Arunima, Richa Nangia
firstname.lastname@example.org , Richa.email@example.com
Arunima1, Richa Nangia2
1Research Scholar, K.R Mangalam University, Sohna Rural, Haryana
2K.R Mangalam University, Sohna Rural, Haryana
Volume - 13,
Issue - 1,
Year - 2022
Covid-19 pandemic is both a global health crisis and a worldwide economic threat. The worldwide lockdown of businesses and industries that were implemented and mandated to curb the spread of the virus generated a wide array of unique and fundamental challenges for both employees and employers across the globe. At the individual level, the shutdown affected employees were turned overnight into two categories (a) “work frozm home” employees, (b) “essential” or “life-sustaining” workers (e.g., emergency room medical personnel and supermarket staff). A large number of managers are struggling with the effective management of people working from home since a year now due to Covid-19 pandemic. WFH is the new normal for all the companies and firms globally, this translating into many workers feeling dubious and micromanaged by their bosses. The result of such poor management and trust issues at this time –for workers, families, and the economy-suggest the urgent need to help develop managers’ skill in this area. However, simply telling managers to trust their employees is unlikely to be sufficient. Rather, they need to learn new skills of delegation and empowerment to provide their workers with greater autonomy over their work methods and the timing of their work, which in turn will promote work motivation, better healthy and well-being and performance. This paper aims to introduce this new skill set which organizations need to start at the highest level possible. Managers who struggle with leading remote teams often have excessively controlling and low-trusting bosses themselves. This paper also aims to suggest strategies that can help managers and support them in a way to manage their employees more effectively from a distance.
Cite this article:
Arunima, Richa Nangia. Work from Home (WFH) and Covid-19: Encountering Ethical issues in New Normal. Asian Journal of Management. 2022;13(1):94-100. doi: 10.52711/2321-5763.2022.00017
Arunima, Richa Nangia. Work from Home (WFH) and Covid-19: Encountering Ethical issues in New Normal. Asian Journal of Management. 2022;13(1):94-100. doi: 10.52711/2321-5763.2022.00017 Available on: https://ajmjournal.com/AbstractView.aspx?PID=2022-13-1-17
1. Askarian O.S, et al (2015). Role of career factors on marital satisfaction of nurses (Persian). Journal of Holistic Nursing and Midwifery; 25(4):102-9.
2. Budgeon, S. (2012). Third wave feminism and the politics of gender in late modernity. London: Palgrave Macmillan.
3. Baneian S, Parvin N, and Kazemian A. (2006). Marital satisfaction of women referring to health care centers in Brojen (Persian). Journal of Holistic Nursing and Midwifery; 16(1):1-5.
4. Carlson, M.W and Hans, J.D. (2017). Maximizing benefits and minimizing impacts: Dual-earner couples’ perceived division of household labor decision making process. Journal of Family Studies. 1-8.
5. Elacqua, T. C., Beehr, T. A., Hansen, C. P., and Webster, J. (2009). Managers’ beliefs about the glass ceiling: Interpersonal and organisational factors. Psychology of Women Quarterly, 33(3): 285–295.
6. Ghobadi K, and Dehghani M. (2011), Division of household labor, perceived justice fairness and marital satisfaction Persian, Journal of Family Research, 7(2):207-22.
7. Jacobs JA, and Gerson K. (2009), The time divide: Work, family, and gender inequality, The family and public policy. Cambridge: Harvard University Press.
8. Jackson J, Miller R, Oka M, and Henry R. (2014). Gender differences in marital satisfaction: A meta‐analysis.Journal of Marriage and Family. 76(1):105-29.
9. Kluwer, E,S (2010). From partnership to parenthood: A review of marital change across the transition to parenthood. Journal of Family Theory and Review, 2(2):105-25.
10. Khodakarami B, Masoumi SZ, Asadi R. (2017). The status and marital satisfaction factors in nulliparous pregnant females attending clinics in Asadabad city during years 2015 and 2016 (Persian). Scientific Journal of Hamadan Nursing and Midwifery Faculty Pg; 25(1):52-9.
11. Khezri Kh. Arjmand E. (2014). The comparison of marital satisfaction level of working and householder women and affecting factors on them in Izeh city (Persian), Journal of Iranian Social Development Studies, 6(4):97-105.
12. Kubricht BC, Miller R, Yang K, Harpe J, and Sandberg J. (2017). Division of household labor and marital satisfaction in China: Urban and rural comparisons Journal of Comparative Family Studies, 48(2):261-74.
13. Koenig, A. (2018). Comparing Prescriptive and Descriptive Gender Stereotypes About Children, Adults, and the Elderly Frontiers in Psychology, 9(1086)
14. Lavner JA, Karney BR, Williamson HC, and Bradbury TN (2017). Bidirectional associations between newlyweds’ marital satisfaction and marital problems over time Family Process, 56(4):869-82.
15. Maas MK, McDaniel BT, Feinberg ME, and Jones DE. (2018). Division of labor and multiple domains of sexual satisfaction among first time parents. Journal of Family Issues, 39(1):104-27.
16. Newkirk K, Perry Jenkins M, and Sayer A. (2017) Division of household and childcare labor and relationship conflict among low-income new parents. Journal of Sex Roles, 76(5):319-33.
17. Nagase N, and Brinton MC. (2017). The gender division of labor and second births: Labor market institutions and fertility in Japan. Demographic Research Journal, 36:339-70.
18. Oshio T. (2006). Division of Household Labor and Marital Satisfaction in China, Japan, and Korea, Kunitachi: Hitotsubashi University.
19. Perry Jenkins M, Goldberg WE, Pierce CP, and Sayer AG. (2007). Shift work, role overload, and the transition to parenthood. Journal of Marriage and Family, 69(1):123-38.
20. Shakeriyan, A. (2011). Personality role in prediction of marital adjustment (Persian). Journal of Kermanshah University of Medical Science, 16(1):16-22.
21. Soleymanian A. (2004) Investigating effect of unreasonable thought on marital unsatisfaction (Persian). Tehran: Tarbiat Moddares University.
22. R. Rapoport and R.N. Rapoport, (1969). The dual-career family, Human Relations, 22;3-30.
23. Toth, K. (2008). Division of domestic labor and marital satisfaction: A crosscultural analysis [PhD. dissertation]. Reno, Nevada: University of Nevada.
24. Wagheiy Y, and Miri M. (2010). A survey about effective factors on the marital satisfaction in employees of two Birjand universities (Persian).Journal of Birjand University of Medical Sciences, 16(4):43-50.
25. Baruch, Y. (2001). The status of research on teleworking and an agenda for future research. International Journal of Management Reviews, 3(2), 113-129;
26. Bussing, A. (1998). Teleworking and quality of life. In P. J. Jackson and J. M.Van Der Wielen (Eds.), Teleworking: International perspectives .
27. Routledge: London. Brooks, S. K., Webster, R. K., Smith, L. E., Woodland, L., Wessely, S., Greenberg, N., and Rubin, G. J. (2020). The psychological impact of quarantine and how to reduce it: Rapid review of the evidence. Lancet, 395, 912–920.
28. Bloom, N. (2014). Harvard Business Review: To Raise Productivity, Let More Employees Work from Home. Retrieved 03 March, 2016, from Mogilner, C., Whillans, A., and Norton, M. I. (2018). Time, money, and subjective wellbeing. In E. Diener, S. Oishi, and L. Tay (Eds.), Handbook of Well-Being. Noba Scholar Handbook series: Subjective well-being. DEF publishers.
29. Schroeder, J., Risen, J. L., Gino, F., and Norton, M. I. (2019). Handshaking promotes deal-making by signaling cooperative intent. Journal of Personality and Social Psychology, 116(5), 743-768.