memo 2 Weymouth steel
Memo2: Weymouth Steel
From: Olga Aiupova
Dear Mr. Harrison,
It well known that Weymouth steel corporation needs in immediate measures for reducing costs. So I had to make a plan of actions. And I would like to give some recommendations for the employee’s layoff.
As far as I know Corporation did her best to reduce costs, for example the initiated following measures: to close down less efficient factories and to terminate using of overtime and the hiring of temporary salaried employees. In order to improve efficient in the company we deal with difficult problem of laying off 2,000 salaried employees. But before we have to try finding the alternative ways such as attrition, early retirements, reducing payment of employees, transfers, and leaving positions vacant. But in spite of it we should dismiss 1000 employees. Now we should dismiss salaried employees. Before the layoff we should to identify the criteria of dismiss. It may be age, experience, skills and productivity. Besides, now we need to inform salaried staff and Mass media regarding layoff in Weymouth Steel Corporation. So we have two primary audiences for t bad and good news (mass media and employees).
Obviously, that we have to use more than one of the ways of communication and styles of leadership. Firstly, to inform your staff you should make a special meeting for employees who will be dismissed with the management team as soon as possible. Also you should do A special bulletin with the reasons of dismiss, because employees will have much questions. This bulletin should be signed by Carl Weymouth, Chairman of the Board. Moreover I suppose that managers should use many psychological ways for informing and help employees to find new job or to give them the best recommendations. Furthermore this group of employees should be informed about previous measures for reducing costs. And to make a personal (individual) consultation with employees who need in it.
After this meeting at the same day you
From: Olga Aiupova
Dear Mr. Harrison,
It well known that Weymouth steel corporation needs in immediate measures for reducing costs. So I had to make a plan of actions. And I would like to give some recommendations for the employee’s layoff.
As far as I know Corporation did her best to reduce costs, for example the initiated following measures: to close down less efficient factories and to terminate using of overtime and the hiring of temporary salaried employees. In order to improve efficient in the company we deal with difficult problem of laying off 2,000 salaried employees. But before we have to try finding the alternative ways such as attrition, early retirements, reducing payment of employees, transfers, and leaving positions vacant. But in spite of it we should dismiss 1000 employees. Now we should dismiss salaried employees. Before the layoff we should to identify the criteria of dismiss. It may be age, experience, skills and productivity. Besides, now we need to inform salaried staff and Mass media regarding layoff in Weymouth Steel Corporation. So we have two primary audiences for t bad and good news (mass media and employees).
Obviously, that we have to use more than one of the ways of communication and styles of leadership. Firstly, to inform your staff you should make a special meeting for employees who will be dismissed with the management team as soon as possible. Also you should do A special bulletin with the reasons of dismiss, because employees will have much questions. This bulletin should be signed by Carl Weymouth, Chairman of the Board. Moreover I suppose that managers should use many psychological ways for informing and help employees to find new job or to give them the best recommendations. Furthermore this group of employees should be informed about previous measures for reducing costs. And to make a personal (individual) consultation with employees who need in it.
After this meeting at the same day you