Research papers on downsizing

Researchers' and practitioners' views related to firm size began to change in the early In this paper, we examined how organizational downsizing affected.
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Generally, this was attributed to high levels of stress and anxiety due to strict supervision by the management. Importantly, the research dispels the selection hypothesis that claimed that leavers were less healthy than stayers were. Contrary to the selection hypothesis, healthy and more competent employee easily volunteered to leave. The research was conducted by a panel of experts in the field of human resource management hence a reliable authority in the matter.

In addition, it comprised of several authors who brought onboard wide variety of expertise and knowledge on the matter.

Review of downsizing and its impact on employees Essay

Despite this, the article has weaknesses as it reports on a research done in , which is quite a long time ago; hence, the findings might not be applicable in present settings. Finally, the authors have referenced many other authors who may contribute to some preconceived notions. The research evaluated the health of both stayers and leavers, hence creating a platform for critical comparison.

However, the research did not evaluate the reasons for leaving by the leavers. Data concerning health before downsizing was collected in a fairly stable time, hence producing accuracy. However, the findings may not apply universally as labor and social policies differ from one country to another. The participants in these research comprised of a wide range of employees including different sexes, age groups, and thirty-two variant job categories.

Furthermore, the research was conducted over three years duration, giving sufficient time for possible consequences of downsizing to be identified. Moreover, the research categorized the leavers and the stayers into smaller categories that aided comprehensive assessment of each group. The researchers used quantitative methodology research technique through consultation and evaluation. Based on previous research on impact of downsizing on health of stayers, the researchers sought to identify the effects of downsizing on both stayers and leavers.

About a third of large U.S. newspapers have suffered layoffs since 2017

They used a methodology of testing two hypotheses — selection and consequence hypothesis. The article illustrates the impact of various levels of downsizing on the employees, both leavers and stayers. Consequently, it outlines various levels of downsizing. The findings support the consequence hypothesis; leavers were exposed to physiological, mental, and physical problems. Moreover, the selection hypothesis is disapproved partially since there are employees who are willing to leave voluntarily and are healthier than the stayers are.

Subsequently, the stayers in the job categories where there was major downsizing expressed more health problems than their counterparts in other job categories that had lower downsizing did.


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The findings can be used by social service providers in supporting employees who lost their jobs to avoid health complication. Based on these findings, proper structures can be formed by the governments to meet the needs of immediate unemployed persons. Moreover, the organization can provide safety nets to assist its employees to transit easily from employment to unemployment status.

Downsizing: Key Considerations

The finding can also be used to compel organizations to put in place programs and mechanism to aid employees during downsizing [5]. In quest for high productivity and effectiveness, the organization can formulate downsizing in a manner that would lower the negative health effects on employees [6]. The major strength of the research is that, foundational information and data was collected before any rumors of downsizing were spread.

This is in realization that, the fear of downsizing can affect the health of employees even before loss of job has occurred. Besides, the respondents that were involved in this research were many, hence a sufficient sample to evaluate and draw conclusions. The data excluded employees who retired due to old age in this research. Moreover, the researchers did not use reduction of number of employees as a measure of downsizing; rather, they calculated the number of days worked.

The sample being worked on comprised of several correspondent from wide demographic and variant job categories, hence providing a viable sample.

CHECK THESE SAMPLES OF The Downsizing of Unions

Finally, the article articulates its findings and methods clearly, and gives logical explanations. The major limitation of these findings is that the research did not include the reasons for leaving during downsizing. These factors can influence the likelihood of employees to obtain new employment.

Additionally, the research included early retirees in the group of non-employed leavers, which can influence the findings, as most of these persons were relatively older and prone to health problems.

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Downsizing Research Papers - procunsmorpis.ga

Consequently, the researchers did not attain statistically significant percentages that support the claim that non-employed leavers have higher health problems. Several assumptions were applied during this research, which can influence the findings. Moreover, many other factors that contribute to ill health are not factored in this research. The research links lack of reemployment opportunity to poor health, while there are other factors that contribute to lack of jobs i.

Therefore, the authors recommend additional research on how downsizing affects stayers and leavers. Nevertheless, the article is written by several authors that could have led to lack of objectivity of the matter. The research draws a link between downsizing and the level of downsizing to the health of the affected employees. Primarily, this research clearly indicates that there is connection between deterioration of health and downsizing of employees. It suggests that non-employed leavers are at a higher risk of various health issues compared to other groups.

Nevertheless, the stayers in job categories that experienced major downsizing were also largely affected i. In addition, leavers with better health have better chance of reemployment compared to unhealthy leavers, which contradicts the selection hypothesis. In addition, the research concluded that the average age of reemployed leavers was lower than unemployed leavers.


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Further, the health of reemployed and non-employed leavers did not differ significantly from stayers in job categories that experienced minor or no downsizing. The data clearly indicates a correlation between health problems and downsizing in an organization. However, in some respect, the research did not obtain statistical significance percentage to support the claim. The interest in examining job security and job stability has been driven in part by the phenomenon of downsizing. The distinctiveness of downsizing, as opposed to more traditional layoffs, is that the job cuts do not necessarily appear to be driven by shortfalls in demand but instead appear to be driven by the search for operating efficiencies.

Despite the interest in downsizing, there has been essentially no serious investigation into its causes. I distinguish downsizing from job cuts associated with shortfalls in demand and find that employment and management practices over which employers have control, such as severance pay and profit sharing, are important predictors of subsequent downsizing and more general job losses.

Surprisingly, excess operating capacity is not necessarily related to more general job losses at the establishment level. I also examine the relationship between both job losses associated with shortfalls in demand and downsizing and subsequent financial performance. The results suggest, among other things, that downsizing reduces labor costs per employee but also sales per employee. Job cuts associated with excess capacity appear to be somewhat more successful at improving sales per employee than is downsizing. Published: Neumark, David ed.

New York: Russell Sage,