Features
Managing employees during pandemic
The COVID-19 pandemic continues to impact the workplace, leaving businesses to struggle with challenges, while keeping employees happily employed. Whether one is working from home or going to work physically, with the repeated onslaught of new waves, the pandemic can dampen one’s enthusiasm for work and in turn lower performance. Working from home, being physically removed from the workplaces, co-workers, familiar daily routines and fragmented team cohesion can understandably cause a drop in morale.
Under such trying circumstances, researchers such as Stevens Institute of Technology, US, Associate Professor of Management, Wei Zheng, believes that fostering a sense of inclusion at work is vital. Based on her research in New York and New Jersey, two states most impacted at the outset of COVID-19 in the US, Zheng has reason to believe that certain definitive patterns in leadership behaviour affords employees a sense of stability, empowerment, and inclusion in spite of the crisis.
Showing appreciation is a surefire way of boosting work performance. According to her Harvard Business Review article ‘5 Strategies to Support Your Employees Through a Crisis’, recognizing, praising, and otherwise showing appreciation for a person’s work, dedication, effort, and contributions allows employees to feel proud and validated during a time when contact with co-workers was curtailed and job security is in question.
Every employee fulfils a different job role and support tailored to each individual, that takes into account individual needs, preferences, and circumstances, can go a long way in helping employees to accomplish work goals. This is vital because different employees have varying degrees of of familiarity with remote-work technology, while family situations, living arrangements, and socioeconomic circumstances also differ.
Zheng opines that those in leadership positions should be attuned to individual challenges. She has pointed out that employers should also be mindful of parents who would be expected to home-school children while simultaneously working from home. In such situations it would be advisable to offload their tasks to someone who has the bandwidth. Leaders are responsible for redistributing tasks among team members to accommodate changing situations. In research, titled ‘COVID-19 and the Workplace: Implications, Issues, and Insights for Future Research and Action’, National University of Singapore Associate Professor, Jayanth Narayanan says leaders should know when to delegate work to employees and not over-monitor in an attempt to manage the uncertainty associated with a virtual workforce.
Such behaviour has been observed to alleviate worker stress, foster positive feelings towards the leader as well as the team and create an atmosphere of trust and understanding that facilitates efficiency.
During such uncertain times, it’s easy to feel left out. In such situations it is advisable to make employees feel needed by seeking out their opinion and including them in the decision-making process. Employees in turn feel trusted, needed as insiders in their organizations. Entrusting employees with new responsibilities, such as managerial duties when supervisors are overloaded or mentoring co-workers, based on their expertise, or experience with remote work, boosts confidence and makes employees feel empowered. As a part of the group, employees learn to value group success.
These trying times, during which leadership capabilities are put to the test, have nonetheless afforded employers the opportunity to demonstrate inclusive and supportive behaviour. Zheng is of the opinion that virtual get-togethers also helps to relieve stress and help co-workers to get to know each other in an informal setting. In such a setting, one fosters a sense of group belonging, and employees are held accountable by peers, which can be far more effective than being bossed around.
Harvard Business School Working Knowledge Editor-in-Chief, Sean Silverthorne in his ’18 Tips Managers Can Use to Lead Through COVID’s Rising Waters’ concurs that employers should create every opportunity for small talk. “Small talk can play an important role in workplace happiness—and these casual interactions are the first to ‘go missing’ in the virtual environment,” says Business Administration Assistant Professor, Harvard Business School, Ashley Whillans in a research titled ‘COVID-19 and the Workplace: Implications, Issues, and Insights for Future Research and Action’. She points out that, establishing ‘Water cooler’ conversations, workplace equivalent of ‘Lindalanga Sangamaya’, could go a long way in promoting belonging.
Whillans points out that, according to recent studies, there are links between employee happiness and organizational outcomes, such as productivity, absenteeism, and motivation. But the new norm of ‘working from home’ can pose considerable challenges for maintaining worker satisfaction. “Many people feel pulled between work and home, having to accomplish work with constrained resources, and are facing high job demands—three factors that predict lower engagement and greater burnout,” says Whillans.
Concordia University, Professor of Management, Gary Johns in the same study, opines that sick employees should be encouraged to stay home with paid time off. Johns observes that many employees continue to go to work when sick, due to lack of paid sick leave. Work overload, lack of backup, and understaffing also pressure workers to attend when sick. Johns observes that glorifying ‘toughing it out’ as an indicator of work commitment, that certain occupational cultures encourage, contribute to the spread of the disease. Yet others continue to work just out of love for work and are highly work-engaged. As remedy Johns recommends what he refers to as a ‘multi-pronged solution to contagious presenteeism’: Removal of financial incentives for attendance by providing paid sick leave, re-evaluation of features that places undue pressure for attendance, and championing an organizational culture that fosters pro-health attitudes.
INSEAD Associate Professor, Jennifer Petriglieri suggests that high-risk employees should be accommodated by management. Among the practical steps employers can take to shield high-risk employees include: Extending the ability to work full time from home; providing additional or enhanced personal protective equipment; creating a physical barrier between work stations using Plexiglas screens or by providing individual office spaces; and changing work schedules to minimize contact between coworkers.
Silverthorne opines that those in leadership positions should guide their team to create new norms, protocols, and purpose. He identifies the Pandemic as the ideal time to encourage ‘working from home’ and reassess available resources; reexamining information, budgetary resources, and networks that will help the team reach its goals. Members’ constraints should also be discussed and understood. Silverthorne sees the pandemic as a turning point in history, like 9/11 or the Kennedy assassination, a time to reflect and take stock of ones own life. Does your work reflect your values? Is it satisfying? Such questions could help one to self analyse, making a better leader who can first and formost lead oneself, before he or she attempt to lead others.
He also reiterates the importance of attending to one’s own physical and mental health, maintaining that physical and mental health best practices are not a luxury, but an essential aspect of risk management. He recommends that employers cultivate what’s called the seven ‘C’ attributes: Calm, Confidence, Communication, Collaboration, Compassion, Cash. Employers or leaders should project a sense of calm, so as to allay employer fears. Leaders should demonstrate confidence, that they are able to lead the employees, the company and stakeholders with the minimum of difficulty to others.
Communication is vital at a time when many things are uncertain. Collaboration, by a mustering of all resources, capabilities of all employees, where everyone feels that they can contribute, can go a long way to overcoming this crisis. We are all a part of some community. While it is easy to lose this community feeling, at a time when everything in our gut says to maintain physical distance, leadership can contribute beneficially to foster a workplace community feeling, through model behaviour. During a crisis it’s those who are less resilient, in a workplace, that slip easily through the cracks. Compassion at a time of crisis, towards such employees is a salient leadership feature. But no management should lose sight of the most commercial of the seven C’s, Cash. Conserving cash is critical, especially during a crisis. (SP)
With reports emerging that India has attacked some ‘sites’ in Pakistan and Pakistan-administered Kashmir, the question could be posed whether the stage has just been set for yet another costly India-Pakistan military conflict. Sensible opinion in South Asia could only hope that wise counsel would sooner rather than later come to prevail on both sides of the divide and that they would draw back from the brink of full-scale war.
The states concerned ought to know fully well the possible wide-ranging weighty consequences of another regional conflict. It should be plain to see that it would benefit none in the two theatres of confrontation, most particularly the relevant publics or the ‘Silent Majority’.
In fact, in connection with the mentioned initial military attacks, the Pakistani side has gone on record that some civilian lives have been lost. Such losses could burgeon in the event of full scale hostilities. These costs could of course be staggering and unimaginable in the event the nuclear option is resorted to by the sides, going forward.
Accordingly, the hope of the peace-loving world-wide is likely to be that India and Pakistan would give negotiations a chance and resolve their differences peacefully. It would be in the best interests of the world for the champions of peace to join their voices to that of UN chief Antonio Guterres and call on the sides to negotiate an end to their differences.
The utter helplessness and misery of the people of the Gaza ought to drive home afresh the horrors of war. Currently the news is that the Gazans are literally starving to death. Food and other essentials provided by UN agencies are reportedly being prevented by Israel from getting to the hapless people of Gaza. So dire is their situation that concerned quarters are calling on the compassionate worldwide to provide the Gazans with food, water and other essentials voluntarily. This SOS would need to be heeded forthwith.
Accordingly, it could be inferred that most formal arrangements, including those that are generally under the purview of the UN, geared to providing emergency humanitarian assistance to the needy, have, for all intents and purposes, been rendered ineffective in the Gaza. The UN cannot be faulted for this state of things; rather, Israel should be held accountable in the main for it.
The matter of accountability is central to the dramatic slide into lawlessness the world has been experiencing over the past few decades. As could be seen, International Law is no longer fully applicable in the conflict and war zones of the world because it is not being adhered to by many state and non-state aggressors. That the UN is hapless in the face of such lawlessness is plain to see.
We have of course the Middle East wherein International Law has fallen silent for quite a while. How could it be otherwise, when Israeli aggressions are being winked at by the US, for which the policy of backing Israel is almost sacrosanct?
Moreover, under President Donald Trump, it is difficult to see the US changing policy course on the Middle East. Trump made vague promises of bringing peace to the region in the run-up to his reelection but has done nothing concrete by way of peace-making. Consequently, complete lawlessness prevails in the Middle East. US policy towards Israel counts as another example of how the self- interest of US central administrations blinds them to their international obligations, in this case Middle East peace.
However, the commentator could be criticized as being biased if he holds only Israel responsible for what has befallen the Middle East. It has been the position of this columnist that Israel’s security needs should be taken cognizance of by its state and non-state adversaries in the Middle East and acted upon if the basis is to be laid for a durable Middle East peace. Inasmuch as Palestinian statehood must be guaranteed, the same should be seen as applicable to Israel. The latter too enjoys the right to live in a secure state of its own, unopposed by its neighbours.
The Ukraine of today is also sad testimony to the ill consequences of powerful, aggressor states wantonly disregarding International Law and its obligations. Nothing could justify Russia in invading Ukraine and subjecting it to a condition of Longsuffering. Clearly, Ukraine’s sovereignty has been violated and such excesses go to the heart of the current state of ‘International Disorder’. Of course the same stricture applies to the US in relation to its military misadventures in Afghanistan and Iraq, to name just two such modern examples.
There is no ducking the fact, then, that civilian publics in the mentioned theatres of war and outside, are being subjected to the worst suffering as a consequence of the big powers’ self-aggrandizement schemes and military misadventures. Longsuffering becomes the tragic lot of the people who have nothing to do with such unbridled power ambitions.
One would not be exaggerating the case if he states that civilian publics count for almost nothing in the present ‘International Disorder’. Increasingly it is becoming evident that from the viewpoint of the big powers and authoritarian governments the people are of little or no importance. Considering that self-aggrandizement is of the paramount interest for the former the public interest is coming to be seen as inconsequential.
Consequently, not much of a case could be made currently for the once almost reverentially spoken of ‘Social Contract’. For, the public interest does not count for much in the scrambles for power among the major powers who are seen at the popular level as the principal history-makers.
It is in view of the above that much is expected of India. Today the latter is a ‘Swing State’ of the first importance. Besides being a major democracy, it is one of the world’s principal economic and military powers. It possesses abundant potential to help to put things right in international politics. If there is one state in Asia that could help in restoring respect for International Law, it is India.
Considering the above, India, one believes, is obliged to bear the responsibility of keeping South Asia free of any more long-running, wasting wars that could aggravate the material hardships and socio-economic blights of the region. Thus, India would need to consider it imperative to negotiating peace with Pakistan.
Under the Global-Ise Australia Advanced Sports Development Programme, a delegation of 15 swimmers from Lyceum International School, Wattala, had the remarkable opportunity to train and experience high-performance sports development in Melbourne, Australia.
The 10-day programme was carefully curated to offer intensive training, educational exposure, and cultural experiences for the young athletes.
The swimmers underwent specialised training through Swimming Victoria’s elite programme, held at some of Melbourne’s premier aquatic facilities.
Visit to Victorian Parliament
Each day began as early as 5:00 a.m. and continued until 7:00 p.m., ensuring a rigorous and enriching schedule that mirrored the standards of international competitive swimming.
Beyond training, the programme offered a wide array of experiences to broaden the students’ horizons.
Morning training
The tour group explored iconic landmarks such as the Victorian Parliament and the Melbourne Cricket Ground (MCG), and enjoyed shopping at Chadstone – The Fashion Capital. They also experienced the natural beauty of Victoria with visits to Yarra Valley Chocolaterie & Ice Creamery, and Cardinia Reservoir Park, where they observed kangaroos in their natural habitat.
An academic highlight of the tour was the group’s exclusive visits to three of Australia’s leading universities: the University of Melbourne, Monash University, and Deakin University. These visits aimed to inspire students and showcase the vast educational opportunities available in Australia.
Checking out the scene at Yarra Valley Chocolaterie & Ice Creamery
As part of the cultural immersion, Global-Ise hosted a traditional Australian BBQ at the Tim Neville Arboretum in Ferntree Gully. The students also enjoyed a variety of diverse culinary experiences each evening, further enriching their understanding of local and international food cultures.
The tour concluded with a celebratory dinner at the Spicy Wicket Restaurant, where each participant received a presentation in recognition of their involvement.
Enjoying an Aussie BBQ for lunch
The evening was made especially memorable by the presence of Pradeepa Saram, Consul General of Sri Lanka in Victoria.
Global-Ise Management—Ken Jacobs, Johann Jayasinha, and Dr Luckmika Perera (Consultant from the University of Melbourne)—did a magnificent job in planning and the execution of the advanced sports programme.
Coaches from Sri Lanka presenting a plaque to Global-Ise Management team
Ken Jacobs (centre), Johann Jayasinha, and Dr Luckmika Perera (on the right
Hi! How’s the beauty scene keeping with you?
Phew, this heat is awful but there is nothing that we can do about it.
However, there are ways and means to take care of your skin and I will do my best to help you in every way I can.
Well, this week, let’s go for a Bright, Smooth Skin.
Gram flour (also known as besan) is a traditional skincare ingredient known for its:
* Natural exfoliating properties.
* Ability to absorb excess oil.
* Gentle brightening and tan-removal effects.
* Suitability for all skin types, especially oily and acne-prone skin.
You will need 01–02 tablespoons gram flour (besan) and rose water, or raw milk, to make a paste.
You could add the following two as optional add-ins: A pinch of turmeric (for extra glow), and a few drops of lemon juice (for oily skin and pigmentation)
Add the gram flour to a small bowl and mix in the rose water (for oily/sensitive skin) or raw milk (for dry skin) slowly.
Stir well to make a smooth, spreadable paste—not too thick, not too runny.
Now apply this mixture, evenly, to your damp face and neck, and let it sit for 5–10 minutes (don’t let it dry completely if you have dry skin).
Gently massage in circular motions using wet fingers—this helps exfoliate.
Rinse off with lukewarm water, and then pat your skin dry.
Use it 02–03 times a week for best results.
Skin Benefits:
* Removes dirt, sweat, and oil without stripping natural moisture.
* Gently exfoliates dead skin cells, revealing smoother skin.
* Brightens the complexion and fades mild tanning.
* Helps clear clogged pores and reduce pimples.
* Leaves skin fresh and glowing—perfect for humid climates.
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