Motivating and Maintaining Morale during Downsizing at Rutledge Essay

Motivating and Maintaining Morale during Downsizing at Rutledge Company. The Ethical Selection Dilemma at Integrity Motors - Essay Example For this reason, it implies that a number of employees eventually have their contracts terminated, and it consequently affects their productivity before termination of their employment. Thus, this expose analyses the best practices using the case study about downsizing in Rutledge Company. First, communication is the most important aspect in a firm, and it will be essential in solving problems such as these affecting Rutledge Company. Thus, communicating to employees on how the organization will manage change and informing them on measures that the management will use in determining who to train is crucial in creating an honest environment instrumental for motivating employees. Secondly, assisting the departing employees to find employment in other places will help boost their morale and ensure that the company does not encounter losses in terms of productivity during the downsizing period. Other actions that can increase morale and motivation are providing counseling, establishing f airness by treating all employees equally, and subsequence announcement of downsizing as planned (Mishra & Spreitzer, 1998). The objective of the company should be the elimination of most of the employees who failed to use the technology required for the job. However, the company should make definite decisions that motivate the remaining employees in order to avoid losing some of their talents. First, evaluating this category of employees and identifying their preferences and potential becomes crucial in determining the employees to retain. Therefore, Rutledge Company and its employees should collaborate in developing the best program suited to train the employees who are not using the required technology. In effect, these employees will experience a bond with Rutledge and will start using the latest technology since they participated in developing the plan and they have the feeling of ownership of the plan they helped develop. The best criteria that Rutledge should use during downs izing must encompass employee productivity and competence. In this regard, productivity should be the basis for determining the performance of employees during downsizing, and there should be a performance appraisal in place meant to determine the performance of each employee with the new technology. The performance appraisal, determined by the developers of the technology, will ensure fairness in the retention process. In addition, the fairness will make sure that all employees remained motivated to perform their responsibilities before they knew of their fate at work. It is common knowledge that changing technology in a firm requires properly training the employees. In effect, training will similarly apply to Rutledge Company and its employees. Conversely, retraining employees might improve their morale and motivate them at work. Providing in-service training to the employees will help them learn together with their managers on working while using the new technology. In effect, le arning with their managers and supervisors will help create a â€Å"fellow feeling† to the company, which ultimately motivates the employees and improves their productivity at work since there will be an attachment created in the company. In addition, further training is crucial since it enhances communication within an organization. As previously indicated, communication is crucial since there will be the creation of an environment of trust and openness, which motivates Rutledge’s employees. Case 2: The Ethical Selection Dilemma at Integrity Motors Entrepreneurs and managers realize the importance of hiring the right personnel to run their businesses successfully. In order to