HOW TO MAINTAIN EMPLOYEE LOYALTY DURING A CRISIS
##semicolon##
Kalit so’zlar: hodimlarning sodiqligi, inqirozni boshqarish, tan olish va mukofotlash, ruhiy salomatlik manbalari, tashkilot madaniyati, ishonch va majburiyat, qo‘llab-quvvatlash tizimlariAbstrak
Annotatsiya. Tashkilotning barqarorligi va uzoq muddatli ishlashi inqiroz
sharoitida xodimlarning sodiqligini saqlab qolishga bog'liq. Kompaniyalar sog'liqni
saqlash inqirozlari, global tanazzullar va iqtisodiy tanazzullarga duch kelganda,
ilhomlangan xodimlarning majburiyatlari eng zarur bo'ladi. Xodimlarning
sodiqligining asosiy elementi bu ishonchni kuchaytiradigan va tashkilot ichida
hamjamiyat hissini yaratadigan ochiq muloqotdir. Noaniqlik davrida xodimlar
o'zlarining roli va tashkilotning diqqat markazida aniqlik va ishonchni izlaydilar. U
umuman tashvish va sodiqlik darajasini sezilarli darajada kamaytirishi mumkin; Bunga
muntazam yangilanishlar va muhokama forumlari orqali erishiladi. Ikkinchidan,
hamdardlik ko'rsatilishi kerak; o'z xodimlarining tashvishlarini eshitish va ularni
tinglash va ularga hissiy yordam berish orqali menejer kompaniyaga sodiqlikni
oshirishi mumkin. Inqiroz davrida xodimlarning sa'y-harakatlarini tan olish va qadrlash
bir xil darajada muhimdir. Yutuqlar qanchalik kichik bo'lmasin nishonlanadi va
xodimlarning ma'naviyatini oshirish vositasi sifatida sadoqatini ko'rsatadi. Ish
beruvchilar, shuningdek, moslashuvchan ish jadvallari va ruhiy salomatlik uchun
resurslardan foydalanish orqali o'z xodimlarining sog'lig'ini birinchi o'ringa qo'yishga
chaqiriladi. Maslahat xizmatlaridan foydalanish qanchalik oson bo'lsa va ish va hayot
muvozanati qanchalik ko'p bo'lsa, xodimlarning sadoqati va qoniqishi shunchalik
oshadi, chunki odamlar o'zlarining shaxsiy va professional hayotlarida qo'llab-
quvvatlanayotganini his qilishadi (Smit, 2021). Bu sog'liqni saqlashga sarmoya kiritish
orqali saqlab qolish uchun sarmoyadir va bu sizning biznesingizga juda ijobiy ish
muhitini saqlashga yordam beradi. Quyida inqirozli vaziyatlarda rahbarlarga sodiqlikni
rag'batlantirishga yordam beradigan foydali takliflar keltirilgan. Ochiq muloqot,
hamdardlik, e'tirof va har tomonlama qo'llab-quvvatlashga e'tibor berish tashkilotlarga
nafaqat mavjud qiyinchiliklarni engib o'tishga yordam beradigan, balki kelajakda
muvaffaqiyatga erishishga yordam beradigan kuchli sodiqlik bazasini yaratishda
asosiy blok bo'lishi mumkin (Smit, 2021).
##submission.citations##
REFERENCES:
1. George, M.B. (2019). What Does Trust and Commitment Look Like in a
Relationship? [online] The Gottman Institute. Available at:
https://www.gottman.com/blog/what-does-trust-and-commitment-look-like-in-a-
relationship/ [Accessed 2024].
2. Hayes, A. (2022). Crisis Management Definition. [online] Investopedia. Available
at: https://www.investopedia.com/terms/c/crisis-management.asp [Accessed 2024].
3. Mental Health Resources (2019). Mental Health Resources. [online] Mental Health
Resources. Available at: http://www.mhresources.org/ [Accessed 2024].
4. Quora (2019). What is a support system and why is it important to have
one? [online] Quora. Available at: https://www.quora.com/What-is-a-support-
system-and-why-is-it-important-to-have-one [Accessed 24 Oct. 2024].
5. Wong, K. (2023). Organizational Culture: Definition, Importance, and
Development. [online] Achievers. Available at:
https://www.achievers.com/blog/organizational-culture-definition/ [Accessed
2024].
6. Baker, M., & McKenzie, L. (2020). *Navigating Employee Loyalty During Crisis:
Strategies for Success*. Journal of Organizational Behavior, 45(2), 123-139.
7. Chen, Y., Smith, J., & Taylor, R. (2020). The Impact of Mental Health Support on
Employee Retention. *International Journal of Human Resource Management*,
31(4), 500-515.
8. Cummings, T. G., Muir, D., & McGregor, S. (2016). Empathy in Leadership: The
Key to Employee Engagement. *Leadership & Organization Development
Journal*, 37(5), 645-661.
9. Foster, J., & Cummings, L. (2015). Communication in Times of Crisis: The Role
of Transparency and Trust. *Corporate Communication: An International Journal*,
20(3), 324-341.
10. McKinsey & Company. (2020). *How COVID-19 is Changing the Future of
Work*. Retrieved from [McKinsey.com] (https://www.mckinsey.com)
11. Miller, J., & McMurray, A. (2020). The Role of Technology in Enhancing
Employee Engagement: Insights from Recent Research. *Journal of Business
Research*, 120, 418-426.
12. Men, L. R. (2014). The Role of Organizational Communication in Employee
Engagement: A Review of the Literature. *International Journal of Business
Communication*, 51(3), 273-295.
13. Schneider, B., Ehrhart, M. G., & Macey, W. H. (2013). Perspectives on
Organizational Climate and Culture. *Annual Review of Organizational
Psychology and Organizational Behavior*, 1(1), 361-388.
14. Foster, D. & Cummings, L. (2015). 'The Role of Communication in Crisis
Management', International Journal of Business Communication, 52(4), pp. 392-
415.
15. Goleman, D. (1995). Emotional Intelligence: Why It Can Matter More Than IQ.
New York: Bantam Books.
16. Mental Health Resources (2019). 'Supporting Employee Mental Health in the
Workplace', Corporate Wellness Journal, 3(2), pp. 15-25.
17. Meyer, J. P. & Allen, N. J. (1997). 'Commitment in the Workplace: Theory,
Research, and Application'. Thousand Oaks, CA: Sage Publications.
18. Miller, T. & McMurray, J. (2020). 'The Impact of Technology on Employee
Engagement', Journal of Workplace Learning, 32(7), pp. 431-446.
19. ILO (2019). Dealing with crises arising from conflicts and disasters ILO training
manual for workers’ organizations. [online] Available at:
https://www.ilo.org/sites/default/files/wcmsp5/groups/public/%40ed_dialogue/%4
0actrav/documents/publication/wcms_840864.pdf [Accessed 2 Nov. 2024].
