Re-organization and Layoff: Decision Making Evaluation Paper All businesses at one time or another will have to deal with employee layoffs due to a re-organization or changes in the economy. Employee layoffs can have a damaging impact to the remaining employee and management staff. There are several solutions that can be done to alleviate the negative impact and the recommendation is to provide managers with the proper training on how to properly handle a layoff so there is a more positive impact on the remaining staff. Proper training prepares managers for delivering the message to both the employee being laid off and the remaining staff. This type of training has many advantages for the company and the employees. Implementing a training program that would assist middle-managers in the proper procedures when faced with the difficult decision to terminate employees is essential to the overall health of a company. A step by step program will aid a manager from the very beginning to the end of the process. The program could take a manager step by step from the beginning, the manager deciding that an employee or group of employees need to be terminated or laid off.
The Essay on Companies Employees Managers Expected
The economy appears to be making a shift for the better. In the past few years, unemployment numbers have increased at shocking rates but recent occurrences say otherwise. Back to school shopping and the 'rallying stock market' are both indicators 'that the economy is set to motor into 2004' as stated in the Business Week article. With a heavy demand by consumers steadily increasing, businesses ...
To starting the process, form deciding why the employee or group needs to be let go, filling out the proper paper work, filing the paper work correctly, calling the individuals in and informing them that they are being terminated or let go with proper communication, aiding that employee in what is going to happen next (if applicable) and finally the after care for the employees that were left behind. The program will take a manager through every possible scenario to ensure they can feel confident that they followed the correct steps and maintained a high level of professionalism. Having solutions like these aids a manager and not only the manager but the employees and upper managers as well. Procedures like these helps in the company as a whole feel safe and comfortable in the fact that their managers have their best interests as well as the company’s best interests at heart. These programs are vital to a business because they will enable managers know how to, “be informed about and comply with legislation, treat the employee fairly and act in good faith, handle the termination process in a professional way that preserves the employee’s dignity, be careful about how much information is communicated to others about the facts and reasons for the termination” (“Employment Termination,” n.d, p. 1)
Based on the solution of providing managers with the proper training an organization should make sure that they are prepared. A meeting of some type or even conference calls every quarterly period will ensure the managers are up to date and can also introduce new ways to deal with these layoffs. This business decision will include the most accurate and appropriate training that has proven to help with the layoff process. Proper training can reduce the frustration and anxiety that can arise amongst the other employees. The training made by the business will also allow for the managers to prepared after the layoff and dealing with the employees still there. (“How To Conduct A Layoff”, 2014).
Managers will be able to relate the fellow employees and answers any questions that they have as this will boost their morale. There are many resources a business can utilize to provide training for management pertaining to layoffs. Conducting proper layoffs and affectively communicating that decision with the remaining employees is crucial to moral and continued success.
The Term Paper on Supervisors And Manager Employees Organization Mrwmd
I'd give you an A, not many mistakes. Just check on a few things. ORGANIZSATION CULTUREATMRWMD: DOES IT SUPPORT THE ORGANIZSATION MISSION? Table of contents? Introduction 1. The Monterey Regional Waste Management District (MRWMD) had humble beginnings in 1951 when forward thinking county officials had a vision of a better waste management system for the Monterey Peninsula, ending the era of ...
The main resource an organization would need to implement is continued training on how management should handle layoffs. There should be initial training when managers are first hired however most companies do not do continued training which is essential. The organization needs to implement training on effective layoffs and communication every 6 months. Management will ready for any situation that may arise when a layoff is involved. It would be more cost efficient for training to be done over the computer with a deck or power point instead of hiring a trainer twice a year. Management may think training so often is redundant however, it’s better to always remain ready instead of possibly mismanaging a layoff that could affect the future of the organization.
References
How to Conduct a Layoff. (2014).
Retrieved from http://www.nolo.com/legal-encyclopedia/how-conduct-layoff-30245.html
Keeping the Right People. (n.d).
Retrieved from http://hrcouncil.ca/hr-toolkit/keeping-people-termination.cfm
