It does not matter if you are an employee or a Human Resource manager, terminations and layoffs are typically not pleasant aspects in the business world. I have been on both ends of the situation in my day and learned that while the struggles are very different, the dilemma is very much the same for both parties. They both serve vital purposes in the business world by helping clean up the workforce and the budgets, they also can handle in different ways for different companies. Everybody has their own personal way they like to deal with both terminations and layoffs, which can affect the policy of the company they work for. The law also has guidelines that should help people stay close to the same procedures, but still leave some room for …show more content…
At times a business can be prosperous and moving at light speed. When this happens businesses find themselves in a situation where the decision makers will need to hire more people to handle the increase of work. This is also a time that they find themselves willing to look over some of the problems they have with particular employees. It is a good time for most businesses when it is like that because everybody is happy for the most part. When business turns the other way for the company and they are financially struggling to make ends meet it is a different story. That is when they will look at the business and need to make decisions that will affect many people in many different ways. Some people have a hard time when this is happening because they have personal relationships built in the company and they actually are not sure how they will be able to let people go even though they know it is the right business decision to help the company survive. I was able to interview two different people who are responsible for the termination and layoff process for separate companies in separate industries. The first is a Human Resource Manager who works at the company I work for, Kelsi Martinez, She has been part of a process that terminated and laid off 950 employees in the last 2 months. The second is T.J. Peace who is the Director of Information Technology at a local software company he is responsible for his department’s human
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.
First things first, termination of employment and employment contracts. There are a lot of significant differences in this domain between the US and EU, but foremost is that in the United States there is no legal requirement for an explicit labor contract. Most employment is on an at-will basis, which means that either the employer or employee can terminate the employment without any prior notice at any given point of time if the reasons for this are lawful. Notably, American federal laws and the US Fair Labor Standards Act do not mandate that employers should notify their employees before termination. An employer can fire an employee for any reason other than discrimination, retaliation, defamation, breach of explicit contract or fraud. On the contrary, in...
Many people may think that a being a paralegal is just like being a lawyer, but that is not the case. In fact, there are different types of paralegals just like there are different types of lawyers. These are some of the different types of paralegals that are out there: intellectual property (“IP”) paralegals, family law paralegals, and bankruptcy paralegals (“What Are The Different Types Of Paralegals?” n.d.). According to, “What Do Paralegals Do? (n.d.),” the duties of a paralegal are, “Conduct client interviews and maintain general contact with the client, locate and interview witnesses, conduct investigations, statistical and documentary research, conduct legal research, draft legal documents, correspondence and pleadings, summarize depositions, interrogatories and testimony, attend executions of wills, real
PART A: Martha Minow’s Five Unstated Assumptions About The Dilemma of Difference In Making All the Difference: Inclusion and Exclusion in American Law, Martha Minow outlines five unstated assumptions about the dilemma of difference and special privilege. The dilemma of difference is based on the idea that the identity of recognizing differences threatens the idea that we are all the same. In other words, the idea that everyone is the same leads to formal equality. The dilemma of difference is also about the “unstated point of reference,” which is when there is a failure to recognize difference as a problem.
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.
How many of us can agree on being in a situation, specifically within a group, when we had to choose between voicing our beliefs or losing respect over our beliefs to “go along” with the crowd by being told you had to sign something or become derecognized? Well, Tina, a volunteer leader of InterVarsity Christian Fellowship, is soon to be hit with a religious dilemma in respect to a policy that is forced to be signed for nondiscriminatory purposes. Facing ethical dilemmas is very common in the world and we have to learn to deal with them on a daily basis. In this paper, the case study being presented with reflect on the ethical dilemma through core beliefs, possible resolutions, evaluations, and comparisons being made from a Christian worldview
A. Strategy – “Fix it, Sell it, or close it” Jack Welch fired more then 100,000 people (almost one in four). Neutron Jack devised the "vitality curve" where the bottom 10 per cent of employees were challenged to improve or leave.
Gomez-Mejia et al. (2016) maintain that “clear communication, marking the occasion, and listening to workers” are several ways to facilitate the transition for the remaining staff (p. 195). HR can support the managers in this endeavor by providing counseling to assist layoff survivors, as well as terminated employees, in understanding and dealing with the changes (Sitlington & Marshall, 2011). Research suggest that communication from a variety of sources such as HR, help employees to understand the circumstances and increase their perception of fairness, which helps to negate the undesirable consequences of the layoff (Tourish, Paulsen, Hobman & Bordia, 2004). Proper information dissemination through the HR team can also help to squelch the spread of unfounded rumors, internally as well as externally through the media, according to Gomez-Mejia et al.
Voluntary and involuntary turnover have an effect on organizations. Rapid changes in job descriptions, organizational structures, and inter-organizational competitiveness increase the importance of studying turnover and its relationship with organizational change. According to Leana and Van Buren (1999), "the loss of key network members can severely damage an organization 's social fabric and perhaps eradicate its social capital altogether." When businesses lose a high number of employees, problems can occur, costing the company time and money. Some of the costs incurred are associated with training, drug testing, physicals, and orientations to hire replacements that may take several months to learn the job and to achieve competency. There is a saying, “Good help is hard to find---and harder to keep”. This saying refers to good organizations trying to reduce turnover when the competition for retaining good employees is intense.
Thinking critically and making decisions are important parts of today’s business environment. It is important to understand how the decision making process works and the steps involved. The nine steps of the decision making process are: identifying the problem, defining criteria, setting goals and objectives, evaluating the effect of the problem, identifying the causes of the problem, framing alternatives, evaluating impacts of the alternatives, making the decision, implementing the decision, and measuring the impacts. (Decision, 2007.) By using various methods and tools to assist in making important business decisions an individual can ensure the decisions they make will be as successful as possible. In this paper it will be examined how the decision making process can be followed using various tools and techniques to make successful business decisions by using these same tools and techniques during a thinking critically business scenario. The paper will also discuss how different tools and techniques could have been used to make different, yet still successful decisions.
Problem solving and decision-making are fundamental in all managerial activities. Although these defining characteristics of management can be used interchangeably, current literature makes a comprehensible delineation between the two. Problem solving can be defined as a mental process and is part of a larger process that begins with identifying the problem and ends by assessing the efficiency of the solution. Decision-making is also considered a mental process and identifies several alternative scenarios before making a final selection. For the purpose of this analysis, I will discuss the similarities and differences of problem solving and decision-making. I will also explain the steps of the decision-making process and discuss the different decision-making approaches.
The field of ethics (or moral philosophy) involves systematizing, defending, and recommending concepts of right and wrong behavior (Fieser, 2009). Many of the decisions one faces in a typical day could result in a multitude of outcomes. At times it can be hard to determine whether or not the decision you are making is an ethical one. Many philosophies have been devised to illustrate the different ways of evaluating moral decisions. Normative ethics focuses on assessing right and wrong behavior. This may involve reinforcing positive habits, duties we should follow, or the consequences of our behavior (Fieser, 2009). Of the many normative philosophies two stand out to be most accepted; teleology and deontology. Although they oppose each other in how actions are evaluated, they uphold many similar characteristics under the surface.
From the beginning, the film is filled with controversial decisions. First, the firm that is depicted in this film decides to lay off most of the employees in the firm leaving only 20% of the workers. However, the firm’s managers do not lay off the workers personally but hire another firm to do this. Without prior warning, the mass layoff takes place in a rather insensitive manner with employees expected to leave immediately. First, the decision by the company to lay off the people without warning is a questionable decision. Though they are offered a severance package, the employees are traumatized by the lay off. Having reported to work just like a normal day, none of the employees expect that they are going to lose their jobs on this particular day. Therefore, it is a surprise when the hired human resource team comes in and explains to the employees that they no long...
“Decision making is a process of first diverging to explore the possibilities and then converging on a solution(s). The Latin root of the word decision means "to cut off from all alternatives". This is what you should do when you decide.” (Kotelnikov, 2008). In fact, the decision making process helps reduce doubt and uncertainty about alternative choices to allow individual to choose the best reasonable choice. In addition, the decision making process can make the difference between a successful and an unsuccessful organization. Consequently, management tries to use the best techniques and tools possible to make the best decision. Nowadays, most organizations seem to think that they have the most effective and efficient decision making process. So what are the different styles of decision making processes have organizations implemented? In order to answer this question, the team members will investigate and observe the decision-making processes most prevalent in their organization. As a result, these papers will first compare and contrast the problem identification and formulation styles in the team members’ organizations. Then the most favorable aspects of each style will be discussed to describe a process by which a problem can be identified and described to stakeholders in a manner that is sensitive to their perspective.