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    Downsizing

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    by the American Management Association (AMA), the most often claimed reasons for downsizing are “organizational restructuring,” “business downturn,” and “reengineering of business processes.” Downsizing has adversely affected 43 million jobs since 1980. Many organizations are realizing that downsizing may not be the best solution for reducing costs. The time and money it takes to train employees often make downsizing a wasteful procedure. By changing their business strategy, companies can find ways

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    Downsizing

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    “Less Is Not Always More” Downsizing; everyone has heard about it, talked about it, been a victim of it, or even had to implement it. Reports of downsizing occur frequently. I have repeatedly read the newspaper, watched the news on television, or listened to the radio and heard about mass lay-offs. There have been times that I have felt pity for the various people who lost their jobs, and there have been instances that I have not given it a moment’s consideration. I just thought, “I’m so glad it

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    Corporate Downsizing

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    Corporate Downsizing Corporate Downsizing Organizations in every segment of business, industry, government, and education are downsizing. Downsizing is and has been a controversial phenomenon in the last few years. The controversy that surrounds downsizing may be better described as a debate in organizational theory about whether change is adaptive or disruptive. The issues which establish the outcome of the controversy include why the downsizing is taking affect, how it is implemented, and what

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    Effects of Downsizing

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    Effects of Downsizing Downsizing has been known by several different names, in the late 1970's and the early 1980's it was called reduction-in-force, as of late it has been called restructuring government, privatization, contracting out and last but not least downsizing. "In the public sector it is called "privatization". In business it is called "downsizing. Otherwise it's known as "contracting out." Code words change but the intent is the same." (DIAF 99) Public governments seem to think that

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    Downsizing in America

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    Downsizing in America - INTRODUCTION - Downsizing, restructuring, rightsizing, even a term as obscure as census readjustment has been used to describe the plague that has been affecting corporate America for years and has left many of its hardest working employees without work. In the 1980’s, twenty-five percent of middle management was eliminated in the United States (Greenberg/Baron 582). In the 1990’s, one million managers of American corporations with salaries over $40,000 also lost their

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    Downsizing Corporate America Over the past decade, corporations around the world have been preoccupied with their staff numbers and with implementing strategies to reduce them. The objective has been to create lean organizations, trimmed of bureaucratic fat and bristling with competitive muscle. In the United States alone, some 3.5 million workers have lost their jobs to these programs since 1987. In the first quarter of 1994, there were 192,572 layoffs, averaging over 3,106 jobs a day.

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    Downsizing And Organizational Culture

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    Downsizing and Organizational Culture Table of Contents Chapter 1........................................................................................................................1 Chapter 2........................................................................................................................2 Organizational Culture Defined........................................................................2 Downsizing Defined.....................

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    Corporate Downsizing

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    Downsizing has become an extremely popular strategy in today’s business environment. Companies began downsizing in the late 1970’s to cut costs and improve the bottom line (Mishra et al., 1998). The term “downsizing” was coined to describe the action of dismissing a large portion of a company’s workforce in a very short period of time. According to online encyclopedia http://en.wikipedia.org downsizing refers to “layoffs initiated by a company in order to cut labor costs by reducing the size of the

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    Rships after Downsizing

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    ORGANIZATIONAL PERFORMANCE: RELATIONSHIPS AFTER DOWNSIZING THE PREVALENCE OF DOWNSIZING BEFORE 911 ·     Almost all medium and large firms downsized in the last five years. More than 90 percent of firms downsized in the last five years. A large majority downsized more than once in the last ten years. ·     Downsizing is not a one-time action. Approximately 62 percent of firms that downsized two years ago downsized again last year. ·     Downsizing is not motivated solely by bad economic

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    Employee Morale After Downsizing

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    Employee Morale After Downsizing Downsizing has become a significant idea in today's economy and maintaining the trust of employees when something like this takes place has also become very serious business (Brockner, Konovsky, Cooper-Schneider, Folger, Martin, & Bies, 1994). The question is not whether a company should downsize their employees but how to do the downsizing properly so that as few employees as possible are injured (Brockner, Konovsky, Cooper-Schneider, Folger, Martin, & Bies, 1994)

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