Abstract

Introduction

Background of the Study

The coronavirus disease pandemic of 2019 (COVID-19) has had a significant impact

on national and global economics. Various businesses are dealing with a variety of problems,

all of which result in some level of loss. Enterprises, in particular, are dealing with a slew of

issues, including a drop in demand, supply chain interruptions, cancellation of export orders,

raw material shortages, and transportation disruptions, to name a few. Nonetheless, it is

abundantly evident that the COVID-19 outbreak is having a huge impact on businesses all

around the world. We argue that the micro, small, and medium-sized enterprises (MSMEs)

are the primary victims of the COVID-19 outbreak because, in comparison to large

enterprises, MSMEs typically lack sufficient resources, particularly financial and managerial,

and are unprepared for disruptions that are likely to last longer than expected (Bartik et al.,

2020; Prasad et al., 2015).

Many businesses chose to try Work From Home after COVID-19 forced them to

make a decision. With the globe having to change swiftly, many firms chose to test Work

From Home. Work From Home practices have been widely adopted, as evidenced by surveys

showing that in May 2020, 35.2 percent of the workforce worked from home, up from 8.2

percent in February. Furthermore, WFH discovered that 71.7 percent of workers could work

effectively (Bick, Blandin, and Mertens 2020). WFH rules were given by governments in

some regions, with government personnel WFH and advisory notifications sent to private
companies as a precaution to prevent further spread by restricting social contact (Hong Kong

Special Administrative Region Government [HKSAR Government] 2020a).

Fanfare Events and Distribution has been elevating life’s memorable moments

throughout St. Vincent and the Grenadines. They are not just a name, they are SVG’s Finest

Event Rentals & Planning Company. Since 2009, they have transformed the event landscape

in SVG by offering a wide range of products & services – High Peak Tents, Event Flooring,

Chairs, Tables, Linens, LED Furniture, Centerpieces, Cleaning supplies and many more. At

Fanfare, they focus on your event and go to great lengths to ensure they exceed your

expectations. With over 12 years industry experience, Fanfare offer a variety of services to

make your event experience streamlined and personalized.

Statement of Problem

The COVID-19 pandemic had a significant impact on many businesses around the

world. The research topic “The impact of working remotely during Covid-19 on Fanfare

Events and Distribution in St. Vincent and the Grenadines.” This study seeks to investigate

the impact of working remotely during Covid- 19 on Fanfare Events and Distribution.

Fanfare Events and Distribution was specifically chosen to do this research as there are many

small businesses in St. Vincent and the Grenadines that was affected by the Covid-19.

Purpose of the Research

The purpose of this Research will be to Identify the impact of working remotely

during Covid-19 on Fanfare Events and Distribution.

Significance of Research/Rational
Research Questions

The research questions stated below are crucial for the research paper since they pinpoint

precisely what needs to be discovered and give the investigation a clear focus and goal.

1. What is the impact of working remotely during covid-19 on Fanfare Events and

Distributions?

2. How did working remotely affected the economy of Fanfare Events and Distributions

during covid-19?

3. What are the challenges of working remotely on employees?

4. What are some beneficial effects of working remotely during covid-19 on employees?

5. What are some drawbacks of working remotely during covid-19 on employees?

6. What are the attitudes of employees working remotely in Fanfare Events and

Distributions?

Aims and Objectives

1. To investigate the impact of working remotely during covid-19 on Fanfare Events and

Distributions.
 2. To explore the beneficial effects and drawbacks of working remotely during covid-19

on employees of small businesses.

Literature Review

Most businesses have been compelled to work from home as a result of the Covid-19

crisis. Small businesses have been forced to adjust to a new work environment while dealing

with the economic downturn (Hive Desk, 2021). Transitioning staff to remote working

appealed to many businesses as COVID-19 expanded. Many organizations and businesses

that had little experience with a large number of employees working from home were

compelled to move fast to build or extend remote working arrangements for employees who

would not otherwise have had this flexibility due to pandemic limitations. This was not only a

quick change, but it was also unintentional for both businesses and employees. Because of the

suddenness of the transformation, many people were left with no information or advice about

how their occupations would change, how long the situation would remain, and what to

expect from this type of work. Despite a general lack of information and strategy, business,

education, and government leaders moved quickly to propose that their employees work

remotely. Many workers moved some or all of their jobs to their homes during the early

phases of COVID-19, with the exception of those who were known as "essential workers"

(e.g., healthcare, groceries, postal/delivery, and sanitation), whose jobs needed them to be

physically present (Rigotti et al., 2020).

 Two challenges of working remotely are stress and burn out. The abrupt

implementation of COVID-19 limits around the world caused considerable changes in

everyday working and home life, and coping with work-family stress became a topic for the

news media and academics (Rigotti et al., 2020). Chronic workplace stress and work-related

burnout have been well-documented as having harmful effects on both employees and their

businesses (Gray-Stanley & Muramatsu, 2011; Kristensen et al., 2005; Maslach & Jackson,

1984; Maslach & Leiter, 2016; Shirom et al., 2009; Wood et al., 2020). Previous research

into remote work and work-life stress revealed some potential issues for those who

transitioned to remote work quickly, including role stress and role overload due to balancing

work and family issues, a lack of perceived organizational support, the impact of the physical

environment on job performance, and the impact of subjective time experiences on work

stress (Bolger et al., 1989; Duxbury et al., 2018; Eldor et al., 2017; Stamper & Johlke, 2003;

Vischer, 2007). Gender has a crucial role in stress, burnout, and bad outcomes in distant work

contexts (Bolger et al., 1989; Duxbury et al., 2018; Fan et al., 2019; Karkoulian et al., 2016).

Women in pre-pandemic research regularly reported increased levels of stress and burnout as

a result of role overload, (Bolger et al., 1989; Duxbury et al., 2018), a lack of support from

work and spouses/partners, and more work-family conflicts, particularly among women in

insecure (part-time) occupations and those from lower socioeconomic strata (Fan et al., 2019;

Flesia et al., 2020; Karkoulian et al., 2016; Peeters et al., 2005).

Working remotely is advantageous to both companies and employees. Reduced

commuting time, avoidance of office politics, use of less office space, increased motivation,

improved gender diversity (e.g. women and careers), healthier workforces with lower

absenteeism and turnover, higher talent retention, job satisfaction, and productivity are just a

few of the benefits (Mello 2007; Robertson, Maynard, and McDevitt 2003). Studies have

revealed evidence for these benefits; for example, Caulfield (2015) reported employees
saving commute time and value of journey time in the Greater Dublin Area. According to

certain research, telework can minimize employee turnover while also increasing

productivity, workplace engagement, and job performance (Collins and Moschler 2009;

Delanoeije and Verbruggen 2020). Similarly, e–working can boost productivity, flexibility,

job satisfaction, and WLB, as well as reduce work–life conflict and commute time (Grant et

al. 2019). Purwanto et al. (2020) also stated that WFH may benefit employees by allowing

them to work from home and save money on transportation costs.

Additionally, the blurred barrier between work and family, diversions, social

isolation, and employees incurring the costs associated with WFH are all disadvantages of

WFH. WFH has certain disadvantages, according to Purwanto et al. (2020), such as

employees working at home having to pay for their own energy and internet. Workers were

separated from their coworkers, according to Collins and Moschler (2009), and supervisors

were concerned about productivity losses when working from home. Furthermore, the

connection between coworkers may be jeopardized (Gajendran and Harrison 2007).

Employees may be distracted when working at home by the presence of small children or

family members (Baruch 2000; Kazekami 2020), and the blurred lines between work and

family life lead to overwork (Grant et al. 2019). In a similar line, Eddleston and Mulki (2017)

discovered that WFH is linked to remote employees' incapacity to disengage from work when

they explored the management of work-family boundaries.

However, Galanti, T., Guidetti, G., Mazzei, E., Zappalà, S., & Toscano, F. (2021,

July 1). Stated, WFH, like any organizational innovations, has some benefits and drawbacks.

Adopting this flexible method of working is typically presented as a deliberate decision that

necessitates a period of planning, preparation, and adaptation in order for employers to

effectively support employees' productivity and provide them with a better work-life balance.

However, most firms have been compelled to embrace this mode of working as a result of the
COVID-19 pandemic, frequently without providing staff with the requisite skills for remote

work. As previously stated, studies have revealed both the benefits and drawbacks of remote

employment. As a result, its effects have been thoroughly investigated. On the other hand, it

is critical to investigate how WFH has influenced the well-being and productivity of

employees with no prior remote work experience, as well as to identify unique work

conditions affecting remote work during the COVID-19 crisis.

Theoretical Framework

Motivation variables, according to Herzberg et al. (1959), are required to promote job

satisfaction. According to Herzberg, these motivators are fundamental to the profession and

lead to job satisfaction by satisfying demands for growth and self-actualization (Herzberg,

1966). Motivator elements arise from an individual's desire to attain personal improvement.

The presence of motivational variables leads to job happiness. Furthermore, effective

motivational elements contribute to not just job satisfaction but also improved work

performance. Work that is hard or stimulating, prestige, progression opportunities,

responsibility, a sense of personal growth/job accomplishment, and gaining recognition are

all motivators.

Herzberg's (1959) Two-Factor Theory is similar to Maslow's (1943) Hierarchy of

Needs theory of motivation. Maslow (1943) claims that there are at least five sets of goals

that make up the basic requirements, namely physiological, safety, love, esteem, and self-

actualization, in his need-hierarchy. "We are motivated by a desire to achieve or sustain the

many conditions on which these basic satisfactions are based, as well as by certain more
intellectual wants," says the author (Maslow, 1943). After the physiological need has been

met, the following "higher-order need" must be met. Maslow distinguishes between lower-

and higher-order wants: physiological, safety, and love are lower-order requirements,

whereas the last two are higher-order needs. Lower-level demands must be met before

higher-level motivators such as self-fulfillment may be pursued (Maslow, 1943). The five

needs, however, differ in the type of motivation they require, for example, self-actualization

is the intrinsic expansion of what is already in the body, or, more precisely, of the organism

itself (Maslow, Frager and Fadiman1970). Maslow (1943) argues that self-actualization is not

something extrinsic that an organism needs for health, such as e.g. “a tree needs water”.

According to Maslow (1943), lower order wants are more extrinsic, whereas higher order

needs are more intrinsic.

Method of Approach

Research Design

A combination of quantitative and qualitative research approaches will be used in this

study. According to Bhandari (2020), quantitative research entails gathering and analyzing

numerical data, whereas qualitative research entails gathering and analyzing non-numerical

data. Large volumes of data from Fanfare Events and Distributions will be collected and

analyzed for the quantitative research. A structured questionnaire would be the primary

source for the quantitative research method. This strategy is useful because it allows for the

collection of a wide range of data and information for the examination of the actions taken to

address COVID-19's effects on small enterprises. It would also give a clear picture of the

study problem and, in some cases, answer the research questions. (INCOMPLETE)

Setting and participants

The setting of quantitative research method would be face to face as it can be completed

quickly. For instance, the questionnaires would be given to the participants who are the

employees and manager of Fanfare Events and Distributions. The setting of the qualitative

research method would be online.

Data sources/instruments

The structured questionnaire will be utilized as the primary data source, as it will determine

the attitudes, behaviors, and changes of the company's employees and management, which

will be analyzed for the research study. The questionnaire would be quick and low-cost. It is

also possible to obtain statistical and measurement data. The research instrument for the

secondary data source would be an online journal article, which would explain the experience

that other countries and businesses had during the pandemic and how it was resolved. In most

cases, it would contribute to the research study's content.

Sampling techniques

Fanfare Events and Distribution will be chosen as a representative sample of small

enterprises for the research project. As a result, the participants would be employees and the

company's manager. Because Fanfare Events and Distribution only has one branch in St.

Vincent and the Grenadines, cluster sampling would be the most appropriate probability

sampling method to apply owing to time constraints, ease, and low cost.

Analysis and interpretations

The data must be analyzed and interpreted because it was collected from Fanfare Events and

Distributions. The descriptive statistics and inferential statistics would be used in the

quantitative data analysis. The quantitative data for the study would be collected and

analyzed using the questionnaire's statistics. The analysis would uncover proof that answers

the study's research questions. The excel spreadsheet would be the quantitative data analysis

program to use for analysis and interpretation because it is easy, simple, and free.

Ethical Consideration
The importance of ethics in research cannot be overstated. Voluntary involvement,

confidentiality, informed permission, deceit, and anonymity are all ethical concerns when

performing this study.

1. Voluntary participation- When handing out the questionnaires, the researcher must

clarify that this is an entirely voluntary study.

2. Confidentiality - happens when participants share knowledge but keep it private and

secure, not disclosing it to anyone else. There must be confidence that the information

obtained is kept private.

3. Informed consent - indicates that the responder has enough information about the

study to make an informed decision about whether or not to participate in it. A

concise summary of the research must be provided.

4. Deception- When a researcher intentionally deceives respondents or fails to fully tell

them on all parts of a study, this is referred to as deception. It should be highlighted

and stated that there will be no dishonesty in this research investigation.

5. Anonymity - refers to the fact that the participants (workers and the company's

manager) are not identified.

Benefits and Limitations

The benefits of the study would be that it allows the researcher to know the impacts of

working remotely during the covid-19 pandemic. (INCOMPLETE)

Results

It is believed that there will be positive significant correlations between variables as a result

of the quantitative and qualitative data analysis, hence validating all of the study's research

objectives.
Conclusion

Appendices

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