dismissal meeting final.docx - Running head DISMISSAL...

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Running head: DISMISSAL MEETING Dismissal Meeting Student’s name Professor’s name University name
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DISMISSAL MEETING 2 Imagine that you are an office manager and you have been tasked with the job of coordinating and heading the dismissal meeting for an employee layoff: Globally, the competitive business surroundings refer to an organization that is continuously looking for techniques to retain competitive firm scenario and souk share. Mostly organizations reduced its workload to acquire its specific strategic techniques and policies. There are many reasons for lay off employees which includes mainly fraud, violation of rules, lack of standard of conducts, and performance problems (Jennifer Brown, 2013). These terminations may result in a stressed situation for both the organization and employee especially for the individual who is assigned such a task to convey messages (De Vries, 1997). It is reviewed by the psychologists that the process of terminating employees usually triggered higher executives so much anxiety which most of the employers avoid this situation. In the process of downsizing the employees, usually, managers ignore the arguments made by the individual. So in this case, it has a negative impact on the behavior of surviving employees (Bies, 2013). The management of organization downsizing the employees just only to augment the performance of other employees and interested in growing the productivity of its firm or organization. Other members of the organization have a tough task to compete with the requirements of the higher executives. By the layoff of the employee, it refers that dismissal of an individual from the organization whether this type approaches to long-lasting or provisional. Conventionally, temporary dismissal is actually done when the improvement required in an organization for the production purpose. The employees that are temporarily dismissed have a chance to join their job when terms and conditions have reformed. While on the other side, permanently dismissed employees laid off due to poor performance. It has been noticed that
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DISMISSAL MEETING 3 layoff employees are measured to be one of most challenging tasks for the managers if they have a long relationship with that employee (Jennifer Brown, 2013). Therefore, cost-benefit can involve in making decisions, the manager who is assigned this task have to deal with the critical behavior and sentiments as well. The relationship will affect trust between the organization and dismissed employee because of misunderstanding the reasons that are being triggered for the laid-off employer (Stewart, 2012) Three ways that manager cope with negative emotions There are fundamental three main proposed actions that are being taken by the managers to overcome the negative effect of layoff (Grunberg et al. 2007).
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  • Spring '16
  • Termination of employment, Severance package, Jennifer Brown, dismissal meeting

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