Remote Work and Controllers Motivation.
Authors
Ben Messaoud, Amir ; Gupta, Moumita Sen
Term
4. Term
Publication year
2021
Submitted on
2021-06-01
Abstract
Remote work expanded in Germany during COVID-19 and raised questions about employee motivation, especially for controllers who juggle multiple roles amid digitalization. This thesis examines how teleworking affects German controllers’ motivation and how negative effects can be mitigated, using a qualitative single-case study in a German automotive manufacturer. Eleven semi-structured interviews were thematically analyzed. The study finds that remote settings can frustrate core motives and needs—power, affiliation, achievement, security, and physiological—through loss of organizational culture and social contact, limited informal information flow, quality loss, blurred work–life boundaries, perceived outsourcing risk, poor assessment of interpersonal skills, and technical issues. To sustain motivation, the study points to incentives such as hybrid working arrangements that preserve informal interaction, people-management oriented leadership, regular feedback and open communication, autonomy, and financial rewards. The approach can be replicated in other contexts, though a single case and a thematic literature review limit generalizability.
Fjernarbejde blev udbredt i Tyskland under COVID-19 og har skabt nye spørgsmål om medarbejdermotivation – særligt for controllere, der balancerer flere roller i en digitaliseret hverdag. Denne afhandling undersøger, hvordan telearbejde påvirker tyske controlleres motivation, og hvordan negative effekter kan håndteres, via et kvalitativt enkelt casestudie hos en tysk bilproducent. 11 semistrukturerede interviews er analyseret tematisk. Studiet viser, at fjernarbejde kan frustrere centrale motiver og behov – magt-, tilknytnings-, præstations-, sikkerheds- og fysiologiske behov – gennem tab af organisationskultur og social kontakt, begrænset uformel informationsudveksling, kvalitetstab, uklar grænse mellem arbejde og privatliv, oplevet outsourcingrisiko, svag vurdering af interpersonelle kompetencer og tekniske problemer. For at fastholde motivation peger studiet på incitamenter som hybridarbejde, der bevarer uformel interaktion, en lederstil med fokus på people management, regelmæssig feedback og åben kommunikation, autonomi samt økonomiske belønninger. Tilgangen kan overføres til andre kontekster, men et enkelt casestudie og en tematisk litteraturgennemgang begrænser generaliserbarheden.
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