Comparing Kant's View Of Massive Layoffs And Employees

Layoffs are tough for both the employee being laid off and the company for which he/she worked. The situation causes so much uncertainty amongst the remaining employees. The feeling among the employees is; if this happened to them this could happen to me as well. According to Johnson (n.d.), “There is a major disruption in the status quo; relationships are severed, work is redistributed with a probable increase in everyone’s

The “lean and mean” organization resulting from downsizing has given way to emerging management concepts such as employee empowerment and self-managed work teams. These characteristics of the current workplace, in combination with a rise in the use of contingent labour, signify a serious cultural shift away from the traditional “pre-downsizing-era” workplace. Hierarchical, bureaucratic organizations which offered employment for life

Companies can just settle for fewer profits by absorbing the increase cost of their current labor supply instead of dismissing workers. This is one method might be the least popular method and the least used by firms. Using this approach decreases the company’s net profit. This method should only be used by firms in a strong financial position and there is no other approach that can be used.

Layoffs are not always the best solution for a decline in company profits. A business must resolve the conflict that exists between their responsibility to meet economic targets and the ethical responsibility of non-maleficence. Furthermore, it must be determined if the layoffs would even maximize stakeholder welfare from a utilitarian perspective (Arce & Xin Li, 2011).

Employers within the private sector organizations in these provinces do not want First Contract Arbitration imposed on them, as this takes away their management rights and power. They have capitalistic mentalities and employees are a cog in the wheel of monetary gain. ()

Corporations began placing less value on employees and more value of the money. Many individuals at the top of the hierarchy, such as stakeholders and board of director members were making deals that placed value monetary gain. While at the bottom of the hierarchy, where the employees were, had the opposite experience. Some were seeing pay cuts or no pay increases, while others felt the sting of loss of jobs and company closures. Many of these decisions were being made within split second timing and were not discussed or worked on over an extended period, meeting the guise of an emergency or immediate

Specifically, managerial power has used shifting corporate responsibility to its shareholders as a justification for such undemocratic policies and business tactics. In the 1980s, there were clear efforts for corporate management to hold priority of shareholder's interests over that of their employees. Since the 1990s, C.E.O. pay drastically grew to be mostly comprised of capital gains thus influencing management's own self-interest to be more aligned with that of the shareholders (Frydman). As a result, corporate management practices were more willing to fire, outsource, and underpay American workers for the sake of turning a profit (Miniter). Evidently, this shift in values became reflective of the working class's deteriorating bargaining and political power. Over 30% of the nation's private-sector workforce was unionized in 1950, today this number has dropped considerably with the help of corporate managers discouraging unionization (Saving Capitalism, Ch 10-12, 144). In effect, laborers no longer had the bargaining power to demand higher wages or advocate for policies that protected their incomes (Saving Capitalism, ch 18,

If management follows the steps outlined in the companies established process, it should greatly reduce their risk. The company would also need to have a legitimate business reason to conduct a layoff such as a decline in sales, decline in foot traffic or to reduce an overage in payroll by reducing the number of employees. Things in the background that should be in their plan could be items such as, having human resources check employment contracts for those being considered for the lay off. Does the company need to deal with union rules or collective bargaining agreements? Are the laid off employees going to receive severance packages? All of these things should be considered when establishing a company plan for

The employee’s morale is low, they feel undervalued and unappreciated. With inflation rates and lack of raises their take home pay is less than before and the employee’s perception is that the company is doing well. During some tough years before, the employees that remained had pulled together and working harder to help keep the company open, they now feel that since business is good, they have not been appreciated or recognized for their commitment. They are concerned about their benefits plan and pension changes that may be happening.

In conclusion, the conglomerate wave of the 1960s and the takeover movement of the 1980s shifted the focus of corporations away from serving the interests of all groups of corporation’s constituents towards serving the class of elite. This shift in the objectives of corporations has created a set of social issues associated with the vast inequalities, growing rates of precarious employment and the transfer of wealth from the majority of population to the selected few individuals. In the 1980s, corporations experienced a decline in profits and employees in different industries experienced massive layoffs, while the payout ratio of shareholders and corporate executives increased from 42 percent to 57 percent. In the 1990s, layoffs did not decrease,

Some precautions should be considered while execute the process of layoff. The manager who conduct the layoff should not express his or her emotional feelings or threaten the terminated employee. The manager should not promise to rehire the employee at a later date, just to make that employee feel better. It might set the expectation for the terminated employee. If the employee will not be rehired, the company might face a legal issue for not keeping the promise. The company should be

The main primary stakeholder in this ethical decision is the employee. The employee is effected by this decision because they are the one whose job is at stake in the end. The benefits of an employee being terminated are that if they have an issue in their life that is permitting them from performing their best, it may give the employee time to find a solution to the problem. It also may give them a chance to start work with a new employer and get off on a better foot. In the employee’s case, the harms outweigh the benefits. A harm of a person being terminated is that they lose an income. If the employee is terminated they no longer have any money to be supported by. This would cause a great financial harm to the employee. This may also cause a harm to a person’s identity. Some people find their identity in their job. If a person is let go, they may think they didn’t perform right or something is wrong with besides the idea of their non-work issues interfering with their

Lastly, company may showed the sign of losing trust of employees. According to worker union news, employees in blue scope requiring higher pay eventually go for a strike.

Within nearly every organisation or company conflicts occur from time to time, between the employers and the employees. This paper argues what kind of conflicts

Each employee’s moral rights should be respected. By cutting their hours, we are giving them false hope that the company will return to a profitable status. The future for every company is uncertain. A company should not drag its employees through the mud just to have them be employed when the business goes bankrupt. Management should let them know the plan of action. Tell them “layoffs are impending.” Give them a choice to choose different employment before losing their current job. During the recent recession, many companies reduced employee’s pay as a means to save a job. Barbara Kiviat makes an interesting point in her article Pay cuts instead of layoffs: something insidious this way comes? She states that many companies “temporary” pay cuts became permanent, keeping workforce costs down while boosting profit as demand rebounds. Doing so greatly lowers employee morale by showing that they are number that can be