Ethics codes or ethical principles appeared with the incease in awareness and knowledge of the field in human rights. Ethics codes administer pschotherapists’ actions that are part of their works as a psychologist. They regulates actions as what is good‚ harmful or beneficial for both public and psychologists. They frame the responsibility of psychologist and also provide client’s well-being (APA‚ 1953). They were created to reduce or prevent harm to clients‚ students‚ psychologists etc. in ambigious
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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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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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in an unending quest for lower costs‚ higher productivity‚ and fatter profits‚ American firms announced 615‚000 jobs cut‚ and all-time record. Many of these actions reached into the ranks of white-collar and middle management positions. Earlier‚ layoffs were generally limited to low-level‚ unskilled‚ or blue-collar labour. (Hitt et. al.‚ 1994) (Internet Material #1) Making staff redundant is still a process many companies are forced to go through even in times of economic stability and modest growth
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J.‚ Thomson‚ L.‚ Griffiths‚ A.‚ & Cox‚ T. (2001). DOWNSIZING‚ CHANGES IN WORK‚ AND SELF-RATED HEALTH OF EMPLOYEES: A 7-YEAR 3-WAVE PANEL STUDY. Anxiety‚ Stress & Coping‚ 14(1)‚ 59. Reinardy‚ S. (2010). DOWNSIZING EFFECTS ON PERSONNEL: THE CASE OF LAYOFF SURVIVORS IN U.S. NEWSPAPERS. Journal Of Media Business Studies‚ 7(4)‚ 1-19. The author describes the organizational developmental theory by this study Mayton‚ S. M. (2011). Survivor Coping. OD Practitioner‚ 43(1)‚ 42-47. Kumar‚ M. (2009). "Downsizing"
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causes workers to think about their future and how they are going to make ends meet. Work schedules and the lenghth of hours an employee works affect physical well-being and family relationships‚ this could have a negative impact on productivity. Layoffs affect the mental and physical well-being to work behavior. Many employees are working without benefits and no chance of advancement. As more and more organizations are making decisions to reduce benefits to cut cost‚ employees are worried how to
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Considerations When Downsizing The euphemism‚ downsizing describes the involuntary termination of a number of employees based on an employer’s decision to reduce staff or to cease operations all together (Walsh‚ 2013). Employers are often faced with tough decisions to reduce staff in response to many different factors. There are important legal issues that need to be considered as they will impact business owners if not addressed. Proper planning for a reduction in force can save an organization
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mergers‚ acquisitions‚ sell-offs‚ or restructuring to better enable the organization to meet its mission or fill an environmental niche. It may involve reduction in personnel through transfers‚ outplacement‚ retirement incentives‚ buyout packages‚ layoffs‚ attrition‚ and so on or may occur in which new products added‚ new sources of revenue are opened up‚ etc. It affects work processes. Fewer employees may be
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6: HR Decision Making in Organizations (a.k.a.‚ Retention and Turnover) Study: Rightsizing -Methods for increasing employees (pros/cons) -Methods for decreasing employees (pros/cons)‚ including justice perceptions with layoffs -Effects of downsizing/layoffs‚ alternatives Managing Terminations and Retention -Alternatives to termination -Progressive discipline system -Protection from termination (e.g.‚ laws‚ contract‚ etc.) Managing Voluntary Turnover -Causes and the
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decisions‚ looked at the greater good of the company as a whole and and sets his own principles. 3. To avoid the problems he was facing‚ Marv Heimler could have met with employees and informed them about the state of the company and that layoffs were inevitable. This would have given the employees sufficient notice to seek out other jobs. If I were in his position after the company started doing well again I would give some kind of financial compensations to employees that were laid
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