IMPACT OF WORK FROM HOME POLICIES ON EMPLOYEE PRODUCTIVITY AND JOB SATISFACTION

Abstract

The outbreak of the COVID-19 pandemic has probably forever changed the way the world works. In 2020, many employees were not able to report to their offices, and some of them for the first time. The world's workforce was divided into those for whom this was a transitional phase and those for whom it was now the norm.Many people in the world's workforce were initially transitioning, but then it became a way of life. This shift sparked a big legitimate inquiry: What is the extent to which workers could gain from working from home? To answer this question this major research project focuses on two aspects: Work happiness & Staff efficiency. They're both necessary for any organization. You need some folks who are productive and you need some folks who are content and motivated enough to show up. This study aims to investigate the positive and negative impacts of WFH on these two aspects. To help with this, I prepared a Google Form questionnaire, and sent it to 122 people from different industries and professions. Of those, 73 responded and after cleansing the data for erroneous or incomplete answers, I had 61 legitimate, acceptable responses. Focus, time management, communication, work-life balance, motivation, and general happiness with WFH were among the topics covered by the 15 questions on a five-point Likert scale. IBM SPSS was used to analyze the information. Descriptively, the average job satisfaction score was 3.31 and the average productivity score was 3.44 out of 5. Although not overwhelmingly so, both of these are above the middle, indicating that workers are usually in favor of WFH. It's interesting to see that productivity scored marginally higher than contentment, indicating that although people may believe they are completing their task, this is not a guarantee that they are entirely satisfied with their whole experience. WFH standards have a statistically significant impact on job fulfilment (R = 0.616, p < 0.001) as well as productivity (R = 0.636, p < 0.001), according to a standard regression analysis. The lack of an everyday commute, schedule flexibility, & improved work-life balance were found to be the most valued aspects of WFH. The main obstacles were feeling alone, having trouble keeping both private and professional lives apart, and having inadequate team interaction. The paper concludes with useful suggestions for both organizations and people, such as creating specialized workplaces and upholding scheduled routines, as well as investing in the right technology, establishing clear work boundaries, and revamping management of performance. The conclusion is straightforward: WFH can be very successful, but the two sides must put up commitment.