Perhaps more revealing is another survey of of the largest American companies, which reported that the median salary and bonus of corporate leaders climbed During the same period, U. While it is clear that top management is taking a lion's share of the corporate wealth, it is particularly disturbing when it does not take responsibility for its actions. When corporate profits suffer because top management misjudged the marketplace, ignored the competition or failed to develop new market and products, it is not top management that is accountable.
It is the workers who are ''downsized. And the argument can always be made that the company's health must come first, that the welfare of the community and those who keep their jobs should come before that of the individual. However, something is terribly wrong with rewarding CEOs for their mistakes and, instead, punishing thousands of working men and women.
Employees should not be downsized for decisions they did not make. It demonstrates a clear lack of accountability in American corporations and is simply unethical. It is equally unethical and immoral to lay off workers with only weeks or a month of severance pay, and expect them to land on their feet - especially when they have been paid at a level that has made it impossible for them to save, and especially when they live in a region where it can take months or years to find an equivalent salary and job.
Companies that conduct wholesale firings should stand by employees for a modest period of time, offering truly beneficial job training programs, placement and financial assistance. While legislation may be required to correct this situation and I am no proponent of excessive regulation , I am also concerned that our corporate leaders see nothing wrong with earning times more than their workers, see nothing wrong with reaping million of dollars in profit from massive layoffs, and see nothing wrong with punishing employees for management's poor decisions.
As a college president, I am concerned about tomorrow's corporate leaders. I must ask if today's institutions of higher education are failing to provide students with a true moral and ethical education.
He has been a college marketing professor since Kokemuller has additional professional experience in marketing, retail and small business. Negative Management During Downsizing. Share on Facebook. Other Options A common expectation of employees and communities is that an organization explores other strategic moves before turning to downsizing. Communication Consider ethical factors in the way you communicate a downsizing decision.
How downsizing is handled says a lot about the nature of an organization and its leadership. Ethical downsizing is, first of all, a refusal to deny the complexity of the issues and evidence of the organization's commitment to justice and human dignity.
Abstract It is vital that leaders and managers focus on justice and human dignity in the workplace when faced with the possible need to downsize. Such actions create resentment, which can devastate your bottom line, advises Bentley University research fellow Art Stewart. Jane Smith has provided educational support, served people with multiple challenges, managed up to nine employees and 86 independent contractors at a time, rescued animals, designed and repaired household items and completed a three-year metalworking apprenticeship.
Smith's book, "Giving Him the Blues," was published in By Jane Smith. Tell It Like It Is The sooner the company lets its workers know about the need for cutbacks, the sooner they can plan for the future.
Keep Quality Measures Transparent If you create quality measures but tell workers that the scores they receive do not affect their employability with the company, you should not use those scores to determine who works and who does not.
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