Question

During downsizing, the HRM function must "surgically" reduce the workforce by cutting only the

workers who are less valuable in their performance. According to your text, which of the following
is a reason for this being difficult to achieve?
A. the definition of "less valuable" is fluid and hard to define
B. downsizing companies tend to have a strong, interconnected hierarchy
C. the best workers may leave before the organization lays off anyone
D. voluntary turnover is encouraged for all levels of employees
E. decision making has become decentralized, leaving no department with the power to reduce
the workforce

Answer 1

The correct answer is C. the best workers may leave before the organization lays off anyone

Step-by-step explanation:

Almost every manager, at some point in his career, is faced with a situation in which the reduction of staff, either in a sector or in the company in general, by strategic decisions or to maintain the financial sustainability of the company.

Since the dismissal process is usually a negative moment with a strong emotional charge, it is necessary to be prepared to communicate the dismissal in the best possible way. Anticipating employee reactions and being transparent and clear, for example, are basic criteria to mitigate the consequences.

The situation is common at times of market retraction, when the demand for work decreases and the benefits are affected. You try to reduce expenses in all ways, until staff reduction is inevitable.

The criteria for defining who will be fired may vary. In general, aspects such as business time, importance for the operation of processes, productivity and general work qualities are considered.

In any case, it is important that your decision is final and protected by solid arguments. When the employee's vacancy will be extinguished, for example, it is easier to do the impersonal dismissal process - which may be the key to avoiding animosities and exaggerated reactions by the employee who will be fired.