The Current Situation
Leader: Good morning, everyone! How is everyone doing this morning?
Subordinate 1: Good morning!
Subordinate 2: Good morning. I seem to be a little worried this morning.
Subordinate 3: Yes, I agree.
Leader: Please do not be worried. We will discuss everything in the meeting today so that we can figure out a possible solution to all your worries. Let us begin. Let’s start with what you are truly worried about.
Subordinate 2: Given the pandemic, I am worried that our company is not receiving enough contracts. This way we are basically walking towards our company’s doom.
Subordinate 3: I agree. It is extremely worrisome. The pandemic has not only decreased the influx of orders we are used to receiving but has also had an effect on employee motivation (O’Reilly and Chatman 2020).
Subordinate 1: Yes. This has got all of us feeling down. We do not know how to remain motivated at such a time. In addition to this, some of the employees are also considering looking for different job opportunities since they are doubtful about making any lucrative earnings during the pandemic (Sapta et al 2021).
Leader: Oh no. Well first of all, I would like to thank you all for being honest about your struggles. Secondly, I do not think we have reached to a point of doom yet. We must remember that we are in the middle of a pandemic. We must persevere through this difficult time.
Subordinate 2: How would you propose we do that if we do not sign more contracts?
Leader: I believe we should drive our focus to the existing contracts we do have.
Subordinate 1: I agree. While I am extremely scared about what is coming next. I do believe the best we can do is focus on what we have got.
Leader: Exactly. It is important that we give our all to the projects we do have. This will enable us to not only focus on our overall target but will also help us to remain motivated.
Subordinate 2: I disagree. While it is okay to focus on the projects we do have, we must work something out in regards to motivating the work force of the company.
Subordinate 3: Yes, I feel we must work something out to boost the morale of the employees. In addition to this, we must also come up with a way to maintain focus.
Leader: I think that’s an interesting take on the situation. I do not see why we cannot do both simultaneously (Nemteanu et al 2021).
Subordinate 1: Agreed. Any ideas on how to boost morale?
Subordinate 2: I think we can hold certain team activities that will help boost morale.
Subordinate 3: Of course. We can conduct certain team activities to make that happen.
Leader: While that is an excellent idea, it is also imperative to note that we keep the tumultuous times in mind. We are undergoing a pandemic which is why we must make sure that none of our activities are risking the lives of our work force in any way. Our activities must ensure that they adhere to all safety protocols so that we can conduct these activities in a safe and secure way (Zhu et al 2018).
Focusing on Existing Contracts
Subordinate 3: I agree. We have to plan out these activities very carefully.
Subordinate 1: How about we have an in-office charades game? This will help us maintain all safety protocols and will also allow us to boost the morale of our employees.
Subordinate 2: That’s a great idea! We can implement this by also focussing on the working spirit of the overall work force.
Leader: That is a great idea. How about we have a designated game day? We will focus on several things that day such as team bonding, employee spirit and work place morale. We will have to notify the HR department so that they can make the necessary arrangements for the event (Wu et al 2021).
Subordinate 1: Yes. I believe we should also come up with certain ideas to divide the teams.
Subordinate 2: Yes, we can strive to do it interdepartmentally or we can mix people from different departments.
Subordinate 3: I believe we can handle splitting the teams from different departments. This will help us in ensuring that team bonding does take place.
Leader: It might also help us with retaining the work force. Since you told me that there are certain employees who have been looking for other job opportunities, this will be a great idea to retain the work force as well as ensure that their morale is boosted (Baldé et al, 2018).
Subordinate 2: Yes, that sounds like a great idea.
Leader: The next topic on the agenda is to figure out a way to function during the pandemic. It is an understandable fact that the pandemic has greatly affected our economic growth (Mencl et al 2016). This is not only because we have been receiving less bookings but also because we have been facing delivery issues in regards to raw materials that we require for the projects. We will have to come up with a lucrative solution that not only helps us to flourish in our purpose which is to develop properties but also must find a solution for ensuring that we keep on flourishing in our designated industry (Kossivi et al 2016).
Subordinate 3: I believe that’s a feasible goal to have. How do you propose we do it? Not only is the team morale down but we also barely have any new contracts.
Subordinate 2: We can keep up the work on our existing contracts. This means that we will have to come up with a solution for the delivery issues we have been facing because of the pandemic.
Subordinate 1: Yes, I believe we will have to segregate the teams to figure it out. I mean that not only can we have a separate team that looks after the overall delivery of raw materials, we can also create a team who will ensure that we receive timely deliveries so that the work does not stop under any cost (Thorlakson et al 2018).
Leader: I agree. Furthermore, we will have to ensure that we not only focus on the delivery aspect of things but also ensure that the laborers for the development process are available. This will help us conduct our business diligently during the pandemic. In addition to this, I believe that as a leader, I have certain responsibilities towards the overall development of the team as well as the company. This is why, I will make sure that I evaluate everyone’s performance (Gilani and Cunningham, 2017).
Boosting Morale through Team Activities
Subordinate 2: I think that would be extremely helpful. This will not only enable us to evaluate the performance but will also help us to function better as a team during the pandemic.
Subordinate 3: I agree. This also brings to light the fact that if you choose to evaluate the overall performance of our work force, not only will they be more diligent with their work but they would also attempt to perform more efficiently (Bennett and Levinthal 2017).
Leader: I also believe that in order to boost the overall morale of the work force, we can create an incentive system. I believe by incentivising the work, we will not only be able to motivate the work force to perform better but would also be able to provide them a target to achieve. I feel that employees work better when they are given the opportunity to achieve short term targets. In light of the corona virus pandemic that has taken the world by storm, we must focus on the quality of our work. This is not only because we have very few new contracts to deal with but also because this allows us to separate ourselves from our fellow competitors because of the quality that we provide. I feel that by focussing on our quality we will position ourselves in the market to flourish imminently among our customer base (Van den Brink et al 2019).
Subordinate 1: I agree. I believe that by incentivising the work load, we will be able to motivate the work force of the company. In addition to this, by enhancing the quality of our work, we are bound to flourish in our designated industry.
Subordinate 3: I would also like to mention that this entire process will not only allow us to flourish in our market but also will provide us to attract more customers. This is because if we are a functioning company during the pandemic, I believe that we will also succeed in eventually attracting new customers so that we can continue to flourish in our industry irrespective of the pandemic. This also provides us with a competitive advantage against our fellow competitors who are unable to function during the pandemic (Ritala et al 2020).
Subordinate 2: How do you plan on enhancing the quality? The work load is already immense. While I believe that dividing the team would work to a certain extent, how will it also enhance the quality of the work we provide?
Leader: I believe it will help with our quality since we would become more careful with our work. Since we have very few orders in regards to new contracts, we can focus a lot of our human resource as well as time on these contracts. This includes attempting to source the raw materials in a sustainable fashion. We can also encourage our team members to come up with eco-friendly design ideas. This will not only provide us with the opportunity to enhance our quality of work but will also allow us the opportunity to implement new technology and styles in our work. This evidently brings to light the fact that Ecowarm as a company will successfully flourish among its designated industry due to its innovative ways of functioning as well as because of its stellar quality of work (Fatah and Suhandini 2019).
Planning Safe Activities
Subordinate 2: I disagree. I do not think we will be able to pull this off in the middle of a pandemic when the team morale is so low. I believe we need to figure out ways to survive. I mean we must think of ways to ride this wave of the pandemic out. This means that we would have to focus on the retention of the work force. I believe that we have to come up with a possible solution to not only retain the work force but also come up with ways to boost the morale of the company.
Leader: That’s understandable. However, it is all tied up with the betterment of the company. If we do not focus on the work, then there would not be a company to retain the work force at. This is why we must focus on all these aspects.
Subordinate 2: I believe that we are taking on too much on our plate. This can only end in one way which is we either fail to boost the morale of the company or we fail to come up with solutions to help the company enhance its overall quality of work. This is something that we cannot afford at such a time. I mean, I cannot impress this enough that we must focus on our employees. This will help us get through this pandemic and would also allow us to function post the pandemic (Han 2018).
Subordinate 3: I think we can be slightly open minded about this. We are in perfect position to not only enhance the overall performance of our work force through motivation but are also in a position to retain them through various benefit programs such as providing incentives. This means that we will be able to do everything that is on the agenda.
Subordinate 1: Yes, I do believe that we have some room to be open minded in regards to this entire thing. We will have to be more diligent in our approach towards this whole thing.
Leader: I think we should put some trust in the system. We can completely lead this company into the future irrespective of the pandemic once we motivate our work force. They are the pillars of this company and we should focus on treating them as such. I propose that we hold departmental meetings and share information about the game events with the employees of the company. This will help us create a certain level of excitement among the employees and will also allow us to help boost their morale (Bellec et al 2018).
Subordinate 2: Alright. If you all believe that this will work, I am begrudgingly agreeing to give this a try. I really do hope it works since we cannot afford to lose employees, especially during a pandemic.
Subordinate 1: Yes, that seems like a great idea! Let’s reconvene in a week and see how this works out for us.
Retaining the Workforce
Subordinate 3: I agree. A week from now would be helpful for us since we will be able to evaluate the entire performance of the work force and also be able to retain them successfully.
Leader: Alright then! Let’s reconvene in a week to check up on how we are faring with this plan. I will email the human resource department to make the arrangements for game day so that we can plan everything accordingly. I will see you all in a week from now. Good luck with your individual meetings with your team members.
Subordinate 1: Thank you. See you next week.
Subordinate 2: Yes, see you next week.
Subordinate 3: See you all next week. Thank you.
Reference
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Bellec, G., Salaj, D., Subramoney, A., Legenstein, R. and Maass, W., 2018. Long short-term memory and learning-to-learn in networks of spiking neurons. Advances in neural information processing systems, 31.
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Fatah, A. and Suhandini, Y., 2019. the Effect of Employee Incentives and Rewards on Employee Performance. Jurnal Apresiasi Ekonomi, 7(1), pp.46-55.
Gilani, H. and Cunningham, L., 2017. Employer branding and its influence on employee retention: A literature review. The marketing review, 17(2), pp.239-256.
Han, Y.S., 2018. The process of designing an ideal goal. In Proceedings of The Korean Society of Creative Application Spring Conference.
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Mencl, J., Wefald, A.J. and van Ittersum, K.W., 2016. Transformational leader attributes: interpersonal skills, engagement, and well-being. Leadership & Organization Development Journal.
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O’Reilly, C.A. and Chatman, J.A., 2020. Transformational leader or narcissist? How grandiose narcissists can create and destroy organizations and institutions. California Management Review, 62(3), pp.5-27.
Ritala, P., Vanhala, M. and Järveläinen, K., 2020. The role of employee incentives and motivation on organisational innovativeness in different organisational cultures. international Journal of innovation Management, 24(04), p.2050075.
Sapta, I., MUAFI, M. and SETINI, N.M., 2021. The role of technology, organizational culture, and job satisfaction in improving employee performance during the Covid-19 pandemic. The Journal of Asian Finance, Economics, and Business, 8(1), pp.495-505.
Thorlakson, T., de Zegher, J.F. and Lambin, E.F., 2018. Companies’ contribution to sustainability through global supply chains. Proceedings of the National Academy of Sciences, 115(9), pp.2072-2077.
Van den Brink, S., Kleijn, R., Tukker, A. and Huisman, J., 2019. Approaches to responsible sourcing in mineral supply chains. Resources, Conservation and Recycling, 145, pp.389-398.
Wu, C.H., Lin, H.H., Lai, S.Y., Tseng, K.C. and Hsu, C.H., 2021, June. A study of leisure constraints and job satisfaction of middle-aged and elderly health care workers in COVID-19 environment. In Healthcare (Vol. 9, No. 6, p. 713). Multidisciplinary Digital Publishing Institute.
Zhu, Y.Q., Gardner, D.G. and Chen, H.G., 2018. Relationships between work team climate, individual motivation, and creativity. Journal of Management, 44(5), pp.2094-2115.
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