INTRODUCTION
Downsizing, restructuring, rightsizing, even a term as obscure as census readjustment has been used to describe the plague that has been bear upon corporate America for years and has left many of its hardest on the job(p) employees without work. In the 1980s, twenty-five percent of middle watchfulness was eliminated in the United States (Greenberg/Baron 582). In the 1990s, one million managers of Ameri potty corporations with salaries over $40,000 also lost their jobs (Greenberg/Baron 582). In total, jeopardy 500 companies have eliminated 4.4 million positions since 1979 (Greenberg/Baron 627). Although this strike downsize of companies can have many reasons behind it and cannot be avoided at times, on that point are simple measures a company can evolve to make the process easier on the laid-off employees and those who survive with the company.
STAGES OF DOWNSIZING
The curtailment process can generall(a)y be broken down into three distinct dots. The first stage is called the diagnostic stage. In this stage, counseling staff pulls together and determines the amount of costs and expenses that posit to be reduced, and how a lot can come out of layoffs (Moore 49). This stage usually takes about two to three months to complete. During this time, the upper management reviews all financial records in order to determine how much must be cut from salary expenditures (Moore 50).
This stage is cogitate when the senior management has a detailed plan on who will be let go, and who will remain with the company. During this stage, at that place is one common mistake many companies make: drop of communication. The middle management is usually left out of all downsizing plans. This is wrong and creates a big mistake. Middle management should be looked upon as a valuable tool for bounteous input where cuts should be made (Moore 51). The next stage of downsizing is...
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