DECISION

Organizational Decision

Organizational Decision

Introduction

The termination of employee in any organization is agonizing for anyone and everyone included in the decision. In this case, not a single individual appears to look into the eyes and can converse face to face. The methods of communication among the employer and his employee are usually rancorous and bitter, and can be worn-out completely.

The procedure then seems to be unpredictable and confusing with the involved stakeholders that do not work together with each other. These stakeholders are potentially strange or only imprecisely acknowledged to one another (Zins, 2012, pp. 289-291). This situation seems like no win scenario for all the employees and is frequently fogged up with the extreme emotions of negativity. This situation deeply impacts the position of employee in the organization and the decision affects a lot of stakeholders.

Discussion

The decision of termination of an employee or employees in an organization is a tough process and has numerous effects on the stakeholders. In these cases, the employees want to stay in the employment however the employee recognizes the predictability of losing his job. This scenario also includes the feelings of employee in which he feels the impracticality and unfeasibility of the persistent service under the present conditions.

The employee in this scenario feels humiliated, disempowered, weak, and susceptible. In this situation, the supervisor of the employee looks like a monster however views no other opinion except the fact to finish the relation and association (Hutchings, De Cieri, & Shea, 2011, pp.83-101). Probably, the senior manager recognizes the discontented hold that the hard individual decisions are vital for the optimization of the outcomes of business.

However, usually it has an unenthusiastic impact on the confidence and self esteem of the workforce and employees that also has an effect on the bottom line. The counsel of employees has probably carried out that decision of termination is justifiable and defendable. However, it is still worried about defending the employee in an expensive judicial or administrative procedure.

In the centre of this situation is the manager of human resources (HR), who offers migraines of every employee while being insulted by every side for appearing to organize with the others (Zins, 2012, pp. 289-291). Intensifying awful matters, everybody included fears having the chats that are fundamental to comprehend the scenario and make the best decision. This decision making leaves the scenario under examination and makes the outcome most favourable.

Stakeholder Map

The termination of ...