Downsizing Powerpoint presentation, Assignments of Psychology

Download Downsizing Powerpoint presentation and more Assignments Psychology in PDF only on Docsity! Downsizing Presented by: Geyrozaga Downsizing - Often called as layoffs - When organizations restructure, the result is often a decrease in the size of their workforce Downsizing can be avoided by... reducing the need for layoffs is to offer early retirement packages. 04 ask employees to take pay cuts or defer salary increases 05 adjusting work schedules. 06 --> Employees can also reduce the effect of downsizing by monitoring their organization’s economic health Downsizing can be avoided by... Selecting the employees to be laid off Criteria • Seniority • Performance • Salary level • Organizational need --->To avoid intentional discrimination against older workers, Commitee decision should always be analyzed Outplace ment Program Financial Counseling Career Assessment and Guidance 02 03 EFFECTS OF DOWNSIZING Victims: Employees who lose their jobs due to a layoff. • report increases in headaches, stomach upsets, sleeping problems, cholesterol levels, physical illness, hospitalization rates, heart trouble, hypertension, ulcers, vision problems, and shortness of breath. • Victims report high levels of stress, increased drug and alcohol abuse, more marital problems, and feelings of depression, unhappiness, anger, frustration, and dissatisfaction with life • victims are reluctant to share their feelings with friends, avoid family and friends due to feelings of embarrassment and shame, and avoid social situations and entertainment requiring money. EFFECTS OF DOWNSIZING Victims: Employees who lose their jobs due to a layoff. Reduce the effects 1. Immediately tell families 2. Evaluate the reasons for the job loss. That is, was the loss inevitable due to problems with the organization, or could better performance, more current skills, or a better attitude have allowed the employee to keep his job? 3. Deal with the emotions that accompany a layoff (e.g., anger, disbelief, guilt, shame) and get help if necessary. 4. Prepare for departure by doing such things as securing references, negotiating a severance package, and taking advantage of outplacement opportunities. 5. Take a vacation or a short rest period to help prepare for the journey ahead. 6. Plan a new course of action and go forward with confidence. Summary In this chapter you learned: • Employees react to change by going through the stages of denial, defense, discarding, adaptation, and finally, internalization. • Employees best accept change if the reason behind the change makes sense and the person making the change is trusted and respected. Summary • Change is best implemented by creating an atmosphere for change, communicating details, making the change over a reasonable period of time, and training employees. Employees can best accept change if they speed up, take initiative, and spend energy on solutions rather than complaining. Summary • The five levels of employee input are following, ownership of own product, advisory, shared, and absolute. • Layoffs can be avoided by using temporary employees, outsourcing, offering early retirement programs, and creating alternative work schedules. • There is a proper way to conduct a layoff.