Volume 2 - 2024 | https://doi.org/10.3389/forgp.2024.1499248
This article is part of the Research TopicImpact of Remote Work on Individual and Organizational Performance ConstructsView all 4 articles
Introduction: Leadership in organizations is facing important challenges related to technological and social developments
The widespread use of teleworking and remote work requires organizations to identify and develop leadership competencies adapted to this work context
This structured literature review explores empirical evidence on theleadership competencies that facilitate telework and how they contribute to achieving high levels of performance in teleworkers
Methods: We analyzed 22 quantitative and 15 qualitative empirical articles (2000–2024) following PRISMA guidelines
We selected only research that concentrates on specific leadership competencies
Results: The review shows that competencies oriented to decrease operational and social distance at work are positively related to individual and team task performance in organizations
There is some evidence of the relationship of those competencies with other dimensions of performance such as innovative performance or OCB
Leaders' digital communication emerges as the foremost competency
and media usage have been found as intervening mechanisms
Moderators such as teleworkers' self-management and geographical distance have been identified
Discussion: Substantial gaps in the literature were identified
including the lack of longitudinal studies
limited research on contextual/adaptive performance
and lack of attention to adapting leadership competencies to digital settings
The findings provide guidelines for leadership training and development interventions tailored to telework
considering that traditional leadership competencies may need adaptation for telework and consider specific issues in this context
Systematic review registration: https://www.crd.york.ac.uk/prospero/display_record.php?ID=CRD42023473498
Telework refers to work performed regularly outside the employers' location, at least once weekly, excluding business travel, mobile work across multiple sites, or client offices (Nakrošiene et al., 2019). It includes remote and hybrid setups, where employees alternate between working from home and the organizations' headquarters in varying proportions. In fact, as Vartiainen and Vanharanta (2024) state
the concept of hybridity refers to a temporal dimension that fluctuates between telework and on-site work
This could be challenging for performance indicators beyond task performance that could be especially relevant for nowadays organizations
such as innovative or contextual behaviors
leadership focus is set in its contribution to the reduction of virtual distance
there is still no consensus about the empirical relationship between specific leadership competencies and performance in telework
our study focuses on the need to identify and understand effective leadership competencies that are related to performance in telework
RQ1: What leadership competencies are most relevant for performance in telework arrangements
Identifying the mechanisms through which leaders influence performance in telework settings is also crucial to better understand how leadership contributes to performance in these types of work arrangements
and team member attributes can significantly affect how leadership competencies influence performance outcomes
it is important to address and understand both the mechanisms and boundary conditions enabling or hindering leaders from demonstrating effective leadership in telework
This leads to our second research question:
What mechanisms and boundary conditions intervene in the relationship between leadership competencies and performance in telework
this study will contribute to the field by thematically analyzing the leadership competencies and components contributing to performance in telework contexts at both levels by exploring and analyzing the competencies presented in the literature
Finally, this analysis will provide an initial understanding of effective telework leadership competencies applicable to teams and organizations in telework arrangements. As a result, for HR managers and practitioners, it could serve as a starting point for determining implications for future telework leadership training interventions, helping to build thriving and solid businesses and organizations (Di Fabio and Peiró, 2018)
the three main objectives of this research are:
Identifying relevant leadership competencies for promoting performance in telework
considering different operationalizations of the construct (dimensions and level of analysis)
Analyze the mechanisms and contextual factors that might affect those relationships
Propose general guidelines and recommendations for future leadership development interventions tailored to the telework context
To answer the research questions, we analyzed empirical research from January 2000 to June 2024, following PRISMA guidelines for systematic reviews (see Figure 1)
We systematically reviewed empirical studies on Scopus
encompassing quantitative and qualitative methods published in English
Inclusion of studies according to PRISMA Guidelines
Search terms combined the different variables regarding the study: concepts of phenomenon (e.g.
we focused on peer-reviewed empirical research on real-world teleworking populations related to organizational psychology and HRM
we excluded research that has not been carried out on teleworkers or teleworking contexts (students' samples were excluded) and research that does not address leadership as an independent or antecedent variable
We also excluded studies that did not directly examine specific leadership competencies (for example
studies that address leadership models such as LMX and transformational leadership)
The database search yielded 1,307 initial results
we left 92 articles for full-text review by two subject matter experts
Fifty-five articles were excluded for not meeting methodological criteria or lacking dependent variables related to performance
A total of 37 articles were reviewed in full
as telework is considered a continuum that can include on-site working days
research on hybrid arrangements was also included
Two experts confirmed consistency in applying the selection criteria
A systematic assessment of publication bias was undertaken using an ad-hoc scale developed for this literature review, using guidelines from Acosta et al. (2020)
This scale evaluated: (1) the comprehensiveness of the literature search strategy
including sources searched and search terms used; (2) the inclusion of significant findings; (3) the adequate sample (teleworkers and leaders from real organizations); and (4) the quality of the document
This scale was created to provide an indicator of publication bias tailored to the parameters and scope of this review
This assessment provided an additional lens for readers to gauge the objectivity and perspective of the review critically
Each article was coded according to methodology, leadership framework, analysis level, sample characteristics, sample size, leadership variables, and outcome variables. According to the SLR method (Rocco et al., 2023)
similar behaviors were thematically grouped to derive a final set of leadership competencies related to individual or team performance
The systematic review results are presented in two sections
we describe the reviewed literature regarding theoretical and methodological approaches
we address the research questions regarding the relationships between leadership and performance in telework
We found 22 quantitative, 15 qualitative, and one mixed-method study. Details are shown in Table 1 for quantiative studies and in Table 2 for qualitative studies
Quantitative papers analyzing the relationship between leadership for telework and performance indicators (22)
Qualitative papers analyzing the relationship between leadership for telework and performance indicators (15)
Most reviewed articles (25) were published within the last decade, with 15 published within the past 5 years (see Figure 2)
Most papers were published in 2020 and 2022
coinciding with the beginning and end of the COVID-19 pandemic
Composition of the sample of articles reviewed related to year of publication
most studies focused on the service sector and tech/finance workers
most studies were conducted in the United States (14)
A few studies were conducted in other regions: Costa Rica (Latin America)
In quantitative studies, most of the data outcomes were gathered from the formal leaders' subordinates/followers (20 studies), except for Thomas and Bostrom (2011) who gathered data from leaders
8 studies collected information exclusively from leaders
while 5 studies included both leaders and team members
Regarding sociodemographic characteristics of the samples
sex of respondents is reported (28) but primarily to describe the sample
12 studies had predominantly female samples
and 8 had relatively balanced gender distributions
typically as a mean ranging from 21 to 48 years old
Only three articles include sex and age as a control variable
no articles were found that explicitly considered adaptive performance or counterproductive work behavior in the context of telework leadership
No studies were found examining organizational-level performance outcomes in telework contexts
Most of the studies using quantitative data (22) were correlational (20), except for two experimental studies (Ernst et al., 2022; Swain, 2018). Moreover, most of the correlational studies used a cross-sectional design (19), except for two studies that used a panel design (Lautsch et al., 2009; Hill and Bartol, 2016) and a diary (weekly) study (Hodzic et al., 2023)
In general terms, the samples were composed of remote workers, but five studies included both remote and non-remote workers (Challagalla et al., 2000; Ernst et al., 2022; Lautsch et al., 2009; Solís, 2017; Staples, 2001)
most of them (11) used individual semi-structured interviews
while two employed case study methodology and two combined interviews with questionnaires
As indicated in the descriptive part of the results
research has analyzed several performance indicators in relation to leadership competencies in telework
we have grouped the results into two types: competencies aimed to reduce operational distance and competencies aimed to reduce affinity (or relationship) distance
Considerable research addresses the relationship between competencies directed to reduce operational distance and performance in telework (12 of 22 quantitative studies and 9 of 15 qualitative studies)
Most of the research considers task performance as an outcome
were positively related to team project outcomes in virtual settings by fostering trust and cooperation
and adaptative performance) under different conditions of supervisory monitoring behaviors (high and low control)
He found a direct negative relationship between supervisor control and two performance indicators: task performance
in terms of adaptative and contextual performance
teleworkers under low supervisor control showed significantly higher individual adaptative and contextual performance than non-teleworkers
No differences between both groups of teleworkers were observed for task performance
These findings suggest that leadership monitoring and control effectiveness may differ between traditional and telework contexts and for different dimensions of performance
Seven quantiative studies explored the relationship between leaders' task-focused communication and task performance. Vǎtǎmǎnescu et al. (2022) found that leadership communication effectiveness—characterized by successful multi-channel information exchange
and empathetic relationship building—positively influenced team task performance
Newman et al. (2020) also established that leaders who deliberately increased communication frequency and fostered information exchange among team members achieved higher team task effectiveness (as perceived by members); nevertheless
the degree to which virtual team members perceived their leader to be an effective communicator was not related to an objective measure
Replicating this finding at the individual level, Staples (2001) also found that frequent communication from the leader is positively correlated with trust in the leader, which is also correlated positively with individual perception of overall productivity. Nevertheless, Lautsch et al. (2009) found no correlation between supervisor communication frequency and task performance rated by the supervisor itself
empathic communication of leaders and perceived justice were positively correlated with trust in leaders and commitment to the team
which also were positively correlated with individual organizational citizenship behavior (OCB)
hard measures of performance and leaders' rating of individual performance were not related to task-focused communication (mainly frequency)
and nor verbal and non-verbal charismatic leadership tactics
a richer measure of communication that considers other aspects such as multi-channel use has been shown to be positively related to perceptual measures of team performance
workers addressed the need to boost synchronous communications between the leader and collaborators instead of asynchronous communications such as emails or chats
The interviewed leaders indicated that synchronous communications are better for requesting information and favoring the flow of messages through virtual media
para verbal nuances in calls) also helps to improve the leader-team member exchange
so leaders must be aware of the corresponding communicational cues and semiotics at each moment of connection with their teleworkers
the reviewed literature shows empirical evidence for the importance of competencies oriented to reduce operational distance
in promoting individual and team performance in telework settings
and the need to better understand the specific components of those characteristics that foster performance
the review shows that research is mostly focused on team-level task performance
impairing our knowledge about the relationship between leadership and important aspects of individual and team performance such as innovation or contextual performance
Twenty out of the 37 studies examined the relevance of affinity or relationship-oriented leadership for performance during telework (13 quantitative
indicated the need to establish and maintain trust using communication technology
ensuring that diversity is understood and appreciated
enhancing the visibility of virtual members' contributions
and enabling individual members to benefit from the team
which in turn was found to be related to team overall performance
When supervisor social support was higher the relationship between amount of telework and knowledge sharing was positive
while when supervisor social support was lower the relationship was negative
Regarding individual performance, Haines et al. (2002) found that supervisor support for telecommuting was positively related to individual overall performance. Haines et al. (2002) highlighted the importance influence of those leadership competencies for teleworkers' performance because they provide the type of social and emotional resources employees need to adapt and perform in dynamic environments
found that family-supportive supervisor behaviors aimed to requirement of separation between work and family reduced individual helping behaviors in telecommuters
and fostering experiment with new ideas- was positively and significantly related to individual task performance
In line with the quantitative results, qualitative research also highlights the importance of empowering and providing autonomy in teleworking. In Hoegl and Muethel's (2016) research
and workers concluded that leaders who monopolize decision-making authority and provide insufficient autonomy for team members diminish virtual team performance
Finally, Salvoni et al. (2024) found that when employees perceived their managers as having strong stress management competencies
they reported better overall job performance
These competencies describe the following behaviors: (a) being respectful and responsible
(b) managing and communicating existing and future work (which reported the strongest relationship)
(c) reasoning and managing difficult situations
and (d) managing the individual within the team
the findings underscore the importance of relationship-oriented leadership competencies
for fostering performance in remote work environments
Most of empirical evidence is focused on task performance at the team and individual level
Three team mechanisms were found to mediate the relationship between leadership behaviors and team performance during telework (4 studies)
They all refer to team processes expected to enable or facilitate team performance
First, 1 study found that the relationship between leadership competencies and team performance was mediated by interpersonal trust within teams. Concretely, Kashive et al. (2022) found that team members' interpersonal trust mediated the relationship between internal leadership roles (monitor
and facilitator behaviors) and overall team performance
contributed to enhance team creativity and success
only a limited number of studies (5) explored and found support for 5 mechanisms mediating the relationship between leadership competencies and individual performance in remote work
strengthening leader-employee relationship quality
They also studied other two mechanisms through which family-supportive leadership communication enhances employee creativity in work-from-home contexts designed to promote work-life balance: (a) Cultivating positive emotional states among employees and (b) Facilitating work-life enrichment (WLE)
where positive experiences transfer between professional and personal domains
Karani and Mehta (2022) also established that psychological contract fulfillment—defined as employees' perception that their employer will honor commitments
leading to reciprocal positive attitudes and behaviors—mediates the relationship between supervisor support and innovative behaviors in virtual work settings
Finally, Bartsch et al. (2020) identified employee autonomy as a critical mediator between relationship-oriented leadership and perceived individual performance in remote settings
We could not find much research investigating potential moderators of the relationship between leadership and performance during telework. Only two studies addresed moderators: First, the research developed by Haines et al. (2002) analyzed how subordinate's self-management orientations (the ability to discipline their own performance and manage time) could be moderating the relationship between supportive behaviors of leaders and telecommuters' behaviors
they found that for telecommuters with higher self-management skills (more autonomous
with higher capability to self-organize and self-direct)
supportive behaviors of leaders were more strongly associated with their individual performance
Hill and Bartol (2016) analyzed specific features of telework and showed that team geographical dispersion (as computed index point of the geographical distance between team members) strengthened the positive relationship between empowering team leadership and team virtual collaboration
was related to individual task performance
Empowering leadership was more strongly related to team performance through virtual collaboration when team members were more geographically dispersed
Regarding qualitative studies, Hoegl and Muethel (2016) noted that teleworkers with a better fit with the job (job fit) reported more benefits from leadership actions, especially when their technical, digital, and self-leadership competencies are adequate for their roles. The qualitative research by Poulsen and Ipsen (2017) also supports this idea
it is important to assign the appropriate tasks to each collaborator according to the competencies they have developed the most
Qualitative research also has suggested some possible moderators of these relationships. As indicated previously, some researchers have highlighted that the stage of development of teams could influence the importance of leadership competencies such as trust building (Cripe and Burleigh, 2022; Maduka et al., 2018; Malhotra et al., 2007; Newman et al., 2020; Pauleen, 2003)
in the initial stages of development of the relationship or when team members visibility is needed this competency could have a stronger effect on results
this area of research needs to be further developed
This systematic review aimed to (a) identify key leadership competencies fostering performance in telework
(b) identify mechanisms and moderators influencing those relationships
and (c) provide suggestions for leadership competencies that should be addressed in leadership development programs considering telework
Our review shows empirical evidence that leadership competencies aimed at reducing operational and affinity distance (Lojeski and Reilly, 2020) are associated with higher levels of individual and team performance in telework settings
we have identified five key leadership competencies crucial for fostering performance in telework contexts
Firstly, task-focused communication emerges in multiple studies (8 quantitative and 9 qualitative) emphasizing the importance of frequent, effective, and high-quality interaction between leaders and team members. In-depth, task-oriented communication related to clarifying information, providing guidelines, and requesting feedback, has been linked mainly to team task performance (e.g., Newman et al., 2020; Vǎtǎmǎnescu et al., 2022)
Secondly, goal management appears in seven studies. Delineating objectives and expectations emerge as a key leadership competency for enabling team performance (i.e., Kashive et al., 2022). Also, behaviors aimed to provide clear goals and expectations and monitor progress (Al-Ani et al., 2011) enable teleworkers to effectively self-manage and achieve better performance
Third, leaders' social support, the ability to provide individualized concern and assistance to teleworkers through virtual media, emerges as a fundamental competency in six studies. Quantitative evidence demonstrates its significant effect on individual task and contextual performance (Hodzic et al., 2023; Karani and Mehta, 2022; Lee and Kim, 2022)
A fourth competence is trust-building, which also appears in six studies. It was reported significant relationships between leaders' trust-building competencies and various performance indicators (Kashive et al., 2022; Thomas and Bostrom, 2011), with qualitative research emphasizing its particular importance during team formation stages (Maduka et al., 2018)
Finally, a fifth competence is empowerment, which appears in four studies, regarding leaders' capability to grant autonomy, facilitate self-management, and promote collaboration among remote team members. This favors both team and individual performance (Hill and Bartol, 2016)
With awareness of the increased challenges inherent to virtual distance
successful telework leadership approaches can enrich the overall leadership theory
As organizations continue embracing hybrid and fully remote arrangements, there is a growing need to implement interventions tailored to the needs of these work designs, including developing and training digitalized leadership competencies (Peiró and Martínez-Tur, 2022)
Our review highlighted key leadership competencies that drive better performance in telework settings
we propose that leadership development programs should structure these competencies in the following way:
a) Competencies for reducing operational distance in telework:
• Remote goal management: Promoting leaders' frequent task delegation and goal setting using digital tools, favoring teleworkers' self-organization and non-invasive monitoring. This also involves training behaviors and media usage to convey objectives and expected results to workers quickly and assertively, as Challagalla et al. (2000) and Wakefield et al. (2008) stated
• Teleworkers' empowerment: This involves allowing workers to manage their agenda, be autonomous, arrange their tasks when working remotely, and collaborate freely with other members through virtual media by conveying autonomy and flexibility in how and when they complete tasks. As research has pointed out, this can improve both self-confidence and work-life balance (Hoegl and Muethel, 2016)
b) Competencies for reducing relational distance in telework:
• Digital trust-building as a base condition: promoting virtual environments where workers can trust their leaders and team members (Malhotra et al., 2007), focusing on highlighting reliability on compromise achievement, openness, and psychological safety when interacting with digital tools, addressing disagreements or critical issues. This can enable the positive effects of leadership on performance (Kashive et al., 2022)
Fostering these competencies represents an initial step toward a telework leadership development model for teams and organizations in today's rapidly evolving people management context (Arora and Suri, 2020; Bondarouk and Brewster, 2016; Gohoungodji et al., 2022)
These interventions should aim to increase leaders' awareness of the new challenges of teleworking and the display of effective behaviors to face this digitalized workplace
leadership development for telework should comprehensively cover utilizing technology to enable teamwork
and an overall positive employee experience
Further research should examine the effectiveness of leadership development programs focused on these target areas
While the research on leadership in telework contexts has grown considerably in recent years
our systematic review reveals that this area of research requires further scholarly attention
research needs to address effective telework leadership competencies through a temporal lens
The field would benefit from longitudinal or multi-wave studies to understand how leadership dynamics evolve and adapt over-time in remote work settings
new investigation lines should expand to analyze the effect of organizational contexts and policies
with particular attention to regulations such as the right to disconnect
and leader attributes that shape collective dynamics in dispersed contexts
This understanding would help explain varying research results and enable more targeted interventions
moving beyond one-size-fits-all approaches to telework leadership
traditional leadership concepts such as meaningful work
and psychological empowerment should be reexamined in remote settings to understand how their operation might differ in virtual environments
the relationship between leadership and non-task-performance measures in telework contexts requires deeper investigation
This includes examining contextual and adaptive performance dimensions
as well as understanding how leadership can foster prosocial and creative behaviors in remote work environments
research should consider the potential trade-offs between different types of performance and incorporate more objective outcome measures
The field would also benefit from experimental or quasi-experimental studies that manipulate leadership competencies in real telework scenarios to determine causal impacts on performance outcomes
scholars can develop a more comprehensive understanding of effective leadership in telework contexts
ultimately contributing to both theoretical advancement and practical applications in the evolving landscape of remote work
given the high presence of qualitative studies and several variables operationalized differently in the research
it was not possible to calculate the size of the effect of each of the leadership skills or competencies on wellbeing and/or performance
which is an important metric to prioritize which have the most impact on these phenomena
a future study could be in the framework of a meta-analysis
Another limitation is that many systematic reviews strive to stay current by focusing on only the last 10 years of research in a field
our review considers the previous two decades
This decision was made due to telework research experiencing slower growth before the 2010s; consequently
covering the last 24 years allowed the inclusion of some seminal studies on virtual teams and leadership from the early 2000s that still feel relevant
the 24-year period provided a rich foundation of relevant insights compared to a strict 10-year scope
this literature review has identified relevant leadership competencies for promoting performance in the new era of remote and hybrid work
It provides a foundation for advancing leadership theory for virtual contexts and guiding the development of telework-specific leadership training
it provides guidelines for organizations that aim to foster good leadership in those settings
By outlining research-based leadership competencies
this review could bridge theory with practice and enhance leadership effectiveness in telework
considering the performance of teams and their leaders
The original contributions presented in the study are included in the article/supplementary material
further inquiries can be directed to the corresponding author
Writing – review & editing
The author(s) declare financial support was received for the research
This work was supported by Ministerio de Ciencia e Innovación of Spain
project “Development of leadership competencies to improve wellbeing and performance of teleworkers: evaluation of a web and app-based training (DIGYLID)” (PID2020-116742RB-100)
The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest
All claims expressed in this article are solely those of the authors and do not necessarily represent those of their affiliated organizations
Any product that may be evaluated in this article
or claim that may be made by its manufacturer
is not guaranteed or endorsed by the publisher
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Received: 20 September 2024; Accepted: 11 December 2024; Published: 07 January 2025
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*Correspondence: Núria Tordera, TnVyaWEudG9yZGVyYUB1di5lcw==
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and are now listed as in 'serious condition.'
Many of the victims initially considered in 'serious condition' or 'less serious condition' have also improved and some are already being discharged.
the victims were sent to various hospitals in Catalonia
all employees of the Spanish retail giant Inditex
on their way to the company's logistics base in Tordera
Emergency services received the call just before 9 am and dispatched 26 units of firefighters
nine ambulances and two medical helicopters to the area
All passengers and the driver were eventually evacuated after some were trapped inside the bus
Apart from those who needed immediate hospitalization
the rest of the passengers were taken to the Can Xaubet sports center in Pineda de Mar
where they received medical and psychological care
"It has been a very severe accident," Ramon Lamiel, head of the Catalan traffic service, told media outlets on-site. He said that this accident, added to several others reported on Monday on the AP-7 highway, will complicate traffic for the upcoming days.
"We expect to take the bus out between Tuesday and Wednesday, which will force authorities to block the road completely," he added.
The accident occurred at the entrance to the tunnel that connects Tordera and Santa Susanna, near Pineda de Mar, at kilometer 125 of the C-32 highway.
The lane to Girona was closed and trapped cars were directed backwards, until circulation was restored again around 11 pm.
Due to the position in which the bus crashed against the upper part of the tunnel, emergency services had to work all day to clear the area and restore circulation.
The C-32 in the opposite direction, towards Barcelona, operates normally.
Catalan police Mossos d'Esquadra have launched an investigation to determine the causes of the accident.
According to witnesses, the accident happened suddenly. Ricardo, the brother of one of the victims, who was on her first day at Inditex, told the Catalan news agency (ACN) of his sister's experience.
"She does not remember much. She suffered a blow to the head, but she was able to get out of the bus on her own and was conscious the whole time," he said.
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will be the new headquarters of the company
and will be part of the remodeling of the area
becoming one of the spearheads of the remodeling of the area
the head offices of its brands Massimo Dutti
Oysho and Lefties will move to the El Sot industrial estate
on the land occupied by the former Schott Ibérica factory
for Inditex to expand its logistics activities there
The new offices in Sant Adrià will house the activities of product design and development
The company has defined its future headquarters in Sant Adrià as a “campus” of innovative design
with a separate building for each of the relocated brands
The architectural project will be in charge of the Batlle i Roig studio
which has already collaborated with Inditex in the design of its headquarters in Arteixo
The City Council of Sant Adrià has received the news with joy
highlighting that the arrival of Inditex will be a key factor in the regeneration of the Three Chimneys area and the neighborhood of Sant Joan Baptista
thanks to the arrival of 1,500 workers who will contribute to the economic and social dynamism of the municipality
Inditex’s arrival at the Les Tres Xemeneies industrial estate is part of the redevelopment of the area
which includes the conversion of the three chimneys into an audiovisual hub
Recently,the Manifesta Biennial opened this complex to the public for the first time
allowing the people of Barcelona to get closer to a historically forgotten area of the city
looks at a map of proposed state House districts at the Georgia Capitol in Atlanta
ATLANTA (AP) — A Georgia state House member won’t face a new election after a judge ruled there wasn’t enough evidence to prove voters who received the wrong ballots swayed the race’s outcome
Senior Judge Gary McCorvey on Monday declined to order a new election in state House District 128
where Democratic incumbent Mack Jackson beat Republican challenger Tracy Wheeler by 48 votes out of a total of 27,804 votes cast in November
arguing some people who lived outside the district improperly got ballots for House District 128
while a smaller number of voters living inside the district didn’t receive ballots
Those errors may have stemmed from errors in reassigning voters to the correct districts after redistricting
McCorvey found that 58 voters got the wrong ballot
That would be enough to change the outcome of the race
But the judge found there wasn’t enough testimony indicating whether each person in question voted in the House race
saying Wheeler hadn’t met the high bar for overturning an election
voters being provided with an opportunity to vote in the wrong district does not equate to proof by a preponderance of evidence that such voters actually tainted the election by voting in the election at issue,” McCorvey wrote
Warren and Washington counties and parts of McDuffie and Baldwin counties
Most of the voters who got the wrong ballots live in McDuffie County
Jackson said he hoped Monday’s ruling would end the dispute
and I believe our elections are fair” Jackson said
“And if there’s anything that needs to be worked on
“I firmly believe that all of our local election workers and volunteers acted in good faith and always aim to produce fair and accurate results,” Wheeler said in a statement
is one of the most conservative Democrats in the House
The balance of power in Georgia’s House remains at 100 Republicans and 80 Democrats
there were 102 Republicans and 78 Democrats
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Around 20 people were injured this Tuesday morning (16 July) following a crash involving a coach on the C-32 motorway between Pineda de Mar and Tordera
in the province of Barcelona in the north of Spain
About 60 people were travelling in the vehicle and five of the victims of the accident have been hospitalised
Three people are in critical condition and have been transferred by helicopter to the Can Ruti hospital in Badalona and the Valle de Hebron in Barcelona
one more is in a less serious condition and around fifteen are slightly injured
The vehicle has run aground at the entrance to one of the tunnels
The Department of Territori de la Generalitat has reported that «we are working to extract the driver» and that the rest of the passengers
including two seriously injured who have been taken by helicopter to a health centre
Aquest és l'accident. pic.twitter.com/pZCzYPnVeG
The vehicle, belonging to the Monbús company, overturned vertically at the entrance to a motorway tunnel. The sixty passengers on the bus are employees of the Inditex fashion chain company who were travelling to the company's factory in Tordera, in the province of Barcelona. The accident occurred at around 8.45am in the morning.
For reasons that are not known at the moment, the driver, who was trapped in the cab, lost control of the coach and went off the road, crashing into the safety barrier and the tunnel. The C-32 is closed on the stretch of road where the accident occurred. According to a witness to the accident, the vehicle crashed into the side wall of the tunnel at full speed.
In the images circulating on the internet, it can be seen how the bus was practically upright at the entrance to the tunnel, bringing traffic to a complete standstill.
Fire brigade sources explained that they have activated ten fire crews, as well as 14 ambulances and two medical helicopters.
The Catalan Minister of the Interior, Joan Ignasi Elena, has expressed his concern about the accident: "We are following with concern the accident involving a coach on the C-32, between Pineda and Tordera, with dozens of people inside. If you are travelling in the area, please follow the instructions of the emergency services".
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Registered office Málaga, Avda. Dr. Marañón, 48.
Text description provided by the architects. The building is located in Tordera outskirts, in the old "Fibracolor" industrial area, where a warehouses mosaic currently configures the Massimo Dutti’s Logistic Platform of global distribution and some other brands of Inditex Group.
Large work centers have historically generated a mobility problem that has been fixed with outskirt (and low-cost) land use, creating landscapes where parked vehicle have a key role. The typological solution generated for this project consists of a palafitte building which releases most of its ground floor to allocate the space for the parking of vehicles, maximizing land profit and creating a better accessibility model.
© Jordi SurrocaThe 220 m long building, 60 m. wide and 3 plants, sets the access to the building in ground floor, and lets two upper floors to be entirely dedicated to workspace. Total building height is 15mts, being ground plant 4mts high and 5,5mts the workspace floors.
© Jordi Surroca"Thinking big" spirit is been translated into serial
A building designed to foster collaborative work in spacious
kind and optimally illuminated environments
just working as background to allow textile goods to be the real protagonists
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The Sunday Ticket plaintiffs won’t be getting a mulligan on damages
Thursday’s order from Judge Philip Gutierrez ends the case
In the 16-page ruling
Judge Gutierrez explains that the plaintiffs’ economic experts failed to provide sufficiently reliable testimony on the world that would have existed but for the NFL’s antitrust violation
(We’ll have plenty more to say about the judge’s rejection of the expert testimony
Without any suitable evidence of economic harm to the class
there was no proven economic harm to the class
Despite his hostility to the plaintiffs’ case on damages
Judge Gutierrez had no qualms with the jury’s finding that an antitrust violation occurred
the Court does not find that it would be unreasonable for a juror to find that there was a conspiracy that unreasonably restrained trade
There was evidence in the record—even without the testimonies of Dr
Zona—to support a reasonable jury’s finding of an unreasonable restraint of trade at each step of the rule of reason
Given a reasonable jury could find that there were anticompetitive effects
that Defendants’ procompetitive justifications were pretextual or unrelated to the restraints
and/or that there were less-restrictive alternatives based on the record
judgment as a matter of law is inappropriate on these grounds.”
the judge upheld the finding that Sunday Ticket
the reality is that Judge Gutierrez has blocked more than 2.4 million residential customers from receiving a partial refund for the money they paid for an out-of-market package that was deliberately overpriced in order to encourage people to not buy it
and to watch in-market games on CBS and Fox instead
we’ll have more to say about the judge’s rejection of the damages case
Either he’s wrong or the plaintiffs’ lawyers screwed up the case
the consumers who paid too much for Sunday Ticket have lost
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many of them are okay with consuming these caffeinated beverages at different points during the course of the day
But if you are traveling to a country like Italy for a Roman holiday
the coffee culture embraces a certain time restriction when it comes to cappuccino
But having this drink late in the day is not recommended in Italy
if that is not enough to get you to forgo your late-day cappuccino
Walks of Italy cautions that you should get ready to be labeled as a tourist
Eataly recommends trying an espresso after you've had dinner
the site suggests trying a caffè macchiato
which is espresso and just a splash of milk
Eataly warns that you don't want to ask for a to-go cup either unless you want to reveal your tourist status
casually sipped upon at the bar or "al banco." So
do as the Romans do: Relax and enjoy every sip with a posse of friends
we're happy to send you some reminders
Click 'OK' then 'Allow' to enable notifications
Home> Lifestyle> Travel
There’s nothing like sitting back in your plane seat
knowing your out of office is firmly switched on
heading to your holiday and cracking open a cold one
A crispy cold Diet Coke. You can keep your airport pints; I’m happily taking my cokehead ways on tour
And just like you might like the novelty of the mini bottles of wine on an airplane of icy cold cans of beer, plenty of us love the mini cans of soft drink you can get from the trolley
But, in a crushing truth, flight attendants seem to reckon a nice DC or Coke Zero is the worst thing to be ordering while you’re above the clouds
apparently there’s a surprising reason why we shouldn’t be indulging in those soft bubbles on board
a flight attendant took to Reddit to offer up users the chance to ask them anything
He explained while he can’t say what airline he works for or what city
he added that he works for a domestic airline
While some asked for more situational questions or for particularly wild things he’s seen passengers do
one user wanted to get to the bottom of the soft drink speculation
“Is it true flight attendants hate requests for Diet Coke more than sodas with sugar in them?” they asked
And while the flight attendant doesn’t ‘know the science behind it’
he said he’s found that ‘Diet Coke and Coke Zero are just way more fizzy to pour’ than most other drinks
“And [they] take forever to fizz down while pouring!” he explained
“I usually just give the passenger the whole can if they ask because I could have served 3 more passengers by [the] time the cup is full.”
The asker then suggested that airlines should instead advise passengers to ‘order something else after the safety presentation’
I’ll wait those extra seconds for my Diet Coke to be poured I think
But let’s dig into the science of those bubbles anyway. According to a report from McGill University’s Office for Science and Society
the viscosity levels in diet soft drinks rather than regular ones is higher
and therefore it’s harder for bubbles to form - but it also means they tend to stick around longer
which diminishes the connections between molecules and lowers the surface tension
science means Diet Coke has fizzier bubbles that last longer – also meaning that they can be a bit of a ball ache for flight attendants to pour
Topics: Travel, Flight attendants, Reddit, Food And Drink
Jess is a Senior Journalist with a love of all things pop culture. Her main interests include asking everyone in the office what they're having for tea, waiting for a new series of The Traitors and losing her voice at a Beyoncé concert. She graduated with a first in Journalism from City, University of London in 2021.
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Fourth day of wind and rain sees rivers overflow, people trapped and missing, no power or water, and damage to infrastructure
ACN | Barcelona
After causing major disruptions throughout Tuesday
Storm Gloria continued to batter Catalonia on Wednesday
with a number of rivers unable to cope with the excess water and bursting their banks at various points
forcing the authorities to evacuate a hundred people from their homes in the town of Massanes in the evening
one of which carried a major commuter train line that the authorities say will take at least six months to repair
while the other carried a nearby main road
The flooding from the river also trapped two people who had to be rescued by helicopter
while a water treatment plant was left out of action
and a stretch of the AP-7 motorway had to be closed for a while in the morning
The Ter and Fluvià rivers in Girona also overflowed
a large section of the Ebre river delta flooded 3,000 hectares of local rice fields and endangered the area's exceptional flora and fauna
and the emergency services began a search operation with the hypothesis that the person might have fallen into the sea while trying to moor a boat.
With the authorities warning on Wednesday morning that the "worst phase" of the storm is yet to come
the civil protection agency increased the flood alert level to "emergency," and the Barcelona metro area authority stated that the damages from the storm are the worst in at least 20 years.
Some 20 roads were partially or totally closed early in the morning
with the local council asking residents to stay indoors after qualifying the situation as "quite critical."
which was affected by the flooding from the Tordera river
and the whole municipality was without water or gas in the morning
Coastal areas north of Barcelona were also hard hit by the storm
and residents in Badalona woke on Wednesday to find part of the city's historic Pont del Petroli pier had been washed away by waves.
the Catalan government estimates that the damages caused in the ports it manages – which is all of them except for those in Barcelona and Tarragona
which are managed by Spain – will cost up to seven million euros.
large parts of the Vallès Oriental and Maresme counties
were left with no power on Wednesday morning
as were many places in the Girona and Ebre Delta areas.
some 30,000 customers still had no electricity across the country
with the Maresme being among the areas most affected.
149,000 students were left without classes due to the effects of Storm Gloria
Some school bus lines in the Pyrenees were also canceled due to the snow.
The storm has left some 300 mm of rainfall in central
northern and southern parts of the country over the past four days
including 315 mm in Arbúcies (La Selva county)
and 284 mm in Horta de Sant Joan (Terra Alta)
received 11,943 calls related to the storm – the authorities have reminded the public that this phone number is for emergencies only
with 012 being the number to request information
Add articles to your saved list and come back to them any time
But first-time visitors are often unaware of the many unwritten rules when it comes to ordering and drinking it
After spending a month in Rome with my wife and two young daughters – and spending an inordinate amount of that time drinking coffee in seemingly every neighbourhood in the city – I’m here to help you crack the Italian caffeine code
was like Jekyll and Hyde – in the mornings it was peaceful
with locals lingering over coffee and pastries; by nightfall it was packed and pumping
with crowds of people spilling out into the piazza outside drinking bottles of red-label Peroni
But back to your morning caffeine fix – you’ll need to order first
and that’s often at a separate counter to the barista
go to the bar with your receipt and they’ll ask what you want
your venti and any of those other Italian words the US has co-opted to describe the various bucket-sized containers their major coffee chains use
There’s no Australian small/medium/large here either
dependent on the style of coffee you’re ordering
dependent on the style of coffee you’re ordering.Credit: iStock
An Americano is a shot with extra hot water
A cappuccino is a close equivalent to a flat white in Australia
If you want the rough equivalent of a caffe latte
It will usually cost you more to drink your coffee sitting at a table (a tavola) than standing at the bar (al banco)
the coffee only cost €1 ($1.60) and the pastries were €90¢
when we arrived half an hour before opening time at a museum in an upmarket part of Rome and ducked into a cafe across the road
it cost €16 for two coffees and two hot chocolates
Italians generally don’t drink cappuccino or other milky coffees after about 11am
I did order a macchiato after lunch one afternoon
I swear there was a look of slight disdain in his eyes
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After spending a month in Rome with my wife and two young daughters \\u2013 and spending an inordinate amount of that time drinking coffee in seemingly every neighbourhood in the city \\u2013 I\\u2019m here to help you crack the Italian caffeine code
It\\u2019s early morning and you\\u2019re heading to a bar
you\\u2019re not getting a beer or glass of wine \\u2013 well
but I don\\u2019t want to pry into your personal life
A bar is the equivalent of a cafe here in Australia
you may end up going to the same place in the early evening for an aperitif
or to settle in with a few drinks later at night
was like Jekyll and Hyde \\u2013 in the mornings it was peaceful
But back to your morning caffeine fix \\u2013 you\\u2019ll need to order first
and that\\u2019s often at a separate counter to the barista
go to the bar with your receipt and they\\u2019ll ask what you want
There\\u2019s no Australian small/medium/large here either
dependent on the style of coffee you\\u2019re ordering
the coffee only cost \\u20AC1 ($1.60) and the pastries were \\u20AC90\\u00A2
it cost \\u20AC16 for two coffees and two hot chocolates
Italians generally don\\u2019t drink cappuccino or other milky coffees after about 11am
The study of the ecological state of rivers in Barcelona started in 1979 under the supervision of Professor Narcís Prat
from the Department of Evolutionary Biology
Ecology and Environmental Sciences of the UB
This river network is the base of a monitoring program of the UB funded annually by the Barcelona Provincial Council
which provided one of the most comprehensive scientific data series on river studies worldwide
The new report highlights the scientific interest in providing long-term temporary series to assess the effects of extreme episodes (floods
fires) on the environmental state of rivers and streams
The CARIMED 2020 Report (Effects of the Environmental Change in the communities of organisms of the Mediterranean rivers) is carried out by the FEHMlab research group of the UB
requested by the Technical Office for Territory Analysis and Planning
Management for Natural Space Services of the Department of Infrastructures and Natural Spaces of the Barcelona Provincial Council
This is one of the results from the Agreement for the monitoring of the environmental change of the river network in the provincial area of Barcelona
These studies enable the monitoring of the ecological state of rivers in the provincial area of Barcelona
indicating the study of biodiversity of the invertebrate fauna that lives in rivers and streams within the protected areas of the Natural Park Network of the Barcelona Provincial Council and whether environmental changes are affecting the structure of these ecosystems
How did recurring floods affected the state of rivers and streams
The swelling of river flows -higher than usual
mainly in spring- provided a higher dilution of all pollutants that end up in rivers
there has been an exceptional improvement in the physical and chemical quality and biological indicators of river flows over time
specially in bigger basins such as in Llobregat and Ter
“a clear example of the observed improvement in these rivers is seen in the historical evolution of the values in the IBMWP index
an indicator of the quality of water based on the macroinvertebrate community
in the samples of the river Llobregat in Puda (Olesa de Montserrat)”
Regarding smaller rivers and streams -such as Foix or Anoia- or areas where human activity is higher -Besòs basin-
the ecological quality values of water are high in some headwater river spots
the only water running through the Congost-Besòs is the one from water treatment plants”
river and stream heads —some are included in the protected areas by the Network of Parks of the Barcelona Provincial Council -high biodiversity has been found both in spring and in summer —in some cases
the macroinvertebrate community was recovering from swelling water flows in which many water organisms had been dragged downstream”
macroinvertebrate communities could recover and colonized rivers and streams so that the organism richness was
These results show the great recovery abilities of these organisms regarding perturbations”
confinement and ecological quality of rivers
The COVID-19 pandemic brought a severe change in our lifestyle
but also in the way we interact with the environment
Apart from the constancy of the impact of SARS-CoV-2 in treatment plant waters
everything indicates there are no other relevant effects of the virus in the ecological quality of the river network in Barcelona
The report indicates the ecological state of rivers and streams was previously altered due to heavy rains
the house water consumption was not much altered
and a slight increase in both flow and pollution would be expected
agriculture and livestock did not stop using water resources
the effects in the ecological quality are quite contrasted according to the situation of the river
In remote areas —with a good ecological State in previous years— the combined effect of the rise of water and a lower attendance due to COVID-19 has translated into good indicators of ecological quality during 2020 without previous yearsʼ drought effects
In those places that were frequented but which had a good ecological quality
the situation remains the same and has even slightly improved
the rise of flows has improved the ecological quality of water in summer in the mid stretches of rivers and some streams with moderate or high flows (with important inflows of low-quality waters from treatment plants or from industrial or agricultural areas)
flow alterations due to human activity (for instance
taking springs for residential areas) or the bomb effect of forests (they take most of the water to grow) made the changes to be less or even non-existent