Employee Engagement following the pandemic

1.0.Introduction

1.1.Background

Work is fundamentally associated with the quality of life of the people. The satisfaction of an individual with one’s work was linked with life satisfaction which extends work experience beyond workplace boundaries. Hence, work is a place where employees find meaning, a sense of community, identity, and also stability. There is a need for an organization to adjust to attain a dynamic environment and even permit its employees to attain better work commitment and performance (Jalal, 2016). The Covid-19 pandemic has not only led to various changes in society but the economic situation of the world has also been hampered. The present pandemic situation has made a challenging context for organizations and human resource management. Amidst such unprecedented circumstances, businesses are seeking strategies in place to navigate through all these challenges, and individuals are turning to avenues such as business dissertation help to gain insights for effective decision-making. There are plenty of changes that took place in the workplace and also social environment like shifting of remote work, applying of workplace policies as well as ways to limit the contacts (Armstrong & Landers, 2018). This has resulted in major issues for the workers like issues in disconnecting from the demands of the work, separation of the work as well as private life along with psychosocial risks which include isolation. The important workers even faced stressful situations like enhanced workloads, the decline in resting period as well as elongated working hours. Employee engagement has also become a major primacy for managers and practitioners of human resources in organizations because of Lockdown (Sun and Bunchapattanasakda,2019). However, due to swift spread of the Covid-19 around the world and responses to keep employees safe have made organizations implement major changes in their operations. The organization in Australia has quickly adapted by adjusting the environment of the work to permit social distancing, preparing wind-down at the time of business closure as well as supporting employees to build workspace to enable remote working. In such a period, an organization needs to look over human resources and enhance their engagement as employees can only assist in attaining organizational goals (Sun and Bunchapattanasakda, 2019). The building of a team and working cooperatively to enhance employee engagement can help in meeting organizational goals. However, the health crisis raised because of Covid-19 has led to considerable uncertainty among the different employees. The various organization has initiated to de-prioritize the psychological needs of the employees which have led to meet losses of business because of lockdown which had resulted in compromising employees’ engagement. There is a various organization that is applying strategic initiates to enhance the engagement of the employees (Sun, Taris, Xing & Peeters, 2020).

1.2 Research Aim and Objectives

The research aims to analyze the impacts of organizational initiatives on employee engagement in the recent pandemic situation.

The objective of the research is as follows:

To evaluate the effects of Covid-19 upon the employee’s engagement

To explore what role does organization initiatives play in employees’ engagement

To evaluate strategies that assisted in maintaining employee’s engagement during Covid-19

To recommend ways to restructure organizational initiatives to enhance employee engagement at the time of Covid-19

2.0.Literature Review

2.1 Employees Engagement

Over the past few decades, there are various concepts associated with employee engagement wherein it gave been found to be the essential factors that have affected the productivity of employees and also organizational performance. As per Jones & Kober (2019), engagement is termed as the state wherein employees are highly focused regarding their tasks and are willing to give extra efforts to attain effective outcomes along with the values and strategies of the organization. Employee engagement is termed as the process of human resource management which describes enthusiasm level and worker dedication which a worker feels for its job. It is the role of corporate leaders as well as managers to get engaged with every staff to establish a stronger business relationship through ensuing trust, understanding as well as respect for one another. Engagement makes employees feel good and also leads to positive outcomes (Wilkinson and Dundon, 2021). However, employee disengagement results in different outcomes in which when employees do not possess energy and motivations then putting effort does not result in better outcomes. It also results in a decline of employees’ workability and thus their engagement also affects their performance, it is the employees who decide on how much they would engage with its work and give efforts linked with support given by the organization. It is stated by Jones & Kober (2019) that engagement is linked with a range of results that include job performance, commitment, satisfaction, stress, burnout, turnover intentions, and also change in citizenship behaviors. The engaged employees are likely to give a higher level of services more likely to bring mistakes and also attain better experiences.

2.2 Factors affecting employee’s engagement

It is stated by Kurtessis, Eisenberger, Ford, Buffardi, Stewart & Adis (2017) that the Attitude of the employees has a major impact on its engagement. When employees are happy and satisfied with their work then they possess a positive attitude upon work. However, if they are not happy then it affected their workability and declines their performance level to a greater extends. Apart from that, it is also stated that positivity towards work is found to have a major impact on employees’ success. Apart from that, management is also found to be a factor that can affect the employee’s engagement as leaders can impact and produce change. Effective leaders can assist employees to check work values and ways it aligns with business goals.

Osborne and Hammoud (2017) reveal that it is important to also review the health of the employees as health also has equal involvement with the engagement. It is stated that sickness, as well as health issues, is a major contributor to employee productivity. Sick or tired employees can decline the rate of productivity and also make lesser engagement in the work. If the employees are not healthy then it can affect their involvement and engagement. It is found that when the right technology is provided to the employees then it leads to positive attitudes. The productivity of the employees can be enhanced with the help of technology. Lastly, it is also acknowledged that culture is also a factor that can help employees to feel more engaged. With proper culture and collaboration, it can help in enhancing connectedness and also helps in maintaining focus (Kim, Kim, Choi, and Phetvaroon, 2019).

2.3. Strategies to assist in maintaining employee’s engagement during Covid-19

It is stated by Zangirolami-Raimundo, Echeimberg, and Leone (2018) that organizations should continue to invest in leaders as they have direct impacts upon employee engagement. However, it is recognized that organizations have stopped organizing leadership development programs as they are highly costly and difficult to run. It is assumed that leaders are busy responding to change. It is important that leaders need to adapt to manage and lead the change and should support their employees utilizing change (Wilkinson and Dundon, 2021). Apart from that, it is also stated that leaders positively influence engagement utilizing giving support and feedbacks. It is stated that regular contacts between employees and leaders help in ensuring that they are getting sufficient support. It is now very essential for leaders to ensure that they find out how employees are executing and assist them in dealing with challenges or barriers which are experienced and review work and tasks (Lee, Alonso, Esen, Coombs, Mulvey, Victor & Ng, 2016).

Apart from that, it is also stated by Goyal, Trivedi, Nandwani, Changulani & Lokhandwala (2020) that employee’s achievement and efforts are recognized to enhance engagement, job performance, and also motivation. If an organization shows appreciation as well as gives major efforts to the employees then it can result in a positive outcome. One of the simple forms is to make recognition which can help in providing positive reinforcement, makes employees feel valued as well as also build confidence. It even enhances loyalty and commitment along with the reduction of burnout risk.

3.0.Research methodology

Research methodology is one of the effective techniques which are used for the selection, identification, processing, and also data analysis of the collected data. It helps the researcher in the conduction of the research study and also assists in the attainment of the research aim and objectives. The research methodologies are effective for the researchers to follow suitable steps to gather data and information for critical analysis of the research topic. Since the research aims to analyze the impacts of the organizational initiatives on employee engagement in the recent pandemic situation. Thus, this study will explain research philosophy, approaches, methods, data collection tools, and also analysis methods.

3.1 Research philosophy

Interpretivism, realism, and positivism are the three research philosophies, to conduct a depth study. In this particular research, the researcher will choose the interpretivism philosophy as it will be helping in understanding the purpose of the research topic and also help in analyzing the impacts of the organizational initiatives on employee engagement in the recent pandemic situation. This philosophy would be beneficial as it will also be providing in-depth subjective knowledge (Richie & Lewis, 2003). The usage of the bottom-up approach would also be helping in making this study more flexible and robust. Positivism philosophy will not be applied as it is not flexible and is very rigid. The researchers mainly focus on the individual review, company activities, and real-life for analyzing the research topic. In this particular study, the researcher will be able to include all the necessary information and case studies for analyzing the impacts of the organizational initiatives on employee engagement (Salkind, 2010).

3.2 Research approach

Among the deductive and inductive research approaches, the researcher will select the inductive research approach for progressing in the study in a systematic way. Under the inductive approach, the theories and concepts related to the research are gathered and after that, the researcher will be able to create observation and gather the authentic data and information (Zangirolami-Raimundo, Echeimberg, and Leone, 2018). The gathered data and information will be analyzed further to draw a conclusion and meet the research objectives. Through this approach, the researcher will be able to explore the organizational initiatives and gather a vast range of data and organizational information to compare and contrast the organizational process in the UK and Australia for employee engagement. This approach would even be applied as it would be assisting in providing the subjective perspectives and will be expanding newer phenomena utilizing variant perspectives. This approach would also be applied as it would be permitting flexibility and support the newer theory. This study will not be applying the deductive approach as it is linked with quantitative methods and also test theory which is not needed for this study. This study could make this study complicated (Saunders & et.al., 2009).

3.3 Research strategy

Research strategy is a method that helps in ensuring if resources are available appropriately to carry out research studies within a given time zone. It assists in bringing research components which include research topic, perspectives, designs as well as methods. There are various types of research strategies that are included in the study which include an interview, survey, case study, etc. The interview is the strategy that assists in getting richer data and also require extensive planning. The survey is another strategy that is a need in research to attain a larger number of participants. A case study is another strategy that gives major focus upon the examination of one particular case (Oliver, 2003). This study will make usage of Interviews to gather in-depth knowledge regarding the impact of organizational initiatives on Employee Engagement following the pandemic in the UK and Australia. The interview will be having 10 questions in total which will be related to the research aim, objectives, and also questions. All of the questions will be open-ended which will help the individuals to express their thoughts and ideas regarding their engagement during and after the pandemic (Richie & Lewis, 2003).

3.4 Research Methods

Research methods are of three types which include qualitative, mixed, and quantitative methods. Qualitative methods make usage of subjective data wherein quantitative methods use objective data. However, mixed methods make the usage of both subjective and objective data to conduct the research. This study will be making usage of qualitative methods as a major focus would be given upon subjective data. The qualitative methods would be used and will be beneficial as they would assist in the interpretation of data utilizing minor errors. This method would be helping the researcher to deal with such issues effectively and make this study easy. This study would not be applying qualitative methods as the researcher does not need to formulate as well as test hypotheses as it can complicate this study (Oliver, 2003).

3.5 Data collection method

Primary and secondary are the two types of data collection methods, and for progress in the research. This study will select both secondary data collection methods and primary data collection methods to analyze the above-mentioned research topic. The secondary data will be gathered by reviewing the books, journals, published articles, case studies, and organizational annual reports. These will be effective for the researchers to improve their understanding of the research topic as well as progress in the study efficiently (Zangirolami-Raimundo, Echeimberg, and Leone, 2018). This study will be gathering primary data utilizing interviews wherein employees of the UK and Australia will be selected. 5 employees of the UK and 5 of Australia will be selected randomly who will be interviewed utilizing video calling. All the questions will be selected based on organizational initiatives on Employee Engagement following the pandemic will be made comparing two countries i.e., UK and Australia.

3.6 Sampling process

Sampling is termed as an effective means of selection of the respondents who are capable to give responses in the study of research. This study will be making the usage of random sampling to make this study successful. A total of 10 individuals from two different countries i.e., Australia and the UK will be selected for an interview to express their views upon the impacts of organization initiatives upon their engagement following the pandemic. The result would be highly relying upon the data collected at the time of interviews (Saunders & et.al., 2009).

3.7 Data analysis technique

Quantitative and qualitative, both the analytical tools are advantageous for conducting the in-depth analysis and evaluation (Zangirolami-Raimundo, Echeimberg, and Leone, 2018). The researcher will select the qualitative data analysis method, to gather a vast range of information on organizational initiatives and employee engagement and develop a critical evaluation. The qualitative analysis in this regard is helpful where the researchers will choose the thematic analysis for developing different themes and comparing the countries the UK and Australia to understand the effects of the organizational initiatives on employee engagement. This analysis tool will be helpful as it will be making effective evolution of data and would be acknowledging themes associated with data effectively. It will also be helping in the creation of a practical understanding of findings.

3.8. Ethics

3.8.1.Informed consent

Data Protection Act 1998 will be applied to maintain data safety and security well as the authenticity and validity of the information are also managed well (Mohajan, 2018). Since this study will interview employees of both the UK and Australia so there would be certain issues of participants’ right to autonomy. The employees may claim for the misuse of their identity during the time of research work. However, this study will be applying informed consent which will be seeking to incorporate the rights of autonomous individuals utilizing self-determination. The informed consent would be helping participants to incorporate the study introduction. This consent report will be giving all the details of the study and will be providing noncoercive disclaimers. Hence, informed consent will be helping participants to get informed about this research to its participants.

3.8.2.Beneficence-Do not harm

There is a chance of raising harm to the participants in terms of discomfort as well as harm which could be emotional, social, economic, and also physiological. However, this study will make usage of non-maleficence which will be preventing intentional harms and decline potential harms. A researcher will be considering every possible result of research and will be balancing risks associated with the research study. The study will not be harming the feeling of the participants wherein a higher level of comfort will be provided to the participants.

3.8.3.Respect for anonymity and confidentiality

There can be raised of the issues of anonymity and confidentiality which is also associated with beneficence rights and also respect for fidelity and dignity. In the research study, there can be an issue that participants argue regarding their privacy, confidentiality, etc. However, to solve such issues, the company will apply confidentiality policies wherein participants will be free to give and withhold information as they wish. This study will be giving importance to the researchers will be utilizing authentic citation for representing the data and information from the original studies, annual reports, and journals (Mohajan,2018).

3.8.4.Respect for privacy

Privacy is one of the issues which can take place in the research work. There can be a possibility that participants would reveal issues upon attitudes, opinions, and records. However, it can be stated that this research will be taking care of the privacy of the participants wherein their data and information will not be disclosed. The data will be stored safely wherein only those data will be disclosed in the research study which is needed for the research study. The age, income, marital status, name, or any other data of participants will not be disclosed in this study. All possible measures would be taken to safeguard the physical, psychological, and social image of the participants.

3.8.5.Data manipulation

The data and information will be represented systematically without any data manipulation. All the data would be kept original wherein none of the change will be made whole collecting or representing the that comparing the countries UK and Australia will be developed further.

4.0.Gantt chart

References

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