Article 43

 

Wednesday, October 06, 2004

Another several thousand to get layed off in October

A few news articles - CNN, THE STREET, REUTERS, and one on AT&T’s WEBSITE - appeared recently regarding more layoffs at AT&T.  These are probably union jobs - non union layoffs don’t make the news.

Posted by Elvis on 10/06/04 •
Section General Reading
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Saturday, October 02, 2004

Voice Specialists get their pink slips.

Lady friend of mine says yesterday she and about 35 of 100 non union voice support marketing specialists got their 60 day layoff notices.  A public press release wasn’t found.  What may be consistent with policies detailed in another THREAD, some good performers were layed off, and some not so good performers kept. 

Posted by Elvis on 10/02/04 •
Section General Reading • Section News
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Tuesday, September 14, 2004

Life after AT&T

If you’re looking for Job hunt links, go HERE instead.

Got a story to share regarding your life after AT&T?
Post a comment below....

Posted by Elvis on 09/14/04 •
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Saturday, September 11, 2004

Job Hunt

Career Pages

Telecom Companies
Alltel
BellSouth
Lucent
Verizon
AT&T-SBC
Sprint
US LEC
Nextel
Cingular
Avaya

Job Boards
Careerbuilder
Monster.com
Top Entry Level Employers
Thingamajob.com
Jumbo Classifieds

Recruiters
Adea Solutions
Atos Origin
Robert Half Technology
TEK Systems
The Reserves Network

Government Contractors
GSA Top 50 Contractors (pdf)
Harris Corporation
SAIC

Other Vendors to Watch
Tumbleweed Communications
Troux Technologies

Misc
Winning at Networking
Job Seeker News

Posted by Elvis on 09/11/04 •
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Friday, September 10, 2004

Effects of Corporate Downsizing

As they pass their 40’s, being re-employed becomes harder.  Van Buren’s (1996, p. 50) research shows that being fired is likely to mean the loss not only of upward career movement, but also of economic stability and self-respect. They feel like they are being sacrificed, not because their corporations were in serious economic trouble, but rather because the profits being made were not high enough.

<snip>

Trust is one of the most valuable yet brittle assets in any enterprise. Over the long term, it’s far better for companies to downsize in a humane way.

“Corporations should remember that they are artificial creatures chartered by society. As such, they are subject to society’s values-and society’s approval can be withdrawn at any time” (Van Buren III, 1996, p. 50).  All the more reason to do it humanely.

<snip>

A key factor for employees who lose their jobs is often an organization’s severance package. Being displaced from a company is a devastating experience. Studies have shown that a generous severance package sends out a message to the employee kept on, that the company does care and provides for displaced workers. As Misha, et, al (1998) sees it, survivors will judge a company’s future interactions with them on how fairly it treats those laid off.

Developing a humane and dignified outcome for these displaced workers should be one of a company’s primary goals for each displaced individual within the organization. A way to increase the morale of each displaced worker within the organization is to have them gain control of their lives. 

Nothing saps a person more than a feeling of “lost control” in obtaining a job. “Workers’ control stabilizes employment, and, hence reduced the impact of an exogenous shock which reduces employment” (Doucouliagos, 1997, p. 175). Turnley and Feldman (1998, p. 82) look at how a company’s unfair actions cause low morale and a decrease in productivity. “In the case of organizations undergoing downsizing and reorganization, respondents’ comments highlight the negative reactions to perceived unfair layoff procedures”.

Using an organization’s position to retrain, having an out placement service, and having financial counseling for the displaced employees should be a primary concern for an organization in the middle of downsizing.

Leana, Feldman and Tan (1997) hold a contrary view of severance packages to displaced workers. In their research of laid off workers, they found that corporate assistance programs may have some unintended consequences for coping behaviors. A severance package given to individuals in a downsizing is meant to lessen the blow of being without a job. With this severance package, displaced workers should have time to look for a new position. These authors note, however, that substantial severance pay reduces the respondents’ sense of urgency to look for a job. On the other hand, other studies cites have shown that even after a displaced employee finds a new position, the pay is substantially less than what they were making in their prior position. Quite often these individuals who do find a new position are quite often under immense economic and social pressure to accept any job even if the wages are substantially lower than what they were making.

Employers know that these individuals are in dire need and will often offer less to them because of their situation. “The unemployed could be particularly vulnerable to distinct hiring discriminatory practices, as the reward for their human capital will depend on the subjective and discretionary evaluation made by the prospective employer who is typically, in a superior bargaining position” (Mavromaras & Rudolph, 1997, p. 814).

SOURCE

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Posted by Elvis on 09/10/04 •
Section Dealing with Layoff
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