Editing Remote work (section)

===Challenges to team building; focus on the individual===
In traditional office environments, communication and relationship-building among employees and supervisors often occur naturally through day-to-day interactions. In remote work settings, maintaining these relationships typically requires more deliberate effort, particularly for new employees who need to learn organizational norms and practices while working remotely.<ref>{{Cite book | url=https://books.google.com/books?id=CbuCDwAAQBAJ | last=Harpelund | first=Christian |title=Onboarding: Getting New Hires off to a Flying Start | publisher=[[Emerald Group Publishing]] | date=January 21, 2019| isbn=978-1-78769-583-2 }}</ref>

Job characteristics such as skill variety, task identity, and task significance contribute to employees' perceptions of the meaningfulness of their work.<ref name="Hackman1976"/> Skill variety refers to the range of activities and skills required to complete a job, with greater skill variety associated with increased job challenge and a stronger sense of meaningfulness and engagement.<ref name="Oldham 2005">[[Greg Oldham|Oldham, G. R.]], & Hackman, J. R. (2005). How job characteristics theory happened. In The Oxford handbook of management theory: The process of theory development, 151-170.</ref><ref name="Hackman1976"/> Remote work does not necessarily change the skill variety or perceived meaningfulness of tasks compared to in-office work; however, opportunities for skill development may differ based on whether work is structured individually or collaboratively. Tasks focused primarily on individual work may offer fewer chances to apply a wide range of skills compared to teamwork-based activities.<ref name="Shamir">{{cite journal | doi=10.5465/amr.1985.4278957 | title=Work-At-Home and the Quality of Working Life | year=1985 | last1=Shamir | first1=Boas | last2=Salomon | first2=Ilan | journal=[[Academy of Management Review]] | volume=10 | issue=3 | pages=455–464 | jstor=258127 }}</ref>

Task identity is defined as the extent to which an individual can complete an entire piece of work or identify with a complete project, rather than contributing only a small part. Task significance refers to the degree to which work has a substantial impact on others within or outside the organization.<ref name="Hackman1976"/><ref name="Shamir"/> While remote work may not inherently alter these job characteristics, their presence remains important in shaping remote workers' attitudes and work outcomes.

According to [[Vivek Murthy]] in his book ''Together: The Healing Power of Human Connection in a Sometimes Lonely World'', face-to-face meetings, in-person collaboration, and brief informal interactions in the workplace contribute to a [[Belongingness|sense of belonging]] and community among workers.<ref name=downside>{{Cite magazine| url=https://www.fastcompany.com/90700878/remote-work-has-a-downside-heres-why-i-want-to-go-back-to-the-office | title=Remote work has a downside. Here's why I want to go back to the office | first=Mark C. | last=Crowley | magazine=[[Fast Company]] | date=November 30, 2021|access-date=April 23, 2023}}</ref><ref>{{Cite book | url=https://books.google.com/books?id=bXtFzwEACAAJ | title=Together: The Healing Power of Human Connection in a Sometimes Lonely World | first=Vivek | last=Murthy | date=April 11, 2023 | author-link=Vivek Murthy | publisher=[[HarperCollins]]| isbn=9780062913302 }}</ref>