organisations. Therefore‚ layoffs have become a common tactic of organisations to reduce labour and operation costs. There is no denying that reducing a workforce could improve efficiency and contains several benefits; however‚ it also has a number of drawbacks and even brings long-term pernicious effects to organisations. In the following paragraphs‚ three major points will be discussed‚ including the selection process to decide who lay off‚ the possible negative effects‚ and the strategies to minimize the
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Re-organization and Layoff: Decision Making Evaluation Paper Bioncca Henderson‚ Carla Slaton‚ Johanna Arellano‚ Kellie Barto‚ Suenika Sykes PHL/320 January 30‚ 2015 Scott Phillips Re-organization and Layoff: Decision Making Evaluation Paper Management has many changes they adjust to daily. Some of the changes come from firing and lay-off employees. When these changes do take place they can change how the organization develops. Management will have to
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References: Leban‚ B.‚ & Stone‚ R. (2008). Managing Organizational Change. : John Wiley & Sons Inc. Portillo‚ E. (2011). Lowe’s layoff cut back on middle managers. Retrieved from http://www.charlotteobserver.com/2011/01/26/2012541/lowes- layoffs-cut-back-on-middle.html
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Abstract News of job losses (whether we label them as downsizing‚ layoffs‚ or restructuring) reaches us daily. And sometimes the reality hits close to home – loss of a job of a family member‚ a close friend‚ a valued coworker or someone you supervise. According to McKinley‚ Sanchez and Schick (1995)‚ “This process of deliberate personnel reduction has been justified as a cost-cutting measure and as an incentive to increase productivity. However‚ evidence has shown that downsizing negatively affects
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Cat is out of the bag: KANA and Layoff Gone Awry(A) 1) Who are the key constituents in this case and identify each of their interests? The key constituents in this case are in the table below: Constituents Vicki (VP of Int. and HR) and Bryan Kettle (CFO) Chuck Bay (CEO) and Tom Doyle (COO) Customers Terminated employees and unions Survivor employees Managers The investment Community HRManagement Interests making the layoff process go as smoothly and transparently for the business
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Michael Eugene Porter is a Professor at The Institute for Strategy and Competitiveness‚ based at the Harvard Business School. He is generally recognized as the father of the modern strategy field. One of his great writing is “What is strategy?” published in 1996. The beginning of the article raises a mistake of Operational Effectiveness for Strategy that many companies had suffered for almost two decades. In the article‚ Operational Effectiveness means performing similar activities better than
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organisation and that the term should not be confused with the term layoff. They state “The difference between layoffs and downsizing is that layoffs are solely concerned with the individual level of analysis‚ while downsizing is a broader concept applicable to other levels of analysis than solely the individual level. Additionally‚ downsizing is a strategic decision while layoffs are an operational mechanism used to implement a downsizing strategy.”6 Since the 1980’s downsizing in organisations has become
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article seeks to identify the processes used in effective downsizing as well as the consequences that result. The authors studied organizational downsizing and redesign for four years in thirty organizations in the automobile industry. Six general strategies are presented that highlight the best practices of these firms that are downsizing effectively. Introduction Employee Separation is one of the very important and crucial function / process of
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The WARN Act Application in a Case Study The purpose of the WARN act and its pros and cons The WARN Act is a law that formulated to cater for mass layoffs of employees. This law will provide a protective shield to various employees and their individual families by notification to the employees before the closure of the plants they are working in within a 60 day period (Ford et al‚ 2000). This law majorly applies to companies with a high number of employees and in this case the company that is about
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yet another case that proves to have many critical factors. We are dealing with a company that is downsizing‚ which may cause employee concerns. They are facing the need to make a decision on how to make the appropriate selection of employees to layoff‚ without facing Title VII discrimination violations‚ and they obviously have an issue that needs to be addressed with how the company is currently handling employee evaluations and appraisals. The most critical issue here is how to determine the
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