Impact of Restructuring on Employee Productivity Amidst COVID-19 in Pakistan

2022 ◽  
pp. 186-207
Author(s):  
Faria Khan Laghari ◽  
Awais Ali Agha ◽  
Obaidur Rehman ◽  
Iqra Aijaz ◽  
Sharoze Ali Asghar
Keyword(s):  
Work Environment ◽  
Current Literature ◽  
Employee Productivity ◽  
Organizational Restructuring ◽  
Revolutionary Change ◽  
Working From Home ◽  
The Impact

The chapter examines the manner in which COVID-19 is affecting employee productivity given to the global organizational restructuring. This chapter focuses on the general impact it has had on organizations, particularly SMEs in Karachi, Pakistan. A review of the current literature indicates organizations have been constrained into projects of quick and revolutionary change. In basically all cases, there will be further significant changes ahead for those organizations that endure the impact of COVID-19. This study quantitatively tests the link between organizational restructuring and the impact it holds on employee productivity. This is done through questionnaires being distributed amongst the sample of employees working at different FMCG companies going through organizational restructuring. The expected findings suggest that employee output has decreased as there has been a drastic work environment shift; they are not as motivated and focused working from home as compared to the formal work setup they've been working in for years.

THE IMPACT OF WORKING FROM HOME ON EMPLOYEE PRODUCTIVITY DURING 21ST CENTURY

2021 ◽  
Vol 7 (2) ◽  
pp. 48-63
Author(s):  
Asokan Vasudevan ◽  
◽  
Meerankumar Sivakumar ◽  
Rajani Balakrishnan ◽  
◽  
...  
Keyword(s):  
21St Century ◽  
Employee Productivity ◽  
Working From Home ◽  
The Impact

scholarly journals Effects of the COVID-19 lockdown on musculoskeletal pain, physical activity, and work environment in Estonian office workers transitioning to working from home

Work ◽  
2021 ◽  
pp. 1-9
Author(s):  
Martin Argus ◽  
Mati Pääsuke
Keyword(s):  
Physical Activity ◽  
Work Environment ◽  
Musculoskeletal Pain ◽  
Sudden Change ◽  
Activity Level ◽  
Office Workers ◽  
Significant Drop ◽  
Body Regions ◽  
Working From Home ◽  
The Impact

BACKGROUND: COVID-19 lockdown caused a sudden change in the work culture and environment. OBJECTIVE: The aim of this study was to evaluate the impact of COVID-19 lockdown caused changes in musculoskeletal pain (MSP), physical activity (PA), workplace properties, and their in-between relationships among office workers. METHODS: A total of 161 office workers (64.6%female) with a mean age of 38.2±9.5 years participated. The study was conducted as an online form. Baecke Physical Activity Questionnaire, NORDIC Questionnaire, and questions about the work environment were used. The participants were asked to describe the current situation and retrospectively the situation 3 months before. RESULTS: We found no significant differences in the prevalence of MSP or between the mean number of body regions suffering from MSP before and during the lockdown. During the lockdown, a significant (p <  0.001) reduction in total PA and sport-related PA and a significant (p <  0.001) increase in work-related PA was noted. A significant drop in both workplace comfort rating (p <  0.05) and workplace ergonomics rating (p <  0.001) was suggested during the lockdown. Our data also suggested several individual factors influencing the MSP among office workers during the lockdown. CONCLUSIONS: Maintaining habitual physical activity level and preparing a more comfortable and ergonomic workspace can play a role in a healthier transition to working from home.

scholarly journals The Impact of Work Environment on Employees’ Performance in Banking Sector in Palestine

2021 ◽  
Vol 14 (8) ◽  
pp. 85
Author(s):  
Maisa Y. Burbar
Keyword(s):  
Work Environment ◽  
Banking Sector ◽  
Employee Performance ◽  
Primary Source ◽  
Critical Factor ◽  
Organizational Outcomes ◽  
Employee Productivity ◽  
Workplace Environment ◽  
Job Opportunities ◽  
The Impact

Purpose: Because high employee performance can lead to positive organizational outcomes, improving employee performance is one of the foremost objectives for any organization. Nowadays, since employees have an arguably greater number of job opportunities from which to choose and may, ostensibly, opt to leave unfavorable conditions in search of better alternatives, the workplace environment proves a critical factor in deciding to remain or leave any given position. Put simply, the workplace environment stands to influences employees&rsquo; levels of motivation, performance, and productivity. This study examines the effects of the work environment on employee performance in the Palestinian banking sector. Design/methodology/approach: Questionnaires were distributed among an initial 320 bank employees from a total of 14 Palestinian banks found in Palestine. Of the 320, 268 were deemed completed in a manner satisfactory to be considered primary source data. The remaining 52 surveys were improperly or incompletely populated and not calculated into the results. The data from these surveys were then analyzed using SPSS v 27. Findings: Findings indicate that the work environment correlates to a significantly positive effect on employee performance. After that, these results have provided robust and beneficial recommendations, which policymakers and banks may implement to formulate relevant strategies to manipulate the work environment and improve employee productivity. Originality: This research is the first to address the relationship between employees&rsquo; performance and the workplace environment in the Palestinian Banking sector.&nbsp;

The Impact of Internal Work Environment on the Retention of Healthcare Providers at Turaif General Hospital

2019 ◽  
Vol 10 (12) ◽  
pp. 1183-1199
Author(s):  
Mohammed Alrouili ◽  
Keyword(s):  
Work Environment ◽  
General Hospital ◽  
Professional Growth ◽  
Healthcare Providers ◽  
Entire Study ◽  
Internal Work ◽  
Research Findings ◽  
Study Population ◽  
The Right ◽  
The Impact

This study attempted to identify the impact of internal work environment on the retention of healthcare providers at Turaif General Hospital in the Kingdom of Saudi Arabia. In particular, the study aimed to identify the dimensions of work circumstances, compensation, and relationship with colleagues, professional growth, and the level of healthcare providers’ retention. In order to achieve the study goals, the researcher used the descriptive analytical approach. The researcher used the questionnaire as the study tool. The study population comprised all the healthcare providers at Turaif General Hospital. Questionnaires were distributed to the entire study sample that consisted of 220 individuals. The number of questionnaires valid for study was 183 questionnaires. The research findings were as follows: the participants’ estimate of the work circumstances dimension was high (3.64), the participants’ estimate of the compensation dimension was moderate (3.32), the participants’ estimate of the relationship with colleagues dimension was high (3.62), the participants’ estimate of the professional growth dimension was weak (2.39), and the participants’ estimate of healthcare providers’ retention level was intermediate (2.75). Accordingly, the researcher’s major recommendations are: the need to create the right atmosphere for personnel in hospitals, the interest of the hospital to provide the appropriate conditions for the staff in terms of the physical and moral aspects for building the work adjustment in the staff, and conducting training courses and educational lectures for personnel in hospitals on how to cope with the work pressures.

Scale Development: Measuring Job-Family Incivility

2019 ◽  
pp. 31-48
Author(s):  
W G S Mahalekamge ◽  
Nilakshi W K Galahitiyawe
Keyword(s):  
Scale Development ◽  
Work Environment ◽  
Development Process ◽  
Workplace Incivility ◽  
Dynamic Processes ◽  
Validity And Reliability ◽  
Development Approach ◽  
The Impact ◽  
Compound Effect

The main contribution of this paper is the development of the job-family incivility scale. This paper seeks to explore the complex inter-relationships between workplace incivility and family incivility dimensions of job-family incivility by examining the dynamic processes by which job-family incivility is initiated and sustained using a scale development approach. In doing so, the paper highlights the absence of valid and reliable measures that estimate the compound effect of workplace incivility and family incivility – referred to as job-family incivility. A scale development process introduced by Quazi et al. (2016) is presented and stages in the construction of the scale are discussed including measures of validity and reliability. The findings of the study demonstrate the validity and reliability of the job-family incivility scale developed by the current researchers. The main aims of this research are to emphasize the impact of workplace incivility and family incivility on the employees in the work environment, and to discuss the techniques that can be used to mitigate such detrimental activities.

scholarly journals Disparities by deprivation: The geographical impact of unprecedented changes in local authority financing on the voluntary sector in England

2021 ◽  
pp. 0308518X2110348
Author(s):  
David Clifford
Keyword(s):  
Local Government ◽  
Local Authority ◽  
Voluntary Sector ◽  
Recent Change ◽  
Revolutionary Change ◽  
Disadvantaged Communities ◽  
Local Government Finance ◽  
History Of ◽  
The Impact ◽  
Deprived Areas

Over the last decade, the local government finance system in England has experienced ‘genuinely revolutionary change’: overall revenues have declined and councils are now more reliant on locally raised taxes. Importantly, the nature of change has varied geographically: urban councils serving poorer communities have experienced the biggest declines in their service spending. This paper considers the impact of these spatially uneven changes on the voluntary sector. We follow through time charities known to be in receipt of local government funding at the time of peak council budgets in 2009–2010 and describe trends in the income of these charities until 2016–2017. We show that, just as the pattern of change in local government financing has been spatially uneven, so the trend in charities’ income has varied geographically. Indeed the spatially regressive nature of recent change in charities’ income is remarkable: while the median charity in the least deprived decile of the local authority distribution experienced little change in their income, the median charity in the most deprived decile experienced a 20% decline. The results provide the strongest evidence to date that, in countries with a history of partnership between government and the voluntary sector, voluntary organisations in more deprived areas are particularly vulnerable to sizeable reductions in the level of local government spending. Indeed, by illustrating for the first time the sizeable reductions in the income of charities in disadvantaged communities, the results demonstrate an important mechanism through which ‘austerity urbanism’ becomes salient in the lives of individuals in deprived areas.

Public servants working from home: Exploring managers’ changing allowance decisions in a COVID-19 context

2021 ◽  
pp. 103530462110555
Author(s):  
Sue Williamson ◽  
Linda Colley ◽  
Meraiah Foley
Keyword(s):  
Employee Productivity ◽  
Public Servants ◽  
Jel Codes ◽  
Individual Level ◽  
The Public ◽  
Work From Home ◽  
Working From Home ◽  
The Individual ◽  
Organisational Level ◽  
Large Sections

Before the COVID-19 pandemic forced large sections of the workforce to work from home, the uptake of working from home in the public sector had been limited and subject to the discretion or ‘allowance decisions’ of individual managers. Allowance decisions are influenced by factors at the organisational, group and individual levels. This research examines managers’ allowance decisions on working from home at each of these levels. It compares two qualitative datasets: one exploring managerial attitudes to working from home in 2018 and another dataset collected in mid-2020, as Australia transitioned out of the initial pandemic lockdown. The findings suggest a change in the factors influencing managers’ allowance decisions. We have identified a new factor at the organisational level, in the form of local organisational criteria. At the group level, previous concerns about employee productivity largely vanished, and managers experienced an epiphany that working from home could be productive. At the individual level, a new form of managerial discretion emerged as managers attempted to reassert authority over employees working remotely. These levels intersect, and we conclude that allowance decisions are fluid and not made solely by managers but are the result of the interactions between the organisational, group and individual levels. JEL Codes J81, J32

Sustaining corporate culture in a world of hybrid work

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Peter Buell Hirsch
Keyword(s):  
Corporate Culture ◽  
Current Literature ◽  
Design Methodology ◽  
White Collar ◽  
Subjective Assessment ◽  
Social Implications ◽  
Content Type ◽  
The Subject ◽  
The Impact ◽  
Practical Implications

Purpose This paper aims to examine the challenges to sustaining corporate culture in a world of hybrid working. Design/methodology/approach This paper is a review of current literature on the impact of remote and hybrid working on white-collar employees. Findings There is little consensus on whether remote/hybrid working will harm or strengthen corporate culture. Research limitations/implications The viewpoint is a subjective assessment of a limited number of articles on the subject Practical implications It is not entirely clear how those responsible for corporate culture can act on the findings. Social implications In a world in which corporations are experiencing a shortage of talent, how they handle corporate culture will be increasingly important. Originality/value While much has been written on the impact of remote working, this viewpoint takes the original view that strong corporate cultures rely more on the attitudes and actions of individual employees that company programs or initiatives.

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