Primary or Secondary Research Paper
jamalcarter24
AnnotatedBib.docxRunning Head: Human Resource working through COVID-19 1
Human Resource Working through COVID- 19 3
Annotated Bibliography
Jamal Carter
University of Mary
BUS 510:
Thomas Lawler
The Leadership and Management Theory
Date Due: 16 August 2020
Annotated Bibliography
1. Remote Working Plan (Telework)
Smith, S. A., Patmos, A., & Pitts, M. (2018, January). Communication and teleworking: a atudy of communication channel satisfaction, personality, and job satisfaction for teleworking employees. International Journal of Business Communication., 55(1), 44-68. doi:10.1177/2329488415589101.
Purpose: The purpose of this article is to study the level of job satisfaction that employees receive while using varicose type of channels for communication. The study compared this satisfaction between the traditional in office provide verses working from the home and the benefits and disadvantage that teleworking offers regarding the family, commute and ability to master the office systems from a home environment.
Finding: Smith and his colleagues found that there is a positive relationship between with regard to the level of job satisfaction among people who telework.
Relevance: As a result of the COVID-19 pandemic health crisis and subsequent declaration of a national emergency, Army's leaders maximized the conditional use of telework in an effort to prevent the spread of the virus. This has affected me directly as I work for the Army and have had to self-guarantee and telework from home for two weeks due to travel. First considered a short-term measure, many across the federal community are now planning for and considering the long-term implications of telework combined with a measured approach to safely return to the workplace.
2. Managing Employee Communication
Massey, J. E. (2001). Managing organizational legitimacy: communication strategies for organizations in crisis. Journal of Business Communication., 38(2), 153-182. doi:10.1177/002194360103800202
Purpose: Using a quasi-experiment, this study tested organizational legitimacies relating to crisis management response to determine if the effects produce better legitimacy.
Finding: Massey found that when managing organisation in crisis, if leadership is consistent with communication then the crisis-response consistency will produce differing effects on organizational legitimacy (Massey, 2001).
The relevance: Communication is especially valuable to assess the applicability and effectiveness of telework throughout the workforce and my job is no exception. We are constantly asked to communicate with our immediate supervisors and leaders to better understand the decisions that are being made and so they can also understand our candid thoughts, honest opinions and the unique challenges each of us face in this environment.
3. Talent Acquisition and Retention
Suseno, Y. (2017). The war for talent: human capital challenges for professional service firms. Asia Pacific Business Review, 23(2), 205-229. doi:10.1080/13602381.2017.1287830
Purpose: This study looks at the distinctive characteristics of service firms to the concept of knowledge in the professional his workforce it is an in-depth view into the challenges faced by organizations in order to find good professional talent in the competition that is Inherit and finding that talent.
Finding: The finding is that talent management challenges is contingent upon leadership capability. This relates to the employee autonomy the revenue and profitability of the organization, the management knowledge and the employee mobility.
The relevance: Since my job entails helping Soldiers, there is a need for talent whose responses are expressed in a positive way during COVID. New employees have to be vetted to maintain the need for increased safety for the Soldiers, the new employee and their Families, as well as improved morale in this environment. The talent that is brought on will bring to light the need for valuable face-to-face interactions and mentoring in a socially distanced environment as well as challenges with training and bringing on new employees. Part of my responsibility is to make that happen safely and effectively.
4. Implementation of Preventative Measures
Rezende, G. C. (2020, May). Brazilian government takes tax measures to support the economy against COVID-19. International Tax review. Retrieved August 15, 2020
Purpose: The purpose of this article is to review the Brazilian government’s tax policies taken as a response to COVID-19. The article directed the import and federal excise tax, custom clearance changes, and postponement of payment of federal taxes and ancillary tax obligations.
Finding: Rezende’s finding is that the duty import and tax changes applies only to antiseptic, medical protective equipment and is being used for blood transfusion, and other pharmaceutical products. The article outline that is a needed six months tax holiday that is due to end September 2020.
The relevance: This is relevant now because in our country we are still grappling with an uptick of cases and some people are still out of work. The President of the United States has been floating the idea of a tax holiday for Americans since the recent Stimulus talks have stalled out. Many Small businesses recently received assistance from the Government to help deal with the crisis and pay their employees.
5. Handling of sick Leave and/or Time off
Gornick, J. (2015). Leave policies in challenging times: what have we learned? What lies ahead? Community, Work & Family., 18(2), 236-243. doi:10.1080/13668803.2015.1023062.
Purpose: This article looks at organizational leave policy during challenging times. In particular the researcher looked at three areas. She studied persistent gender disparities regarding taking leave, the unintended consequences in doing so and the emphasis instrumental for good leave policy in the organization.
Finding: What Gornick found is that there is leave policy expansion. She found that women are being incentivised to return to work early and men are being paid to take more responsibility. The study concluded that the children of employees who are privy to a great leave policy benefited in improved infant health.
The relevance: This is especially relevant for me because although I am only able to accumulate a few leave days, leave during the Pandemic is very different. The Department of Defence recently provided an exception to policy for civilian employee to extend the time that accumulated leave time is to be used due to COVID-19. COVID has affected travel and therefore without this extension many people would lose their leave.
Reference
Gornick, J. (2015). Leave policies in challenging times: what have we learned? What lies ahead? Community, Work & Family., 18(2), 236-243. doi:10.1080/13668803.2015.1023062.
Massey, J. E. (2001). Managing organizational legitimacy: communication strategies for organizations in crisis. Journal of Business Communication., 38(2), 153-182. doi:10.1177/002194360103800202
Rezende, G. C. (2020, May). Brazilian government takes tax measures to support the economy against COVID-19. International Tax review. Retrieved August 15, 2020
Smith, S. A., Patmos, A., & Pitts, M. (2018, January). Communication and teleworking: a atudy of communication channel satisfaction, personality, and job satisfaction for teleworking employees. International Journal of Business Communication., 55(1), 44-68. doi:10.1177/2329488415589101.
Suseno, Y. (2017). The war for talent: human capital challenges for professional service firms. Asia Pacific Business Review, 23(2), 205-229. doi:10.1080/13602381.2017.1287830
