The Summary Of The Costs Of Unemployment :: Economics, Unemployment Essays

Some people believe that recessions are neither good nor bad but simply part of the natural survival of the fittest in the business world. Actually, it is not true. In The Costs of Unemployment, the authors tell us both the good and bad influences of recessions. Recessions will cause unemployment because of the loss of output and GNP. Some people may argue that unemployment is  ¡Ã‚ °a part of the functioning of the economy ¡Ã‚ ±. They are partly right, for the unemployment is inevitable because of the dynamic economy. This kind of unemployment is called natural rate of unemployment ©Ã‚ ¤the sum of frictional and structural unemployment. However, this is only a part of unemployment. Because the firms  ¡Ã‚ °cut back and produce less ¡Ã‚ ± when they experience recessions, they will employ fewer workers. Therefore, the unemployment rate rises. This increase in unemployment caused by recessions and depressions is called cyclical unemployment. Recessions cause social consequences. During the recessions, the unemployed suffers a lot. The authors say that many people lost their savings as the stock market crashed and thousands of banks failed. What they can depend on is only the meager relief distributed by the government. In addition,  ¡Ã‚ °prolonged unemployment may also bring with it a number of social and person ills: anxiety, depression, a deterioration of physical and psychological health, drug abuse, and suicide ¡Ã‚ ±. Thirdly,  ¡Ã‚ °recessions may lead to lost output in the future ¡Ã‚ ±. When the companies experience recessions, they will reduce their investment and produce fewer products. As we all know, the investment is very important to  ¡Ã‚ °future economic growth and progress ¡Ã‚ ±. The more the investment is reduced, the longer we will spend on the growth of economy. On the other hand, recessions also have some benefits. First of all, recessions may reduce the rate of inflation. Secondly, in order to get survival in the recessions, companies must take some measures, such as trimming waste, managing resources better, and so on.

Affecting Change

Change is inevitable in any organization.   There are different situations which can force an organization to change its internal organization in order to match to the changes.Change is important since it assists an organization to carry on despite the changing business environment. However, it is not that easy to carry out a change in a business organization especially when this changes touches on organizational employees.There are different hurdles to change but they can be overcome through proper management of organization resources and use of appropriate change management process.Most important, it is imperative that an organization put in place strategies to empower employees, use the appropriate management practices and initiate change in organization culture if the overall change is to succeed. Let us look at how these three factors can be used to ensure successful change implementation.Organization management practices in the 21st century assert that organizational employee s are the most important asset that determines the success or failure of the organization. A well motivated and qualified workforces from a competitive advantage for an organization which is very difficult for other organizations in the same field to replicated. It is important that employees feel as a part of the organization to function effectively.This means that if an organization wants to have a change in its operation, it must get its employees involved so that they can feel as a part of the changes. Employee resistance can affect change implementation in various ways and may finally lead to drift of change strategy (Scott et al., 2003).There are different ways to empower employees so that they can feel as a part of the change process. It is important to give them power to say yes or no at their free will and under no influence.   In order to involve employees directly, it is important o eliminated barriers, restrictions and protocols they have to go through before making th eir contribution.Employees should also be involved in the decision making process and their input should be valued. It is also important to encourage reward improvements noted on employees and finally, they should be given equal and direct access to information.Management practices can also be great impediments to organization change.   This means that good management practices are imperative for successful change in an organization (Scott et al., 2003). Good management practices include those practices that will identify a problem, evaluate it and finally implement it to give positive results to the organization.Good management practices mainly involve what is to be done and how it will be done to ensure success. During organization change process, good management practices involve practices which will identify barriers to the change, draw strategies to overcome these barriers and successfully implement these strategies. Good management practices should get employees more involve d in management practices and change process.Organizational culture is the greatest impediment to change process in an organization. Organization culture describes those practices which have been practiced in an organization for a longer period of time and proved effective in running the organization. Organization culture describes the daily practices in the organization.   Changing organization culture is difficult that implementing a change in other area in the organization (Scott et al., 2003).Changing organizational culture in order to accommodate organizational change can be a long process that is quite involving. Change in organization culture must allow for continuity and modify the socializing tactics that have allowed the culture to propel. Resistance to change in culture must be addressed in the most appropriate way.Reference:Scott, P. M., Andrew, H., & Doole, K. (2003). Organizational change. Oxford Publishers

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