BEHAVIOURAL ACTIONS OF SHOP-FLOOR EMPLOYEES TOWARDS OCCUPATIONAL HEALTH AND SAFETY MEASURES DURING THE COVID-19 PANDEMIC RESTRICTIONS. A CASE OF THE AGRICULTURE INDUSTRY IN ZIMBABWE

COVID-19 pandemic has brought massive suffering to many workers globally. It has disrupted the normalcy and socio-economic fabric in many societies and has redefined the nature of the world of work. Several restrictions and measures to mitigate the spread and implications of Coronavirus have been put in place through government and individual employer efforts. These include the compulsory use of masks, body temperature tests, avoidance of unnecessary movement and maintenance of social/physical distancing among other occupational health and safety practices. Based on the findings from two selected timber sector organisations in Zimbabwe, employees have non-congruent behavioural actions to conform and adhere to the OHS measures for COVID-19. The management believes that shop-floor employees are not scared of the pandemic; they think that the virus is an illusion. Employees resist respecting social/physical distancing due to their cultural beliefs and value; some are even stealing hand sanitisers for other uses rather than the prevention of COVID-19. The study recommends effective training, awareness campaigns and effective communication for culture change and to help workers appreciate that COVID-19 is very deadly and is a reality. Taking disciplinary action for non-compliance of shop-floor employees has created negative perceptions and led to counterproductive behaviours among workers towards efforts to manage and control the spread of COVID-19 in the workplace. Trade unions and worker committees have a role to play in enhancing communication and advancing workers interests for improvement of decent working conditions in the face of Coronavirus. The state and employers should ensure respect for fundamental rights of the precariats who are soldering on in the pandemic context.


Introduction
Natural disasters threaten the efficiency and reputation of organisations and the social fabric of the societies. Disasters which have detrimental effects to the integrity of companies, workers or the community are the least expected though they always occur. Disasters particularly in Zimbabwe are complex emergencies and planning for them is very difficult. Disasters are relatively wicked problems which require post-normal strategies to address them. Minzberg (1994) emphasized that certain strategies were key to mitigate the implications of disasters but organisations should appreciate that strategies emerge over time as intentions collide with and accommodate changing realities. The experiences of COVID-19 pandemic proffered a serious threat to the world of work; it redefined the nature of employment relations, working conditions and other patterns of the working lives worldwide. COVID-19 is a pandemic affecting many countries globally; it has become a social phenomenon and a dominant feature affecting the world of work in many respects. Coronavirus is the new normal; it is an emergency defined by chaos, complexity and entropy which renders proactive planning invalid particularly in the Zimbabwean context. Investing in disaster preparedness makes a social and business sense (Maunganidze, Ncube and Sibanda, 2013). Through the Ministry of Health and Child Care the Zimbabwean government developed several strategies and measures to mitigate the spread and effects of Coronavirus. Some of the measures introduced for industry include the compulsory use of masks, hand sanitisers and temperature tests for all workers in the workplace. Other employers introduced awareness campaigns, hibernation centres for workers suspected of having the virus, as well as guidelines for hygiene and preventive measures against the spread of COVID-19 in the workplace. Occupational health and safety policies to deal with Coronavirus were developed and the code of conduct is used to foster compliance with COVID-19 regulations. However, all these efforts are meaningless if there is a lack of mutual cooperation from workers towards the fight against COVID-19. This study sought to deconstruct employee attitudes towards the OHS measures for COVID-19 pandemic restrictions in Zimbabwe.

COVID-19 Pandemic
It is a fact that natural disasters and accidents do happen no matter how prepared one is: more often than not, they happen when we least expect them. Ncube (2014) made reference to the 1972 Hwange Colliery Kamandama Disaster which claimed the lives of 427 mine workers. The same study revealed that an accident or disaster of any magnitude had grave implications on human beings and caused serious damage to the environment and survival of a number of families. The same views refer to the March 2019 Cyclone Idai. The cyclone affected the livelihood of many people in Mozambique and Zimbabwe, particularly in Chimanimani District. Many people were left homeless, families and friends and future workforce perished due to the natural disaster during the night of Friday, 15 March 2019. To date, the effects of Kamandama disaster and Cyclone Idai, to mention but a few, are still compromising the socio-economic fabric of the Zimbabwean economy. Maunganidze, Ncube and Sibanda (2013) investigated the practicality of pro-active planning for disasters in the workplace. They established that no matter how well plans are made, disasters do happen. The impact of such disasters is exacerbated by human behaviours and attitudes towards the application of health and safety contingency plans and supporting structures. Some could not believe that COVID-19 is a reality, but they have resistance towards the adherence to the restrictions imposed by the government, WHO, ILO and individual organisations.
Coronavirus disease  is an infectious respiratory disease caused by a new virus called SARS-CoV-2. The disease causes a respiratory illness similar to flu with symptoms such as fever, cough and difficulty in breathing. COVID-19 started in China in December 2019. The World Health Organisation (WHO) declared the outbreak of  in January 2020 in Hubei Province of China. Coronavirus disease was declared to be a public health emergency internationally. According to the International Labour Organisation (ILO), Coronavirus spreads through droplets transmission. When someone with COVID-19 coughs or exhales, they release droplets of infected fluids and these droplets fall on nearby objects or surfaces. One could catch the disease by touching contaminated areas or objects and then by touching their faces. COVID-19 spreads in the same way as flu. WHO (2020) stated that on 19 July 2020 there were 14.4 million cases of Coronavirus disease, with 8.03 million recoveries and 603,000 deaths. According to the report of the Ministry of Health and Child Care of 19 July 2020, there are 1,478 confirmed cases, 439 recoveries and 25 deaths in Zimbabwe. These figures show a rapid increase compared to 479 cases, 63 recoveries and 4 death cases in Zimbabwe on 19 June 2020.

Lockdown situation in Zimbabwe
COVID-19 has left many people worldwide without any means for survival. ILO (2020) reveals that Coronavirus disease has left millions of workers without security, income and food, whereas their future is very uncertain. It has led to a drop of 60% in the income of workers globally and for the most vulnerable groups in the labour market, 3.3 billion work force have suffered massive damage to their capacity to earn a living due to the crisis caused by the pandemic. Thus, Uzhenyu (2020) reinforces that COVID-19 has affected all aspects of life and industrial relations dynamics at large in Zimbabwe. Lockdown measures are one key issue of concern worsening the situation of the precariat workers in Zimbabwe, to be specific.
The government of Zimbabwe introduced several measures to combat the spread and effects of COVID-19. As indicated by Uzhenyu (2020), Zimbabwe embarked on the initial 21-day national lockdown on Monday, 30 March 2020, which was called level 4 lockdown. All businesses were closed except those in the essential services such as security agents, health sector, service stations, food manufacturing sectors, and public transport. During this phase, all gatherings of more than 50 people were prohibited as a means of advancing social distancing, and the use of sanitisers and disinfectants and maintenance of personal hygiene were advocated for. The closure of many organisations means that the majority of workers stayed at home, amid fears regarding health, safety and of job security.
After the lapse of level 4 lockdown, the government declared another 14 days on 3 May 2020 with a few flexibilized restrictions (African Research Bulletin, 2020). A few organisations, such as those in the mining sector, were allowed to operate during this level 3 lockdown period. Then level 2 lockdown phase was announced, which saw the re-opening of many formally registered businesses. Other businesses like kombi transport, entertainment, schools, hospitality industry and the informal sector remain closed. During this period, the business operating hours were specified from 8.00 a.m. to 3.00 p.m. except for those in the essential services and approved in terms of Statutory Instrument 99 of 2020. The government declared mandatory requirements for the prevention of COVID-19 which include but are not limited to body temperature testing, compulsory wearing of masks, provision of disinfectants and hand sanitisers in all workplaces. These were health and safety measures to curb the spread and effects of Coronavirus disease. On 18 May 2020, the state announced an indefinite lockdown aligned to level 2 phase, giving some organisations an opportunity to resume operations but on the condition that they respect and adhere to the COVID-19 restrictions. The hospitality industry was allowed to start operations and business hours were extended up to 4:30 p.m.
COVID-19 has caused massive suffering to workers in Zimbabwe (Uzhenyu, 2020). According to ILO (2020), workers with precarious employment had their contracts terminated; some employees had their salaries cut while others could not even receive any part of their salaries due to low businesses and impossibility to effect payment. Some organisations forced workers to go on vacation leave during the whole lockdown period and those without sufficient leave days were advised to go on unpaid leave (UPL), whereas some employees were encouraged to take 12-day special leave which was then considered as their vacation leave. Other employers opted to go for retrenchment due to the natural disaster and their inability to pay workers during the pandemic. The government implemented Statutory Instrument (SI) 99 of 2020 and Statutory Instrument 81 of 2020 (Specification of Minimum Wages effective as of 1 April 2020). The SI stated that every employer should pay the minimum wage of RTGS $2,549.74 (Zimbabwean Dollars) which is equivalent to $43.00 (US Dollars), with the exception of the agricultural sector.
Notice 005/03/2020 from the National Employment Council for the Agricultural Industry in Zimbabwe classified the agricultural industry as an essential service during the lockdown period. Employers in this industry were urged to provide employees with personal protective equipment and clothing to prevent the risk of exposure to COVID-19 in the workplace. However, in as much as the government and companies have been putting efforts to contain COVID-19 and its impacts on the economy and workplaces, there are mixed reactions among employees towards the Coronavirus disease restrictions. This articles sought to critically investigate the behaviours of workers towards the COVID-19 pandemic restrictions using the agricultural industry in Zimbabwe.
The study answers the following major research question: What are the behavioural actions expressed by employees towards the OHS measures for the COVID-19 pandemic?
Specific objectives are: a. To establish the impact of COVID-19 on employment relations and working conditions. b. To describe behavioural actions of employees towards Coronavirus disease restrictions. c. To find out strategies that help manage non-congruent behaviours of employees.

Co-Evolutionary Theory and Postmodernism in relation to COVID-19
Organisational success and performance is premised on concerted efforts, attitudes and behaviours of human capital. A strong integration of the company's internal strategy and its operating environment, a tight fit among structures, processes, capabilities and management, lead to high performance (Maunganidze et al, 2013). One of the major challenges affecting companies in the agricultural industry particularly in Zimbabwe is the ever-changing business context, complexity and uncertainty especially in the event of natural disasters and emergencies. Postmodernism has been adopted to guide this study, the main argument being that the practices, plans and restrictions developed to manage COVID-19 are actually a product of complicated discursive practices of preparedness, laws of discourses and ideological effects (Fischer, 2003). According to Maunganidze et al (2013), investing in disaster preparedness is reasonable and justified in a social and business sense. The postmodernist position implies that there are multiple realities constructed by individuals; if there is no fixed reality then humans cannot know the truth. Multiple realities call for different methods of addressing the COVID-19 pandemic. Postmodernism is closely aligned with the collapse of grant narratives, systems of legitimacy, determinacy and consensus in the face of Coronavirus disease. In explaining the rise and impact of COVID-19, the new normal, postmodernist abandon the use of universal methods and macro-explanations in favour of emergent strategies to curb the problematic aspects of Zimbabwean experiences. The co-evolution theory reinforces that organisations evolve in relation to their environment and changes in any socio-economic landscape have a positive or negative effect on business viability and survival (Lewin and Vilberda, 1999). Company A and B are subject to Coronavirus disease, which is a threat for business efficiency. The success is based on their ability to cope, co-evolve in the face of COVID-19, address challenges intensified by the pandemic and rebuild a positive culture among employees.

Methodology
The study adopts a qualitative research design and it is based on postmodernism.
The study was carried out using the case study of two timber companies, Company A and Company B, which operate in the agricultural sector in Zimbabwe. The content analysis of company documents such as health and safety reports, policies and procedures, and media reports and thematic analyses were used. Both primary and secondary data were used. A total of 40 participants was used to gather data for this study; 5 of them were managerial participants, 4 from HR, 10 were the Worker Committee representatives, 2 were union representatives and the remaining 19 were shop-floor workers. Focus group discussions were used to collect data from shop-floor workers and worker committee representatives while face to face interviews were performed to obtain data from management, HR and trade union members.

Impact of COVID-19 on industrial relations and working conditions
The study established several impacts of Coronavirus disease on employment relations and working conditions in the agricultural industry in Zimbabwe. Management participants pointed out that the closure of companies and borders following the declaration by the state affected the cash flows for the export market. This reduced revenue generation and organisational ability to pay wages for their workers. One management representative from Company A went on to state that: "One notable impact of COVID-19 in the industry is that, as businesses we rely on the export market in Botswana, Mozambique and South Africa. Lockdown has led to the closure of main border posts hence no transportation of our products to the external market. This means that we are stuck, we are left with no options for revenue generation, no access to foreign currency and also we have no means to get spare parts from outside. We are currently operating below 30% due to COVID-19 and this is not healthy and lacks business sense in my view. " In the same way, the management participants from Company B reinforced that the travelling and export restrictions due to the lockdown measures had implications on the financial base of their company. The company is incapable of paying salaries or providing any salary increments to the workers to cushion the unprecedented inflation and the growing cost of living. The trade unions members also revealed that the Coronavirus pandemic had negative impacts on the remuneration of workers as many employers failed to pay wages because of very low sales.
The shop-floor workers were of the opinion that the agricultural companies were classified as essential services, so the employers were supposed to pay them sufficient salaries religiously during the lockdown period. One of the representatives from the Worker Committee (WC) said: "We have been classified as an essential service so we have been working during the lockdown period except for a few individuals who went on vacation leave. During this period, our employer failed to increase our salaries or give us a risk allowance because COVID-19 is a deadly disease. We thought we were going to receive an allowance for working under unsafe conditions as prescribed in the Labour Act, or that the employer would pay us overtime at the holiday rate as a token of appreciation for working under a safety and health threat. " The managements of both companies indicated that the companies had no capacity to adjust salaries and allowances because the sales were low; there was mass production, of course, but all the goods were stocked in the warehouses. They also said that business was an art, a process of producing and selling, so when you produced without sales then you were doomed to failure.
Nineteen participants from the group of shop-floor workers reiterated that lockdown proffered travelling restrictions and they faced travelling challenges to go from town and buy basic commodities . The same participants went on to state that the wages they received were poor to the extent that they failed even to cater for bus fares, while they hoped to receive food hampers from the employers during the lockdown period. On the same note, the management said that they had no capacity to secure food hampers because of food shortages and inflation in the local shops.
The Worker Committee members stated that employees from both companies were forced to go on vacation leave and unpaid leave in case they did not have enough vacation leave days. The management participants opined that the lockdown was the opportunity to send employees on vacation leave and reduce the leave liability. However, a trade union representative stated: "We have seen these employers forcing employees to go on vacation leave and some were placed on short-time during the lockdown period. Salaries were cut and this has a serious effect on the lives not only of workers but their families and community. Imagine staying at home without any source of income; it is not reasonable for a good employer to place employees on unpaid leave. Lockdown is just a phase, employment is the source of living for workers, so l thought as part of their retention strategy companies should have been paying salaries and not short-time. This is a natural disaster; we are there to help each other. At law, it is not specified, but it is just based on good practice to at least give workers special leave, pay them whilst at home to support their socio-economic needs. " In relation to employment contracts, HR representatives and WC members reiterated that COVID-19 disease had worsened the situation of job insecurity for the precariats. These participants submitted that the majority of workers in the companies were on Fixed Term Contracts and Casual Contracts. Due to Coronavirus disease and lockdown restrictions, their employment contracts were terminated on notice. A union official argued that COVID-19 worsened the position of the lumpenproletariat, or precarious workers; it was a catalyst for their suffering and continued income and job insecurities. The management participants argued that, due to lockdown, the organisations had been left without any option than to terminate contracts of temporary workers. This was righteous to save companies from high labour costs against low production.
The majority of the shop-floor workers, trade unions, HR and worker committee members evidenced that COVID-19 had brought a myriad of occupational health and safety challenges and impacts in the industry. The participants argued that, before the outbreak of COVID-19, the companies had failed to provide enough personal protective equipment so the employees were working without safety clothing, goggles, gloves and shoes. This was the norm mainly for the precarious employees and the participants revealed that they were very vulnerable to the risk of COVID-19. The outbreak of COVID-19 and its safety requirements brought another striking challenge for the companies. This is what one management participant had to say: "Due to lockdown, we are not able to secure PPE outside, and we cannot afford to purchase it in Zimbabwe for more than 700 employees, it is very expensive. In relation to the OHS requirements for Coronavirus disease, we are still struggling but we have managed to provide masks and temperature testing machines and hand sanitisers in the workplaces. " The management participants also highlighted that the fears associated with Coronavirus affected employee performance. The trauma and fears of COVID-19 create high insecurity levels among employees, which destroys motivation, commitment and engagement. Employees are likely to exhibit counterproductive behaviours when their safety and security are threatened and. according to the statements of the management, COVID-19 is the element of low labour productivity in the agricultural industry.
Social and physical distancing was one of the COVID-19 restrictions pointed out by virtually all participants (Table 1). Through focus group discussions, WC and shop-floor workers agreed that social and physical distancing was a measure meant to avoid the spread of Coronavirus disease in the workplace. The same participants highlighted that physical and social distancing was not easy due to cultural values and norms and the workplace setup of their roles as well. One of the shop-floor participants went on to say the following: "The government encouraged everyone to maintain social distance, but it is not practical to maintain social and physical distance from my work colleague and my family.
In the plant, we exchange products from one centre to another to make the final goods and this is a chain. Sometimes we even work without safety gloves so the risk of the spread of the virus is high. So, as workers, it is our wish to refuse to work under these conditions because this is a serious threat to our health but look, we are surviving under the mercy of these employers. This is the reason why we usually express counterproductive behaviours, we are afraid to die. " Interestingly, another WC member said: "We cannot be forced to maintain social and physical distance, we are used to mushandirapamwe (a Zimbabwean philosophy that means working together as one). I think it is a lie to say COVID-19 exist in Zimbabwe; just show us one local person who is affected and has died due to that virus. " The management participants indicated that the maintenance of social and physical distance was very difficult considering the nature of jobs. One of the management representatives stated: "Sometimes, these workers refuse to maintain social and physical distance because it is not normal to them. They do not believe that Coronavirus is a reality. They could hug, exchange food and all sorts of contacts in the workplace without any fear of the pandemic. " Some shop-floor workers were of the view that face masks were mandatory but their essence for the prevention of Coronavirus disease was not realistic. The management indicated that the shop-floor workers did not put on masks saying that the masks caused difficulties in breathing. Some of the workers are now using masks to protect themselves from dust and not to prevent the spread of COVID-19. The worker committee and HR participants provided a different opinion from the management, arguing that workers were not really scared of the Coronavirus pandemic. The HR participant stated that workers were not productive as they used to be before the pandemic because they were so afraid and working in the panic mode.
One of the restrictions in relation to COVID-19 is to stay at home and avoid unnecessary travelling. The study revealed that workers in the agricultural industry were still going to work during the pandemic era and due to their high socio-economic demands, they could not afford to stay at home. Through focus group discussions, the participants argued that the restrictions, especially those on travelling, were meant to stop demonstrations, they were not purely meant to mitigate the implications of Coronavirus but to safeguard political interests. A participant from the WC stated that: "We are told to stay at home but the NEC said we are an essential service, so we are still going to work, we need food and other basic commodities. It is not feasible to stay at home lest we will perish from poverty. During weekends and on our off days, we travel to Mozambique to buy cheap basic commodities: we cannot sustain a living with our salaries so we are compelled by the whip of hunger to look for food in Mozambique. If the government provided us with basic goods, we would greatly appreciate it and be able to stay at home. " On temperature screening, the management participants submitted that the companies had purchased the equipment for testing at all entrance points. However, employees refuse to be tested because the test kits always provide invalid results due to the weather patterns in the areas. One of the shop-floor workers said: "I do not trust the tests because the equipment is malfunctioning. I think our temperatures this side are very low, this area is very cold and that testing equipment sometimes records 0 degrees Celsius. There is no need to have these tests. " Some of the participants from HR and WC, as well as the shop-floor workers indicated that the use of hand sanitisers was not a noble idea in the agricultural industry. They argued that in the morning it was very cold and since it was the winter season, workers were refusing to wash or sanitise their hands. This is one of the behaviours causing the high risk of COVID-19 in the agricultural industry in Zimbabwe. The management representatives also stated that shop-floor workers stole hand sanitisers and disinfectants for other uses other than the prevention of Coronavirus.
All shop-floor workers, union officials and management participants reiterated that everyone was restricted from touching the face as a means to prevent the risk of Coronavirus disease. One of the management participants said that workers performing dirty jobs sweated and did not have any option than to touch their faces to clear the sweat. To avoid touching the face (mouth, eyes and nose) is a myth in the industry.

Managing employee behaviours during COVID-19 pandemic
An interesting point was raised by the management participants on the management of employee behaviours during the Coronavirus pandemic. The participants reiterated that there was a need to adopt awareness campaigns and training of employees to enable them to understand issues around COVID-19. One of the participants stated: "Some of our employees do not understand that COVID-19 is a reality, they want to believe after witnessing a case in the workplace. Though there is a death toll due to Coronavirus, people just do not believe, they are doubting Thomases. In order for them to understand, there is a need for training and for embarking on some awareness campaigns. This will help to transform a culture of resistance among our staff so that they appreciate that Coronavirus is the new normal, and preventive measures should be respected. " The trade union officials and WC members submitted that the companies needed to provide employees with food hampers and basic commodities as a way to avoid their unnecessary movement and travelling to Mozambique. Furthermore, they said that the state should also provide free food to the population to cushion the food crisis currently forcing the communities and employees to violate the occupational health and safety measures meant to mitigate the spread and effects of COVID-19 pandemic.
Four management participants were of the opinion that employees should be punished for non-compliance with the COVID-19 restrictions. As indicated in Company B's employment code of conduct, section 3.6, violation of safety and health procedures and policies renders a disciplinary action which warrants a final or a more severe award. One participant from the management went on to say: "Employees who violate OHS measures meant to curb COVID-19 should be punished. Even the state through the Police and Military is suing the public who are caught without masks, so this is the way to go in the workplace. Even those who steal hand sanitisers should face disciplinary action, such non-congruent, deviant behaviours are not acceptable. " The HR participants pointed out that trade unions and WC had a key role to play in fostering positive behaviours towards adherence to OHS measures for COVID-19 in the agricultural industry. The participants agreed that it was the role of worker representative forums to address people's OHS concerns, air them to management and build mutual cooperation within the industry in the fight against Coronavirus. One of the participants from HR said: "Unions like the General Agriculture and Plantation Workers Union of Zimbabwe (GAPWUZ) should be active in educating workers to obey the restrictions levels against COVID-19 disease. Unfortunately we never saw them even a single day addressing workers on the ways to combat Coronavirus in the workplace. Our employees trust unions so we are kindly asking them to come and intervene towards the fight against the COVID-19 pandemic. Such mutual cooperation is the best way for both business and social integrity. " 6. Discussion

Impact of COVID-19 on industrial relations and working conditions
The study has established that Coronavirus disease has several impacts on employment relations and working conditions in the agricultural industry in Zimbabwe. Coronavirus has affected business viability due to the closure of the borders and export market. This has weakened organisational ability to remunerate and adjust wages for workers during the lockdown period. This is in line with Ncube (2020) who reiterated that COVID-19 had redefined the nature of employment relations in Zimbabwe. Employers have been unable to exploit the foreign market and generate high revenue. This has ushered challenges for workers in different fashions. Some employers could not afford to pay wages and salaries while some would send employees on forced vacation leave (Uzhenyu, 2020). This is a clear testimony that COVID-19 has transformed the face of industrial relations and working conditions in Zimbabwe.
The research found out that Coronavirus disease had exacerbated the termination of contracts for temporary workers. It has accompanied high levels of job insecurity for workers with precarious employment in Zimbabwe's agricultural industry. The same views are supported by Uzhenyu (2020) who states that due to COVID-19, many employers terminated contracts for fixed term and casual workers. This means that securing a job during the Coronavirus era is a blessing; workers with precarious employment endure employment insecurities, which affects their families and lives in general. Permanent employees are still under fear of being retrenched; they are working at the mercy of employers as they fear to be downsized on the basis of a natural cause.
Findings reveal that COVID-19 affects industrial relations and employee morale in the workplace. Employees are working without personal protective clothing hence they are vulnerable to the risk of Coronavirus. This situation could affect the psychological contract and motivate workers into counterproductive behaviours, and they react in a bid to restore their personal safety. This is in sync with Bhebhe (2020) and Lang (2020) who argue that COVID-19 is a catalyst for worker disengagement and criminogenic actions, which leads to counterproductive behaviours such as sabotage and poor service delivery. Coronavirus has negative impacts on the relationship between employers and employees. Its obstacles would imply that managements are not supportive and concerned of its human resources as they fail to secure enough safety clothing to protect workers against COVID-19.

Deconstructing employee behaviours towards restrictions for COVID-19 disease
Findings reveal various behavioural actions exhibited by employees towards OHS measures to mitigate the spread of COVID-19 in the workplace. The majority of participants submitted that socio-cultural values are so strong and social/physical distancing is the means to break the social ties in workplaces and societies. ILO (2020); Ozili (2020) reinforced that the restrictions meant to contain Coronavirus were violated in most African societies and workplaces because of the cultural and social beliefs. Employees in the agricultural industry have resistance towards social and physical distancing because they do not appreciate that COVID-19 is a reality.
The fear of job insecurity is one major issue of concern causing workers to soldier on without protective clothing to avoid the risk of COVID-19. As revealed in this study, workers are working at the employers' mercy. This indicates that shop-floor workers are subject to precarious working conditions, they are punished and dismissed willy-nilly hence they suffer high levels of job insecurity. This is in tandem with the employment strain model by Lewchuk, de Wolff and King (2003) which states that unstable working conditions and uncertainty creates a sense of fear, anxiety, frustration and survivor syndrome which is counterproductive in nature. This means that when employers resort to unnecessary terminations, unfair dismissals or retrenchments in this Coronavirus pandemic, the remaining employees will suffer a great deal of emotions, stress and insecurity. The stayers will therefore resort to forms of non-congruent actions such as pilferage, sabotage, and fiddling just to try to restore their workplace freedom from the exploitative capitalist working context.
The study reveals that workers are therefore reporting for duty daily, but working without sufficient PPE in order to secure employment and receive their poor wages. Their job design does not allow for social distancing hence there is resistance to the adherence to OHS measures for Coronavirus. This is congruent with ILO (2020); WHO (2020); African Research Bulletin (2020); Keune and Pedaci (2019) who argue that most of precarious workers have limited workplace rights, so they are the most vulnerable to being affected by COVID-19. These workers are subject to exploitations and various forms of indecent working conditions. Employees who work under unsafe conditions can adopt survival strategies such as stealing chemicals or tools meant to safeguard against COVID-19. This is a way to restore their freedom and control the workplace situation in the face of Coronavirus.
The study results indicate that employees are using masks to protect from dust and not to prevent the spread of COVID-19 and they believe that COVID-19 restrictions such as travel restrictions are meant to sustain political interests by avoiding demonstrations in Zimbabwe. This view is related to the planned demonstrations of 31 July 2020 which were organized against claims of human rights abuse and unprecedented crisis in Zimbabwe. Chirimambowa (2020) supports the view of the workers in the agricultural industry by arguing that in Zimbabwe, the pandemic ushered a perfect opportunity to checkmate the ever nagging opposition and civil movement and the COVID-19 restrictions are meant to achieve unimpeded imperial authoritarianism. The government of Zimbabwe stopped the demonstrations to avoid the rapid spread of the Coronavirus pandemic but to the workers in the agricultural sector, it was deemed as a means to prevent demonstration and workers' exercise of their right to social justice and democracy. The Ministry of Health and Child Care submits that employees have a tendency to resist the use of masks, but masks are very important to prevent the spread of COVID-19. Masks avoid droplets transmission and they are not meant to prevent occupational dust in the workplaces. It is necessary to educate employees to appreciate that Coronavirus can be spread through droplets transmission hence the use of masks is a noble way of minimising the risk (United Nations, 2020).
The study shows a contradiction of two opinions proposed by the management and employees respectively in relation to the understanding of COVID-19 and employee behaviours. The management believes that shop-floor workers are not scared of the pandemic because they could even share food and hug which is against the OHS measures to prevent COVID-19 like the maintenance of social and physical distancing. On the other hand, workers and HR attribute low labour productivity to the workers' fears of the deadly pandemic. Maunganidze (2014); Ncube (2020) argued that management always served their vested interests without proper considerations of the OHS needs of the proletariat. Shopfloor workers are socially cut-off, they are the living poor so sharing food is a norm, and it is difficult to believe the motives of non-compliance to OHS measures without addressing their socio-economic needs. When employers show no commitment to support workers and provide safety and health clothing and required equipment to guard against COVID-19, workers will obviously refuse to comply but will exhibit deviant behaviours.

Managing employee behaviours during the COVID-19 pandemic
Findings revealed that organisations should adopt awareness campaigns and training of employees to understand issues around COVID-19. As a preventive measure, employees should be educated so that they fully understand the effects and ways of managing Coronavirus. Uzhenyu (2020); ILO (2020); WHO (2020) share the same argument. They argue that organisations need to train their staff on hygiene and other preventive measure to avoid the risk of COVID-19. Training and awareness campaigns would build a new culture among workers to appreciate that Coronavirus is the new normal (Wilder-Smith and Freedman, 2020). This will create mutuality and a fit between employees and their firm together with the environment. Organisations need to train employees so that they are able to gain their commitment and profound motivation amid the Coronavirus pandemic. This would enhance the ability of organisations to co-evolve and cope with the pandemic and adopt survival strategies for success.
Trade unions and worker committees need to play a significant role in educating and communicating with workers on the nature and impacts of COVID-19 in the workplaces. Ncube (2020) argues that trade unions remain relevant despite the changes and disasters taking place globally. Effective communication can be achieved through trade unions and worker committees in the workplace because they are viewed as important bodies by employees who seek to air their concerns and grievances. The same unions should negotiate with management to provide PPE and save lives.
The study has found out that management believes that disciplinary action should be taken against employees who breach OHS measures established for COVID-19. The Employment Codes of Conduct are applied to discipline employees who violate COVID-19 preventive measures and this is a clear testimony of the precarious position of workers in the agricultural industry. This is in line with Maunganidze (2014) who questions the operatic nature of employment codes. The same author argues that in their operation, Codes of Conduct are part of a stratagem that serves to legitimise power, control and exploit shopfloor workers by management. The application of the employment codes for breaches relating to COVID-19 regulations is not necessary especially when employers are even failing to provide sufficient protective equipment to avoid the vulnerability of workers to Coronavirus disease. Employees are very insecure because of devastating and threatening working environment; they are working without sufficient protective clothing while simultaneously receiving slave wages below the poverty datum line. Punitive disciplinary hearings and dismissals for non-compliance with OHS measures meant for the pandemic are not rational from the perspective of Foucauldian concepts because they are reduced to either penal or rules acts, thus not addressing the humanitarian concerns of the workers amid COVID-19.

Conclusions and Recommendations
It has been observed that COVID-19 is a reality; it is the new normal. Several restrictions or measures meant to mitigate the spread of Coronavirus are of significant importance. The article has found out that Coronavirus has a grave impact on the working conditions and employment relations. Workers are vulnerable to unsafe working environment, they are receiving poor wages, and some are even disciplined for non-compliance with safety regulations and as for the precariats and their contracts. They are surviving at the mercy of employers as they experience high job insecurity levels. These issues have a serious impact on employee engagement, morale and motivation; they affect the operation of the psychological contract as they create trauma and fears among employees. The study reveals that restrictions such as compulsory body temperature tests, use of face masks and social distancing are disputed by employees as a means of distracting social ties and cultures, and also safeguarding political interests of others. This has led to massive resistance towards the adherence to OHS measures meant for COVID-19 in the agricultural industry. Negative perceptions and the lack of appreciation for the relevance of restrictions by employees mean that there is a need for strategic intervention for the application and operation of measures to manage COVID-19 in the Zimbabwean economy.
The research argues that there is a need for training, effective communication through worker committees and trade unions, awareness campaigns and management commitment to furnish workers with sufficient personal protective equipment and accommodate the weather patterns so as to gain support from staff. The fight against Coronavirus should be mutual, behavioural actions should be supportive and integrated to sustain both individual and organisational needs. COVID-19 is a social phenomenon; it is a "cankerworm" which disturbs the socio-economic efficiency worldwide. As submitted by Lone and Ahmad (2020), employees should be encouraged to respect OHS measures for COVID-19 and believe that this is the new reality defining the world of work in the 21 st century. The use of employment codes is not recommended since they worsen the precarious position of workers and present the exploitative nature of management without addressing the real substance. The use of codes can create resistance and conflicts, hence the need to apply other non-punitive means like training and effective communication to address the threat of Coronavirus disease.
There is a need to protect workers from precarious working conditions which are additionally exacerbated by the COVID-19 pandemic worldwide as well as in Zimbabwe in this specific case. COVID-19 has become the new normal; it has redefined the nature of the world of work. Some workers were retrenched; those with temporary employment had their contracts terminated on notice, while others whose contracts had expired were unfairly dismissed. Employers need to respect the fundamental rights of workers, especially those enshrined in the UN Universal Declaration of Human Rights, and the ILO. In Zimbabwe, employers should protect the interests and rights of workers prescribed in the Labour Act (Chapter 28:01), the Constitution of 2013 and the Model Employment Code (Statutory Employment 15 of 2006). Adherence to the labour law provisions will enhance decent work and promote harmonious industrial relations, equally leading to superior performance and competitive edge.
The healthcare and OHS capacity of the country and organisations plays a critical role in the management and control of COVID-19. Lone and Ahmad (2020) argue that the United Kingdom, the United States of America and China have advanced healthcare systems but are struggling with containing Coronavirus disease. For the developing African countries like Zimbabwe which have weaker healthcare sectors, there is a need to learn from the current crisis about preparedness for the future natural disasters. Although several strategic measures like lockdowns, travel bans, ban on large gatherings and the compulsory wearing of masks were introduced to control the spread of COVID-19 in many African countries, governments have yet to improve their healthcare facilities and corporates also need to focus on human resources in the workplaces so as to show that they really appreciate the essence of such COVID-19 measures.
This study is based on behavioural actions of employees towards OHS measures for COVID-19 in the agricultural industry in Zimbabwe. Further research using multiple case studies from different industries is recommended to make a comparative analysis of behaviours, attitudes and perceptions of employees towards the restrictions related to COVID-19.