Who Is The First One Fired?

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

My Introductory to Public Administration class has taught me the range that can come with public administration. Public administrators are employed in all levels of government, across various fields including social welfare, financial administration, and human resources (Denhardt, 2014, p. 1). Despite the various type of public administration jobs that exist, the one thing all public administrators are required to do is to maintain a commitment to public service (Denhardt, 2014, p. 1). In order to better understand how public administrators are responsive to public interests, I was assigned the task of interviewing a professional in public administration. I chose to interview Jeanell Emond, program manager for Central Valley Prevention Program (CVPP) and Mental Health Systems (MHS), because of my future in social work and my interest in developing and managing programs that benefit the community. Through the interview I was able to gain valuable insight on the agency and Mrs. Emond’s role as a public administrator. More importantly, I was able to learn how interorganizational partnerships, financial management, ethics, and leadership and management skills in public administration can help develop stronger communities.

On Sunday Aug 7th during Colt World Series there was an issue with some of the “Teammates” using chalk both outside or Loeb Stadium and inside the corridor of Loeb. Valerie Berry had stated that she talked to the group and advised to them that this was not allowed and that they were going to have to stop and clean the affected areas. I am not for certain who she said she spoke to with at the time. Before the conversation between Valerie and I, I observed two “teammates” drawing right outside the main entrance to Loeb stadium. I approached the girls and told them that there was no use of chalk permitted with any of Lafayette City Parks. The young girls then asked me what the issue in chalk was to the parks. I advised that my Boss Security Coordinator Tom Rankin did not like the presence of chalk because it promotes other types of graffiti. One of the girls who was still activity drawing at the time ask me if she would be able to finish what she was drawing at the time. I told her that if she really wanted to finish it she could but, the chalk was going to have to be cleaned off either way. She advised that she understood the instructions that I gave her.

The Workforce Matters guide for New York State agencies is a very valuable guide and relevant in 2012. It provides insight into the agency staff by recognizing the aging workforce and upcoming retirement; it recognizes the knowledge, experience and institutional memory that will leave the company once these long term employees leave. The plan addresses the changing demographic of its customers and the potential need for “new methods of service delivery and a workforce that reflects its customers”. They did not make the mistake of trying to solve staffing problems across the

Before I left the agency there were many layoffs and many resignations. The agency currently has many job vacancies. All staff and clients enjoy each other’s company and are sure that their needs are going to be met, but they often complain about the pay rate.

In a situation such as this, if I were the director of a community-based human services organization that includes sites in several towns and we were facing this crisis I would first schedule a meeting with the head of the state-funding agency. In this meeting I would point out the significance of the 30% reduction. The 30% reduction means that one out of the seven communities we serve will not have the aid they are used to receiving. The 30% reduction means that the services of some dedicated workers from one of those seven communities will be without employment due to the reduction. Most importantly, the 30% reduction means that our commitment to the communities we serve will have to be reduced and that’s the sacrifices that we are trying

The first option, I chose was to reduce agency staff. These types of employees actually cost more money to employ because they are contracted with a different company, so it costs more money to have them work for the company than regular company employees. The Elijah Heart Center will find that not only will the organization save money by not hiring contract employees but they do not have the expertise, training and knowledge of company policies and procedures that regular employees have.

Our solution is to develop a specialized not-for profit advocacy group, which focuses on policy change and bridging the gap between local government, non-profits, and the federal government. Furthermore, we will fill the void within these entities with additional resources. Our group will be composed of a full-time paid staff, a board of specialized individuals (ex. Lawyers, professors, government officials), and a network of community volunteers. Our staff will handle the day-to-day operations necessary for an efficiently run business, while our board of specialized individuals will donate their time/services for tasks outside the capabilities of staff members (on an as needed basis). The group of community volunteers will be a tremendous asset to the advocacy group, by providing services to those facing hardship from unemployment. Regardless of a person’s position, paid or unpaid, each member of our advocacy group will work as partners of the organization. It will function as a democratic body, as opposed to the bureaucratic structure mostly seen in government and nonprofit agencies.

Quadra took to solve the situation were to pose real questions. She asked her new leadership what the outcome of the change in status from not-for-profit to for-profit would have on her staff and students. Next, she knew the information about staff potentially losing their jobs was true. She attended managerial staff meetings where she learned of the downsizing and employee replacements that were going to occur in the near future. She interpreted this information as potentially loosing staff to new staff with the new leadership in place. She reported the findings by passing along to her staff, information about potential changes of staff. She did this with hopes the staff would listen to her and seek employment elsewhere before they lost their

Let's put this into perspective. IF..... you were the employer or manager of a company: the person in charge of hiring and firing, which person would you hire? Person 1 or Person 2 ?

Most non profit organization that is affected by the economy would experience a layoff of staff. Porter Leath would have to lose their staff by down sizing, in order to be able to provide the services, that the reduced budget would accommodate.Other staff members would have to take on additional work which may cause a burn out for the remaining staff. Other non profit organizations staff , will also experience this ramification. The budget is sometimes dispersed in the same way, causing them to also downsize their agency. For example , Youth village may encounter the same effects as Porter Leath as it is in the non profit industry as well.

Employee exit means terminating the employment contract between employer and employee. The exit procedures include returning company passcode cards and materials in possession of employee, clearing the dues and exit interviews. At Posh Nosh the employees are recruited mostly through references and the company is like a big family. Employees at Posh Nosh work with Posh Nosh for many years (Posh Nosh, 2016). Therefore, most of the employees retire from the company. Whereas, in The London Kitchen, employees are recruited at all the positions for all the levels by submitting CV and covering letter (The London Kitchen, 2016). Therefore, it can be said that professional business culture is followed, because employees join the organization at all levels as well as leave it after few years of service. Exit interviews is the most dreaded part for both the parties, however, exit interviews are need for the company because, these interviews give valuable inputs about the changes needed to be done to improve employee retention and productivity. In addition to this it gives insights for motivating the employees by eliminating the negative factors and eliminates possible legal action on the employer (Wilkinson & Johnstone, 2016). Many employees worked for Posh Nosh over a decade (Posh Nosh, 2016). Hence, it can be said that exit interviews conducted at Posh Nosh are very successful in retaining the existing employees.

During the News broadcast, I was the floor manager of the crew, this basically put me in charge of all the cameramen, lighting assistants and presenters. Not wanting to do this job in the first place did make me worried and nervous for it. During the first lesson in the studio, I did hold back a bit as I was unsure of my job roles. To get around this I could have easily had researched my roles as floor manager and not just have guessed them. Doing this role again in the future I would be more aware of all the potential health and safety dangers in the TV Studios; wires, hanging lights and equipment are all potential dangers so I would be much more observant and alert the crew more often of the risks thus lowering accidents and not stop rehearsal time.

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