authors identify and discuss theoretical and methodological concerns related to the extant literature and provide recommendations for future research aimed at developing a better understanding of employee downsizing. Keywords: employee downsizing; layoffs; redundancy; review The thing that people need to remember is that downsizing may be back on the front pages‚ but the downsizing never slowed down. Downsizing has been a constant and regular feature of the new working world‚ and it
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strategic decision made by the organisation and that the term should not be confused with the term layoff. They state “The difference between layoffs and downsizing is that layoffs are solely concerned with the individual level of analysis‚ while downsizing is a broader concept applicable to other levels of analysis than solely the individual level. Additionally‚ downsizing is a strategic decision while layoffs are an operational mechanism used to implement a downsizing strategy.”6 Since the 1980’s downsizing
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11‚ 2014 Dismissal Meeting The purpose for writing this paper is to describe and explain the steps involved in coordinating and heading a dismissal meeting for an employee layoff. The contents of this paper will include a proposal of ways that a manager can cope with any negative emotions that may accompany an employee layoff. There will also be mention of a step-by-step process used in conducting the meeting. In addition‚ the human resource manager of the organization will determine the compensation
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relatively good. Here are some financial data from the Indianapolis plant for the fiscal year preceding these negotiations: Net Sales $200‚825‚900 Material Costs 79‚250‚000 Direct Labor Costs (includes fringe benefits‚ payroll taxes‚ and reflects layoffs in previous fiscal year) 72‚635‚000 Other Variable Costs 13‚265‚000 Fixed Costs 5‚500‚000 Total Expenses 170‚650‚000 Income Before Taxes 30‚175‚000 Net Income After Taxes (Federal‚ State‚ County‚ Municipal)
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employee layoff. When the economy — or a company’s business — goes south‚ the quickest way a company can chop its costs is by laying off its employees. It’s never popular and often companies will try other cost-cutting measures long before they have to cut workers‚ but if you’re among those who get the pink slip‚ you don’t really care. You just lost your job. For many‚ being laid off is something that will be unexpected and shocking. Unless you work in a seasonal industry where layoffs occur with
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company overall. However‚ it may affect the remaining employee’s morale. Some organizations changes such as layoffs‚ reduce work hours‚ a stagnate in benefits increases and rewards may result in management trying to figure out a way to motivate and gain employees trust and loyalty. Layoffs When an organization experiences a downturn in the economy‚ they may be force to perform employee layoffs. Organizations such as the Boeing Company announced in September 2001‚ that they will be cutting 10‚000
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they may not dare to join the celebration. It is because most of them would become unemployed in the next second. HSBC announced its strategy to cut 30‚000 jobs before 2013 for cost savings and shaping the business strategy. Due to the HSBC’s layoff plan‚ the bank creates tension between the shareholders and the employees‚ employees are afraid of losing their jobs. The morale and productivity of the company is then sharply decreased. Therefore‚ we are going to address the problems and find out
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chose to downsize to create profit. The goal of big business is to create growth and profit through efficiency. Big businesses survive through layoffs and downsizing of the “excess fat” from employees when necessary. They outsource jobs to other countries to increase profit and sales and allowing the company growth. Big businesses have the right to layoff middle class workers if the business is not making a profit. CEOs
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Labor Cost Cutting Strategy In a sluggish economy‚ it is more important than ever for businesses to cut costs. Knowing how to reduce the cost of paying employees without reducing product quality‚ dropping employee morale or otherwise sacrificing the way you do business can be the difference between being in the red or the black at the end of the year. Stop the Overtime * Don’t pay overtime unless it is absolutely necessary. Remember that you must pay non-exempt employees 1 1/2 times their
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have the tough job of determining who will be the individuals‚ departments‚ or divisions and the jobs that they are eliminating. This is a tough decision and handling these decisions should center on the employees‚ employers‚ and the laws governing layoffs from corporations. The Human Resource Manager has to
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