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T‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍his is a proposed into I have written to give you a better

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T‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍his is a proposed into I have written to give you a better idea of the topic. What impact has the COVID-19 pandemic had on the Employee Wellbeing of Frontline Workers within the Supermarket industry? Within this research, I will be looking to analyse what impact, if any, the COVID-19 pandemic has had on the employee wellbeing of frontline workers within the supermarket industry, with a view on establishing whether the pandemic has ultimately had a negative impact or not. To begin, we must first ascertain what employee wellbeing is. It has stated that “an individual’s experiences at work, be they physical…mental or social in nature, obviously affect the person while she or he is in the workplace” given that “employee health is considered a sub-dimension of employee well-being” (Danna and Griffin, 1999). In specific, the adverse effect of poor employee wellbeing can include heart conditions, including a heart attack, and exhaustion, from a physical perspective. Mentally, the effects can include long-term depression, anxiety and other mental health issues, which can in turn lead to other physical issues, such as eating disorders. Social wellbeing can be identified as the employees relationships both in and out of work, and this is especially heightened during a pandemic, given that the social restrictions that are associated with the pandemic mean that employees social lives outside of the workplace will be hugely restricted, as well as the restrictions meaning that the vast majority of employee wellbeing will be reliant on their workplace relationships. It is clear to see through this that employee wellbeing can be broken down into these four facets, with a consideration on not only workplace wellbeing, but also wellbeing outside of the workplace, as they also suggest that “these experiences also “spill over” into non-work domains” (Danna and Griffin 1999). During this pandemic, this research found that the vast majority of society, especially those on the frontline, are in a state of liminality (van Gennep, 2019), in that, society is in a transitional period from one set of social norms to another, with very little time to adapt. This would have a drastic impact on frontline workers, in specific those that work within the supermarket industry, as the undue stress and pressure that this has placed on them would not have been experienced previously, “This day was one of the most shocking days I have ever experienced while working for the company” (Cai, Velu, Tindal 2020) outside of typically busy times. The limitations with this research are that, although the research itself is intensive and thorough, and uses a number of different exc‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍erpts from the source, there is only one individual analysed. I will look to rectify this but interviewing a number of different people, from a number of different supermarkets within the food retail industry. In addition to this, the research was published when the pandemic was at its peak, whereas our research is when society is returning to somewhat of a social normality, meaning that our findings may be more extreme, and we could gauge a better understanding of employees wellbeing on a wider scale. This research will aim to provide a more accurate and up-to-date set of results on the impact of the pandemic on the frontline workers as it seems that we are coming towards the end of the pandemic, as per government guidelines (, 2021). In addition to this, it will improve on the previous research’s limitation, as during the previous research, the studied individual had not entered the ‘aggregation’ stage, which is when ‘individuals are anchored into new social norms and practices’ (Cai, Velu, Tindal, 2020). I will also attempt to widen the research horizons by asking more individuals from a number of different supermarkets through interviews. the broad definition of well-being developed by Danna and Griffin (1999). They define employee well-being as the state of individuals’ mental, physical, and general health, as well as their experiences of satisfaction both at work and outside of work. In this light, employee well-being is influenced by the pleasure or displeasure derived from the job itself, as well as individuals’ interactions with colleagues, teammates, and supervisors. Employee health is considered a sub-dimension of employee well-being (Danna & Griffin, 1999). Well-being comprises both psychological outcomes such as lack of distress, anxiety, and emotional exhaustion, and physiological outcomes such as blood pressure, heart condition, and general physical exhaustion (Danna & Griffin, 1999). In the present study, we include studies that measure employee well-being in terms of positive outcomes such as job satisfaction, happiness, organisational commitment, intention to remain with the organisation, work engagement, sense of purpose, and affective well-being. We also consider general physical and psychological health and include both work-related and non-work-related well-being outcomes. Previous research has found that workplace resources are related to non-work-related well-being (Grebner, Semmer, & Elfering, 2005; Kinnunen, Feldt, Siltaloppi, & Sonnentag, 2011), and therefore, we included both work-related and non-work-related well-being. We argue it is positive if work can have a posit‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍ive spillover to the non-work domain.

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