...redesign and restructure their organization with the intention of maintaining their place in the market. According to the decision maker, downsizing can be a solution to many organizations to reduce their budgeting issues and to increase their productivities. ( Labib & Appelbaum,1994) This essay will focus on organizational downsizing. Part one present the downsizing concept, particular attention is paid to downsizing reasoning and stages, its impact on the performance and the legal issues. Part two focus on the early retirement. ORGANIZATIONAL DOWNSIZING – A LITERATURE OVERVIEW The term downsizing refers to an "elaborate decision to reduce the size of the workforce in an organization" to improve the organization performance and decrease cost. (Kozlowski et al., 1993, p. 267). Layoff and early retirement are methods of downsizing; in fact layoff is an immediate act of discharging an employee due a decline, while the early retirement is a personal decision to leave a job voluntary before the retirement age. (http://www.answers.com) There are two terms of downsizing: downsizing by need and downsizing by preference. On the first case the company is obliged to reduce number of its employee without previous planning due sudden challenges like financial crisis, new technology revelation and market changes, In this case employees can lose there...
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...past it used to be you could not get ahead because of the "glass ceiling", now it is more like the "gray ceiling". The aged work force must take personal responsibility in job hunting, because looks can be an asset or detriment. Experience is no longer a prerequisite for an offer. The U.S. congress passed the ADEA, thinking it was going to protect workers of forty years old and above during the hiring phase. Yet only ten percent of the claims involve the hiring process, the other ninety-percent is wrongful discharge. People are quicker to sue an employer if they were fired rather than during the hiring process. Proving a case for wrongful discharge would be much easier than trying to read someone's state of mind during the interview. In an article by Ira Carnahan, she brings to light an interesting fact; the first decade after passage of ADEA, unemployment among workers fifty-five and above rose from 2.5% to 4. Please note! This is not an example of text written by our writers! Essaypedia.com is a database of essays that were collected at open web resources. You can use them at you own risk...
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...EMOTIONAL INTELLIGENCE LEONA MENDIOLA AIU ONLINE This essay defines emotional intelligence and ways to improve emotional intelligent. It also states the examples of emotional intelligence. This essay describes the writers overall EQ score and her response to the results. It also includes the importance of emotional intelligence. Emotional Intelligence is the ability to properly observe and maintain your emotions in an intelligent perspective in order not to let your emotions over run you and to affect your choices. I will provide three example of emotional intelligence. The first example would be understanding your emotions. Most people want to manage their emotions instead of understanding it. Understanding your emotions should be the first phase of becoming emotional intelligent. The second example would be thinking reasonable about the emotion before taking action. When making emotional choices it frequently results in taking wrong actions. An example would be anger. Anger can encourage you to do something you will regret. If you think reasonably before making a choice you are in the process of being an emotional intelligent. The third example would be putting yourself in the shoes of others. Emotional intelligence includes putting yourself in the shoes of others so you can figure out an explanation for their behavior. An example is if you were a supervisor and one employee was not doing their duties then it is not considered an emotional intelligent. It is not wise...
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...the employee loses the job for a certain period of time, a company’s way of handling it can have consequences long after the former staffers have left the building with their person belongings. When the decision is made whether to layoff or terminate an employee some managers have not been properly trained to have the unfortunate discussion with the employee that must take place to explain the company’s overall decision. Keep in mind that the aftermath of employee terminations and layoffs also effect the surviving employees. Companies need to acknowledge that the individuals still employed may be left feeling fearful of losing their jobs and that it is important to explain the reasons for the layoffs or terminations companywide with compassion and transparency. Companies also need to remember that they have to follow and respect the law when terminating and laying off employees. Our team agrees that the problem presented in the article, “Mismanaged layoffs can go ‘horribly wrong’,” is the lack of proper management training provided by the organization and proper preparation when it comes to employee layoffs or termination. All organizations as well as management at one time or another will be or have been faced with hard decision to amplify based on what they see or recognized as the best interest for their organization and the employees that are staying on the team. Laying off employees is a very difficult task for any manager but understanding how the layoff process works...
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...right human resources or staff (i.e. mangers and employee). It trains and develops them. It motivates them by giving them recognition and rewards. It also provides them with the best working condition. HRM is directly concerned with the "People" of the organisation. It is people oriented process. That is manage people at work. (Akrani, 2011) HRM is a process of four function which are listed below: * Acquisition of human resources: It includes planning, recruitment, selection, placement and induction of staff. * Development of human resources: It includes training/ development and career development. The knowledge skill, attitudes and social behaviours. * Motivation of human resources: This function includes giving recognition and rewards to the staff. It also includes performance, appraisal and handling the problems of staff. * Maintenance of human resources: This function includes providing the best working condition for employees. It also looks after the health and safety of the staff. Outsourcing * Freelancing * Sub-Contracting * Franchising * Consultancy Work H R M Employee Needs Long term consequences * Individual well-being. * Organizational Effectiveness. * Societal well being. Business Strategy and Condition Internal Flexibility * Part time * Temporary Work * Home work * Tele working * Flexi-time Management Philosophy In this essay I will be drawing a situation of a Hospitality...
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...The processes of rewarding employees and cessation of employment at “ISKANDHAR SCHOOL” Associate Degree in Human Resource Management Maldives Business School 24th May 2014 3156 words Table of Contents Executive Summary …………………………………………….……………………..………5 Introduction …………………………………………………………….…………………...… 6 1. How to reward employees in order to motivate and retain them 1. Link between motivational theory and reward ………………………………...….7 Abraham Maslow’s motivational Theory hierarchy of needs ………7 Relationship between Motivation theory and rewards…………..…..8 Conclusion ………………………………………………………...…….9 2. Evaluate the process of job evaluation and other factors determining pay The Process of job evaluation used in Iskandhar School…………10 Conclusion …………..…………………………………………………11 Recommendation ……………………………………………..………11 3. Assess the effectiveness of reward systems in different contexts Reward System used in Iskandha School ………………….………11 Conclusion ……………………………………………………..………11 4. Methods organizations use to monitor employee performance Methods of monitoring employee performance in Iskandhar School ……12 2. Mechanisms for the cessation of employment 2.1 Reasons for cessation of employment with an organization Four reasons for cessation of employments in Iskandhar School ………14 Four reasons for cessation of employments in Maldives Customs Service ……14 2.2 Employment exit procedures used by two organizations Employment exit procedures used...
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...They solve problems right away or they would at least cut down the problem into a manageable size if the problem cannot be solved right away. When it comes to decision making, they wouldn’t wait for the information to come in, they decide based on experiences, common sense, and instinct. These managers also know very well on how to make use of the resources that they have to reach the goal set by the employer. Management by Libro (Idealistic) Managers in this area are very planning and process oriented. They solve problems by reflecting on them first before taking any action, then brings in the analysis of the problem that they believe in fact. Since they are process-oriented and want to make sure that everything in their plan would work smoothly. In most cases, they have a system of their own, believes in the rules they set and won’t change them easily. Management by Lusot (Opportunist) Managers who are opportunists have no principles, or they change their principles according to the situation. They have strong faith in money and power but not in people, and they lack the sense of loyalty. Once their padrino is no longer in power, they would terminate the relationship with him and look for another one. When it comes to decision making, they tend to avoid headaches by passing the pressure to other people. Management by Ugnayan (Reconciler) Managers in this category are the mixture of both realistic and idealistic. They choose the most appropriate move to solve a problem...
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...Recommended Reading: Institute of Medicine (1999). To Err is Human: Building A Safer Health System. Washington, D.C.: National Academy Press | | Student Response | Objectives | Discuss concepts of quality control, quality assurance and quality improvement. Chapter 23 | Discuss the following:Quality control - refers to activities that are used to evaluate, monitor, or regulate services rendered to consumers.Quality Assurance - Quality assurance models seek to ensure that quality currently exists.Quality Improvement - assume that the process is ongoing and quality can always be improvedDefine the following terminology * Critical Event Analysis – process used to determines discrepancies between care provided and unit standards. * Root Cause Analysis – process used to obtain further information regarding why the standard was not met. * Benchmark - the process of measuring products, practices, and services against best-performing organizations. A tool for identifying desired standards of organizational performance. * Standard - predetermined level of excellence that serves as a guide for practice. Standards have distinguishing characteristics; they are predetermined, established by an authority, and communicated to and accepted by the people affected by them. Because standards are used as measurement tools, they must be objective, measurable, and achievable. * Quality Gap - The difference in performance between...
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...HUMAN RESOURCE MANAGEMENT MGT 201 – ANALYTICAL ESSAY 28/07/2013 TOPIC: Analysing Staff Turnover, its Cost and Effects on the Business and Developing Strategies to Improve Staff Retention: Student Name: Fabio De Souza Lima Student Number: 0053455T Lecturer: Nathalie Hudson Sunday, 28 July 2013, 11:55pm In comparison with other types of industry, excess of labour turnover has become a chronic problem for Tourism related enterprises, especially in the Hospitality sector. It has the potential to cause (directly or indirectly) serious issues and generate a multitude of costs to a business. For example, the whole process of recruitment and training can be very expensive and, even costlier can be the potential decline in the levels of service quality and productivity, which can culminate in customer dissatisfaction and consequential weakening of the business. This paper seeks to analyse such scenario by investigating staff turnover cases occurred throughout a variety of corporations in the hospitality industry. It discusses how such situation will affect businesses and, at the same time, suggests how Human Resource Departments should approach the issue, in order to help companies retain its most valuable asset, the employees. The difference between staff turnover rates amongst managerial positions and other more peripheral positions became evident after research and so did the notion that staff turnover rates will vary depending on the size of corporations. But, above...
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...Management Behavior Background This memo is going out to the senior management in light of our company, InterClean, Inc., going into a merger with one of our competitors, EnviroTech, Inc. This memorandum will discuss how our behavior as managers can affect productivity of our current staff, management actions that do or do not align with employment laws, and some best practices we will adopt for the new diverse workforce across the globe. When I refer to management behavior, I mean myself, and the frontline managers who report to me. I will try to address them here as well although this memo is supposed to go to the senior management. This merger is supposed to create new opportunities and larger footprint in domestic and global markets for the new company. Although there is a lot of excitement, all of our stakeholders are envisaging new challenges. One of those challenges is our new sales team will need to adopt different approaches and develop a new organizational structure to align with service-oriented solutions. Impacts on productivity during transition To begin with, let me take this opportunity to thank all of you for all the hard work, dedication and relentless efforts to bring InterClean, Inc. to a milestone where they can think of going global. Our industry has evolved with changing government safety codes and regulations. The new company is going to follow the aforementioned regulations and create world class turn-key solutions for our worldwide customers. Very...
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... the birth of fiber optics, cheap transportation, and a level playing field for global competition in the 21st century. 2. (TCO 2) External HRM influences are categorized into the general areas of the dynamic environment, laws and regulations, and what other areas? (Points : 10) Training and development Labor unions and current management practice Outsourcing and offshoring IRS and 401Ks 3. (TCO 3) Which of the following is not a law affecting discriminatory practices? (Points : 10) ADEA IDEA EEOA CRA 4. (TCO 4) What is the purpose of drug testing? (Points : 10) Test the employee/candidate ethics Test the employee/candidate's ability to perform a job Test the employee/candidate for illicit substances Test the employee/candidate for recreational drug use 5. (TCO 6) Which constraint on recruiting efforts is being monitored and controlled by using teleconferencing for initial interviews? (Points : 10) Government influences Job attractiveness Organizational image Recruiting costs 6. (TCO 9) Which career stage represents an individual who is not learning about the job and not expected to perform above last year's performance? (Points : 10) Decline stage Plateau stage Late-career stage Midcareer stage 7. (TCO 12) Worker's compensation is a state-created program...
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...Employment Law CLASS 13: November 16, 2015 Book pgs. 1017-1019; 1032-1042; 1043-1047; 1051 1075-1079; 1088-1094; 1108-1111; 1123-1126; 1131-32; 1137-1145; 1194-1202. Unemployment – Chapter 12 Bankruptcy Large and small American companies have become bankrupt either as a means to terminate business or a way to reorganize and continue to operate. The Supreme Court held unanimously in NLRB v. Bildisco & Bildisco that a collective bargaining agreement is only an executory agreement, and can be rejected by the employer after bankruptcy if the agreement burdens the estate, and the equities balance in favor of rejecting the labor contract. The Supreme Court also held that an employer commits no unfair labor practice if it unilaterally alters the terms of the existing collective bargaining agreement. After bankruptcy petition has been filed but before review by a bankruptcy court of the arguments for altering the contract. Plant Closings Local 1330, United Steel Workers of America v. United states steel Corp. (p. 1032) 631 F.2d 1264 (6th Cir. 1980) Facts: The D., United States Steel Corp had two large steel mills in Ohio. The P., two local unions represent about 3,500 production and maintenance employees. The plants have been the life blood of the workers, their families and the community for many years. The Ds are closing the plants because of unprofitability. The Plaintiffs, the Congressman from the district, and the Attorney General from Ohio sues United States Steel...
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...The law, nature, sources and importance This discussion is going to focus on a number of issues. Firstly, an outline is going to be given on how the law affects business in a country. From there the importance of business law is going to be deliberated, followed by the nature and sources of law. Finally, a discussion is going to be made on how the law can be improved in a country. The law has many impacts on business. In this discussion the writer discusses three ways in which the law affects business. Generally the law affects business in the following ways: * Protecting the interests of the investors * Protection of the provisions of business contracts * The law regulates the business environment * The law provides guidelines in the employee- employer relations * There are laws on tax * It promotes transparency. Regulating business environment and operations The law provides guidelines and standards in which all businesses must operate. This protects the business from crumpling as much as protecting the consumers. For examples there are laws that require the business to comply with international practices. For example the companies must declare their business deals with the international partners. The government needs to find out if the partnership is in the interest of the investor. Another example of this relates to the need of all business in the country to get registered. In registering businesses certain details are required. This ensures that...
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...The purpose of this essay is to discuss whether employers in New Zealand should have the right to hire and fire workers without the threat of having to defend against an unjust dismissal claim should they decide to discontinue that employment relationship. It’s required to take a position; for or against employment at will for New Zealand employers and describe then trade-offs that would take place if such a policy was introduced to New Zealand law. We do have an example of a type of at will law in New Zealand with many arguing we are half way to the same law currently in place in the United States of America where there have been many arguments for and against the doctrine. Many believe that it is an antiquated policy should be on its way out. However others believe that it has been eroded to the point where it is no longer as straightforward as it was upon its creation and enactment and no longer a threat to employees but rather a law in their favour. To understand employment in New Zealand we must first define the employment relationship. There are three sides to the employment relationship; your side, their side and the law, or; the employee, the employer and the law (Employment Relations Centre, 2006). An employee is “someone who has agreed to be employed, under a contract of service, to work for some form of payment” (Department of Labour, 2011). An employer is an entity who gives directions to a person or worker under an employment agreement then pays wages or salary...
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... Submitted to: Professor John Peterseli Keller Graduate school of Management Importance of managing flexible work force The working environment is changing rapidly with both workers and employers looking for flexibility. Their world of work is characterized by mobile workers, agents, and virtual teams. There are no geographic barriers. This led to employers to adopt employee contribution ways that are more consultative. Due to advanced technology and increased availability of workers, there are more cases of flexible work arrangements (that include part time, fixed term and temporary jobs) now than before. Regulations protecting the rights of workers have been relaxed to allow organizations to terminate workers more easily. The flexible workforce has changed the way companies conduct business in the modern world. Defining Flexible work force Workforce flexibility refers to an organization's ability to adapt its human resources in a manner appropriate to increasingly changing environmental conditions. To be flexible, an organization has the ability to adapt its workforce to new organizational structures, and workers have the background and ability to learn new skills and adapt to new functions ( Dalton, 1998 ). This means two things; first, that firms can quickly and...
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