Student’s Name

Professor’s Name

Course

Date

                      The Psychological Effects of Motivation of Work in A Post Pandemic Society

Introduction

The covid-19 virus and the pandemic have changed the lives of many people around the world. The psychological effects of the pandemic can be felt at this workplace in terms of motivation to work. Employee and workplace motivation are very significant. Work performance is typically attributed to a person's intrinsic drive and natural capability. Motivation, on the other hand, may be swiftly enhanced, whereas skill is dependent on knowledge, experience, and training and hence is difficult to boost in the short term. Managers are in a position to not only learn about the various factors that motivate their staff members, but to also enhance those factors. Thus, it is crucial to understand how the psychological effects of the pandemic has impacted the view people have on work and their motivation.

Critical Thinking

The ability to think critically has a direct impact on how to solve issues, to handle pressure and to come up with new ideas and solutions. (Singh, 150).  Opportunities for teamwork and education are two of the most powerful intrinsic motivators that have grown in the workplace post the pandemic period. The challenge for organizations is to have a framework for teamwork, where results depend not only on the sum of employees but also on the integration of knowledge to produce new outcomes. Large-scale partnerships will openly involve all interested agents inside and outside the company and across organizations to develop the whole work output in the future.

Post the pandemic workers feel the effects of both challenge stressors (also known as job demands that present opportunities) and hindrance stressors (also known as job demands that prevent employees from developing professionally or personally) because all job demands that cause pressure and frustration require both cognitive and emotional exertion from the employee, leading to mental fatigue and stress. (Singh, 150). After some time working from home, having to readjust to normal work environment is difficult and can be demotivating for some employees.

Those with high levels of extraversion and conscientiousness in the workplace became less workers are less motivated, engaged, and happy in their occupations than they were a year ago. More people having burn outs than ever before. All this is happening because of the transition from the pandemic and the concerns about work-life balance, anxiety, and a general uncertainty of what will happen in the near future.

Classical Conditioning and Motivation

The classical conditioning of the employees and employers is affecting their motivation to work post the pandemic. An in-depth knowledge of employee motivation at work is required as it affects productivity and engagement. It is essential for leaders to appreciate what drives workers at the workplace currently (Singh, 150). Moreover, organizations' roles have shifted as a result of changes in the personal and professional sectors; firm involvement in both areas is now essential to fostering a pleasant workplace and a healthy work-life balance. Although employee motivation is dependent on the individual's life priorities, organizations must take into account demographic disparities, personal qualities, and intersectional identities during the experience of work.

Work-life balance has been impacted by overlapping hygiene variables, such as the pandemic and forced...