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Dynamic Leadership: Communication for Crucial Conversations - Research Paper Example

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Dynamic Leadership: Communication for Crucial Conversations 3rd, July, 2012 Abstract The sustainability of an organization depends on the abilities of its income to surpass its expenses. Layoffs reduce expenses and hence increase the sustainability of an organization…
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Dynamic Leadership: Communication for Crucial Conversations
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Dynamic Leadership: Communication for Crucial Conversations

The welfare of the workers will involve their future career prospect and their ability to withstand financial constraints resulting from the layoff. A restructuring rationale that is based on the welfare of the workers is likely to achieve support from other workers. In addition, 80% of workers are likely to have a negative attitude towards restructuring of a department. Successful restructuring will involve preparing for future layoffs and setting a kitty to compensate those affected by future layoffs. Introduction The sustainability of an organization in the modern world depends on its ability to withstand changes. Thus implementing changes is inevitable in the modern competitive world. Change within an organization can result from different factors and any change will demand restructuring of the organization. The main reason that necessitated the need for restructuring is scarcity of resources and the inability of the department to maintain the current number of employees (Concoran, & Silander, 2009). Restructuring is a difficult task since it involves making difficult decisions particularly those that are related to lying off some employees. Due to current unavoidable situations, I need to oversee the restructuring of my department, which will involve eliminating 30% of staff members in the department. The restructuring will involve both the layoffs and reassignment to other departments. This paper presents the action plan for the restructuring, a rationale concerning the final decision and the effects of the lay-offs to the budget. Action Plan Currently, the department has 30 workers who are assigned different role. The department has had the same number of employees for the last 9 years. Previously the department had 22 staff members but we decided to increase the number following a projected increase in demand. Each of the departments in the organization has its own budgetary allocation. The budgetary allocation for each department is meant to cater for departmental expenses. Wages and salary forms the main portion of the departmental budgetary allocation. With the current 30 staff members, the department has been able to handle all its duties. However, not all duties have been handled perfectly despite the big number of employees. The department has been having excess number of employees resulting into redundancy. In addition, the departmental staffs have been complaining of low salaries and allowances. The inability of the department to handle scarce resource is the main factor that has resulted into complains about low salaries and wages. This has mainly resulted from the increasing inflation and cost of living. The average salary for teachers has been $22, 300 for the last five years. Although the salary is almost equivalent to the basic salary for teachers in the United States, the teachers in the department claim that the salary is not competitive. The current salary allocations are below salaries paid to teachers working in other private schools. In order to increase the teacher salary by a significant magnitude, the department needs to restructure its members of staff. The restructure will involve eliminating six positions, which will account for about 20% of all job positions available in the department. Out of the six employees, other departments will absorb three while the remaining three will be encouraged to look for employment elsewhere. In addition the laid off workers will be encouraged ... Read More
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