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Organizational Behaviour

Introduction

The emergence of the coronavirus pandemic has caused many people to live under lockdowns. Millions of people have lost their jobs, and some forced to work from home. The future tends to be uncertain as it is unknown if people would return to their everyday lives or be forced to adapt to the new norms enhanced by the coronavirus (Madan et al., 2020). Therefore, organizations should enact best practices concerning recruitment, motivation, ethics, orientation and training. In addition, they should enable employees to work from home and conduct their duties remotely without physically presenting themselves at the office.

Recruitment

The coronavirus catastrophe has forced businesses to adopt a remote working system, affecting the hiring and recruitment process. If an organization needs to conduct remote recruitment to build their workforce, they need to establish effective strategies that would help them acquire the most talented and suitable workforce (Brody et al., 2021). One of the best practices entails developing the hiring process. It is essential to outline the remote recruitment process before posting any job as it would inform the staff about the changes and how the remote system would work (Brody et al., 2021). The organization should identify the requirements for remote workers and the platforms and platforms to apply when advertising the vacancies. It is helpful to use videos for interviews and also establish timelines for the hiring process. The management should communicate with the hiring team and ascertain everyone is aware of their duties and responsibilities. The system should exhibit the individual responsible for identifying applicants, interviewing, deciding the choice of applicants, and onboarding the new workers (Brody et al., 2021). The company should also establish compelling job descriptions and explain the ideal applicant or candidate. It is also essential to invest in the most helpful software to make the remote hiring process easier and smoother.

Motivation

Managing and motivating employees working remotely tends to be challenging and requires best practices to help improve workers' morale while working from home (Nakhod et al., 2020). Establishing trust and openness among telecommuting employees is essential as it would improve their performance. The manager and organization need to create room for online interactions among the employees to help motivate them. The company should recognize the efforts of hardworking employees by celebrating and making announcements and rewarding them online, as it would help them work harder when they feel appreciated despite working from home (Nakhod et al., 2021). The manager should also trust his team and provide online support and appreciation. Budgeting for an effective and reliable technology would also help the employees work effectively and increase their performance and organizational output. If the system and software tend to crush frequently, the workers' morale will reduce their performance. Therefore, organizations need to offer the best tools that would always motivate the workforce. The management should also provide online feedback to employees issues as it would make them feel recognized and motivate them to work harder.

Orientation and Training

Companies with remote working should also conduct their orientation and training remotely to enable them to have a quality and skilful workforce. Organizations should design proper training schedules that would accommodate all employees (Bickle, 2017). They should develop short-term objectives and ensure all employees remain focused on the set objectives. The training schedule should be consistent and effective to allow all workers to acquire the necessary skills to make them productive and efficient. The trainers should focus on communication to show the trainees how to access the training sessions (Bickle, 2017). It is also essential to select the best delivery system or model ideal for the team. The company should also invest in the right remote training equipment or tools, including practical training software that would enhance employee satisfaction and minimize expenses (Bickle, 2017). They should also recognize the gaps in workers' skills and identify solutions to increasing their skills and efficiency. The management should engage learners and stay online to offer any support needed and check-ins.

Ethics

Work ethics are essential in establishing an effective environment in the organization. The management and workers working remotely should also strive to observe work ethics without physically appearing in the organization. For instance, the workers should observe good meeting etiquette and consistently appear on time for online meetings (Madan et al., 2020). They should also establish boundaries between work and private or social life since minimal supervision is needed when working remotely. All employees should strive to making themselves visible at work remotely and achieving their targets on time without being monitored (Madan et al., 2020). The management should observe ethics by not monitoring their employees secretly without their knowledge except when they suspect them of engaging in malpractice or corrupt dealings and want to apprehend them by catching them red-handed (Madan et al., 2020). The workers should avoid distractions, stay focused online and deliver quality results. The organization should also obey their worker's rights even when they work remotely. They should pay them on time and avoid online exploitation to enable an excellent working environment and culture.

References

Brody, A. A., Convery, K. A., Kline, D. M., Fink, R. M., & Fischer, S. M. (2021). Transitioning to Remote Recruitment and Intervention: A Tale of Two Palliative Care Research Studies Enrolling Underserved Populations during COVID-19. Journal of Pain and Symptom Management. https://www.sciencedirect.com/science/article/abs/pii/S0885392421004000

Nakhod, S., Voytsekhovska, Y., Otroshchenko, N., Gavrilko, T., Zheludenko, M., Mikheev, A., & Vynnyk, T. (2020). THE BASIC QUESTIONS OF MOTIVATION OF EMPLOYEES WORKING IN A REMOTE MODE. Journal of Critical Reviews, 7(11), 1657-1660. https://www.researchgate.net/profile/Marina-Zeludenko-2/publication/350908455_JOURNAL_OF_CRITICAL_REVIEWS_THE_BASIC_QUESTIONS_OF_MOTIVATION_OF_EMPLOYEES_WORKING_IN_A_REMOTE_MODE/links/607993582fb9097c0ceb5865/JOURNAL-OF-CRITICAL-REVIEWS-THE-BASIC-QUESTIONS-OF-MOTIVATION-OF-EMPLOYEES-WORKING-IN-A-REMOTE-MODE.pdf

Bickle, J. T. (2017). Developing remote training consultants as leaders—Dialogic/network application of path‐goal leadership theory in leadership development. Performance Improvement, 56(9), 32-39. https://sci-hub.se/https://onlinelibrary.wiley.com/doi/abs/10.1002/pfi.21738

Madan, M. S., Gandhi, M. P., & Mahajan, M. N. (2020). Future of Remote Employee Engagement after Covid-19 Disruption. Solid State Technology, 63(6), 22048-22055. http://solidstatetechnology.us/index.php/JSST/article/view/8921