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HP is facing a major problem involving layoffs. Due to several reasons, HP has laid off over fifty thousand employees in the last 8 years. For example, most recently, HP laid off nine thousand employees in order to “consolidate data centres at an expected cost of $1 billion.” (Sherman, 2010) These reoccurring layoffs trouble employees in many ways but the main aspect that should be taken into account is the effect this will have on employee dissatisfaction. Employee dissatisfaction can instigate severe ramifications for the company because how the employees’ work affects how well the company does in terms of success.

Job security is something that the average employee cherishes. When an employee’s job is secure, there is a feeling of safety and this usually leads to more confidence and higher productivity. But in this case, job security is not something that the employees hold. Due to the multiple layoffs that occur in such short time periods, employees would feel that their jobs are not safe at all. How does this effect motivation? ‘Maslows Hierarchy of Needs’ can be applied to this situation. Maslow developed a hierarchy of needs with the levels: physiological, safety, social, esteem and self-actualization. His theory was when one stage of the hierarchy was complete and fulfilled by the employee; the next need on the hierarchy becomes dominant. So when this motivational theory is applied to the situation at hand, it is clear that the employees cannot pass the ‘safety needs’ stage in the hierarchy. They are striving to achieve job security but cannot due to the consistent layoffs. So therefore, according to the theory, employees cannot go on to satisfy social, esteem and self-actualization needs and this slows down progress in the company.

This situation also fits into the ‘motivation-hygiene’ theory. This theory relates intrinsic factors to job satisfaction and extrinsic factors with dissatisfaction. Job security is the issue here and it is an extrinsic factor, and therefore, dissatisfies employees. The hygiene factors are not being taken care of by HP. This obviously hinders performance of the employees.

How can HP resolve some of the employee dissatisfaction problems that they have? One solution is that they can try and find another way to cut costs, other than making employees redundant time and time again. They could reduce wages of employees, or cut salaries from higher managers, but it can be argued that this will also lead to an increased level of employee dissatisfaction, depending on how the employees are motivated.

However, if HP find it essential and most efficient to lay off employees to cut or cover costs, then the company can keep current employees motivated by making the work environment more relaxed. This could help calm down the employees and reduce dissatisfaction (another ‘motivation-hygiene theory concept). This will not necessarily motivate employees, but it will reduce dissatisfaction. Also, in order to prevent further dissatisfaction, HP could cut down on other possible extrinsic factors that cause dissatisfaction. For example, sup本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。