Reorg and Layoff

Re-organization and Layoff: Issue and Problem Identification Paper

Learning Team B

PHL/320

2 March 2015

Wayne Moore

Re-organization and Layoff: Issue and Problem Identification Paper

Layoffs, downsizing, and re-organizations; no matter the title or method they are hard on the affected employee’s. Companies and management have to make tough decisions for what they perceive to be in the best interest of the majority and the health of the remaining organization. The question here is how much does the delivery of bad news matter? What is the most effective way to make a bad situation as good as possible?

Issues & Problems

The issue of the article in summary is the author believes that companies are not approaching layoffs or downsizing in the right way. The argument is subjective and it is the opinion of the author. He makes good and relevant points, but in our opinion his argument is focusing on one facet rather than looking at the issue in its entirety. Management/Leadership's approach is important as the author indicates. However, in the grand scheme of things we believe it is not as important as a focal point as he chose to make it. People are unpredictable and emotional and they will react as they choose no matter the delivery.

It is our opinion that the issue with the article is the one sided nature and lack of a substantial argument to support it as a whole. Placing blame on companies for not seeking alternatives to layoffs, and the method of the delivery can be detrimental in our opinion fails to shore up the larger problem of unemployment and preparing the employees for unemployment. This is an underlying problem because had the company been transparent in the beginning and kept employees apprised of developments both good or bad they would have had an opportunity to make choices for themselves; seek other employment, look at expenses, etc.

Differing Collaboration with a Defined Problem

Our group collaboration was effective and...