Any Takers - 2
achcks
case_study.pptxCASE STUDY
1
TERMINATION OF EMPLOYEES’ WORK
MAIN PROBLEM
Effective termination of an employee so as to avoid emotional problems on the employee’s side and also maintain the image of the business entity/employer.
It is noted that many mangers have no qualms in dealing with financial crisis and issues affecting their companies but the issue of terminating the services of their employees becomes a heavy task on them.
Colleen states that every human resource manager should at one time have their job terminated so as to have a feeling on the issue.
This implies that the issue of job termination is a hard one on both the side off the employer and the employee.
2
TERMINATION OF EMPLOYEES’ WORK
WHY IT IS THE PROBLEM
Managers are said to be able to tackle serious crisis but the issue of terminating an employee is noted to be a daunting task to them.
Some have communication issues whereby they don’t know what to tell the employees being fired.
Poor handling of the issue of termination of work can bring about fear to the other employees left behind and also resentment towards the organization.
When the managers are breaking the news to an employee that they have been released of their duties, some managers will say unnecessary words, some will say more than is enough while others will hardly say much to the affected employee. Due to this, the employee will be left in a state of uncertainty and it might even hurt the employees feelings.
It is also traumatic to the other employees when they see their fellow employee being fired. This can elicit feelings of fear among them which will lead to lower productivity among the remaining staff since fear is a factor which reduces personnel's productivity.
3
TERMINATION OF EMPLOYEES’ WORK
POSSIBLE SOLUTIONS
Employers should be respectful and cautious when handling job loss issues
Organizations should strive in maintaining compassion and transparency in issues which revolve around job loss.
Employers should also give the employees ample time to consider what is being offered in their being laid off.
According to Hornstain, employers should be respectful when laying off staff rather than just bundling them off as if they are a bunch of commodities which is not the case.
Humiliation on the part of the employee who is being laid off should be avoided at all costs.
In some countries such as Canada, federal laborers have to be issued with a notice two weeks prior to their being laid off after they have worked for at least three months. They also qualify for severance pay if they have worked for more than one year.
4
TERMINATION OF EMPLOYEES’ WORK
POSSIBLE SOLUTIONS
Companies should also analyze whether downsizing on employees is really the best thing to do to avoid on unnecessary layoffs (Henry, 2013).
When laying off staff, organizations should be keen to follow relevant legal regulationS.
It is also prudent to pay the employee who has been laid off in a respectable duration of time.
According to Dr. Henry Hornstain, organizations will in most cases decide to downsize their staff without necessarily checking whether there are any better options. This does not always lead to any positive improvement on the part of the organization.
Instead of laying off the workers, they can be transferred to more relevant departments or have their wages reduced at a percentage so as to cut on the spending of the company.
Paying of severance should be done with respect to the years and experience the employee has worked for a particular company.
The rules by which an employee ascribe to should also be put into consideration when relieving the employee off their duties.
5
TERMINATION OF EMPLOYEES’ WORK
REFERENCE
Henry Herrnstein, (2013). Organizational change management, New York, NY: Webley’s.
