Study On Ecomonic Dismissal From The Perspective Of Organizational Change Theory

The history of China academic's study on economic dismissal and layoff isn't very long,the relevant legal provision is not up to date either,and lots of layoff disputes or issues occurred in the recent years.From the view of management,the economic layoff is one of the organizational change activities.The recent global economic slowdown and its impact on the collective dismissal have exacerbated the importance to study on the procedure of economic dismissal based on the organizational change theory.This article first summarizes the current research on economic dismissal and organizational change.Then analyses two classic western organizational change models: Kurt Lewin's model and John P· Kotter's model as well as Runtian Jing etc.'s Yin-Yang Model based on Chinese culture.With these foundation,this article puts forward the “100 Meters” model of economic layoff,designs the four procedure of economic layoff: warming up,start,mid-way run and final sprint,which is aligned with the four stages of 100 meters race.With communication as a tool,this model aims to identify the layoff resistance,reduce the resistance,realize the organizational change vision and minimize the negative impact of layoff.This article then studies the company A's economic dismissal in 2016.With the comparison to principles in classic organizational change models and “100 meters” layoff model,this article analyses why this economic dismissal resulted in increasing labor dispute,high employee turnover,decline of organization performance and company soft power,Finally,this article proposes the recommendation to enhance company A's future economic dismissal accordingly to “100 meters” model.At the warming up stage,the company should frequently update employee on the industry and company's latest situation to create the atmosphere of organizational change.The company is also supposed to understand the market practice of layoff and try to take measures to avoid layoff.At the start stage,company can interview employees to identify the resistance,to set up organizational change vision through employee survey.In addition,the company should enhance communication both internally and externally,with the effort to establish the negotiation mechanism between government,company and employee.At the mid-way running stage,company should have good preparation on the detailed negotiation process and document,be flexibly in way of communication with different type of employee,and also pay attention to the post layoff crisis management and provide EAP to survivors.At the final sprint stage,new organization and new procedure should be developed and embedded into company culture to secure the layoff achievement.This Article,the author believes,is possibly the first work that undertakes the in-depth study in economic layoff from organizational change's angle of view.While the case study is only based on company A and lack of comparison between different types of companies,so may not fully reflect the real issues.The “100 meters” model is also pending for verification.This article hopes to provide a reference to academic and spur more in-depth study on the economic layoff.