Analyzing COVID-19's Effects on Business Psychology (Coursework 2)

This report provides a comprehensive analysis of the impact of the COVID-19 pandemic on the working environment from a business psychology perspective. It delves into how the pandemic has influenced organizational changes, employee engagement, and talent management. The report examines the challenges organizations faced, including economic disruptions, remote work transitions, and maintaining employee morale. Furthermore, it explores the strategic responses and solutions implemented to overcome these challenges, such as prioritizing employee safety, fostering clear communication, and adapting talent management approaches. The analysis includes strategies to enhance productivity, maintain positive work environments, and adapt to the evolving needs of employees and businesses during and after the pandemic. The report concludes by highlighting key takeaways and offering insights for future organizational resilience and success in the face of unforeseen crises. This report is a valuable resource for students seeking to understand the complex interplay between business psychology and the challenges posed by the COVID-19 pandemic.

BUSINESS
PSCHOLOGY

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
How the COVID-19 pandemic has affected the working environment of organization........3
Challenges faced in organizational changes, employee engagement and talent management
during covid............................................................................................................................4
Strategies to overcome from issue in organizational changes, employee engagement and talent
management during covid......................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Business psychology is defined as a industrial organization psychology where this is the
combination of human psychology with practical business application in such a way which helps
to improve the environment of business and origin of employee. This also enables to enhance the
productivity and businesses and used to plan and organize group of people in organization to
enhance the profitability within any business firm. In context to this, the business psychologist
helps to analyse employees and organization with the proper goal of improving profitability and
productivity and also create the positive work environment. As per this, the business
psychologist usually evaluates the organizational goals, objective and according to this they
provide proper work strategies and employees in order to achieve the objective and advise the
tool for the proper improvements. As per this, the business psychology is an exciting and
adventure field they provide and Path to become task oriented and play the role as a
responsibility in a business firm. The business psychology is also a frail and creative in job this
help to provide and meet proper education and have a power of decision making to take step in
such a field which helps to gain more and more profit. In this report, the evaluation is based on
the pandemic situation which is arises due to the covid. In this how covid affected the working
environment of any organization and what are the factors which is responsible for the
organizational change, employee engagement and talent management. As per this, this report
also covers about what are the challenges and and how these challenges can be overcome and
create positive work environment in an organization (Garrison2017).
MAIN BODY
How the COVID-19 pandemic has affected the working environment of organization
In the context, with the potential impact which is arises in a form of covid-19. This covid-
19 have a potential impact on the form and also they create unsaturation and organization is
designs. As per this, the pandemic may influence organizational designs and the department of
research. Organization have their own goals and have there a level of differentiation and
integration and talent internal and external contingencies. The impact of the covid-19 pandemic
on firms is very drastic and situational which reduce the profitability and productivity of firm. As
per this, the long-run plan of the firm is everything for the firm. But the situation and condition
create the irreversible phenomena for the organization design more ever even with the permanent

races. The organizational design usually follow the social distancing pattern to enhance their
profitability but as for the various guidelines by governments and the new policy which is
usually created by undertaking the scenario of covid-19 refer to utilize less manpower in the
organization. Thus, reflecting on the covid-19 this suggests the major external confidence and
various short term as compared to long term effect on organization design but also the major
instructions which is likely happen in any organization. The reducing the profitability and
productivity as per the guidelines of government in order to create safety (Назаров 2021).
There are various consequences which is arises due to covid-19 and the effect is on in
organization. As per this, the economic disruption which is usually induced by covid-19 and the
government reacting to the health safety by locking down the whole part of the country and this
create threat. The economic sector of the organization. As per this, there are various sectors and
firm are locking down which include restaurants, bars, hotel, cinemas and many more. This is
also a type of organization which is facing serious issues and the situation of covid-19.
This had a number of immediate organizational implications. This is usually caused by
physical distance becoming and important point and the overtime. As per this, there are various
organization who used to take the support of technical structure and this need to be high
investment and as per the situation there are various firm who is not able to create this type of
platform due to lack of fund and investor. As per this, some of the examples which is taken in
order to create their brand image and the market during the covid-19 for example zoom
application which is an electronic platform which is used for the communication, coordination
and the condition of presence and with a video visualization. This help to interact the number of
people at a same time. Second, this seems to have been abolished by a great label of real
delegations for the firm who compared to transfer their decisions into the local managers such as
carlsberg transferred more competence to country manager in order to create more and more
revenues and profit (Shapiro, 2020).
Challenges faced in organizational changes, employee engagement and talent management
during covid
As per the lockdown started the different part of united kingdom. There are various
organization was living back to operation for normal return of the organization in the same
pattern. Organization face number of circumstances and challenges in aspect to time to time.
There are various dimension of challenges set organization need to recommend with and

negotiation. This is used to divide into the dimensions strategy structure processes and operation
which is define on the cultures and work environment of organization. The primary strategic
challenges of organization will be to reduce the cost and also deal with the reduce of demand and
shrinking market. As per this, they face various loss of livelihood reduction in income and
economic, depression, consumer negotiate and conservative in there purchase for product and
services. With relation with organization, they face number of hard issues in employees
meanwhile reduce of revenue and profitability.
In the current crisis situation, the organization structure become most centralized and due
to the covid it has been create a crisis that never before. This happens in the major part which
have basically two reasons. Crisis situation demands instance response from the firm and during
this current time the organization cannot afford the higher investment with regards to create new
opportunity and also they don't have ability to face any new threat. Moreover, the covid-19 is
also associated with the employees who are in various state of mind which is linked with
discomfort and distressed. This naturally reviews in the employee discretion and mixed
organization dependent on the capability. Some of separate and a few leader as per these the
centralization decision making power is usually governed by political and the front line of
policies. This is likely to be increase in means to create the immediate challenges and also
provide a reserved which is hire rule and regulation within organization. In the major parts of the
organization structure that going to be more centralized and came in a form of formal approach.
As per this, it is used to provide in the the creativity level which is initiated for the longer period
of time. This also enable the risk which is being dependent on a few individual leader (Anderson,
2021).
The final approach which is used in organization culture. The organization have various
goals and objective so they need proper strategy and plan to implement to achieve their goals and
objective. So, there used to strategic objective through the seamless working on the structure
process and operation. These are highly interdependent and therefore they cannot solve the use
of isolation. The culture of many enterprise have it fracture during the crisis. They are totally
disable from the economic region or by production reason their productivity and enhancement in
term of various department rapidly loss. Many of them try to create some of the interventions
and the walking behaviour of their organization to achieve somehow the small part of the goal or
the partial objective of organization. The major of the organization use cost reduction measures

and laws of discretion which they are create number of consequences and an ethical dilemma in
the psycho logical aspect between employee and organization. This all inspires employee to give
their best for their organization. Overall, the employees and the employer a working hard to
provide the better contribution in the form profitability and productivity because its also enable
the productivity and growth of the employee and employer. The organization has a core part for
the employee as a bundle of economic transaction which is initiated when the organization is
persist for the longer period of time (Strapp 2018).
As per the recent survey, the business leaders was really optimistic and think about the
future. The concept of talent management is play vital role because talent management is an
approach which helps to provide the skillful and knowledgeable in enterprise. As per this, the
covid-19 impacted up to 70% in the minimization in the team moral and decline the concept of
team management in simpler way. Moreover, the team management describes as an approach
which helps to create and assign potential worker are candidate for the organization. As per last
few months jobs opportunities are very less. The number of people who have talent in there field
are also lost their job it is approximate 45 percentage small businesses are facing this kind of
issue.
Strategies to overcome from issue in organizational changes, employee engagement and talent
management during covid
As per the current scenario, there are various organization who faces number of issues in
their organizational changes, employee engagement and talent management due to the covid-19.
As per this, there are some strategies which is need to follow to drive an outcome by making
strategies. These strategies need to be implemented in order to enhance the productivity and
profitability of the organization in appropriate way. Covid 19 changes various factors which is
help organization to grow in a rapid mode such as the vision, mission which is taken from the
organization changes and also taking the contribution from employees by providing proper
rewards and performance appraisal. This is stated by employee engagement. talent management
approach is useful in order to create the hub in organization to making plans and strategy for the
growth of enterprise (Mathieu Hollenbeck, 2017).
Drive employee engagement and organization focus on employee safety and health: In context
with this, for an organization the most valuable resource are there employees. As per this, if
organization change their management during the corona virus crisis then organization must

ensure by taking any step from their employees and what are the factor which may arises due to
the new plan in the workplace. The support from the employees are needed and also this enable
for those employees who are working remotely with appropriate technical tools with proper
mental and physical health resources to improve the employee management and engagement.
This time the organization have to fulfill their need and expectations without bargaining by their
value. In this employer must recognizing their needs. As per this, when authorities deliver their
trust and promises then they feel less stressful and able to contribute more and more time and
their efforts for the growth of organization.
Corona virus plan is require to face crises: As per the current situation, the proper
communication is required for organization between the employer and employee in order to
notice what changes and what messages from the employer is regulated for their employees. As
per this, leader must try to reach employees on their level with a particular emotion and words
with them. Leader are more engaged that employee feel good and relax. The information which
is share from the starting side of leader to the end side of of employer are must clear. This help
employee to understand that this is real time insights and what are the effective management
process and visions are to be focused.
Two way communication is essential in corona virus outbreak: Communication play a very
vital role in the change management during the outbreak of corona virus. The communication
must be both face to face or by two way communication. This tools encourage the questions and
various feedback from the employee. As per this, they provide motivation and support to the
organization while putting a strategy or going to a empowerment. in context with this, employee
must feel they are the part of of organization and their value is not limited. In this, they also have
right to share their thinking, feeling and experience during crisis.
Enhance vision of technology: As per the situation of crisis, the various organization used latest
technology or advanced technology in order to to continue their business operations. Many of
them are connected through video conferencing and they are presenting the virtual meeting for
the employees in order to create the employee engagement and recognizing the talent
management. In this they also help to increase the productivity and profitability of organization
(Wolniak and Grebski 2018).
Improve implementation during the covid 19: In the situation of crisis the organisation must
plan that it directly in order to enhance their profit or productivity. So as per this, there are

various challenges which is discussed are faced by organization some of the challenges must be
eradicate by taking in a different pattern with a positive energy. In order to this, the balance work
and the personal demands can create hindrance in the implementation of new plan and new
strategy for the firm. The best approach to any change management during the coronavirus is to
make no assumption. About the covid-19 crisis is affecting the employee punctuality and
discipline the enterprise was acknowledge the several employees experiences and also they have
ability to outline the changes in the management process. So as per this, it help to create their
own values and treating their employees in a proper manner in order to this plan and
implementation will be boosted by this approach.
Maintain employee engagement: An essential part of the change management during the current
situation is to achieve the goal and objective. The challenges is how employer considered their
best employee for rewarding and providing performance metrics. This is also necessary and the
vision from organization to provide in monetary recognition and non monetary recognition for
the positive impact in terms of organization.
CONCLUSION
As per the above discussion business psychology as an aspect of thinking and creating
new vision which is corresponds to enhance the business profitability and productivity as per the
days how covid-19 affect the business productivity by declining their estate and fonts and the
challenges which is faced by organization again boosted there revenues by using new technology
are following the traditional methods to create employee engagement talent management and
many more

REFERENCES
Books and Journals
Wolniak, R. and Grebski, M.E., 2018. Innovativeness and creativity as factors in workforce
development–perspective of psychology. Zeszyty Naukowe. Organizacja i
Zarządzanie/Politechnika Śląska.
Mathieu, J.E., Hollenbeck, J.R., van Knippenberg, D. and Ilgen, D.R., 2017. A century of work
teams in the Journal of Applied Psychology. Journal of applied psychology, 102(3),
p.452.
Anderson, I.A. and Wood, W., 2021. Habits and the electronic herd: The psychology behind
social media’s successes and failures. Consumer Psychology Review, 4(1), pp.83-99.
Shapiro, S. and Weisbaum, E., 2020. History of mindfulness and psychology. In Oxford
Research Encyclopedia of Psychology.
Garrison, E.G., DeLeon, P.H. and Smedley, B.D., 2017. Psychology, public policy, and
advocacy: Past, present, and future. American Psychologist, 72(8), p.737.
Назаров, А.С., 2021. THE PSYCHOLOGY OF DECISION-MAKING
STRATEGIES. Актуальные научные исследования в современном мире, (1-7),
pp.79-82.
Strapp, C.M., Drapela, D.J., Henderson, C.I., Nasciemento, E. and Roscoe, L.J., 2018.
Psychology students’ expectations regarding educational requirements and salary for
desired careers. Teaching of Psychology, 45(1), pp.6-13.