When a layoff is imminent, a department supervisor should take several important steps before implementation of a layoff. One of the first steps that should be taken is the reduction of all temporary and contract employees. In addition, a hiring freeze needs to be imposed; then, closing open positions can reduce the numbers of employees. These early steps aid in reducing staff, and simultaneously, retains essential employees who can be internally relocated. After these steps are taken, management can further reduce staff by considering offering the incentives of voluntary termination or early retirement (Fallon & McConnell, 2007). These steps are helpful in reducing the amount of permanent employees that must be involved in a layoff.
These steps are important because there are procedures that are very specific to follow. "Dismissal is a managerial task that is not easy, and it rarely becomes easier," states our text (Fallon & McConnell, 2007). It is important for the manager to work with HR and be in agreement concerning the details of termination and agree that all required information is available; the supervisor or HR must ensure that organizational policies have been followed. Taking these steps help to
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Layoffs are never easy - for the employer or the employee - however, following these steps help to assure the best
The next problem is poor morale. Morale is the job satisfaction, outlook, and feelings of an employee. Right now, employees do not feel secure within the business and are rebelling against it. They do not have a positive outlook for the future of the business and feel betrayed because of all of the people getting let go. The employees right now have a poor morale due to all these factors.
Layoffs and early retirement is a normal occurrence in the corporate world. However, there is a problem when there is no plan for the layoffs. This was the situation with Westwood Publishing as discussed in Argenti (2013) (p. 192-194). The company was lacking in many ways prior to the layoffs with the CEO not actively involved with the employees, an outside person brought in whom took over Communications within the company, as well as no communication between the leadership and the employees. With such little communication the plan to lay off employees was to be established and completed by one person. There is little evidence that layoffs will increase a company’s worth or even help to increase profits. The employees laid off
...gree and believe that they could get real results if everyone would consistently apply the company’s principles. I have learned personally in the business world consistency means a lot, all employees should have the same consequences. By letting go employees, managers and executives shows that the rules apply to all levels. It will cause everyone involved to have more respect for the company even if they don’t agree with the decision.
In considering whether it is satisfied that a dismissal was harsh, unjust or unreasonable, the FWC must take into account: (a) whether there was a valid reason for the dismissal related to the person’s capacity or conduct (including its effect on the safety and welfare of other employees); and (b) whether the person was notified of that reason; and (c) whether the person was given an opportunity to respond to any reason related to the capacity or conduct of the person; and (d) any unreasonable refusal by the employer to allow the person to have a support person present to assist at any discussions relating to dismissal; and (e) if the dismissal related to unsatisfactory performance by the person—whether the person had been warned about that unsatisfactory performance before the dismissal; and (f) the degree to which the size of the employer’s enterprise would be likely to impact on the procedures followed in effecting the dismissal; and (g) the degree to which the absence of dedicated human resource management specialists or expertise in the enterprise would be likely to impact on the procedures followed in effecting the dismissal; and (h) any other matters that the FWC considers
It is the fastest way to put employees into fear mode, resulting in resistance to change and less productivity. Aetna would have been better off finding an alternative to dismissing such a large number of workers and might have restructured job responsibilities as an alternative. The lack of morale as a result of job eliminations greatly hampers the change process resulting in a lack of efficiency. Recommendations The changes that have been made at Aetna are monumental in the long term as the company continues to improve on an ongoing basis.
The first reason why many employees were mad with the layoffs was because of lack of transparency, they thought the situation could’ve been worked out much better and much differently.
Without understand the negative impacts of turnover, a company may be placing itself in a position that will ultimately lead to their demise. We are going to solve our problems and set our company on the path to success, a success that is not only reflected in our bottom line but also our employees’ morale.
This should not be a personal matter but rather a professional one. We have talked about what employees need to be let go but not about the ones that your organization's needs but lacks. Let us shift the focus to hiring new
It is ironic that a staffing company does not have a proper hiring process and is routinely understaffed. As a result, this situation may affect the reputation and operation of the company. My decision will be to start the firing process of the 10 employees that were recently hired and where
Regarding this, one starts by identifying a problem such as increasing absenteeism/turnover rate or an opportunity such as the closure of a competing firm. The manager proceeds to set goals that aim at reducing the turnover rate and boosting the employees’ motivation (Griffin, 2015). Imaginatively, the manager generates a list of actions that might lead to the realization of the organizational strategic plans (Fishbein, 1967). Here, the list might be changing the pay, modifying the reward system, providing regular leave and providing training. Precisely, each course of action has associated consequences; thus, the supervisor collects information related to each of the alternatives. Notably, the collected information allows the manager to assess and evaluate the alternatives, systematically, which leads to choosing the best alternative, thus, decision implementation (Beach, 2014). Finally, the manager evaluates the effectiveness of the decision, say provision of training and development avenues, and employs the appropriate control (Griffin,
In fact, you can take the layoff as an opportunity to search for a better job. So, consider this moment to plan your strategy to explore for a better job. This is important for you to do post
Retrenchment could be defined as efficiency-oriented, temporary actions, that may include one or a combination of a turnaround, divestment, and liquidation (Tangpong, Abebe, & Li, 2015; Parnell, 2014). Retrenchment is designed to “replenish and revitalize the organizational resources and capabilities so that the organization can regain its competitiveness. Retrenchment may be thought as a minor surgery to correct a problem (Sadhu, 2013, para. 1). Retrenchment is a terrible situation that can affect many lives. When employees are retrenched, their sense of job security disappears, self-worth falters, causes uncertainty in their career and finances.
Gomez-Mejia et al. (2016) maintain that “clear communication, marking the occasion, and listening to workers” are several ways to facilitate the transition for the remaining staff (p. 195). HR can support the managers in this endeavor by providing counseling to assist layoff survivors, as well as terminated employees, in understanding and dealing with the changes (Sitlington & Marshall, 2011). Research suggest that communication from a variety of sources such as HR, help employees to understand the circumstances and increase their perception of fairness, which helps to negate the undesirable consequences of the layoff (Tourish, Paulsen, Hobman & Bordia, 2004). Proper information dissemination through the HR team can also help to squelch the spread of unfounded rumors, internally as well as externally through the media, according to Gomez-Mejia et al.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
The sense-making approach of unfreezing, changing and freezing (Palmer, Dunford & Akin, 2009) was inappropriate in this scenario. Management has made a decision to reduce their workforce continuously; however, the change does not end with the layoffs, rather, it is a continuous change as they continue to reduce employees and focus on the existing employees’ morale. Middle management predominantly executes sense-making approach by as aligning the company objectives with their employees (Banker, 2012). The sense-making approach may have been the culprit of the communication breakdown between employees and British Airways CEO regarding absenteeism. The processual approach was much more fitting with continuous layoff that will allow them to pursue their next implementation. Processual approach is on-going and focused on long-term results while sense-making approach is a prescriptive change. The sense-making approach might have worked if processual approach was established first during the reduction in force, prior to introducing the swipe card implementation. Preferably, British Airways should have engaged in change management approach first to address the system change in a large scale. Organizational development approach would have assessed the entire organization and discovered that the low morale may