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Macroeconomic impacts on business
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Recommended: Macroeconomic impacts on business
When companies are starting to see a tough economic situation, they look for ways to reduce spending and overcome their financial short comings. N. Fredric Crandall, founder of Center for Workforce Effectiveness, contends most organizations find themselves faced with the difficult task of downsizing at some point (3). Further he argues payroll remains at the top of the list of damaging expenses; it is repeatedly the largest a company possesses (5). With the economy shifting between its highs and lows, American companies are looking for financial stability by means of a layoff versus other employee friendly processes.
In American society, the act of a layoff in terms of seeking financial stability has been present for many years. Business and economics writer for New York Times, Louis Uchitelle, provides insight to the history of layoffs and financial benefits to the American company. Before 1980, layoffs were, more often than not, associated with drops in production and sales, with laid-off workers returning or recalled to work as conditions improved (4). Continuing in the 1980s, greater proportions of layoffs were caused from plants and offices stopping operation and were, as a result, permanent (4). As the economy enhanced in the 1990s, layoffs continued, even occurring at profitable corporations, indicating a change in past practices (4 – 5).
What is causing American companies to look for a means of financial stability in today’s society? Some key causes of layoffs and financial instability for American companies include technological advances, international competition, changing customer demands, economic downturns, and inadequate company management. While these grounds may be seen as an ally for the company, they c...
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...offs has their disadvantage, American companies, clearly seeing the advantages, can find financial stability in the global economic state of affair.
Works Cited
Calabresi, Massimo. “The Ripple Effect.” Time 174.11 (09/21/2009): 32-34. Print.
Crandall, N. Fredric. The Headcount Solution: How to Cut Compensation Costs and Keep the
Best People. New York: McGraw – Hill, 2003. Print
Downs, Alan. Miracles of Management. Boston: Prentice Hall, 51-53. Print
Hironimus – Wendt, Robert J. “The Social Costs of Worker Displacement.” Social Policy.
Spring/Summer2007: 83 – 89. Print.
Uchitelle, Louis. The Disposable American: Layoffs and Their Consequences. New York:
Knopf, 2006. Print.
Tuna, Cari. “Weighing Furlough Vs. Layoff.” Wall Street Journal 13 Apr. 2009: B6. Web. 29
Jan. 2011. < http://online.wsj.com/article/SB123938638933208987.html>
The current economic downfall has forced many organizations to strategically restructure and downsize. Broadway Brokers is not immune to these economic challenges and has been faced with competition from discount brokers and Internet brokerage services. Broadway Brokers position of holding the largest market share has been jeopardized by their slow reaction to the shifting changes within the industry. Broadway Brokers staff possessed strong selling and interpersonal skills however lacked in their knowledge of the high tech skills that had been inundating the market. The organizations lack of adapting to new technology and their absorbent overhead was threatening their profitability. The organization was faced with the need to restructure, consolidate, and implement employee layoffs in order to remain competitive with the current financial climate. Rumors of impending office consolidations and staff layoffs had existed for some time. However, the CEO commentary in a Financial Times article confirmed such gossip. In fact, decisions had already been made by top management to enact a structural plan that would severely curtail offices, close offices, and reduce the level of employees across the organization. Top management was firmly fixed upon downsizing and consolidation and was now relying on its management staff to come up with a plan to implement a transition. A dozen of the company’s most respected managers – everyone from assistant vice presidents to managing directors were join together to devise a plan for change (Jick & Peiperl 2003).
In the planning process, the health care organization’s first step should be to identify alternative expense reduction measures that can be implemented. Marshall and Broas (2009) and McConnell (2006) state that measures such as hiring freezes, reduced work hours, reduced salaries or bonuses, early retirement, limited use of temporary workers and discrepancy spending should be explored first before resorting to mass reduction in the workforce. Given the numerous legal cases in which employees have accused companies of lavish spending during layoff processes, a company should consider taking expense reduction measures. This would show that the company had explored another alternative before resorting to a RIF, and it would also help employers dismiss employees claims that the RIF was not necessary or discriminatory ( Marshall & Broas,2009) .Whatever alternative expense reduction measures were taken by the company along with the reasons for doing so should also be documented( Marshall & Broas,2009).Documenting the reason for the RIF, should be the next step.
The major downfall and/or reorganization of companies have cost: lost securities, downsized or vacancies in employment, lost or minimized retirements, and assisted in the economic recession. The following companies have been involved in varying experiences that led to financial improprieties and unethical decisions.
Economic growth and employee turnover is one of the most critical issue facing corporate leaders today. As a result there is a shortage of skilled workers. We have explored several aspects of the workforce stability. The employee retention issue continues in the face of unprecedented churning in the employment market. Human Resource Managers are provided with a wide range of tools to control employee turnover. Workforce stability can be a HR Manager’s competitive advantage in these turbulent times. This is one of the hottest topics for corporate leaders in all fields in the United States and globally.
“To Grow Our Economy, Start with Paid Leave.” Northwest, Washington DC: Cato Institute, November 2014.
Employee turnover costs are very costly to a company. Turnover not only affects the bottom line but also affects the company’s morale. We are analyzing the problems within our company that are causing our employees to become unsatisfied with their job. Then we are going to find solutions. And then do the cost estimates of the turnover costs and the turnover savings after our solutions are implemented.
Throughout the 1970s, the ability of any one person to work hard enough to transcend social stratification in the United States became difficult due to various domestic challenges. The reality Americans begun to see during the ‘70s was bleak, this being contributed in great part to ecopolitical events. In the year 1974, a recession begun that has continued to affect the United States economy to this very day. Harold Meyerson, a writer and journalist for the Washington Post and The American Prospect in the article “The 40-Year Slump” notes “The middle-income jobs of the nation’s postwar boom years have disproportionately vanished. Low-wage jobs have disproportionately burgeoned. Employment has become less secure. Benefits have been cut. The dictionary definition of “layoff” has changed, from denoting a temporary severance from one’s job to denoting a permanent severance” (1). It is important to consider this point because it really lays the foundation of the 1970’s; one of little hope, and one shaken by what became known as the 1973-1975 Recession. This recession affected practically every person living in the U.S, and changed the perception of the workplace. Through low-economic growth and high inflation, the economic term “stagflation” came about, and negatively influenced the success of countless Americans. Alejandro Reuss, co-editor for the magazine Dollars & Sense in the article “That ‘70s Crises” asserts "The economy seemed trapped in the new nightmare of “stagflation,” so called because it combined low economic growth and high unemployment (“stagnation”) with high rates of inflation” (1). This is a valuable point to consider, as this term is still used to this day, and has affected all aspects of life for many Americans. Mic...
We say that we are heading toward a more global economy because of the fact that competition in today’s markets is global. This means that corporations in the United States can compete in foreign markets and vice versa, therefore U.S. corporations and foreign corporations become interdependent and thrive off each other. This can have a good impact on the United States because it allows U.S. corporations to seek materials and labor outside of the U.S. in countries such as China, India, and Mexico, where workers are paid a lot less money than U.S. workers, thus allowing them to sell their products for significantly cheaper than if they were produced in the U.S.; however, the tradeoff is that many American workers in the industrial sector lose jobs due to this shift of labor to overseas. In the long run this will be beneficial for the U.S. and although some percentage of workers are losing work, new jobs in the services sector, in fields such as computer technology, telecommunications, and language skills are opening up and experiencing growth because of this change.
However, this move is not always a wise one because when an enterprise has fewer workers it would reduce its productivity which would mean more financial problems. Besides it strains the workforce. If these corporations continue incurring losses they eventually close down and as a result, the workforce loses jobs. This is what has been going on since December 2007. Unemployment is one of the biggest problems that governments have to deal with. (compston 2002).
Layoffs are one means by which an organization can reduce expenses with the intent of improving its bottom line. Despite being typically performed as a last resort, layoffs often have a negative impact on the remaining workforce. As a manager, there are numerous areas for concern in managing the workforce going forward. The human costs related to downsizing are “immense and far-reaching” with one of the most profound being survivor syndrome according to Hanson (2015, p. 187). Also known as survivor’s guilt, this condition relates to the emotions felt by those still employed and some of the effects include decreased motivation, moral, and job satisfaction, as well as an increased proclivity to search for other employment. This volunteer turnover being another grave concern for managers, and retention of the remaining workforce is usually dependent on their existing perception of the organization and its culture (Sitlington & Marshall, 2011). Also relayed by
Something worth considering with the human resource management is culling of payroll as a result of the self service check out stations.
Job costing involves usage of situations where every job is done cost differently, consumers specifications play a bigger picture in this case. Direct and indirect costs are encountered. It is believed that job costing has lots of costs accrued from the production to the consumers (REEVE, J. M., WARREN, C. S., & DUCHAC, J. E. 2012). This involves labor, running of machines, and all the individuals who are involved in the production of a product from raw to the final product, indirect costs are applied in this order. Job costing order is best showcased in a manufacturing company, let’s take coca cola company, company specialized in beverages manufacturing and distribution, usually customers have no say in the final products of this company, but as the trends for consumption of a certain flavor, according to their statistics they will conform with the demands. The special requirements, like name branding on the bottles of the beverages, customization of the containers have had a significant impact in the consumption of coca cola products (Weygandt, J. J., Kieso, D. E., & Kimmel, P. D. 2010).
Farber, Henry S. "Job Loss in The United States 1981-2001." NBER.org. National Bureau of Economic Research, May 2003. Web. 12 Mar. 2012. .
Scheil-Adlung, X., S and Ner, L. 2010. Evidence on paid sick leave: Observations in times of crisis. Intereconomics, 45 (5), pp. 313-321.
As mentioned earlier, layoffs were starting to increase. Some businesses did not do as well as they thought that they would do. Parents were frustrated and confused as why the job market had falle...