CHAPTER-1

INTRODUCTION

Work From Home (WFH) is a growing trend in today’s work environment, in which

employees can easily plug-in from just anywhere they are. A work from home policy is

nothing but an agreement between the employer and the employees who prefer to have the

work from home privileges. The policy defines the expectations, responsibilities, the

eligibility and the other work from home guidelines.

While some companies have a regular option of remote working, others take it up during

emergencies. Like, look at the current condition Corona virus has sparked a revolution in the

WFH scenario. As the terror of Covid-19 continues to spread, many employers have already

considered the home office set up quite seriously, to avoid reduced productivity. Top

companies like Google and Microsoft have arranged for enhanced teleconferencing tools to

make work from home more comfortable than ever.

Whatever be the circumstances, companies need a defined work from home policy to make it

work. The work from home policy can be tailored as per the company’s needs and

requirements. In the due course it can be modified according to the company’s specific

values.

Employees often struggle with finding a balance between their work lives and their personal

lives. Working from home helps makes this easier. Even something as the ability to do a load

of laundry in between answering emails (rather than having to wait until you get home) helps

ease the stress of managing home life with work. Working from home requires a lot of

discipline. Some employees operate better in a more structured environment, so they prefer

going to office rather than working from home.

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 NEED FOR THE STUDY

After the break out of pandemic situation that is covid-19 there is a revolution in the WFH

scenario. As the terror of Covid-19 continues to spread, many employers have already

considered the home office set up quite seriously. So, the employees are forced to carry out

work from home in this present situation. Hence a need is felt to carry out a study to know the

experiences of employees while doing work from home and especially from IT sector.

2
 SCOPE OF THE STUDY

The present study has been undertaken to examine the impacts of working from home (WFH)

during the COVID-19 pandemic regarding employee satisfaction, challenges, and

experiences among people working in IT sector and that to in Visakhapatnam region.

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 OBJECTIVES OF THE STUDY

 To study and understand about work from home by employees during pandemic situation.

 To know whether the employees are clear with objectives and policies of WFH.

 To know the opinion of employees on equipment, tools and online applications used during

WFH.

 To know the overall experiences of employees who are currently working from home in IT

sector during the pandemic.

 To analyse the data, list out the findings and draw suitable suggestions.

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 METHODOLOGY

Research methodology is the specific procedures or techniques used to identify, select,

process, and analyse information about a topic.

Primary Data:

Primary data is a type of data that is collected by researchers directly from main sources

through interviews, surveys, experiments, etc. Primary data are usually collected from the

source where the data originally originates from and are regarded as the best kind of data in

research.

This study has employed an exploratory research design and the primary data is collected via

an online survey using a set of a structured questionnaire. Convenience sampling technique

has been used to choose a sample of IT professionals working from home (WFH) during the

COVID-19 pandemic (n=165). Both sample selection and survey administration have been

done through social media messaging services owing to strict lockdown measures.

Secondary Data:

Secondary data is the data that is collected by someone other than the primary user.The study

has obtained secondary data from various articles published in journals, books, news media,

website etc.

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 LIMITATIONS

 Personal interaction with the respondents is a constrain due to pandemic situation.

 This study cannot be taken as base as it is limited to small sample size and only IT

employees.

 As the study is targeted to IT employees it took more time to locate them and circulate

the forms and get data.

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7
8
 CHAPTER-2

WORK FROM HOME: AN OVERVIEW

WFH is currently known as an alternative working to minimize the risk of COVID-19

infection. However, WFH is not new and has been brought to the attention of several schools

of thought for many years. The WFH concept was initially mentioned by Nilles (1988)1

dating back to 1973, known as “telecommuting” or “tele work” (Messenger and Gschwind

2016)2. WFH has been defined in various terms over the four decades, namely remote work,

flexible workplace, telework, telecommuting, e–working. These terms refer to the ability of

employees to work in flexible workplaces, especially at home, by using technology execute

work duties (Gajendran and Harrison 2007; Grant et al. 2019). Gajendran and Harrison

(2007)3 described telecommuting as “an alternative work arrangement in which employees

perform tasks elsewhere that are normally done in primary or central workplaces, for at least

some portion of their work schedule, using electronic media to interact with others inside and

outside the organization.

A recent study by Dingel and Neiman (2020) 4 uncovered that 37% of the job could be

completed at home during the COVID-19 pandemic in the U.S., such as Information

Technology, financial work, business management, professional and scientific services. Some

jobs, especially those related to healthcare, farming and hospitality cannot be performed at

home. Although the acceptance of WFH has increased worldwide, academics argue regarding

effects of work from home on employees along with its pros and cons.

 About effects of work from home on employees

 Advantages of work from home

 Disadvantages of work from home

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About effects of work from home on employees –

The ideology of working from home has spread up across the world, which has given a new

dimension of running an organization or any business at ease of the employees.

According to a recent study, work from home does not only benefit employees but also

increases the productivity, and also it saves money by many means and also decreases the

stress level of handling all level of care in the company.

Work from home open up a new range of possibilities for the way businesses can work and

structure themselves. With the outbreak of the corona virus (COVID-19) pandemic, home

working has given some employers the flexibility they need to continue their business

operations while prioritising staff and customer health and wellbeing as part of their public

health responsibility.

Prior to the coronavirus pandemic, working from home was on the increase as many
employers identified the benefits that it can bring to their business and the improved work-
life balance for their employees. Even if you don't think working from home would be
beneficial for your business, employees with 26 weeks service have a statutory right to
request flexible working arrangements such as home working and you, as an employer, have
to seriously consider such requests.

Advantages for employees working from home

With increasing numbers of employees working at home - or using home as a working base

for at least part of the week - it's clear there are a number of benefits for business and

employees, such as:

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 Flexibility and agility - home working enables more agility and flexibility in working

arrangements. With employees no longer tied to an office, they may be better placed

and more willing to work flexible hours such as earlier or later in the day or even at

weekends. This may help you meet certain business needs eg if you are trading with

customers residing in a different time zone.

 Improved employee retention - home working can help retain employees as the

flexibility of home working can help them meet childcare needs, reduce their

commute and enable them to fit their work around their personal life. Being allowed

to work from home, staff will also feel increased levels of trust from their employer,

which can contribute greatly to staff loyalty.

 Attract new talent - home working can be offered as an incentive to come and work

for you helping you to attract new talent to your business. Even just offering the

option to work from home will give you an advantage in the job market over

competitors that don't offer home working as an option to their staff.

 Increased productivity - due to fewer interruptions, this would normally occur in an

office environment. By contrast, working from home allows for a quieter environment

that can facilitate more focused work. You may also find that employees will work

longer hours as they can also use their time saved from commuting to start work

earlier, later or both.

 Increased staff motivation - by working from home staff will feel more trusted by

their employer as the working relationship isn't as closely monitored and employees

are allowed a degree of autonomy to get on with their work. Staff will also be happier

developing a home working routine that suits them better and this can contribute

towards them feeling more motivated to give their best.

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 Improved staff health and wellbeing - working from home eliminates the need for a

commute to work that can be stressful to your employees. Time savings such as this

also enables staff to get extra health benefits such as additional sleep, spending more

time with family, exercising or preparing healthier meals

 Financial benefits - savings on office space, office supplies, utility bills and other

facilities. Staff may also be able to take advantage of the tax relief available from HM

Revenue & Customs (HMRC) for working from home - see claim tax relief for your

job expenses - working from home.

 Convenience - you may have staff that do a lot of visits to customer locations and are

therefore not regularly in the office. Allowing them to base themselves from home

may be more convenient and leads to further time and costs savings.

 Better work/life balance - working from home can help employees improve their

work-life balance e.g. staff that would have had to commute will now be able to use

that time for themselves giving the basis for a better work-life balance. Staffs is also

able to fit in household chores around their working day giving them more free time

in the evenings eg loading or unloading the dishwasher or preparing dinner on their

lunch break.

 Technology makes it easier - the internet has made it possible for staff to be

continually connected to the office. Tools such as Skype have made communication

between colleagues and teams much easier and at times can lead to more efficient and

effective meetings.

 Less sickness absences – staff are more likely to feel happier and more energised

working from home and therefore less chance of their immune system being

negatively impacted by burnout. Also the fact that employees are working in isolation

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 there is less chance of infections spreading as would be the case within an office

environment.

 Less need for regular holidays - working from home can feel like a break from the

office even though staff is still working. Working from home staff will feel more

energised and will be able to spend more time with their family and therefore will not

feel the need to take as much leave. However it is your duty as an employer to ensure

staff take their holidays - see know how much holiday to give your staff.

Disadvantages for employees working from home

Though there are some disadvantages to employees working at home, most of these relate to

those working from home for all, as opposed to part, of their working week:

 Working from home doesn't suit everyone - working from home might not be

suited to everyone's personality or ability. Some employees might prefer the routine

and structure that working in an office environment provides them. Some staff may

prefer personal interaction with colleagues and also find face-to-face guidance with

their manager extremely beneficial in helping them complete tasks and achieve their

goals. You also need to be mindful of employees with a disability. Working from

home may also not fit in with everyone's home-life eg some people may have young

children that may be unaware of boundaries and cause interruptions during the

working day.

 Staff feeling isolated - individuals working from home may feel a disconnect from

their colleagues and organisation as a whole that an office environment naturally

allows. To address this issue employer could ensure that communication is more

regular. So by scheduling quick catch-ups by phone or regular team meetings through

other technologies like Skype, staff is given more opportunity to feel involved and

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 part of the team. More informal and social catch-ups would also help counteract any

feelings of isolation.

 Difficulty monitoring performance - there could be difficulty managing home

workers and monitoring their performance. Different personalities may also respond

to monitoring with varying degrees of positivity. You could look at setting goals and

targets with workers that are easily measured so that if their targets aren't being met

you can identify and remedy any performance issues at an early stage. See managing

staff performance and effectively manage employees who work from home.

 Home distractions - although home working removes the distractions that may occur

in the office if a worker doesn't have a suitably quiet dedicated working space at home

they may get easily distracted by household noises or other members of their

household.

 Potential burnout - where an office provides a clear physical distinction between

work and home life, working at home can lead to staff forgetting to differentiate

between work-life and home-life. This may lead to employees finding it difficult to

know when to switch off from work leading to longer hours, increased stress and

inevitable burnout. Employers should encourage their staff to take regular breaks and

remind them of the importance to take their leave.

 Cost of working from home - initial costs of training and providing suitable

equipment such as laptops, mobile phones and other IT equipment. You will also have

to consider adaptations to meet health and safety standards.

 Problems with staff development - you may find that not having staff in close

physical proximity leads to difficulty in maintaining staff development and upgrading

skills. However you could encourage staff to take the opportunity to learn new skills

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 through online events and courses. To get started search for events on our Events

Finder.

 Information security risk - information security problems could be more likely to

occur when staff is working from home. There is increase risk with laptops being

taken home and the need for staff to access servers remotely. Employers should

ensure they put measures in place to protect company data by installing encryption

software and remote-wipe apps if mobile devices provided by you go missing. Virtual

private networks also encrypt your data and provide secure access to a remote

computer over the internet. This helps keep your files and data secure yet accessibility

to your staff. See IT security and risks.

 Negative impact on mental health - the switch to working from home may have a

negative impact on your worker’s mental health if they are unable to find a routine

that works for them, are struggling to separate work and home life or are feeling

isolated. To help you can encourage your employees to develop a working routine, set

up a dedicated work space and set boundaries for other household members. Create

more opportunities for staff to stay connected by communicating through regular

chats and team catch-ups. Eating healthily and taking regular exercise can also help

improve mental health especially when woven into a regular routine.

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 WORK FROM HOME IN INDIAN IT COMPANIES

 IT workers in India were also found to be the most in need to learn new skills such as

public cloud. A survey by Manage Engine, the IT management division of Zoho

Corporation, has found that 95% of Indian companies will retain the work from home

(WFH) model for the next 2 years.

 Even before many companies were forced to implement WFH in an unprepared

manner, others had some sort of experience before the pandemic. Service-based

companies especially the IT and Software firms such as Tata Consultancy Services

(TCS), Infosys, International Business Machines (IBM), and Cognizant etc. have

already used this measure since quite some time. However, they were not entertained

as a right or entitlement to the employee rather largely conceived as a privilege and

was granted under appropriate circumstances to employees whose job responsibilities

were suited for such an arrangement.

7 Indian Companies With Work From Home Facility For Employees:

 Larger corporations such as Google and Face book have publicly announced that

workers will be paid a $1000 subsidy for work from home until 2021. Uber has

revealed an allowance of $500 under their work from home policy. Similarly, for the

next two-four months, Indian businesses are likely to allow most of their employees to

continue to work from home.

 They are not prepared to let down their guard against COVID-19, even though office

lockdown curbs have been eased. Also, many companies with work from home feel

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 that the existing system works well enough and would not like to endanger the health

of their employees. Here some of the leading Indian companies with work from home

policy

Hike

Instant messaging app Hike recently announced that it has moved for the remainder of

2020 to a remote working model. It also announced that it will provide a compact

office chair and table to its employees at their home.

Tcs

Tata Consultancy Services (TCS) followed the new standard and in April became one

of the first big IT companies to announce work from home for its staff.  Also, the IT

company announced that it will have three-fourth of its total working force to work

from home, by the year 2025.

Infosys

IT giant Infosys announced permanent work from home for around 50% of its total

workforce. The IT service major is also looking for flexible work from home

model for its employees.

Unacademy

Unacademy, the Indian online education start-up expanded its remote work strategy

until January 2021. It is the first new-age organization to announce such a move.

Razorpay

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 The payment company offers a no-questions-asked allowance for its employees to

improve their internet access, setting up work stations, and other expenses for

working from home. It has also collaborated with Rentile on office furniture for their

employees.

IBM India

IBM aims to expand its emphasis on working from home. The organization has

agreed to make 75% of its employees work from home. In nearly half of its offices in

major cities in India, the tech firm plans to discontinue lease agreements.

Oyo

Hospitality major OYO also introduced measures directed at employee well-being

earlier this month. It stated that team leaders would ensure that teams only work

during mandated working hours, take personal time-outs, and make annual holidays

available. Oyo also provides its staff with a 50 percent discount for a 12-month

membership of cure.fit.

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 CHAPTER-3
DATA ANALYSIS AND INTERPRETATION

Q1. Age of the respondents

TABLE –1

S.NO Age No. Of Respondents Percentage

1 20 – 30 135 82%
2 31 - 40 18 10.6%
3 41 - 50 12 7.4%
4 51 - 60 0 0
5 61 above 0 0
TOTAL 165 100%

GRAPH – 1

Age Of The Respondents

41-50
8%
31-40
10%

20-30
82%

INTERPRETATION

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From the above table and graph, it is observed that out of 162 respondents 83% are aged
between 20 – 30 years, followed by 10% of respondents aged between 31 – 40 years and
remaining 8% are aged between 41-50 years.

Q2. Gender of the respondents

TABLE –2

S.NO GENDER NO. OF RESPONDENTS PERCENTAGE

1 MALE 91 56%
2 FEMALE 74 44%
TOTAL 165 100%

GRAPH –2

Gender

FEMALE
44%

MALE
56%

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INTERPRETATION

From the above table and graph, it is observed that out of 165 respondents 56% are male
followed by 44% of respondents are female.

Q3. Education of the respondents

TABLE –3

S.NO EDUCATION NO. OF RESPONDENTS PERCENTAGE

1 POST – GRADUATION 41 25%
2 GRADUATION 117 71%
3 INTERMEDIATE 2 1.2%
4 OTHERS 5 3%
TOTAL 165 100%

GRAPH – 3

EDUCATION OF THE RESPONDENTS

INTER OTHER
1% 3%

PG
25%

GRADUATION
71%

INTERPRETATION

21
From the above table and graph, it is observed that out of 165 respondents 25% are post
graduates, followed by 71% of respondents are graduates, whereas only 1.2% respondents
pursued intermediate and remaining 3% have opted for the option of other.

Q4. ANNUAL INCOME

TABLE –4

S.NO ANNUAL INCOME NO. OF RESPONDENTS PERCENTAGE

1 Below 2 Lakh 68 41%
2 2 Lakh - 4 Lakh 53 32%
3 Above4 lakh below 6 lakh 9 6%
4 6 Lakh and above 35 21%
TOTAL 165 100%

GRAPH –4

ANNUAL INCOME OF RESPONDENTS

above 6L
21%

below 2L
41%
4L - 6L
6%

2L - 4L
32%

INTERPRETATION

From the above table and graph, it is observed that out of 165 respondents 41% earn below 2
Lakhs, followed by 32% of respondents earn between 2 Lakhs to 4 Lakhs, 6% of the

22
respondents earn between 4 Lakhs to 6 Lakhs and remaining 21% respondents earn above 6
lakhs.

Q5. OCCUPATION:

TABLE-5

S.NO OCCUPATION NO. OF RESPONDENTS PERCENTAGE

1. SUPPORT EXECUTIVE 49 30%

2. SOFTWARE ENGINEER 47 29%
3. MANUAL TESTER 16 10%
4. TEAM LEAD 7 4%
5. OTHERS 46 27%
TOTAL 165 100%

GRAPH –5

OCCUPATION OF RESPONDENTS

27%
30%

4%

10%

29%

INTERPRETATION

From the above table and the graph, it is observed that out of 165 respondents 30% are
Support Executive, 29% are Software Engineer, 10% are Manual Tester, 4% are Team Lead

23
and 27% are the respondents working in another fields. This shows that more respondents
work as support executives.

Q6. How do you feel about working from home?

TABLE-6

S.NO PARTICULARS NO. OF RESPONDENTS PERCENTAGE

1. STRESSED 62 38%
2. RELAXED 61 37%
3. FOCUSED 27 16%
4. DISTURBED 15 9%
TOTAL 165 100%

GRAPH –6

opinion about wfh

14%

36%
15%

35%

INTERPREATATION

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From the above table and the graph, it is observed that out of 165 respondents who are
working from home of which ,38% of people are feeling stressed with the work, 37% of
people are feeling relaxed, 16% are focused and 15% of people are disturbed. From the table
we can know that more respondents are feeling stressed by doing work from home.

Q7. Is Work from Home policies clear?

TABLE-7

S.NO PARTICULARS NO.OF RESPONDENTS PERCENTAGE

1. YES 85 52%
2. PARTIALLY YES 57 34%
3. NO 23 14%
TOTAL 165 100%

GRAPH –7

knowledge on wFH policies

14%

52%

34%

INTERPRETATION

From the above table and the graph, it is observed that out of 165 respondents, 52% of
respondents say that work from home policies are clear, 34% of respondents says that their
policies are partially clear and 14% of respondents say their policies are not clear. From the

25
above data we can observe that majority of respondents say that their policies are clear even
when they are working from home.

Q8. Is your work objectives clear each day? Each week?

TABLE—8

S.NO PARTICULARS NO. OF RESPONDENTS PERCENTAGE

1 YES 106 64%

2 PARTIALLY YES 43 26%
3 NO 16 10%
TOTAL 165 100%

GRAPH—8

are work objectives clear

10%

26%

64%

INTERPRETATION

From the above table and the graph, it is observed that out of 165 respondents, 64% of
respondents say that their work objectives were clear, 26% of respondents says that their
objectives were partially clear and 10% of respondents say their objectives were clear. From
the above data we can observe that more than 50% of respondents say that their objectives
were clear even when they are working from home.

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Q9. How satisfied are you with the quality of online applications?

TABLE - 9

S.NO PARTICULARS NO.OF RESPONDENTS PERCENTAGE

1 VERY SATISFIED 18 11%
2 SATISFIED 70 42%
3 NEUTRAL 71 43%
4 DISSATISFIED 3 2%
5 VERY DISSATISFIED 3 2%
TOTAL 165 100%

GRAPH-9

Satisfaction about online applications

2% 2% 11%

43%

42%

INTERPRETATION

From the above table and graph, it is observed that out of 165 respondents 43% has expressed
that the quality of online applications is neutral, but 42% of respondents expressed that they
are satisfied and 11% are very much satisfied and only 2% of respondents are dissatisfied and
remaining 2% expressed that they are very dissatisfied about the quality of online
applications.

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Q10. What communication channels work best for you?

TABLE—10

S.NO PARTICULARS NO. OF RESPONDENTS PERCENTAGE

1 TELEPHONIC CALL 48 29%
2 VIDEO CALL 55 33%
3 E-MAIL 38 23%
4 TEXT MESSAGE 14 9%
5 OTHER 10 6%
TOTAL 165 100%

GRAPH—10

BEST communication channels

6%
9%
29%

23%

33%

INTERPRETATION

From the above table and the graph, it is observed that out of 165 respondents 33% of
respondents prefer telephonic call, 29% of respondents prefer video call, 23% of respondents
prefer email, 9% of respondents prefer text message and 6% of respondents prefer other. This
shows that most of the respondents opt for video call during their work.

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Q11. Is it easy to reach your teammates and team leaders when you need them?

TABLE-11

S.NO PARTICULARS NO. OF RESPONDENTS PERCENTAGE

1 YES 137 83%
2 NO 28 17%
TOTAL 165 100%

GRAPH-11

IS IT EASY TO REACH THEIR TEAM

INTERPRETATION

From the above table and graph,

it is observed that out of 165
respondents 83% opted that they
can reach their teammates and
team leaders and only 17% of
respondents have responded that they couldn’t reach with their team mates and team leaders
in time of need.

12Q. Do you have all the equipment and remote tools you need to complete your work?

TABLE-12

S.NO PARTICULARS NO.OF RESPONDENTS PERCENTAGE

29
 1. YES 137 83%
2. NO 28 17%
TOTAL 165 100%

GRAPH—12

Avalibility of equipments & remote tools

17%

83%

INTERPRETATION

From the above table and the graph, it is observed that out of 165 respondents, 83% of
respondents say that they have all the equipment and remote tools and only 17% of
respondents said that they don’t have all equipment and tools that are needed to complete the
work. From the above data we can observe that majority of respondents have the required
tools.

13Q. Can you stay focused during work?

TABLE-13

S.NO PARTICULARS NO.OF RESPONDANTS PERCENTAGE

1. YES 108 65%

2. NO 57 35%

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 TOTAL 165 100%

GRAPH—13

response for staying focused during work

35%

65%

INTERPRETATION

From the above table and the graph, it is observed that out of 165 respondents, 65% of
respondents say that they can stay focused during work whereas 35% of respondents feel that
they cannot stay focused. From the above data we can observe that some people are getting
disturbed while working.

14Q. Do you face network issues?

TABLE—14

S.NO PARTICULARS NO.OF RESPONDENTS PERCENTAGE

1. YES 54 33%
2. NO 13 8%
3. SOMETIMES 98 59%

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 TOTAL 165 100%

GRAPH—14

response for network issues

33%

59%

8%

INTERPRETATION

From the above table and the graph, it is observed that out of 165 respondents, 33% of
respondents say that they face network issues, 8% of respondents said that they don’t face
any network issues and 59% say that they face some net issues sometimes. From the above
data we can observe that more people have trouble with networks.

15Q. Can you manage your schedule and time?

TABLE--15

S.NO PARTICULARS NO.OF RESPONDENTS PERCENTAGE

1. YES 108 65%
2. NO 57 35%
TOTAL 165 100%

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GRAPH—15

RESPONSE FOR MANAGING TIME & SCHEDULE

35%

65%

INTERPRETATION

From the above table and the graph, it is observed that out of 165 respondents, 65% of
respondents say that they can manage their schedule and time, 35% of respondents says that
they could not manage their time.

16Q. Do you get regular intervals?

TABLE –16

S.NO PARTICULARS NO. OF RESPONDENTS PERCENTAGE

1 YES 68 41%
2 SOMETIMES 53 32%
3 NO 36 22%
4 MOST OF THE TIME 8 5%
TOTAL 165 100%

GRAPH –16

33
 RESPONSE FOR GETTING REGULAR INTERVALS

4%

21%

42%

33%

INTERPRETATION

From the above table and the graph, it is observed that out of 165 respondents 41% say that
they get regular intervals, followed by 32% of respondents say that sometimes they get
regular intervals, 21% of respondents say that they don’t get regular intervals, and 4% of
respondents said most of the time they get regular intervals.

Q17. Do you think Work From Home has brought a change in your routine day-to-day
timings?

TABLE—17

S.NO PARTICULARS NO.OF RESPONDENTS PERCENTAGE

1. YES 151 92%
2. NO 14 8%
TOTAL 165 100%

GRAPH –17

34
 RESPONSE ABOUT changes in ROUTINE due to work from home
8%

92%

INTERPRETATION

From the above table and the graph, it is observed that out of 165 respondents, 92% of the
respondents say that work from home has brought change in their routine day to day timings
and 8% of respondents say that work from home didn’t change their routine life.

Q18. Do you feel daily expenses have increased or decreased? (Travel expenses, Electricity
expenses, Bills etc)

TABLE—18

S.NO PARTICULARS NO.OF RESPONDENTS PERCENTAGE

1. DECREASED 71 43%
2. INCREASED 51 31%
3. NO CHNAGE 43 26%
TOTAL 165 100%

GRAPH –18

35
 RESPONSE FOR INCREASE & DECREASE OF EXPENSES

13%

40%

47%

INTERPRETATION

From the above table and the graph, it is observed that out of 165 respondents, 43% of
respondents feel their expenses have decreased but, 30% of respondents feel their expenses
have increased, and 26% of respondents feel no change in their expenses.

Q19. Do you get feedback on the progress of your work?

TABLE-19

S.NO PARTICULARS NO.OF RESPONDENTS PERCENTAGE

1. VERY OFTEN 131 79%
2. VERY RARE 34 21%
TOTAL 165 100%

GRAPH – 19

36
 RESPONSE ABOUT FEEDBACK ON WORK

21%

79%

INTERPRETATION

From the above table and the graph, it is observed that out of 165 respondents, 79% of
respondents get feedback on the progress of their work very often and 31% of respondents
get feedback on the progress of their work very rare.

Q20. Which environment do you prefer?

TABLE –20

S. NO PARTICULARS NO. OF RESPONDENTS PERCENTAGE

1 Work from office 101 61%
2 Work from home 64 39%
TOTAL 165 100%

ENVIRONMENT PREFERRED
GRAPH—20

39%

61% 37
INTERPRETATION

From the above table and chart, it is observed that out of 165 respondents 61.2% of
employees prefer work from office where as 38.8% of employees prefer work from home.

Q21. Do you fear about confidential data encryption by hackers?

TABLE -21

S. NO PARTICULARS NO. OF RESPONDENTS PERCENTAGE

1 Yes 44 27%
2 No 76 46%
3 May be 45 27%
TOTAL 165 100%

GRAPH—21

38
 RESPONSE ABOUT data ENCRYPTION

27% 27%

46%

INTERPRETATION

From the above table and chart, it is observed that out of 165 respondents 26.7% of
employees fear about confidential data encryption by hackers, where as 46.1% of employees
don’t feel that there would be threat from hackers. And the rest of employees feel that there
might be a confidential data encryption by hackers.

Q22. How well the team leaders are able to train the employees virtually?

TABLE—22

S.NO PARTICULARS NO. OF RESPONDENTS PERCENTAGE

1 Very well 52 32%
RESPONSE ABOUT virtual training
2 Moderate 93 56%
NOT UP-TO MARK
3 Not up-to mark 12%20 12%
TOTAL 165 100%
VERY WELL
31%

GRAPH—22

MODERATE
56%
39
INTERPRETATION

From the above table and chart, it is observed that out of 165 respondents 31.5% of
employees are satisfied with the training provided by the team leaders. 56.4% of employees
feel that the training provided by team leaders is moderate and 12.1% of employees felt that
the training is not up to the mark.

Q23. How regularly meetings are happening?

TABLE -23

S. NO PARTICULAR NO. OF RESPONDENTS PERCENTAGE

S
1 Daily 122 74%
2 Weekly 38 23%
3 Monthly 5 3%
TOTAL 165 100%
 

GRAPH-23

40
 RESPonse ABOUT meetings
3%

23%

74%

INTERPRETATION

From the above table and chart, it is observed that out of 165 respondents most of the
employees (i.e. 74% of employees) said that they are having regular meetings. 23% of
employees said that they are having weekly meetings and only 5 respondents said that they
are having monthly meetings.

SUMMARY

Work from home opportunities has been accelerated in recent times due to COVID -19 it has

a lot of effects on employees, both positive and negative. In a technologically gifted era such

as this, working from home (WFH) is now a reality. Work from home is able to associate

employees and make sure business operations continue a mid crisis like the COVID-19

epidemic.

41
Convenience sampling technique has been used to choose a sample of IT professionals

working from home (WFH) during the COVID-19 pandemic (n=165). Both sample selection

and survey administration have been done through social media messaging services owing to

strict lockdown measures.

The primary findings have shown that most of them are satisfied with their present working

from home (WFH) arrangement. More than half of the respondents have clarity on the work

from home policies. Majority of the respondents have found video call is the best

communication channel for day to day activities.

Moreover, most of them believe that their level of efficiency is lower while working from

home (WFH) rather than working at office.

There are a lot of distractions that arise while working from home, which ultimately leads

employees to work less effectively. Even though employees feel the training is good on

virtual platforms, they get stressed when the work load increases.

42
 FINDINGS

From the study it is observed that:

 Majority of the respondents (82%) are below 30 years of age and 56% of male and

44% of female.

 71% of the respondents are of graduates and 25% are post graduates.

 41% of the respondents are below the annual income of Rs.2 lakhs and 32% are

between Rs. 2 – Rs. 4 lakhs.

43
 30% of the respondents are Support Executives, 29% are Software Engineers, 10%

are Manual Tester, 4% are Team Lead and 27% are others.

 Respondents who found work from home relaxed and focused are 37% and 16%

respectively, who felt stressed and disturbed are 38% and 9% respectively.

 52% of the respondents have clarity on their Work from Home policies.

 64% of the respondents have clear objectives each day followed by 26% are partly

clear and others are not clear about the objectives of each day.

 11% of the respondents are very satisfied about the quality of the online applications.

 Majority of the respondents found video call is the best communication channel for

work and other channel like Emails, Telephonic, Text messages and others comes

next.

 Majority of the respondents found easy to reach their teammates and team leaders

whenever they needed.

 More than half of the respondents can stay focused during work without any

distractions but half of the respondents have network issues while working from

home.

 Majority of the respondents can manage their time and schedule.

 Only 41% of the respondents are getting regular intervals.

 Majority of the respondents had a change from their day-to-day timings. Some

respondents think that the daily expenses have decreased and other are increased.

 Most of the respondents are getting feedback for their work which helps to improve.

More than half of the respondents prefer work from office. Majority of the

respondents have believed that their data about the work is confidential.

 Respondents found that training of employees is well and moderate.

 Daily meetings will happen regularly is the response of the respondents.

44
 From the above responses we can find that many are positive about the work from

home.

45
 SUGGESTIONS

 Even though work from home and work from office have different affects. Everyone

should have needed skills, knowledge and be ready to work under any environment

and fulfil the given objectives by the company.

 Companies may train their employees perfectly to face any situations.

 Companies may provide necessary applications to employees.

46
 Companies may use proper communication tool for communicating day to day tasks

to their employees.

REFERENCES

1. Nilles, J. M. 1988. “Traffic Reduction by Telecommuting: A Status Review and

Selected Bibliography.” Transportation Research Part A: General 22 (4): 301–317.

doi:10.1016/0191- 2607(88)90008-8

47
2. Messenger, J. C., and L. Gschwind. 2016. “Three Generations of Telework: New

ICTs and the (r)Evolution from Home Office to Virtual Office.” New Technology,

Work and Employment 31 (3): 195–208. doi:10.1111/ntwe.12073.

3. Gajendran, R. S., and D. A. Harrison. 2007. “The Good, the Bad, and the Unknown

About Telecommuting: Meta-Analysis of Psychological Mediators and Individual

Consequences.” The Journal of Applied Psychology 92 (6): 1524–1541.

doi:10.1037/0021-9010.92.6.1524.

4. Dingel, J. I., and B. Neiman. 2020. “How Many Jobs Can Be Done at Home?” Journal

of Public Economics 189: 104235. doi:10.1016/j.jpubeco.2020.104235.

BIBLIOGRAPHY

 https://blog.vantagecircle.com/work-from-home/

 https://www.ilo.org/wcmsp5/groups/public/---ed_dialogue/---

act_emp/documents/newsitem/wcms_755686.pdf

48
  https://www.nibusinessinfo.co.uk/content/advantages-and-disadvantages-employees-

working-home

ANNEXURE

Q1. AGE

 20 – 30
 30 – 40
 40 – 50

49
  50 ABOVE

Q2. GENDER

 Male
 Female

Q3. Occupation

 Intern
 Faculty
 Non govt employee
 Govt employee

Q4. Annual Income

 Below 2,00,000
 Above 2,00,000 below 5,00,000
 Above 5,00,000

Q5. Are you currently working from home? Or previously worked from home?

 Currently working
 Previously worked
 Never worked

Q6. How do you feel about working from home?

 Stressed
 Relaxed
 Focused
 Disturbed

Q7. Is the work from home policies clear?

50
  Yes
 No
 Partially yes

Q8. Are your work objectives clear each day? Each week?

 Yes
 No
 Partially yes

Q9. How satisfied are you with the quality of online applications?

 Very satisfied
 Satisfied
 Neutral
 Dissatisfied
 Very dissatisfied

Q10. What communication channels work best for you?

 Telephonic call
 Video call
 Email
 Text message
 Other

Q11. Is it easy to reach your teammates and team leaders when you need them?

 Yes
 No

Q12. Do you have all the equipment and remote tools you need to complete your work?

 Yes
 No

Q13. Can you stay focused during work?

 Yes

51
  No

Q14. Do you face network issues?

 Yes
 No

Q15. Can you manage your schedule and time?

 Yes
 No

Q16. Do you get regular interviews?

 Yes
 No
 Sometimes
 Most of the time

Q17. Do you think WFH has bought a change in your routine day-to-day timings?

 Yes
 No

Q18. Do you feel daily expenses have increased or decreased?(Travel expenses, Electricity
expenses, Bills,etc)

 Increased
 Decreased
 No change

Q19. Do you get feedback on the progress of your work?

 Very often
 Very rare

52
Q20. Which environment do you prefer?
 Work from home
 Work from office

Q21. Do you fear about confidential data encryption by hackers?

 Yes
 No
 Maybe

Q22. How well the team leaders are able to train the employees virtually?

 Very well
 Moderate
 Not up-to mark

Q23. How regularly meetings are happening?

 Daily
 Weekly
 Monthly

53