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EFFECTS OF COVID-19 ON EMPLOYMENT RELATIONS 1
THE EXTENT TO WHICH THE COVID-19 PANDEMIC HAS FUNDAMENTALLY
ALTERED EMPLOYMENT RELATIONS
Name Course Name of Professor
University Date
EFFECTS OF COVID-19 ON EMPLOYMENT RELATIONS 2
THE EXTENT TO WHICH THE COVID-19 PANDEMIC HAS FUNDAMENTALLY
ALTERED EMPLOYMENT RELATIONS
Introduction Without a doubt, the COVID-19 epidemic has drastically affected the character of the workplace and the nature of employment. The increasing use of remote work is one notable development that has accelerated an existing trend and compelled companies to reassess conventional office-centric arrangements. Along with a shift in workplaces, this transformation has led to a thorough reevaluation of cooperation and communication techniques. The pandemic has had a significant influence on important areas of workplace interactions, including as work locations, communication styles, health goals, and technology use (Godinić and Obrenovic 2020). Employers are growing increasingly concerned with the welfare and safety of their workers, placing a higher priority on the mental and physical well-being of their staff members. There have been significant changes to a number of significant components of the workplace, and understanding these advancements is necessary to evaluate these changes holistically. Telecommuting and flexible schedule
Unquestionably, the COVID-19 epidemic has prioritized flexible scheduling and remote work in employment legislation. According to the International Labour Organization (ILO), the widespread use of remote work amid the global lockdowns of 2020 has revolutionized the way individuals carry out their professional duties. was the "most extensive mass teleworking experiment in history" While the original impetus for this change was the need for physical separation, it has since developed into a revolutionary force that is transforming the traditional office-based work paradigm (Ivana Načinović Braje 2022). Work from home (WFH), also known
EFFECTS OF COVID-19 ON EMPLOYMENT RELATIONS 3
as telecommuting, telework, or remote work, has become a significant part of the "new normal," challenging conventional beliefs about the location and methods of work.
More personal freedom and a better work-life balance are two benefits of this change. However, it has also brought with it certain challenges. Measurement of productivity, preserving team cohesiveness, and resolving loneliness and burnout resulting from the abrupt change to remote work are among the concerns. Businesses now need to adapt to this new work paradigm while also managing a remote workforce and employee welfare.
Prior to the pandemic, professionals or managers in top positions within the organization frequently had the option of working remotely. Numerous labour unions were compelled by the outbreak to establish mandatory arrangements that were very different from prior norms. Godinić
and Obrenovic (2020) state that the literature emphasizes the shift in terminology from "telecommuting" to the more inclusive term "remote work," emphasizing flexible work arrangements in which workers operate from locations far from headquarters and communicate via technology. Long-term impacts of the move to remote work are expected, causing organizations to implement more flexible rules and drastically changing customs around on-site work practices.
Additionally, research from scholars like Wood (2016, 2020) and Felstead et al. (2020) demonstrates that issues have emerged with flexible scheduling, a crucial aspect of remote employment. Workers have had significant challenges in adapting to this new work style during organizational emergencies such as the pandemic because of the sudden disruption of regular routines and clearly defined responsibilities. Bozkurt (2015) claims that as a result of the epidemic, there has been a noticeable and significant shift towards more regulated and
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straightforward forms of employment. In the ever-evolving world of employment relations, businesses must prioritize employee welfare, value flexibility, and take swift action when faced with challenges. Job Security and Economic Uncertainty The labour market has been profoundly and extensively affected by the COVID-19 pandemic, which has brought to light both advantageous patterns and unfavourable consequences. According to the findings of Bojan Obrenovic et al. (2021), society has become more cognizant of the critical contributions made by those who have valiantly remained at the forefront of the crisis to provide essential services amidst the epidemic. These categories include personnel employed in food stores, safety facilities, emergency services, and healthcare. As a result, a developing movement is advocating for essential employees to receive increased compensation and benefits. This movement acknowledges the crucial contributions that essential personnel make to the functioning of society (Godinić and Obrenovic 2020). Personnel employed in emergency services and care facilities have encountered difficulties due to the epidemic-induced surge in demand for their services. A rise in COVID-19 cases has exacerbated the challenges associated with an expanding workload. Due to the implementation of health and safety protocols during the outbreak, two novel forms of
electronic surveillance have emerged. In order to oversee and control the transmission of the virus, personnel operating in these areas might be subjected to heightened surveillance via the implementation of diverse monitoring technologies (Hai et al., 2021). Although the primary purpose of these protocols is to ensure adherence to safety regulations, they may inadvertently foster an environment of constant scrutiny and assessment, thereby compromising individuals'
EFFECTS OF COVID-19 ON EMPLOYMENT RELATIONS 5
autonomy and job contentment (Godinić and Obrenovic 2020). Healthcare and emergency services personnel have been compelled to embrace "unnecessary extremes" as a result of the management requirements imposed by the pandemic. This labour force often exposes itself to the
risk of a welfare crisis by neglecting their customary obligations in order to attend to fundamental and unfulfilled needs. The increasing prevalence of telecommuting constitutes an additional benefit of this methodology. As a result of the pandemic and the need for social distancing, businesses have increased their utilization of remote work solutions. This relocation provides several advantages for businesses, including decreased commuting durations, improved employee morale and productivity, and the conservation of office space (Obrenovic et al., 2021). Furthermore, the expenditure on representatives was effectively managed in order to accomodate the supplementary prospects that emerged from remote work, thus fostering an exceptional equilibrium between enjoyable and critical endeavours.
Furthermore, in spite of these favourable advancements, the labour sector has been confronted with substantial challenges posed by the epidemic. Job losses and redundancies have become an unfortunate reality as a result of the difficulties encountered by businesses in ceasing or reducing their operations. Due to the economic crisis and the prevailing climate of economic unpredictability, employees are apprehensive about potential redundancies or furloughs (Barselai
Shaham et al., 2023). Thus, their ability to formulate long-term strategies has been impeded, leading to a decline in productivity and employee morale. A growing number of workers are requesting greater assurances from their employers regarding job stability and security in light of
the current economic difficulties.
EFFECTS OF COVID-19 ON EMPLOYMENT RELATIONS 6
The epidemic has also significantly strained conventional employer-employee relationships. When organizations are forced to implement challenging measures such as furloughs, redundancies, and pay reductions, their employees become more critical and less satisfied. Ensuring amicability and trust between the organization and its employees has become increasingly challenging in light of the operations that have caused widespread suspicion and hostility among many workers (Hai et al. 2021). The impact of the pandemic on the labour market is multifaceted, encompassing both favourable developments and significant challenges (Obrenovic et al., 2021). In order to effectively navigate these extraordinary changes, it is imperative to adopt a systematic and empathetic approach.
The pandemic has necessitated a reassessment of the importance of these occupations and the standards by which they ought to be bestowed. There is a growing awareness among individuals regarding the significance of their labour. However, the obstacles they face underscore the critical nature of acknowledging and supporting their endeavours at a more profound level. Ensuring the health and well-being of personnel is of the utmost importance in emergency services and assisted living facilities, given the ever-changing benchmarks for employee relations. Additionally, the necessity for increased production must be considered seriously. The issue of achieving a harmonious equilibrium between diligently overseeing personnel to guarantee their well-being and affording them independence and deference is of equivalent magnitude.
Health and Safety Concerns The dynamics of the workplace have been profoundly altered by the COVID-19 pandemic, specifically with regard to its effects on the health and safety of employees during work hours.
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The significant progress achieved in this domain provides further support for the notion that it has introduced unique challenges. One clear benefit is the enhancement of workplace safety protocols (Hai et al. 2021). As a result of the urgent requirement to safeguard their personnel, businesses have instituted stringent precautions. The aforementioned measures encompass the adoption of personal protective equipment (PPE), heightened cleansing and disinfection frequency, and the enforcement of more stringent social distancing protocols (Kaushik and Guleria 2019). The risk of viral transmission within the workplace has been significantly mitigated by the implementation of these processes, which is extremely beneficial for the health and safety of the staff.
An additional outcome of the pandemic is an increased emphasis on employee satisfaction and well-being. Organizations have come to recognize the importance of cultivating a collaborative and encouraging atmosphere within the setting, due to their enhanced understanding of the correlation between psychological and physical health. A considerable number of organizations have embarked on endeavours to enhance employee well-being and contentment, recognizing the
criticality of such endeavours in maintaining a resilient and productive workforce (Ajmal et al., 2021; Hai et al., 2021). Illustrative instances of initiatives encompass augmenting the availability
of wellness programs, fostering consciousness regarding mental health issues, and catering to the
varied requirements of employees through the adoption of flexible work arrangements.
However, amidst these positive developments, complications have emerged specifically regarding the implementation of health protocols. The implementation and maintenance of these standards pose a significant challenge for employers, particularly in large corporations or situations where sustaining social distance is challenging (Bulińska-Stangrecka and Bagieńska 2021). To comply with more rigorous health regulations, organizations have enacted substantial
EFFECTS OF COVID-19 ON EMPLOYMENT RELATIONS 8
changes aimed at enhancing safety in the workplace and assuming greater accountability for the well-being of their personnel.
As a result of recently expressed safety concerns, staff and management may be forced to engage
in conflict. Divergent perspectives regarding the significance or severity of safety protocols in the workplace may lead to strained relationships between staff members. To cultivate an environment conducive to productivity and collaboration, it is critical to maintain a harmonious equilibrium between ensuring the welfare of employees and attending to a wide range of concerns (Beckman et al., 2021). The epidemic has undoubtedly posed a number of challenges. Nonetheless, it has also spawned a number of revolutionary developments in employee welfare and safety on the job. The long-term impact of prioritizing health-conscious and supportive work
environments will manifest in more resilient and empathetic workplace cultures in the future. The environment at work will become more conducive to employee support.
Technology and Digital Transformation A period of significant advancements and challenges has ensued since the COVID-19 pandemic accelerated the implementation of digital technology in the workplace. Particularly for remote teams or those with members situated in various geographic regions, communication and collaboration in the workplace have been profoundly altered by the implementation of digital technologies (Hai et al., 2021). The removal of geographical barriers has promoted greater interconnectivity among employees, allowing for effortless information exchange, collaborative problem-solving, and communication (Lee et al., 2021). The present proliferation of connectivity
has not only bolstered the effectiveness and output of teams, but has also facilitated the generation of groundbreaking concepts driven by distinct viewpoints.
EFFECTS OF COVID-19 ON EMPLOYMENT RELATIONS 9
By purposefully integrating digital technology, routine operations have been mechanized and streamlined, granting personnel immediate access to vital data. Productivity has increased as a consequence of the operation of converting work procedures to digital format. As a result, employees have demonstrated enhanced job performance and are capable of making timely, well-
informed decisions (Nurhas et al., 2022; Godinić and Obrenovic, 2020). Digital technologies play a pivotal role in enhancing operational efficiency and productivity in a variety of industries.
The integration of remote workers has become more efficient as a result of the digital revolution, which has eliminated the conventional constraints imposed by geographical boundaries. This has resulted in greater availability of exceptionally qualified individuals. The advent of numerous online job platforms, including Glassdoor, Indeed, and LinkedIn, has substantially enhanced the efficiency of the recruitment procedure for employers and candidates alike, overcoming limitations imposed by location (Godinić and Obrenovic 2020). To enhance the efficiency and user-friendliness of the labour market, these platforms function as centralised centres where employers can conveniently list job openings and job seekers can conveniently locate suitable candidates (Hai et al., 2021). The advent of online employment platforms has significantly expanded the applicant pool for employers and enabled individuals to investigate numerous professional opportunities, irrespective of their geographic placement.
Significant advancements have been achieved by ATS frameworks for Global Candidate Positioning in terms of efficiently managing an extensive candidate pool and automating complex recruiting processes. Automated testing systems (ATS) enhance the efficiency and accuracy of the candidate evaluation procedure through the application of specialized knowledge
and skills (Hussain 2021; Balyuk et al. 2020). By increasing the efficiency of recruitment
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operations, this automation enables businesses to manage a greater volume of applications in a more flexible and timely manner, thereby facilitating a more effective recruiting strategy.
The implementation of video conferencing platforms such as Microsoft Teams, Zoom, and Google Meet, has significantly transformed the way in which meetings and discussions are conducted. The successful execution of these protocols effectively reduced the need for rigorous geological criteria, enabling ongoing collaboration and the documentation of remote arrivals from various global locations (Godinić and Obrenovic 2020). Virtual collaboration has broadened the scope of feasible skills, enabling organizations to tap into a worldwide reservoir of
competent personnel and foster a workforce that is more heterogeneous and intricate. The implementation of cloud-based collaborative platforms such as Slack, Dropbox, and Asana has facilitated effective collaboration and communication among teams that are geographically separated, regardless of their physical proximity (Barrutia and Echebarria 2021). Automattic, GitLab, and Buffer's accomplishments indicate the viability and advantages of decentralized workforces. The aforementioned instances serve to demonstrate the considerable influence that remote work could exert on the intricacies of governance and the recruitment procedure. The paradigm shift has increased the availability of exceptionally skilled individuals, allowing companies to cultivate workforces that are not only varied but also exceptionally capable (Balyuk et al., 2020). The profound restructuring of communication strategies, expert personnel acquisition, and operational protocols has fundamentally transformed the intricacies of employment associations, leading to noteworthy consequences.
While there have been benefits from the adoption of digital technology throughout enterprises, there have also been challenges. Some workers may find it challenging to adjust to new
EFFECTS OF COVID-19 ON EMPLOYMENT RELATIONS 11
technology, which might cause resistance and a shortage of trained personnel. To address this problem, extensive training initiatives and continuing support systems are needed. Concerns about surveillance and privacy have also come up. Growing reliance on digital technology has given rise to justifiable worries about potential invasions of employee privacy and administrative oversight. Employers must prioritize ethical and open procedures in order to preserve a delicate balance between data acquisition and monitoring. Building and maintaining employee confidence and trust depends on ensuring compliance with privacy laws. Achieving equilibrium between security protocols and safeguarding individuals' privacy rights is crucial.
The digital revolution has exposed shortcomings in internet equipment and access, spotlighting inequities in these domains. This demonstrates that disparities exist in terms of digital competency and accessibility. Ignoring the digital gap might lead to greater inequalities and challenges for some workers. It will take significant collaboration and compromise to close this gap. People from different origins and places might participate actively in the digital workforce, for example, by putting policies in place to guarantee fair and equitable access to technology. To effectively traverse the digital realm, it is imperative to create thorough training programs, comply with specified privacy rules, and address access barriers. Organizations may optimize the
advantages of digital transformation while prioritizing the well-being of their workforce and creating a diverse, inclusive work environment by skillfully handling these obstacles.The Canada
Emergency Response Benefit (CERB) played a crucial role in helping those who lost their jobs due to the epidemic. By offering temporary financial assistance, Canadians may be able to avoid poverty and achieve their basic needs. For example, a single mom in Toronto used her CERB
EFFECTS OF COVID-19 ON EMPLOYMENT RELATIONS 12
benefits to buy groceries and pay her rent. In Germany, the Kurzarbeit initiative successfully prevented job losses and maintained employment levels. The program offered compensation discounts to companies that adjusted worker schedules during the epidemic, which made it easier
to retain employees without incurring a large financial cost. Kurzarbeit helped one Munich-based
firm avoid layoffs. The management recognized the program's effectiveness in protecting their skilled staff and facilitating a smooth restart of all activities when limitations were removed. Even while government assistance programs have been quite successful, there are still issues with handling related worries and making sure that the distribution is fair. It became clear that there were differences in the way help was distributed, with certain firms or industries receiving more assistance than others. These initiatives have sparked questions about their impartiality and efficacy. In a research, the US Small Business Administration discovered that loans from the Paycheck Protection Program were awarded to minority-owned companies at a lower rate than to
firms owned by white people. This emphasizes the need for more equitable and customized distribution strategies. In addition, criticism was levelled at how certain businesses handled their workers throughout the epidemic. Many businesses came under fire for their policy of firing workers while continuing to pay large dividends to shareholders. One of the country's largest retailers conducted massive markdowns and gave out large incentives during the outbreak. Moreover, instances of fraud and the mishandling of aid programs highlight how important strong governance and fraud prevention measures are. The US Department of Labor's Inspector
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General's study revealed that throughout the epidemic, fake jobless claims were used to illegally obtain billions of dollars. This indicates that in order to safeguard program integrity, extensive fraud detection and prevention mechanisms are necessary. The numerous successes and failures of these state initiatives highlight the complex difficulties in effectively managing labour relations and providing enough assistance during an unprecedented crisis.
Shift in Priorities and Values Workplaces have seen significant changes as a result of the COVID-19 epidemic, emphasizing
the value of supporting diversity and inclusion, employee welfare, and mental health. Companies
now understand how important these attributes are to developing a staff that is robust and
successful. Starbucks has demonstrated leadership in the business by providing benefits
including paid sick leave, flexible scheduling, and easily available mental health counselling to
promote the welfare of its employees. It is now essential to prioritize mental health at work due
to the pandemic's increasing influence on common mental health issues. These days, businesses
place a high priority on diversity and inclusion as important strategic objectives in their quest to
create a just and equal workplace. Accenture distinguishes itself with unconscious bias training,
targeted recruitment campaigns, and mentorship programs. For many businesses, the emphasis
on diversity, inclusion, and employee well-being marks a radical departure from conventional
business models that were primarily concerned with efficiency or profits. These programs'
principal objectives are to hire a staff that is more varied and to create an inclusive atmosphere
that allows everyone to feel like they belong and can use their abilities to the fullest. Despite the beneficial developments spurred by the epidemic, finding a judicious balance
between company objectives and employee wellbeing continues to be difficult. Google has
EFFECTS OF COVID-19 ON EMPLOYMENT RELATIONS 14
demonstrated its care for employee happiness and productivity by implementing initiatives like
"No Meeting Fridays" and increasing paid parental leave. Businesses that successfully strike this
balance often have a staff that is more loyal and dedicated, which is essential for long-term
success. Another challenge is the performative behaviours that demonstrate diversity and inclusivity.
Certain groups could participate in flimsy symbolic acts that fall short of producing real change.
Unilever has demonstrated its will to tackle this matter by including diversity and inclusion into
its business strategy, establishing challenging diversity targets, and accepting responsibility for
monitoring advancements. This strategy guarantees that initiatives to advance inclusion and
diversity are firmly ingrained in business culture as opposed to being surface-level. Some firms
have changed in response to the epidemic, emphasizing the physical and mental health of their
employees while promoting greater workplace diversity and inclusiveness. These are not only fads;
rather, they are important ideas that impact corporate culture. Employers who genuinely embrace these
ideas and effect significant change will draw and keep top talent while also developing a flexible,
innovative, and creative workforce. Positive transformation has been inspired by the epidemic, which
has caused companies to shift towards becoming more empathic and inclusive.
Conclusion
In brief, the COVID-19 pandemic has significantly transformed the employment landscape by expediting adjustments such as the adoption of remote work, a reassessment of objectives, and an increased emphasis on employee welfare. Originally conceived as a means to circumvent the limitations imposed by geographical separation, remote work has since
EFFECTS OF COVID-19 ON EMPLOYMENT RELATIONS 15
transformed into a disruptive phenomenon that poses a threat to conventional office-oriented frameworks. Without a doubt, the pandemic has significantly altered the dynamics of professional relationships in terms of employment security, communication, priorities, and work locations. These alterations have produced enduring consequences. This action has both advantages and disadvantages, including concerns regarding production monitoring and an increase in autonomy. Even more so, concerns regarding job security have been brought to light as a result of the increased compensation for essential personnel amid an uncertain economic climate. Strict regulations were implemented to address health and safety concerns, while the implementation of digital transformation boosted productivity at the expense of privacy and fairness. Despite the considerable aid provided by government initiatives like the Paycheck Protection Program, concerns arose regarding the equitable distribution of resources. The incorporation of employee well-being, which includes diversity, inclusion, and mental health, has
emerged as a significant shift in corporate objectives. In light of the substantial transformations occurring within the domain of employment relations, it is critical that employers and employees
alike undertake substantial modifications to conform to the current state of affairs.
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