...Re-organization and Layoff: Decision Making Evaluation Paper Learning Team D PHL/320 07/20/15 Scott Phillips Decision Making: In our Decision Making Evaluation, we as a group most commonly agreed that the biggest factor to easing the “Layoff” would be to have a trained individual handle the situation. This would solve issues for all classes of individuals that are being relieved of their duties in a business setting while keeping the professionalism present in the process. Through other research there were other options available to remove the “Layoff” issues and it was best shown in Daniel Panger’s, “Alternatives to Employee Layoff.” Panger explains how the amount of money and time put into training an employee gets wasted when the employee gets laid off and expresses other ways to approach situations that demand change. The idea of reducing workdays and weeks is brought up to save money and escape the Layoff (Panger, 1971). The issues seen with this technique is in the long run it would seem to simply prolong the issue and still lead to a layoff. That leads us to the decision of having a prepared and educated person handle the laying off process. Implementing the Decision: For a businesses to use this solution there is many things that must take place and the most important would be to establish a formula and fundamentals that will be present in the process. There are fundamentals from others studies that have already been used and a...
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...Re-organization and Layoff: Decision Making Evaluation Paper PHL/320-Critical Thinking and Decision Making July 20, 2015 Re-organization and Layoff: Decision Making Evaluation Paper The term “working poor” aptly describes most employees in the middle income tax bracket. Middle class Americans typically live paycheck to paycheck. These workers face difficulty saving money as incomes barely cover living expenses. The financial struggles of middle class employees greatly intensifies when a facing a layoff. The laid off employees not only deal with the loss of income after a layoff; they also encounter barriers in finding a new job. During the past three economic recessions, millions of American jobs disappeared as companies decided to save money of labor costs by outsourcing “middle-skill” jobs (Tankersley, 2014). Middle class jobs are increasingly hard to find. Learning Team A discussed the financial strain sustained by these displaced workers. The team decided a company’s best course of action to assist these employees consists of offering a severance package to discharged workers. The Severance Package There are many considerations that a company must make when determining to lay off employees. One such consideration is how the decision will impact the company’s reputation with current and displaced employees. Employees will experience a multitude of emotions including anger, fear, and resentment. However, there are ways to reduce...
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...Re-organization and Layoff: Decision Making Evaluation In an article that has been discussed over the past five weeks entitled Mismanaged Layoffs Gone Horribly Wrong by Brenda Buow (2013) states “A company’s handling of layoff’s can have consequences long after the former staffers have left.” No organization sets out to lay off employees, but sometimes that is what must be done in order to keep the organization afloat. There are not many solutions to not conducting a layoff, but over the past five weeks it has been discussed that organizations can do a reduced work week or an internal job fair. The most effective solution is reducing the amount of hours an employee works. This benefits the organization by saving money on payroll and can even help the middle-income customer. Solutions A reduced work week allows extra time for the employees rather than being laid off and losing employment all together. For the middle-income customer, the solution of a reduced work week allows parents to have time to care for their children. For example, “Laflamme, a mother of three, has been working only four days a week for the last few years. Having an extra day to herself allows her to run errands and chores around the house so that she can enjoy the weekend with her children” (Shingler, 2013, para. 7). A company facing layoffs can make the decision to cut back the hours of employees after performing an analysis of the company budget, and being able to positively say that cutting back...
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...Re-organization and Layoff: Issue and Problem Identification PHL/320 Re-organization and Layoff: Issue and Problem Identification In Week Two, Team D discussed the article Mismanaged layoffs can go ‘horribly wrong’ (Bouw, 2013.) The initially chosen focus of the group discussion was the potential ramifications of poorly handling the conversation terminating the employee. Reflecting on the article through further group discussion, and realizing the scope of the team’s initial impression is limiting the problem to a small component of the larger issue, Team D asserts the broader issue is that employers often turn to downsizing as the go-to method of cutting costs. Experts in the Bouw article provide evidence that knee-jerk layoffs to appease shareholder are often a mistake and cite why. Through the collaborative process of discussion, the team benefits from gaining confidence in the decision to change the focus of issue exploration from miscommunicating when firing to the drawbacks of layoffs. By clearly defining the problem that was not immediately apparent, Team D can now concentrate on discussing practical solutions for the broader underlying issue of unnecessary downsizing. Problem Identification The first step to successfully tackling any problem is identifying it. According to Dr. Henry Hornstein, downsizing within a company should be the last resort if cost cutting is necessary (Bouw, 2013.) He hypothesizes that it is approximately a 50 percent chance...
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...Re-organization and Layoff: Issue and Problem Identification Paper Team D: Keshia Simpson, Shaquia Brewer, Lamar Vargas, Lynne G. PHL/320 November 2, 2015 Professor Greg Reeves Re-organization and Layoff: Issue and Problem Identification There's always a problem in an organization that must be resolved. This paper will identify the problem, explain why this is an underlying problem, reflect on my groups collaboration process in defining the problem, and explain how a clearly defined problem can help find a solution. Collaboration Defining the Problem As we begin to collaborate on this article we tossed around several ideas of what we believe the problem is. One of the initial problems that we discussed was the lack of actual managers. It was discussed that there was not enough managers to properly manage companies, a lot of the problems were going unrecognized, and were unsolved therefore eventually leading to the company being forced to lay off due to the lack of business or other issues. After a company had been forced into layoff’s, the managers did not help the employee’s understand why. The improper handling of these issues can have a negative impact on the company overall. After we carefully examined this as an issue, we discovered that no matter how many managers a company has, the managers should be properly trained to identify issues, overcome problems, and in case of layoff’s they should be able to keep the company’s morale intact....
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...Re-organization and Layoff- Issue and Problem Identification May 25, 2015 Re-organization and Layoff- Issue and Problem Identification Layoffs can come about in a number of ways, but the form of layoffs that policymakers have shown they are most concerned about occurs when businesses displace employees. Layoffs are the forward and backward movement within the business cycle, but involuntary job loss is ever-present because firms remove workers for reasons other than temporarily weak demand of goods and services. Employers also conduct layoffs for reasons specific to them or their industry (Levine, 2005). According to Linda Levine, a specialist in labor economics, “the term "downsizing" is describing a practice that became prevalent during the 1980s of typically "old economy" manufacturers restructuring their operations through large-scale layoffs to become more competitive in the global marketplace” (2005). Reorganizing work to improve competitive advantage has since spread to "new economy" manufacturers and to firms in the service sector. It also includes more than downsizing, such as sending work to facilities within and outside U.S. borders. By definition, restructuring achieved through downsizing produces a net loss of jobs at companies. (Levine, 2005). The main issues are that employers don't consider an alternative solution to laying off employees, nor do they dismiss employees in an appropriate way. What can be done instead of a lay off? Has the decision making...
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...or what is more commonly known as layoffs. Managers have to cope with negative emotions that come with this process as well as the stress that the remaining employees often go through after many of their co-workers or friends have been removed from the workplace. They have to know the human resource approach on how to administer the layoffs correctly and how to determine the eligible time frames for any severance payments to those employees that maybe eligible. Managers are then responsible for being proactive on what opportunities and threats that may affect the organization after the layoffs have been performed as well. With all of these situations at hand, a manager must be very knowledgeable of the company’s ability to continue to move towards a profitable and stable work environment. When managers experience layoffs they must be prepared to deal with the both negative positive emotions and reactions from their staff. It may be very odd to expect positive reactions from those who are being laid off; however, this is not something that does not happen, especially if this is something that has been expected due to employees being aware of reduction of work load and loss on company contracts with huge organizations. Employees often embrace themselves for these inevitable changes in advance by updating their resumes and also being proactive in looking for potential replacement employment if the layoffs take place in their organization. Managers must also be aware of...
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...Concepts of Decision Making MMPBL/500 Foundations of Problem Based Learning Abstract Key concepts of decision making are a vital part of keeping a company successful and happy employees. There are many areas to take into consideration when applying these decisions. To begin managers must apply their critical thinking skills. As a manager you must choose a decision making concept. Then analyze the concept that is going to be used. Also take a close look at the symptoms and problems. As a manager some of these decisions need to be made immediately and other decisions may allow more time for consideration. Actually, managers sometime ignore the problems all together, leading to poor business (J.Champion and J.James). Decision Stages There are stages in order to make a decision. To begin the manager needs to identify and diagnose the problem. Usually a manager realizes some discrepancy in the current stage of the business and what the desired state of the business and what it needs to be. After the manager makes the decision he must believe the resources and abilities necessary for problem solving exist (Bateman, S. & Snell, S. (2004). Next the decision must be implemented. In some cases the individuals involved in making the decision will implement it, other times they will delegate it to other staff members. Evaluating the Decision Evaluating the decision is to collect information on how the decision is working. Decision making help a manager...
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...what is more commonly known as layoffs. Managers have to cope with negative emotions that come with this process as well as the stress that the remaining employees often go through after many of their co-workers or friends have been removed from the workplace. They have to know the human resource approach on how to administer the layoffs correctly and how to determine the eligible time frames for any severance payments to those employees that maybe eligible. Managers are then responsible for being proactive on what opportunities and threats that may affect the organization after the layoffs have been performed as well. With all of these situations at hand, a manager must be very knowledgeable of the company’s ability to continue to move towards a profitable and stable work environment. When managers experience layoffs they must be prepared to deal with the both negative positive emotions and reactions from their staff. It may be very odd to expect positive reactions from those who are being laid off; however, this is not something that does not happen, especially if this is something that has been expected due to employees being aware of reduction of work load and loss on company contracts with huge organizations. Employees often embrace themselves for these inevitable changes in advance by updating their resumes and also being proactive in looking for potential replacement employment if the layoffs take place in their organization. Managers must also be aware of...
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...Re-Organization and Layoff Team D Melissa Stotko PHL/320 May 26, 2016 Martin McDuffie Re-Organization and Layoff Solutions One potential creative solution for the problem that the team identified in week two would be to force employees that have been with the company over 20 years into mandatory retirement. For every mandatory retirement that the company forces, that is one potential job saved. Now we are not saying that the company needs to force retire 100 salary employees and 950 union employees, but if even they we able to retire half from each category that would help them stay competitive in the marketplace. We are trying to save jobs. So we need to get rid of the old dinosaurs that are not up with the current trends that GE needs to stay competitive with. Another potential creative solution for the problem could be for GE Transportation to find new, create new, or adjust their current marketing strategies. Clearly orders and productivity are down. If GE was to find a new strategy to boost revenue and productivity then they would not be forced into implementing this layoff plan. Let it say these new strategies boosted productivity by even 20% that can cut down 20% of the 1050 employees they had planned to let go. It is common knowledge that if you have a strong marketing strategy then chances are you will be successful. Why solutions will work Forcing employees that have been with the company over 20 years into mandatory retirement is one of...
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...based on my current experiences in my organization of a significant change initiative. I will be providing a high-level summary of key changes within my current organization, the reasons for the change, approaches taken, and current outcomes of the change. In the course project paper I hope to provide valuable input of lessons learned and incorporate key concepts and strategies learned in the course that can be implemented to help future change initiatives within an organization. Executive Summary They may not raise the dead but Resurrection Health Care (Res) does help people get back on their feet. The organization is Chicago’s largest Catholic health care system. Res consist of six acute care hospitals, eight long-term care and rehabilitation facilities, a home health care company, a dozen of outpatient facilities, and community ambulatory clinics. The organization specializes in services for Cancer treatment, pediatrics, cardiac care, and oncology. The organization also operates six retirement communities. Res is currently in talks to merge with Provena Health which is another Catholic health care system equal in every way. The organization is sponsored by the Sisters of the Holy Family of Nazareth and the Sisters of the Resurrection. Res is currently going through a huge transformation through the introduction of technology. Res is taking full advantage of the government stimulus programs designed to reimburse organizations financially if they implement an electronic...
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...Objective: Develop an improved knowledge of Organizational Behavior Theory and an improved ability to relate Theory to an Organizational Situation. This improved knowledge and improved ability should emphasize a solutions oriented approach. Assignment: 1. Write an 8 page paper which identifies an Organizational Behavior Theory. Provide a brief explanation of the theory. 2. Identify a situation in an organization to which this Theory can be applied. Find an article in business related publication (e.g. Wall Street Journal, Harvard Business Review, business section of New York Times or Chicago Tribune, etc) to which you can apply the theory. For example, the article might describe an action the organization is taking such as an acquisition, divestiture, employee layoff, market expansion/contraction, etc.). 3. Describe how the theory helps to identify what actions the organization should take to achieve the best outcome(s). Did the organization take these expected actions? Why or why not? 4. If the article did not contain the actions the organization should take with employees, suggest what these actions should be and why. 5. Your paper is to contain at least 4 professional references which support your statements. Identify these references both in the body of the paper and at the end. The text and any readings in the Discussion Board cannot be used as one of the 4 professional references. 6. Your paper is expected to contain accurate spelling and appropriate...
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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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...discussing a major decision with an executive level officer, starting a new company in search of product and distribution, or informing a department that layoffs may occur, the communication process remains the same. A purpose defines the reason a process begins. The initiator, or the sender, has an intended message for a specific audience, the receiver. With business-to-business communication, technology used to deliver the message, the environment in which the communication takes place, and the noise that causes distractions must be considered when expecting feedback. In three business-to-business messages the communication process will be along with a descriptive explanation of characteristics that would improve that particular message. Along with these messages, an additional will be an attempt to create a working relationship with another organization, and a reply message denying the working relationship. Business-to-Business Cold Call Cold calling is a cornerstone to any successful business. While in a perfect world, a sales representatives’ phone would be ringing off the hook all day with clients offering him or her business, the reality is that if he or she wants business, he or she needs to go out after it, and cold calling is an effective sales tactic if it is done properly. (About.com, 2011). On a good day, walking into a business to solicit a different product, service, or partnership opportunity means that a decision maker has been...
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...Re-organization and Layoff: Issue and Problem Identification April 3, 2016 According to Bouw’s article (2013), she discusses the issues of improper managing and administration in the event of a company layoff. Mismanaged cutbacks begin with the Human Resources Department themselves. The article states their lack of education, training, and company knowledge, is the reasoning for these incidents. When a manager isn’t properly prepared for a cutback, it can possibly affect the company as a whole. "It's traumatic to the remaining staff - the survivors - and can create fear and resentment"- Mr. Swartz. The company needs to look at all options before they decide to do layoffs or terminate employment. The cut backs can be done in different ways other than treating an employee like they are commodities. The business problem starts with the lack of training the managers receive on how to handle a layoff in the company or termination of an employee. Termination of employees can cause negative results for the company if the management team does not handle the situation properly. Businesses do not focus on how to approach different scenarios and emotions in the event of a termination. Managers often times let their personal emotions get in the way when terminating an employee. They tend to ramble on, and sugar coat the reasoning why their decision was so hard to let them go. Managers are not being straightforward and honest with the employee. Employees that do not understand...
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