Abstract
This study examines the impact of Covid-19 on managers' leadership styles and change management strategies in the teleworking industry. Despite initial reservations about remote work, managers have adapted their approaches to leverage its benefits. A review of ProQuest publications on teleworking, change management, and leadership styles reveals that managers are now positive about remote work, citing employee performance as a key factor. However, challenges persist, and the study highlights the need for in-depth mentoring of both managers and employees to optimize remote work arrangements. The findings suggest that effective leadership and change management strategies are crucial for success in the teleworking era. This research provides valuable insights for organizations navigating the pandemic and beyond, and identifies avenues for future research.
1.0 Introduction
The Covid-19 pandemic has transformed the way organizations operate, with remote work becoming the new norm. This study investigates the effects of the pandemic on leadership styles and change management strategies used to achieve desired goals from remotely working staff. The study aims to answer the question: What leadership features should managers possess to motivate staff while teleworking amidst the Covid-19 pandemic?
2.0 Literature review
The purpose of this paper is to explore the effects of the Covid-19 pandemic on the leadership and change management strategies used to obtain the desired goals from staff remotely working. Literature review using ProQuest resources and the filter criteria for each search was applied to investigate the research questions.
3.0 Results/Findings
Urbaniec et al. (2022) stated that the pandemic radically changed day-to-day operations, forcing companies to reformulate their operations and enable remote work for business continuity and survival [1]. Clark (2022) noted that the effects of Covid-19 redefined the workplace, requiring managers to step out of their comfort zone and embrace flexible leadership and change. Flexible leadership is about adjusting one's leadership style to facilitate group performance (Kaiser and Overfield, 2010).
Change management or organizational change is the process in which an institution changes its culture, operational methods, structure, strategies or technologies (Roberts, 2017). Technological advances and the desire for employees to improve work-life balance have contributed to the growth of tools such as telework, more so finding and retaining effective leadership talent are critical needs of organizations (Louie, 2017).
Telework, also known as remote work or telecommuting, is defined as work that is performed from different locations, such as home, that enables workers to access their labor activities by the use of information and communication technologies (Nilles, 1997; Perez Perez et al., 2008).
Bellmann and Hubler (2021) defined remote work as a work arrangement where employees do not commute to their workplace, despite advances in technology. However, they found that only 12% of all employees in Germany work primarily or occasionally from home, although this practice would theoretically be possible for 30-40% of jobs.
The sudden crisis forced companies to reformulate their operations, enabling employees to work from home for business continuity and survival (Urbaniec et al., 2022). This shift to remote work has highlighted the importance of effective leadership and change management strategies.
The Role of HR Management in Facilitating Effective Remote Working
Human Resource (HR) Management has played a crucial role in enabling staff to cope and work during the pandemic. Elisabeth Kübler-Ross's five stages of grief (denial, anger, bargaining, depression, and acceptance) are relevant to the coping process (Kübler-Ross, 1969). Managers have had to work through these stages to enable their staff to work effectively.
Insight into Leadership Styles in the Wake of Covid-19 while Working Remotely
Tannenbaum and Schmidt (1958) suggested that a manager's choice of leadership style depends on three sets of forces: forces in the manager, forces in employees, and forces in the situation. A manager's background and the nature of the assignment will influence their leadership style.
a) Forces in the Manager
A manager's leadership style will depend on their background and the nature of the assignment. Digital data and online dashboards can measure employee workload and efficiency (Narayandas et al., 2020). Setting clear goals and objectives and providing remote working equipment and technologies can motivate employees (Wang et al., 2021).
b) Forces in Employees
Employees who demonstrate independence and self-will require an employee-relation-oriented leadership style. Managers must create approaches and performance processes to guarantee employees meet expectations while reducing negative impacts (Parry & Battista, 2019).
c) Forces in the Situation
The environment, size and cohesiveness of the work group, nature of tasks, pressures of time, and environmental factors influence a manager's choice of leadership style (Tannenbaum & Schmidt, 1958). Organizations are concerned about employees prioritizing personal errands over work, necessitating close monitoring (Thorstensson, 2020).
4.0 Conclusion
This research examined the impact of the Covid-19 pandemic on leadership and change management strategies in remote work settings. With the shift to remote work, leaders and managers had to adapt their strategies and acquire new leadership skills to achieve organizational objectives. Tannenbaum and Schmidt's three sets of forces (forces in the manager, employees, and situation) influence the choice of leadership style. A guided change management strategy is crucial for achieving employer and employee job satisfaction in remote work settings. Remote working is likely to continue beyond the pandemic, and managers and organizations must embrace it to enjoy the benefits of flexibility and cost savings.
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