What are the benefits and shortcoming of only using qualitative techniques to make long term financial decisions?

The reviews from employees reveal the organizations culture (e.g., work environment, morale of employees) to be one of reasonable pay for reasonable work, but the employee reviews don’t seem to indicate people love the company enough to stay put for a long time. When people are not happy in their jobs conflict can ensue. “Incivility erodes organizational culture and can escalate into conflict.” (Cardon 58)

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

There are five major components of job satisfaction, one being monetary benefits (Ghillyer 2010). According to Ghillyer (2012) an employee’s behavior towards their pay may affect their work performance. The issue that arises with employee motivation is that management is unable to satisfy all (Ghillyer 2010). This becomes an even larger problem when employees being joining unions, resigning and being frequently absent (Ghillyer 2010).

At a time when many companies experience a difficult economic situation, they have to cut costs by laying off workers, and worse if your employees decided to leave for other competitors. Losing a talented worker is costly and to replace your top employee’s knowledge, experience and customer relationships is not something as simple as ones might think. So why do good employees quit? Even with high wages or great benefit, employees can still depart from the company if they do not get along well with their managers. So in order to keep good employees on board, the managers play an important role in knowing and matching their workers’ needs. In what follows, I going to analyze the case study: “Why are we losing all our good people?” which is about a fictional firm called “Sambian Partners”; what's really the reasons that is driving talented people out of the company and offering some solution to help Sambian stop the talent drain.

(ii) Management needs to know how employees respond to redesigned work environments, technological changes, increased accountability, compulsory increased efficiency with fewer amounts of help, and comparable phenomena that have been established to exemplify many work surroundings that have had a downsizing occurrence. (iii) A closer examination of the specific items used to the measure of the effect of downsizing reveals that stress- related issues are most responsible for the negative attitude toward downsizing. (iv) With companies downsizing it can affect you emotionally and mentally. The companies demand more responsibilities from fewer people, which can cause a lot of stress. The workloads increase to where one is working more hours and even weekends. Downsizing basically takes you away from your family and friends. Even though it is good for the company, it’s the employees who pay for it. (v) This study was part an attempt to analyze some of the variables that could affect the motivational level of survivors of downsizing variables. Furthermore the study proved that there was a big communication gap between the employees and the management, also that the management failed to answer the emotional needs of the survivors of downsizing which eventually resulted in a lot of mental trauma.

Although qualitative analysis is used for physical areas, with the usage to tackle non-financial information, it can be widely useful in business and finance fields.(kesh and Raja 2005, 167) The qualitative analysis of the company level is concerned with products and services, competitive advantage, management efficiency, corporate culture. Advanced products can get increasing cash inflows and improve company value (Carter and Demissew 2008, 63) because booming demand for products and services can lead to a high reinvestment rate of the company, this creates additional wealth.( Madden 2007, 125) Competitive advantage can includes producing capacity and the efficiency of a company’s design and cost controlling better than the industry’s competitors. Generating a competitive advantage for a company will creates stakeholder value. (Vilanova, Lozano and Arenas 2009, 63) The improvement of management efficiency can lower operating costs and company culture can enhance corporate image, leading to improvement of company value.

According to the article, “The Downside of Downsizing,” Caela Farren, points out that companies no longer have loyalty to their workers; therefore, it is no surprise that workers no longer look to remain in jobs long-term. Farren also believes that companies need to look beyond the bottom line and see that it is the human factor that makes the company successful (Farren, 2008).

Most Employees report to work as required, undertake their tasks based on their job descriptions and they get satisfied for the good work they do. Employers should play their role of increasing the morale of the employees by remunerating them on timely basis and incorporating them into the daily business operations. This is a principle of good morale (Sornum, 2010). However, various reasons in the organization may result to low morale. The following are causes of low morale within the organization.

Thinking critically and making decisions are important parts of today’s business environment. It is important to understand how the decision making process works and the steps involved. The nine steps of the decision making process are: identifying the problem, defining criteria, setting goals and objectives, evaluating the effect of the problem, identifying the causes of the problem, framing alternatives, evaluating impacts of the alternatives, making the decision, implementing the decision, and measuring the impacts. (Decision, 2007.) By using various methods and tools to assist in making important business decisions an individual can ensure the decisions they make will be as successful as possible. In this paper it

In today’s competitive workforce, compensation and benefit packages plays a crucial role on recruitment and retention for both the organization and the employee. Bumpbie finds itself in a situation where it could positively affect its employee’s morale, turnover rate and longevity; by making a strategic decision to implement compensation and benefit packages that will encourage current workers to stay and entice new applicants. Money is not always the inherent reason businesses experience high turnover rate, the constant shifting in the job market will always be a contributing factor as well as employee’s moral. Mayhew, R. (2016), explains that an “employee compensation plan” refers to all the components offered as well as the way in which they are paid, and the reason behind the employees getting the compensation case bonuses, salary increases and incentives. The fact that there are voluntary and mandatory benefits that organization provides to their employees give employees the freedom of choice, as well as the option to make the whether to stay with or leave an organization based on the benefits it provides. Variable Pay is also an option that some employers offer their employee which is performance based or results oriented. Whether it is profit sharing, merit based programs or incentive bonuses; it all comes down to which organization can provide employees with the compensation or benefits packages that best satisfy their needs.

Research indicates that 54% of employers believe pay and reward play a key factor in staff retention (XpertHr 2011). Contrasted against why employees leave an organisation 50% stated that it was due to poor pay and performance not being recognised through rewards (Personnel today, 2004).

A company under economic duress will often be forced to make difficult decisions, many of which can impact the experiences and lives of personnel. This is especially true when dramatic cost-cutting changes are demanded and even more so when these changes center on employee payroll. For personnel, financial compensation simultaneously represents a demonstration of the companies valuation of one's services and a critical means for individual survival. Thus, when payroll cuts must occur, there will inherently be negative consequences in the areas of motivation and morale. The research here will investigate these negative consequences with an emphasis on how best to keep morale at an acceptable level and to keep employees engaged in their work.

Consciously or not, the value of employees is high, especially experienced employees. So, losing them mean loss of cost. The society for Human Resource Management found that total cost of replacement can range from 90 per cent to 200 per cent of an annual salary, it already includes training and the loss of productivity (Manpower Group Solutions, 2010). Such as expensive unbalance at cost, as Kent (2004) and Bersin (2013) stated that the leaving employees are like disruption spread through the organisation, because turnover creates cost, not only in recruiting and administrative fees, but also invisible cost, such as lost productivity, lost engagement, customer service and errors, training cost and cultural impact. Those things that cannot be calculated clearly should be realized and considered by the company.

Many companies look to salaries and benefits as the first places to cut back when looking to make changes that involve cost-saving. When this happens, it is inevitable that some employees will leave the company to seek employment elsewhere. The employees that remain, whether they stay voluntarily or because they could not find employment elsewhere, are often resentful. Motivation decreases, taking job performance along with it. Employees lose their company loyalty and may even become angry enough to purposefully sabotage the company.

In today’s world, employee safety and morale are important. When employment began, people worked hard and it was all about production and demand. It appeared that ‘nobody’ cared about the average worker. The workweek was fifty-six hours, without the mention of breaks. Eventually, unions were formed by the employees’, which helped with some changes. The New Deal by President Hoover began the governmental changes for the employees. In today’s world, Human resource managers are becoming more aware of the many facets of their jobs, including the employee morale, job satisfaction, as well as the company’s’ financial status. These three interventions from different sources have similarities and differences; however, they are all meant to help the employee, as well as maintain a safe environment for said employee to work.