downsizingมีผลกระทบต่อนวัตกรรม และเ

downsizingมีผลกระทบต่อนวัตกรรม และเรียนรู้ที่มีการพัฒนามาในช่วงเวลาหลายปี นอกจากนี้การdownsizingยังมีผลกระทบต่อกำลังใจในการทำงานของพนักงาน, ขัดขวางการเติบโตขององค์กร และการลดลงผลผลิต นอกจากนี้ยังมีผลกระทบต่อสุขภาพและพฤติกรรมของพนักงานที่ยังเหลืออยู่ในองค์กร ดังนั้นเพื่อช่วยองค์กรการ downsize สำเร็จ ผู้บริหารต้องเข้าใจปฏิกิริยาที่เกิดขึ้นกับพนักงานดังกล่าวอย่างละเอียด เรียนรู้และหาวิธีการช่วยเหลือพนักงานที่ยังเหลืออยู่
:หลังจากการdownsizing พนักงานที่เหลืออยู่มักแสดงออกในพฤติกรรมที่หลากหลาย ผลกระทบทางด้านจิตใจ พนักงานที่เหลืออยู่จะรู้สึกสูญเสียกำลังใจ และรู้สึกหดหู่เมื่อสมาคมและเพื่อนของพวกเขาต้องออกจากองค์กร นอกจากนี้พวกเขาจะเกิดความรู้สึกไม่มั่นใจต่อสถานะตำแหน่งของตัวเอง ซึ่งความรู้สึกเหล่าส่งผลกระทบโดยตรงต่อความเครียด และสภาพจิตใจของพนักงาน
ผลกระทบต่อประสิทธิภาพการทำงาน เนื่องจากงานโอเวอร์โหลดและเกิดความสับสนต่องานที่ต้องรับผิดชอบเพิ่มขึ้น ซึ่งส่งผลกระทบต่อประสิทธิภาพการทำงานลดลง
นอกจากนี้ยังอาจส่งผลกระทบต่อการพัฒนานวัตกรรมใหม่ เนื่องจากภายใต้สภาพแวดล้อมที่ไม่แน่นอนพนักงานที่เหลืออยู่จะไม่กล้าเสี่ยงในการทำงานที่พวกเขาไม่มั่นใจ เนื่องจากไม่มีใครต้องการที่จะทำผิด จนกลายเป็นความระแวงที่มากเกินไปทำให้การพัฒนานวัตกรรมใหม่มีแนวโน้มหายไปด้วย

Results (English) 1:

Downsizing has an impact, innovation and learning that has been developed during many years. In addition to downsizing, also affect the morale of the employees ' work, hampered the growth of the Organization and reduced productivity. They also affect the health and behavior of employees who have left the Organization, so to help downsize organization success, executives must understand the reactions that occur with such extensive employee. Learn more and find out how to help the remaining employees.: After downsizing The remaining employees are often expressed in a wide variety of effects on the behaviour of the mind. The remaining employees will lose morale and feel depressed when the society and a friend of them must leave the organization. In addition, they will not feel confident of their own position, state that they feel the direct impact stress and mental condition of the employee.Performance impact due to work overload and confusion continued to be responsible for the increase, which affects the performance decreased.It also may affect the development of innovation, because under the environment not the remaining course would not dare risk in that they are not confident. Because nobody wants to make a mistake until you become a laugh too much, making the development of new innovations are likely to disappear.They become excessively cautious. Given the atmosphere of uncertainty, no one wants to make mistakes--survivors don't want to be on the top of the list when the next downsizing comes along. Risk taking and innovation are likely to disappear; playing it safe and passing the buck may become the activities of choice. During a downsizing, such responses are the least desirable for the organization.To help their organizations downsize successfully, managers must understand such reactions thoroughly and learn ways to help survivors survive.One of the reasons that downsizing has such a profound effect on survivors is that it violates two fundamental human precepts--the need for security and the desire for justice.* They have low morale. Survivors tend to become depressed when their friends and associates have to leave the organization. They are not sure what they can or should do to save their own jobs and may want to maintain low profiles for fear that they might be seen in an unfavorable light.* They become less productive. Survivors frequently face work overload because fewer employees must handle what needs to be done. They may be unsure about their responsibilities and confused about what management expects of them. "Who's supposed to take care of this now that Joe is gone? Is it me?" is an all-too-common reaction.* They distrust management. Survivors have seen that competent performance no longer guarantees continued employment in their organization. Their bargain with management has been canceled unilaterally; they wonder whether management can be trusted to keep its word about anything.. They become excessively cautious. Given the atmosphere of uncertainty, no one wants to make mistakes--survivors don't want to be on the top of the list when the next downsizing comes along. Risk taking and innovation are likely to disappear; playing it safe and passing the buck may become the activities of choice. During a downsizing, such responses are the least desirable for the organization.

Results (English) 2:

downsizing affects innovation And learning that have evolved over many years. Additionally, downsizing has affected the morale of the staff, hinder the growth of the organization. The productivity decline It also affects the health and behavior of the employees remained in the organization. So to help organizations understand the need to downsize successful executives reacted with such employees thoroughly. Learn and find ways to help employees who remained
after the downsizing. The remaining employees often expressed in a wide variety of behavior. The psychological impact The remaining employees will lose morale. And feel depressed when the Association and their friends have left the organization. In addition, they will feel confident to state its own position. These feelings, which directly impact on stress. And mental state of
an impact on performance. Due to overload and confuse the work to increase accountability. Which affect the performance drop
may also affect the development of innovations. Because the environment is uncertain, the remaining employees will not dare to work, they are not convinced. Since nobody wants to do. Become a suspicion that too many innovative developments are likely to disappear
They become excessively cautious. Given the atmosphere of uncertainty, no one wants to make mistakes - survivors do not want to be on the top of the list. when the next downsizing comes along. Risk taking and Innovation are likely to Disappear; Playing it Safe and passing the Buck May Become the activities of Choice. During a downsizing, such Responses are the Least desirable for the Organization. To Help their organizations downsize successfully. , Managers must thoroughly and Learn Ways to Understand such reactions Help survivors Survive. One of the reasons that downsizing has such a Profound Effect on Human survivors is that it violates fundamental precepts Two - the Need for Security and the Desire for Justice. * They. have low morale. Survivors tend to become depressed when their friends and associates have to leave the organization. They are not sure what they can or should do to save their own jobs and may want to maintain low profiles for fear that they might be seen in. an Unfavorable Light. * They Become less Productive. Survivors Frequently Face Work overload because fewer employees must Handle what Needs to be done. They May be Unsure About their responsibilities and confused About what Management expects of them. "Who's supposed to take Care of this. now that Joe is gone? Is it Me? "is an all-Too-common Reaction. * They Distrust Management. Survivors have seen that Competent Performance no Longer guarantees continued Employment in their Organization. Their bargain with Management has been canceled unilaterally; they. Wonder whether Management Can be Trusted to Keep its Word About anything .. They Become excessively cautious. Given the atmosphere of uncertainty, no one wants to Make mistakes - survivors do not Want to be on the top of the list when the next downsizing. comes along. Risk taking and innovation are likely to disappear; playing it safe and passing the buck may become the activities of choice. During a downsizing, such responses are the least desirable for the organization.

Results (English) 3:

Downsizing affecting innovation. And learn development has come a time for many years. In addition to downsizing also impact on the morale of the employees,Hinder the growth of enterprise and reduced productivity. Also the effects on health and behavior of employees remaining in the organization. So in order to help the enterprise downsize success.Learn and find ways to help employees left
.:After downsizing. The rest of the staff is often expressed in a variety of behavioral psychological impact. The remaining employees will feel the loss of morale. And feel depressed when the association and their friends to leave the organization.The feelings of those directly affect the stress and the mental state of the workers
.Impact on performance. Because the work overload and confusing to work on more responsibility. , which affect the efficiency decreases
.It may also affect the development of innovation. Because under uncertain environment the rest of the staff will not risk at work, they weren't sure. Because no one wants to make mistakes.They become excessively cautious. Given the atmosphere, of uncertainty no one wants to make mistakes--survivors don t want. ' To be on the top of the list when the next downsizing comes along. Risk taking and innovation are likely to disappear; playing. It safe and passing the buck may become the activities of choice. During, a downsizing such responses are the least desirable. For the organization.

.To help their organizations downsize successfully managers must, understand such reactions thoroughly and learn ways to. Help survivors survive.

One of the reasons that downsizing has such a profound effect on survivors is that it violates. Two fundamental human precepts--the need for security and the desire for justice.

* They have low morale.Survivors tend to become depressed when their friends and associates have to leave the organization. They are not sure. What they can or should do to save their own jobs and may want to maintain low profiles for fear that they might be seen. In an unfavorable light.

* They become less productive. Survivors frequently face work overload because fewer employees. Must handle what needs to be done.They may be unsure about their responsibilities and confused about what management expects of them. "Who 's supposed to. Take care of this now that Joe is gone? Is it me? "Is an all-too - common reaction.

* They distrust management. Survivors. Have seen that competent performance no longer guarantees continued employment in their organization.Their bargain with management has been canceled unilaterally; they wonder whether management can be trusted to keep its. Word about anything...
They become excessively cautious. Given the atmosphere, of uncertainty no one wants to make mistakes--survivors. Don 't want to be on the top of the list when the next downsizing comes along. Risk taking and innovation are likely to disappear;Playing it safe and passing the buck may become the activities of choice. During, a downsizing such responses are the least. Desirable for the organization.