2942 Words12 Pages
Empowerment October , 2011 The current trend to downsize has dissolved a great deal of mid-level manager positions. This has eliminated the career path for new and seasoned employees wishing to move up the corporate ladder. The mid-level manager positions that have been abolished may have reduced costs but left corporations to find solutions to fill the void. The mid-level managers were responsible for training, setting priorities and ensuring their areas of responsibility operated in a smooth and efficient manner. They provided feedback, wrote appraisals, directed the day-to-day operation and were available to lead and listen to the employees. With the departure of these mid-tier managers, the responsibility for these functions…show more content…
For example, at firms such as IBM and General Motors, over the past fifteen years almost one third of operating and middle management positions have been eliminated. (Luthans: 32) Another study done indicates that while mid-tier managers made up six percent of the workforce population they accounted for seventeen percent of all dismissals in the late 1980s and early 1990s. (Marvis: 63-66). There are no longer the developmental roles that were available such as assistant or deputy positions from which employees were traditionally promoted into the leadership roles. (Crainer, Dearlove: Jul/Aug 1999). In the new leaner organizations, some manager view workers - particularly those who lack specialized skills or secondary education, as commodities and are willing to sacrifice them to meet bottom-line objective. Often while the higher level management seems impervious to dramatic change, middle and lower level managers are often not so well protected. (Abbasi, Hollman: Apr 1998). The magnitude of the potential damage to organizational learning capacity resulting from downsizing is a nonlinear function that results in progressively greater percent of capacity lost per individual as the size of the operate
Open Document