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• Effect of the pandemic on entrepreneurs : the norm’s regulations and guidelines, either
I think for me and my business and my firm, because they liked them or because they
it really helped us. Sometimes you really need didn’t. Millennials and your generation, Gen Z,
a kick to think right. The model we were using understand what to prioritize. For them, their
earlier, we realised that there could be a better own thinking and individual existence are as
version of it. Fortunately, though initially we important as the need to make a living. There
struggled financially and in many other ways, are many shifts in terms of tolerance among
it gave us a different perspective on how work people. They don’t do jobs just to make a living
needs to be done and how it can be done in a or earn money. They want to find meaning
much more efficient way than we were doing in their entire effort and I think that has been
previously. To be honest, pandemic hit us at the learned by the supervisors and the organisation
right time and in the right place to help us work as well as the HR department. Gradually, the
in an entire business model approach, allowing work culture, in terms of the number of working
us to transform and improve our business hours and the language used, is improving, and
model. We learned far too much in pandemic, shifting toward a better work culture.
and our current way of doing things is a result The work environment is going to be fun and
of pandemic. not as brutal or as suppressive as it used to be.

We can see how things have changed in The dash that used to say “the boss is always
colleges even now, post-pandemic. Initially, it right” is gradually changing as now they focus
was all pen and paper, and now it’s more of a more on talent and are ready to get work done
technology and pen and paper approach. effectively and efficiently. They listen and give
subordinates the chance of getting better in
If I talk about a tutor or a faculty member, their work lives. They now understand that it
there is no human value component when you is okay to have a difference of opinion. They
teach online. It is like a teacher and a student understand that it is okay to put them across
share a bond that lasts forever. You forget many the table and express them more freely and
things in life, but not your professors. But I think take them with a pinch of salt.
that the beautiful journey, interactions, and peer
learning that occur in offline studies never occur
in online education. At the end of the day, it could • Bounds vs. No Bounds in Corporate World :
be anything. it could be business or teaching. It is a quick game of demand and supply
it happens between two people, human beings. on both sides, the demand for the job and the
human competence is something that cannot supply of expertise. Previously, there were
be adequately represented online. Otherwise, limited jobs and a limited number of seekers,
work per se or efficiency per se—all of those in and it was taught that you needed to follow, the
terms of performance parameters—are good, toxic part being that you must follow the boss.
but I do not believe the numbers will justify The syndrome was like the stigma that bosses
human bonds or relationships. The relationship faced. The same stigma must be faced by
part is missing, but the rest of everything is in subordinates as well. But now that better people,
place. more learned people and better understanding

people have joined as bosses, they appreciate
• Corporate world, before and after the the results AND the person instead of just
pandemic : having that kind of bossy attitude. Hence, we
can say the game is one of demand and supply
Millennials and Generation Z, I believe, are pre-pandemic and post-pandemic. Wherever
more vocal about what they like and dislike. there is a difference in demand and supply, the
In my opinion, our seniors in corporate were toxic culture starts.
more resilient in terms of having an acceptable
nature. they were more acceptable towards
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