Cute Dermal Piercings

Typical!

We reported last week that it apparently concrete plans are to build step by step, the office staff. This plan was developed by a regional manager made public.
There was much discussion in recent weeks over staff cuts and the discourse and the way you try to push colleagues from the company. On the green markets in January, where known, the step by step, the cut flower department was dissolved and integrated into the potted plant departments. The fact it is two departments merged.

WHAT HAPPENED WITH THE STAFF?

What happens to the human resources manager then called our Dehner very smart and elegant synergy . This effect is favorable, neutral or unfavorable. And this is for everyone involved, in this case to the staff section, staff pot and the stretcher board, different. The fact is when a cut flower department is involved with 3 florists in a pot with 4 Department gardeners is to the account of a personnel manager Dehner overhang there. And it only costs an unnecessary amount of money. For can sell the house plants and florists, to say the furniture manager who is now in flower. And vice versa could it be that a colleague in the pot has a florist training department (happens often). So much for the example. Now where are the synergies .

The favorable effect Dehner managers can do without because of the merger on staff. And thus have to reduce the possibility of staff. In the example above with ease, minimum 2 people.

The neutral effect hard to imagine this will change anything for anyone.

The unfavorable effect The employees of both departments need to sell merchandise assortments in the future in which they are not sure and will therefore suffer the quality of advice. The spatial pooling of course the work is no less. This staff is reduced, the compressed work on the remaining colleagues and inevitably leads to more stress and physical and mental stress. The main disadvantage is felt for those who will be on the hit list.

Wen will meet with the staff reduction? Who is fair game? This can not be said in conclusion. But one thing is clear the area manager and store manager to make a grid and analyze the employees.
We know what the criteria are not established and analyzed, and how employees but it could be the following: Strong and Weak

much sick sick little

says his mind is a

Yes Sager

High Salary

lower salary

refused to be bullying

Can bullying is at his

bring an action against a dismissal

can not afford a wrongful dismissal, etc

reigns in downsizing the purest despotism! Those who show weakness, fly! Then, when (to "hit man" to write no more so that the Lord may not crocheted. Otherwise he is offended again) the "Super Heroes" by Regional Manager with the market leaders have brought together their knowledge of human nature to paper are, regrettably fallen for a couple of colleagues and associates the dice. Without which they can understand it, know why suspect, or can ever be something to be debt. For even the staff reductions at Dehner follows an economic principle:

THE PARTIES MUST BE CHEAP AS POSSIBLE BE DISPOSED .

conjure best weeks of harassment by a voluntary quit. And Ruck Zuck executives have again achieved what for their own premium account. And as we say again TYPICAL DEHNER . And the bully they are properly mitlerweile become diverse.
Although this fusion of the department was celebrated so well said on the stock exchanges in Rain and those present was that this measure brings forward Dehner, the applause did not have known they were possibly at their own shot at Dehner trellis.
councils have a say in the above-mentioned issue a big word and if they are good, prevent bullying and the staff and end the monopoly of the market leaders and people head region very quickly. Ladies and gentlemen, only one elected council recognizes the perils ahead Such greedy plans.
therefore taken up with the Central Works or trade union Verdi contact. Because we do not want the people by their insidious pattern of leadership is Dehner. be