PHL/320 Week 3 Re-organization and Layoff: Issue and Problem Identification Pape

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Cergglerq1

Business Finance

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Review the discussion from Week 2.

Write a paper of no more than 250 words that incorporates ideas from the discussion. The paper should do the following:

  • Explain how a clearly defined problem could help you find the solutions.

Format your paper consistent with APA guidelines.

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LEARNING TEAM C- LAYOFF SUMMARY.docx week 2


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RE-ORGANIZATION AND LAYOFF TEAM SUMMARY Kellie Leeper, Teo Barlow, Sulma Carlos-Banderas, Shaunta Abrams PHL/320 June 15, 2015 Carolyn Harrison RE-ORGANIZATION AND LAYOFF TEAM SUMMARY 1 After reading the article “Mismanaged Layoffs Can Go Horribly Wrong”, the problem presented in the article is that layoffs are often mishandled and the Human Resources department does not know how to represent in the most respectful way. Many managers are not skilled with the proper etiquette required to perform layoffs and terminations. Most managers simply terminate an employee without any compassion. Because of this, employee departures spur up various forms of emotional conflicts, and negative impact for the remaining workers. This tension builds on the employers when they are forced to handle this tough loss and continue to manage a working staff without the breakdown of the company. This is a problem because; managers are not trained or prepared for the task of laying someone off. Although managers go through training to prepare them for the duties of their job and how to handle a corporate crisis, how to layoff or terminate an employee is not included in the manual. More proper training needs to be provided to management, although everyone will respond to it differently. Managers need to be prepared for different scenarios. Some solutions to solving this are to make sure managers receive the proper training. Make sure it is included in the training manual. Job transition education and training should be a part of the layoff process. Maybe offer a class on how to deal with different personalities in order to understand the employee and come off a little more compassionate. Also, companies should try to find alternatives to downsizing. Cutting wages from the VP's and possibly transferring people to different departments, as well as trying to budget out company stocks or medical benefits. If there are no other alternatives, but to layoff an employee, counseling should also be part of the layoff RE-ORGANIZATION AND LAYOFF TEAM SUMMARY 2 packet. Help employees get their resume in order and coach them on getting back in the job market. As long as there is great understanding of respect and the manager is taking actions to ensure that the employee is let go on good note, then the entire staff would feel as though the layoff was handled professionally.
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