The COVID-19 Pandemic: Impact on Job Performance

Introduction

COVID-19 is an unforeseen global pandemic that recently emerged unpredictably. The pandemic has turned the field of work upside down (United Nations, 2020). This pandemic has adversely affected all sectors including the education sector, transport sector, health sector, and more so, the business sector.

All these sectors have been affected differently, for instance, the health sector has recently received very larger numbers of patients in hospitals than usual. On another view, the business sector has faced a lot of challenges and difficulties in carrying out business activities. This includes the organization of work, closure of most offices to work at home, virtual leadership among many other changes as a result of this pandemic emergence. This paper focuses on the results of COVID-19 in the places of work and the changes which have affected employee job performance.

Remote Work Challenge in the Organization of Work

Remote work has been accelerated at a higher rate, and many people have been encouraged to work at their home places. This has reduced the rate at which people have been carrying out their duties in the industries. When people do work at their homes steads, they are not productive as when working at the workplace in the companies. The main reason why people are not accomplishing their activities is simply that they have been taking part in activities that are not helpful in any way (Weinstein, 2020). This is the primary reason which is hindering them from accomplishing their duties.

Remote work has affected teamwork hence reducing the efficiency of how the products have been produced for a long time. This is the other reason why people have not been performing most of their duties well. Therefore, the government has to develop better policies that will allow businesses to be carried out effectively and in the right way. By working remotely, people will not have an opportunity to be trained in new skills that are emerging and assist in performing tasks available in the field of production (Jurabek, 2021).

This will be a disadvantage to the organization of the work area and will soon become less fruitful since it is not the right channel to be followed in any situation. There is a need to carry out activities that will help ensure that the company grows at any point.

The Virtual Leadership Management Challenge

The organization of work has been affected by the COVID-19 pandemic. The virus is spread in different parts of the work, and many people have been affected by the same common disease. Due to the COVID-19 pandemic, people have to conduct virtual leadership management (Osburn, 2021). This is the primary reason why employee job performance has been lowered. Employees who have been employed in different parts of the world depend on the leaders to make sure that they can carry out any of their duties effectively.

Leaders have not been encouraged to work on the physical places of work, and this is the central issue that is affecting most of them. They have to work in different ways, which will make the employee performance work out well. Leaders are supposed to be available in places of work to ensure that work runs smoothly (Mussik, 2018).

This is to make sure that they can guide employees who have been hired in the company to work out their challenges and be enabled to grow and make it in all of their activities. When someone is willing to guide them, they will be in a position to continue doing better, and they will achieve the company’s primary goals at every point. Employee job performance is supposed to be improved, and that is the only way things are expected to work out well and in the right way.

Restriction of Different Places

There is a change in the organization of work as many people have been restricted to access the physical workplace. Others are not employed anymore in efforts to control the spread of the virus in the workplace despite this challenge resulting from financial difficulties in most companies. It is essential to make sure that there are enough people present in the workplace not to fail employees who will be assigned different roles to perform them in the organization (Annakili & Jayam, 2020).

This is the principal disadvantage that many organizations have faced as they do not have enough workers at their premises. The best way they are supposed to carry out their activities is by ensuring that they have allowed some members to be working in order not to halt the production activities.

The three areas that have brought a challenge to the organization of work and the significant impact that will be available to the company organization of work are essential. They determine how far the company will be able to go with the satisfaction of customers being given the priority as always. COVID-19 pandemic protocols should be followed, and this is the only way that will lead to the success of different companies at any point; this is helpful and essential at any moment (Sulistyaningsih, 2021).

The two implications for managing employees in the post-pandemic era are to ensure a leader trains them on different skills to carry out their duties in the best way possible in the post-pandemic period. The second impact is assigning different roles that specific members should perform to avoid delays and confusion from occurring in the company.

Employee Job Performance

Employee job performance has been one of the areas affected by the COVID-19 pandemic for a long time. There have been challenges that have been faced every time, and they are disgusting as the performance of the employees has been significantly reduced. They cannot perform their entire duties well, as was the case before the COVID-19 pandemic occurred in the country. Organization of work is one of the places that remain a major area which has disturbed many people at all times. Virtual leadership and management of employees in different work areas have remained the day’s talk, and many people are suffering due to the same issue. Most of the employees, unfortunately, have been forced to dismiss from the areas where they have been working, and others have been retrenched to curb the spread of the virus.

There is always a need to make sure that better ways have been instituted to enhance work continues to be performed accordingly in an organization. There are some of the changes in the organization of work on how it has been taking place in the other previous period of a tie, which is not impressive (Baía & Ferreira, 2019). The evolution of the physical management of employees by leaders has brought adverse effects to workers, and they are unable to conduct themselves in the right way.

The second thing is that employees are not fully assigned the duties they are supposed to take part in and make sure that their positions can be handled well. People are not as well allowed to occupy the physical work they have been occupying the other times. This remains another challenge to consider, and an immediate solution should be sought to ensure that employees are satisfied in the fields of work allocated to them to perform duties.

Conclusion

Conclusively, the COVID-19 pandemic has significantly affected the field of work and the management of the workforce. Most employees have been forced to work at home while others have even lost their jobs. This has made the majority of people lose their livelihoods. To cater to this issue, companies will need to employ some implications in the post-pandemic era.

One of the implications on managing employees should be to re-employ the initial workers in the companies. This act will help bring organizations back to their production level again as these workers were experienced in the fields they worked at. Another implication would be to train the entire workforce whether using on-the-job or off-the-job training. This will help increase the efficiency of the workforce which in turn will increase production hence more organization income in the post-pandemic period.

References

Annakili, P., & Jayam, R. (2020). Employee participation is essential in every organization why?. International Journal of Psychosocial Rehabilitation, 24(04), 2641-2646. Web.

Baía, E., & Ferreira, J. (2019). Dynamic capabilities and performance: How has the relationship been assessed?. Journal of Management & Organization, 1-30. Web.

Jurabek, R. (2021). Training young people creative, being able to create innovative techniques. Asian Journal of Multidimensional Research, 10(4), 523-527. Web.

Mussik, R. (2018). An investigation of internet solstice celebrations of supposed prehistoric sacred places. Culture and Cosmos, 22(1), 66-87. Web.

Osburn, K. (2021). These people have always been a republic: Indigenous electorates in the US-Mexico borderlands, 1598–1912. Ethnohistory, 68(1), 165-166. Web.

Sulistyaningsih, A. (2021). Impact of the COVID-19 pandemic on mental health in society. Muhammadiyah International Public Health and Medicine Proceeding, 1(1), 321-328. Web.

United Nations. (2020). The World of Work and COVID-19. Policy Brief, 3(8), 1-27. Web.

Weinstein, S. (2020). I’ll have it my way, taking control of end-of-life decisions. Activities, Adaptation & Aging, 44(1), 86-87. Web.

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BusinessEssay. 2022. "The COVID-19 Pandemic: Impact on Job Performance." December 30, 2022. https://business-essay.com/the-covid-19-pandemic-impact-on-job-performance/.

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BusinessEssay. "The COVID-19 Pandemic: Impact on Job Performance." December 30, 2022. https://business-essay.com/the-covid-19-pandemic-impact-on-job-performance/.