...they don't live in fear," he says (“Mismanaged layoffs can go 'horribly wrong',” 2013). Managers tend to come off a little rude when terminating or laying off employees. Another solution would be consider whether or not the loss of the employee is necessary. Instead of laying off employees companies can place that employee in another section of the company that he/she has the skills to do and the position is open. Doing this allows the company to have fewer contracts or cutting wages. Managers also tend to talk too much or not talk enough which can sometimes come off to an employee as uncaring. Knowing what to say and how to say it should also be something managers should think about when having to terminate or layoff employees. Employers must also follow the law when terminating or laying off employees. Sometimes managers terminate employees based off of emotions and feelings towards that individual being laid off or terminated. Under the Canada Labor Code, which covers federal employees, an employer has to provide at least two weeks' notice in writing or two weeks wages to terminated employees after three consecutive months of employment, according to Human Resources and Skills Development Canada. Workers with at least 12 consecutive months of continuous employment also qualify for severance pay. The rules vary by province for the rest of the work force, including whether or not the employee belongs to a union. (“Mismanaged layoffs can go...
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...Mismanaged layoffs can go 'horribly wrong’. The effect of mismanaged LAYOFFs on the remaining workforce and the effects, lack of management preparation, the human condition, and lack of mitigation strategies. We think that the problem with this article is that not enough managers or HR personal, know how to let a person go from their employment effectively. They sometimes don't realize the impact that it has on the other employees’ morale. At times, companies don't investigate to ensure downsizing will be the answer to cutting costs like they think that it will. Every HR or manager should be let go in their lifetime so that they know what it feels like. I believe that this statement holds tremendous merit because the best lessons in life are learned through personal experience. In order to adequately communicate life changing messages of sorts, it should be done by a seasoned manager. We would be surprised to learn if any company has a layoff learning path that will coach and train the management staff for the firing of an employee.. It is imperative to be sensitive to the individual being laid off as this will impact their livelihood significantly. I do agree that other options much is explored such as relocating or wage cuts before making the decision to lay off people. The Problem Layoffs create uncertainty in the workforce causing loss of productivity in remaining the remaining workforce. The article addresses that a manager's approach is paramount; we...
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...Economic Factors Economics affects everyone on a day to day bases whether aware of this fact or not. Economics in a nut shell is the branch of study and knowledge concerned with the production, consumption and transfer and allocation of wealth. Specifically we will be looking at the branch of economics known as macroeconomics or the economy as a whole and globally. Every action that involves goods, services, and money affects the economy of a country or nation. Simple actions such as shopping or buying groceries can have a huge effect on an individual, business and governmental level. Other factors that have a huge effect on global economics are layoffs and unemployment, as well as government actions such as tax increases or decreases. Food is a necessity for the survival and ability for individuals to thrive. Buying groceries is a task that most have come to hate, but realize the need to continue this act. Every time a grocery cart is loaded, paid for and bagged the economy is affected. Households business and even government are affected by the production, distribution and purchasing of groceries. On an individual and house hold level, families have to budget for groceries. Food is dire for survival, but for some people living pay check to pay check obtaining food can become a constant worry over having the necessary funds. According to “USDA” (2015) “the food-at-home (Grocery store or super market food items) CPI was down 0.5 percent in March and is 1.9 percent higher...
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...Lewis, B.S., M.A., Ed.D. HRM520: Strategic Human Resource Management November 15, 15 Abstract This paper presents methods in which management can best coordinate and head a dismissal meeting during employee layoffs. These methods will touch on how management can best cope with the negative emotions associated with employee layoffs, how to conduct a proper dismissal meeting step by step, how compensation is determined for separated employees and how the impact of a dismissed employee affects a company as a whole. These methods will be best achieved by structured communication between management and employees. In addition, the paper will show that employees should receive proper notification prior to dismissal by management. During times of hardships, companies may choose to layoff employees. These times can be difficult and stressful if not handled properly. This paper will present a couple of different methods on how managers can make this period less stressful for employees, as well as show the impact of layoffs on the company as a whole. These methods will touch on proper and improper ways of communicating between managers and employees and give several steps on how to conduct dismissal meetings. Coping with Negative Emotions After an Employee Layoff Layoffs within a corporation are a difficult time for all. Management can find ways to help make this process a little easier for its employees in multiple ways. Some of these methods are communicating in a timely manner...
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...Introduction Summary: motivation and rewarding employees is one of the most important and challenging actives that managers do. To get employees to put forth maximum work effort, mangers need to know how and why they're motivated. Structure: the first part is about the restructure in an organization or a company. It analyzes the positive effect and negative effect of downsizing. The second part analyzes the essay question via several motivation theories. The third part is about organization trust. The last part is about psychological contracts. Comment: in my opinion, downsizing in a company always means inflicting pain on employees and enduring attacks by politicians, labor groups, and the media. It’s the last thing a company choice, faced with difficulties they can’t get over. Main body Nowadays, many people want to start a business with their own hands. And it turns out that you can gain little successes so long as you have nothing but ambition. Nevertheless, it is well known that starting a business is easy while keeping it going is difficult. What are some ways organizations can do downsize? First, they should use downsizing only as a last resort. Second, and related, they should inform employees about the problem, and give them a chance to contribute alternative restructuring solutions. Third, organizations need to bend over backward to ensure that employees see the layoff process as fair, including making sure the layoff criteria...
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...4/11/2016 Purdue OWL Welcome to the Purdue OWL This page is brought to you by the OWL at Purdue (https://owl.english.purdue.edu/). When printing this page, you must include the entire legal notice at bottom. Contributors:Elyssa Tardiff, Allen Brizee. Summary: This resource describes why outlines are useful, what types of outlines exist, suggestions for developing effective outlines, and how outlines can be used as an invention strategy for writing. Four Main Components for Effective Outlines Ideally, you should follow the four suggestions presented here to create an effective outline. When creating a topic outline, follow these two rules for capitalization: For firstlevel heads, present the information using all uppercase letters; and for secondary and tertiary items, use upper and lowercase letters. The examples are taken from the Sample Outline handout. Parallelism—How do I accomplish this? Each heading and subheading should preserve parallel structure. If the first heading is a verb, the second heading should be a verb. Example: I. CHOOSE DESIRED COLLEGES II. PREPARE APPLICATION ("Choose" and "Prepare" are both verbs. The present tense of the verb is usually the preferred form for an outline.) Coordination—How do I accomplish this? All the information contained in Heading 1 should have the same significance as the information contained in Heading 2. The same goes for the subheadings (which should be less significant than the headings)...
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.... Introduction – You need to outline to your CEO the aim of report, the issue in focus (a quick summary from your brief), what management functions /theories are going to be covered, and how the issue is going to be addressed. 2. Defining and framing the Issue –You need to identify the underlying reasons why the issue has arisen in the first place (the ‘why’? question). As part of this, you will need to frame the issue in relation to the current practices with management functions (including supporting theory/theories) that may have contributed to the issue. You should include some consideration of any relevant environmental factors (internal/external) that may have influenced the issue. 3. Addressing the Issue – You need to show how you will address the underlying reasons that have contributed to the issue by outlining changes to the existing practices with the identified management functions (the ‘how’? question). Your arguments need to be supported with reference to theory/theories that endorse the new approach. 4. Conclusion – You need to provide a summary and evaluation of the key findings of the report. You may choose to identify some limitations and/or assumptions associated with the findings that reader of the report should be aware of. 5. Recommendations – You need to provide no less than two and no more than three recommendations on the courses of action that the business ‘should’ undertake. These recommendations should clearly and succinctly outline a suggested...
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...Westminster International University in Tashkent, Academic year 2013-14, Semester 1 Module name Personal Development CW weighting 40% Submission deadline TW12-13 Sem.One CW format (individual/group) Individual CW number and title CW 2 Oral presentation CW checks the learning outcomes 1- prepare documents about themselves, reflecting the personal development of a student (such as a portfolio, an action plan); 2- set goals for further improvement based on individual reflective learning; 4- communicate in writing and orally; 6- deliver a presentation Oral Presentation You will need to prepare an individual oral presentation. The Oral Presentation task will test your ability to communicate information in oral form supporting it with visual aids such as Power Point slides, posters, etc. The presentations will take place in TW 12-13 of semester one. Each presentation will last 5-6 minutes. It will consist of an introduction, the main body and a conclusion and will be followed by questions from the audience. You will be assessed on 1. quality of the content, 2. ability to structure the material, 3. interaction with the audience using body language and eye contact and dealing with questions appropriately 4. quality of visual aids. Prepare a presentation which is based on the topic “My personal learning from research on Mass Media in Uzbekistan” You need to follow the steps below: 1 Westminster International University in Tashkent, Academic year 2013-14, Semester...
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...results to be attained, not how they are to achieve them. CDRs use orders to provide direction and guidance that focus the forces activities on the achievement of the main objective, set priorities, allocate resources, and influence the situation. 6. Accept prudent risk – a deliberate exposure to potential injury or loss when the commander judges the outcome in terms of mission accomplishment as worth the cost. PRESENTATION OUTLINE / SLIDES A. Intro, purpose, references, procedure/outline 1. Greeting (poised and confident) 2. Purpose (BLUF) – relevant, focused, clear, concise, stating thesis 3. References (current and meaningful) 4. Procedure and outline, logical, posted or embedded throughout the brief B. Quick summary of events leading to battle. C. Analysis of mission command from one side of the battle – four of the 6 principles of mission command D. Quick description of the battles outcome on how the mission affected that outcome. E. Significance of this analysis. 1. Para B-E body of Mission Analysis paper 2....
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...Re-organization and Layoff Team Discussion & Summary Team B PHL/320 2/23/2015 Wayne Moore Mismanaged layoffs can go 'horribly wrong.' The effect of mismanaged LAYOFFs on the remaining workforce and the effects, lack of management preparation, the human condition, and lack of mitigation strategies. We think that the problem with this article is that not enough managers or HR personal, know how to let a person go from their employment effectively. They sometimes don't realize the impact that it has on the other employees morals. Also, that sometimes companies don't take a closer look to make sure downsizing will be the answer to cutting costs like they think that it will. Every HR or manager should be let go in their lifetime so that they know what it feels like. I believe that this statement holds tremendous merit because the best lessons in life are learned through personal experience. In order to adequately communicate life changing messages of sorts, it should be done by a seasoned manager. I will be very surprised if any company has a potential layoff learning path that will coach and train the management staff for these kinds of things. It is imperative to be sensitive to the individual being laid off as this will impact their livelihood significantly. I do agree that other options much is explored such as relocating or wage cuts before making the decision to lay off people. The Problem Layoffs create uncertainty in the workforce causing loss of productivity...
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...· ER w/20 or more employees are obliged to re employ injured workers who have at least one year of service with that employer · Benefit of doubt goes to the claimant. · EE gets NO PAY if "serious and wilful misconduct of the worker”. BECAUSE: "EE has taken himself/herself out of employment · Who is eligble for WSIB benefits? 5 different situations: 1) Wilful misconduct (NO PAY) 2) Arising in the course of employment 3) Disability claim - if work relates significantly to it, onus on worker 4) Occupational Diseases 5) Mental Stress & Chronic Pain - acute reaction to sudden and unexpected event at work · 6 BENEFITS - 1) Wages on Day 2) Healthcare costs 3) Loss of Earnings - 85% of net earnings, max 175% average industrial 4)Non economic losses (NEL) - loss of enjoyment of life, younger people compensated more 5) Loss of retirement income - if 12 months loss of earnings, 5% additional goes towards retirement 6) Death and survivor benefits - spouse or childeren compensated, lump sum and counseling based on workers earnings · OBLIGATION to re-instate is until 2 yrs after injury, worker is 65, or 1 year after EE is able to work · Schedule 1 ER (90%) classified on rating, good experience pay less, bad rating pay more. Financial insentive: refund or surcharge given to good ER's · Effective Claims management: investigate injuries, file form 7 within 7 days, document minor claims, respond to Board inquiries, accomodate up to undue hardship, don't contact...
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...Summary of Law When referring to layoffs, there are several laws that companies must abide by before putting through a layoff. According to the United States Department of Labor website, The Worker Adjustment and Retraining Notification Act (WARN) protects workers by requiring all companies with a minimum of 100 employees (or more) to inform the employees (and their families) 60 days in advance of a mass layoff or company closing. All levels of employees are entitled to WARN. This allows families to adjust to the situation in order to possibly obtain a job. Relevance & Importance This legal issue is wildly important because this helps protect the employees from unemployment and improper treatment. Early intervention can play a major role with the relationship between the employer and employee, as well as, the ability for the employee not to have an immediate financial loss. This allows them to have successful re-employment and have the proper time for adjusting with their families. Ethical Challenge An ethical challenge is that leaders mainly focus on justice and fairness in the workplace. Especially when needing to downsize or produce layoffs. Employers need to be 100 percent fair in their decisions on whom to keep versus whom to relieve of their duties. This is an ethical challenge because there could be several excellent employees, but on many different levels. The “excellence” could be in different categories of production, which could ultimately cause...
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...The audio summary is a new product for the market. These is no direct competitor because we are the only audio summary in the market currently. However, the competitions are still existed since there are substitutes for our product. The substitutes include document summary and video review for textbooks. It is obvious that there are many different documental summary for textbooks in the market right now. For example, Koofers Notes is a website that allowed students to upload these course materials for others students, but the materials are delayed and unorganized. It has hundreds relative files for one course, and many of them are insignificant. It will take a great amount of time for students to find the information they want. In addition,...
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...How To Make Restructuring Work for Your Company Published: | October 1, 2001 | Author: | Stuart C. Gilson | Executive Summary: A bungled corporate restructuring can turn a good idea into disaster. In an excerpt from his new book, HBS professor Stuart Gilson outlines the keys for a successful corporate makeover. Plus: Gilson Q&A. About Faculty in this Article: Stuart Gilson is the Steven R. Fenster Professor of Business Administration at Harvard Business School. * More Working Knowledge from Stuart C. Gilson * Stuart C. Gilson - Faculty Research Page Editor's Note: The following excerpt is taken from the "Lessons of Restructuring" section of Gilson's introduction to Creating Value through Corporate Restructuring. Although the case studies in this book span a wide range of companies, industries, and contexts, some common issues and themes emerge. Taken together, they suggest there are three critical hurdles or challenges that management faces in any restructuring program: 1. Design. What type of restructuring is appropriate for dealing with the specific challenge, problem, or opportunity that the company faces? 2. Execution. How should the restructuring process be managed and the many barriers to restructuring overcome so that as much value is created as possible? 3. Marketing. How should the restructuring be explained and portrayed to investors so that value created inside the company is fully credited to its stock price? Failure to address any one of...
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...Evelyn Lima 29/06/11 Managing and Communicating Change at Agilent Executive Summary Agilent Technologies is a spinoff of Hewlett-Packard that was established 1999. Agilent is facing a problem of having to lay off 8000 (20%) of their employees during a hard time for the company and corporate America. Agilent uses various communication strategies such as open communication channels, consistency, training sessions and empathy towards the employees being laid off to help manage and communicate the change within the company. The key observations made will be analysed in this report, and recommendations will be given to senior managers to further enhance the effectiveness of how to manage and communicate change at Agilent Technologies. Introduction Agilent Technologies is a spinoff of Hewlett-Packard that was established 1999. Agilent is facing a problem of having to lay off 8000 (20%) of their employees in 2001, during a hard time for the company and corporate America. Agilent faces the hard challenge of having to further reduce the workforce in November 2002 by cutting 2500 more jobs, and a further 4000 jobs in February 2003. Analysis of Issues You cannot over-communicate when you are asking your organization to change. Every successful executive, who has led a change management effort, makes this statement. (Heathfield, 2010, p.10) The most important strategy used by Agilent Technologies was open communication channels. Agilent was consistent in having the...
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