Imagine that you are an office manager and you have been tasked with the job of coordinating and heading the dismissal meeting for an employee layoff. Write a six to eight (6-8) page paper in which...

Dismissal Meeting
    
Dismissal Meeting
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Contents
Question 1    3
Question 2    4
Question 3    5
Question 4    6
Question 5    6
References    8
Question 1
For employees who are fired and companies where he or she works, layoffs are difficult. This situation leads to uncertainty for the rest of the staff. Every employee feels that if this happens to them, this may happen to me one day for sure. With this workplace is seriously hampered; relations are cut off, work is redistributed, and everyone's workload is likely to increase. "We as a human always fear the unknown, and eventually we will feel that it will happen again, and will stay ahead until we are not assured that it won't happen.
There are three different ways managers can respond to any negative situation: by communicating with the remaining workforces, eliminating any rumors, and letting employees to vent. Throughout these tough times, management must maintain communication with employees. According to Anand, (2016), “most employees want to know what will happen, especially if they will be fired.”
Every surviving employee wants to know what happened and no one wants to be left out. When some are considered covered, employees feel uncomfortable. When employees feel uncomfortable and panic and hysteria, the level of production have dropped at workplace. When employees are wind of the layoff’s and terminations, rumors begin to fly. All this stems from the fear of losing their work. Employees are not trustworthy for management, so employees will continue to spread rumors until the management presents them as trustworthy. Management should take steps to know what employees are going to do and what will happen next. If more layoffs are expected, then management should tell them. If there is no more layoffs then management should also communicate about this situation with the staff (Bengtsson & Hand, 2013). The best combat way to cope up with negative emotions is to let people vent. If the management allows employees to move forward, then it will reduce the frustration of the rest of the team.
Management should organize meetings with the staff to share their feelings. Once management thinks how employees feel they can take appropriate action to deal with this situation. Communication should not be one-sided. It is important to share what each party should share.
Question 2
For disciplining and employees there are many steps. Generally, the final step in discipline procedure is to dismiss employees. In some cases, the employer does not believe that the employee ought to continue to work in the company, and the dismissal procedure begins. As per Brannick, (2016), “However, occasionally terminating staff’s employment is the finest step for serving for the company.” Many times, when employees are not suitable for organizational management, they must make good decision. Once determined, an employee will be dismissed for any reason.
Whether it is for the reason or not there is a procedure that must be conducted. The manager must schedule a conference, notify the employee before terminating them, allow the employee to speak up, and collect organization property and accompany the employee. The manager must arrange the meeting diligently. The most common...