020). A Deep Dive Into Remote Work For Our Future Of Work. [Online]. 2020. Congnitive World. Available from: https://www.forbes.com/sites/cognitiveworld/2020/03/09/a-deep-dive-into-remote-work-for-our-future-of-work/#545c3d981843. [Accessed: 29 April 2020].

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