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Can Ethical Downsizing Exist?

No matter how loyal employees are to companies and how valuable employees are for some companies, there comes a time when downsizing will happen, it is part of business culture, and this will never change. When organizations are faced with this dilemma, it might be one that helps you to save a company economically, and professionals must make the hard selection of who to let go, unfortunately, there is absolutely no easy method for this to happen. However, if handled unethically, it can have a detrimental effect on the corporation, because how people are cured is what matters, especially to those that are still applied. In this article, I am going to present my ideas that show there are ways for downsizing to take place in an ethical manner while deciding the movie "Up in the Air. " In the film, "Up in mid-air, " how corporations outsourced the downsizing of employees to a consulting firm immediately proved that the firms didn't value their people nor did they have any respect for them. It was managed in an impersonal manner, which only reaffirmed these people being let go were only seen as a cost. If you are heading to downsize, it requires to be treated personally, professionally, and behind closed doors, not out in the open, in cup rooms or via computer screens. Inside the film, Natalie Keener doesn't recognize that even though she introduces severance pay and job search help in desires of comforting the staff, that it's her occurrence in the appointment that is just as upsetting to the employees as shedding their job because the problem is unprofessional.

Ethical layoffs have to be handled expertly by the administrator in an exclusive setting where no one else can notice the conversation. If you are coping with fellow individuals beings' life's, it must be handled with esteem and compassion. Therefore, you don't set a specific time period limit per employee; you allow them as much time as had a need to process the problem so they can handle it with dignity. When you have a genuine matter for somebody else's wellbeing, even throughout a layoff, give them time to accumulate their things and bid farewell to their co-workers who may be friends.

Downsizing affects everyone at an organization, and for that reason it must be treated ethically. This is accomplished by dealing with employees by the golden rule. You must treat people with compassion, admiration, and dignity, not merely those you are allowing go, however the ones who are still employed. How companies manage the situation talks volumes, if the remaining employees witness the layoffs just how they were cured in the movie, it shows them these are nothing more than a bit of faulty equipment being thrown out. However, if they witness the problem ethically, it shows them that even though this acquired to occur it was a last resort and the business seems bad about enabling a secured asset go. A even change process that snacks people with dignity and value is essential to the morale of the remaining employees; if not, cancer tumor will propagate like wildfire amongst the ranks. That will generate further hesitation in their brains, and they will assume that the way their ex-coworkers were treated is how they will be treated, which means profits could lower further because remaining employees will begin to look for another job. Even though the movie shows all the companies as unethical, there are some forms of moral downsizing in the film that attempted to help the employees with the transition. For example, offering severance pay, health advantages, and job search support from the company. But the film will not show which kind of workers these folks were, honest downsizing can do other activities to help employees. For instance, if you have an employee who is a good employee you can tell them they may use you as a reference point such as Ryan Bingham have for Natalie in the movie, or even inform them you will make phone calls with the person. Another way that professionals can help employees during a downsize situation will bat on their behalf and offer a better solution as an employee transfer. In the event the layoffs are credited to lowering cost, this commendable idea may fit that bill. If so, the division accomplished the particular layoff intended, but the company itself does not lose a secured asset. In so doing, it offers two solutions. First it is a way to help a worker who might be fired and it also prevents the business from needing to spend even more income to train someone new. Another reasonable downsize option is perfect for businesses that know slices will be decreasing the line professionals can help make the employees more marketable. For example, in 2013, as i was teaching for Siemens, I found out from some students that Bayer Pharmaceutical in SAN FRANCISCO BAY AREA had planned a major downsize. Because of this Bayer informed all the employees that might be affected to register for as many documentation classes they wished so they could bolster their resumes and Bayer would pay for the classes; $1500. 00 to $2500. 00 per Siemens documentation. Although Bayer was letting them go, they handled it within an honest manner and paid over $10, 000 for classes for each person. This form of honest downsizing helps heal the wound of dropping your job. Additionally, it shows that a firm cares about these employees by demonstrating compassion, understanding, and a determination to help them find other employment. When companies follow Bayer's example and allocate resources to help employees, they decrease the harm brought on by downsizing.

When it involves downsizing ethically, being genuine and open with the employees that are being let go is the better practice. Per Bowie in section three, some laws and regulations prevent firing based on age, race, religious beliefs, and ethnic position. However, there exists nothing that defends employees from job at will. Therefore, being genuine and letting them know what the lands for termination are, might provide them with closure. It also allows them time and energy to get their resume out to potential employers. However, honesty goes beyond making employees know they can be being fired. There is a moral obligation that companies need to adhere to, that is certainly to keep all employees enlightened about circumstances that impact their job security and the company as well. Matching to Kant, Employees have dignity and for that reason have autonomy and self-governance, which means they have entitlement to respect. Being honest provides one of the basic needs of humans that is certainly "people want reasons for how others treat them. " (Bowie, pg. 44)

In conclusion, in the business world there are factors that happen that cannot be controlled and therefore require downsizing. Even though the movie does not provide insight as to the reason for the downsize, you might hope that the companies came to a decision as a final resort; that other possible alternatives were fatigued. However, if businesses decide to downsize anticipated to financial circumstances, they should do so within an ethical manner. On this paper, I provided ideas that support the thesis that honest downsizing may take place. Some of those were being professional and handling the problem on a personal level by displaying compassion, value, and knowledge of the situation. On top of that, make every look at possible to make the transition smoother to another job, such as being a reference, making calls to fellow workers at others, and aiding them enhance their job skills.

Work Cited:

Bowie, N and Werhane, P. (2005). Management Ethics. Oxnard: Blackwell Publishing

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