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Reduction-in-Force: Management Strat...

Fulce, Annette D.

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Reduction-in-Force: Management Strategies Needed to Sustain Employees' Job Performance in the Transportation Industry.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Reduction-in-Force: Management Strategies Needed to Sustain Employees' Job Performance in the Transportation Industry./
作者:	Fulce, Annette D.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2018,
面頁冊數:	117 p.
附註:	Source: Dissertation Abstracts International, Volume: 79-09(E), Section: A.
Contained By:	Dissertation Abstracts International79-09A(E).
標題:	Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10751621
ISBN:	9780355870329

Reduction-in-Force: Management Strategies Needed to Sustain Employees' Job Performance in the Transportation Industry.
Fulce, Annette D.

Reduction-in-Force: Management Strategies Needed to Sustain Employees' Job Performance in the Transportation Industry. - Ann Arbor : ProQuest Dissertations & Theses, 2018 - 117 p.

Source: Dissertation Abstracts International, Volume: 79-09(E), Section: A.

Thesis (D.M.)--Colorado Technical University, 2018.

The purpose of this qualitative exploratory research study was to gain an understanding of the management strategies needed to sustain job performance when a reduction in force (RIF) event occurs in the transportation industry. The central research question asked: what management strategies are needed to sustain transportation employees' job performance in a reduction-in-force environment? The qualitative exploratory study used semi-structured interviews to gain information from RIF survivors employed in the transportation industry and who had experienced an RIF occurrence within the past 5 years. Data was analyzed for concepts, categories, and interrelationships within content to produce themes. The following themes emerged: (a) actions taken by management, (b) job performance, and (c) communication methods. Additionally, 5 sub-themes were inclusive to this study: (a) view of transparency, fairness and trust (b) action taken to restore transparency, fairness, and trust (c) impact on survivor's view (d) emotional/behavioral impact, and (e) selection process. The key findings suggest transportation managers are not taking appropriate actions to sustain job performance during an RIF. With transportation managers not engaging in the appropriate actions, survivors of RIF occurrences view transparency, fairness, and trust in the workplace negatively. Survivors suffer emotionally, and behavior changes from the traumatic effects of the RIF event. Frequency in communication and a detailed understanding of the selection process can help survivors minimize or eliminate the effects of an RIF occurrence. The findings indicated transportation managers must hone in on the 3 primary themes when developing an implementation strategy during turbulent times to reduce the impact to survivors and sustain job performance.

ISBN: 9780355870329Subjects--Topical Terms:

516664
Management.

Reduction-in-Force: Management Strategies Needed to Sustain Employees' Job Performance in the Transportation Industry.
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