Question

Report on how your organization handles employee layoffs. Critique the approach and suggest improvements to the layoff process or describe why your organization handles them well. In your​ critique, address legal​ issues, sensitivity and psychology.

​Also, select at least one bad news​ sample, request refusals to employees or customers. Critique your selected example and suggest​ (rewrite) an improved strategy or discuss why your example was good. Include sample documents to illustrate.

​Then, address how one type of bad news might be effectively delivered in an​ international/diverse culture of your choice from your organization.

​Finally, discuss how your organization uses technology to deliver bad news and discuss strengths and suggested improvements.

Answer 1

My organization follows a rather harse way to handle employee layoffs and have faced already adversemnet and opposement from the previously laid off employees. My organisation just publicily humiliated and treat the employee callously and lay them off.

Approach/Improvements to be taken - If the employees are informed and communicated well about all the reports and process about the company instead of keeping them in dark or even if the managers notify them regulary of pending cuts, this will reduce the chance of the employee suspecting the manager for his/her unfairness or any sinister actions. The manager should be honest and senditive to his employee and maintain an open communication letting him/her know of the approaching consequences which might sub-consciously prepare the employee of the approaching results.Better employee treatment reduces the chance of legal threats. The manager or the human resource department needs to be sensitive about the employee emotions and maintain a delicate balance , the employee deserves some proper explanation so the manager needs to be empathetic.