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Downsizing in an organization
Submitted for the partial fulfillment
Of the 1st Semester of
BBA. , LLB. Course of
Uttrakhand Technical University
Uttrakhand
Submitted to:- Submitted by:-
Ms.Shanu khatri Aniket Seth.
Batch :- 2011-2017
Siddhartha Law College, near IT Park
Dehradun, Uttrakhand
TABLE OF CONTENTS
1. Introduction…………………………………………………………………………
2. Why do firms do downsizing………………………………………………..
3. Stages of downsizing……………………………………………………………
4. Strategies for Downsizing……………………………………………………
5. Outcomes of downsizing……………………………………………………..
6. Legal Risks Involved in Downsizing……………………………………
7. Characteristics of Effective Downsizing…………………………….
8. Conclusion ……………………………………………………………………
Introduction:
The opening up of new markets, deregulations and development in information
technology over the past few decades has led to heightened competition and
greater struggle for survival among organization, forcing them to take a fresh look
at the traditional ways of conducting business. Organizations have now begun to
realize that in order to remain competitive in this turbulent scenario, they need to
reduce costs. This need has provided the impetus to organizations to initiate a
spate of organization change efforts such as restructuring, layoffs, downsizing,
rightsizing, delayering etc., aimed to reducing the size of the organization. Among
these, however, the exercise of downsizing appears to be increasing in popularity
so much so that, today, downsizing has become a favored strategy of companies
attempting to cope with the changing times. As the turbulence in the marketing
place continues, Organization continues to face problems of poor productivity,
plunging bottom lines, overstaffing or high over heads. In an attempt to cover this
escalating problems, downsizing has been increasingly emerging as an oft-used
strategy by organization.
Definition:
Downsizing occurs when a company permanently reduces its workforce.
Corporate downsizing is often the result of poor economic conditions and/or the
company’s need to cut jobs in order to lower costs or maintain profitability.
Downsizing may occur when one company merges with another, a product or
service is cut, or the economy falters.
Downsizing results in layoffs that are often followed by other restructuring
changes, such as branch closings, departmental consolidation, and other forms of
cutting pay expenses. In some cases, employers are not fired, but instead become
part-time or temporary workers.
Why do firms downsize?
Reduce costs
Reduce layers of management to increase decision making speed and get closer to the customer
Sharpen focus on core competencies of the firm, and outsource peripheral activities
Generate positive reactions from shareholders in order to improve valuation of stock price
Increase productivity
Stages of Downsizing:
Downsizing project consists of four stages
Making the decision to downsize.
Planning the downsizing.
Making the announcement.
Implementing the downsizing.
1. Making the decision to downsize
The first step in downsizing project is the decision to downsize. But, before
making that hard decision, it is important to investigate all possible alternatives
and use downsizing as a last resort. Some companies have successfully
implemented various alternatives, such as freezing hiring, overtime restriction,
freezing salary, pay cuts, elimination of bonuses, shortening workweeks, unpaid
vacations ,etc.
By freezing hiring the workforce stops growing and began to
decrease as employees voluntarily leave, retire or die. This
practise may be too slow for some companies, but it causes the
least amount of dissatisfaction for employees. But, if some key
employees leave, some selective hiring may be necessary to
maintain needed skills. Reducing or eliminating overtime is one of
the first methods used by many companies to avoid layoffs.
Reducing overtime has at least two benefits:
1. It brings lower cost to company because working during
overtime work is more expensive,
2. Reducing overtime work may allow spreading some of the work
among more
workers who might otherwise be laid off.
Freezing or reducing pay or benefits is another practice for cutting costs and
avoiding layoffs. For many firms in Japan one of the first option is cutting bonuses
and layoffs are the last option.
2. Planning the downsizing
Before making the announcement of downsizing it is very important to make
implementation plan. The research shows that almost 50 present of the effort to
implement downsizing should be done before the downsizing announcement.
Some of the issues which have to be considered within planning the downsizing
include
• What is the focus of the downsizing strategy?
• Who should implement the downsizing process?
• How should the leavers be identified?
• What compensation will leavers receive and when will they receive it?
• How and when will the stayers` jobs be reorganized?
• What training will be necessary?
It is obvious that planning the downsizing requires many activites to be realized.
In order to do this stage successfully, it is necessary to do activities such as:
a) Form a cross- functional team,
b) Identify all constituents,
c) Use expert if it is needed,
d) Provide training for managers,
e) Supply information about the business, etc.
a) The team which will plan and implement the downsizing project should consist
of many specialists who come from many functions: human resource, operations,
finance, public relation, etc. The team should represent the interests of all
members. Also, the team members should divide up the responsibility for
communication to stakeholders.
b) One of the first tasks of the team is to identify constituents who are affected by
downsizing and to include their interests in implementation plan. The
constituencies include: employees who will be laid off, survivors, shareholders,
the community, etc
c) If there are some areas about which the team does not have enough
information or knowledge (job retraining, financial counseling, etc.) it will be
necessary to engage experts from the outside. Outplacement companies can help
employees to find new job quickly. Other firms can do financial counseling to laid
off workers. Using outside experts may also increase survivors` trust, because the
management is honest and admits that it does not know all the answers.
d) By providing training for managers, they become able to communicate the
downsizing convincingly, gain skills to deal with emotions of laid off workers, etc.
e) By sharing information about the business employees will have full knowledge
of
The company's finance and its activity and downsizing will become less a crisis
and more an expected solution . Also, sharing sensitive financial or competitive
data ensures employees that they can trust the management to be open and
honest.
3.Making the announcement
The main activities at this stage are: explaining business rationale, announcing the
decision and notifying benefits.
First, the management should explain the reasons for downsizing and the
implementation process. By explaining the necessity of downsizing (caused by
market changes or unanticipated decrease in product demand or technological
changes), management can help employees see that downsizing is not caused by
their contribution.
The company should make the announcement simultaneously to all
constituencies. It is not good if employees hear about their company's downsize
from other sources (newspaper, television, etc.). Announcement should give
information about downsizing benefits, separation process and the benefits and
services for those who will be laid off. Also, at this stage it is important to
communicate the company's vision so that the employees who stay will know
how downsizing will help the recovery of the company and to see themselves in
companies` future
4.Implementing the downsizing
The first three stages are very important for the effective downsizing, but the
fourth stage is where former preparation and promises are to be realized.
The key areas in the implementation stage are communication and employee
involvement. At this stage it is important to tell the employees the truth about all
their concerns and needs. The best is face-to-face communication. By honest
answering, the management builds trust and the sense of necessity.
A well implemented downsizing process requires the employees involvement,
too. Remaining employees often have good ideas about restructuring their jobs
and improving internal processes, so they should be involved in implementation
phase. »A well-implemented downsizing focuses not only on removing employees
but also on changes in work design" . By involving in work redesign, survivors feel
that they control their future. At this stage it would be good to provide career
counseling for laid off employees. This is important for survivors, too. Survivors
will judge a company's future interaction with them on how fairly it treats laid off
employees. If the company treats the laid off The Stages of Downsizing Project 71
workers well, the loyalty, productivity and commitment of the remaining
employees will raise. Many companies have good practice in supporting laid off
employees. For example, Minnesota Mining and Manufacturing has the practice
to put on the special list the people whose jobs are eliminated. If any job for
which they are qualified appears, it will be given to them. During 10 years period
more than 70% of the employees whose jobs were eliminated,
have found work within the company. Also, AT&T established an internal staffing
service to fill management and technical positions with employees whose jobs
were planned for elimination because of downsizing. There are some opinions
that many companies spend too much money and time in helping those who are
laid off and relatively little attention to those who remain (survivors). But those
who remain are very important for the company's future. To avoid negative
phenomena which are usually connected with survivors , companies should
organize survivor programs. It will help employees to deal with the change and to
accept responsibility in the restructured organization.
If the company uses new technology, it might be necessary to organize training
for remaining employees too. Training should make them more competent,
empowered and secure.
General Strategies for Downsizing
Workforce Reduction
The focus is mainly on headcount reduction and employs such tactics as early
retirement, transfers and out-placement, buy-out packages, golden parachutes,
attrition, job banks, and layoffs or firings. It is most often done by top-down
directives, and almost always implemented across-the-board since the goal is to
reduce headcount numbers quickly.
The disadvantages of this method are it is difficult to predict who will be
eliminated and who will remain, and impossible to determine what knowledge
and critical skills will be lost to the organization. The advantages are it provides
immediate reduction, captures the attention of members of the organization to
the seriousness of conditions, motivates cost savings, and creates readiness in the
organization for further change
Organizational Redesign
This approach aims at cutting out work in addition to or in place of eliminating
workers. Strategies include eliminating functions, hierarchical levels, divisions, or
products; consolidating and merging units; and reducing work hours. These are
medium-term strategies that require advanced analysis of the areas that should
be consolidated or redesigned. The focus is on work reduction over manpower
reduction
Systemic Strategies
This approach focuses on changing the organization's systems, culture and
attitudes of employees, not just the size of the workforce, configuration of the
structure, or the magnitude of the work. It focuses on systems in two ways. First, on
internal systems, values, communication, etc. and on external systems, i.e. the
production chain including upstream suppliers and downstream customers.
This strategy involves redefining downsizing as a way of life, as an ongoing
process, as a basis for continuous improvement instead of a program or target.
Downsizing is equated with simplification of all aspects of the organization. Instead
of being the first target for elimination, employees are defined as resources to help
generate and implement downsizing ideas in other areas. All employees are held
accountable for reducing costs and finding improvements. Serving customers,
meeting their needs, and exceeding their expectations remain a core goal of
downsizing activity, not just size reduction. This strategy is the most compatible with
principles of Total Quality Management
Common Outcomes of Downsizing
Positive Outcomes
Downsizing announcements usually lead to positive reactions from Wall
Street. The following table shows the change in several well-known firms' stock
prices the day after a major downsizing announcement was made. Almost
universally favorable reactions occurred because of a promise of cost savings,
reduced expenses, and increased competitiveness. Stockholders and analysts
continue to assume that downsizing produces desirable financial results.
Effects of Downsizing on Stock Market Value
CompanyAnnounced
Cut
Percent of First Day Stock
Change
IBM 60,000 up 7.7
Sears 50,000 up 3.6
Xerox 10,000 up 7.0
USWest 9,000 up 4.6
McDonnell
Douglass8,700 up 7.9
RJR Nabisco 6,000 up 4.0
Negative Outcomes
Nearly 68% of all downsizing, restructuring, and reengineering efforts are not very
successful (Clark & Koonce, 1995). In many cases, companies that downsized and
restructured to become more profitable and efficient have not achieved either.
Instead they have experienced tremendous fallout, especially in the areas of
decreasing employee productivity and morale, and increasing levels of
absenteeism, cynicism, and turnover. A look at the reasons for diminished
productivity and moralein downsized organizations reveals a changing corporate
machine.
Traditional thinking said people who survived downsizing would be
grateful to have jobs, and would therefore be more productive. To get the most
from the survivors, you must pay attention to what's going on inside people's
minds following a downsizing. Most are worried about long-term job security,
even when upper management assures them their jobs are safe. Additionally,
survivors are concerned about future chances for promotion and advancement,
especially if they saw their bosses or mentors laid off.
Survivors are also worried about their ability to function in a new environment,
and their jobs may have been redesigned. Some people experience intense
feelings of loss, grief, depression, and inadequacy as a result of changes in the
work environment. The trauma may go unnoticed by managers, coworkers, and
even family members. As an organization reinvents itself, it needs to keep in
mind the survivors' emotional turmoil. That connection is key to realizing the
productivity and profitability gains that downsizing and restructuring were
intended to bring about in the first place.
The negative results of downsizing:
Problems associated with job loss from traditional downsizing are
(1) Loss of personal relationships between employees and customers;
(2) Destruction of employee and customer trust and loyalty;
(3) Disruption of smooth, predictable routines in the firm;
(4) increase in employee reliance on rules;
(5) Loss of cross-unit knowledge that results from longevity and interactions over
time;
(6) loss of knowledge of how to respond to no routine occurrences in the firm; (7)
decrease in documentation and concomitant reduction in sharing of information
about changes;
(8) Loss of employee productivity; and
(9) loss of a common organizational culture
Legal Risks Involved in Downsizing
If it has been determined that an organization must be downsized to increase
the ability to survive the long term, acknowledgment of the legal risks involved
with the implementation of this method must be defined. The following are some
of the risks in employer litigation a corporation often encounters when
downsizing.
1. Age discrimination .
The federal Age Discrimination in Employment Act prohibits discrimination
against employees over the age of 40.
2. Race and gender discrimination .
Title VII of the Civil Rights Act prohibits discrimination based upon an
employee's race, color, religion, sex(including pregnancy) or national origin
in hiring and job retention.
3. Handicap and disability discrimination .
This falls under the Disabilities Act.
4. Breach of contract .
While employers and employees in the absence of a contract generally are
free to terminate the employment relationship at any time, over downsizing
the courts, and legislatures have developed numerous exceptions to this so-
called ‘at will'doctrine.
5. The lack of advance termination notice .
The Worker Adjustment and Retraining Notification Act requires advance
notice of large-scale workforce reductions.
6. Employee benefits .
The Employment Retirement Income Security Act may support claims that
an employee's benefits were improperly term- inated or withheld.
7. Tort claims .
This includes assertions of intentional infliction of emotional distress,
defamation, interference with contract, invasion of privacy and fraud.
Characteristics of Effective Downsizing
Characteristics of firms that have effectively downsized are:
(1) Involvement of all employees in improvement and participation in downsizing;
(2) Downsizing viewed as an opportunity instead of a threat;
(3) Individuals defined as resources to create organizational improvement instead
of costs that dragged down bottom-line financial performance;
(4) Advanced quality culture. Most effective organizations had dynamic,
competent, knowledgeable leaders who voiced clear, motivating visions of the
future.
Personal behavior of the top manager includes the ability to excite and
motivate employees, praise them, use symbolic ways to provide a vision of future
possibilities for them, and remain accessible and visible.
CONCLUSION
“Downsizing may cut labour costs in the short run, but it can erode both
employee and eventually customer loyalty in the long run”
Research has shown that downsizing has mixed effects on performance. For
Instance , study of the impact of downsizing over a period of 15 years on
performance found that, in all firms studied, reduction in employment was not
translated into improvement in performance. There is thus little evidence that
downsizing improves long-run profitability and financial performance.
Employment security is often seen as a precondition for the practice of HRM yet
as discussed above the trend has been away from secure tenured employment to
the slimmed down anorexic organization form of today.