COVID-19 Effects On Target’s Worker Environment Extended Essay Help Biology

Introduction

Over time, the COVID-19 epidemic has altered the operations and culture of organizations. People, cities, nations, and even continents have been affected by lockdown, isolation, deaths, social alienation, movement restrictions, and the fear of the unknown, in addition to organizations (Nassauer, 2020). This study will examine how COVID-19 has changed the culture of Target Corporation by requiring managers to make quick choices. The management should make prompt decisions regarding the individual who will operate from the office, the employees who will work from home, and the resulting priorities, including how to communicate them to the staff. Currently, the procedures of the department of human resources look significant. Despite the resulting effects on organizational culture, Target Corporation should seek to protect the health of its employees, maintain their motivation, manage a comprehensive remote-operating strategy, and enhance employee relations.

How COVID-19 Affects Corporate Operations at the Office Level and in Retail Stores

Target Corporation's human resource management is aware that when employees are in unfamiliar or unpredictable situations, they experience stress. In an effort to manage such stress, employees utilize their incentivized traits and coping responses. Stress impairs a worker's ability to empathize with others, explore realistic possibilities, maintain an open mind, engage in cognitively demanding tasks, and increase their learning and development potential (Bauer & Erdogan, 2019). The impacts of COVID-19 have produced significant difficulties and uncertainty that have an influence on the mental health of Target Corporation employees. In several areas, the medical hazards of coronavirus sickness are beginning to reduce, and the likelihood of a vaccine appears strong (Caligiuri et al., 2020). Nonetheless, new methods of working outside of typical office settings and the threat of a global recession will perpetuate the current state of uncertainty.

In their stress-induced, cognitively diminished state, Target Corporation employees will struggle to operate effectively in varied places and with colleagues of diverse cultural backgrounds, particularly during periods of high unfamiliarity. Different working techniques, support systems, and training approaches may effectively address the issues affecting Target Corporation if they are grounded in human resource management principles (Safe Retail, 2020). In addition to placing a heavy emphasis on the role of human resource management in enhancing the work environment, the spread of coronavirus disease has brought medical and safety concerns to the forefront (Paine, 2020). Target Corporation's management is already aware that the safety and health of employees is dependent on job requirements (such as challenging duties) and resources (such as a helpful administration). Nonetheless, the department of human resources has continued to develop novel approaches for managing the concerns of a spatially dispersed and mobile labor force. Human resource management includes implementing various strategies to protect workers and their families from injury and disease across regional borders and in a variety of work settings.

The COVID-19 epidemic has significantly affected the lives of many consumers and employees of Target Corporation who were either international business travelers or mobile employees. The prevalence of travel restrictions causes them to experience a profound sense of loss (Hongwei & Lloyd, 2020). The regular travel, organizational meetings, and hotel stays of the past have been replaced by working-from-home practices and virtual conferences. Target Corporation's management is extremely concerned with public safety and is making every effort to address the concerns of employees, customers, and communities. As a result of the stress caused by the rising demand for virtual operations, remote workers are putting in extended hours to address performance issues and time zone variations.

Theories of motivation and their application in the workplace motivate employees to generate the enthusiasm necessary to achieve their objectives. The significance of motivation at Target Corporation is essential for achieving company goals and increasing job satisfaction. The implications of a firm working without deliberate motivation for its employees would be devastating, including employee turnover, stress, and burnout, which could lead to the organization's demise (Caligiuri et al., 2020). Motivation should be a focus if Target Corporation is to make its employees its most valuable asset and retain them. Hierarchy of needs is a motivational theory developed by Abraham Maslow, which depicts five levels of human needs as a pyramid. The hierarchy of needs is comprised of physiological, safety and security, social (love and belonging), esteem (recognition), and self-actualization needs, ascending from the base of the pyramid (desiring to accomplish or leave a legacy). Maslow's hierarchy of requirements provides the foundation for the argument of scholars who seek to explain job satisfaction. In addition to physiological/basic necessities such as housing, clothing, and food, safety and security from danger, and social relationships, Target Corporation employees require recognition and appreciation to increase job satisfaction and promote self-actualization.

To ensure the health and safety of its employees, Target Corporation's management, specifically the human resources department, must provide the necessary obstacles and equipment. It is essential that human resource managers and other executives communicate effectively and clearly about employee welfare and risk minimization (Back, 2020). The COVID-19 pandemic presents a perfect opportunity for Target Corporation and other global organizations to facilitate cross-cultural team connections and validate safety expectations. During this era when all workers, regardless of nationality or ethnicity, are suffering a common stressor, training to improve employee relationships has been well accepted (Caligiuri et al., 2020). Sharing anxiety, dissatisfaction, and stress is resulting in the formation of links that firmly bind globally networked teams. Such shared experiences have the potential to strengthen community cohesion long after the COVID-19 outbreak has ended.

In Herzberg's motivation-hygiene hypothesis, factors that satisfy lower-level wants (hygiene) differ from those that satisfy higher-level requirements (motivators). When hygiene elements (aspects outside of work roles, such as office environment and salary) are inadequate, employees become dissatisfied. Rather from focusing solely on cleanliness issues, Target Corporation's management should emphasize motivational variables to encourage employees' initiative. This would be accomplished by establishing demanding goals for employees and providing rewards, recognition, and feedback as important motivational factors for increasing employee retention inside the organization (Hongwei & Lloyd, 2020). Moreover, these incentive aspects will strengthen the employment connection and social aspect. In addition to enhancing overall productivity, the use of Herzberg's motivation-hygiene theory will enable Target Corporation to provide employees confidence in job security, favorable working circumstances, loyalty, and a sense of belonging to the firm.

Conclusion

As a result of the COVID-19 epidemic, Target Corporation's managers must make quick decisions regarding the employees who will remain at the office, those who will work from home, and current priorities, such as how to improve effective communication. Regardless of the effects on organizational culture, Target Corporation should strive to protect the health of its employees, boost their motivation, manage a comprehensive remote-operating strategy, and improve employee relations. Target Corporation is devoted to providing the resources necessary for employees to care for themselves, their families, and evaluate their well-being from the comfort of their homes. The implementation of theories of motivation, such as Maslow's hierarchy of needs and Herzberg's motivation-hygiene theory, in the workplace motivates employees to develop the drive to attain the desired goal.

References

Back, A. (2020). Target has a winning recipe despite the COVID epidemic. This publication is the Wall Street Journal. Web.

Bauer, T., & Erdogan, B. (2019). FlatWorld.com. Organizational behavior: Bridging research and practice, version 3.0.

Caligiuri, P., De Cieri, H., Minbaeva, D., Verbeke, A., & Zimmermann, A. (2020). Insights from international human resource management for managing the COVID-19 pandemic: Implications for future study and practice. Web.

Hongwei, H., & Lloyd, H. (2020). The effect of the Covid-19 pandemic on corporate social responsibility and marketing strategy. 116(1) Journal of Business Research, 176-182. Web.

Nassauer, S. (2020). The target acquires strength while infected with coronavirus. Web site of The Wall Street Journal.

Paine, L. (2020). Covid-19 is updating corporate governance regulations. Web-based Harvard Business Review.

Secure Retail (2020). Considerations for post-COVID-19 retail operations [PDF download]. Web.

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