Windfall of opportunity

Article Abstract:

A fictional case is presented as a way of examining which personnel management approach is best suited to a cyclical business. Chemgen is always faced with the problems of a labor shortage during peak periods and a surplus of workers when business slows down. A proposed remedy was to create a temporary labor pool composed of the firm's retireable employees. Workers aged 57 and above would be offered attractive pension packages to induce to retire. An additional suggestion was to slash these workers' pensions and to add the surplus to the firm's bottom line. An analysis of both suggestions reveals them to be flawed. A more workable solution to Chemgen's cyclical personnel problems is the creation of a program that would involve the union-approved retirement of old employees, the recruitment of talented workers, and the segmentation of personnel into permanent staff, contract workers and temporary hirings.

Case studies, Human resource management

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Coping with the ordeal of executive relocation

Article Abstract:

The executive-relocation process can be a harrowing, and frustrating, one, with examples abounding of managers whose move to a new area as a result of a new position with a company resulted in their abandoning the new location altogether and resigning from their new position, due primarily to the problems of relocation. Several companies have enacted innovative relocation programs for their executives intended to smooth the process and make the transition as easy on the family as possible. The increasing reluctance of executives to accept new positions that require moving (blamed in part on two-career households, life-style changes and increasing housing costs) and incentives being provided by different companies to get the executives to change their minds are described.

Social aspects, Innovations, Employee relocation, Moving, Household, Household moving

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Executive stress goes global

Article Abstract:

Executives were surveyed in ten countries to identify the pressures under which they perform and the social, political and economic trends that are making the jobs of executives more difficult. The survey found that executive stress is not only a growing problem in developing countries but is also becoming critical in industrialized nations, particularly Japan. The other countries studied were the U.S., Britain, Sweden, Germany, Singapore, Nigeria, South Africa, Brazil and Egypt. The three major symptoms of stress studied were depression, anxiety and illness. Also studied were the effect of political instability on executive stress and national rates of job dissatisfaction.

Psychological aspects, Surveys, Job stress, Stress (Psychology), Executive ability

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