Handling Tough Employment Decisions - Case Study Example

In most cases, as evident from the case studies, managers put a lot of emphasis on managing the layoff process without considering how the employees who survive the process should cope with their job tasks. However, most organizations would rather ensure that the dismissal process is as humane as possible but they should refocus on the remaining talent who have to deal with the extra employment stress and the workload left behind by their colleagues (Hall, Stammerjohan & Cermignano, 2011). Therefore, it is imperative to provide and direct rewards to the remaining talent so as to motivate them for enduring the work conditions and choosing to become loyal to the organization. In this case, monetary compensation is not the most effective reward since it can be motivated by reassuring comments.

The advice is consistent with the expectancy theory in that motivation is the basis for improving performance and outcome of the job tasks among the employees. The implication is that the executive management should create an organizational culture that supports employees to undertake their tasks by providing the necessary resources. On the other hand, the comments are in line with the valence aspect of the expectancy theory that suggests that how employees take the outcomes or rewards for their performance is the basis for their motivation to perform higher and better colleagues (Hall,  Stammerjohan & Cermignano, 2011). Nonetheless, the advice is also in accordance with the equity theory that suggests that employees always expect the executive management to show fairness when rewarding for job inputs and outputs. The same is the case with Conaty’s advice where employees who feel unsatisfied with the performance appraisal system may not commit themselves to work for the company.

3. Do you believe that recognition will motivate layoff survivors? Explain

Yes, because employee recognition is a way of making the workers believe that the organization values their efforts and recognizes them as being instrumental to the success and achievements of colleagues (Hall,  Stammerjohan & Cermignano, 2011). In this case, acknowledging the employees who have survived layoff encourages them to put more effort into their work thus they will show dedication and commitment in undertaking the job tasks. On the other hand, employee recognition at the personal level is a way of establishing close relationships with the workers. In this regard, recognizing efforts and dedication by using encouraging words and statements motivates employees more than the financial rewards.

4. Do you believe that managers should find ways to have fun in the work environment after the layoff? Why or Why not?

After some employees have been dismissed from their duties, the managers should ensure that the situation gets back to business as usual where normalcy can be restored by acting like the layoff process did not affect the work environment in any way. Therefore, the best way of boosting morale is by creating an interactive working environment through fun, and other activities that bring all people in the organization together colleagues (Hall, Stammerjohan & Cermignano, 2011). The implication is that by having fun in the workplace, tension reduces, and everyone can forget about the departed workmates since, at some point, they were close friends even to the executive management.

5. What is the biggest takeaway lesson you get from trying to link content in this chapter to this content?

The possible lesson that can be learned from this case is that the organizational culture and work environment influences the behaviors of employees as well as other people within the firm or the company colleagues (Hall,  Stammerjohan & Cermignano, 2011). In this case, it is evident that employers have a significant role to play concerning employee motivation and satisfaction.