Week 6 Activity 3
Tracy Oliver
Course #
May 16, 2014
Dr. Richmond

Managers have a very complex and tough job when it comes to being a good leader and managing your team effective. However, the job gets even more difficult when a manager has to perform reduction in workforce (RIF) or what is more commonly known as layoffs. Managers have to cope with negative emotions that come with this process as well as the stress that the remaining employees often go through after many of their co-workers or friends have been removed from the workplace. They have to know the human resource approach on how to administer the layoffs correctly and how to determine the eligible time frames for any severance payments to those employees that maybe eligible. Managers are then responsible for being proactive on what opportunities and threats that may affect the organization after the layoffs have been performed as well. With all of these situations at hand, a manager must be very knowledgeable of the company’s ability to continue to move towards a profitable and stable work environment. When managers experience layoffs they must be prepared to deal with the both negative positive emotions and reactions from their staff. It may be very odd to expect positive reactions from those who are being laid off; however, this is not something that does not happen, especially if this is something that has been expected due to employees being aware of reduction of work load and loss on company contracts with huge organizations. Employees often embrace themselves for these inevitable changes in advance by updating their resumes and also being proactive in looking for potential replacement employment if the layoffs take place in their organization. Managers must also be aware of their own reactions towards upper management and their peers when going through layoffs. Managers often