Unit 11 sample

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Lahore University of Management Sciences, Lahore *

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AMC100

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Management

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Nov 24, 2024

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Introduction Background Nowadays, technological changes increasingly impact nearly every aspect of societies. The digital transformation going along with development and introduction of new technologies exerts an extensive impact on the digitization processes of small and medium-sized enterprises. These corresponding changes and developments require significant. implementation efforts in the long term.As a result, traditional business models need to be refined and new business models and processes need to be developed to sustain organizations’ competitive advantage. In this vein, a sound management of the factors of production is key to sustain an organization’s profitability. Hereby, job satisfaction is one of the key predictors for organizational effectiveness. Accordingly, the construct of job satisfaction has attracted a wide attention by researchers for several decades. In this context, satisfaction represents less of a behavior than an attitude within an organization. Many definitions exist for the construct of job satisfaction or employee satisfaction. job satisfaction as “the pleasurable emotional state resulting from the appraisal of one’s job as achieving or facilitating the achievement of one’s job values. Job satisfaction can be understood as a variety of psychological, physiological and environmental factors, which lead employees to the conclusion that they are truly satisfied with their job [6] In contrast, Locke describes job dissatisfaction as an unpleasant emotional state, which is characterized as frustrating or blocking in the context of how one values one’s own job. Thus, these two constructs are a function of the perceived relationship between the discrepancy of expectations and reality assessment. job satisfaction is expressed as a multidimensional psychological response to one’s work. These responses imply cognitive (evaluative), affective (or emotional), and behavioral components. Satisfaction is not decisively created by monetary incentives; rather, work should be interesting and varied. In addition, independent design opportunities and access to training programs should be provided. In contrast, pronounced control and supervision are not conducive. In order to obtain a more profound understanding of the relationship between digitization and employee satisfaction in small and medium-sized enterprises compared to large corporations, expert interviews were conducted with these companies and the results are presented in this paper.

Research rational COVID-19 has changed all the previous missions and visions of the companies. In this pandemic situation, companies need to restructure their strategies to remain competitive and profitable. To change the strategy, workplace transformation is also required. This study will analyses the possible forces of the pandemic situation behind workplace transformation, categories and modes of transformation and possible consequences of workplace transformation. That’s why this topic has been chosen. In this COVID-19 situation, the working pattern needs to be changed to ensure safety and to rum smooth working. For most employees in today's workplace, traditional 9-to-5 hours are no longer necessary. Everything is now feasible thanks to internet access, and companies who don't make use of it will be left behind. Human-centred design should be used to build office spaces that are flexible enough to be used in a variety of settings, including small meetings, interviews, collaborative workshops, and focused work (Bennett and McWhorter, 2021). Modern office renovations place a high priority on making open spaces visually appealing, as well as adding plant life and natural light to promote mental and physical wellbeing, which in turn increases productivity and creativity. Even something as basic as an overflowing inbox can reduce productivity. When undergoing a modern workplace transition in this global pandemic situation, it is critical to redesign working methods by utilizing effective technology such as chat applications, cloud file storage, and video technologies. When working on projects where feedback and brainstorming are critical to success, work teams require access to locations and technologies that let them quickly and efficiently connect to their network. Problem statement This research tries to find out whether the global pandemic situation forces companies to transform their workplaces and whether it has a good or bad impact. Project aim The research aims to find out any positive or negative impact of the global pandemic on accelerating workplace transformation. Throughout this research, it will be analyzed whether the company faces difficulties in transforming their workplaces due to pandemic situations and whether the company enjoys any benefits. Project objectives -To investigate the challenges of digital transformation in IKEA Plc.

-To identify the challenges that employees faced due to the transformation of IKEA Plc. -To recommend strategies for helping the company to implement the digital transformation Research Questions: 1. What does it mean for one of the world's most popular furniture companies to go digital? 2. Is the digitalization will change the culture of the IKEA? 3. How digital transformation will affect employee’s performance? Literature review Digital Transformation In general, digital transformation refers to a radical and comprehensive shift in the use of technology with the goal of improving business performance. According to one definition of digital transformation from. Digital transformation is a change caused or influenced by the use of digital technology in all aspects of human life. In contrast to the definition of, digital transformation is defined as the use of technology to generally improve a company's performance or reach. Another definition comes from (), which states that digital transformation is the third and highest level of digital skills attained. It occurs when digital use facilitates innovation and creativity, as well as encourages significant changes in professional or knowledge fields. Furthermore, digital transformation is defined as “a rapid change in all strategies because demands must change, operations must be digital, and extended supply chain relationships must be extended.” Furthermore, it necessitates the functional use of the internet in design, manufacturing, marketing, sales, and presentation, as part of a data-driven management model. Security, simulation, the internet, cyber security, and blockchain are also included. Some of these definitions indicate that when using digital transformation, there is a comprehensive motivation, innovation, and consequences. As a result, companies can easily carry out digital design of business model choices, information technology and understanding, evaluation, digital value network design, and customer feedback. Furthermore, establishing open lines of communication between entrepreneurs and information technology specialists can help to prevent fraud. Governments and stakeholders must support digital transformation for companies. It aims to improve business models and company operations so that they can be classified as digitally

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mature. These factors are classified as follows: company characteristics, a lack of qualified personnel, a lack of knowledge of the technology required, infrastructure, a lack of marketing, the adoption of ICT and e-commerce, a lack of technology road maps and ecosystems for digital transformation, and the reliability of the environment. Digital transformation is an effort to accelerate business by utilizing technology tools and looking for opportunities that can assist business processes in order to broaden the target market. When businesses are forced to change due to a pandemic, they have the advantage of being able to increase promotions through online applications. As a result, they are able to solve problems in the sales and logistics channels. Digital transformation can be successful if companies make a commitment, such as by offering products on social media, offering discounts, and so on. There are four digital transformation strategies that can be implemented: (1) ensuring that the business remains competitive; and (2) increasing the efficiency of business processes. (3) Increasing customer satisfaction; and (4) making various strategic decisions easier for business people. When businesses are forced to relocate, digital transformation is extremely beneficial. For example, consider how online applications can solve two problems at once, namely sales and logistics. The supply chain can begin to rely on online platforms that connect business people with raw material suppliers. There are three aspects to digital adoption. The first is that the urgency of digital transformation is not just about technology, but also about how businesses can compete more aggressively because it can reduce costs in many areas. Second, improving business-related digital knowledge and skills. The truth is that not all businesses require a website; some simply require promotion through the appropriate channels. Due to a lack of understanding, digital transformation decisions are frequently less appropriate to the needs of the business itself. The third option is to use integrated e-wallet services. Acceleration of workplace transformation in the global pandemic situation According to the findings of Bennett and McWhorter (2021), the COVID-19 pandemic may have accelerated the pace of digital transformation in the workplace. To perform this research, researchers used the crowdsourcing platform Amazon Mechanical Turk from March to April 2020 during the COVID-19 epidemic. Many individuals think that the COVID-19 epidemic has hastened the digital transformation of work, as seen by the fact that more people are working from home offices. Those who have seen the acceleration see a future where they only work

digitally. Traditional employment has become less important as a safe source of money as a result of the COVID-19 epidemic, while digital jobs have become more important as a safe source of revenue. In the future, workers expect digital employment to be a more reliable source of income than traditional work. According to the findings of this survey, the COVID-19 epidemic has changed people's views about digital transformation and their desire to work only in a digital environment. To predict the long-term effects of the pandemic on the digitization of work, research that incorporates macroeconomic repercussions into its projection is required. Soto-Acosta (2020) explained that unprecedented devastation was caused by the Covid-19 epidemic in a society that was already experiencing a digital revolution. To stop the spread of disease and maintain business continuity, millions of people started working virtually. They suddenly became involved in virtual human resource development (VHRD) and alternative work strategies that helped organizations adapt to current challenges and prepare for future disruption. Here, we will look at VHRD's involvement in the crisis, as well as its transition into a new period defined by even more upheaval and change. According to our analysis, many changes in the workplace were already underway before the epidemic. The reason for this is that companies need to prepare for the future by anticipating more digital transformations, strategizing VHRD, and using learning assets. This essay will be of interest to people who assist their companies not only recover from the disaster but also thrive in a new era of work that is being profoundly altered by technology. Organizational leaders, HRD experts, employees, academics, and school staff all attend to help students get ready for the workforce of the future. t the COVID-19 pandemic is resulting in a worldwide health catastrophe with severe social and economic ramifications that has never been seen before. This study examines the relationship between the COVID-19 epidemic and digital transformation. Furthermore, the paper explores if and how the COVID-19 epidemic is hastening the digital transformation of companies. Startups and established businesses looking to investigate or take advantage of digital transformation will find value in the study's findings. Concept of Employee Performance Employee performance has been the most important issue for every organization, be it a profit or non-profit one. However, defining, conceptualizing and measuring performance have not been an easy talk . performance is a set of financial and nonfinancial indicators which offers information on the degree of achievement of objectives and results. Employee performance

encompasses three specific areas of firm outcomes: (1) financial performance (profits, return on assets, return on investment); (2) market performance (sales, market share); and (3) shareholder return Employee performance involves the recurring activities to establish organizational goals, monitor progress towards the goals, and make adjustments to achieve those goals more effectively and efficiently. The assumption that knowledge management is needed for knowledge accumulation to result in improved employee performance possibly arises from the fact that researchers have opposing views about the impact of knowledge on employee performance. It is expected that a particular category of knowledge, which is valuable, rare, inimitable and non- substitutable would lead to increased performance. On the other side of the discussion are authors who do not see a direct relationship between knowledge and performance. Organizations can always attain knowledge that may not lead to intelligent behaviour/ core rigidities due to deeply embedded knowledge sets hinder innovation. In conclusion, the knowledge that is relevant may have a positive effect on employee performance. Research methodology Research approach Survey-based research will be used in this study. The questionnaire analysis used in survey- based research includes asking the selectors in the sample questions. And the proportion of the data is gathered depending on the sample data that have been obtained. It is performed in a sample group where a survey or questionnaire is used to determine the transformation of workplaces of Tesco plc, as well as the problems and benefits they encounter in the business due to workplace transformation due to the global pandemic situation in Tesco plc. This approach can make the company more cognizant of the views of its employees on its use. The quantitative strategy entails the examination of data based on values, with the data being obtained using a random sample . Quantitative research is performed in this study to determine whether or not workplace transformation is hindering profitability to some degree. It is possible to demonstrate the effectiveness of quantitative tactics by presenting accurate data on a random sample. Because of this, the staff at Tesco plc can quickly conclude and analyze the results. Some qualitative data are collected for the research, which includes the viewpoint of the employees to restore their contentment at work. Qualitative data are derived from the viewpoints of the study subjects.

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While conducting the research, some qualitative data was used, such as employee satisfaction, to determine whether or not pleased workers use transformed workplace presence. Data collection method Because this study is based on a survey, primary data collection is the most important element of the study, however secondary data are also utilized to illustrate whether or not the project was a success. The survey analysis's questionaries-based method yields the core data. The workers of Tesco plc provided the majority of the data for this study, which aims to handle the information effectively. Because of this, it is necessary to get information from the employees and analyze the results based on the information they provide. Information gathered from websites, online media, and various other sources constitute secondary data. When the variability of these data is guaranteed, they can be accepted. A secondary collecting technique used in the study included an online survey of certain employees and the collection of some workplace transformation and pandemic information from other websites. The samples are chosen at random from among members of the organization's many divisions and divisions. The sample size is the total number of samples drawn from a population when the sample is being gathered from the real data. 50 people from Tesco plc's workforce will be included in the study. Because the 50 employees represent about 20% of the total population, a generalization about the population may be derived from this sample size. Data analysis approach The research instrument uses research methodologies to gather data for analysis. Surveys, questionnaires, and in-depth interviews with Tesco Plc workers will be used to gather data for this study, which will yield accurate findings. Data is presented graphically, with percentages in pie charts representing the survey analysis

Data Analysis 69% 31% Gender Male Female Explain above graph in 100 words 17% 44% 23% 16% Age 19 – 30 years 31 – 45 years 46 – 54 years 55 & above years Explain above graph in 100 words

Strongly Agree Agree Neither Disagree Strongly Disagree 0 10 20 30 40 50 60 70 61 23 2 4 10 Ikea had become more focused on digital during COVID-19. Series1 Explain above graph in 100 words Strongly Agree Agree Neither Disagree Strongly Disagree 15 20 5 45 15 There is an increase in the time pressure at work due to digital transformation Explain above graph in 100 words

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Strongly Agree Agree Neither Disagree Strongly Disagree 0 10 20 30 40 50 60 70 80 74 16 6 1 3 Ikea digital transformation has imporved my work-life balance Series1 Explain above graph in 100 words 19% 40% 10% 16% 15% It was easy for Ikea to ramp up the level of remote working in response to the pandemic due to digital transformation Strongly Agree Agree Neither Disagree Strongly Disagree Explain above graph in 100 words 6.0 Reflection & recommendation for alternative research methodology- A way to ensure that the questionnaire prepared is a reliable and valid tool to collect data is by making sure that whatever the result of the question is, it must be repeatable. The questionnaire

must also have valid characteristics by integrating the conclusion that was generated from the research that was done before the questionnaire. Objectivity must be the main concern for researchers when it comes to the questionnaires. This is because the personal feelings of the researcher should not influence the answer of a participant or else the answer is biased. The researcher should not be biased or else the answer that they get might be more hurtful than truthful for their research. This is because the participants will choose an answer that the researcher desires instead of the actual answer that they want to give. The accuracy of questionnaire must have adequate answers to the questions, not having the correct option for the participant will make them confused and likely give out the wrong information. An alternative research methodology would be conducting a qualitative research through interviews. There are multiple ways to ensure that the interview is reliable. Researchers should have good rapport with the interviewee so that it encourages them to answer to the best of their abilities instead of answering it half-heartedly. Another way that researchers can use is to ensure that they do not be bias in an interview. They can do this by making the questions as neutral as possible to get an honest answer from the interviewee. Recording the interview is also another great technique. Recording the interview means that the researcher has a solid evidence of what the interviewee has said, allowing the researcher to replay the recording repeatedly to listen properly. After the recoding has been done, the researcher can start to transcribe the interview. This means that they will have to type out every word that was said in the interview so that the researchers can get a clear view of what and how the interviewee has responded to their questions. 7.0 Conclusion Digitalization has been effecting all aspects of working life since last decades. Considering the literature review, digitalization has been seen as an important element in the productivity of organizations especially in the long run and in the organizations which has a high proportion of skilled and qualified labor. Therefore literature review supports that given enough amount of time digitalization takes place and internalized, it will help increase the productivity of the organization more and more in the long run. In addition the past researches done in the field of digitalization-productivity relationship, our study has examined this relationship not on the firm level but on the individual level. The question and the idea was that if employees work in a more

digital and connected environment do they be more efficient and productive in their jobs and whether employee satisfaction has an effect on the relationship between these two, digitalization level of the organization and employee productivity. Ikea might need to understand the effects of digitalization on their employees and modify their HR policies in order to create well-adapted employees to digital processes considering their work-life balance needs. The elements of digitalization which makes employees more satisfied could be enhanced and as a result more satisfied employee would be more productive. Thus this will eventually lead a more productive company consisting of more productive employees who are satisfied thanks to the digital transformation strategy implemented in their companies. Digitalization, employee satisfaction and employee performance are concepts that have so many sub-dimensions interconnected with each other and the direction of relationships between these sub dimensions differ from each other. Current productivity level of the organization, organizational culture, the specifications of the sector in which company operates, the characterisctisc of the employee groups might effect the results concerning this relationship. Therefore researchers could focus on many different sub groups exhibiting different characteriscs and traits and deep dive the dynamics of the relationship between digitalization, satisfaction and productivity

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Unit 11 sample

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