Introduction
Employee engagement (EE) is a major part of achieving the goal of an organization that has been structured by management. Offering an accurate working environment and priority to employees increases their motivation to conduct the task. Delivery of proper remuneration according to their effort which has been monitored by manager supports in fulfilling their needs are considered as employee wellbeing. This study focuses on the impact of Covid-19 over Sol-Tec that makes alternation in behaviour of organisation which provokes an effect over EE.
Organisation overview
- Sol-Tec is a network service delivering company that image innovative Technologies
- Delivery of efficient solutions to consumers that resolve network issues for connecting with people (sol-tec.com, 2020)
- This company is involved in partnership with Microsoft that offers modern solutions in a secure manner.
Implication of Microsoft within an organisation reduces the complication that arose due to a manageable data of consumers. On the other hand, Popli and Rizvi (2016) described that the HR department that is provided by the HR department increases engagement rate of employees. Conveying accurate information regarding changes that appear within an organisation provides scope to achieve the task which increases on finance employees.
- Proper allotment of information about consumers reduces chance of getting faces while delivering services to consumers (sol-tec.com, 2020).
- Implication of corent technologies, this company gets a scope to generate automatic analysis of content.
- Simplification in content without any introduction of complicated programming that helps in collection of data on point.
Offering cloud migration services a simple address for making acceleration of application migration. However, conduction of this activity requires efficient employees that support in handling critical issues in a short time which increases attention of consumers. This company delivers innovative services to consumers by researching over market demand for network services. Online tasks make demand high for services during pandemic time that increases profit of this organisation.
Evaluation of various theories that get focused over impact of corona virus on organisational behaviour
Hertzberg’s Two-Factor Theory
- Motivational factor is a part that provides satisfaction to employees which helps in boosting motivation of employees.
- Hygiene factor deals with the concept of dissatisfaction for the appearance of company policy that makes deduction of motivation.
- Satisfaction level to what job is directly dependent over productivity which has been identified by two factors of Hertzberg theory (Alfayad and Arif 2017).
This theory is included in a motivational theory that has both positive and negative feelings. Offering accurate feedback to employees by estimating costs that are invested for delivering training to them. Needs of employees are also identified through communication with them. Evaluation of external situations that appear for covid-19 need to be analysed by management that supports in structuring accurate strategy which offers health safety to employees. This company cut-off their employees for managing the investment conducted for their innovation according to the needs of the customer. Technical errors are not solved in an efficient way due to absence of technical staff in this company.
Expectancy Theory
- Behaviour of employees has been developed by arrangement of training sessions that optimise outcomes.
- Beliefs which are received from reward fulfil the expectations of consumer that increases quality of performance.
- Needs of employees have been evaluated by management for delivering accurate valence to reverse that is offered to them
Sol-Tec offers work from home to their employees for maintaining regulations that are established by the Government of UK for managing health crises. As per views of Soyoung and Sungchan (2017), management of organizational activity through implication of government regulations makes improvement of performance. Identification of actual reward that employees needed increases the value in terms of delivering high priority to them. This company delivers innovative working hours which provide flexibility for conduction of tasks that increases their engagement in this crucial time of covid-19.
Analysis of various changes to UK and its impact on employee engagement
- Changes in a working hour such as Work from home offer working safety to staffs (acas.org.uk, 2020)
- Delivery of statutory sick pay which has been established by the government of UK for corona virus.
- Shifting employees to their home temporarily is another aspect which reduces work hours.
Consumers use network services for communicating with their close ones which increases demands of services offered by this company. Telecommunication industry developed due to introduction of work from home that is conducted through using network services. Additionally, absence of efficient employees in this organisation creates limitations in fulfilling the needs of consumers. In addition, delivery of rewards to employees who are working hard during this endemic situation increases the motivation of those employees. Like other authors Khuong and Linh (2020), proper involvement of the HR department in terms of hiring employees by estimating their capabilities increase retention rate of employees. Conveying recent information to employees makes employees confident in terms of having advanced information regarding changes that are conducted by an organisation.
Implication of caste according to requirements of an organisation fulfils the criteria that are established by management. As commented by Khuong and Linh (2020), recognition of employees based on their effort which is identified from their performance is vital for managing employee turnover rate. In addition, employees also get benefits in terms of identifying their weaknesses from feedback which is provided by management to evaluate their task. Aligning efforts with objectives structured by a company is a technique for delivering feedback to employees. Estimation of strength of employees increases confidence level of employees which optimises retention rate of this company.
Evaluation of various challenges faced by Sol-Tec
Mental Health and Employee Well-being
The shift in work culture has a major impact on the well-being of employees and mental health. Stress and anxiety took a toll and Sol-Tec being a network service delivery company for its customers is facing huge challenges. The company recognized the importance of employee and initiated several wellness programs to provide its employees with security and health benefits. The sudden outbreak of COVID has affected the mental health of employees which leads to higher turnover rates and decreased productivity.
Managing remote work and motivating employees
Before the outbreak of COVID, less than 50% of companies globally had a feature of remote work programs (Osborne and Hammoud, 2017). Sol-Tec is facing undiscovered problems in terms of productivity and engagement of employees. The HR manager of the company is making continuous efforts to build a seamless network to overcome these challenges. The provision of right tools and gather real-time updates from employees is difficult for the company and it also creates a problem in communication. However, this also accounts for advantages in the flexibility of work, online consultation, and hiring of international employees.
Determination of various market opportunity
The sudden outbreak of COVID-19 has lead to determination of several market opportunities by Sol-Tec. The high involvement of management has lead to high involvement of employees which discovered many opportunities for the company. The opportunity to expand its market on a digital platform has been recognized by the company due to pandemic. The company also needs to accommodate technology in its supply chain for faster delivery of its products. The company also realized the need to employ cloud engineers for efficiency in its technological works such as designing, planning, management, and maintenance (Lorincová et al. 2017). This also affects the employees and result in positive organizational behaviour. The use of technology by the company will increase the leisure time of employees and faster delivery of its services. This increases the production capacity and higher satisfaction of both employees and customers. This motivates the employees and assures the well-being of workers.
Identification of various innovations appeared after impact of Covid-19
Sol-Tec has made some innovations to the structure of its working environment after the outbreak of COVID-19. The company has contributed to technology innovations in its business operations by adopting BlockChain technology feature. This allowed the company to store transactional records in several databases. The company also expanded its business operations in digital platforms and is currently facing huge demands of customers and the introduction of tech-driven supply chain management. This has lead to a positive outcome as the company is able to supply its products within sufficient time which leads to high customer satisfaction. The company also employed full-time consultants and cloud engineers to have a timely check on its transactions. The flexibility in work increased the morale of employees and lead to potential organizational behaviour. This is due to high satisfaction of workers in the working habits and routines (Idowu, 2017). This has also lead to an increase in revenue generation for which the company is providing extra benefits in terms of medical facilities and insurance to its employees. These positive outcomes have benefitted the company to attract huge base of permanent customers by following HR strategy.
Conclusion
Empowerment plays a vital role in offering motivation to employees which supports in increasing performance. On the other hand, frequent changes in strategy create confusion within organisational operations that leads to reduced engagement level of employees. Introduction of Covid-19 in 2020 makes alternation in strategies which reduces motivations of employees. Decrease in motivation due to appears of health risk on visiting office physically creates a negative impact over engagement of employees. Furthermore, this study describes various changes that appear in Sol-Tec for Corona and its impact over-involvement of employees in execution of tasks.
References
acas.org.uk (2020) Coronavirus (COVID-19): advice for employers and employees. Available at: https://www.acas.org.uk/coronavirus [Accessed on: 19/11/2020]
Alfayad, Z. and Arif, L.S.M., (2017). Employee voice and job satisfaction: An application of Herzberg two-factor theory. International Review of Management and Marketing, 7(1), pp.150-156.
Idowu, A., (2017). Effectiveness of performance appraisal system and its effect on employee motivation. Nile Journal of Business and Economics, 3(5), pp.15-39.
Khuong, M. and Linh, U., (2020). Influence of work-related stress on employee motivation, job satisfaction and employee loyalty in hospitality industry. Management Science Letters, 10(14), pp.3279-3290.
Lorincová, S., Štarchoň, P., Weberová, D., Hitka, M. and Lipoldová, M., (2019). Employee motivation as a tool to achieve sustainability of business processes. Sustainability, 11(13), p.3509.
Osborne, S. and Hammoud, M.S., (2017). Effective employee engagement in the workplace. International Journal of Applied Management and Technology, 16(1), p.4.
Popli, S. and Rizvi, I.A., (2016). Drivers of employee engagement: The role of leadership style. Global Business Review, 17(4), pp.965-979.
sol-tec.com (2020) SOL-Tec. About Soltec. Available at: https://www.sol-tec.com/about/ [Accessed on: 19/11/2020]
Soyoung, P.A.R.K. and Sungchan, K.I.M., (2017). The linkage between work unit performance perceptions of US federal employees and their job satisfaction: An expectancy theory. Transylvanian Review of Administrative Sciences, 13(52), pp.77-93.
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