‘The nature of bad news infects the teller’: The experiences of envoys in the face to face delivery of downsizing initiatives in UK public sector organisations

Aim: This study builds on a previous research paper published by Acas (Ashman 2012) that explores the experiences of public sector employees that have been given the task of delivering the generally bad news of downsizing decisions face to face with the victims and then deal with the immediate repercussions – labelled downsizing envoys. The evidence from that paper is combined here with data gathered from envoys in the private sector in order to identify the similarities and differences in the experiences of envoys between the two sectors. The aim of this paper is to develop further our understanding of the envoy situation and to identify what instances of good practice can be garnered from either sector. Methodology: In combination with evidence from the public sector study a total of 50 envoys were interviewed; where 24 came from across 9 public sector organisations, a further 24 from across 8 private sector organisations and two independent consultants. The interviewees are all presently or recently based in the North West of England. Including the 2 consultants 30 envoys are HR professionals and the other 20 are envoys drawn from other organisational functions. Findings: A broad summary of the data gathered would indicate that in terms of how they undertake the role - that is, regarding attitude and personal conduct - the envoys are very similar irrespective of their sector or organisation. However, where the sector does have a differentiating influence is on how the role affects the envoys – in other words, the emotion and strain experienced in carrying out the task. Factors that make a difference here include how much support is available to envoys and what part they play in decision making processes. Suggestions for good practice: The suggestions for good practice include ensuring that envoys are involved in decisions that affect their role and impact upon their understanding of downsizing rationale; that envoys do not feel forced into the role; that realistic efforts are made to train and develop envoys – especially with regard to the emotional aspects of the role; and to ensure that envoys are properly supported throughout downsizing activity

The smiling assassin? Reconceptualising redundancy envoys as quasi-dirty workers.

Despite redundancies having far-reaching consequences for organisations, relatively limited attention has been paid to the conflicting experiences of those implementing the redundancy process - the redundancy envoys. By drawing on theories of cognitive dissonance and "dirty work", we explain how individuals implementing redundancies can experience a disconnect between their outward and inner emotions. We reconceptualise redundancy envoys as quasi-dirty workers, as they intermittently perform "dirty work" tasks that may be perceived as morally tainted, whilst recognising their conventional role incorporates tasks perceived as contrary to that of "dirty work". Our study draws on insider research access to redundancy envoys over a five-year period during the implementation of four consecutive redundancy programmes, providing the opportunity to observe decisions and actions in "real time". We offer a contemporary reconceptualisation of the redundancy envoy, which permits a deeper understanding of the negative impact on redundancy envoys and offers opportunities to examine how this can be reduced. In addition, it is anticipated that the results of this study will offer support to HR functions in reducing the stigma of "dirty work" for redundancy envoys with the intention of enhancing the management of redundancy implementation

Enabling knowledge transfer between IS and business personnel

Knowledge transfer between IS and business personnel has been identified as an important precursor to innovation. Studies in IS have strongly recommended that IS and business managers cooperate more closely to foster knowledge transfer.These studies urge senior management to search for new ways to promote co-operation between IS and business managers to enhance the value they create.However, the literature of information systems suggests that substantial discord exists between IS and business groups resulting in erection of barriers to knowledge management.The relationship has traditionally been poor, a problem characterised by a lack of mutual understanding and trust.This paper explores the conditions necessary for cooperative relationships between IS and business managers that will foster knowledge transfer.Factors involved in the dissolution of knowledge transfer are also explored.The paper also provides recommendations for senior managers in fostering knowledge transfer environments

Downsizing and Organizational Change Survivors and Victims: Mental Health Issues

Survivors and victims of organizational change are experiencing mental health issues afterdownsizing and organizational change. The purpose of this study was to determine whether whitecollarworkers were aware of major changes in corporate America and how these changes mightaffect them. The research question, “Do survivors or victims of downsizing or organizationalchange experience mental health issues after downsizing or organizational change?” This was thefoundation of this study. This quantitative approach involved surveying 196 white-collar workers intwo industries: manufacturing and health. An analysis showed that the literature has sensationalizedthe health-related problems because only about 20% of the people surveyed acknowledged therewas a problem. The study provided insights into the health-related problems associated withdownsizing or organizational change. Survivors and employees should speak about downsizing andorganizational change, and it affects them and their family members financially, emotionally, andpsychologically

Downsizing as a Strategic Tool for Effective Organizational Management: A Case Study of Nigerian Banks

Downsizing, in recent years, have assumed a commonplace in various organisations. The views of various practitioners and in fact results of various studies indicates that these initiatives, albeit, intended to produce positive results, often do more harm than good to some organisations, workforce and their performance. The unending quest for lower costs, higher productivity and fatter profits have often led to the wielding of the ‘’big stick’’. Organisations of varying sizes and shapes have used downsizing as a cost cutting management strategy, however, the untold stories are the actual cost of these exercise to the organisation, performance and it’s far reaching implications to the workforce. This paper explored the costs and implications of the massive wave of redundancies in the workforce in Nigerian banks. With the help of data obtained from open-ended interviews conducted with various stakeholders in downsizing operations and applied within a clinical framework, individual reaction patterns are explored in the victims, the survivors and the executioners. Among the victims and survivors within the Nigerian setting, a number of ways of coping can be discerned, and described as compulsive, abrasive, dissociate and depressive. Findings revealed a plethora of mixed feelings among various employees and expose the far reaching implications both to the organisations, affected individuals (victims) and the psyche of their co-workers (survivors). The article ends with a number of practical recommendation

Implications and effectiveness of information management while restructuring an organisation

This research paper undertakes to outline factors of Information Management that organisations should consider when attempting a restructuring process. Conversely, valuable information and knowledge are often mislaid, overlooked or discarded to the eventual detriment of an organisation during the processes of downsizing, rightsizing, restructuring, reorganisation, reengineering, transformation or change. In the global economy organisations are always striving to keep ahead of competition and ultimately to improve their net profit. Information is at the very core of any organisation, its ads value, structure and power to an organisation. Information Management assists with the locating, storing and use of corporate information. A means of controlling and structuring corporate information is via the use of the Information Management elements. A case study using an organisation that is in the process of change and transformation was performed. Potential loss of knowledge and information was identified and examined. The organisation’s implementation of an information portal was highlighted as an effective way to minimise the loss of knowledge and information during the period of change.Professor A.S.A. du Toi

The dynamic effect and implication of retrenchment on existing staff in Durban Telkom.

Masters Degree. University of KwaZulu-Natal, Durban.Retrenchment has become a common practise utilized to improve organisational performance. Although retrenchments have increasingly become part of standard managerial strategies in organisations, their efficacy in increasing the efficiency of organisations remains unclear. Normally, retrenchment is aimed at improving organisational performance through increasing productivity, cutting costs and increasing competitive advantage. In certain instances, retrenchments have indeed proved effective in fulfilling these objectives. However there is a growing number of studies that seem to suggest that retrenchment results in an insignificant improvement and in some cases a decline in organisational performance. The aim of this study was to examine the effect of retrenchment on survivor employees’ job satisfaction, commitment, mental and physical well-being and ultimately their job performance at Telkom Durban. A qualitative research method with an interpretivism approach was adopted for this study. The respondents for the study were 12 and were selected using non-probability sampling. Questionnaires were used as data collection instruments. The questionnaires covered various aspects including biographical information of the respondents, their job commitment, the retrenchment process, personal experiences pro and prior retrenchment and their retrenchment coping mechanisms. A pilot study was undertaken to ensure reliability and validity of the research instrument. The data obtained from the questionnaires was restructured, coded and analysed. The findings of this study showed that Telkom survivor employees were affected by retrenchment, emotionally, mentally and physically. The emotional and mental states experienced by survivors were predominantly negative and include anger, fear, uncertainty, worry, shock, sadness and disappointment. Although the survivors used various coping mechanisms to deal with their feelings and emotions, the organisation did very little in ensuring the survivors coped. This resulted in a reduction in productivity, loss of trust for top management and a decline in job commitment. The study could not conclusively determine the impact of retrenchment on the overall profitability of the company as the respondents had conflicting views on the matter. Based on the research and literature findings, it is recommended that retrenching organisations develop strong communication systems, provide support to retrenchment survivors and ultimately create a conducive organisational climate

Middle managers’ perceptions of organistational justice after downsizing in the automotive industry

Masters in Public Administration - MPAOrganisations of every industry are changing continuously. A pervasive response to this experience is some form of downsizing. Chew and Horwitz (2002) state due to globalisation, organisations have increasingly adopted cost/ competitive measures to increase performance. Organisations inevitably seek to survive these pressures by downsizing. According to Tzafrir, Mona- Negrin, Havel and Rom Nagy (2006), downsizing is known to be defined as a company trying to increase its competitiveness, efficiency and productivity by decreasing the number of workers in the organisation. Drummond (2000) states that there is extra pressure put onto the remaining workers for productivity after the layoff process. It must be acknowledged that managers should be seen as both an employee and a supervisor. Managers therefore have to implement the change when the process occurs and deals with the reactions of him/herself and that of the subordinates (Wiesenfeld, Brockner, Petzall, Wolf & Bailey, 2001). To gain a competitive advantage, organisations must pay attention to their managers who are responsible for driving organisation’s processes and outcomes. Rana, Garg and Rastogi (2011) state that organisations need to attend to factors that influence managers’ performance and job satisfaction, such as perception of organisational justice. Managers’ perception of organisational justice is imperative, as subordinates mimic the behaviours and attitude of their managers (Wiesenfeld et al., 2001). The aim of this study is to investigate what impact the downsizing process had on the perception of organizational justice of survivor middle managers. The differences between middle managers’ age, gender, year of service or tenure, marital status and education level were taken into account. The study was conducted in different departments of a large Automotive Retail organisation where downsizing has taken place. A biographical questionnaire and a questionnaire designed to measure perceptions of organisational justice after downsizing (Niehoff and Moorman Organisational Justice Questionnaire), was administered to gather the data. The sample of one hundred and forty-four respondents consisted of male and female middle managers. Convenience sampling was utilised to select the sample. Statistical analyses involved both descriptive and inferential statistics. ANOVA and T-Test were the tools that were used to analyse the data. Findings indicates that there was a statistical significant difference in middle managers’ perception of organisational justice based on gender, age, tenure, marital status and education level in the Automotive Industry

What elements of a systems approach to bereavement are most effective in times of mass bereavement?:A narrative systematic review with lessons for COVID-19

Background: The global COVID-19 pandemic has left health and social care systems facing the challenge of supporting large numbers of bereaved people in difficult and unprecedented social conditions. Previous reviews have not comprehensively synthesised the evidence on the response of health and social care systems to mass bereavement events. Aim: To synthesise the evidence regarding system-level responses to mass bereavement events, including natural and human-made disasters as well as pandemics, to inform service provision and policy during the COVID-19 pandemic and beyond. Design: A rapid systematic review was conducted, with narrative synthesis. The review protocol was registered prospectively (www.crd.york.ac.uk/prospero, CRD 42020180723). Data sources: MEDLINE, Global Health, PsycINFO and Scopus databases were searched for studies published between 2000 and 2020. Reference lists were screened for further relevant publications, and citation tracking was performed. Results: Six studies were included reporting on system responses to mass bereavement following human-made and natural disasters, involving a range of individual and group-based support initiatives. Positive impacts were reported, but study quality was generally low and reliant on data from retrospective evaluation designs. Key features of service delivery were identified: a proactive outreach approach, centrally organised but locally delivered interventions, event-specific professional competencies and an emphasis on psycho-educational content. Conclusion: Despite the limitations in the quantity and quality of the evidence base, consistent messages are identified for bereavement support provision during the pandemic. High quality primary studies are needed to ensure service improvement in the current crisis and to guide future disaster response efforts