The project focuses on layoffs of public employees in the municipality of Høje-Taastrup, and how to avoid or minimize severance pay in relation to these layoffs. Managers control the day-to-day operations of the institutions in the municipality, which include layoffs. Handling layoffs is a minor part of the managers’ workload. Consequently, the municipality has established a Human Resource Center. The consultants in the Human Resource Center offer legal advice on the processes of layoffs but errors and misunderstandings still occur. Somewhere in the cooperation between the managers and the consultants, mistakes happen. These mistakes provide the basis for this project. The project seeks to understand and analyse the processes of layoffs through the theories on sensemaking by organizational psychologist Karl E. Weick. Theories on sensemaking help to illustrate the managers’ and consultants’ thoughts and reflections on previous layoffs. This provides the foundation for a brand new strategy on layoff processes. The project finds that it is not a necessity that all managers and consultants agree on the procedure of layoffs. However, it is essential that there is an agreement between the manager and the consultant on how to execute a layoff without paying severance. A clear distribution of tasks and responsibilities is needed to establish who monitors what in the processes of layoffs to avoid and minimize confusion. Managers and consultants are required to agree on several plausible ways to fire employees. Consultants and managers in the municipality can use the findings and conclusions of this project to focus on their organizational compass to create a strategy on future layoffs without paying severance.
|Uddannelser||Basis - Samfundsvidenskabelig Bacheloruddannelse, (Bachelor uddannelse) Bachelor el. kandidat|
|Udgivelsesdato||18 jun. 2015|
|Vejledere||Poul Bitsch Olsen|