Mini Project Report
Presentation
Presented by Saikat Kamal Halder
4th Semester MBA-FT (CBCS)
2022-2024
Roll No.:60
2
Project Overview
Topic:-
Can Network Connectivity Boost the
Working Capacity by Benefitting Internet
Deprived Employees? A Case Study with
special reference to Assam
3
Introduction
• Work From Home- Money from Comfort
zone
• Relief from Employed Traditions
• WFH emergence in COVID-19 pandemic
• Concept Revitalized
• Standard in Employment Profiles
4
Rationale of the Study
• Case Study : Anomaly in Mainstream
• WFH distribution generalized
• WFH imposition immediate since COVID-19
• WFH needs certain components
• Why a standard if components not
guaranteed?
5
Problem Statement(s)
• Is Work from Home really effective in
increasing Working capacity of
Employees?
• What about the employees who want to
work from home efficiently but cannot do so
because of deprivation of one of its
components: the Internet?
6
Objectives
• To relate the concept of Working from
Home to potentially identify constraints
among the same which are prevalent but
acts none (like Glass-ceiling effect in
Management)
• To undergo the survey to capture detailed
insights on WFH and its perceived nature
among Human Resources
• To address disputes based on WFH, but
only till the scope of this project
7
Objectives(contd)
• To generalize the forging of the ideal
situation of ‘working in the comfort zone’
and identify its impact among working
individuals
• Most importantly, aware students who are
yet to step into employment, to undergo
employment related decisions wisely for the
country’s development
8
Research Methodology
Research Sampling Sample Research
Type Method Size Tool
Case Study Purposive 61 Questionnaire
(Gform)
9
Major Findings in the Project
• Working capacity increase Benefitted
Net highly required
• MCQ#2(Yes) AND MCQ#6(Yes) 243% of
Probable Reply(7 or 11.11% of 61)
• Total Optimistic RBQb(>=3 or
Optimistic)58/61(95% appx)
• MCQ#6(Yes) AND RBQb(Optimistic)42/61
(72.4% of 58{Total Optimistic})
• MCQ#2(Yes) AND MCQ#6(Yes) AND
RBQb(Optimistic) 24/27 {27 being Total
Attemptors of both #2 & #6 MCQs(Yes)}
10
Major Findings in the Project
(Procedure Followed with fig)
1 2 3 4 5 6
Yes 38 21 19 34 18 43
Response to
No 14 21 15 8 25 9
Maybe 9 19 27 19 18 9
MCQs #1 - #6
a b
1 2 2
2 6 1 Response to
3 24 17
RBQs #a & #b
4 17 19
5 12 22
11
Major Findings in the Project
(Procedure Followed with fig)
Considering MCQ#2 , MCQ#6 & RBQb
Basis: 2->6->b 61 2->6->b -ve 2->6->b +ve
2->6 Pessimist Optimist>=
<3 3
0 7 2 7 2 5
6->b
1 17 1 42 1 16
2 3 0 9 0 3
Probabl 7 Total component 3 58 3 24
eT based
27 Total whole 61 27
Compariso Remark
n
0 100 Expectational 4 12 8 19
1 242.85714 More than double 2 69 4 60
2 42.857143 below half 0 15 0 12
expectation
12
Other Findings in the Project
• 62.3% of the sample felt like Working from Home at
least once in their career
• 35% of the sample feels like WFH will increase
employee working capacity ;but nonetheless similar
amount of people (with a little deviation) ie. 34% feels
just the opposite; others are neutral about the idea
• WFH is mostly liked by people for the following aspects
in order of their standard maximite:
• Working with comfort
• Salary saved to some extent
• No transportation , and so on
• 64% of the sample prefer working for barely 8 hours and
25% want to work lesser than that.
13
Other Findings in the Project
(contd)
• Neutral rate was seen most while comparing WFH
and Office methods of Employment
• The dilemma of whether an employee can work for
more time still lies in nearly majority of the sample
(about 44.3%)
• 55.7% considers the culture of WFH to be future-
friendly
• Maximum (about 41%) of the sample stated that WFH
is no weaker than Official methods of employment in
the questionnaire
14
Conclusion
The conclusion is a transitive statement
related to the conceptualized fields of
statements chosen for research. It can be thus
noted as:
• Working capacity increase Benefitted…(i)
• Benefitted Net highly required in their
area …(ii)
From (i) and (ii),we can conclude:
• Working capacity increase Benefitted
Net highly required in their area
15
Acknowledgements
• Grateful to CMSDU for the opportunity to conduct the
research
• Ever thankful to Guide, Mr. Pransu Raj Kaushik, Asst.
Professor, CMSDU for being suggestive enough for action-
blueprint
• MS Office for keeping their products OPEN SOURCED
• Zotero for Literature Review Feature
• Eucalypt (Website: https://creativemarket.com/eucalypt)
duly acknowledged for letting me use their creational icons
16
Appendix
1. Questionnaire click here
2. Report click here
3. Datasheet(s) click here
17
References Used in the Project
• Dubey, A. D., & Tripathi, S. (2023). Analysing the Sentiments
towards Work-From-Home Experience during COVID-19
Pandemic. Journal of Innovation Management,
8.doi:10.24840/2183-0606_008.001_0003
• Aczel, B., Kovacs, M., Lippe, T. V., & Szaszi, B. (2021).
Researchers working from home: Benefits and challenges. (J. C.-
S. Cheung, Ed.) doi:10.1371/journal.pone.0249127
• Amrutrao, S. (2016). Critical Analysis of Positive and Negative
Impact of Work from Home on working professionals.
• Beauregard, A., Basile, K., & Canonico, E. (2013). Home is where
the work is: A new study of homeworking in Acas - and beyond.
• Bonacini, L., Gallo, G., & Scicchitano, S. (2021). Working from
home and income inequality: risks of a ‘new normal’ with COVID-
19. 34(1), 303-360. doi:10.1007/s00148-020-00800-7
• Chowdhury, M. (2021). Work from home- A new dimension and
the challenging role of HRM. 9(7).
• Dockery, A. M., & Bawa, S. (2014). IS WORKING FROM HOME
GOOD WORK OR BAD WORK? EVIDENCE FROM
AUSTRALIAN EMPLOYEES.
18
References Used in the Project
(contd)
• Garg, A. K., & Rijst, J. V. (2015). The benefits and pitfalls of
employees working from home: Study of a private company in
South Africa. doi:10.22495/cbv11i2art3
• R.Sridevi. (2021). A Study on the Impacts of Work From Home
Among IT Employees. Utkal Historical Research Journal.
• Stadtlander, L., Sickel, A., LaCivita, L., & Giles, M. (2017). Home
as Workplace: A Qualitative Case Study of Online Faculty Using
Photovoice. Journal of Educational Research and Practice.
doi:10.5590/JERAP.2017.07.1.04
• Tripathy, D. S., & Rohidas, D. B. (2021). WORK FROM HOME
WORK CULTURE: A NEW NORMAL AND ALTERNATIVE TO
TRADITIONAL WORK CULTURE.
• Working from home: research paper. (2021). Canberra, Australian
Capital Territory: Australian Government, Productivity
Commission.
Thanking You for the Patience
SAIKAT KAMAL HALDER 2022MF60
MBA-FT 2022-2024 CMSDU
Mail your concerns directly to:
[email protected] 19
