2. I think, it is “getting the buy-in†which best characterizes the communication
2. I think, it is “getting the buy-in†which best characterizes the communication
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).…
The terminated employees should have received an explanation as to the reasons behind the downsizing decisions that were made, especially if there were other employees of similar standing and tenure who could have been eligible for downsizing.…
In addition, we are faced with the task of laying off 2,000 of our most valued. The layoff process begins with nearly 1000 of these staff will come through normal attrition, early retirement, and transfers. Furthermore, the other 1000 positions must be cut both salary and hour.…
Downsizing, no matter how it is done, creates stress and corporate discontent for employees, and proper human resources planning attempts to limit this negative impact. Employees who are discontent can display negative behaviours and performance issues may begin to arise. With issues in performance within the organization, productivity may begin to decrease, which means that the cost to produce goods once again increases, threatening the benefits that may have come from downsizing.…
However, there are issues that should be addressed by the General Manager that could prevent the possibility of costly, public litigation due to a charge of wrongful discharge or a breach of the covenant of good faith and fair dealing. Since all information presented indicates that the employees were of good merit; the employees should have received an explanation of the rationale behind the downsizing decision, especially if there were other employees of similar tenure and performance who could have been eligible for downsizing. The employees need to be made fully aware of their rights.…
Paul, the former Director of Human Resources at the Utiliscan Company conducted an employee survey prior to leaving the organization. Based on the survey results, the Utiliscan Company is currently faced with determining approaches to resolve the employee’s concerns. When developing the plans to address the issues, the current financial condition of the company has to be considered.…
The problem presented in article by Bouw, Mismanaged Layoffs can go 'Horribly Wrong, is the lack of proper and well-managed policy around employee lay-offs. Most managers are trained to handle a corporate crisis. Employers should approach any job losses with caution and always be respectful. Companies should consider whether job losses are necessary and the impact on operations internally, and how clients and contractors view it externally. Companies need to make sure they are following the law when it comes to laying off staff, including paying out severance as required by each province based on an employee's years of service. (2013)…
But once the management will speak out the downsizing news to its employees, the challenge to reduce the arising stress will be higher. Therefore I will recommend the following strategy with time lag to communicate the good and bad news to employees and to curb the rumors in the media. But firstly the new changed vision of the company should be:…
Throughout corporate America, downsizing is a common practice. The concept of downsizing as a strategic tool wasn 't introduced until the 1980 's, and today it is a well known system. This has been caused by the accelerated growth of international and global competition throughout the past two decades. Increasing competition is forcing companies to drive their costs as low as possible, and the quickest, easiest way to cut costs is to cut jobs. Top management within corporations is most worried about the impact downsizing will have on their costs, and they are usually less apprehensive about the influence on the employees affected. Two views on this topic are presented in Marc Street 's Taking Sides. The first will argue against downsizing for…
Solutions- Some communication that the company could use to either rectify or eliminate communication problems between employees and management. My opinion for the best solution will also be given.…
If these kinds of actions are absolutely out of the question and employees have to be laid off it is essential that the process of laying off employees is done in a courteous and gracious manner. To ensure managers and supervisors are equip to handle such corporate issues as these the R&D investigation determined that quarterly training on the subject of laying off should is essential to the success of an…
The organization must select a communication style and method of delivery to promote employee understanding and buy-in. The organization must consider the audience and potential communication barriers when designing the communications. Communication barriers include language, perception, emotion, and information overload. In this instance, the company should provide enough information to reduce or avoid ambiguity, fear, and anxiety. The communication should encourage employee participation in the changes because “participation gives members a sense of control and reduces uncertainty about the changing circumstances” (Lewis, Schimisseur, Stephens, & Weir, 2006, p. 120). The…
evasions—with the whole manner of intimating rather than claiming, of alluding rather than stating—but there‟s…
1. What are the challenges faced by Right when the downsizing effort no longer is a popular human resource strategy?…
Voluntary Retirement Scheme Presented by: M.Y.I.Goomany Learning Objectives Understand VRS Exit policy & its Effect Understand the procedure for VRS Merits and Demerits of VRS VRS in Mauritius VRS, others view Vendor Repair Specialist Vertical Rescue Solution Virtual Reality System Vision Rehabilitation System Virtual Race System What is a VRS? A voluntary retirement scheme (VRS) package is offered to employees as an incentive to retire earlier than their normal retirement age. The VRS package usually contains generous retirement benefits for certain employees. When a man retires, his wife gets twice the husband but only half the income I'm retired - goodbye tension, hello pension Effect of Excess Manpower High Labour cost leading to high cost of production Reduce competitive ability Reduce efficiency Threat for new technology Communication problem Reasons for proposing VRS Recession Intense competition Change in technology, production process, innovation, new product line Realignment of business Take overs or mergers Business Process Re-engineering Procedures for VRS The Employer has to issue a circular communicating his decision to offer VRS, mentioning:…