by Spart H
Submission date: 13-May-2019 10:14AM (UT C+0300)
Submission ID: 1129579022
File name: Dismissal_meeting2.docx (892.45K)
Word count: 1932
Character count: 9647
SIMILARIT Y INDEX
INT ERNET SOURCES
ST UDENT PAPERS
Submitted to Strayer University
St udent Paper
Int ernet Source
Running Head: EMPLOYEE LAYOFF
Managers in a company, be it the general manager or a department manager or a branch
manager conduct and run the managerial activities of the company. The activities include
monitoring the employees and their behavior and ensure ethical behavior. The Human Resource
Manager is the most appropriate organ to observe and ensure the ethical practices are followed.
The Human Resource Manager, (HRM) provides the rights and values of the employees are
taken care of, and none are broken and can also put an employee in check if the behavior shown
is wanting or unethical and can fire one too. The overall manager could assume the role of firing
and hiring employees too. The thesis below observes some of the issues an office manager
Ways of coping with negative emotions after a layoff
A layoff could be described as a permanent or temporary termination of an employee’s
contract or a group of employees. The layoffs are triggered by a particular issue or a specific
issue either pertaining the employees personally or pertaining to the company as a whole. The
reasons that could to a layoff are; Economic or financial reasons, unethical issues, or misconduct.
The implications of a fault are somewhat unforgiving and prompt a disciplinary action. Layoffs
cause a reaction from the employees. The employees start showing anxiety issues, distrust
towards the management and even rebellions may start. The reactions would reduce the
productivity of the employees. As the office manager, the responses of the employees would be
addressed for a better working environment and relationship going forward. The manager should
use the following strategies; Change the situation, encouraging suppression, and changing the
thoughts of the employees (Bentley, et al., 2019).
By encouraging suppression, the manager talks to the staff as a whole in a meeting and
tell them “it is enough.” The manager should put across to the employees that it is essential to
relax and calm down and assess the situation why the layoff was conducted. The employees
should feel the manager is there with them and is aware of the frustrations that accompan...
15 Million Students Helped!
Sign up to view the full answer