Remote office refers to employees through the Internet、IoT、Cloud operations and other technologies，Use a third -party plug -in、Software、Website and other tools are realized at home、office office、Mobile office and other non -local office modes。During the global popularity period of the epidemic，Remote office becomes an important working mode of many countries。Adam Ozimek, chief economist of Economic Innovation Group, pointed out in "Future Labor Report 2021: How to change the company forever"，2021，More than 26%of the labor population in the United States will implement long -range office; by 2025，Americans who are expected to increase by 87%before the epidemic are expected to increase。In recent years，Remote office becomes organizational behavior、Human Machine Studies、Anthropology、Public Health Learning、Research hotspots in many disciplines such as law，Many scholars through theoretical models and the latest social survey data，Discuss the challenges facing employees when turning to remote office，How to make up for the shortcomings of traditional organization management and control frameworks，Looking forward to the new direction and method of future work research。

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No matter what kind of office mode is adopted，Maintaining stable production is important for social development。Researcher Anna Rudnicka and others in London University Interactive Center Researcher Anna Rudnicka and others said in "New Normal Work: A Dection and Reaction Framework of Understanding the New Work Model of the Future"，Working time can focus on work，Quickly out of work status after get off work，Employees maintain a balance between work and life，helps the organization to maintain high productive forces under the remote office mode。

But，In the early stage of the epidemic，Most remote office employees are difficult to adapt to the working environment、Communication habits、Time arrangement、Changes in office software and equipment。May 2020，Lutnica and others interviewed bet365 best casino games the British adult who had at least 3 days of remote office per week during the 347 epidemic period，Summarizing the factors affecting the normal work of employees。Environmental factors are important factors to reduce employee work efficiency: the ideal working environment is difficult to find; physical interference in remote office spaces，It is difficult to concentrate; the physical space of dividing work and personal life is lost，Can't easily transition to non -working state。other，Since no longer work with colleagues，Employees cannot enhance their understanding of colleagues through daily interaction，Managers cannot talk regularly with each subordinate，Garment work feedback。At the same time，The long -range office environment lacks standard office equipment and software，It will also reduce work efficiency。Employees with low self -discipline ability are difficult to plan the schedule of work and non -work。For example，They often disrupt the rhythm of work because of looking at family members、Extend working time。

Jenny Bronstein, director of the Department of Information Science, University of Bayland, Israel, and others in "Finding" Normal ": Finding meaning in the scene of healthy suffering"，"Normal" changes over time，It is a new significance that people find new in chaos，Important factors for restarting step -by -step life。In the field of remote office research，"New Normal" framework analysis helps scholars to further understand the changes in the nature of work during the epidemic，Analyze how employees prepare for the change of office mode change，Help organizations and individuals to better transition to a new working mode in the post -epidemic era。

Lutnica summarizes the process of searching for "normal" to find the "normal" process: waiting for the old normal of the office to return to the office，Establish a new normal office for remote office，Break the normal state again、Looking forward to the new form of office in the future。First，Employees have not received enough interpersonal support and technical training in the early stages of remote office，Therefore, there is a lack of resources and skills that improves the small environment of the small range。Facing strange work mode，Employees choose to deal with or avoid bet365 best casino games problems in front of you，instead of active planning to help improve the long -range office schedule and professional goals of work quality。At the same time，policies related to the prevention and control of the epidemic and office mode may also change at any time。Excessive uncertainty in the outside world makes employees in a marginal state that is exhausted in the spirit，I can only passively wait for the environment to turn well，Looking forward to returning to work "old normal"。Next，When some employees have passed the chaotic long -range office transition period，They started to take the initiative to collect information、Accumulate resources、Shorten the gap between the "old normal" and the remote office，Established "New Normal"。Researchers think，Key factor for promoting employees to improve work efficiency，Including support given by others、Organizational allocation of resources and channels for acquiring knowledge。Care from colleagues and employers (money and material subsidies、Written and oral daily greetings、Workload adjustment, etc.) not only reduces the psychological burden of employees alone in the face of the state of chaos during the transition，You can also encourage employees to repeat trial and error in the process of adapting to remote work、Accumulate experience。other，Employees can also browse and share remote work experience by themselves、Training and other methods of participating in the organization，Master the tools needed for remote office、Habit、Skills and strategies。These employees have not only successfully solved the problem of adaptation of the remote office mode，It also enhanced the control of the small exterior environment and time，thus entered a temporary stable "new normal"。

But，When the employee has more forward -looking changes in the external environment，They will no longer be at the time of temporary "new normal"，To prepare for future work form changes。Researchers said，As early as May 2020，British employees have already discussed how people in the epidemic era will re -adapt to the office environment、Organizational high -efficiency hybrid meeting, etc.。Some organizations also spontaneously set up a daily health check、Exchange a variety of contact methods、Share bet365 Play online games an informal regulations such as personal daily communication period，Not only respects the personal needs of employees，It also helps reduce the disturbance of productive forces in the form of work for future work。From the perspective of researchers，The above -mentioned expected behaviors mean that employees in the post -epidemic era will be switched back and forth in the state of "new normal" — to break the "normal" state again。

Lou Dinica said，Employees constantly adjust the work pressure caused by external changes，It is an invisible labor that has not yet been recognized。Society、The academic and organization needs to redefine the work at any time，Reflection of the relationship between labor and people，Explore a variety of future working forms and the role of technology in it，Actively seek well -being for employees。

　　Research New Model of Organization Control of Removal Work 

Rebecca Downes, a professor at the School of Management of the University of Victoria, New Zealand, put forward in "Remote Control: Attitude monitoring and informal control in distributed teams"，Organization control is the attention of the manager's guidance、Action process of motivating individuals to support organizational goals，is one of the key factors to maintain the production efficiency of the team。Since the epidemic，Many organizations use distributed team forms，That is, the employee is in different geography、Time、Culture and Organization Border，Use the Internet to communicate technology to assist in office。But，Scholars in the field of organizational control are still using a single -control model based on formal relationships and compulsory。In order to explore the new mode controlled by the Organization in the Era of the Extraction，Downs and others through semi -structured interviews and weekly forms，Investigating 34 people from European and American management from 6 different industries。Research Discovery，Efficient remote team management needs to rely on asynchronous collaborative tools to achieve attitude monitoring of subordinates，to strengthen the clan control of the organization，Make up for the shortcomings of traditional organizations to control academic frameworks。

Traditional scholars think，Monitoring is a necessary condition for organizational control，bet365 best casino games Employees' behavior and output must be measured uniformly，Such as attendance and performance。Downs and others pointed out，Behavioral control requires managers actively observe and participate in employees' office status，For example，Interacting with employees，to cultivate trust between superiors。But，Remote office mode restricts the observation of employee behavior，Added employees to "selectively communicate、Hide and Manipulating Information "risk。In this case，Donith discovered，clan control brought more reliable information to managers。clan control is a mode that enterprises control the employees，Make sure that the goal of each employee maintains the organization、Value、Specifications and beliefs，Simultaneous preaching the spirit of mutually beneficial cooperation。The clan control is on the basis of enhancing the mutual trust of superiors，Create an environment where employees can freely share behaviors and ideas，strengthened the effectiveness of behavior control。

Downs also found，Attitude monitoring can effectively enhance clan control。If the manager cannot discover the employee's work attitude change in time，It is very likely that the overall work effectiveness of the organization is reduced。Psychologist Icek Ajzen believes，The behavior is determined by the intention。Intent to show how much efforts they are willing to put in to do it，The intention comes from attitude。Attitude is the motivation and pioneer of personal action。Downs said，Employees feedback their continuous efforts but cannot be seen through attitude，such as emotional labor。They can not be reflected through performance，It is also difficult to get guarantee through money incentive，But it affects the production efficiency of the organization。Concentration and personalization of attitude monitoring helps managers to recognize those silently paid in time，Special needs to meet the remote office mode。other，Managers can check the potential problems of employees through monitoring attitude，If the work relationship is fragmented、Stress accumulation、burnout, etc.，To avoid the organization of the organization falling into a negative working state。

other，Downs mentioned，Asynchronous collaborative bet365 Play online games tools can save more time to communicate with remote office employees for managers，Then strengthen attitude monitoring。Asynchronous collaboration tools are mainly email and online sharing platforms。Each employee can arrange sharing work progress according to your own schedule、Powering important events and opinions，Flexible grasp of the status of colleagues and projects。This can be seen，Asynchronous collaboration through greatly improves the visibility of employees' remote work progress，Improving the coordination of distributed team work，For managers, we can learn more about employees' "how to work" and "work experience" to win valuable time。

　　Development of forward -looking work research methods 

Professor Glorian Sorensen, a professor of social and behavioral science at the School of Public Health, Harvard University, believes，Work is an important factor in supporting social development，Provide employees with salary、Welfare Guarantee、Social resources and social adaptability，brings development opportunities and well -being for employees' families and communities。The epidemic shows，Prerequisites for employees to complete work，If behavioral habits、Work requirements、Psychological Status、Office mode and external environment changes, etc.，Both affect personal health and social welfare。Sauren said，Future related work structure、Academic research of organizational control and office mode，will be from society、Political and economic environment、Employment and labor mode and other macro angles departure，The relationship between the in -depth excavation work and public health and well -being。

Sauren and others in "Work、Safety、Future of Health and Welfare Research: A Frame of Guidance Concepts "，Looking forward to the future work research how Chinese scholars choose the research method、Methods of measurement of data, screening experimental objects, etc.。First，With the continuous expansion of the research perspective，Scholars can adopt a broader research method。For example，Formed Study、Preparation method、Study on observation of natural experiments and project assessment processes。Next，Scholars should make good use of the process evaluation，Bet365 lotto review Timely confirm the effectiveness of the intervention measures，Check the obstacles and problems in the experiment as soon as possible。Last，Scholars should also integrate the measurement economics、Measurement standards for multiple disciplines such as social network analysis，to grasp the complex relationship of work and health。With the continuous changes in the nature of the work and the office mode，Different productive forces assessment indicators adopted by the organization are also worthy of close attention。

Sauren said，Representatives of employees and organizational samples determine the universality of the research results。Work allocation、Population statistics and technology evolution determine the change trend of samples。For example，Organization reduction during the economic downturn may lead to a deviation in the sample，Effectiveness of influencing research inference。Organization merger、layoff、Personal flow and other similar factors，It may affect the long -term work performance of employees。Sauren Suggestion，Scholars must tailor research issues according to the organization's priority，Add research correlation，Energy of improving employees' participation。