Downsizing and restructuring. RIF Avoidance Strategies When Downsizing and Restructuring 2019-01-09

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Chapter 10: Downsizing and Restructuring Flashcards

downsizing and restructuring

In other words, managers must strive to maintain or increase productivity and quality levels despite having a smaller workforce. Downsizing should be initiated from the top 2. This can lead to different areas of your business being underserved as employees multitask and make choices about what work to put on a back burner. For instance, records become more accurate and easier to access if a business implements a computerized filing system. Another issue the company may have to deal with when they are laying off personnel is the morale of the individuals who are still.

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Organisation restructuring and downsizing

downsizing and restructuring

So, I hope this provides some insight, and at least causes some introspection. Decision-makers should identify where inefficiencies and costs exist 5. What would be the best short- and long-term scenarios for me? Agencies must have Congressional authority to offer this incentive. In essence, they downsized because they lacked new products that would have stimulated growth and because their existing product markets were decreasing. Not surprisingly, reaction to this approach by the employer was swift and viral. In contrast, announcements of downsizing are well received in the stock markets. Auto workers were among the first to be laid off during the initial wave of downsizing.

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Difference Between Downsizing and Restructuring

downsizing and restructuring

A lot of common points and again, these are two different terms that indicates two different strategic steps and end results. Your managers all know who these people are, even outside of the formal succession planning process. These massive layoffs are, however, just one part of the story. For example, if you bring contracted work in house, you will initially increase your costs as you hire new employees but save money in the long term as you eliminate high contractor fees. Downsizing has repercussions that extend beyond the companies and their employees. Regardless of the label applied, however, downsizing essentially refers to layoffs that may or may not be accompanied by systematic restructuring programs, such as staff reductions, departmental consolidations, plant or office closings, or other forms of reducing payroll expenses.

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Downsizing: Managing Redundancy and Restructuring

downsizing and restructuring

In addition to recruiting and training new hires, you must manage them, spending time on departmental goal setting, budget planning and weekly meetings. Here are five such career development strategies organizations should put into action during these changing and uncertain times: 1. The aftermath of downsizing also places greater demands on managers to make do with less. This might include hiring a full-time bookkeeper, information technology person, human resources manager and marketing director. For some sectors, this trend is projected to be particularly prevalent through 2012, as shown in Table 2. Outplacement programs may be directed to other parts of an agency, other Federal agencies, or to the public and private sector. Employees who are laid off tend to suffer from depression, anxiety, insomnia, high blood pressure, marital discord, and a host of other problems.

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Reorganization, Restructuring or Downsizing?

downsizing and restructuring

Most of these acquisitions stems from the loss in profits or a general fall from the competitive market; a bigger and more successful firm takes over the entire industry that helps dominating the playing field or just plain increase in the economic profits. It is not uncommon for a company's stock value to rise following a downsizing announcement. Many cases of restructuring involve downsizing. The objectives here are simple: keep your best talent, maintain productivity during the change, and ensure that affected employees are redeployed or leave the organization on good terms. This is a very effective step towards achieving product extension and geographical market extension into unrelated yet profitable industries.

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Difference Between Downsizing and Restructuring

downsizing and restructuring

Downsizing: One of the reasons that cause a complete turn around of the organization is downsizing the whole company where there is a reduction in the number of employees and therefore repositioning of work, systems and productivity numbers and sales are needed. Some economists, however, suggest that the overall net effect of such outsourced jobs will actually be an increase in U. Likewise, outsourced operations are usually less expensive than in-house labor. The employee may decline the offer and later compete under reduction in force procedures if they are invoked. Furloughs: Involuntary lay-offs without pay. Furthermore, some analysts suggest that companies can improve their efficiency, productivity, and competitiveness through quality initiatives such as Six Sigma, empowering employees through progressive human resource strategies that encourage employee loyalty and stability, and other such techniques. Edmunds has a bachelor's degree in journalism.

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Downsizing: Managing Redundancy and Restructuring

downsizing and restructuring

Most often, companies are being moved and reorganized so that productivity increases and the control on the market scene is more diverse and profitable. I own a small company, for the last 13 years, operated in two countries with different sets of laws. They reason that without downsizing, companies would not remain profitable and hence would go bankrupt when there is fierce competition and slow growth. Voluntary Separation Incentives: Cash payments made to employees who voluntarily leave the Federal government. Restructuring: Yes, this is one type of downsizing, fairly unpopular but has provided answers and results for high inefficiency and low profitability. This includes taking the time to allow dismissed employees to air their thoughts, instead of laying them off quickly and impersonally, and providing assistance in finding new jobs. Cultural Changes When a business has a flat organizational structure, where only a few employees report directly to the owner, top staff members have more autonomy and authority.

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RIF Avoidance Strategies When Downsizing and Restructuring

downsizing and restructuring

New strategies usually follows downsizing at the helm and therefore, with the new strategies in place, there is a call for the restructuring of systems and organizations. Contracting out: Non-critical or non-full time functions or services can be contracted out on an as needed basis. Labor groups have reacted to the frequency and magnitude of downsizing, and unions have taken tougher stances in negotiations because of it. Improved Efficiency When many businesses launch, a handful of people often share the large workload associated with running a company. Increased Administration Work As you restructure, you might find you have more administrative work, especially if you hire more employees.

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