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View the documentary "The Take" for more information ( <A>http://www.thetake.org/</A> ).Ronald Krinockhttps://www.blogger.com/profile/10032690062736809938noreply@blogger.comtag:blogger.com,1999:blog-6928720644157599380.post-37542551330908946282009-01-09T10:04:00.000-08:002009-01-09T10:04:00.000-08:00This comment has been removed by the author.Ronald Krinockhttps://www.blogger.com/profile/10032690062736809938noreply@blogger.comtag:blogger.com,1999:blog-6928720644157599380.post-25852756108768784952009-01-09T09:43:00.000-08:002009-01-09T09:43:00.000-08:00This comment has been removed by the author.Ronald Krinockhttps://www.blogger.com/profile/10032690062736809938noreply@blogger.comtag:blogger.com,1999:blog-6928720644157599380.post-59073885827162646032009-01-09T09:27:00.000-08:002009-01-09T09:27:00.000-08:00This comment has been removed by the author.Ronald Krinockhttps://www.blogger.com/profile/10032690062736809938noreply@blogger.comtag:blogger.com,1999:blog-6928720644157599380.post-1420437533501950172009-01-08T20:15:00.000-08:002009-01-08T20:15:00.000-08:00I like the idea of people taking salary cuts toget...I like the idea of people taking salary cuts together. It's not pleasurable, but I imagine how much closer it brings people together as a community and not just a company. Also, from a business point of view (assuming that everyone including the CEO takes a cut in salary), think of the employee loyalty that would be fostered.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-6928720644157599380.post-41309108250677025032009-01-08T17:08:00.000-08:002009-01-08T17:08:00.000-08:00Cascio has the best books out there explaining the...Cascio has the best books out there explaining the problems associated with layoffs and recommending alternatives. I recommend his work to many of the managers that I work with. <BR/><BR/>Recently, I cited Cascio's work myself in a few articles on alternatives to layoffs, and on the truths and lies that keep organizations from considering alternatives. These include <BR/>(1) Lemmings really do believe that layoffs work.<BR/>(2) Too many believe that "Workers are Widgets".<BR/>(3) Real Men Wield Axes-- it isn't managerially macho to look at alternatives, And,<BR/>(4) I’m the Lumberjack so I’m Okay. -- Too many think that if they do the cutting, they themselves will be safe. <BR/><BR/>I'd love your thoughts on the ideas... www.AuthenticOrganizations.comAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-6928720644157599380.post-76494534378407972862009-01-08T15:48:00.000-08:002009-01-08T15:48:00.000-08:00I am in total agreement with both the blog and the...I am in total agreement with both the blog and the comments. My experience is companies that refer to people as "labor costs" or "overhead" or any number of other mechanistic terms, continue to see people as resources. As long as that view persists reducing the use of "resources" is a viable choice. Recognizing it is only people that give any company a true differential advantage steps in the direction of creating cultures where layoffs become a thing of the past and investments are made in building the capacity of people.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-6928720644157599380.post-18446847093974628232009-01-08T15:06:00.000-08:002009-01-08T15:06:00.000-08:00Another reason downsizing does not always work is ...Another reason downsizing does not always work is that those let go often end up working for your most rivaled competitors. If an employee does not have a non compete agreement, they often share success secrets from their former employers, so a company's best ideas get used by those they least want to know about them.Tawnyahttps://www.blogger.com/profile/16702472302551100494noreply@blogger.comtag:blogger.com,1999:blog-6928720644157599380.post-57457286928636190432009-01-08T14:30:00.000-08:002009-01-08T14:30:00.000-08:00More reasons why layoffs don't work: layoff surviv...More reasons why layoffs don't work: layoff survivors become preoccupied with wondering if/when they will be laid off, and spend some of the time they're supposed to be working worrying about their futures and looking for another job; productivity suffers because of the worrying (including time spent gossipping and speculating about who will be next); productivity also suffers because of time spent looking for a new job. Layoffs also lower survivors' morale (some survivors experience "survivor guilt"). And the work quality suffers when those who remain are expected to complete more work in the same amount of work hours.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-6928720644157599380.post-36134348961047123412009-01-08T14:16:00.000-08:002009-01-08T14:16:00.000-08:00Jeffery Pfeffer said this and so much more in 1998...Jeffery Pfeffer said this and so much more in 1998 (Human Equation). We give lip service to the notion that "employees are our most valuable asset..." put they typically are the first on the chopping block when things get tough. Why not get rid of another asset, life the corporate jet?!? Anyhow, I wholeheartedly agree with Wayne's assessment, and fear that, if companies continue this trend, they will pay for it in the long run.Anonymousnoreply@blogger.com