critical essay

the loss of employment has become something very common or repetitive among the

collaborators, taking into account that the company does not show the same commitment

towards the collaborators, it is necessary to be able to get into the subject to be clear about

what it means Job loss is defined as layoffs that are generated within a company, either due

to poor support from the company's workforce or simply because they themselves decide to

desert.

it is said that from the years 1970 to 2007 there have been changes in the management

organizations and if we talk about the collaborators, they highlight the fact that hiring a lot

of personnel leads to a deficiency. does not comply with the established schedule and also

allows the use of these resources for other contractual issues in terms of financing. In 1970,

a collaborator was able to retire part-time early, which meant a legal decrease in the number

of weekly hours worked by the collaborators, with the aim of increasing the number of

employed persons.

When a collaborator loses his job, it is very complicated for him to get a job again at the

facial level, which causes him to last up to 2 years without a job, this causes negative

effects, not only one person is affected, because behind each collaborator or collaborator

there is a complete family which sometimes only subsists on part of this earned salary,

without looking very far in the sectors in which we live it is possible to demonstrate this

problem, in Colombia a fairly large country in which unfortunately many companies decide

to fire a certain number of employees for whatever reason, which makes it much more

difficult to maintain those houses, because there are not many jobs and many are very

difficult to acquire.
Having said this, it is understood that the fact of dismissal of employees becomes quite

complex because although it is true that it is beneficial for the company due to the reduction

of costs, it also increases the work of the person in charge, taking into account that it is not

advisable to saturate of work to a collaborator because as their work increases it could

cause the results not to be as expected due to work overload.

According to the reading, it is concluded "In the most recent economic recession, the

reduction of personnel was global in scope, with 8.5 million layoffs in the United States

and more than 50 million worldwide." Downsizing is a fairly broad term which refers to

reductions in the use of financial, physical, human or information assets by an organization.

Downsizing is often used with the term organizational restructuring, which is commonly

known as changes to be made in the company. In the United States of North America, it

was implemented to lower the percentage of unemployment was to keep them with fewer

working hours. This allows the salary to be minimum, but gives more job opportunities.

Downsizing was previously defined as “planned elimination of positions or jobs”. Which is

understood to be an intentional strategy designed to reduce the labor force, the way to do it

is with early retirement incentives for older workers, or at least they make it seem that way.

These reductions, in turn, are due to the high investments in machinery carried out by the

companies. This is extremely beneficial for a company due to cost savings, but it explains

why some companies no longer have the need to rehire workers, or at least not in the same

amounts which increases the unemployment rate and if we look at it more internally it also

increases the poverty rate.

The causes of the increase in the unemployment rate stem from external and internal

factors.
The external ones are macro-environmental factors, decreases in demand,

deregulation/privatization of the industry, previous changes in the economic environment,

reduction of competitors, abandonment of institutionalized practices, globalization/global

competition, differences in regional labor costs, industry conditions, workforce

demographics, technology investments.

the internal ones can be four factors: Organizational factors, acquisitions, practices,

characteristics.

Downsizing: ¿Is Less Still More? Overview de Quick, J., Pandey, A. &
Cooper, C. (2012),