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Human Resources - Essay Example

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The layoff procedure outlined in the assignment indicates a lack of caring and empathy towards the mindset of the employees. Any organization especially those formed for the purpose of profit has different stakeholders (like shareholders, owners, the top management, employees, creditors etc). …
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Human Resources Essay
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Download file to see previous pages Any organization especially those formed for the purpose of profit has different stakeholders (like shareholders, owners, the top management, employees, creditors etc). it could be said that workers have conflicting interests with the management and or stakeholders and owners. The former seek to hold a secure job with maximum compensation and other benefits while the latter group is focused on cutting costs and developing a lean organization able to cope up the increasingly global business environment. If the economy is healthy, a fine balance can be achieved between these two conflicts. But factors beyond the control of an organization like competition and more severely recession on a national and global scale can force the management to bring down expenses through such procedures like layoffs. While the management generally goes about this procedure with a level of cold and inhuman attitude, it is the workers that bear the blunt (economic and social) of being left without a job. This section deals with the attitude of the workers subject to layoffs. There could be genuine reasons why such an action is taken by the management. For example, a worker or a group of employees may not be up to the mark of performance criteria set up by the organization. According to a business article, such actions can even extend to acts of insubordination. These can be justified that workers have gone against the common good of that organization. But in other instances, layoffs occur due to no fault of the employee. In such cases, the mindset of those affected can be encapsulated as follows – “No matter the cause for dismissal, telling a worker that his or her services are no longer required is a difficult statement to make. You may cushion the blow with praise, you may justify it with numbers, or you may cite the worker's poor performance as the reason, but no matter what you say to the fired employee and no matter how you explain it, the end result can be devastating to both parties involved” (Davis, 2009). In this instance, if a worker genuinely feels that his or her contribution to the organization is below par, such a fate would be accepted and the person will be forced to look at other avenues of employment. This in general can be stated to be the reaction of employees laid off due to external factors. Another factor that motivates employees to sabotage or reveal information could be an after effect of a poorly managed layoff. But in this case, it would indicate that such instances occur in cases where employees have the technical; ability to manipulate databases of companies. This is especially true in the case of employees who have the access and technical ability to manipulate or hack the IT systems of an organization. This is a factor that needs to be considered when laying off employees. The management need not give into such potential threats, but should take precautions so that laid off employees do not have access to the organizational data base in the future. This again could be a reason why the management takes drastic and quick steps with regard to a laid off employee leaving the premises as soon as possible without taking any valuable documents with them. Q. 1 (b): Effect of layoff on remaining workers: Review of literature on the above area of actual layoff seems to indicate that those employees still (temporarily safe) within the payroll could also be negatively affected. The first of this possible layoff category would be the poor performers (Mejia, Balkin & Cardy, 2010). First in and first out is another area of concern for employees. It would be based on the assumption that new employees have incurred the least cost to the organization in terms of training and employee performance. So it is only logical ...Download file to see next pagesRead More
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