nstead of new or temporary employees (training costs, benefit costs and so on), employees may well resent and resist participating in the overtime program.
A similar situation arises when an organization must take on the issue of layoffs. The company may announce the layoffs, and emphasize to its remaining employees that they must now work harder to make up for the lost productivity of those who were laid off. But the remaining employees have seen their friends and co-workers, who were equally productive, lose their jobs because management failed to adequately plan for the future. Even though the company does need increased productivity and increased participation by all members, nonmanagement personnel are likely to wonder if they are the next ones to be laid off, and how the company expects them to contribute even more when their
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