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Importance of managing diversity in a work place
Importance of managing diversity in a work place
Importance of managing diversity in a work place
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Downsizing is framed within the context of removing or taking out employees witch are of much use to the company’s work process, or their performance is not adequate. It is almost like upgrading your old pc, and taking out the old and obsolete parts. Many successful companies nowadays engage in downsizing as a purposeful and proactive strategy.
Interestingly though, some studies have shown that only a handful of companies actually have improved organizational performance with downsizing. Downsizing may prove to be a good solution to some of the companies financial and staff performance problems, but downsizing has wiped out hundreds and thousands of jobs all over the world, disrupted the lives of many employees, and changed the face of employment forever.
In conclusion downsizing may be the only solution to many companies and their problems, but it leaves be hind an enormous scene of unemployment, and opens up many doors to the employees that were better left closed. Sometimes downsizing is not the only solution to a company, they could consider training some of the employees.
Now to address the second part of the question, which is about finding employees with the right qualifications to fit the desired post. Most companies nowadays look for employees with the right qualifications, but they are not willing to pay high salaries.
There are many qualifications that companies seek when they are employing people to their workforce. They range from the basic ones such as enthusiasm, personality, outer appearance and so on. To the more elaborate such as technological and technical skills these are most important to data analysis, research and development sectors of a company. Visionary skills will also be in demand, for the ability to gather and analyze a wide range of data, and then this input and knowledge to guide the organization in to the future will be vital. The ability to learn will be above everything else will be very important, empowering people to grow and help their organizations achieve their desired goals & objectives. Some of these skills are innate, but many people enhance their ability to learn through college and university courses.
The next problem is poor morale. Morale is the job satisfaction, outlook, and feelings of an employee. Right now, employees do not feel secure within the business and are rebelling against it. They do not have a positive outlook for the future of the business and feel betrayed because of all of the people getting let go. The employees right now have a poor morale due to all these factors.
Today, many health care organizations have been forced to reduce their workforce due to the downturn of the economy. Marshall and Broas (2009) state that whenever health care organizations conduct a reduction in force (RIF); there is the potential for legal risk. However, with proper planning and implementing, employers can minimize the risk of litigation (Marshall & Broas, 2009; Segal, 2001). Hence, before carrying out a 10% reduction in workforce, there are a number of steps that need to be taken to ensure it is successful.
Downsizing is a film about ‘scientists’ creating an irreversible procedure called well…Downsizing, which is used as a tool to fight ‘overpopulation’ *cough* Climate Change *cough*. Matt Damon stars as a middle age married man who is miserable because his life has no fulfillment and somehow can’t survive on $150,000 equity in Nebraska of all places. So he decides to become small to start over again and almost immediately his life as a small person is worse than his life at normal size which destroys the purpose of being small in the first place.
They may argue that jobs and benefits could be cut and could reduced desire for career advancement, but they are wrong. People get laid off from jobs everyday due to money budgets, lack of professionalism, or illegal actions. Companies do what’s best for their investment regardless, if minimum wage goes up or not. Whether they were to lay off people there will be extra workload divided among the employees left which is more than they are getting paid for. That could lead to the company having to pay their employees more.
...strategy when the initial downsizing failed to take them out of the red or gain back lost market share.
These include reducing its workforce by 1,200, lowering its adjusted cost per case in the field, and working to reduce administrative expenses. The company is also cutting back its U.S. broadline geographic markets from eight to six.
Length of service should play a role in making decisions for a reduction-in-force in a non-union organization but it should be taken into consideration along with skill level. An employee should not keep his or her job simply because they have been with the organization for several years. Each employee would need to be reviewed not only on how long they have been with the organization, but on his or her performance as well.
Organizational changes that reduce cost. The M&S reduced its management levels to reduce the cost.
Dewey Dell’s conflict Dewey Dell is the fourth child, and the only daughter, of Anse and Addie Bundren in As I Lay Dying. “Dewey Dell monologues are characterized with unarticulated wishes, powerful but poorly misunderstood emotions, and weakness.” From the dialogue, Darl said to Dewel Dell that Addie is going to die and she will die before they get back from the lumber job. Based on the story As I Lay Dying, does Dewey Dell hates Darl or she doesn’t? If yes, what is the reason?
For every job that you have, you will need to have a certain set of skills to be successful. For example, two people are looking to be hired, but only one person will actually get the job. The two people have near identical resumes but a few things make them different. While the first person was able to articulate his ideas when he was being interviewed, the second person could not. The first person was incredibly dedicated to getting the job while the second person was not. Last but not least, the first person was able to adapt to the fast moving paced job unlike the second person. In the end the first person got the job because of his dedication, flexibility, and communication skills. It would be extremely unbeneficial to go into a job without having, in my opinion, these most important set of skills. While there are several job skills that are essential to being successful, I strongly believe that being dedicated, adaptable, and have phenomenal communication skills are the most important.
Without understand the negative impacts of turnover, a company may be placing itself in a position that will ultimately lead to their demise. We are going to solve our problems and set our company on the path to success, a success that is not only reflected in our bottom line but also our employees’ morale.
Hence, as a result from their participation in the company, the employee will provide labour. The labour that they provide will ensure the stability of the company progression and the maximisation of competency with other airline services. In fact, the larger the number of employee that the company have, the more efficient the company will be. Shortage of employees will surely contribute to the degradation of the company image as there are insufficient staffs to hold and organise the company (O'Sullivan, Sheffrin, & Perez, 2010). Hence, if the problem persisted, the company will face bankruptcy and will eventually shut down or in another cases, they will terminate the particular branch that face the problem of staff shortage.
Skills given above are what students should develop and invest during the process of studying for a degree. Obviously, these skills called transferable skills are both relevant to employment and study. 'These skills are interpersonal as well as intellectual, and include the skill to learn from experience as well as reading, the ability to manage yourself, basic skills in numeracy, literacy and IT, interpersonal group-working and communication skills in analyzing and solving problems' (Cameron, 2008:19). So whether students could gain transferable skills in the university has become a major factor of developing a career after their graduation.
I am not going to say that the retrenchment strategy was implemented incorrectly because I did not have any part in implementing it. However, the region has suffered immensely since the retrenchment occurred. The management of a region has a huge role in retrenchment decisions. Managers need to be aware that the way the retrenched employee is an essential part of the retrenchment plan. To ensure that all employees are treated fairly and the retrenchment is carried out in an ethical manner; management must be open, honest, and transparent about the process; as well as be cognoscente of how they treat those who will be affected (Morris, 2012). Since I cannot say for certain that the retrenchment was or was not performed in the correct manner, I can only assume based on the end result, reactions of the remaining employees, and statements from those who lost their job, that some of the important processes may have been missed or not considered when the retrenchment was in process. The long term detrimental effect of retrenchment doesn’t simply go away with the terminated employee; it remains in the people who are left to carry on after the retrenchment is finalized. In my division, the employees who remained, have experienced morale problems, communication barriers, and some productivity issues. According to Morris (2012), this can threaten the businesses performance over the long-term. The company has experienced
During the 1980s and 1990s, in our increasingly global marketplace, downsizing and re-engineering became a common practice in business, eliminating much of the need for middle managers, cutting costs, speeding up decisions, and flattening organizational hierarchies worldwide. Middle managers began to be seen as unnecessary costs, easily replaced by displacing responsibility downward to their subordinates, and uncooperative, even having a negative impact on change.