Employment Problems in the Us

The unemployment rate has dramatically increased over the last several months. This increase has created many complications for the American people. Although the United States economy has created over 7 million jobs, there is still a long way to go until the economy is back on track.

The employees being laid off are major stakeholders as their means of living in jeopardy. In addition, as a result of the layoffs, the local economy will be effected. The culture of inclusiveness was one of the things that attracted Dennis to the company and the layoffs could seriously damage the institutions culture (Gentile, 2009).

Some employees resisted the change which happened during the prior restructure where management was downsized

The probability of the number of Americans that struggle with joblessness and being poor throughout their lifetime is still high. According to the Associated Press, Four out of five Americans struggle without jobs, close to poverty, or relying on welfare for at least parts of their life. We can only say the percentage of people facing those problems at least once in their life, not the percentage of people going through it now. This cant be figured by itself because you'd have to know if economic security troubles were lower than 80% before. In 2001, Rank and Hirschl used PSID data to see that 51% of Americans go through poverty at some point in their life. A small majority of American still spend at least a year of their adult life in poverty.

Unemployment Issues in the United States Unemployment is one top issue that our government faces on a daily basis. Many people are being unemployed as we speak. Even though the government is trying to take a lead on this major issue, the rate of unemployment is just too high. Why I feel strongly about this issue is because many of us continue to search for jobs daily and still no reply. There are many reasons behind being unemployed and those reasons are little issues that the governor himself can fix within a year or so. We are still jobless, the minimum wage is too low and most of the jobs that pay well always ask if one Spanish.

The effect of mismanaged LAYOFFs on the remaining workforce and the effects, lack of management preparation, the human condition, and lack of mitigation strategies. We think that the problem with this article is that not enough managers or HR personal, know how to let a person go from their employment effectively. They sometimes don't realize the impact that it has on the other employees morals. Also, that sometimes companies don't take a closer look to make sure downsizing will be the answer to cutting costs like they think that it will. Every HR or manager should be let go in their lifetime so

During the time that an organization is downsizing the supervisor and the managers has to be compassionate, respectful, and honest. They also have to be organized and continue to talk about the progress they are making (Quast, 2014). The regulatory guideline states that if there would be more than 50 employees that were being laid off all at the same time, the Federal Worker Adjustment and Retraining Notification (WARN) Act has to be performed. Under the WARN Act, it “protects workers, their families, and communities by requiring employers to provide notification 60 calendar days in advance of plant closings and mass layoffs”(United States Department of Labor, 2009). If the organization does not give the workers the 60 days notice then

Swatridge realizes the company is not being as efficient as they could be and downsizing is a strategy to keep costs down. Employees throughout the company are aware of this possibility and are constantly concerned about their job security. The uneasiness about not knowing whether layoffs are coming or not has younger employees worried about losing their jobs, older employees wanting to take early retirement, and skilled employees thinking about switching jobs. With the threat of downsizing looming throughout the company, employees are worried about job security, especially ones who have no other skills and would be hard for them to find a new job. There is a lack of communication between managers and workers which is affecting employee morale.

With many companies downsizing in today’s weak economy, we loyal workers are usually the first to go when the layoff slips are handed out. We also, at times, are the last called when that new job opens up. Part of this is due to the higher pay scale that our expertise and experience has earned for us throughout the years. Most companies only see the bottom line, which cutting the jobs of higher paid individuals means more savings. Also, society believes that

Downsizing has become a commonplace strategy for organizations to adopt in an effort to cut costs, eliminate redundancies, and streamline organizational systems. Over the last 15 years, many organizations have engaged in downsizing more than once. Most companies have learned from the mistakes of the past, but some companies are still trying to use the same tactics today that were used in the mid 1980s, that leave employees reeling.

When organizational changes are announced, particularly when there is downsizing involved, employees generally divide into one of two groups: those who will attempt to control their fate and those who want to get out before the changes occur. The group taking control will usually dig in, increase their productivity, hit their deadlines and do everything they can to shine in front of their managers hoping they will sail through the changes with their job intact. The remaining employees cope with the changes by avoiding them. You may see these employees taking longer lunch hours, coming in later and leaving earlier or simply not

As a result of the organizational restructuring that will happen in order to merge these two companies we were faced with having to let many employees go. Because we wanted to maintain our focuses on communication and empowerment, we had to think up a way to discreetly handle this situation where both parties came out with positive attitudes. After some thorough research we decided to adopt a strategy that promoted positive results for another company, PSE&G. When they were faced with a similar restructuring they decided that it would be better to reassign employees that were being laid off other positions inside of the company instead of letting them go and then hiring from outside. With us, we predicted that as different departments downsized to become more efficient other things will occur within that will make jobs available, like new divisions opening up and people retiring, so we decided that we would personally speak with each affected employee about their skills and goals and encourage them to apply and interview for other positions within.

A critical factor to the success of any company is its ability to attract top talent while retaining those already working within the company. Losing employees can have a significant impact on a company’s morale, productivity and overall profit.

The job market today is difficult for both employees and employers. It hurts emotionally and financially to lose a job, and it is equally painful to have to terminate someone. Both sides struggle. If you work for an organization that may be facing layoffs, being prepared helps. Below are some tips

     Many steps can be taken to ease the transition of the employees after downsizing occurs. For the employees who were let go from the company, reasonable severance packages should be offered to help the person until a new job is found (Roger & ME, Micheal