The employees are the strength of a company, and it is essential to keep them motivated and prepare them for the change. It is the 21st century, and it is noted that the situation is getting tougher every day. The competition is getting increased with the increase in several companies. Two essential factors are to be discussed in the organizational structure. One is employee readiness which involves training and development; the other is to prepare the employees by motivating them in an unprecedented time.

The motivation of employees is one of the essential factors in organizations, and it is observed that the employees show better performance in the organization when they are appreciated or motivated. It is necessary to see that the employees are most disturbed and are not ready to bring any change to the organization at an unusual time. So, training and development are essential.

Several issues are important to discuss in an organization, but the selected issues are the motivation of employees in the unprecedented time and the readiness of employees. There may be several issues because of the lack of motivation of employees and readiness, some of which are as follows.

 The first and foremost issue is the loss of confidence among the employees because of less motivation.  There will be less interaction between the employees and employers because it is observed that the lack of motivation is because

of this factor.  Another factor is to see the company going behind in the external analysis because these issues will cause employee turnover.  These issues are common among organizations in critical times.  Coronavirus has recently passed, and it has disturbed organizations to a great extent these issues are raising.  If the leaders do not take care of these issues, they will lead to several other problems.  The point of discussion is to know the impact of lack of motivation and readiness among the employees and how such problems

can be resolved.  The leaders must take these issues seriously and take the proper action because critical times are common for the organization.

The coronavirus is one of the biggest examples, and it has impacted the whole world, especially the business community.

The impact of motivating the employees in this unprecedented time is highly significant. It is assumed that the employees are demotivated in crucial times and require the proper attention and motivation from the leaders. A recent example can be given of coronavirus, where all the organizations had to change. The leaders had to see how they could recover from the loss of their organizations. For this purpose, they appreciate and motivate the employees to work in the changing environment. The two objectives selected for the discussion are related to one another. When the employees are ready to change, they require proper training and development (Dennerlein, 2020). The company has to face the consequences if the employees are not motivated. These consequences can be severe or light, depending on the situation. It is observed that unprecedented times are common for companies, and they are often ready for it. The theories and concepts of motivation have led the leaders to adopt the concept that they must motivate their employees because the leaders have to be at the front end. No doubt, the critical times hit and affected the leaders as well. They also get tensed sometimes, but they must deal with the situation and comfort the employees. There are several benefits employers or leaders may get from motivation, and the literature has explained them quite well. If the studies are sorted, the recent literature about the coronavirus will come to the screen. The authors will publish the experiments and findings on how the recent pandemic impacted people who lost the motivation to work. Therefore, the motivation of the leaders plays a critical role in such an aspect.

Employee readiness is another essential factor that needs the proper attention. It is observed that the training helps the employees to know the exact goals and objectives for which the change is needed. Whenever the organization has to change, it has to guide the employee on how they will manage and what future circumstances can be. It is observed that the training and development boost the confidence among the employees, and they get the time to interact with the employers and leaders. They had the opportunity to improve their communication skills in the changing period. They set the goals and objectives of the organization for the future (Metwally, 2019). Training and development are never old in organizations because the leaders know they must train their employees with time. Whenever a change is introduced in the organization, the leaders become concerned that the employees need proper training and development sessions to understand the change and to play a critical role in the success. If the employees are not given training, they will be unable to play a significant part in the company's success. It can be explained by the recent example of coronavirus that the employees have the least idea of how the virtual teams will be made and how the online mode of working will be turned on. It was an unusual phase of working for everyone. The pandemic also affected the leaders, but when it comes to training and development, the leaders take the front step and guide the employees on how the difficult situation can be better dealt with. There is a huge literature with the proper results and findings that the coronavirus affects all organizations. Still, employees who train could easily cope with it and get positive results. On the other hand, it has been observed that if the training was not done in the organizations because of any reasons, for example, lack of trainers or resources, the organizations had to face the consequences. The organizations either had to close their business forever or tolerated the heavy loss. The impacts of training and development are clear in the literature, where several studies proved the positive impact on employee performance because of training and development.

The employees and employers need to have strong interaction. Another solution to the problem is to arrange the training lessons immediately because it is necessary for the employees to know what they are being taught and how they will pass through change. The leaders should motivate the employees that they can do better and they have the potential to pass through the change (Hameed, 2019).

The leaders suggested that the communication must be strong. Communication is the key to success, and all leaders and employers need to take it positively that weak communication may destroy the internal and external reputation of the company. If the communication is not strong, these solutions have no value. The next step is meetings because when the training has to be given or when the company goes under an unexpected change, the training is necessary, but the leaders have to think about how they can make a good start. They do not need to meet everyone separately and clear the situation, but equality is also essential. It is good for them to treat everyone equally in the meetings and make sure that they understand the training needs and its role in the development and success of the company.

Dennerlein, J.T., Burke, L., Sabbath, E.L., Williams, J.A., Peters, S.E., Wallace, L., Karapanos, M. and Sorensen, G., 2020. An integrative total worker health framework for keeping workers safe and healthy during the COVID-19 pandemic. Human factors, 62(5), pp.689-696.

Hameed, I., Khan, A.K., Sabharwal, M., Arain, G.A. and Hameed, I., 2019. Managing successful change efforts in the public sector: An employee’s readiness for change perspective. Review of Public Personnel Administration, 39(3), pp.398-421.

Karabag, S. F. (2020). An unprecedented global crisis! The global, regional, national, political, economic and commercial impact of the coronavirus pandemic. Journal of Applied Economics and Business Research, 10(1), 1-6.

Mbukanma, I., & Strydom, K. (2022). Adopting the Ability, Motivation and Opportunity (AMO) Theory to Enhance Employees' Performance in South African Public Service Organisations Amid the Covid-19 Outbreak. Journal of Public Administration, 57(2), 361-377.

Metwally, D., Ruiz-Palomino, P., Metwally, M. and Gartzia, L., 2019. How ethical leadership shapes employees’ readiness to change: The mediating role of an organizational culture of effectiveness. Frontiers in psychology, 10, p.2493.

Mulliner, J. (2018). Employee engagement, motivation, resilience, and leadership: An exploration of relationships within a higher education institution.

Pam Amonwan Thongkamkhao – Student ID 22427988

It is concluded that the employees' readiness, training, and development are essential. It is good to know that the employees always support the organizations, but it is also necessary for the leaders and organizations to support and train them accordingly. The business will have dire implications if its staff is not inspired to work hard. The severity of these repercussions varies from case to case. It seems companies are used to dealing with the unexpected and usually have contingency plans in place. Leaders have come to believe that they must encourage their staff to follow the tenets of many motivational theories and models, seeing as how they are expected to set the pace for their teams. Indeed, leaders are not immune to the effects of the crisis. They, too, experience anxiety, but they know they must face the problem head-on and reassure their staff. Several advantages to managers and supervisors have been outlined in the literature. If the research is categorized, the most recent articles on the coronavirus pop up, the writers report their experiments and findings on how the recent epidemic affected people, and the workers get demotivated. Thus, the inspiration of leaders is vitally important in this respect. When change is inevitable for a business, leadership must communicate with workers about what to expect and how to adapt.

Figure 2: Leaders Behavior on the training and development of employees (Source : Paul Hersey and Kenneth H. Blanchard, Management and Organizational Behavior,1988)

Figure 1: Motivation factors (Source : TINYpulse Employment Engagement & Organizational Culture Report, 2014)

ConclusionIntroduction

Issues Arising

Impact of motivating the employees in unprecedented time

Ensuring employee readiness (Training and Development)

Solutions of the issues Solutions of the issues

References