earticle

영어

The ultimate goal of downsizing is an organizational innovation and improvement of
effectiveness. Therefore downsizing strategies should set the context and oversight of the total downsizing process. And the full set of commitments, decisions, and actions required for an organization to achieve high performance or overall optimum effectiveness. In strategic downsizing, choices may be made among downsizing, process and business reengineering, and downscoping(reducing diversification to focus on core businesses).
Numerous studies show that following a downsizing, surviving employees become risk-averse, distrust management, and show productivity and morale drops. Indeed, a nearly unanimous pattern among survivors" of downsizing, sometimes called lay-off survivor sickness" is initial anger and pain, followed by fear and cynicism, declines in efficiency, and erosions of productivity. These effects are much more pronounced when the downsizing is short-term, deep, across the board, and handled with limited communication and participation. The fewer than half of the downsized companies achieve a reduction in overall expenditures, and less than one quarter show increased productivity. But the way in which downsizing occurs is more important in accounting for effectiveness than is the size of the work force reduction or the cost savings that accrue.
This paper seeks to prospect the strategic alternatives of downsizing. As the outcoming result of the documental and empirical study, humanitarian downsizing impact directly to the positive recognition of downsizing and organizational commitment. The humanitarian downsizing is consist of ethical factors of downsizing(timing, method, information), context of downsizing(resizing of hierarchy, department, process, task), interactional factor of downsizing(participation of union, communication), managerial factor(assist of redundant, survivor), reliability factor of
downsizing(responsibility of management, obligation of pain, conform of long range goal)

한국어

다운사이징의 궁극적 목표는 경영혁신과 유효성 향상이다. 이에 다운사이징 전략은 전반적인 다운사이징 과정에 대한 통찰력에서 수립되어야 한다. 많은 연구에서 다운사이 징 이후 생존자들이 위험을 회피하고 경영진을 불신하며 생산성과 사기하락을 경험하는 것으로 지적하고 있다. 이러한 현상은 다운사이징이 단기간에 이루어지고, 의사소통이 부족하며 근로자의 참여가 제한될 때 심화된다. 다운사이징이 단순한 인력감축이나 경비절감의 차원을 넘어 조직유효성을 접근하는 좀 더 중요한 계기가 되어야 할 필요가 여기에 있다. 문헌연구와 실증분석 결과, 인도주의적 다운사이징(윤리성, 내용성, 상호작용성, 관리성, 신뢰성)이 구성원들의 다운사이징 인식과 조직몰입에 긍정적인 영향을 주는 것으로
밝혀졌다.