Laying off employees based on age rather than on skills is a logical error. By using the seniority-based selection for layoffs, the organization assumes that the elderly workers are less productive. However, to arrive at an informed decision, it would be ideal to obtain data and decide based on performance. Additionally, the layoff approach does not protect the organization from lawsuits since the older workers are protected through the Discrimination in Employment Act. The purpose of the analysis is to ensure that workers of a particular age group are not targeted.
Explain What Professional Ethical Standards May Be Called into Question by This Error
Fairness standards may be called into question. Decisions about layoffs should be based on fairness and analyzed to evaluate their impact on the future of the business (Mujtaba & Senathip, 2020). However, the entity is focused on discriminating against the older employees who might be well equipped than the younger people. Also, the criteria have negative impacts on public relations since consumers might not want to associate their buying behavior with a company that does not value its welfare.
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Lack of competency would be problematic for the entity. By considering reasons such as family providence by young people, the supervisor generalizes that the elderly do not have financial issues to worry about. Managers should consider the sudden prospect of unemployment and ensure reasons for termination can be communicated effectively ( Clark, 2021).
What Ethical Behavior/Response Would You Apply The Situation?
I would ensure transparency by planning, analyzing, and managing the downsizing process. I would request the supervisor to consider alternatives such as salary reduction or develop a document that outlines the basis of layoff that considers the ethical, legal, and social gratifications. I would guarantee that the reasons for the restructuring are communicated to employees to ensure they understand that the importance of the decision for the survival of the business.
References
Clark, B. (2021). How to handle layoffs with compassion and transparency. https://thenextweb.com/news/how-to-handle-layoffs-with-compassion-and-transparency
Mujtaba, B. G., & Senathip, T. (2020). Layoffs and downsizing implications for the leadership role of human resources . Journal of Service Science and Management .
