Introduction LLOYDS Bank has been delivering professional assistance and recommendations to British consumers, companies, and societies since 1765. Its understanding is based on this background, enabling our customers of all generations economic comfort and peace. It operates in the private sector. (Llyods, 2022). This presentation is about the two areas of Management which are Motivating the employees during the time of unprecedented change and Ensuring employees’ readiness. We will also be learning about the impact of covid on these areas and how the organization is making efforts to amend the consequences. Employee motivation refers to the amount of enthusiasm, dedication, and invention that employees bring to their professions. (Susilo, 2018). Finding strategies to encourage employees is always a management priority, regardless of whether the economy has grown or declined. Motivating employees at the time of Covid-19 is the biggest challenge for all companies and organizations. (Przytuła, Strzelec and Krysińska-Kościańska, 2020). Therefore, LLOYDS Bank is trying to – • In the current situation, the bank is trying to understand its employees and let them know that the organization is here for them to help in achieving the targets. • By providing an unbiased review of present circumstances to them, and comfort them that the challenges will be faced together. • By allowing the employees to make decisions about their work as much as possible and encourage them to share their expertise and talents. • By taking opinions and knowing the perspective of the employees to make them feel a part of the company. • Rewarding the employees on little success, so that they can be appreciated and can work harder for the bigger targets. • Incorporating leaders to follow activities to the inspirational portfolio in order to enhance trust and sense of safety in the company while decreasing the level of anxiety, resentment, and skepticism. • Starting the interaction directly and regularly with each member of the team, understanding them and enabling them to get to know about the goals and objectives of the company, and establishing the company’s enthusiasm and purpose in them. (Schall, and Chen, 2021). Employee readiness is described as the degree to which employees are prepared or eager to take part in learning. It plays a significant role for the organization in a way that the trained employees will contribute to the decision-making process which will lead to the diversities of ideas and hence will lead to better decisions for the organization. (Matthews, Daigle and Houston, 2018). Employee’s availability for training is characterized as having the necessary character qualities such as capability, personality, commitment, and willingness. Developing functional adaptability will require adapting employees' skills and positions to post-pandemic modes of working. (Roemer, Sutton and Medve ...

1. Introduction
LLOYDS Bank has been delivering professional assistance and
recommendations to British consumers, companies, and
societies
since 1765. Its understanding is based on this background,
enabling our customers of all generations economic comfort and
peace. It operates in the private sector. (Llyods, 2022).
This presentation is about the two areas of Management which
are
Motivating the employees during the time of unprecedented
change and Ensuring employees’ readiness.
We will also be learning about the impact of covid on these
areas
and how the organization is making efforts to amend the
consequences.
Employee motivation refers to the amount of enthusiasm,
dedication, and invention that
employees bring to their professions. (Susilo, 2018). Finding
strategies to encourage
employees is always a management priority, regardless of
whether the economy has grown
or declined. Motivating employees at the time of Covid-19 is
the biggest challenge for all
companies and organizations. (Przytuła, Strzelec and Krysińska-
Kościańska, 2020).

2. Therefore, LLOYDS Bank is trying to –
• In the current situation, the bank is trying to understand its
employees and let them
know that the organization is here for them to help in achieving
the targets.
• By providing an unbiased review of present circumstances to
them, and comfort them
that the challenges will be faced together.
• By allowing the employees to make decisions about their work
as much as possible and
encourage them to share their expertise and talents.
• By taking opinions and knowing the perspective of the
employees to make them feel a
part of the company.
• Rewarding the employees on little success, so that they can be
appreciated and can work
harder for the bigger targets.
• Incorporating leaders to follow activities to the inspirational
portfolio in order to enhance
trust and sense of safety in the company while decreasing the
level of anxiety,
resentment, and skepticism.

3. • Starting the interaction directly and regularly with each
member of the team,
understanding them and enabling them to get to know about the
goals and objectives of
the company, and establishing the company’s enthusiasm and
purpose in them. (Schall,
and Chen, 2021).
Employee readiness is described as the degree to which
employees are
prepared or eager to take part in learning. It plays a significant
role for the
organization in a way that the trained employees will contribute
to the
decision-making process which will lead to the diversities of
ideas and
hence will lead to better decisions for the organization.
(Matthews, Daigle
and Houston, 2018). Employee’s availability for training is
characterized as
having the necessary character qualities such as capability,
personality,
commitment, and willingness. Developing functional
adaptability will require

4. adapting employees' skills and positions to post-pandemic
modes of
working. (Roemer, Sutton and Medvedev, 2021).
LLOYDS’s main focus is –
• Making the supervisors and managers capable of handling the
team in
the virtual model and training them how to lead the entire team
from
remote working areas.
• The new recruiters will be trained directly by the managers as
they can
teach and train them.
• Mapping out the skills which are currently required for
making up the
losses. (Budur, Demir and Cura, 2021).
.
This research has helped in learning about the management
issues of motivating employees and why training is important at
the current time. The effects on the productivity of the
organization.
Covid-19 has affected people’s lives in every aspect, therefore,

5. it
is necessary for the bank to have reforms in order to grow and
develop which will help it in overcoming the losses incurred
during lockdowns.
Employee’s Readiness
Aims & Objectives
Conclusions
IMPACT OF COVID ON MANAGEMENT ISSUES AND
ORGANIZATIONAL BEHAVIOR
Figure 1 (Source: Squareup, 2022)
The above pie chart describes the ways to motivate
employees such as a good leader, increments in salaries and
making them believe in the company.
Motivating Employees
The purpose of this presentation is to learn about the impact of
Covid-19
on LLOYDS Bank, as well as the reforms that the bank is
making to
address management challenges such as motivation and
readiness
(training and development) among employees.
References:

6. Budur, T., Demir, A. and Cura, F., (2021). University readiness
to online education during Covid-19
pandemic. International Journal of Social Sciences &
Educational Studies, 8(1), pp.180-200.
Matthews, B., Daigle, J. and Houston, M., (2018). A dyadic of
employee readiness and job satisfaction:
does there exist a theoretical precursor to the satisfaction-
performance paradigm?. International
Journal of Organizational Analysis.
Przytuła, S., Strzelec, G. and Krysińska-Kościańska, K., (2020).
Re-vision of future trends in human
resource management (HRM) after COVID-19. Journal of
Intercultural Management, 12(4), pp.70-90.
Roemer, A., Sutton, A. and Medvedev, O.N., (2021). The role of
dispositional mindfulness in employee
readiness for change during the COVID-19 pandemic. Journal of
Organizational Change
Management.
Schall Jr, M.C. and Chen, P., (2021). Evidence-based strategies
for improving occupational safety and
health among teleworkers during and after the coronavirus
pandemic. Human factors.
Susilo, D., (2018). Transformational leadership: a style of

7. motivating employees. MEC-J (Management
and Economics Journal), 2(2), pp.109-116.
Figure 2 (Source: Businessjorgans, 2022)
The above table describes the need for readiness among
employees as it teaches them to use the resources in an efficient
and effective manner, increases profit margins, reduction in
turnover, and develops a positive reputation of the organization
or company.
Student Name: TIAN JIARUI
Student ID: 21426048
Assessment Brief
Module Name: Management and Organisational Behaviour
Module Code
Level
Credit Value
Module LeaderHRMM055
7
20
Zeb Manatse
Assessment title:
Individual Poster Presentation (AS1)
Weighting:

8. 30%
Submission dates:
29 August 2022
Feedback and Grades due:
26 September 2022
Please read this assessment brief in its entirety before starting
work on the Assessment Task.
The Assessment Task
In this assessment, you should prepare a poster presentation
(1500 words, A1 size). The presentation should identify TWO
key leadership and management challenges that you have
experienced within your organisation or using a case study
organisation.
The poster should consider why these are key issues and how
they impact on the organisation. You should also consider if the
organisation could have avoided these issues and/or if they
could have been managed differently (for example during
Covid-19)

9. For guidance some areas that you could consider are:
a. Leading and Managing virtual teams
b. Motivating Employees during time of unprecedented change
c. Employee Wellbeing
d. Ensuring employee productivity and performance
e. Managing Conflicts and Negotiations
f. Ensuring employee readiness (Training and Development)
g. Managing change
This list is not conclusive, you should only select TWO area
that you would like to focus on.
You should link most recent theories related to the chosen areas
of challenges and on leadership and management to support
your arguments and to make your work compatible with the
level 7 expectations.
The poster presentation is then uploaded to NILE (Assessment
Submission section) and you will need to present your poster to
your tutor using an agreed media. The presentation should not
be more than 10 mins. Word Limits
The maximum word limit for this assessment is 1500 words
Learning Outcomes
On successful completion of this assessment, you will be able
to:
c. Recognise, analyse and respond to the Inter-relationship of
associated topics in HRM and Organisational Behaviour
d. Evaluate a range of options to select and justify the most
appropriate opition considering contextual and organisational
dimentions
e. Autonomously initiate and communicate complex concepts
through an appropriate format
Your grade will depend on the extent to which you meet these
learning outcomes in the way relevant for this assessment.
Please see the grading rubric on NILE for further details of the

10. criteria against which you will be assessed.Assessment Support
Specific support sessions for this assessment will be provided
by your tutor and notified through NILE. You can also access
individual support and guidance for your assessments from
Library and Learning Services. Visit the Skills Hub to access
this support and to discover the online support also available for
assessments and academic skills. Academic Integrity and
Misconduct
Unless this is a group assessment,the work you produce must be
your own, with work taken from any other source properly
referenced and attributed. For the avoidance of doubt this means
that it is an infringement of academic integrity and, therefore,
academic misconduct to ask someone else to carry out all or
some of the work for you, whether paid or unpaid, or to use the
work of another student whether current or previously
submitted.
For further guidance on what constitutes plagiarism, contract
cheating or collusion, or any other infringement of academic
integrity, please read the University’s Academic Integrity and
Misconduct Policy. Also useful resources to help with
understanding academic integrity are available from UNPAC .
N.B. The penalties for academic misconduct are severe and can
include failing the assessment, failing the module and expulsion
from the university.Assessment Submission
To submit your work, please go to the ‘Submit your work’ area
on the NILE site and use the relevant submission point to
upload your report. The deadline for this is 11.59pm (UK local
time) on the date of submission. Please note that essays and text
based reports should be submitted as word documents and not
PDFs or Mac files.
Written work submitted to TURNITIN will be subject to anti-
plagiarism detection software. Turnitin checks student work for
possible textual matches against internet available resources and

11. its own proprietary database. Work
When you upload your work correctly to TURNITIN you will
receive a receipt which is your record and proof of submission.
If your assessment is not submitted to TURNITIN, rather than a
receipt, you will see a green banner at the top of the screen that
denotes successful submission.
N.B Work emailed directly to your tutor will not be marked.
Late submission of work
For first sits, if an item of assessment is submitted late and an
extension has not been granted, the following will apply:
· Within one week of the original deadline – work will be
marked and returned with full feedback and awarded a
maximum bare pass grade.
· More than one week from original deadline – grade achievable
LG (L indicating late).
For resits there are no allowances for work submitted late and it
will be treated as a non-submission.
Please see the Assessment and Feedback Policy for full
information on the processes related to assessment, grading and
feedback, including anonymous grading. You will also find the
generic grading criteria for achievement at University Grading
Criteria. Also explained there are the meanings of the various
G grades at the bottom of the grading scale including LG
mentioned above.
Extensions
The University of Northampton’s general policy with regard to
extensions is to be supportive of students who have genuine
difficulties, but not against pressures of work that could have
reasonably been anticipated.
For full details please refer to the Extensions Policy.

12. Extensions are only available for first sits – they are not
available for resits.
Mitigating Circumstances
For guidance on Mitigating circumsta nces please go to
Mitigating Circumstances where you will find detailed guidance
on the policy as well as guidance and the form for making an
application.
Please note, however, that an application to defer an assessment
on the grounds of mitigating circumstances should normally be
made in advance of the submission deadline or examination
date.
Feedback and Grades
These can be accessed through clicking on the Feedback and
Grades tab on NILE. Feedback will be provided by a rubric with
summary comments.
2
Name: HRMM055 – Assessment One
Criteria
No Submission/ No Evidence
Fail
Pass
Commended
Distinction
Learning outcomes:
Learning Outcome - c
Recognise, analyse, and respond to the Inter-relationship of
associated topics in HRM and Organisational Behaviour
Work submitted is of no academic value/ nothing submitted.

13. There is no sufficient understanding demonstrated about the
inter-relationship of identified challenges (topic areas selected
and leadership and management). The presentation does not
consider the implications of proposed solutions to wider
stakeholders
There is no sufficient understanding demonstrated about the
inter-relationship of identified challenges (topic areas selected
and leadership and management). The presentation does not
consider the implications of proposed solutions to wider
stakeholders
There is a very good understanding demonstrated about the
inter-relationship of identified challenges (topic areas selected
and leadership and management). The presentation critically
considers the implications of the proposed solutions to the
wider stakeholders.
There is an excellent understanding demonstrated about the
inter-relationship of identified challenges (chosen topic areas
and leadership and management). The presentation critically
considers the implications of proposed solutions to the wider
stakeholders
Learning Outcome – d
Evaluate a range of options to select and justify the most
appropriate opition considering contextual and organisational
dimentions
Work submitted is of no academic value/ Nothing presented.
There is no sufficient evaluation of range of possible solutions
to the identified challenges and justification of the choices

14. made
There is a sufficient and acceptable evaluation of a range of
possible solutions to the identified challenges. Contextual and
organizational dimensions have also been considered to suggest
some feasible solutions.
There is a critical, well-informed evaluation of a range of
possible solutions to the identified challenges. Contextual and
organizational dimensions have also been considered in an
analytical manner to suggest some feasible solutions
There is excellent, theoretically informed evaluation of range of
possible solutions to the identified challenges. Contextual and
organisational dimensions have also been considered in a
critical and analytical manner to suggest some feasible solutions
Learning Outcome – e
Autonomously initiate and communicate complex concepts
through an appropriate format
Work submitted is of no academic value/ Nothing presented.
The work does not demonstrate the ability to communicate
complex concepts of the chosen topics and leadership and
management in a way that can be convinced a wider range of
stakeholders
The work demonstrates the ability to communic ate complex
concepts of the chosen topics, and leadership and management
in a way that can be convinced a wider range of stakeholders
There is a very good demonstration of the ability to
communicate complex concepts of the chosen topics, and
leadership and management in a way that can be convinced a
wider range of stakeholders
There is an excellent demonstration of the ability to
communicate complex concepts of the chosen topics, and
leadership and management in a way that can be fully convinced

15. a wider range of stakeholders
Academic/Profesional Quality
Absent or poor command of academic / professional
conventions appropriate to the discipline
Unsatisfactory command of academic / professional conventions
appropriate to the discipline.
A Satisfactory command of academic/professional conventions
appropriate to the discipline.
Sound command of academic / professional conventions
sufficient and appropriate to the discipline.
Authoritative command of academic / professional conventions
appropriate to the discipline.
Non submission
Work submitted is of no academic value/ nothing submitted for
learning outcome (c). Work submitted is of no academic value/
Nothing presented for learning outcome (d). Work submitted is
of no academic value/ Nothing presented for learning outcome
(e). Absent or poor command of academic / professional
conventions appropriate to the discipline.
Fail 0-50
There is no sufficient understanding demonstrated about the
inter-relationship of identified challenges (topic areas selected
and leadership and management). The presentation does not
consider the implications of proposed solutions to wider
stakeholders. There is no sufficient evaluation of range of
possible solutions to the identified challenges and justification
of the choices made. The work does not demonstrate the ability
to communicate complex concepts of the chosen topics and
leadership and management in a way that can be convinced a
wider range of stakeholders. Unsatisfactory command of
academic / professional conventions appropriate to the
discipline.
Pass 51-59

16. There is no sufficient understanding demonstrated about the
inter-relationship of identified challenges (topic areas selected
and leadership and management). The presentation does not
consider the implications of proposed solutions to wider
stakeholders. There is a sufficient and acceptable evaluation of
a range of possible solutions to the identified challenges.
Contextual and organizational dimensions have also been
considered to suggest some feasible solutions. The work
demonstrates the ability to communicate complex concepts of
the chosen topics, and leadership and management in a way that
can be convinced a wider range of stakeholders. A Satisfactory
command of academic/professional conventions appropriate to
the discipline.
Commended/ Merit 60-69
There is a very good understanding demonstrated about the
inter-relationship of identified challenges (topic areas selected
and leadership and management). The presentation critically
considers the implications of the proposed solutions to the
wider stakeholders. There is a critical, well-informed evaluation
of a range of possible solutions to the identified challenges.
Contextual and organizational dimensions have also been
considered in an analytical manner to suggest some feasi ble
solutions. There is a very good demonstration of the ability to
communicate complex concepts of the chosen topics, and
leadership and management in a way that can be convinced a
wider range of stakeholders. Sound command of academic /
professional conventions sufficient and appropriate to the
discipline.
Distinction 70 and above
There is an excellent understanding demonstrated about the
inter-relationship of identified challenges (chosen topic areas
and leadership and management). The presentation criti cally
considers the implications of proposed solutions to the wider
stakeholders. There is an excellent, theoretically informed
evaluation of a range of possible solutions to the identified
challenges. Contextual and organizational dimensions have also

17. been considered in a critical and analytical manner to suggest
some feasible solutions. There is an excellent demonstration of
the ability to communicate complex concepts of the chosen
topics, and leadership and management in a way that can be
fully convinced a wider range of stakeholders. Authoritative
command of academic/professional conventions appropriate to
the discipline.