Reduction In Force Analysis

A comprehensive health care system requires effective workforce and policies to ensure organizational success. Reduction in force (“RIF”), is one of the preferred routes used by administrators to improve organizational performance and effectively accomplish the future vision of the organization.
Potential reasons to conduct RIF is:
1. Organization demand/changes like ownership or reorganization.
2. Financial issues can be inferred by cost cutting or financial difficulties.
3. Abolishment of the position or designation as alternatives can be used.
There are many synonyms of RIF like layoff or downsizing. To conduct RIF in a medical facility various considerations should be taken like to build selection criteria followed by the procedure to be followed to carry out

Employment Retirement Income Security Act (ERISA Act) : It is the act that establishes minimum standards for pension plans in a private health facility and is associated with employment benefit plans.
3. Consolidated Omnibus Budget Reconciliation Act (COBRA Act) : It outlines right to the workers to continue health benefits under critical circumstances like reduction in working hours, job loss.
Organization development (OD) is (1) a planned process of change (2) using behavioral science (3) in an organization-wide process (4) utilizing a systematic approach (5) to problem-solving with a the goal of improving the effectiveness of the organization. (Borkowski, 2005).
The development of the organization depends on how the manager and team adapt to change impacts. At the workplace embracing and perceiving, values are important for the overall success of the organization.
To manage change and for the development of organization understanding the definition of change is very important. “Change is a very complex phenomenon involving a multiplicity of man’s motivation in both micro and macro systems and that man gets satisfied with his equilibrium and is resistant to changing his status quo.” (Lippitt,