Contemporary Management Issues in the 21st Century

This report discusses the impact of COVID-19 on businesses and how companies like Teddy Edward can adapt to the new normal. It covers the role of information and communication technology in workforce management, talent acquisition policies, change management, and the role of leaders in implementing change. The report concludes with recommendations for new initiatives in the post-pandemic era.

CONTEMPORARY
MANAGEMENT ISSUES IN
THE 21ST CENTURY

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Role and impact of information and communication technology on the management of the
workforce.....................................................................................................................................3
Existing policies of the company in terms of talent acquisition, learning, and change
management process....................................................................................................................4
Role of leaders in change implementation...................................................................................5
Recommendations of new initiatives in new normal for an organization...................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
In the contemporary world, different factors of the business environment are having an
influence on the businesses operating across the globe. Covid-19 is one of the greatest eventsin
world history which has affected all the industries to a greater extent. This report wouldfocus on
explaining how the companies would be accepting the new normal and will workaccording to it
(Imhanzenobe, 2021). Teddy Edward is a UK-based retail company that is operating at the global
level (Hayes,2018). This report will focus on teddy Edward andwill explain how the different
strategies are required to be used by the company for managingthe new pattern of working in the
post-covid-19 era and how they can accept the changes.
MAIN BODY
Role and impact of information and communication technology on the management of the
workforce
Information and communication technology (ICT) is the foundation and a component of
modern computing. It is widely acknowledged by all devices, such as networking components,
apps, and system, which allows an organisation and a person to be combined.
ICT has a significant influence on worforce.
Economic, societal, and interpersonal, workforce interactions are all aided by ICT. After
the consequences, it has caused a significant shift in how people work, communicate, learn, and
live. ICT contributes to a company's economic development and growth. In the case of teddy
edward, information technology has aided the company's growth and development (Al-Ali, and
et.al., 2017). It also assists teddy edward in delivering novel and faster ways of communicating
with people, as well as creating new networks and obtaining access to information.
Working from home gives it more flexibility. The ability to access the company's
network remotely is provided by ICT. It allows employees the freedom and flexibility to do work
even if they are not physically present in the organization. It is a benefit to teddy edward
employees that they can complete their task even when they are not at work. Many times, it will
have a negative influence as well, because giving employees too much freedom can lead to
significant losses for teddy edward, such as the employees' carefree attitude when working from
home. This will have a negative influence on teddy Edward management.
The technological acceptance model
The model of technological acceptance describes user's willingness to adopt and use
technology. The user's desire to use technology is the subject of this approach. Its goal is to get
users' attention so they can use new emerging technologies (Baker, and Judge, 2020). The
application of this paradigm in teddy Edward will aid the organization's growth by utilising new

and modern technology in management. It will have a favourable impact on teddy edward future
development.
Theory of technology-organization-environment
This theory focuses on the characteristics of technology, management's organisational
readiness, and the environmental factors that are influenced by technology adoption. It aids teddy
edward in analysing information and communication technology, as well as the company's
growth and development. Using this framework in the workplace will aid in the effective and
efficient achievement of corporate goals (Hechanova, and et.al., 2018).
Existing policies of the company in terms of talent acquisition, learning, and change
management process
Recruiting new employees.
People acquisition is a recruitment strategy that focuses on locating, employing,
developing, attracting, and retaining elite talent for a company. The HR department has a well-
structured and sophisticated combination of measures in place to find the best people for the
company. The following policies are included in the talent acquisition policy:
Policy on hiring.
Hiring is the procedure by which potential workers are introduced to the company for the
first time. It improves the process's efficiency and quality. This can also result in legal
ramifications if the operation is not carried out equitably. The employment process has been
altered as a result of the impact of covid, and the usage of technology has increased.
Cooperate on social media
The nature of social media is that it is real-time, adaptable, and flexible. By the time of
Covid19, social media had become a very successful tool for obtaining market abilities.For
example, social media efficiently advertises teddy Edward, which aids in the company's growth.
It is the platform that ensures successful talent acquisition from the market. Companies were
recruiting in an online way during the covid19 era, using telephonic interviews and online group
discussions, and the covid19 did not become a barrier in gaining talent from the market as a
result of this procedure.
Organizations are turning to online training approaches in the aftermath of pandemics. In
order to carry out its employees' learning and development. Companies provide online training to
their staff in order to help them grow. Teddy edward is also using online training as a way of
internal training. Organizational goals and objectives can be met more effectively using online

training. Teddy Edward employees' abilities and learning will be enhanced by providing online
training. It will contribute to the teddy edward's growth.
Learning
After the ravages of the epidemic, internet meetings have become the new normal in the
organisation. Virtual meetings have both beneficial and negative effects on a business. It aids in
the improvement of an individual's learning as well as the acquisition of knowledge in an online
setting (McKibbin, and Fernando, 2020). However, it can have a detrimental impact on an
organisation since it creates a communication vacuum between employees and management.
Teddy Edward also offers online meetings and seminars to help its employees improve their
learning abilities
The process of steering a management change to fruition is known as change
management. From the initial stages of planning and preparation to the last stages of execution
and resolution. Prepare the organisation for change, design a vision and plan for change,
implement the changes, embed changes inside the company, and review progress and analyse
results are the five steps in this process. Following these stages and methods in teddy Edward
will ensure superior organisational outputs and result in effective management change. The five
steps will assist teddy Edward in making decisions for the company.
Role of leaders in change implementation
A leader is a person who creates an inspiring vision for the future. Motivates others and
inspires an individual, to achieves its goals and objectives. A leader has many roles and
responsibilities towards an organization, after the effects of pandemic there are several new
initiatives, that are to be implemented by a leader in an organization. They are as follows:
Following the pandemic's consequences, businesses have increased their use of remote
working. As firms migrate to remote work, leaders should encourage and implement this manner
of working (Ehondor, 2019). In terms of employee safety and the organization's continued
growth. Teddy Edward leaders should also develop a remote working initiative within the
company. As a result, work will be consistent in teddy edward, and work will not have an impact
on the organisation.
Many people have lost their jobs as a result of the pandemic's economic instability. Many
organisations cut their budgets in response to the economic impact of Covid19. A leader must
first comprehend the circumstances of its personnel before making the best decision for them. It
is a leader's job to look after its personnel. Leaders at teddy edward must be aware of their
employees' financial status. After the epidemic, teddy edward’s leader can encourage its staff by
allowing for more flexibility in personnel management

.
Recommendations of new initiatives in new normal for an organization
It is critical for the teddy Edward to accept the changes correctly in order to work
efficiently under the new normal. It is recommended that the organisation employs an effective
change management approach to aid in the implementation of the changes in a timely and
efficient manner. The organisation must focus on helping all employees andrealise the need for
change in order to effectively adopt new projects. In addition, the teddy Edward must Ensure
that the new normal aids the case company's ability to be successful and competitive in the post-
pandemic environment. According to this, the company must employ effective techniques in
order to make the transformation a success. For accepting the new initiatives in an effective
manner the company needs to focus on making all the employees understand the need for the
change. Along with this, the company needs to ensure that the new normal would help the case
company in remaining effective and competitive in the post-pandemic era. In addition, the
corporation can concentrate on gaining better support from all of the firm's team members or
employees, which is critical for gaining better support when making the modifications.
CONCLUSION
This report concluded that in order to make the change a success, the organisation must
apply effective strategies. Change management can be influenced by a variety of things. The
instance company should concentrate on developing strong executives and change management
in order to function effectively in the new normal. In addition, the organisation should receive
improved support from all employees and use effective communication methods to assist them in
correctly responding to and adjusting to changes. The Human Resource department must employ
effective methods and business models to aid in the efficient management and implementation of
change. As a result, it can be argued that in today's business world, it is critical for companies to
adapt their organisational structures in response to various external variables.

REFERENCES
Books and journals
Al-Ali, and et.al., 2017. Change management throughleadership: the mediating role of
organizational culture. International Journal ofOrganizational Analysis.
Baker, T.H. and Judge, K., 2020. How to help small businesses survive COVID-19. Columbia
Law and Economics Working Paper, (620).
Ehondor, B.A., 2019, August. EMPLOYEE COMMUNICATION, DOWNSIZING AND
SURVIVOR SYNDROME: CRITICAL ISSUES FOR CONTEMPORARY AFRICAN
BUSINESSES. In 5TH BIENNIAL CONFERENCE-Nigeria 2020.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Hechanova, M.R.M. and et.al., 2018. Implicit change leadership,
change management, and affective commitment to change: Comparing academic
institutions vs business enterprises. Leadership & Organization Development Journal.
Imhanzenobe, J., 2021. A review of the Management Science theory and its application in
contemporary businesses. African Journal of Business Management, 15(4), pp.133-138.
McKibbin, W. and Fernando, R., 2020. The economic impact of COVID-19. Economics in the
Time of COVID-19, 45(10.1162).

Pantano, E., Pizzi, G., Scarpi, D. and Dennis, C., 2020. Competing during a pandemic?
Retailers’ ups and downs during the COVID-19 outbreak. Journal of Business
Research, 116, pp.209-213.