The study analyzes how the entire world continuously moves towards a remote working system- this system is rapidly increasing by the current Coronavirus pandemic circumstances. The Covid-19 outbreak caused fast changes to long-term remote working facilities for many workers. Remote working is undeniable in this situation, for the leaders and workforce. It expanded mostly beyond increasing organization financial savings as well as enhanced productivity, increasing the rate of employee retention and psychological benefits acquired when the workforce manages to balance their both work and personal lives. Team communication, social interaction, and also building trust is challenging for work from home leaders and team people. This study emphasizes some problems and challenges that the leaders deal with during a covid-19 outbreak crisis are issues in managing and establishing a relationship and bonds between group people, problems in following interaction between many associates, work from home environment and office setting both have distinct advantages, but workplace offer and present many opportunities or options, this thinking and perception of workers reduce the overall organizational productivity and confidence level of the group. This research study also concentrates on specific disciplines associated with organizational behavior as well as how it impacts both ethics and morale of workers in work from home systems. There are some strategies utilized by organization leaders to upgrade and reinforce remote work workforce performance as well as form positive bonds between group people in which workers independently and frankly share their opinions or views associated with tasks. The work from the home process may also generate serious problems for workers, like lack of encouragement and motivation, communication gaps and problems, poor group performance, lack of cooperation and collaboration, poor understanding and productivity level, and so on. In this situation, social interaction between the workforces plays a vital role in upgrading wellbeing and morale, which has a great impact on organization people engagement. The organization with an enhanced range of workers involvement indicated reduced business values, improved performance results, decreased rate of staff absenteeism and turnover.
Disciplines that mainly contribute towards organizational behavior include social psychology, Anthropology, economics, philosophy, and sociology
The utilization of psychology concentrates on both organizational and psychological research as well as theory and concepts to find methods to increase organizational effectiveness. The utilization of these certain disciplines analyzes the employees’ lives at work during covid-19 pandemic situations in a strive to measure, describe, and in pandemic circumstances change the employee’s behavior within the organization. The Covid-19 pandemic situation has transformed the method of individual work as well as a large number of people preferring to “work from home” (Como, Hambley, and Domene, 2021). Unlike conventional work style, this approach has drawbacks as well as has a remarkable impact on employees and leaders. It brings several barriers and challenges to the work of managers (Mousa and Samara, 2022). The managers, as important players of organization’s strategic human resource management”, are required to take benefits of management creativity and innovation under this pandemic crisis to develop worker’s work flexibility as well as efficiently address the effect of remote working. This research aims to describe and address the requirement for worker skill improvement, work-family balance, psychological stress and pressure relief, and organization culture reinforcement mainly from the “human resource management” perspective due to the effect of remote working systems in the time of pandemic crisis (Kathleen et al. 2021).
The current rapid worldwide Covid-19 outbreak has mainly led to a serious world economic downturn. Moreover, the government imposed complete banning and shutdown of non-necessary travel, requiring the shutdown of every non-important activity. This strict action of the government and strict control measures mainly led to several inconvenient working circumstances (Fereydooni and Walker, 2020). The traditional working method encountered serious issues and challenges. The effect on the organization’s performance and productivity is more noticeable in heavily affected areas and sectors like healthcare and education. The organization leaders must adopt a short-term coronavirus pandemic strategy with organizational responding quickly. Several other organizations have also opted for pliable work practices, like remote work to decrease the spread of infection and losses (Bell et al. 2020). In the time of the Covid-19 crisis, many individuals were already utilizing online commerce and remote work as well as digital businesses. Thus, in response to this pandemic situation, organizational behavior and work styles change and shift as well as the “work from the home model” develops rapidly.
Initially, unlike conventional office models, remote work needs individuals to learn and understand new office skills and processes along with online work “communication skills”. There might also be unexpected virtual work communication and sessions. Moreover, remote work needs attentiveness to the organization’s data confidentiality to stop leakage. This raises the requirement to mainly adapt and adjust to the new organization environment, and workers’ “work from home” skills require be strengthening and training. Secondly, when people working remotely lack one-to-one communication and interaction with associates, and once issues appear at work, this is hard to solve them fastly through internet virtual interaction (Gómez et al. 2020). Virtual network communication and interaction to solve issues leads to enhanced psychological anxiety and also stress. This is harmful to employees’ mental health. Additionally, work from home directs towards the professional of family people’s space. Along with the pneumonia outbreak, individuals tend to inhibit family space mainly for their work requirements (Bozkurt and Sharma, 2020). When individuals work remotely, some family works, like house care and childcare, are required to be performed and shared among them. This generates a conflict or dispute between work and family. The imbalance or disparity between family and work can negatively affect work productivity, and leaders are also required to consider how to eliminate these disputes. However, once the organization’s work pattern is abandoned, individuals tend to miss the effect of organization culture and behavior. Since remote working employees can only interact and also work through internet virtual space, employees tend to avoid or overlook the cultural role in the organization (O’Connor et al. 2020). During this crisis, the impact of organizational culture and behavior should not be abandoned and leaders should take different measures and initiatives to direct the role of organizational culture.
While psychology mainly concentrates on the employees, sociology studies individuals in association with their social ambiance and cultures. It concentrates on team behavior and attitude in the organization, organizational culture, structures, conflict or disputes, communication, power, group dynamics, as well as how order and arrangement are maintained in the teams. This study observed that while remote working option has some benefits during this stages, it has distinct impacts on individuals, like disputes with family members from mainly taking up “home space”, incapacity to adjust to telecommuting, as well as lack of co-workers and leaders support, yet the following certain things are the rationale and also the objective of this research analysis are: workers who working remotely deals with home-based work ambiance where they require to learn and know special organization skills (Prasad et al. 2020). Remote working can make employees feel isolated as well as can direct them to psychological stress, depression, and anxiety. During the coronavirus epidemic, home-based workers often confront disputes between caring and looking for the family meme and working. Work from home workers overlooks the potential inducement of culture and behavior under the coronavirus crisis. Thus, based on the effect of remote work on the four aspects, the research presents corresponding support steps from the view of an organization’s human resources management and leaders.
The utilization of anthropology concentrates on the research of societies mainly to learn and expand knowledge about people, their activities, cultures, and also environments. It authorizes them to understand the distinction in fundamental values, behavior, and attitudes between individuals in various nations and within various organizations. The covid-19 crisis and situation demanded changes in employees, organization, and human behavior as well as community life. Attention is required to be provided to areas of anthropological and psychological concerns (Kirchner, Ipsen, and Hansen, 2021). The main objective of the anthropology discipline is to obtain a better comprehension of the connection between the environment and human beings. Adaptation to nearby constitute culture, how individuals observe their surroundings is a portion of organizational culture. This involves those concepts shared by leaders and communication by which these concepts are communicated. The culture of an organization is a process of learned and studying behavior.
The pandemic situation pushes everyone to adapt to these changes in a new working style, the organization leaders identify the issues which create in the time of the pandemic, and employees face issues in remote working this situation preseason new challenges for employees to adjust themselves to a new environment and learn things to start and maintain their work productivity. Their work mainly on environment and culture has supported them to comprehend differences. Much of their current apprehension of organizational environment, differences, and culture between national behavior and cultures are the outcomes of the leaders’ work and those utilizing their methodologies. Understanding the significance of learning and studying employees’ behavior in a common setting or environment authorizes one to seize the level of anthropology (Schreier, Udomkit, and Matt, 2022). Moreover, familiarity and knowledge of the cultural distinction of workers could lead to best managerial objectivity as well as interpretation of performance and also behavior. Moreover, anthropologists mainly contribute to learning some organizational aspects- comparative attitudes, values, a cross-cultural study among the workers.
Anthropology is perceived as the study and learning of societies, which supports the organization leaders to learn and understand about society, people, and their activities. The anthropologist’s works mainly on the environment and culture, for example, have helped organization management teams to better understand and know the distinctions. Anthropology is a part of social psychology and social science that examines the culture and behavior of people. The main purpose and motives of organization management theory and concepts are to understand, predict and study human behavior. Moreover, corporate humankind will support the management to improve as well as advance the work contribution and determine the open marketplace that can mainly take ahead of rivals. The study of organizational people and anthropology can guide the shaping and analysis of corporate and organizational culture (Eichenauer, Ryan, and Alanis, 2021). Cultural frameworks, as well as social systems, are continuously changing. As an outcome, applied anthropology’s theories, methodology, and data must be updated and assessed frequently. Several anthropologists work and collaborate with teams to better comprehend and collaborate with teams affected by the operations. The research presents a “social ecology model” generally aimed at people empowerment and affect management, determining concepts like routines and informal networks, citizen’s problems, human geography management the change ethnography mainly into corporate repercussions and management framework. The methodologies of anthropology are utilized to analyze the business organization of management, customer behavior, management of human resources, marketing, international business, and organizational culture. Anthropology presents the probability to learn each human existence aspect and this helps to link with every people throughout the world.
The pandemic situation is an option to rethink the future of humanity. The pandemic situation is not a worldwide health crisis; this is also an incitement or catalyst for rethinking the method the people want to survive going forward. Moreover, from the economic process to sustainable improvement, decision-making has an option to shift from the “status quo” and also make optimistic transformations for the advantage of humankind. Economic disciplines contribute towards organizational behavior and culture to a large extent in planning the organizational formations. The economics of transaction cost impact the organization and also its formation. This implies cost factors for making an interchange in the marketplace (Bhattacharya, Smark, and Mir, 2021). Despite a rise in unemployment globally, important talent and employee shortages will constantly plague leaders. While this pandemic crisis has increased underemployment and also unemployment, it has mainly not generated “new pools of in-demand talent” (Parker, 2020). Although, a small lack of key talent destroys and corrodes market positions. Leaders should reconsider what forms of skills will be required in the post-pandemic world, and enhance and start re-skilling events during downtimes. Ladders must introduce agile learning as well as training as a key management philosophy, and also consider methods to broaden the employee’s availability pool mainly by re-evaluating work from home and gig economy alternatives (Bai, et al. 2020).
The leaders used this theory as their further initiative to go forward because this theory concept has been used in multiple areas involving heath, education, exorcism work, and parenting. The study recommends that having strong determination can promote success in several areas of life. In psychology, this theory is a crucial concept that mainly refers to every individual’s capability to make decisions and balance their work and life. This capability plays a vital role in the psychological well-being and health of employees (Martela et al. 2021). This theory enables individuals to perceive that they have control over their decisions as well as their lives. This affects employee motivation- employees feel more inspired and encouraged to take measures where they sense that what employees do would have an impact on the results. Self-determination theory recommends that employees are inspired to develop and transform by three universal and intrinsic psychological needs. The theory recommends that individuals are capable of becoming “self-determined” when the requirements for autonomy, competence, and connection are aligned and fulfilled. The two important presumptions of this theory are the requirement for development drives behavior (Lee et al. 2020). The initial presumption of this theory is that employees are actively and positively directed toward development. Obtaining mastery over difficulties as well as taking in different new experiences are necessary for establishing a cohesive perception of self.
Autonomous motivation is also vital. While employees are often inspired to act or behave by external recognition and reward luke acclaims money and prizes. This is also known as “extrinsic motivation”. The managers should use this extrinsic motivation as their strategy to enhance their work from home employees’ performance and engagement level (Wolor, Susita, and Martono, 2020). This theory also concentrates on internal motivation required to obtain knowledge and independence, this is known as ” intrinsic motivation”. As per this theory, employees are required to sense the following mainly to obtain psychological development.
Relatedness and connection: Employees are required to experience a perception of belonging as well as attachment or closeness to other associates.
Autonomy: Employees are required to feel controlled and maintain their own goals and behaviors. This perception of being capable of initiating direct measures that would result in actual transformation plays a principal part in supporting employees to feel “self-determined” (Bilal et al. 2021).
Competence: Employees require to obtain mastery of work and study different skills. When employees sense that they have the knowledge and skills for achievement they are likely to initiate measures that support them to acquire their targets (Nilasari, Nisfiannoor, and Devinta, 2021).
In this pandemic crisis, suppose an employee is not able to complete a vital task at work. Whether this employee is high in “self-determination”, he or she will accept their mistake, trust that they could do something better to eliminate the issues and take measures to stop the errors. If that same employee is low in ” self-determination”, he or she may instead seek other things or excuses that they could blame. Employees might assign blame, make different excuses, and refuse to accept their faults.
For leaders, it is essential to perceive that the sociological and psychological development illustrated by self-determination does not occur instinctively. While employees may be oriented to such development, it needs continual sustenance. It is recommended that the propensity to be passive and proactive is widely impacted by the social circumstances in which employees are raised (Swain et al 2020). Moreover, social support for employees is a key factor, through their interaction and relationship with associates, they can either thwart or foster well-being as well as personal growth.
Communication issues among organization people having effective and well-organized procedures are the factor of a good performing team and effective communication is necessary for work from home management. As in a remote work system, communication processes through online mode do not work effectively and failure takes place within a team, many problems arise. As an outcome, it is essential to prioritize effective and good language and communication practices with all employees for its growth while continuing working from home (Ahern and Loh, 2020). The other cause is loyalty, trust, and transparency problems, which is a common problem in many organizations, however, if technology helps leaders to communicate through online platforms, by using these leaders must build a strong bond to build trust and maintain their transparency in team working to become successful. It mainly supports forming a cooperative and pleasant ambiance that inspires and encourages workforce morale and enhances engagement, promotes innovations and creativity that are necessary and vital for the worker’s satisfaction, and manages both organizational culture and behavior (Restubog, Ocampo and Wang, 2020). In the initial days of remote working, focusing on generating one-on-one relationships and bonds is essential, as it forms the basis or cornerstone for the upcoming time. Moreover, employees from NTUC FairPrice with a powerful organizational culture as well as behavior experience a discernment of belonging, dedication, and involvement towards their NTUC FairPrice which is crucial for success.
Organizational anthropology generally has its principal goals and objectives: generating empirical as well as ethnographic analysis in distinct kinds of organizations and multiple geographical settings. The principal goal is to study and focus on both social and cultural manifestations that appear within the organization as well as the meaning and delineation of organization in several societies globally. The approach of anthropological study of the firm is cultural, comparative, and contextual (Estalella and Criado, 2019). The main issues and barriers are addressed in this research, which is determined in the time of Coronavirus circumstances, are multicultural work-life as well as workers engaged in occupational and professional communities, information transferring in “complex-global organization”, border-crossing, “work-family life communication” as well as barriers (Sandoval-Reyes, Idrovo-Carlier, and Duque-Oliva, 2021). Ethnography in companies and institutions involved epistemological as well as methodological changes and improvement of typical ethnographic practices, generally into developed industrialist organizational types (Kapur, 2018). The process of global production involves the apprehension between culture and efficiency, local cultural differences and also its competitive edge, technological procedure, and also individual organizational practices.
The coronavirus circumstances have led mainly to a seismic manner in how employees live, interact or communicate, operate, and perform everyday lives. The governmental restrictions and lockdown system pressured a wide range of companies to shift to the internet-based working process and work from remote options, and its efficacy has accelerated the work from home concept. In addition, as the assertion goes, “no matter what comes your way, the earth constantly spins on its axis”. The businesses have managed and handled the complex circumstances and controlled the return of their work mainly through virtual platforms with remote workforce and survived typically through these difficult and challenging situations (Akpor-Robaro, 2018). As the world economy steadily opens and all organizations start their business and work, a vital trend that mainly has emerged from the coronavirus circumstances is the ” work-from-home concept”. As per the “Flex job survey” document shows that 65 percent of participants suggested they would prefer to continue work from home or use the remote work option, however after these hard conditions ended. Concurrently, nearly 31 percent of respondents were inclined to a mixed work atmosphere. Hence, these statistics and data suggest that a total of 96 percent of informants choose the work-from-home options (van Zoonen et al 2021). Therefore, as remote work convince the employee to work remotely, organizational leaders should design plan new strategies which can improve employee’s performance, morale, also balance a positive as well as robust working culture, improve processes and empower organization people inaccurate methods, also without letting distance and remote working affect organization ambiance and culture and regular operations of the organization (Zeyada, 2018). While leaders of each organization apprehend managing and balancing work from the home of workers is challenging and aggravating the problems further is generally the lack of people interaction and relationships, resulting mainly in the employees both personal and social life, and impacting the overall connection and relationship of a group.
Therefore, organizational leaders must establish a personal sympathy with the employees and make a strong effort to form a real bond and connection with workers as well as make them understand and feel value, believe, listen and importance irrespective of the different geographical areas. The CEOs and leaders of companies must concentrate on upgrading and reinforcing the organization’s culture and behavior through different activities, after making sure basic systems are in specific places while remotely working (Kalwani and Mahesh, 2020). Moreover, it is crucial to make sure that group people and workforce align with the company’s vision and also are pleasant working remotely. A healthy and safe organizational ambiance and behavior result in satisfying employees and a most successful organization. Eventually, continuous motivation, encouragement, and also appreciation play a vital role in mainly ensuring organization people loyalty and bonds during critical and complex situations (Wang et al. 2021). A wide number of challenges that create risk and likely affect organizational behavior and everyday operations with remote working create communication and interaction issues, lack transparency, trust and loyalty problems, and cultural differences. In addition, to deal with these obstacles, NTUC FairPrice must address specific spheres where cultural differences in the organization are extremely common between remote working teams and they extensively impact the NTUC FairPrice and its consequences (He and Harris, 2020). After the hiring and selection process is not generally bound by areas, the team people will frequently perform as well as cooperate with team members of all distinct backgrounds.
Due to the coronavirus epidemic crisis, workers and also leaders of organizations come in a forceful situation to suddenly change their working system, and maximum organizations shift their work from the office to home options. This is considered as conducive to mainly positive and effective outcomes in working remotely. Even work from home is not even a new concept, it looks new because maximum people choose this mode to continue their work from home and this concept is helpful for this particular situation and the entire world currently follows this pattern of work. In contrast to these points, the research has analyzed the effect of this working concept during the coronavirus epidemic and lockdown situation on transforming leadership techniques, behavior, and also skills, and associated in perceived managers’ skills as well as effectiveness at distinct hierarchical levels in NTUC FairPrice. Additionally, based on the situation, the research determines two ways to mitigate the issues related to remote work and organization behavior issues. Initially, implementing a “work from home” system may create pressure on leaders to show lease direction and also control, and particularly, more delegations. The second assessment into the effect of exogenous obstacles such as the coronavirus situation suggests that managers may become extremely managing and become less delegated.
Conclusion
It is concluded that this study deeply analyses various contributing “organizational behavior disciplines” and how those disciplines increasingly affect the Coronavirus crisis. The subject associated with remote working systems of individuals is started by the outbreak of this Covid-19. This Covid-19 crisis caused new challenges and problems for organization leaders and employees. In this hard time, it becomes challenging for employees to learn about new online mode working systems and adapt themselves quickly in this environment, on the other hand, leaders also face issues like managing a team through virtual communication, sometimes it is not possible to each issue through online mode and but the situation push everyone to manage theirs only through this platform. This system is conducive to positive results because of the pandemic crisis but also has some disadvantages which decrease the productivity and performance level of the employees. Organizational behavior comprises psychology, sociology, anthropology, economics, and philosophical factors that impact the employee’s work-life in a virtuous atmosphere. Social support as well as social interaction connected between flexible workers and associates, whether they generally are flexible workforce as well as based in a convenient traditional workplace ambiance. It was examined that several informants understand that no professional interaction and social communication is a “pre-telework concern”. Social psychology is associated with employees because this is essential to work efficiently to obtain organizational objectives. In this tough situation, this is extremely difficult for all leaders to manage and control each thing virtually, by the organization leaders continued to seek new ways to inspire, balance work-life and improve productivity level. Moreover, philosophy associated with organizational culture and behavior is mainly about how this pandemic situation impacts the thoughts and beliefs of group people and how they prepare themselves with the guidance of leaders to deal with this problem. The leaders are the principal drivers because they plan and take initiatives to make virtual platform more communication compared to the physical office because this thought process helps them to improve work from home performance level and provide regular feedback, arrange meetings through online meet apps, connect employees belong from distinct background and culture, and also arrange some interesting online games for an employee in every weekend for encouraging them to social communication and interactions.
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