쿠퍼 화목한 모닝 시즌13- 리모트 리더십
멀리서 일할 때 생기는 리더십의 변화를 살펴봅니다.
2021년에도 여전히 코로나와 함께 살아가는 상황입니다. 국민들의 절제, 정부의 노력, 백신 개발과 접종으로 업무과 경제는 최소의 희생을 치르면서 코로나19를 슬기롭게 극복하고 있습니다.
하지만, 인류의 진화와 우리가 일생을 살아온 경험과는 많이 다른 방식의 불편함이 해소되고 있는 것은 아닙니다. 대면의 최소화, 원격의 일상화는 삶, 관계, 일의 모든 영역에서 생소함과 불편함을 가져다 주었습니다.
이를 조금이라고 현명하게 대응하고 적응하는 방법을 모닝에서 마련하였습니다. 쿠퍼 화목한 모닝에서 리모트 리더십 시리즈를 다음과 같이 엽니다.
쿠퍼 화목한 모닝 주제 안내
1회 2/16(화) - ELB, MLB (조력형 리더 행동과 관리형 리더 행동)
키워드 : 관계와 업무의 균형, 원격과 대면에서의 차이, 팀워크, 팀 응집성, 팀 긴장
주요 토론 질문 :
- 리모트 리더십을 어떻게 향상시킬 것인가?
- 논문에서 얻은 시사점은 무엇인가?
- 현장에서 시도해 볼 수 있는 것은 무엇인가?
<주제 논문>
위기가 가져온 디지털 전환에 리더십이 관전이다 : 코로나19 대유행 시기에서 서비스 종사자를 위한 효과적인 리더십 (Bartsch et al (2020) Leadership matters in crisis-induced digital transformation: how to lead service employees effectively during the COVID-19 pandemic)
<초록>
Purpose The COVID-19 pandemic has, besides the health concerns, caused an unprecedented social and economic crisis that has particularly hit service industries hard. Due to extensive safety measures, many service employees have to work remotely to keep service businesses running. With limited literature on leadership and virtual work in the service context, this paper aims to report on leadership effectiveness regarding employees' work performance in virtual settings brought on by the COVID-19 pandemic. Design/methodology/approach Drawing on the input–process–outcome (IPO) framework, this research investigates the effectiveness of leadership on service employees' work performance mediated by work-related tension, autonomy, and group cohesiveness. Furthermore, this study explores moderating effects of the service provider's digital maturity. To test the derived model, the authors collected survey data from 206 service employees who, due to the COVID-19 pandemic, unexpectedly had to transform to a virtual work environment. The authors analyzed the data using partial least squares structural equation modeling (PLS-SEM). Findings The results indicated that it took task- and relation-oriented leadership behavior to maintain service employees' work performance in a virtual environment during crisis situations. Further, results indicated mediating effects of service employees' individual job autonomy and team cohesiveness; surprisingly, work-related tension did not impact employees' work performance. Results offered service businesses guidance on how to effectively lead in times of crisis when service employees predominantly work in virtual environments. Originality/value This is the first empirical study to show how leadership affects service employees' work performance in a virtual work environment during crisis times. Thus, the study contributes to the scarce literature on the impact of leadership in service firms that have to operate in such a setting.
2회 2/18(목), 진화론적 리더십 (인간의 진화적 형질과 원격 상황의 불일치)
키워드 : 리더십의 진화론적 접근, 유전자, 원격 정황, 불일치
주요 토론 질문 :
- 리더십에 대한 유전적 영향이 리모트 워크에 어떻게 영향을 미치고 있나?
- 불일치를 해소하기 위한 리모트에서의 노력은 어떻게 이루어져야 할까?
- 리모트의 장점을 강화하는 방법은 무엇인가?
<주제 논문>
유전자에서 마음으로 그리고 문화까지 : 리더십에 대한 진화론적 접근
(Van Vugt & von Rueden (2020) From genes to minds to cultures- Evolutionary approaches to leadership)
<초록>
3회 2/23(화), 애자일팀 (리모트 상황에서의 애자일 운영)
키워드 : 애자일, 원격의 효율, 응집력, 온라인 도구, 일-가정의 경계
주요 토론 질문 :
- 리모트 애자일에서의 새로운 규칙은 무엇인가?
- 최선의 온라인 화이트 보드는 무엇인가?
- 시차적 업무 처리를 어떻게 도입할 것인가?
<주제 논문>
리모트로 뒤집힌 애자일팀 다시보기
Comella-Dorda et al (2020) Revisiting agile teams after an abrupt shift to remote
4회 2/25(목), 생산성 (여러가지 원격 기술이 생산성에 미치는 영향)
키워드 : 생산성, 원격 감시, 일-가정의 중복, 학력과 리모트
주요 토론 질문 :
- 감시와 신뢰의 선택 기준은 무엇인가?
- 구성원의 디지털 격차를 어떻게 해소할 것인가?
- 생산성과 관련하여 재택과 원격을 구분할 것인가?
<주제 논문>
대유행의 시대에서 웰빙과 생산성은 위한 산재한 소통 기술
SWAIN et al (2020) Social and Ubiquitous Technologies for Remote Worker Wellbeing and Productivity in a Post-Pandemic World
<초록>
In light of the ongoing COVID-19 pandemic, remote work styles have become the norm. However, these work settings introduce new intricacies in worker behaviors. The overlap between work and home can disrupt performance. The lack of social interaction can affect motivation. This elicits a need to implement novel methods to evaluate and enhance remote worker functioning. The potential to unobtrusively and automatically assess such workers can be fulfilled by social and ubiquitous technologies. This paper situates our recent work in the new context by extending our insights for increased remote interaction and online presence. We present implications for proactive assessment of remote workers by understanding day-level activities, coordination, role awareness, and organizational culture. Additionally, we discuss the ethics of privacy- preserving deployment, employer surveillance, and digital inequity. This paper aims to inspire pervasive technologies for the new future of work.
코로나19 위기의 가정에서 일어난 일은 무엇인가?
Bartik et al (2020) What Jobs are Being Done at Home During the COVID-19 Crisis? Evidence from Firm-Level Surveys
<초록>
The threat of COVID-19 has increased the health risks of going to an office or factory, leading more workers to do their jobs remotely. In this paper, we provide results from firm surveys on both small and large businesses on the prevalence and productivity of remote work, and expectations about the persistence of remote work once the COVID-19 crisis ends. We present four main findings. First, while overall levels of remote work are high, there is considerable variation across industries. The Dingel and Neiman (2020) measure of suitability for remote work does a remarkably good job of predicting the industry level patterns of remote work - highlighting the challenge of moving many industries to remote work. Second, remote work is much more common in industries with better educated and better paid workers. Third, in our larger survey, employers think that there has been less productivity loss from remote working in better educated and higher paid industries. Fourth, more than one-third of firms that had employees switch to remote work believe that remote work will remain more common at their company even after the COVID-19 crisis ends.
5회 3/2(화), 실험해봤어요. (원격으로 일하는 리더와 구성원 감시)
키워드 : 도덕적 해이, 감시의 결과
주요 토론 질문 :
- 감시의 방법을 어떻게 달리할 것인가?
- 무엇이 성과에 영향을 주는가?
- 리더의 불안감을 어떻게 해소할 것인가?
<주제 논문>
노출된 감시와 원격 업무
Jensen et al (2020) Conspicuous Monitoring and Remote Work
<초록>
Credible monitoring of remote workers presents unique challenges that may reduce the benefits of formal organization for their management. We consider whether increasing the salience of monitor productivity without changing incentive contracts or monitoring technology leads to changes in remote worker performance. Results from a field experiment run among multi- dimensional task workers in Kenya demonstrate that increasing the visibility of monitor activity improves performance on task dimensions not being directly paid for. Our evidence is consistent with the importance of conspicuous monitoring when managers and workers are not co-located.
6회 3/4(목), Quick Tips (바로 적용할 수 있는 작은 팁 모음)
Larson et al (2020) A Guide to Managing Your Newly Remote Workers HBR
Sull (2020) Five Ways Leaders Can Support Remote Work - MIT
'쿠퍼 화목한 모닝' 등록 사이트
