Impact of Covid-19 Pandemic on Work Flexibility.
A Case Study of Vodafone Ghana( Takoradi)
CHAPTER ONE
Research objectives
The ultimate objective of this study is to determine Impact Of Covid-19 Pandemic On Work Flexibility.a Case Study Of Vodafone Ghana( Takoradi)., whether pre established or as an abrupt response to the current corona crisis, can be conducted successfully in comparison to the elements and expectations of the conventional workplace. Reported from a first point of view (the employee), the feedback expected also includes expectations of a possible new work norm once all quarantines are lifted. Moreover, the general sentiments of employees toward emotional issues and distress will provide an overall picture of how the pandemic has impacted them in that element, and how in turn, that has impacted their efficiency and productivity. This research hopes to gain insight into the following:
- Comparing the efficiency of current work situation of working from home to the precorona conditions of working onsite;
- Exploring the effects of the COVID-19 pandemic on conventional work expectations;
- Gaining feedback as to what employees expect from their workplace after the COVID-19 pandemic.
CHAPTER TWO
LITERATURE REVIEW
On December 31, 2019, the China Health Authority alerted the World Health Organization (WHO) to several cases of pneumonia of unknown aetiology in Wuhan City in Hubei Province in central China. The cases had been reported since December 8, 2019, and many patients worked at or lived around the local Huanan Seafood Wholesale Market although other early cases had no expo- sure to this market [Lu H, et’al 2020]. On January 7, a novel coronavirus, originally abbreviated as 2019-nCoV by WHO, was identified from the throat swab sample of a patient [Hui DS, et’al 2020]. This pathogen was later renamed as severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) by the Coronavirus Study Group [Gorbalenya AEA 2020] and the disease was named coronavirus disease 2019 (COVID-19) by the WHO. As of January 30, 7736 confirmed and 12,167 suspected cases had been reported in China and 82 confirmed cases had been detected in 18 other coun- tries [Burki TK. 2020]. In the same day, WHO declared the SARS-CoV-2 outbreak as a Public Health Emergency of International Concern (PHEIC) [Burki TK. 2020]. According to the National Health Commission of China, the mor- tality rate among confirmed cased in China was 2.1% as of February 4 [NHC, 20205] and the mortality rate was 0.2% among cases outside China [WHO, 2020]. Among patients admitted to hospitals, the mortality rate ranged between 11% and 15% [Zhao J,Hu Y,et al.2020]. COVID-19 is moderately infectious with a relatively high mortality rate, but the information available in public reports and published literature is rapidly increasing. The aim of this review is to summarize the current understanding of COVID-19 including causative agent, pathogenesis of the disease, diagnosis and treatment of the cases, as well as control and prevention strategies.
CHAPTER THREE
RESEARCH METHODOLOGY
Introduction
In this chapter, we would describe how the study was carried out.
Research design
The research design adopted in this research work is the survey research design which involves the usage of self-designed questionnaire in the collection of data. Under the survey research design, primary data of this study will be collected from Vodafone Ghana in order to determine the IMPACT OF COVID-19 PANDEMIC ON WORK FLEXIBILITY. The design was chosen because it enables the researcher to collect data without manipulation of any variables of interest in the study. The design also provides opportunity for equal chance of participation in the study for respondents.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
The main concern of this research is to study the impact of covid-19 pandemic on work flexibility. A case study of VODAFONE GHANA( TAKORADI). This chapter deals with the presentation and analysis of data collected in the course of this research.
Out of the one hundred and thirty-five (135) questionnaire that was distributed, only one hundred and thirty (130) were properly responded to. As a result, the researcher used 130 for this study .
CHAPTER FIVE
CONCLUSION AND RECOMMENDATION
In conclusion, it was found that most employees agreed that Old Working Conditions (preCOVID-19) need to be reviewed, and that the general sentiment was almost equally split on the efficiency of Current Working Conditions (during COVID-19) in comparison to Old Working Conditions, yet the majority was enjoying the flexible conditions. Moreover, the majority of respondents found that overall conventional work elements either remained the same or had been impacted positively rather than negatively. Also, if given an option of a hybrid model inclusive of partly working remotely and partly working onsite, a considerable majority reported that they are able to efficiently conduct at least 80% of their work expectation. Finally, it was found that employee expectation is changing as they consider postCOVID-19 conditions. In terms of the initial research questions and objectives mentioned in this study, the questions can be answered as follows based on the findings:
- Conventional working conditions, when compared before and after the pandemic, have changed in numerous ways. Some elements seem to have been impacted positively while others see to have been impacted negatively.
- Conventional work expectations, like working hours and number of working days, have been reported as unnecessarily exaggerated and do not necessarily influence productivity.
- The majority reported positive sentiments regarding the way their company handled the crisis in terms of communication and motivation.
- The majority of respondents are hoping for changes to the conventional work expectations postCOVID-19 pandemic.
In conclusion, it is advised that companies reexamine their conventional work policies and expectations so as to better adapt to the new and emerging reality of telework. In doing so, they can impact society at large by allowing for more desirable working conditions, especially during a pandemic. These findings provide a contribution to society in general as they provide evidence that changes are happening, and they are impacting more than one element of the conventional work expectations, in some cases positively.
Research limitations
As with most research investigations undertaken, there is surely something which can be improved. This research was conducted using virtual crowd-sourcing methods to administer the survey and may have been enhanced should other methods have been integrated for data gathering. Also, a more comprehensive phenomenological approach could have been incorporated to add a qualitative method to the investigation. This could have freed the results of answer limitation and experience bias. Moreover, it is good practice to involve both quantitative and qualitative elements to any research when possible. Finally, future research can benefit from a bigger pool of participants so as to gain a clearer picture.
Word to policy makers and researchers
Policy making. In our effort to contribute to the greater good of this world, we hope that policy makers make use of the findings of this research to make positive changes in their community of stakeholders. The long-term effects of creating a multi-layered approach to conventional work settings can pave the way to more opportunities being created to those in need of more flexibility in work-related matters. We hope that the findings will inspire others to investigate similar matters and become a driving force for policy review and amendments toward sustainable workplace solutions.
Future research
This research contributes to science in both a conventional and innovative way. First, it is conventional that it gives the feedback of the current experience from the undertakers, as they experience it and sheds some much-needed light on their success and trials. This is important to managers so as to provide synergetic remote environments which harbor efficiency. Second, in a pandemic such as the one imposed by COVID-19, it is essential to integrate the often-overlooked emotional and social welfare of the employees as it may impact their efficiency and/or productivity. Employers are encouraged to investigate these matters which may also lead to more productive and loyal employees. However, discussions and further research on monitoring methods are also important in order to ensure desired results. As more emphasis is put on telework and its expectations, it is important for policy makers to reassess their conventional ways and give empathy and importance to matters other than physical presence. Employers can also benefit from primary feedback from employees in order to deliver more favorable teleworking conditions. Using such insightful information can also lead to a positive impact on job satisfaction and sustainability. Investigating other demographics, like gender, can also prove advantages to researchers and employers alike in order to give a more precise assessment.
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