Review the discussion from Week 2. I have attached the required readings for this paper.layoffs.docx Mismanaged layoffs can go.docx PHL320_WK2_Team_B.docx Write a paper of no more than 1,050-words that incorporates ideas from the discussion. The paper should do the following:Summarize the issue.Identify the problem.Explain why this is the underlying problem.Reflect on the group collaboration process in defining the problem.Explain how a clearly defined problem could help you find the solutions.Format your paper consistent with APA guidelines.Layoff plan moves forward at GE Transportation
Martin, Jim. McClatchy – Tribune Business News [Washington] 03 Nov 2013.
1.
Full text
2.
Abstract/Details
Turn on hit highlighting for speaking browsers by selecting the Enter button
Abstract
TranslateAbstract
[…]Duke said the union plans to apply for Trade Adjustment Assistance or TAA, which provides
wide-reaching benefits to employees who lose their jobs due to foreign competition.
Full Text
•
TranslateFull text
•
Nov. 03–The first of the layoff notices should be distributed Monday morning as third-shift
employees clock out for the night at GE Transportation.
It’s a move that’s been months in coming. The clock began ticking April 9 when the company
announced plans to eliminate 100 salaried positions and 950 union jobs at its Erie plant.
Now, after unsuccessful lobbying and failed negotiations aimed at saving jobs, the company’s
plan for its first round of layoff’s is moving forward.
GE Transportation, which said the cutbacks were prompted by a slowdown in orders and
productivity concerns, announced Sept. 3 that the first round of layoffs would affect about 500
employees.
The pink slips to be distributed Monday will give employees one-week notice of their layoff,
said Scott Duke, president of Local 506 of the United Electrical, Radio and Machine Workers of
America.
However, the initial layoff total might be slightly lower.
Jennifer Erickson, spokeswoman for GE Transportation, said about 50 employees are expected to
retire instead of taking a layoff.
For some, those decisions have been difficult to make, Duke said.
“It keeps changing,” he said. “They are saying yes (to retirement) and they are backing out. It’s a
major decision for some people.”
While each retirement had the potential to spare one layoff, Duke said he didn’t try to influence
anyone’s decision.
“That’s not my role,” he said.
In a statement from Erickson, the company acknowledged the significance of the job cuts.
“We are taking this difficult step to meet an increasingly challenging marketplace that requires
us to reduce costs and improve flexibility to maintain our competitiveness,” she said. “We
understand how hard this action is for everyone affected, including families and the broader
community.”
She said the company is working closely with the state Department of Labor & Industry’s Rapid
Response team to help employees who lose their jobs.
Here’s a look at what the company is doing for displaced employees and the benefits they are
entitled to under the union contract:
– Rapid Response will be at GE Transportation on Tuesday to conduct an on-site job fair for
displaced employees and those with lower years of service. Representatives of local colleges and
trade schools are expected to attend as well as between 20 and 25 employers with plans to hire.
– Outplacement sessions will be held twice daily on Nov. 5, 12 and 19 in the auditorium of the
Customer Innovation Center. Information will be provided on unemployment, health insurance,
continuing education, retraining and other services available to affected employees.
– Instructional workshops will be held twice daily in the same building on Nov. 7, 14 and 21 to
help employees develop skills to navigate a job search.
– The UE contract provides for income extension equal to one week of pay for every year of
service, with a minimum of four weeks pay. Displaced employees also will receive a 12-month
extension of their benefits, including medical, dental and vision insurance.
– Employees also are eligible for a training allowance that provides up to $6,000 a year for
approved classes.
Finally, Duke said the union plans to apply for Trade Adjustment Assistance or TAA, which
provides wide-reaching benefits to employees who lose their jobs due to foreign competition.
The union applied three times for TAA benefits before they were granted after a mass layoff in
2009.
“I feel good about it,” Duke said. “I don’t think the company is going to fight us.”
JIM MARTIN can be reached at 870-1668 or by e-mail.
Credit: Erie Times-News, Pa.
Word count: 589
_(c)2013 the Erie Times-News (Erie, Pa.) Visit the Erie Times-News (Erie, Pa.) at
www.GoErie.com Distributed by MCT Information Services
Search ProQuest…
Cite
Email
Print
More
Add to Selected items
Ask a Librarian
Related items
Search with indexing terms
Subject
•
Shutdowns
•
Layoffs
•
Retirement
•
Cost reduction
Search
Back to top
•
Ask a Librarian
Search button
Layoff plan moves forward at GE Transportation
Martin, Jim. McClatchy – Tribune Business News [Washington] 03 Nov 2013.
1.
Full text
2.
Abstract/Details
Turn on hit highlighting for speaking browsers by selecting the Enter button
Abstract
TranslateAbstract
[…]Duke said the union plans to apply for Trade Adjustment Assistance or TAA, which provides
wide-reaching benefits to employees who lose their jobs due to foreign competition.
Full Text
•
TranslateFull text
•
Nov. 03–The first of the layoff notices should be distributed Monday morning as third-shift
employees clock out for the night at GE Transportation.
It’s a move that’s been months in coming. The clock began ticking April 9 when the company
announced plans to eliminate 100 salaried positions and 950 union jobs at its Erie plant.
Now, after unsuccessful lobbying and failed negotiations aimed at saving jobs, the company’s
plan for its first round of layoff’s is moving forward.
GE Transportation, which said the cutbacks were prompted by a slowdown in orders and
productivity concerns, announced Sept. 3 that the first round of layoffs would affect about 500
employees.
The pink slips to be distributed Monday will give employees one-week notice of their layoff,
said Scott Duke, president of Local 506 of the United Electrical, Radio and Machine Workers of
America.
However, the initial layoff total might be slightly lower.
Jennifer Erickson, spokeswoman for GE Transportation, said about 50 employees are expected to
retire instead of taking a layoff.
For some, those decisions have been difficult to make, Duke said.
“It keeps changing,” he said. “They are saying yes (to retirement) and they are backing out. It’s a
major decision for some people.”
While each retirement had the potential to spare one layoff, Duke said he didn’t try to influence
anyone’s decision.
“That’s not my role,” he said.
In a statement from Erickson, the company acknowledged the significance of the job cuts.
“We are taking this difficult step to meet an increasingly challenging marketplace that requires
us to reduce costs and improve flexibility to maintain our competitiveness,” she said. “We
understand how hard this action is for everyone affected, including families and the broader
community.”
She said the company is working closely with the state Department of Labor & Industry’s Rapid
Response team to help employees who lose their jobs.
Here’s a look at what the company is doing for displaced employees and the benefits they are
entitled to under the union contract:
– Rapid Response will be at GE Transportation on Tuesday to conduct an on-site job fair for
displaced employees and those with lower years of service. Representatives of local colleges and
trade schools are expected to attend as well as between 20 and 25 employers with plans to hire.
– Outplacement sessions will be held twice daily on Nov. 5, 12 and 19 in the auditorium of the
Customer Innovation Center. Information will be provided on unemployment, health insurance,
continuing education, retraining and other services available to affected employees.
– Instructional workshops will be held twice daily in the same building on Nov. 7, 14 and 21 to
help employees develop skills to navigate a job search.
– The UE contract provides for income extension equal to one week of pay for every year of
service, with a minimum of four weeks pay. Displaced employees also will receive a 12-month
extension of their benefits, including medical, dental and vision insurance.
– Employees also are eligible for a training allowance that provides up to $6,000 a year for
approved classes.
Finally, Duke said the union plans to apply for Trade Adjustment Assistance or TAA, which
provides wide-reaching benefits to employees who lose their jobs due to foreign competition.
The union applied three times for TAA benefits before they were granted after a mass layoff in
2009.
“I feel good about it,” Duke said. “I don’t think the company is going to fight us.”
JIM MARTIN can be reached at 870-1668 or by e-mail.
Credit: Erie Times-News, Pa.
Word count: 589
_(c)2013 the Erie Times-News (Erie, Pa.) Visit the Erie Times-News (Erie, Pa.) at
www.GoErie.com Distributed by MCT Information Services
Search ProQuest…
Cite
Email
Print
More
Add to Selected items
Ask a Librarian
Related items
Search with indexing terms
Subject
•
Shutdowns
•
Layoffs
•
Retirement
•
Cost reduction
Search
Back to top
•
Ask a Librarian
Search button
Running Head: RE-ORGANIZATION AND LAYOFF
Re-Organization and Layoff
Samaria Rattley, Jorge Montoya, Dee Hayes, David Scott
PHL/320
University of Phoenix
Sherrie Bedford
February 8, 2016
1
RE-ORGANIZATION AND LAYOFF
2
The problem presented in the article is mismanaged layoffs that have traumatic effects on
the laid off staff and the remaining staff in the organization. The mismanaged layoffs can go
wrong due to the lack of adequate and proper policy. The management must identify solutions to
the problem to ensure that employees are not left with fear. They should thus handle layoffs
properly. There must be an explanation of the reasons for a layoff so as to leave employees
satisfied. A company must also avoid the legal ramifications if employees take legal action
against the management for the layoff.
Mismanaged layoffs are the problem since the management does not inform the
employees of the layoffs. Sometimes the management handles the layoffs badly such that they
look uncaring. Even if it involves the termination of the term of the employee or elimination of
the employee job, lack of proper handling has negative effects on the employees and the
remaining staff. It creates resentment in the organization. Thus, they lack the motivation to
achieve the organizational goals. Sometimes a layoff is not the only alternative to the cutting
down of the organizational costs (Brenda, 2013).
In the event of a layoff, the management must be transparent and compassionate. They
need to give an explanation for the job losses. In this way, it eliminates fear among the staff
leaving them motivated to work. Also, the management should consider whether there are
available alternatives rather than the layoff. Layoffs can be replaced with the transfer of
employees to other departments, the cutting of wages or the reduction in contract workers.
However, if layoffs must be done, respect must be maintained since it can be a humiliating and a
psychologically destructive process. The law must be followed in laying off workers; Severance
should be paid to every employee depending on the term of service. Layoffs are a difficult
RE-ORGANIZATION AND LAYOFF
decision, and the management must have adequate training on how to handle them in the most
efficient way (Brenda, 2013).
3
RE-ORGANIZATION AND LAYOFF
4
References
Brenda, B. (Jun 28, 2013). The Globe and Mail. General Interest Periodicals—Canada. B. 14.
Retrieved from http://www.theglobeandmail.com/report-onbusiness/careers/management/layoffs-can-go-horribly-wrong-ifmismanaged/article12870186/
Purchase answer to see full
attachment
Why Choose Us
- 100% non-plagiarized Papers
- 24/7 /365 Service Available
- Affordable Prices
- Any Paper, Urgency, and Subject
- Will complete your papers in 6 hours
- On-time Delivery
- Money-back and Privacy guarantees
- Unlimited Amendments upon request
- Satisfaction guarantee
How it Works
- Click on the “Place Order” tab at the top menu or “Order Now” icon at the bottom and a new page will appear with an order form to be filled.
- Fill in your paper’s requirements in the "PAPER DETAILS" section.
- Fill in your paper’s academic level, deadline, and the required number of pages from the drop-down menus.
- Click “CREATE ACCOUNT & SIGN IN” to enter your registration details and get an account with us for record-keeping and then, click on “PROCEED TO CHECKOUT” at the bottom of the page.
- From there, the payment sections will show, follow the guided payment process and your order will be available for our writing team to work on it.