Life in the High-Rise: For the past ten days I had led a tour group around the monuments of Yugoslavia:
I am a big fan of your work on risk communication and have been following it for years. I am currently researching best practice for communicating job layoffs, and wondered if you would apply your models to communicating bad news about jobs. For example, would this comment hold true in a job crisis?
More often than not, they are already pondering what might go wrong, imagining the worst and wishing there were some way to get it out onto the table and get the facts.
I would think that employees would be expecting layoffs. Speculating about when and who is a big part of the rumor mill in an organization, and people would rather know than constantly live in fear about what might happen.
So I think not telling them is very unproductive, and in our current economic climate irresponsible. Most companies tend to keep their employees in the dark. Publicly listed companies have of course a regulatory framework to consider, but your risk communication model is an interesting one to contemplate.
They mostly knew or sensed that a downsizing was on the way, and the event itself is like the other shoe dropping. Would it be kinder — and better business — for employers to be candid?
In the current economic climate, a very high percentage of employed people fear for their jobs. This is a huge drain on morale and productivity — and a significant threat to workplace safety as well.
It also inhibits consumption and damages the economy, as millions pull back on spending in anticipation of possible joblessness to come. The widespread expectation of joblessness is thus a self-fulfilling prophesy.
Here are the four groups: These employees are experiencing completely unnecessary anxiety, with all its impacts on morale, productivity, safety, consumption, and quality of life. If it were the norm for companies to level about their labor plans, these employees would enjoy a reprieve.
The risk would be knowable, explicit, confirmed. But when the layoffs come, they will be taken by surprise, logistically and emotionally. If their employer bothered to say so explicitly, it would simply confirm what they already believe. Bottom line of this audience segmentation:A meditation on Brutalism, the occult & J.
Ballard during three days in Belgrade's Western City Gate (or 'Genex Tower'). Introduction Decoding Directives Paper 1 Paper 2 International Relations Paper 3 Paper 4 Civil Services (Mains) Examination – General Studies Strategy for Paper 2 Go through UPSC Mains Papers and IASbaba’s role- Here UPSC Mains Examination .
Published: Tue, 13 Jun The title question of my case study is: ‘Should Nuclear Power be Banned’. I have chosen this question as I believe it is a key topic at this present moment in life, with a lot of information about it in the media, such as on the news and in the papers each day.
Dear Twitpic Community - thank you for all the wonderful photos you have taken over the years. We have now placed Twitpic in an archived state. Death, divorce, marriage, retirement, career changes, empty-nesting, moving Whether we instigate a stressful event or feel like the victim of one, navigating the transitional waters of change is hard.
comment: I am a Ph.D. student in public health and am contacting you concerning research on your risk communications principles. I am responding to your interest in having more research done on your risk communication principles as you mentioned in the guestbook post by Knut Tønsberg..
I also work with a public health agency in Michigan, specializing in pandemic influenza risk communication.