Business Psychology: Impact of Covid-19 on Employee Engagement, Talent Management, and Workplace Culture

This report explores the impact of Covid-19 on employee engagement, talent management, and workplace culture in the context of business psychology. It discusses the challenges faced by businesses and the strategies they are adopting to overcome them. The report also highlights the importance of rethinking ergonomics and health, wellbeing goals for prioritizing wellness and extensive functional improvement within longer time frame workforce engagement.

Business Psychology

TABLE OF CONTENT
INTRODUCTION..........................................................................................................................3
COURSEWORK 1.........................................................................................................................3
COURSEWORK 2.........................................................................................................................7
.......................................................................................................................................................10
REFRENCES.................................................................................................................................11

INTRODUCTION
Business psychology refers to company’s practices for developing and improvising new
working engagement in working life among workforce. The businesses in recent time are
undergoing huge transformations, for developing rapid scale vision growth and gaining best
determined parameters. Present report will analyses global business aspects, in resonance to
challenges raised from Covid-19 pandemic where businesses have to re-think ergonomics and
health, well-being within staff. There are various business psychology parameters, which have
been affected due to Covid-19 Pandemic including role of motivation and employee engagement,
talent management and role of workplace culture. Recent report will explore models and theories
of business psychology aspects, to define strategic workplace competencies for diverse factors
analysis.
Study will ideally develop in depth analysis on employee engagement affected by Covid -
19, and talent management impact along with culture parameters among companies. Recent
research will further develop professional models on business grounds, intricate functional vision
optimization and technical business oriented outputs generated among companies. As
ergonomics and business strategies, are fundamentally exploring new priorities towards
determined goals there has to be further optimization evolved within business grounds. Business
psychology further advances scope to generate diverse strengthened engagement, based on
functional parameters related to organization development.

COURSEWORK 1
Initial Response: 1ST February 2022
Covid-19 pandemic has affected leadership and motivation within organizations
diversely, as pandemic has come with biggest business challenges for workforce and business
decisions to be optimized further. I further would like to specifically head on profound focus on
fact that extended new innovations and faster technologies have enabled company to revitalize
faster mechanisms. There is also further intricate demand to rapidly develop timely growth,
determine change and motivate workforce uniformly for untapped competitive businesses
frameworks. Global business environment is transforming role of leadership and motivation
among companies, by further extending determined pace for extending determined growth. The
pandemic has been affecting business ground decisions variedly among companies and new
technical growth demand rising among corporate domains. Within my opinion, it can be
evaluated that companies in recent time are adopting virtual technologies and changing
workforce training goals for advancing effective competencies. It can be also analyzed that
Covid-19 has evolved pathways to adopt new technologies, develop response to new emerging
situations innovatively. This also explains determined need to engage towards corporate
diversity parameters, and develop timely response to new internationalization goals untapped
paradigms by inclusion of competitive business strategies. Businesses are also reinventing
innovation in change integration, inculcating competitive scenarios and delivering growth returns
for optimized customer market scenario expansion (Aguinis and Burgi-Tian, 2021).
Discussion 1: 12th January 2022 Response to Samuel (Business world has extreme
contingencies, and leaders have to prioritize best strategies)
Globally businesses are evolving with extreme contingencies, with new investment demands
rising and extended innovation rising in working mechanisms. In response to your discussion, I
would like to extend focus on fact that businesses have been creatively advancing surge for

gaining profitability in terms of revenue. In longer term companies are adopting transformational
leadership, systematic leadership to respond to contingencies among working decisions. Leaders
are the change developers, where recent studies done specifies that companies by further
bringing on rapid change diversely also have to include fundamental leading vision to grasp
optimum new opportunities (Mas and et.al, 2021).
Businesses leaders look after best strategies to vitally tap new development, inculcate
contingencies timely response and determine rapid scale growth among competitive business.
There has been also competitive growth worked on towards gaining best business determined
response, competitive industry placing and generate wider optimized growth for untapped
priorities. Prioritizing changes strategically opens up scope for business to enhance targets, and
generate quality working returns. Business world has extreme contingencies, and expansion to
faster multimedia business platforms and prioritizing long term returns are competitively crucial
within recent time period. It can be also analyzed that business demands have to be optimized
actively, rethink on new innovations and successfully build new pathways for gaining customer
goodwill.
With digital working places, companies are transforming workplace motivation by giving best
training and also deliver technical growth. There are various motivational factors, leaders focus
on such as brainstorming sessions evolution which specifies engagement to be worked on
creatively. Business world has been responding to extreme contingencies, and leveraging
functional growth towards determined wider pace for achieving success thresholds (Jung, Jung
and Yoon, 2021). Also, technologies effective timely inclusion advances scope to optimize
wellness among contingencies which enhances goodwill of brands among customers. Recent
research done in studies also conveys importance of leaders to be apt in responding to varied
changes, functional working demands growth functionally.
Discussion 2: 20 January 2022 Response to Mark (Change is transformational, and
strategically needed within business framework)
Globally change in business grounds holds huge transformation to be worked on, where
strategically companies are adopting extended investments for gaining competitive diversity. In
response to your statement. Transformational change also motivates business frameworks to be
collaborated diversely, and functionally evolved wider consistency optimization efficiently. I

would like to add change being transformational also holds new opportunities to be worked on
for companies and generates technical growth. Change inclusion, further also correlates rise
among leader’s role to technically enhance working priorities, and strategically generate wider
profitability within outputs (Dan and et.al, 2021). My views on this aspect also correlates
towards importance of change transformational, and to deliver engagement of best business
frameworks for extensive scale goals.
New technologies present significant rise in opportunities, where cloud computing model
inclusion has powerfully changed demand among businesses. There has been significant rise
among untapped profitability goals, competitive business expansion achieved with response to
various changes coming up due to Covid-19. It can be analyzed that change inclusion further
opens up space to determine business new success parameters, and attain leveraged end term
domains actively. This also has been found to be diversely crucial for gaining profits worked on
in revenue, and attain wider scale returns. Models of change management such as Lewin change
model, ADKAR and Kotter’s change enhances various stages to be implemented on for inclusion
of various changes synchronized on rapidly. There has been rapid integration of change
methodologies, for responding to strategic business framework and attain competitive growth
diversely. This further also potentially focuses on essential parameter connected to change
delivery, where leaders and managers are faster responding to changes within emerging markets.
Thus, it can be summarized that change management is the new demand and face for businesses
to critically head on for generating long term output and goodwill positioning (Karapancheva, ,
2020).
.
Discussion 3: 25th January 2022: Response to Johnson (Technologies adaption is the new
demand for businesses to develop expertise)
Technologies in recent time is the new call and demand for businesses to develop
expertise and respond strategically, gain wider market share and technically generate revenue
increase. The statement can be responded to analysis of various factors where technologies
implementation holds huge practical significance, for corporates in gaining effective growth and

diversity worked on. I would like to respond to statement, by further extending prime focus on
business domains where technological inclusion enhances scope to improvise untapped priorities
within business grounds (Giousmpasoglou, Marinakou and Zopiatis, 2021).
Recent studies done in research, also specifies that technology integration is widely
crucial for companies in recent time for gaining extended new benchmarks. Touchless
technologies and determination of virtual media in promotions, further advances scope for
optimum growth among customer’s goodwill. Inclusion of touchless technologies is also one
significant new priority among businesses, with rapid demand of faster services and optimized
wellness criteria diversely. There are new technological advancement undergoing among
companies, which plays crucial role for strengthening new scale workforce diversity and
determined pace to be extended on functionally within longer run.
It can be analyzed that demands related to technologies adaption, holds huge importance
for business to correlate extended new growth domains and determine higher scale working
profits. Within response to statement, it has to also essentially analyze that technologies adoption
enhances vision for businesses to engage on, and develop untapped professional benchmarks
profoundly. Companies with Covid-19 pandemic underlying various challenges, aim to develop
technical growth with inclusion of best digital media platforms and inculcate faster multimedia
platforms. This further also explains importance of competitive technologies, and business
services determined technical inclusion of long term vision for gaining customer growth rapidly.
Virtual technologies further advances scope to develop timely growth in new media platforms,
and generate competitive output.
Discussion: 31st January Response to Shelly (Sustainable inclusive growth is the new demand,
where defensive measure and short term goals have to be analyzed)
The response to statement, can be analyzed that sustainable inclusive growth is essentially and
need to be undertaken by prioritizing diversity of changes and development of new short term
goals. It can be also analyzed that response to sustainable change holds huge priorities, and
defensive measures, short term goals have to be included on for gaining competitive new
threshold. The companies in recent time are also developing sustainable changes, by keeping
Covid -19 inclusion focused on for prioritizing long term changes and demands for major safety
concerns management. By producing sustainable inclusive growth, there has to be also

determined parameters worked on for strengthening vital diversity and relatively developing
response to timely expansion. Recent researches done in studies also signifies that, sustainable
and CSR strategies are being advanced on by major new companies in recent time period for
optimizing wellness (Klein and Todesco., 2021). There has been varied scale expansion of
untapped new inclusive strategies, based on rapid new vision for gaining competitive
profitability among industry domains.
Sustainable inclusive growth is the new face, and determines pace to be
worked on for delivering competitive engagement and rise wider scale optimized paradigms
evolved on for regaining new strengths. Statement has been researched effectively, where prior
focus further has to be pertained on towards developed criteria within long term goals
enhancement for mitigating responses. Companies in recent time are functionally investing on
CSR factors, varied extended productive sustainability adoption for mitigating functional growth
rapidly worked on. Effective measurement of long term goals priorities, enhances scope to bring
on rapid untapped diversity worked on and rationally generate extended awareness. Stimulation
of cultural awareness, practical competitive new vision for sustainability adoption within various
pathways in diverse domains. I would also like to conclude my views by exceeding practical
focus on aspects where, sustainable inclusive growth strategies practically opens up new
innovative business platforms for extensively. Recent research, among studies explains that
engagement of varied new CSR factors and sustainability adoption enhances scope for proactive
diversity within ideas for competitive functional growth.
COURSEWORK 2
COVID- 19 Pandemic has affected leadership and motivation in various organizations,
where pandemic has found to be one of the most widely impactful aspect within business
grounds. There are various aspects, where Covid-19 pandemic has been impacting psychological
safety, wellbeing and motivation profoundly. Globally business is responding to various
challenges and varied operations, where businesses have to re-think on new ergonomics. Health
and wellbeing of staff, in companies also comes as challenge for businesses in recent time due to
Covid-19 pandemic. Due to varied scale changes coming up among corporate goals, new models
and integration within digital technologies have to be undertaken. Recently businesses are taking
new investments steps for practicing rapid vision, extending prior focus towards dynamic

pathways on cultural goals for keeping workforce motivated. Business organizations within
recent time faces various complications, with covid-19 pandemic and rapid exposure among
complicated parameters. Employees engagement, talent management and organization culture
are some of the main determinants where pandemic has witnessed and impacted varied
complications for organizations.
As per the views of Eftimov (2022), there have been varied complications rising, within
new extended domains among recent time with pandemic effect rising. Businesses leaders and
managers faces complications, within competent business framework with increased risk among
pandemic. It can be also analyzed that pandemic further brings extended scale demands for new
businesses, and models to be implemented for faster connection towards new innovation
business goals. Corporates further have to bring on new innovation factors, to retain untapped
creative expansion for functional vision engagement and determined rapid scale growth
benchmarks. By ideally analyzing employee engagement, talent management and working on
new organization culture aspects functional expansion towards optimum domains have to be
worked on.
Business have to re-think ergonomics and health, wellbeing of workforce
The covid-19 pandemic has determined various challenges in recent time for re- thinking
towards ergonomics, health and well-being of workforce parameters where it further redefines
importance of maintaining workplace diversity. Business have to re-think ergonomics and health,
wellbeing goals for prioritizing wellness and extensive functional improvement within longer
timer period workforce engagement. It can be also analyzed that business in recent time further
have to invest towards providing best healthy workplace goals, based on extensive parameters.
Business have to re-think ergonomics and health goals, for improvising determined improvement
in longer time frame. This can be also analyzed that businesses have to re-think health and
ergonomics for wellbeing criteria delivery, motivation goals and formation of optimum
determined productivity rise. As per the views of Nagyova and Gyurian (2018), ergonomics and
health well-being of staff maintains improved workforce extensively for determining rapid
improvement and generating strategic growth diversely. This also enables to improvise optimum
scale recovery in generating rapid improvement, and leveraging long term motivation
functionally. Wellbeing of staff is further proactively shaped by working on employee

engagement, improvised culture workplace and determining competitive strategic quest for
larger diversity advancing. By bringing counselling and brainstorming sessions organized, health
and well-being of workforce are facing which defines extensive improvement that has specific
importance.
There are various parameters, where ergonomics and health, wellbeing of workforce
further plays crucial role in delivering rapid scale motivation for improvised vision within longer
time frame. Also companies in recent time are investing to bring on extensive scale new health
related improvement, within availability of medical services and delivering best determined long
term improvement in health goals diversely. This also heads on profound focus on challenges
where companies need to overcome on problems arisen with pandemic, within recent time and
improvise further criteria potentially on diverse parameters.
Employee engagement affected by Covid-19
Employee engagement been affected by Covid -19: Employee engagement has been
widely affected by Covid-19, where pandemic has affected working criteria towards varied
directions. As per the views of Khlystova, Kalyuzhnova and Belitski, (2022), challenges such
as extended need for safety in maintenance of safety standards within workforce, and hygienic
workplace environment further are some factors where leaders faces complications. Motivation
in organization has been impacted, with changed workplace requirements based on pandemic
demands which integrally has been found to be essential factor. Employee engagement has to be
prioritized further, by developing online sessions with optimum goals and strategic connected
functional growth. Businesses within pandemic also faces challenge to develop timely expansion
in employee engagement, organizing web seminars for keeping workforce trained. Employee
engagement further has to be redefined, based on optimum knowledge oriented growth goals for
gaining motivation engagement and enhanced dynamic capabilities. Employee engagement has
to be further diversified, by developing creative working avenues and engaging on cultural
diversity goals. Businesses in recent time are engaging to bring on fundamental scale expansion
further, for improvising optimum range growth. Inclusion of best digital platforms, and
technically expanding best determined domains have essentially found to be widely crucial.
Work design, ergonomics plays crucial role In enhancing operative functional wellness diversely
for optimizing wellness among workforce.

As per the views of Raina and Sira, (2021), employee engagement model is specifically essential
to make employee workforce empowered, productive for cultural growth diversely. It involves
implementation of polices within right managerial and senior leadership behaviors, for
strengthening maximization of employee performance for ensuring thriving creativity. Models of
HR motivation, employee engagement further plays critical role to generate technical strength
within workforce for productivity enhancement.
Maslow model of HR motivation aims to attempt five basic needs which are physical, safety,
social esteem and self-actualization which extensively motivates employees to determine full
engagement with motivation. Theory determines effective job security, to advance on functional
procedures and rapidly bring on progressiveness and creative working synergies for gaining new
ideas to progressively expand optimum new efficacy. The Herzberg model of motivation focuses
on fact that employee satisfaction has two dimensions which are “hygiene” and motivation
(Remko, 2020). The hygiene issues such as salary and supervision, decreases employees within
work environment. Motivators such as recognition and achievement make employees more
productive and motivated within working style, which develops rapport positively. Theory also
correlates focus on new scale parameters to develop hygiene and motivation productively, and
determine strategic improvement. Implementation of employee engagement theories, further
opens up new scope for strategic changes inclusion and diversity to be enhanced on rapidly
within longer time frame competently.
Transformational leadership is another theory, where leaders have to bring on new
extended motivation for optimum extended delivery of transformed ideas. By utilizing
transformational leadership, leaders will be able to primitively expand new creative working
ideas and generate extensive motivation. This further also transforms cultural motivation,
diversifies cultural competencies which transforms leveraged rise on determined pathways
competitively.
As noted by Rustam (2021), Values and attitudes at work place builds employee
engagement proactively, for motivating competitive diversity extensively and building rapid
scale engagement within workforce growth. The values and attitudes, signifies organizational
diversity to be worked on for motivation and engagement goals to be enhanced on rapidly.
Leaders in recent time are strategically evolving to bring forward development, and improvise

motivated working standards. Better extended brainstorming sessions, motivates employees to be
creative and advance on work procedures for extended improvement within longer time frame
paradigms.
Talent management affected by Covid-19
Talent management been affected by Covid -19: The Talent management has been
affected severely from covid -19, where rapid scale transformation has undergone within recent
working procedures among organizations. Group behavior, teams and values enhances
motivation for talent management to build strategic learning experiences diversely for longer
retaining surge. The recent business environment is widely evolving towards talent
management, for creative workforce improvement and leveraging new priorities to strengthen
changed business pace.
As noted by Anjum and Rahaman (2022), leaders and managers for improvising talent
management, aim to invest more in virtual training sessions after pandemic Covid-19 where
engagement is widely prioritized. There is challenge of workforce diversity maintenance,
integration of best trained functional advancement and development working is focused on.
Measuring adaptive performance, conducting digital interviews and retaining top performance
further implements new challenges. Talent management further has to ideally be expanded on,
for prioritizing competitive growth worked on towards primitive engagement operated among
varied domains. Businesses in recent time are also vision ally aiming, to bring on rapid scale
workforce growth for developing determined pace innovatively. The recent research done among
businesses also specifies that company further in determined paradigms aim to generate extended
vision, and ideally transform stringent creative benchmarks diversely.
The multisource performance management systems, and collection of best performance
promoter scores are also some of the major parameters correlated towards extended business
parameters. Companies to further harness talent management need to further redefine exposure
oriented functional vision, and technically enhance optimum diversity among brainstorming
sessions. As noted by Alkan, Ozbilgin and Kamasak, (2022) Talent management further
redefines best scale measures for harnessing untapped competitive growth within workforce, and
evolve on optimum pathways. Talent management have to be further redefined transforming
rapid scale exposure within new ideas and delivering best results incrementing higher positive

benchmarks. There have been further engaging growth, to competently engage among workforce
for technical scope based on optimized diversity targets. For extending new scale, multi-source
international management companies have to be extend best HR policies to keep workforce
motivated within longer time period. Research in recent studies also enhances focus on
paradigms, where businesses have been focusing on approaches such as job enlargement, Job
enrichment for bringing rapid scale transformation. Talent management approaches, extensively
develops criteria for bringing innovative working synergies among employees and generates
positive workplace environment. The Covid -19 environment has extensively developed
optimum growth parameters, to enhance new extensive working benchmarks where talent
management has come up as one of the most significant factor.
As per the views of Ryan, Soenens and Vansteenkiste (2019), Quality of work life
enhancement, maintains talent management to be enhanced on widely within employees for
delivering wider scale advancement in strengthening optimum expertise. To develop optimal rise
in talent management, it develops rapid scale goals for technical strategic improvement among
employees. The quality management in company scale, further opens up new platforms for
business to determine operative competencies and advance on scope.
Performance Management and compensation management are also approaches which
improvises talent management, and generate extensive improvement among business goals.
Workforce talent improvement plays crucial role, to determine long term performance improving
surge and enhance strategic improvement. With major platforms coming on digitalization,
further extensive performance management has to be evolved on for delivering best performance
management proactive goals within longer time run. Also by utilizing best performance
management practices, talent management is evolved within longer run for competitive
engagement on performance oriented domains which advances scope for success. It can be also
analyzed that inclusion of talent enrichment standards, motivates teams for new creative goals
and derived action for motivated work performance standards.
Organizational culture been affected by Covid-19
Organizational culture been affected by Covid-19: As per the views of Afshari and et.al,
(2022) employee centric business model has been undertaken within new organizations culture
diversity formulation, where further pace has evolved benchmarks has been worked on for

gaining untapped functional growth. The companies in recent time are taking up best strategies
for organizing best employee centric model formulation, to enhance rapid scale vision and
developing prime growth innovatively within mechanism. Covid-19 pandemic has been
integrating wide scale mechanism, for leveraging rise in digital business expansion as per
organizational culture goals. The organization culture is highly influencive factor, for employees
to further bring on operative growth wellness innovatively.
The organization can be affected and can improve their culture with the use of various cultures.
There are various organizational cultures that can be found in different organizations. The
cultures help in examine the status working strategies and the various aspects such as the power
distribution techniques of any organization. The models can be beneficial for the company to
improve the organizational structure and bring effective team work in their employees.
Handy's organizational culture:
The model explains about the various cultures of the organizations. The distribution of
power helps in understanding about the management and the employees of the organization that
where they stand. There are various cultures that are discussed in this model. The first culture is
the role culture- This culture is described as the low culture as it is at the lower degree of the
cooperation and it also has lower powers. This culture is highly work oriented and the employees
of the organization demands for as much security and stability as possible. The next culture is the
power culture, this culture is for the start-ups and the organizations where the power belongs to
the founder or the boss of who is at the highest position. These organizations are led by the
leaders that have charismatic and energetic performance abilities (Organizational culture, 2022).
Another culture is the person culture, This culture is highly flexible and is founded in the
organizations where the employees have the independence of their work. The culture explains
about the skills and the abilities of the employees. The employees are highly educated and expert
enough to perform their day to day operations and works with their expertise. Last culture is the
task culture, this culture explains about the wisdom and the expertise of the employees. The
employees are highly skilled and experienced professionals in their work. They work with a

motive of finding solution to their problems on their own. The employees want to complete their
tasks and projects very efficiently and correctly.
Tuckman group development theory:
The Tuckman group development theory explains about the various stages of the
development. The first stage is the forming stage, in this stage the team is assembled and are
allotted with the tasks that they are required to complete. Teams are required to create strategies
and set goals for completing the tasks. Second stage of this theory is storming. The team is
required to find and come up with various ideas for completing the task. The ideas can be
different and can conflict with each other as every team member does not think the same way.
Third stage of this theory is Norming, in this stage the team is required to inform each other with
the data and share their ideas. They are required to give feedback on the ideas and find the most
perfect actions that is required to be taken for successfully completing the allotted task (Group
development theory, 2022).
The next stage in this theory is performing, this stage is one of the most difficult stage to
reach as every team is not able to reach this stage. The team after completing the previous stages
and coming to this stage will be able to perform better and independently. Last stage of this
theory is to adjourning. The team after completing all the given tasks that has been accomplished
is required to wrap up their work and the tasks that is incomplete will also be closed. The team is
taken off from the tasks that was left incomplete.
RECOMMENDATIONS –
Various recommendations can be given to the organization based on the Covid-19
pandemic that can be beneficial to recover and make the performance of the organization stable.
The first recommendation is the organization should rethink and make proper strategies about the
change in environment of the market. This will help organization in understanding the market
situation post covid pandemic. The next recommendation is that the organization should retrain
their employees so that they will be able to understand the new situation. This will help them in

implementing change in their work according to the environment and situation of the
organization after the pandemic.
Another recommendation to the organization is that the company should analyze the
market situations by applying models like PESTEL analysis. This will help the organization in
understanding the current market situation and the trends that has been found after the pandemic.
The company will be able to perform better post pandemic as they will be having the information
about the market and the latest trends of the market (Seetharaman, 2020).
The company with the help of this analysis will be able to make changes and bring new
strategies in their business. Change in the strategies and new strategies will be able to give boost
to the performance of the organization by making them to operate efficiently in the market. The
next recommendation to the organization will be that the organization should identify and repair
the working gaps that has been left because of the pandemic. The organization will be able to
improve their work operations and will be able to operate more effectively. The company can
make the changes in their work strategies that was affected because of the covid-19 pandemic.
This can improve the performance of the organization by making them to change the strategies
as it is required for the effective work flow of the organization. Another recommendation that
can be given is the organization should hire new and skilled employees according to the situation
of the market. It can help the organization in having employees with skills that can be used at the
time of any situations. This can help the organization by having innovative ideas of improvement
as the employees will be expert in their work and will look for new and effective ideas for the
organization.
CONCLUSION-
Thus, it can be concluded that the business psychology can be a tool to understand the
performance and situations of any organization. This explains about the various strategies that
can be implemented for the better and effective performance of the organization. The concept
provides various steps that is required to understand and implement the change in the
organization. Various concepts like the engagement of the employees after the covid-19
pandemic is explained that how an employee will be affected after the pandemic. It is also
described that how the organizations have been affected after the pandemic and what are the

steps that an organization can take to improve their performance (Tomcikova,
Svetozarovova,and Coculova, 2021).
The models that can help the organization in understanding the various types of the
cultures and the employee performance are also applied. The model of Handy's organizational
culture theory explains about the different types of the cultures of organizations. Tuckman group
development theory helps in understanding the employee behavior that how the tasks can be
allotted to the teams. The theory explains about the various stages of the task completing
process. Various recommendations are given such as changing strategies and analyzing the
market culture with the help of the model of PESTEL analysis. The various factors that affects
the organizational culture and the operations of the organization are described. The factors are
beneficial for the analysis of market and making strategies according to the change in market for
performing better and bringing improvement to the organization.
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<https://www.toolshero.com/management/handy-model/>
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<https://fellow.app/blog/management/stages-of-team-development-and-how-to-navigate-them-
smoothly/>