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Piece: 1 & 2 Sub/Group Title “An Investigation to Identify the Changes in Work Experiences of International Non- EU Postgraduate Students of University of Hertfordshire (UH) During the Covid-19 Pandemic” Assignment Title “Perceptions of International non-EU Students on term-time job hunt, recruitment stages and work experiences during the Covid-19 Word Count: Piece-1 (1,319 words) & Piece-2 (1,311) [Cover page, contents, references and appendix are not considered in the count] Group Members Name ID Alamgir Ahmed 19066910 Reddy Pratap Busireddy 19054476 Hafiz Asad Ullah 19064613 Group Number: 51

Contents Piece – 1: Research Proposal ........................................................................................................ 1 1.1. Introduction ........................................................................................................................... 1 Title ........................................................................................................................................... 1 Aim of the Study ...................................................................................................................... 1 Objectives ................................................................................................................................. 1 Research Gap ............................................................................................................................ 2 Research Questions .................................................................................................................. 2 1.2. Literature Review .................................................................................................................. 2 1.3. References ............................................................................................................................. 5 Piece – 2: Data Collection .............................................................................................................. 7 2.1. Research Philosophy ............................................................................................................. 7 2.2. Data Collection Tools ............................................................................................................ 9 Quantitative Data Collection (Close-ended Survey Questionnaire) ......................................... 9 Qualitative Data Collection (Interview Questions) ................................................................ 10 2.3. Summary of Results ............................................................................................................ 11 2.4. References ........................................................................................................................... 14 Appendix ........................................................................................................................................ 15

Piece – 1: Research Proposal 1.1. Introduction The world is going through one of the toughest time with ongoing COVID-19 pandemic. It has not only affected us physically but also struck hard our mental and economic conditions. Students are also facing numerous trouble in their daily life these days and the experience relating to their term-time jobs have been affected as well. This proposal shows the intention to acquire knowledge about work experience of the Postgraduate Students of University of Hertfordshire (UH) during this COVID-19 pandemic. Title An Investigation to Identify the Changes in Work Experiences of International Non-EU Postgraduate Students of University of Hertfordshire (UH) During the Covid-19 Pandemic. Aim of the Study Primary aim of this study is Identify the Changes in Work Experiences of International Non-EU Students of University of Hertfordshire (UH) During the Covid-19 Pandemic. Additionally, this study also seeks to predict how the future workplace would look like in future. After analyzing and monitoring of all the relevant information, this study shall recommend ways of adapting the major changes in workplace for International Non-EU Postgraduate Students of University of Hertfordshire (UH). Objectives 1. To identify the changes in work experience of International Non-EU Postgraduate Students of UH in their workplace during the Covid-19 Pandemic 2. To link the changes in work experience with the future look of workplace and predict the result 3. To recommend how to adapt the major changes in workplace caused by the Covid-19 Pandemic 1

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Research Gap There are a number of studies found to discuss about the work experiences during the pandemic. Almost every study have overly investigated the facts as a whole. In such way, these studies were failed to specifically focus on students who are engaged in term-time jobs. For that instance, research opportunity became viable to Identify and assess the Changes in Work Experiences of International Non-EU Postgraduate Students of UH During the Covid-19 Pandemic. Research Questions 1. What are the changes do the students of UH have experienced in their workplace during the Covid-19 Pandemic? 2. How the changes can shape the future of workplace for the students of UH? 3. How can the students of UH adapt the new trends in their workplace to have favorable work experience? 1.2. Literature Review The COVID-19 pandemic brings changes in psychological, social and work experience to the employees. In particular, during the pandemic employees had to adapt new ways of working due to the increased working from home. To mitigate the outspread of the Novel CoronaVirus, governments imposed many regulations like social distancing, restrictions in travelling and lockdown (Kaushik and Guleria, 2020). These measurements have forced organisations to conduct their activities in new ways. Work from home causes new challenges at the workplace for the employees. Employees face challenges in the communication process with their colleagues. They are not only required to implement new ways for communication and interaction with others but also to implement new ways to balance workloads and family requirements (Dubey and Tripathi, 2020). As the lockdown in many countries forced people to home school their children and also perform their activities. In addition, the changes in the working arrangements cause uncertainty in the health and financial aspects of the employees. Moreover, these changes create additional work and stress that affect employees’ wellbeing. 2

During the Covid-19 pandemic, the importance of virtual teams is growing rapidly. It can be defined as a group of individuals that work together from their own locations to collaborate in a common task or project by using information and communication technologies (Glikson and Erez, 2020). Organisations during the pandemic era found it to be the effective way to mitigate communication barriers in the work from home services. Different technologies are used in virtual teamwork communication systems such as mobile, video conferencing, internet of things etc. The main characteristics of virtuality implies temporal and physical distance among the team members and the shared objectives (Taras et al., 2019). Although physical distancing among the employees may reduce the cooperative behaviours. There may be lack of integration in the activities due to the psychological barriers in the virtual teamwork. Employees however need to incorporate changes in teamwork. They should be boldly requested to bring cooperation and correlation with the team members. Though requesting help can be embarrassing and uncomfortable, it seems to be the best practice to overcome such psychological barriers (Choi and Cho, 2019). Virtual team work is affected by several factors and phases which give rise to several models and techniques for investigating the study to relate for performance. The role of leaders in defining organisational outcomes has a significant impact on employees at every aspect especially in the crisis moments and certainly it is vital in fundamental ways. Due to Covid-19 pandemic millions of employees of different hierarchical levels work from a distance. It is critically encouraging that leadership can also perform will from distance. Successful leaders are those who are skilled to provide reassurance of realism and optimism regarding decision making (Crayne and Medeiros, 2021). However, crises can bring changes in the leadership styles. Therefore, organisations are required to prepare themselves to provide adequate investments on professional developments. To be more specific, leader subordinate activities and functions that are crucial to consider during the pandemic. Leaders have a crucial role developing how assessment and appraisal systems will be functioned (Bartsch et al., 2020). Many researches show that there may be a possibility of shifting to result oriented assessment as leaders are unable to directly monitor the performances of subordinates in the way that physical office systems allow. Working remotely may decrease the scope for the subordinates to obtain feedback from the leaders (Irawanto, Novianti and Roz, 2021). The lack of learning opportunities is linked with higher risk of return and lower commitment. In addition, virtual interactions cause 3

disadvantages to the newcomers at the workplace due to the lack of physical and face to face interactions with the superiors (Sadiq, Kapucu and Hu, 2020). Employees in the modern age wish to feel that their companies care about them. There is a lack of interactions and communication between the employees and the organisations (Radwan and Radwan, 2020). Consequently, they are unable to get feedback and appraisal from the superiors in work from the office system. Moreover, there is a great possibility of losing social connections in the system. It is considered that social interactions and communication with co-workers are crucial for mental and physical health (Davis, Ghent and Gregory, 2021). Whereas physical distancing is likely to have negative impacts on mental health creating loneliness among the workers. The pandemic also created a crisis in employment in the workplaces. Full time employers however have managed to sustain their jobs whereas significant numbers of part time employees have lost their jobs. The Covid-19 has led to significant changes in the workplace. It interrupts the way of working within and outside organisations. Physical workplaces are very effective in creating a healthy workplace with an ergonomic environment for the employees (Teachout and Zipfel 2020). Employees get opportunities to exploit the working environment and develop their skills and knowledge through experiencing physical interactions at the workplaces. Employees who work from home might experience a lack of communication and collaboration, loneliness and the feelings of disconnection (Murti et al., 2020). This creates barriers in employee engagement to the organisation and activities. Poor team work and mental health issues are the basic issues and challenges that are faced by the employees and organisations during the pandemic era. However, technologies have helped organisations to enable more flexible working conditions through online platforms and virtual meetings (Li, Ghosh and Nachmias, 2020). These technologies enable employees to communicate and collaborate more effectively to comply with the changes. There are huge advantages in the work from home system if the job satisfaction is ensured. Many studies show that employees demand a combination of office and work from home to bring flexibility in the work. 4

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1.3. References Bartsch, S., Weber, E., Büttgen, M. and Huber, A. (2020). Leadership matters in crisis-induced digital transformation: how to lead service employees effectively during the COVID-19 pandemic. Journal of Service Management. Choi, O.K. and Cho, E. (2019). The mechanism of trust affecting collaboration in virtual teams and the moderating roles of the culture of autonomy and task complexity. Computers in Human Behavior, 91, pp.305-315. Crayne, M.P. and Medeiros, K.E. (2021). Making sense of crisis: Charismatic, ideological, and pragmatic leadership in response to COVID-19. American Psychologist, 76(3), p.462. Davis, M.A., Ghent, A.C. and Gregory, J.M. (2021). The Work-from-Home Technology Boon and it’s Consequences (No. w28461). National Bureau of Economic Research. Dubey, A.D. and Tripathi, S. (2020). Analysing the sentiments towards work-from-home experience during covid-19 pandemic. Journal of Innovation Management, 8(1), pp.13- 19. Glikson, E. and Erez, M. (2020). The emergence of a communication climate in global virtual teams. Journal of World Business, 55(6), p.101001. Irawanto, D.W., Novianti, K.R. and Roz, K. (2021). Work from home: Measuring satisfaction between work–life balance and work stress during the COVID-19 pandemic in Indonesia. Economies, 9(3), p.96. 5

Kaushik, M. and Guleria, N. (2020). The impact of pandemic COVID-19 in workplace. European Journal of Business and Management, 12(15), pp.1-10. Li, J., Ghosh, R. and Nachmias, S. (2020). A special issue on the impact of the COVID-19 pandemic on work, worker, and workplace!? Implications for HRD research and practices in time of crisis. Murti, M., Achonu, C., Smith, B.T., Brown, K.A., Kim, J.H., Johnson, J., Ravindran, S. and Buchan, S.A. (2021). COVID-19 Workplace Outbreaks by Industry Sector and Their Associated Household Transmission, Ontario, Canada, January to June, 2020. Journal of Occupational and Environmental Medicine, 63(7), p.574. Radwan, A. and Radwan, E. (2020). Social and Economic Impact of School Closure during the Outbreak of the COVID-19 Pandemic: A Quick Online Survey in the Gaza Strip. Pedagogical Research, 5(4). Sadiq, A.A., Kapucu, N. and Hu, Q. (2020). Crisis leadership during COVID-19: the role of governors in the United States. International Journal of Public Leadership. Taras, V., Baack, D., Caprar, D., Dow, D., Froese, F., Jimenez, A. and Magnusson, P. (2019). Diverse effects of diversity: Disaggregating effects of diversity in global virtual teams. Journal of International Management, 25(4), p.100689. 6

Teachout, M. and Zipfel, C. (2020). The economic impact of COVID-19 lockdowns in sub- Saharan Africa. London: International Growth Centre. Piece – 2: Data Collection 2.1. Research Philosophy Data collection is a systematic approach used by researchers to collect, measure and interpret accurate insights of research by using techniques and approaches. It enables a researcher or organisation to find relevant answers of research questions, evaluate the findings and to make predictions about trends and future possibilities ( Loomis, and Paterson, 2018). This research involves collecting data from employees to determine the impacts of Covid-19 pandemic at the workplace. There are several data collection methods available for the research such as interviews, questionnaire, observation, surveys, and focus group discussions. Data can be collected through mobile applications, loyalty programs, websites, emails and online surveys. Although data is valuable in research, too much data will be disruptive and irrelevant data is useless. The appropriate data collection method can provide effective insights of the study. 7

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Quantitative data is defined as the collection of numerical data that measures the value of attitudes, opinions, behaviours and other variables to support or reject hypotheses. This data represents quantifiable information that is used in statistical analysis and mathematical calculations to make real life decisions ( Goertzen, 2017). Several methods can be used to gather quantitative data such as experiments, questionnaire surveys, observations, face-to-face interviews, telephone interviews etc. To collect the quantitative data for this research questionnaire survey will be used. It will contain several relevant questions that are to be answered by the participants. This approach will help to draw accurate and fact-based conclusions to the study. Qualitative data is referred to as the conceptual and descriptive information collected through observation, surveys, and questionnaire and interviews ( Cypress 2018). This data characterises and approximates the trends that are non-numerical in nature. This study will involve questionnaires for interviewing the existing employees to determine the changing trends at the workplace due to the Covid-19 pandemic. It will be useful to collect ample information from the participants by asking problem-oriented questions. Survey questionnaire is a data collection method in primary research containing objective questions that are used to gain detailed insights from the target audiences about the research problems ( Vriesema and Gehlbach, 2021). The quantitative data collected from the survey questions are in the form of numerical data that are used in determining statistical results. The data received through surveys are analysed and processed to quantify the behaviours and trends. Before setting the questionnaire the objective of the study must be determined to make effective data collection through survey questionnaire ( Roopa and Rani, 2012). This method is preferable in this study as it is cost saving and convenient to collect relevant data. Due to the safety measurement the survey will be conducted online. It will provide easy access to the participants and more conveying to the respondents. Survey questionnaires are a useful channel for gathering quantitative data that are used in statistical analysis. The feedback received from the survey can provide economical outputs. It can provide large amounts of quantitative data at relatively lower costs ( Nayak and Narayan, 2019). Therefore, a large number of sample sizes in this study can be obtained that represent a large population. In this method the information collected from the respondents can be easily converted into quantitative data that will be processed in statistical analysis. The questionnaire is 8

standardised which means the outcomes of the study will be consistent ( Vostanis, 2006). Hence there are several limitations in this method. The data collection process in the survey is time consuming as respondents take longer time to answer the questions. Moreover, it takes much time to analyse the data as the answers need to be categorised. Open ended questions in the survey method allows participants to answer in an open text format. It allows them to answer broadly on the basis of their knowledge, experience and feelings ( Tyler et al., 2021). In this study open ended questions will encourage the respondents from the workplace to express their feelings and experiences throughout the pandemic era. It will allow us to obtain more detailed answers and information from the participants that will bring effective outcomes. Whereas close ended questions provoke respondents to give very specific responses. It allows a higher response from the participants as they don’t have to type or think much to answer the questions ( Kim, Kim and Kang, 2017). In this study close ended questions will help to obtain quick response, measurable and quantifiable data from the respondents. It will also help in getting rid of irrelevant answers and will provide comparable answers. 2.2. Data Collection Tools Quantitative Data Collection (Close-ended Survey Questionnaire) 1. My organisation or company has responded appropriately to the health crisis raised due to COVID-19 Pandemic.  Strongly Agree  Agree  Neutral  Disagree  Strongly Disagree 9

Rationale: This question is designed to assess to what extent the organisation or company of the respondents have stepped up to protect them from any health crisis raised due to COVID-19 Pandemic. 2. My individual work engagement has been negatively impacted due to COVID-19 Pandemic.  Strongly Agree  Agree  Neutral  Disagree  Strongly Disagree Rationale: This question is developed to understand the impact of COVID-19 pandemic on the student’s mental health which is likely to adversely affect their engagement within their workplace. 3. I have a fear of losing my job due to the ongoing COVID-19 Pandemic.  Strongly Agree  Agree  Neutral  Disagree  Strongly Disagree Rationale: 10

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The development of this question is to measure the possibility of postgraduate students of UH to lose their term-time jobs in the shorter or longer term due to financial instability of the organisation or company. 4. My wage or salary or pay-scale has been negatively impact by the COVID-19 crisis.  Strongly Agree  Agree  Neutral  Disagree  Strongly Disagree Rationale: This question shall assess the extent to which the postgraduate students of UH think of earning less than before to understand how financial distress has adversely impacted on the earnings of them. 5. Have your organisation or company supported remote working facilities during the COVID-19 Pandemic?  Yes  No Rationale: Development of this question aims at investigating how many postgraduate students of UH have been engaged with organisations or companies that are shifting towards remote work. Qualitative Data Collection (Interview Questions) 1) What are the positives and challenges you can point out while working on this current COVID-19 crisis? 11

2) How stable and secure experience do you have in your workplace? 3) What competencies do you think would be vital in order to sustain in the workplace during the pandemic? 2.3. Summary of Results i) My organisation or company has responded appropriately to the health crisis raised due to COVID-19 Pandemic. It has been found that nearly 71 percent respondents agreed and 9 percent has disagreed with the statement relating to their wellbeing whereas 20 percent stated neutral conditions. ii) My individual work engagement has been negatively impacted due to COVID-19 Pandemic. 12 Strongly Agree Agree Neutral Disagree Strongly Disagree 0 5 10 15 20 25 30 35 40 45 Students Wellbeing Strongly Agree Agree Neutral Disagree Strongly Disagree 0 5 10 15 20 25 30 35 40 45 50 Work Engagement

Study shows that 56 percent respondents agreed and only 15 percent disagreed with the statement. Meanwhile, 29 percent remains neutral to the matter. iii) I have a fear of losing my job due to the ongoing COVID-19 Pandemic. Study depicts that 58 percent respondents have agreed to the fear of losing the job due to COVID-19 Pandemic whereas 30 percent disagreed and 12 percent have responded neutral on the statement. iv) My wage or salary or pay-scale has been negatively impact by the COVID-19 crisis. 13 Strongly Agree Agree Neutral Disagree Strongly Disagree 0 5 10 15 20 25 30 35 40 Fear of Losing Job Strongly Agree Agree Neutral Disagree Strongly Disagree 0 5 10 15 20 25 30 35 Impact on Earnings

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Analysis has identified that more than 38 percent respondents have agreed that their earnings from their term-time jobs have been negatively impacted. However, 29 percent respondents have disagreed while 33 percent stated neutral on the statement. iv) Have your organisation or company supported remote working facilities during the COVID-19 Pandemic? Analysis has found 70 percent of the respondent have experienced remote work facility within their workplace and 30 percent have responded negatively on the statement. 14 70.00% 30.00% Availability of Remote Work Facility Yes No

2.4. References Cypress, B. (2018). Qualitative research methods: A phenomenological focus. Dimensions of Critical Care Nursing , 37 (6), pp.302-309. Goertzen, M.J. (2017). Introduction to quantitative research and data. Library Technology Reports , 53 (4), pp.12-18. Kim, J., Kim, S. and Kang, J.H. (2017). Survey Experiment on Close-Ended and Open-Ended Questions: 2016 Korean General Social Survey (KGSS). Survey Research , 18 (4), pp.127- 147. Loomis, D.K. and Paterson, S. (2018). A comparison of data collection methods: Mail versus online surveys. Journal of Leisure Research , 49 (2), pp.133-149. Nayak, M.S.D.P. and Narayan, K.A. (2019). Strengths and weaknesses of online 15

surveys. technology , 6 , p.7. Roopa, S. and Rani, M.S. (2012). Questionnaire designing for a survey. Journal of Indian Orthodontic Society , 46 (4_suppl1), pp.273-277. Tyler, N., Wright, N., Panagioti, M., Grundy, A. and Waring, J. (2021). What does safety in mental healthcare transitions mean for service users and other stakeholder groups: An open‐ ended questionnaire study. Health Expectations , 24 , pp.185-194. Vostanis, P. (2006). Strengths and Difficulties Questionnaire: research and clinical applications. Current Opinion in Psychiatry , 19 (4), pp.367-372. Vriesema, C.C. and Gehlbach, H. (2021). Assessing Survey Satisficing: The Impact of Unmotivated Questionnaire Responding on Data Quality. Educational Researcher , p.0013189X211040054. Piece 3: Findings 3.1 Triangulation and Discussion The results related to question 1 of the survey the statement asked that proper response has given by organization to health crisis during pandemic of Covid-19, 31 members have given answer 16

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that they are strongly agree that response was appropriate. According to 38 members they agree to the statement, neutral response was given by about 20 members. Disagree response was given by 5 members and strongly disagree response was given by 2 members. Therefore, effective response of company to health crisis was given by the company during pandemic because of finding that most numbers of the people were showing satisfactory response to statement asked from them. Similarly, different response was obtained through interview responses. The interview results as shown in appendix 2 indicate major challenges faced by the employees due to work stress and poor work-life balance. Hence, in terms of triangulation, the results from survey and interview has no convergence and the perception of the respondents are different. The results related to question 2 of the survey the statement asked that negative impact was created on my individual work engagement because of pandemic of Covid-19, 10 members have given answer that they are strongly agree that my individual work engagement was impacted negatively because of pandemic of Covid-19. According to 45 members they agree to the statement, neutral response was given by about 30 members. Disagree response was given by 5 members and strongly disagree response was given by 9 members. Therefore, due to consideration that agree response was giving by most number of the people it could said that their individual engagement has impacted negatively because of pandemic of Covid-19. Similarly, different response was obtained through interview responses. The theme obtained from the interview results is Lack of work engagement in mandatory short- term work (see interview transcript Appendix 2). Hence, in terms of triangulation, the results from survey and interview has convergence and the perception of the respondents are same. The results related to question 3 of the survey that employee was facing a fear of losing my job because of pandemic of Covid-19, 36 members have given answer that they are strongly agree that they were facing threat of losing their jobs because of pandemic of Covid-19. According to 21 members they agree to the statement, neutral response was given by about 12 members. Disagree response was given by 24 members and strongly disagree response was given by 6 members. Therefore, due to consideration that agree and strongly agree responses were giving by the greatest number of the people it could said that their jobs were on stake because of pandemic of Covid-19. Similarly, different response was obtained through interview responses. The theme obtained from the interview results is Lack of Job security. Hence, in terms of triangulation, the 17

results from survey and interview has convergence indicating that perception of the respondents is similar towards job security during covid-19. The results related to question 4 of the survey that when respondents were asked that negative impact was created on my salary, wage and pay scale because of increase of spread of Covid-19 pandemic than 15 members have given answer that they are strongly agree. According to 23 members they agree to the statement, neutral response was given by about 33 members. Disagree response was given by 12 members and strongly disagree response was given by 18 members. Therefore, due to consideration that most of the responses were given in neutral prospect that is indication that most of the respondents have no idea of such kind of impact of Covid-19. Similarly, different response was obtained through interview responses. The results obtained indicated that major issues in pay scale are faced by employees with lower work experience or are working on part-time basis. Therefore there is convergence in the results of triangulation which indicates that respondents have same perception related to salary and pay scale during covid-19. The results related to question 5 of the survey that In response to question asked that have your company or organization have supported facilities of remote working during pandemic of Covid- 19 then there were 30% of the overall respondents who have given answer in No while there were 70% of the overall respondents who have given response in Yes to statement that was asked from them. Based on realizing that most percentage of the respondents were satisfied to the statement that remote working facilities were supporting by the company during the pandemic, it could say that various measures have taken by the company to continue working from employees from their homes. Similarly, different response was obtained through interview responses. The results obtained indicated that there is lack of support by the company especially for less skilled jobs. Hence, in terms of triangulation, the results from survey and interview has no convergence and the perception of the respondents are different. 3.2 Conclusion Covid-19 has resulted in the loss of powerful connection policies as companies were focusing and worried about their existence. Where “virtual employees”, “video link based meetings” and 18

“distance working” had become a flow in the offices, ‘downsizing’ and ‘long holidays’ and ‘letter of resignations’ had become ‘new routine’ across the world during the lockdown. Work force had to mark their attendance at offices from their houses where they were also facing the family strain, workloads and incompetent digital distance working. A tensed situation like this also became a reason of the psychological burden amongst the employees that eventually resulted in the lack of communication. The major push behind the less workers engagement was also the fear of loss of job during the pandemic. Virtual working during the pandemic was much complex s compared to the normal situation, as it was enforced and not the voluntary, mostly full-time, rather than casual. Additionally, some studies tells that there is also a pleasant experience of virtual working. A tactic which enables work-life equilibrium of staffs and provides for establishing and providing distance working as per the results should be reinforces, instead of putting emphasis on the number of hours or precise work timetables (Elbay et al., 2020). Listing clear demands for precise results to be obtained, workers are much prepared to manage their deadlines and duties, hence efficiently making a balance in their duties with family commitments, including personal life. One of the most prominent problems that the workers faced in the pandemic time is the overlap between office work and personal life, as they see a thin separation between work and family life. The drawing bounders between office work and personal routine is always a discussion in the case of virtual presence at the office but the exclusive pandemic situation made the problem even bigger (Tan et al., 2020) . 3.3 Limitations The limitation of this particular research study are linked to the development of collection amount, as only the people with internet facility could take part on the web-survey. Consequently some worker groups may be taken out from the sample automatically (e.g people living far away, and people with less knowledge of digital technology). Additionally, the survey form was offered in London only, and it might be a cause of fewer response rate. A non-possibility method of specimen system used to collect data is also a limitation of the research (Lenzo et al., 2021) . The 19

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benefit of this methodology is the probability to collect the information rapidly from the defendants which was vital because of the execution requirement of the study. Besides, some possibly related variables have not been studies. For example, study has shown that characteristics of a person such as neurosis can intensify the effect of an event, while talkative people might be able to handle a bigger social backing system as compared to introverts, providing support through a disaster (Podder, Agarwal and Datta, 2020). Flexibility and self-sustainability also serves as tools to enhance mental health. More studies could check these shielding methods in depth and could specify, specially, those characteristics which can be formed in interpositions. Lastly, as has been told, this research has been done in the UK. Work on profession trials during the pandemic, it is vital to understand results against the context of the social positioning in the model as these impact how stressors and choice of managing decision to organize work and home is offered 3.4 Generalization Generalization redirects to the limit to which results of a numerical research hold for a discrepancy of sample and settings. In this study involving non-European or international students, a scholar conventionally make assumption that the findings will be transportable (Villalba, 2020) . Oversimplifying is not easy or beyond possibilities because individual or any minor group cannot embody all same groups or circumstances. A lot of care has been taken in the shaping up of the survey items and sample selection and the right response rate have been acquired, survey findings can be generalized. Yet, the results from the study can be comprehensive only to the population from which the findings were acquired which is non- European students. 3.5 Recommendations The reappearance phase shows a scope for companies to re-evaluate the workers experience in ways that give respect to the difference of the opinions, private lives, services and abilities, thought process, personal traits, and other factors while also adjusting to fast changing situations. The good part is that with developments in listening methods, interactive science, progressive analytics, cross communication stations, and other technical assistances. Leaders can now 20

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understand the workers experience in a more precise and dynamic way. Going down on which workers want more and diverse type of help, they can craft actions that make extensively shared spirits of well-being and solidity across the staff. People are facing extra ordinary levels of disturbance in their personal life and communities, as well as in their jobs (Frenkel et al., 2021) . First of all covid-19 is a tragedy happened to the mankind that has affected the whole world. By being willingly accessible and supporting staff give sense to a crisis (sense making), leaders can shape the worker flexibility and communal capital with their individuals. Additionally they can help in establishment of a connection between workers and the companies and to one another and can support in enhancing social contact and association not only as a formality but also by letting organic discussion to emerge. The on time actions taken on priority rather than waiting for permanent solution; drive obligations to ends to fast track the change(e.g. make digital platform for workers to communicate directly instead of running the whole thing through a centralized hub) Make it maintainable. Make a strategy to strengthen the changes beyond the calamity. Engagement to staff particularly about open-ended changes being made; make sure that workers realize that, as the problem is not restricted to time, support from employers has no termination point (Windarwati et al., 2021). A full reappearance needs organization-wide assurance to a wider range of requirements and to the strongest drivers of work skill, efficacy, and well-being. For longest period of time, need- based models of inspiration have highlighted the significance of need satisfactions. Applied to worker involvement supervision, companies should pursue to address the most critical, bulging needs of the bigger staff while taking standard of exclusive needs of diverse sections and persons.to take care of staff needs and support them flourish while coming back , companies should concentrate on four factors: security, associations, values and determination. Mindful set of actions to make sure safety and security include the following. Show passionate leadership. Leaders should work on bringing good change in people’s lives by spreading knowledge, openness and compassion 21

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Show conscious tranquil and restricted hopefulness. In infrastructures, leaders need to strike the correct stability between practicality about the trials in advance and poise that the organization will find its way through the disaster (Malik et al., 2021) . As working style changes with the pandemic, many workers were directed to the new work responsibilities, procedures and methods of communication and engagements. Right actions to make sure a pleasant environment include the following;  Make a network of teams. leaders can set up a comprehensive system to enhance cross- functional association and transparency  Promote presence and mental protection. Leaders and the staff managers can also help in creating inclusive and expressively harmless team atmosphere by showing the right attitude that gives value to the efforts of all the staff members, encourage the individuals, and let the staff to make experiment with no fear of bad results. 22

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3.6 References Elbay, R.Y., Kurtulmuş, A., Arpacıoğlu, S. and Karadere, E., 2020. Depression, anxiety, stress levels of physicians and associated factors in Covid-19 pandemics. Psychiatry research , 290 , p.113130. Frenkel, M.O., Giessing, L., Egger-Lampl, S., Hutter, V., Oudejans, R.R., Kleygrewe, L., Jaspaert, E. and Plessner, H., 2021. The impact of the COVID-19 pandemic on European police officers: Stress, demands, and coping resources. Journal of Criminal justice , 72 , p.101756. Lenzo, V., Quattropani, M.C., Sardella, A., Martino, G. and Bonanno, G.A., 2021. Depression, anxiety, and stress among healthcare workers during the COVID-19 outbreak and relationships with expressive flexibility and context sensitivity. Frontiers in Psychology , 12 , p.348. Malik, S., Ullah, I., Irfan, M., Ahorsu, D.K., Lin, C.Y., Pakpour, A.H., Griffiths, M.D., Rehman, I.U. and Minhas, R., 2021. Fear of COVID-19 and workplace phobia among Pakistani doctors: A survey study. BMC Public Health , 21 (1), pp.1-9. Podder, I., Agarwal, K. and Datta, S., 2020. Comparative analysis of perceived stress in dermatologists and other physicians during national lock‐down and COVID‐19 pandemic with exploration of possible risk factors: A web‐based cross‐sectional study from Eastern India. Dermatologic Therapy , 33 (4), p.e13788. Tan, W., Hao, F., McIntyre, R.S., Jiang, L., Jiang, X., Zhang, L., Zhao, X., Zou, Y., Hu, Y., Luo, X. and Zhang, Z., 2020. Is returning to work during the COVID-19 pandemic stressful? A study on immediate mental health status and psychoneuroimmunity prevention measures of Chinese workforce. Brain, behavior, and immunity , 87 , pp.84-92. Villalba-Arias, J., 2020. Psychological impact of COVID-19 pandemic among healthcare workers in Paraguay: A descriptive and preliminary study. Med. clín. soc , pp.93-97. Windarwati, H.D., Ati, N.A.L., Paraswati, M.D., Ilmy, S.K., Supianto, A.A., Rizzal, A.F., Sulaksono, A.D., Lestari, R. and Supriati, L., 2021. Stressor, coping mechanism, and 23

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motivation among health care workers in dealing with stress due to the COVID-19 pandemic in Indonesia. Asian journal of psychiatry , 56 , p.102470. 24

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Appendix 1 Ethics Check List for Students conducting research under an approved class protocol Programme of Study Ethics UH Protocol number RESEARCH PLAN: Specific information Group Number and Title of your (group) study What is the total number of participants you are collecting data from? What methods of collecting data are you using? (E.g. interviews, observations etc) Do you intend to collect data from minors or others unable to give informed consent on their own behalf? (If yes, please consult your supervisor to ensure this is permitted under this protocol) You should be able to answer ‘Yes’ to all these questions, where they are relevant to your research. If unsure of their relevance, you should consult your supervisor/module leader. Please complete the last section and return to your supervisor before starting your research ENTERING THE FIELD: I will explain clearly in writing/by email/verbally to participants the aims, purpose and methods of my research. Yes/No/NA I will obtain written/email permission to carry out the research Yes/No/NA I will ensure the participants give informed consent for their participation. Yes/No/NA 25

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COLLECTING THE DATA I will ensure that my data collection methods are adequate and not excessive. Yes/No/NA I will make sure that I ask no unnecessary questions/collect no unnecessary data. Yes/No/NA I will make sure that no aspect of my research will cause distress to my respondents. Yes/No/NA I will check my methods of data collection and general approach against the UH ethics protocol. Yes/No/NA HOLDING AND PROCESSING (ANALYSING) THE DATA I will ensure that all material that could identify individuals will be kept secure in password-protected files /locked file drawers. Yes/No/NA I will ensure that nobody other than myself will see or hear any video/tape recordings I make OR I will obtain written permission to show such material to specified other people. Yes/No/NA I will ensure that the categories of analysis are presented in ways that are not damaging to others. Yes/No/NA REPORTING THE STUDY I will ensure that all material relating to the data collection is anonymised (unless specifically asked not to do so), including all appended material. Yes/No/NA I will be careful to use respectful language throughout my reporting. Yes/No/NA Name of student (Group Leader): Signature of student (Group Leader): All Group members 1D numbers: Date: 26

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Appendix 2 INTERVIEW 1 1: What are the positives and challenges you can point out while working on this current COVID-19 crisis? 2: How stable and secure experience do you have in your workplace? 3: What competencies do you think would be vital in order to sustain in the workplace during the pandemic? Speaker 1: Hello, Zameer. How are you? Speaker 2: I'm doing well. How are you? Speaker 1: Yeah, I'm also fine. Are you ready for your interview? Speaker 2: Yeah. Speaker 1: Okay. So my first question is, what are the positives and challenges you can point out while working on that current COVID-19 Crisis. Speaker 2: About 30% of employees reported that their work and private life had worsened, whereas about 10% reported improvements in work and 13%. In private life. Mandatory short- term work was strongly associated with perceived negative impact on work life. While work from home, particularly experienced for the first time, was strongly associated with a perceived positive impact on work life during the COVID-19. Speaker 1: Thank you, and How stable and secure experience do you have in your workplace? Speaker 2: For employers willing to offer remote work, there are huge advantages when it comes to recruiting and retaining top talent. According to a recent study by slack, 72% of knowledge workers surveyed want a combination of office and remote work. Another recent study suggests, that allowing employees the flexibility to work anywhere can increase productivity by 4.4%. Speaker 1: Thank you, what competencies do you think would be vital in order to sustain in the workplace during the pandemic? 27

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Speaker 2: Create New Rules of road with your team. Many teams that went remote in spring may have found their groove by now, but if you have struggled to coordinate your team, or if you have recently on boarded new people, it may help to get everyone together and create new rules of the road as a team. Speaker 1: Thank you. Thank you so much for your valuable time. 28

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INTERVIEW 2 Speaker 1: Hello, Hi Samuel, how are you? Speaker 2a: Yes, I'm good. Speaker 1: We have interview today. Do you have remember? Speaker 2a: Yes Speaker 1: Okay, Can I get some time for the interview? Speaker 2a: Sure Speaker 1: let's get into it. My first question is what are the positive and challenges you can point out while working on the current COVID-19 crisis? Speaker 2a: Okay, the first of all, in this current government situation, I have seen a lot of positives and challenges in our life. People cannot like to go to work and cannot participate in work and they have to stay in their home and all the work that they have to do in the online. And they don't have any stress and pressure of their work in this crisis, because you know in this COVID-19 all the people they have to stay in their home and they have to maintain the distance as well. So, they feeling stress less because they don't have enough pressure at that moment for the work so, they have to work for the job from their home. So, it is a kind of positive and they at the same time they can spends some time in their family and they can pass some time in their family and friends. So, I think it is a kind of positive side of this COVID-19 and there are a lot of challenges I can follow in this situation. First of all, people have to maintain to Keep distance from each other as you know, that is situation, people cannot join their job and they can’t go to their work. And some of people they lose their job from their job market. So, it's kind of challenges for their life, because they have to maintain their family as well and that they need a job, but they can find a job for this situation and most of the company, they just deducted their employment from the company in this situation because the market situation has been very bad in that COVID-19 crisis. There is a very positive but more of them are challenges I've seen in COVID-19 crisis. Speaker 1: Thank you, thank you so much. Okay, so, my second question is how stable and secure experience do you have in your workplace during COVID-19? 29

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Speaker 2a: You know, in the job there is no guarantee on that time, this for the job would be tough condition. As I told you in my first answer the company is in their Critical situation. So that there is no guarantee for the job and security at the same time. People who are very experienced and more capable for the job, can stay and secure the job in the market place but otherwise, it's very difficult to keep a job in this situation? So I think it was challenging for them. Who were non-experience they couldn’t keep. Speaker 1: Thank you well done. And my final question is, what competencies do you think would be vital in order to suitable in the workplace during the pandemic? Speaker 2a: I think there are a lot of competences or experience. People need to be concern for the workplace. Because during this pandemic and if you are not experience you will stuck, it's very important for them, and very vital. For them, we have to gain more experience. So I think people can, get a lot of experience in this situation like they can learn some of the training some of they can participate some of training, they can participate, some of course, which is increased the experience for the job market. Which is very helpful for the job market. So I it is very important for them. Speaker 1: That's the end of our interview. And I appreciate your .Thank you so much. Speaker 2a: Thank you so much. To you again 30

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Group 51

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