SCHOOL OF BUSINESS DOWNSIZING: IMPACT ON PRODUCTIVITY AND EMERGENCE OF SURVIVOR SYNDROME Literature Review By ARUN KUMAR DURAIRAJ (7416008) VINAY P PARAMANAND (7283504) VIPUL PARTI (7246307) 10/20/2014 ABSTRACT Most downsizing initiatives fail to achieve the expected synergies. In many cases‚ behavioural or human factors are attributed to failures. This article examines the impact of downsizing on the productivity levels of the firm. The productivity of the firm gets affected‚ in most cases‚
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Do high levels of trust between workers and management lead to better performance? There is a direct link between a high or low level of trust between the workers and management within a corporation and the productivity growth. Corporation must be willing and prepared to make small but regular investments that are required‚ and there will be a high substantial return‚ both in material and a healthy labour management climate. There are mainly three concepts that describe the working climate within
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Job Satisfaction subject: Org. Behavior Do people really like their jobs? Definitely‚ everyone knows from the news about dissatisfied workers going on strike or even acting violently toward their supervisors‚ directors‚ but overall people are quite satisfied with their jobs. According to the surveys percentage of satisfied people averages in the US is about 85 percent. The feelings‚ reflecting attitudes toward one’s job‚ are known as job satisfaction. Settings‚ related to the personnel job satisfaction
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Minit Lube Mission as clearly stated on the case is to provide tune-ups‚ oil changes and lubrication service (Heizer & Render). In other words‚ preventive vehicles maintenance and interior cleaning to cars owned by individuals hopefully for less price‚ but with equal quality service provided by other mayor competitors. Minit-Lube provides a competitive advantage in comparison to other businesses because they offer maintenance to cars‚ but with de advantage of better prices and faster services than
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The job characteristics model consists of five components which are skill variety‚ task identity‚ task significance‚ autonomy and feedback. These components affect factors such as performance‚ motivation‚ absenteeism ‚ turnover and satisfaction of the employees. The purpose is to increase performance‚ motivation and satisfaction of the employees and to decrease absenteeism and turnover. The job characteristics model is one of the most important attempt models to design jobs. This model is proposed
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to view work-life as a well-integrated whole. The growing concern of work life integration is that it crosses over in other issues of the business‚ attract and retain quality staff‚ staff retention/turnover‚ health and wellness of employee and productivity. The strongest factors associated with an employee’s ability to integrate work and family is a supportive supervisor and workplace culture. What is Work/Life? Today many companies prefer the terms "work/life" or "lifecycle" to work/family
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Identify the process of performance management system followed at TML Drivelines Limited. 2. Employee attitude towards the present performance management system. 3. Review of the current appraisal system in order to 1. Improve productivity 2. Achieve global standards for performance management system 4. To provide suggestions & recommendations from the study conducted. Hypotheses of the Case Study 1. Performance Appraisal is not having positive effect on TML Drivelines Limited
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Stack Ranking: Is it good or bad? Stacking Ranking‚ some time referred as “ranking and yanking” system‚ has been widely adopted by many companies in some forms as companies need a way to fairly evaluate their employees and have a structured system for compensation difference. This is especially necessary to avoid lawsuit on discrimination and reduce corporation’s legal risks when it comes to firing employees. Its effectiveness seems to vary by industries or even by functional group within the
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Introduction This paper is prepared based on a case study of garments industry. Mr. Khan started a garments industry. After running for 5 years‚ he reached at the breakeven point that is - no profit and no loss. At the same time‚ he faced some problems regarding the sustainability of the garments. Here we tried to identify the problems that faced by Mr. Khan based on the on going garment sectors’ condition of Bangladesh. According to us‚ he did not face any budget problem but he faced performance
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they believed that there was unequal access. Through this‚ LE hopes to achieve higher productivity and performance by creating employee loyalty‚ so through this loyalty‚ employees will be intrinsically motivated to outperform its competitors. These programs produced dividends. Employee morale and productivity was good and turnover was non-existent. In fact‚ outside sources have confirmed that levels of productivity were more than twice those for others manufacturers from 1945 onwards. Even college
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