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Enterprises are how people achieve certain goals. If companies cannot effectively survive and develop, the goals pursued by people will not be realized. Because the internal and external environment of the company is constantly changing, if the enterprise organization itself cannot change itself according to the changes of the environment, the company will be eliminated. In fact, it is this kind of survival competition among enterprises that allows companies to constantly change themselves and continuously improve their competitiveness in the market.
With the development of society, enterprises are no longer simply a profitable economic organization. Enterprises have become the most prevalent form of social organization in modern society. Most people work in a company for life. People work in a company. Not only do they get the economic and material income they need for their survival and development, but they also realize the ideals and values of each person through their work in the company. Therefore, aorganization cannot be a machine that only produces products, and people cannot be appendages to corporate machines. This requires companies to continue to change, so that people can have a sense of belonging, sense of achievement and responsibility in the enterprise, so that everyone in the enterprise can truly live the value and significance of life (White & Bryson, 2013).
Because there is a high probability of downsizing next time, some recent employee forums may experience negative emotions. Corporate layoffs can have a complex psychological impact on employees. This kind of influence mainly comes from the lack of sense of security, the reduction of work enthusiasm and the change of mentality. In this atmosphere, employees are more likely to take negative measures such as wait-and-see, wait or find other outlets. The survey found that among the remaining employees after layoffs of the company, more than 40% of the employees had trouble with interpersonal relationships. Nearly 40% said that their family relationships were tense. Other symptoms included deterioration of temperament and decreased communication skills. , unable to complete work on time, increase sick leave time, etc.
A reasonable approach will not only win the understanding and respect of the departing employees, but will even allow these outstanding talents to return once again in the future. These measures mainly include clear corporate goals, improved organization process systems, and increased communication and collaboration measures.
References
1. Lim Ai Hong1, 2, &Kangaslahti, J 2017, 'Educational Leadership, Management And The Phenomenon Of Managerialism', Euromentor, 8, 2, Pp. 11-20, Education Source.
2. Söderhjelm, T, Björklund, C, Sandahl, C, &Bolander-Laksov, K 2018, 'Academic Leadership: Management Of Groups Or Leadership Of Teams? A Multiple-Case Study On Designing And Implementing A Team-Based Development Programme For Academic Leadership', Studies In Higher Education, 43, 2, Pp. 201-216, Education Source.
3. White, M, & Bryson, A 2013, 'Job Cuts, Job Guarantees And Unions*', Manchester School (1463-6786), 81, 6, Pp. 855-875, Business Source Premier.
4. Ost, B, Pan, W, & Webber, D 2018, 'The Impact Of Mass Layoffs On The Educational Investments Of Working College Students', Labour Economics, 51, Pp. 1-12, Business Source Premier.
5. Brockner, J, Greenberg, J, Brockner, A, Bortz, J, Davy, J, & Carter, C 2016, 'Layoffs, Equity Theory, And Work Performance: Further Evidence Of The Impact Of Survivor Guilt', Academy Of Management Journal, 29, 2, Pp. 373-384, Business Source Premier.
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