Discusses the restructuring of an organization in terms of downsizing a business and its effect on professional careers.
Written in 2005; 6,500 words; 10 sources; APA; $ 149.95
Paper Summary:
This report examines the issue of organizational restructuring and its impact on managerial and professional careers by looking at external factors such as job applicants, employee burnout issues, older workers, and women in today's business environment. The report also examines issues concerning restructuring and its impact, using examples from primary and secondary literature and reflecting on factors such as competition, outsourcing, and outplacement, as well as other alternatives to termination for management workers, and looking at the dynamics of mergers and acquisitions in terms of organizational restructuring. In order to successfully garner and maintain a significant percentage of the job market, both domestically and globally, it is critical that these issues be researched, established, and initiated through effective planning in order to attain customer attenuation and success that reflects a balanced set of priorities during organizational restructuring.
Paper Outline
Introduction
Factors Affecting the Job Market
Qualified Job Applicants
The Effect of Burnout
Baby Boomers/Older Workers
Women in Today's Business Environment
Impact of Restructuring
Foreign Competition
Outsourcing and Outplacement
Acquisitions and Mergers
Employer Alternatives to Termination
Responses by Other Organizations
Conclusion
From the Paper:
"The dynamic company that wants to hire qualified job applicants also must be dedicated to providing a unique perspective on training within the industry as a lifelong process that does not start and end at certain given times. Too often the new employee is shuffled through a training program for a few weeks and then thrown out into the field, and also too often if this employee feels that they need to expand their training or go back into training, this is often perceived by management as a sign that the employee is somehow failing at their job. Dynamic businesses can avoid this often counterproductive approach by viewing training as a continuing process that is never instilled as a punitive
measure, but is rather rewarded as showing incentive for growth and progress."
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