Pandemic and Organization Case Solution & Answer

Pandemic and Organization Case Solution

2. Introduction

Covid-19 has created a devastating change all over the world. The overall strategies were changed and the implication of SOPs changed the overall operations as well as the business environment. The organizations imposed the standard operations and regulations which were imposed by the government for saving the life and reducing the contagion of the deadly virus. The effects of virus not just happened on the human health but also the workplace and its environment. (Meyer, 2021)The Covid-19 is the main cause that changed the strategies of working environment. Apart from that, these implications are lifesaving but also making the obstacles in the workplace. Different issues were generated and the leadership techniques were also changed to make the workplace efficient and decrease the expected crises. It changed the normal life to a different trend which is new and difficult to practice. It is not wrong to say that this pandemic is a game-changer for the organization like working in office changed to the work from home, physical existence changed into an online platform, motivation and productivity of the employees became low and many other aspects happened which affected the leadership and motivational styles and the different structure made in the organizations. (Joseph-Richard, 2020)

As the world economy is effected by the pandemic, Covid19 and the economic downturn that has taken place globally. In Hong Kong, the business industry considered the macroeconomic indicators and made efficient strategies to survive in the economic decline. The economy declined with the negative growth of 3% during the pandemic and it was an alarming situation for the stakeholders. The prompt initiatives are required to be taken for the recovery and stability of the businesses. (Raja, 2020). The trade was declined 21.3% and the economic downturn resulted globally. The most disruptive situation was when the retailers had to close the shop and the whole market effected by the lock-down. This led the businessmen the high amount of loss because of access goods were not delivered to the market. The businesses were foretasted the high risk because of such condition.

The Covid-19 has changed the motivational style across the globe in organizations. The leaders set different techniques and tactics to motivate their employees in such panicking situation.

The first thing to stay calm and positive and make your employees also positive by giving flexible environment. In the pandemic, the employees cannot give their 100% and the best way to make them easy is decreasing the load of work. The other way to be transparent and honest.

Aware your employees about the safety rules and also care them by giving precautionary measures and safety. Moreover, reduce the working hours and allow them to do work from home if they are not feeling well. Especially the above 50 ones should be given relief. We can say that Covid-19 has changed the strategies of organizations and also the motivational styles are changed during the pandemic.In Hong Kong, human behavior is affected by Covid19 and they focused on the pessimistic aspects like people were having the terrific image in mind. They were focusing on the threats rather than opportunity and their prime topic was just Covid19.

3.Engagement and Talent Management

EE engagement is how the employees get satisfied and motivated to their jobs. In pandemic, where the business environment was changed, the employees also became demotivated to their jobs.

3.1 Changes in Policies

3.1.1 WFH-Work from Home:

The physical existence of the employees changed in the work from home. They changed the mindset of people that the work can be done in the home as well and directed them to practice the change.The results came out that the monitoring and controlling policies high in the WFH. Moreover, the employees started to adopt the change and completed their tasks while stayed at home.

3.1.2 Virtual Teams

Virtual teams were made and the employees had to be part of direct and indirect communication. The organizations had to provide the proper chain of communication and the integration for the bonding of the employees.

3.1.3 Virtual Leadership and Management

Management had to adopt the virtual meetings and the challenges of the connection of WFH and others were discussed here. Organizations had to focus on leadership techniques to overcome any challenge and optimism and realistic techniques were applied like Charisma.

3.1.4 Gender

In such conditions, men are affected more as compared to ladies because most outdoor work and social connecting are done among them. Women are less affected by such conditions.

Here, the consequences came out regarding the gender value, and the social connection was decreased for both men and women. Covid-19 changed the leadership style and made it more like masculine.

3.1.5 Personality

Personality traits of the employee made the leaders associated with the employees more than the before the condition of Covid-19 because every employee is having different traits and some are enthusiastic and extravert and some are low and introverts. Leaders had to make the sessions regarding the goals and job tasks. They had to clarify the benefits of WFH and the involvement of everyone was emphasized on to achieve.

3.1.6 Cultural differences

The cultural difference issue raised and the norms were tried to make flexible to reduce any cultural difference. Leaders assessed the situation and analyzed when to make the rules rigid and flexible and tried to make the protection of any culture.

3.1.7 Stress and Burnout

The stress of demands of jobs and the inadequate resources which was creating the layoff and the fear of losing the job increased in the employees. Leaders tried to facilitate the employees and the job crafting ideas were discussed with the employees.

3.2 Ensuring KPI’s

The management restructured the organization by workforce reduction through automation to make the firm productive and efficient to get effective results. The best ways were found by the research and development department for the management, productivity and financial resources. The different firms adopted the tactics to improve their operation and sustain in the fluctuated economic condition. The main KPI’s were ensured to make the operations successful in the pandemic.

3.2.1 Smart Factory Architecture

The activities carried out by the labor were measured according to real-time and correctional alternatives were evaluated to make the operations better. Big data analysis and the use of automation were the most appropriate options. The companies evaluated their operations and applied continuous improvement by monitoring and controlling methods.

3.2.3 Management Skills development

The skills were developed and improved by firms and they did the opportunity to give training and different development sessions in lock-down by virtual meetings. The improvement was done in the operations and the practices by the management. The most appropriate decision was to improve the employee’s skills and making developments in them. This helped the companies to perform well after the lock-down.

3.2.3 Flexible Production Line

Companies mostly produce on the economies of scale where the cost of the operation gets reduce. The production line was made flexible and the association was made with the suppliers, distributors, retailers, and customers to face the terrible condition in a pandemic. The management spent most of the time on the applicable strategies to implement in the business and to improve the operations. The leadership techniques were applied to motivate the employees and reduce the fear of Covid-19.

3.3 Changes in the structure of the industry in post-pandemic crisis

The current structure of the organization is quite different from the past year’s structure.It wouldn’t be a misstatement to say that this pandemic has proven to be a game changer for the contemporary business world where the giant companies effected from it. Moreover the strategies affected the leadership and motivational styles and the different structure made in the organizations. (John Dettmann, 2020)The organizational structure proposed of 3 main components after the post-pandemic crises:

• Who we are?
• How we operate?
• How we grow?

The companies started the three main elements to operate nowadays. The most important thing is who we are and what are the main competencies we possess. What are the strengths us and our market capitalization? The other element is how do we operate in the market and what are our business operations? Where we are standing in the contemporary business world. What are the tools and tactics we are applying? The last factor is how can we grow in the competitive world and what are the best ways to improve the business operations. (Ansell, 2020)

4. How Covid-19 Changed Motivation Style

The Covid-19 has changed the motivational style across the globe in organizations. The Leaders set different techniques and tactics to motivate their employees in such panic situation.

The first thing to stay calm and positive and make your employees also positive by providing

flexible environment. In the pandemic, the employees cannot give their 100% and the best

wayto make them easy is decreasing the load of work. The other way to be transparent and honest. Make your employees aware of the safety rules and provide precautionary measures and safety to them. Moreover, reduce the working hours and allow them to work from home if they are not feeling well. Especially the employees who are above 50 ones should be given relief. We can say that Covid19 has changed the strategies of organizations and so did the motivational styles during the pandemic………………………..

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