COVID-19 has been described as an existential threat to our way of life. The depth, breadth, and speed at which the virus has affected society has led to unthinkable loss of life, mass unemployment, and unparalleled government investment that will bring massive public debt. Work life has also changed radically, with many organization leaders now coordinating a distributed workforce while trying to ensure that those having to work in close proximity to others have adequate personal protective equipment (PPE). While issues of health have risen to the top of social and political agendas, we have also seen the emergence of other problems such as food security and the increased significance of comorbidities arising from income and health care inequality. The pandemic has also caused a reevaluation of the nature of work. Those able to work remotely have largely been well-paid employees with the flexibility to fit their new circumstances. By contrast, those who have been furloughed, laid off, or required to work on-site, often without necessary PPE, have predominantly been poorer members of society, often ethnic minorities who have been more susceptible to this coronavirus (Kirby, 2020). Societal inequalities are, if anything, being accelerated (Fisher & Bubola, 2020). Within this new environment, we need to take the opportunity to develop “purposeled” organizations that have more meaning for those who engage with them. In line with this, a recent open letter cosigned by over 3,000 academics from around the world (including us) has called for thinking about the people who work in organizations as being more than simply “human resources” (Ferreras et al., 2020). This brings implications for how we formulate and implement organization changes. First, it is more

中文翻译：

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引领应对 COVID-19 的变革

COVID-19 被描述为对我们生活方式的生存威胁。病毒影响社会的深度、广度和速度导致了无法想象的生命损失、大规模失业和无与伦比的政府投资，这将带来巨额公共债务。工作生活也发生了根本性的变化，许多组织领导者现在正在协调分散的劳动力，同时努力确保那些必须与他人近距离工作的人拥有足够的个人防护装备 (PPE)。虽然健康问题已上升到社会和政治议程的首位，但我们也看到了其他问题的出现，例如粮食安全以及收入和医疗保健不平等引起的并发症日益严重。大流行也引起了人们对工作性质的重新评估。那些能够远程工作的人主要是高薪员工，可以灵活地适应他们的新环境。相比之下，那些被休假、解雇或被要求在现场工作的人，通常没有必要的个人防护装备，主要是社会中较贫穷的成员，通常是更容易感染这种冠状病毒的少数民族（Kirby，2020）。如果有的话，社会不平等正在加速（Fisher & Bubola，2020 年）。在这个新环境中，我们需要抓住机会发展“有目的的”组织，这些组织对那些参与其中的人来说更有意义。与此相符，最近由来自世界各地的 3,000 多名学者（包括我们）共同签署的一封公开信呼吁将在组织中工作的人员视为不仅仅是“人力资源”（Ferreras 等，2020） . 这对我们如何制定和实施组织变革产生了影响。首先，它更