{[ promptMessage ]}

Bookmark it

{[ promptMessage ]}

Joewilliams assignment 3

Joewilliams assignment 3 - Running Head DISMISSAL MEETING...

Info icon This preview shows pages 1–4. Sign up to view the full content.

View Full Document Right Arrow Icon
Running Head: DISMISSAL MEETING 1 Dismissal Meeting Joe Williams Dr. Kenneth Lewis HRM 530 Strategic Human Resource Management August 9, 2015
Image of page 1

Info icon This preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
DISMISSAL MEETING 2 Introduction Managers must understand that the purpose and focus of layoff is not to target an individual but to relinquish the position. Therefore, it is not about an individual, but needs for the position. As such, the layoff decision is met based on needs of the position and the company. Therefore, if the person occupying the position proves incompetent for the position or does not fulfil the needs of the position, the company makes decision to let the person leave. Moreover, if the position is redundant or ceases to be necessary, the person occupying the position is let free. If hiring/firing managers approach the firing issue in this perspective, it will be possible to avoid negative emotions. In addition, if the employee is made to understand the purpose of the decision, it will be easier for them to understand than when attacked over the situation. 1. Propose three (3) ways that a manager can cope with any negative emotions that may accompany an employee layoff. a) Respectful and helpful treatment towards the departing staff Managers can ease the pain of a dismissed employee by granting them a generous severance package and treating them in a respectful manner. Treating employees who have lost their jobs with support and care helps them to deal with challenges in enduring the layoff experience and finding new job (Gandolfi, 2008). Economic support for instance mirrors management’s kindness and understanding of the termination impact. If possible, the manager can help the leaving employee find a new job. Doing so sends a positive message and reassures remaining employees of good treatment. It is unwise for managers to distance themselves from leaving employees because it may create tension in the workplace. Another way of supporting employee who has lost his/her job is to provide them with psychological counselling. This can be achieved by hiring a counsellor and paying for the sessions.
Image of page 2
DISMISSAL MEETING 3 b) Supporting the remaining staff The remaining staffs grieve loss of a fellow staff and will be dealing with on-going job insecurity, guilt about not losing their jobs, increased workloads, and job anxiety. The manager can set aside time to check on remaining employees and reassure them of job security as well as let them know how they are doing. The manager will need to communicate job expectations with the remaining staff as well as support them with training and career development. The manager will need also to acknowledge continued job anxiety and trusts concerns in the workplace. By acknowledging the difficulties in the workplace, the manager normalizes employee reactions. This is because acknowledgement lets employees understand that they are affected by uncertainty.
Image of page 3

Info icon This preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
Image of page 4
This is the end of the preview. Sign up to access the rest of the document.

{[ snackBarMessage ]}

What students are saying

  • Left Quote Icon

    As a current student on this bumpy collegiate pathway, I stumbled upon Course Hero, where I can find study resources for nearly all my courses, get online help from tutors 24/7, and even share my old projects, papers, and lecture notes with other students.

    Student Picture

    Kiran Temple University Fox School of Business ‘17, Course Hero Intern

  • Left Quote Icon

    I cannot even describe how much Course Hero helped me this summer. It’s truly become something I can always rely on and help me. In the end, I was not only able to survive summer classes, but I was able to thrive thanks to Course Hero.

    Student Picture

    Dana University of Pennsylvania ‘17, Course Hero Intern

  • Left Quote Icon

    The ability to access any university’s resources through Course Hero proved invaluable in my case. I was behind on Tulane coursework and actually used UCLA’s materials to help me move forward and get everything together on time.

    Student Picture

    Jill Tulane University ‘16, Course Hero Intern