Impact of COVID-19 on Employee Willingness in Ernst & Young

Research Project
(To identify the impact of COVID-19
on willingness of employee towards
performing their roles and
responsibilities within organisation. A
study on Ernst & Young)

Table of Contents
INTRODUCTION ..........................................................................................................................3
Background to the study..............................................................................................................3
Research aim...............................................................................................................................3
Research objectives.....................................................................................................................3
Research questions......................................................................................................................4
Rationale for the research............................................................................................................4
LITERATURE REVIEW ...............................................................................................................5
What are the challenges faced by employees during COVID-19 in executing their provided
roles and responsibilities within Ernst & Young........................................................................5
What is the response taken by Ernst & Young to mitigate the challenges faced by their
working employees in executing business functions during COVID-19. ..................................6
What is the impact of COVID-19 on employee willingness in executing their roles and
responsibilities in Ernst & Young...............................................................................................7
METHODOLOGY AND DATA COLLECTION...........................................................................8
DATA ANALYSIS .......................................................................................................................11
Frequency distribution table......................................................................................................11
Data interpretation.....................................................................................................................12
CONCLUSION AND RECOMMENDATIONS..........................................................................22
Conclusion.................................................................................................................................22
Recommendations.....................................................................................................................22
REFERENCES .............................................................................................................................24
APPENDIX ...................................................................................................................................26
Questionnaire............................................................................................................................26

INTRODUCTION
Background to the study
The impact of global pandemic COVID-19 is high within the individual, organisation and
different industries. The COVID-19 has also impacted the working condition and willingness of
employees as there are various issues which are being faced by the employees during working
under this condition. An employee is regarded as the person those are executing their roles and
responsibilities within the organisation for the organisation (Tu, Li and Wang, 2021) . There are
different roles and responsibilities which are existed within an organisation and these are
required to be performed. Functions such as attending meetings, solving problems, decision
making and various others which are related with managing the business functions. The
pandemic situation has provided significant impact to the willingness of employees and in this
manner willingness has given influence over roles and responsibilities of the organisation. This is
stated that in order to retain employees the organisation is required to manage their business
functions and include employees in decision making. This is the situation at which organisation
is not able to retain their employees due to the situation of COVID-19. Due to COVID-19 the
employees are not willing to go to the office and because of this reason they are leaving jobs.
Under the current research, various aspects are added so that examination of employee
willingness can be provided (Narayanamurthy and Tortorella, 2021). The current research is
based on Ernst & Young which is an organisation providing professional services. This is one of
the biggest organisation which is headquartered in London, England. The company was founded
in 1989 in which the company is providing services related with assurance, tax advisory, digital
strategy, strategy consulting and legal services. In this manner the organisation is associated with
executing roles and duties as in context of sharing and change management.
Research aim
To identify the impact of COVID-19 on willingness of employee towards performing their roles
and responsibilities within organisation. A study on Ernst & Young
Research objectives
 To analyse the challenges faced by employees during COVID-19 in executing their
provided roles and responsibilities within Ernst & Young.

 To determine the response taken by Ernst & Young to mitigate the challenges faced by
their working employees in executing business functions during COVID-19.
 To investigate the impact of COVID-19 on employee willingness in executing their roles
and responsibilities in Ernst & Young.
Research questions
 What are the challenges faced by employees during COVID-19 in executing their
provided roles and responsibilities within Ernst & Young.
 What is the response taken by Ernst & Young to mitigate the challenges faced by their
working employees in executing business functions during COVID-19.
 What is the impact of COVID-19 on employee willingness in executing their roles and
responsibilities in Ernst & Young.
Rationale for the research
The main rational behind selection of this topic is associated with personal inclination of
research as the researcher was willing to gather knowledge in respect of employee willingness
and the manner in which roles and responsibilities are being performed by them (Mani and
Mishra, 2020). This research is playing essential role for stakeholders as the research will
develop sense of understanding within them. In the context of the organisation the information
can be beneficial for the organisation in making various decisions and developing succession
opportunities as well. The research is having dual perspective which are personal and
professional. In the context of personal perspective the research will enhance significant skills of
researcher such as research skills, IT skill, data collection skills, analytical skills and many
others. Researcher would be beneficiary as in using these developed skills in managing their
career (Das and Tiwari, 2021). In context of professional skills the research is going to assist the
researcher in managing their future researches in more appropriate manner.

LITERATURE REVIEW
What are the challenges faced by employees during COVID-19 in executing their provided roles
and responsibilities within Ernst & Young.
As per the viewpoint of Bartsch and et. al., (2020), there are various challenges which are
faced by company in COVID 19 while executing roles and responsibilities within an
organisation such as communication issues, work over time, coping with change and
unpredictability, employee productivity and many others.
Communication Barriers:
It is one of the challenge which is faced by employees while executing roles and
responsibilities within E&Y in COVID 19. Due to crisis, employees are not able to communicate
effectively due to which it becomes difficult to achieve the goals and objective of business. It is
important for the manager of E&Y to continue to update their staff regarding the changes
occurred in business activity (Mao and et. al., 2021). The management of E&Y must be
transparent so that employees can make decision and also give their productive output while
working in the tough time of COVID 19. Communication barrier can influence the morale and
motivation level of staff which creates an impact on the business performance.
Work over time:
Work over time is also a challenge which is faced by staff during COVID 19 in executing
given roles and responsibilities within organisation. In order to fulfil roles and responsibilities
employees of E&Y have to work over time which creates an impact on their performance and
productivity (Mao and et. al., 2021). By working over time, the health problems and safety risk
of employees increases. The over time work can decreases the productivity of employees and
also increases absenteeism due to which they are not able to give the valuable outcomes while
working in COVID 19.
Coordination and cooperation issues:
It is also a problem which is faced by employees in the tough time of COVID 19 while
executing roles and responsibilities within company. Due to COVID 19, there is no coordination
and cooperation within employees due to which it becomes difficult to accomplish the work
collectively. Staff of Ernst & Young are bot able to interact and communicate with each other in
effective manner which leads to poor productivity and performance (Cameron, Thomason and

Conzon, 2021). The differentiation in roles and responsibility of employees results in lack of
coordination and cooperation.
What is the response taken by Ernst & Young to mitigate the challenges faced by their working
employees in executing business functions during COVID-19.
As per the opinion of Iglesias-Pradas and et. al., (2021), there are various response taken
by Ernest and Young in order to overcome the challenges faced by employees while working in
pandemic such as training and development issues, conducting online meetings, focusing on
implementing management activities and also following the proper communication hierarchy.
Training and development opportunity:
It is one of the way through which company is focusing on reducing the challenges faced
by employees in COVID 19. Ernest and Young is offering training and development opportunity
on continuous basis in order to boost the motivation level of employees in the tough time of
crisis (Ecklebe and Löffler, 2021). Through conducting training and development sessions,
company can improve the performance of employees and also encourage them to give productive
output in COVID 19.
Conducting online meetings:
Conducting online meetings is also a response which is taken by Ernest and Young for
overcoming the challenges faced by employees while working in COVID 19. Through online
meetings, the staff of Ernest and Young can interact and communicate their problems in effective
manner (Rahman and et. al., 2020). While working from home there are various problems which
are faced by employees, so it is the responsibility of manager to conduct online meetings on
regular basis in order to discuss the work and problems.
Following proper communication hierarchy:
Following proper communication hierarchy is another way through which Ernest and
Young overcomes the problems faced by employees due to crisis. The manager of company
ensures that their must be proper communication hierarchy so that each employees get to know
their work and responsibility (Cheng, Hong and Zhong, 2021). Though proper communication
hierarchy, staff can communicate effectively and also work to accomplish the goals and objective
of Ernest and Young. It also helps in promoting motivation by clarifying and informing the staff
about the roles and responsibilities to be perform due to which their performance increases.