A0153 CSR Laurea Leppävaara
Founded: 03 Oct, 2011
This is a web-based course where we learn to discuss environmental, social and economic responsibility issues. We will develop a wider approach to ethical questions.
Administrators:
Members
- AnnaVee (1) | Turku
- Sandssi (10) | Espoo
- Merja (2) | Vantaa
- KaijaK (8) | Espoo
- alimirfin (1) | Helsinki
- PTammi (1) | Helsinki
- asavilampi (1) | Espoo
- IVuokkovaara (1) | Helsinki
- SMaukonen (1) | Espoo
- LiukkJ (1) | Loviisa
- OPollanen (1) | Vantaa
- Amanda (1) | Espoo
- TSeppa (1) | Espoo
- JeTiainen (1) | Espoo
- pjohansson (1) | Utrecht
- VilkaE (1) | Helsinki
- jtiainen (1) | Espoo
- CThornberg (1) | Espoo
- Akalaja (1) | Espoo
- psandberg (1) | Helsinki
- mheino (1) | Helsinki
- MLUND (1) | Helsinki
- SSoratie (1) | Espoo
- mavirtak (1) | Espoo
- ESuhonen (1) | Helsinki
- knenonen (1) | Helsinki
- MNiemi (1) | Kerava
- AMossberg (1) | Turku
- VLevoniemi (1) | Karkkila
- mkuitu (1) | Helsinki
- RHenriksson (1) | Espoo
- MSaarman (1) | Helsinki
- DVeenstra (1) | Helsinki
- KKuokkanen (1) | Helsinki
- KTainio (1) | Espoo
- MRantamaki (1) | Espoo
- KMetsalu (1) | Espoo
- TSola (1) | Helsinki
- EKlemetti (1) | Helsinki
- Msepponen (1) | Helsinki
- STornberg (1) | Espoo
- RLusenius (1) | Helsinki
- PJurvanen (1) | Helsinki
- JTatta (1) | Helsinki
- TViitanen (1) | Vantaa
- VSalomaa (1) | Helsinki
- Haasum (1) | Espoo
- Apohja (1) | Espoo
- TESalmi (1) | Kouvola
- TKorhonen (1) | Espoo
- TSavol (1) | Helsinki
- hniemiaho (1) | Helsinki
- Mkorhonen (1) | Vantaa
- MarkusP (1) | Helsinki
- MMooij (1) | Helsinki
- Jkarhu (1) | Kirkkonummi
- PGronroos (1) | Espoo
- Jizhang (1) | China
- Awang (1) | China
- Fparaschi (1) | Torino
- cpache (1) | Filderstadt
- vfuret (1) | Helsinki
- Aaalto (1) | Espoo
- tpichon (1) | Espoo
- gvetilla (1) | Helsinki
- ACasota (1) | Lisboa
- THamalainen (1) | Espoo
- Tuappi (1) | Vantaa
- tLaakkonen (1) | Vantaa
- lbruggeman (1) | Espoo
- cmunozm (1) | Espoo
- ccosquer (1) | Helsinki
- Sking (1) | Vantaa
- JPratap (1) | Germany
- DBreunissen (1) | Helsinki
- Jhieta (1) | Espoo
- dwosti (1) | Espoo
- Pjung (1) | Helsinki
- Sraj (1) | Helsinki
- Ahirvo (1) | Helsinki
- Lhellman (1) | Espoo
- Jchoi (1) | Espoo
- Jkoski (1) | Helsinki
- jLindholm (1) | Espoo
- AMakinen (1) | Espoo
- HNoxoK (1) | Espoo
- vkivinen (1) | Helsinki
- Eketurakyte (1) | Espoo
- GKuisma (1) | Helsinki
- MLaine (1) | Espoo
- akuulas (1) | Espoo
- Anguyen (1) | Viet Nam
- Jjarvi (1) | Espoo
- Rmiranda (1) | Espoo
- jdohmen (1) | Liege
- jkorpi (1) | Oulu
- JKiukas (1) | Helsinki
- Elarinkoski (1) | Kirkkonummi
- zcchen (1) | China
- LTungoc (1) | Ho Chi Minh
- HVothi (1) | Vietnam
- Yuliu (1) | Espoo
- YueLiang (1) | China
- ssalzano (1) | Espoo
- LLintunen (1) | Vantaa
- Acardwell (1) | Espoo
- Lucy (1) | Vietnam
- Etungstedt (1) | Helsinki
- vberci (1) | Espoo
- Vheikura (1) | Helsinki
- Arousku (1) | Espoo
- Mkoskela (1) | Espoo
- JSarkijarvi (1) | Espoo
- hhofmann (1) | Helsinki
- iturkka (1) | Espoo
- SatuR (1) | Helsinki
- nguyenthikhanh (1) | Vietnam
- moudoblex (4) | Espoo
- HRantanen (1) | Espoo
- Tmakela (1) | Vantaa
- mbrunner (1) | Feldkirch
- lodovica (1) | Torino
- JPalenius (1) | Espoo
- jjuden (1) | Helsinki
- Kbalode (1) | Helsinki
- 1002579 (1) | Espoo
- Pappu (1) | Bangladesh
- Ajokip (1) | Helsinki
- GMAIRE (1) | Espoo
- Mblanco (1) | Spain
- Nwangmo (1) | Helsinki
- DebeckerJULIE (1) | Helsinki
- psn5391 (1) | Espoo
- SBang (1) | Espoo
- FLaurita (1) | Pinerolo
- Oguscina (1) | Espoo
- paulogon (1) | Helsinki
- Emolnar (1) | Espoo
- kontuan (1) | Helsinki
- IKataja (1) | Vantaa
- lauriM (1) | Espoo
- mikri123 (1) | Salo
- Samix (1) | Vantaa
- Ritu (1) | Vantaa
- Marika (1) | Lohja
- MelissaTous (1) | Helsinki
- Francoisraymond (1) | Montpellier
- adrironda (1) | Helsinki
- Sannamakinen (1) | Helsinki
- ssandvik (1) | Helsinki
- HRuohio (1) | Espoo
- LNorja (1) | Espoo
- ANiemi (1) | Helsinki
- TVainikka (1) | Espoo
- SPesonen (1) | Espoo
- ASoderstrom (1) | Helsinki
- PSuhonen (1) | Espoo
- Tvirtanen (1) | Lahti
- AVillanen (1) | Espoo
- mvarelius (1) | Espoo
- SRytkonen (1) | Espoo
- HSahlberg (1) | Espoo
- AAsiala (1) | Helsinki
- MVuorinen (1) | Espoo
- ivenalainen (1) | Espoo
- ARiikonen (1) | Espoo
- MHanhike (1) | Helsinki
- biraure (1) | Espoo
- KimmoK (1) | Inkoo
- otimonen (1) | Espoo
- ideproff (1) | Espoo
- MRissanen (1) | Espoo
- Jsimpura (1) | Espoo
- Truc_Ho (1) | Vietnam
- ErikaH (1) | Helsinki
- MHeikkinen (1) | Helsinki
- LNguyen (1) | Helsinki
- NBrzezinska (1) | Helsinki
- KSummanen (1) | Helsinki
One of the goals is to develop skills on different practical tools to help organisations in combining CSR with their actions and strategy.
Group web links: Optima Laurea
Campaigns
Group's call of contents
Active:
-
Social responsibility and outplacement
Many big companies have recently rearranged their business and laid off thousands of people.
Ended: 30 Nov, 00-1
Would you like to comment?
Log in or Sign up
Comments
Companies today seek to produce efficiently and with maximum profitability, regardless of the big problem we have with pollution and the environment. We need to sensitize the society to take care of our planet, and this requires that companies take measures to reduce emissions and reduce pollution. Some solutions may be:
-energy efficiency:to reduce energy consumption by businesses
-Water-saving: To reduce costs and conserve the environment
-Renewable energy: Encourage the use of this type of energy helps to reduce pollution.
(1002989)
Moreover companies have to manage their human resources well. In fact, in time on crisis like nowadays many companies want to reduce their costs.
A good way to do that is to reduce working time of their employees and keep their jobs instead of fire them. With this way, employees keep their job and they can survive during the crisis time; and the company can reduce its costs.
In that case if there is a recovery in the company´s economic activity, all jobs are saved and they just have to increase working time and it avoids costs of firing in the first place and re-hired in a second.
Nowadays many company are more socially responsible. A good way for them to do it it is to recycle their rubbish and adopte renewable energy for their needs. In fact recycle rubbish is easy to do and that simple thing can have a real impact on the evironment if all companies do it.
Nowadays Many business are turning in recent years to reduce costs by outsourcing its structure. It is shown that the savings, depending on the project and the type of company concerned, ranges between 10 and 20% of the monthly item devoted to the technology department.
But the outsourcing includes a number of risks. The risks involved in the process of outsourcing go from being operational risks strategic risks. Operational risks affect more the effectiveness of the company. Strategic risks affect the direction of the firm, its culture, information sharing, among others. The main risks of outsourcing are:
Not to negotiate the adequate contract.
Not suitable selection of the contractor. You can be the company
It does not exit control over contractor`s personnel.
Increased cost of the contract negotiation and monitoring.
Refusal of the concept of Outsourcing
There should me more flexibility in work tasks. Always is the situation that parts of the workers are overloaded and there are others who are not so taken. Learning knowledge outside your own works helps to move workforce when needed and the amount of work.
Yes, I agree completely. The problem at least in bog companies is, that the wall between departments is hard to break. Even there might be competent persons in the other department who could help to reduce the3 workload in the other one as well, the possibilities are not seen, nor utilized.
How to make it more ethical in companys to reduce in costs and at the same lay off people just to save money.
Companys want to reduce static costs by reducing internal stuff and replace it with oursourced work.
We have seen in real life that oursourcing "in one night" hardly ever results in positive solutions.
Replacing internal stuff with oursourced personal usually causes decrease in quality and people that remain
need to use their efforts in fighting with this oursourcing company and agreements.
When laying out staff they should be given a real opportunity to participate in reducing costs in internal functions
and in this way motivate them to think what is best to company. When the lay off staff, we have seen that usually this
work has to be replaced by an outsourced resource, sooner or later.
Outsourcing is often chosen because companies want to cut costs, but after a while they might notice that it really isn't that cheaper than having the employees themselves and the service might not function as well. For example in our company the IT servicedesk was outsourced a few years ago. The service provider was changed twice, and last year they rebuilt the service back to our company.
We totally agree with your idea: "When laying out staff they should be given a real opportunity to participate in reducing costs in internal functions and in this way motivate them to think what is best to company". This would bring the humanity for the company management.
Even the company decides to reduce the amount of the employees radically, usually the concrete work which still needs to be done,stays, and the same amount of work has to be done by reduced work resources. And this causes stress and empolyees are overloaded with the huge amount of work.
Unfortunately the employees cannot basically do nothing during the consultation negotiations in Finland - the negotiations are going according to the 'employers will state" and the employees are just 'faceless' numbers in their lists.
Many big companies are trying to resolve their economical crisis by making their employees redundant. Eg. Nokia, they made a wrong decision about 10 years ago. They could be the leading company of smartphones, but they theb decided to concentrate on symbian-60, which didn't quite work in touchscreen phones.
Now Nokia-Siemens network are making 17000 people redundant and they are explaininig it to be an outline to a new strategy, not because of economical crisis.
ICT-work is always teamwork, so why couldn't they suggest eg. one payless day per emloyee in a month instead of sacking 17000 people?
Compnanies do what they like. Why should they think more than their wellfare? It is so optimistic thought that companys "economic cris" go away with that succestion of one payless day. Who employee would buy that? The economic crisis is more than that. It is crisis in a branch of business. If product doesn't sell and customers dont't buy it, it should be cut out from product lines. It is not employees foult, but companies should have a last word who they hire and who they fire. It's a part of capitalism and clobal market economy, where we live.
The globalization and outsourcing seems to be
the trend nowadays in many business areas.
If the management would do more long sight decisions including the humanity, one payless day per employee in a month would save the company for massive lay-offs.
Unfortunately keeping stockholders satisfied is more important for the big companies than the welfare of the employees of the company. Also the 'quarter-economy' is bringing challenges to the company management.
For example 2008 economıc crısıs. After thıs crısıs most of people lost theır job and thıs crısıs effects ıs stıll goıng on and some company goıng on to laıd off workers. It does not matter where is the economıc crısıs. Because thanks to globalızatıon whole world effect each other easly. Like a mortage crısıs ıt occured ın Unıted State but ıt effected all world and all companıes lıved crısıs and they have to laıd off workers.İn Turkey As a result of the crisis unemployment rate of 8.9% from 16.9% a rose, with total exports and exports of the manufacturing industry capacity utilization rate was also reduced.
Unemployment is formed together with the developing technology to increase efficiency. Bands of manufacturing robots, testing systems, which simulate processes such as.
For example,
• Logitech has announced that they laid off 600 employees.
• Intel announced that close its manufacturing facility in the Philippines which its provide 1800 employees income.
• Sony explained their “restructuring “ plan. As a result of thıs plan they announced the dismissal of many people.
• Sega announced the dismissal of the 30 people.
As can be seen all of these examples, the development of technology is caused increasing unemployment. They claım that the technology works more effectively and efficiently. Additionally technology reduced the product costs.
An idea for a interssante make businesses more responsible is to connect businesses with the local community in a relationship of interdependence in fact if one hand,companies provide jobs, wages, benefits high quality and tax revenues, on the other hand depend on the health, stability and prosperity of the communities in which they operate.
In this regard it is interesting to introduce the concept of corporate citizenship, understood as a field of reports and initiatives promoted by the voluntary to the local community and the territory in which it operates and interacts. This practice is spreading in Europe through sponsorship nitiatives
sporting and cultural events and partnerships with local institutions,including universities, schools, and NGOs.
when the company makes decisions have to think globally not only in their own welfare.
Dismiss in the European banking is accumulate: Nordea will dismiss to 2000 employees.
Nordea isn´t passing a good time and being forced to cut costs. The latest bank to announce it will cut its workforce has been Nordea largest bank in the Nordic countries, which plans to eliminate 2,000 jobs, between this year and next, to prevent their results being affected by the fall of the business. The fall of the benefits of European banks has resulted in more than 40,000 layoffs in one month.
Improving efficiency is never easy, right?
Pakistan is now the 86th country in the world to start of with this recycling program. Nokia Started off by stating “Small thoughts can bring a big impact’ It’s a whole chain process that’s link together. For e.g. You don’t plug out your charger after charging, you end up spending 3-5 PKR per day, and eventually in an year you end up spending useless money over something which you could have been avoided in the first place. Nokia is creating awareness about saving electricity by showing small messages while your phone is charging up or when its been charged, “To plug off the charger” and etc. Further explained that a minor decrease in the size of packaging of Nokia devices saves the environment significantly due to the scope of Nokia’s operations. He elaborated by reducing the packaging we are saving trees, fuel and other resources which adds in towards an eco-friendly environment. Recycling your phone is another initiative they are taking which has a very fruitful long term imp
Also at Nokia, they believe it’s them responsibility to make it as easy as possible to recycle mobile devices that are no longer in use. To recycle the phone, battery or charger all you have to do is drop it off at any Nokia recycling point and we’ll take care of the rest. It´s very easy. owing to this Nokia in Spain has been prize-winning with ASIMELEC Environment Prize. Nokia in Spain for example, they got involved in campaigns as Nokia we:recycle and swallowsmobile (tragamovil). In one year they pick up more that 700 kg of material to recycling.
Social Responsibility projects in the areas of education and employment.
Nokia is a world leader in the mobile market and technology and aims to collaborate and positively impact our community. Social responsibility is based on three pillars: youth development, application of mobile technology and support to communities following natural disasters held responsible projects whose main objective is to develop the potential and capabilities of young people, and look forward and improvement of society through mobile technology.
They carry out a plan for youth development initiatives that focus on young people to develop skills in job performance and helps to encourage creative thinking and responsibility of the person.
Social Responsibility Projects in the areas of education and employment.
Nokia is a world leader in the mobile market and technology and aims to collaborate and positively impact our community. Its Social Responsibility is based on three pillars: youth development, application of mobile technology and support to communities following natural disasters held responsible projects whose main objective is to develop the potential and capabilities of young people, and look forward and improvement of society through mobile technology.
They carry out a plan for youth development and initiatives that focus on young people to develop skills in job performance and helps to encourage creative thinking and responsibility of the person.
Also the volunteer program is to provide a social benefit in the communities. In this program, many employees are involved and help carry out projects with their time and effort that are approved locally. His program is based on: Reconstruction homes for chil
As well as part of the outplacement program must conduct both individual consultations and have the ability to organize group training on the job search technology. Such big companies must provide motivational training that will make their employees believe in them and see and layoff as a challenge, obstacle and a short period in their life, and after getting through it they will definitely succeed. Lay off employees must be the last option of employer but also for employees it’s not the end of their story, they must remember that the biggest successes in life are saved for those who are not running away from the problems, but who are fixing them.
Outplacement let employer demonstrate corporate social responsibility for the affected employees. Outplacement programs play an important role in maintaining a positive company image, promote a healthy atmosphere in the team and the total loyalty of employees, to minimize legal risks in firing, and prevent a sharp drop in productivity - the inevitable consequence of reductions in staff. We think that it is very important to have professionals who help laid-off employees of a company in finding a worthy replacement of the former place of work. Experienced recruiters during and upon completion must provide psychological support for dismissal of the fired employees, orient them to the labour market and help in resume writing, discuss with them opportunities to further develop their careers, and give recommendations for an interview and also talk about some legal nuances of future employment.
We recommend that you watch the next film: The Company Men.
It´s about the mass dismissal and how a man has to face a his new life and accept it.
For Nordea, corporate social responsibility is an important part because they believe it results into sustainable result. Nordea values their employees through opportunities for their performance development, career growth, opportunity to work abroad, gender equality, safety at work and employee satisfaction survey.
Nordea care environment by reducing many business trip with the help of virtual meetings and video conference system. In 2009, it has received Leed Green Building Certificate for its 14 office building which are located in Copenhagan,Helsinki, Oslo and Stockholm for maintaining energy efficient and eco-friendly. Besides this,it has target to reduce CO2 emissions, more energy consumption and customer and internal paper consumption. It has 8 eco teams working on these aspects.
In Sweden, Nordea is a member of Financial coalition to prevent the sexual exploitation of children. Also it focus on sponsorships in sports and musics to encourage teenagers and children.
I think it’s important for companies to educate their workers concerning the Climate change, energy, pollution, in other to help save the biggest challenges facing the world today. For me the world is a classroom so companies should take up their responsibilities by encouraging their workers also educates them. Nokia is committed to the principles of th United Nation Global compact, which provides a framework of responsible business practices relating to labour human rights, anti-corruption and environmental issues. Nokia also use their considerable resources to help organizations such as WWF. Yes Nokia is trying but is not enough
Unemployment caused by the crisis is a problem but unemployment can also be caused by technological progress. The progress is good and it makes life easier, but if every year we produce the same amount of goods with fewer people in a few years, the working hours that it be used, will be reduced.
An oversupply of working hours means that wages and salaries will be reduced and also many people are out of work because their working hours aren't longer needed. If the people are out of work,they haven't income and demand for goods goes down. With fewer sales, the production is reduced and more people won't have work. This is a circle that accelerates unemployment.
Unemployment caused by technological progress wouldn't be more serious than that caused by the crisis? because when this is exceeded, slowly everything returns to normality situation, but the technology advance every days.
In our opinion this argument is difficult to interpret because it can take other determinants of the level and trend in employment. First, the balance between companies that open and close can be positive: in this case could be positive (though not necessarily) the balance of employment also induced by this phenomenon, this balance has proved to be positive, especially in conjunction with the birth of new products or even whole new industries. Moreover, even within companies that introduce labor-saving technology, could create new professionals who contribute to the creation of jobs.
Nowadays,many business organizations has been well-aware of how important social responsibility not only to organization itself but also to the society. As Nordea Bank, the biggest bank in Nordic countries, they believe that responsible business leads to sustainable results as a slogan. In particularly to environment, Nordea has been planning to reduce:
- 18,000 tons of CO2 emission in 2016
- Energy consumption by 15 % (kWh/FTE)
- Internal travelling by 30 % (trips/FTE)
- Customer paper consumption by 50 % (grams/customer
- Internal paper consumption by 50 % (kg/FTE)
They need a very good plan in order to make sure that all this things will be reduced
In our opinion companies should work on the reduce of pollution. It could be a win win situation for everyone, if companies starts to give their staff instead of a companycar a trainabonnement or something like that. Only to motivate their staff to take public transport. Maybe homeworking could be also positive. Employee can choose when they want to work and they don't have to take a car.
It reduce the pollution and as a staffmember you avoid big traffics.
Another idea could be: the goverment should motivate companies (by giving them grants) to use only recycle materials and green energy.
By researching we found that Nokia, Finnair and Nordea are doing their best to have a good social responsibility.
It is clear that the citizen must become aware on how to choose their means of daily transportation. But travelers also can choose the right companies.
The latest report from the Carbon Disclosure Project (CDP an independent and non-profit organization) located at Finnair as one of the most eco-efficient companies and assessed their leadership in biofuels flight initiative. In its report of 2011, the Carbon Disclosure Project has awarded a score of 76 Finnair over 100 thanks to substantial progress in reducing emissions of greenhouse gases.
In addition, Finnair has a simple online tool (http://feel.finnair.com/#/full/why/emissions/) for all passengers to compare the emissions from a flight via Helsinki on Finnair flights compared to other airports in transit. So each passenger may also carry out an eco-efficient decision when choosing between flying with an airline or another.
We fully agree with you. We believe it is very necessary and critical that all companies should adopt standards of environmental safety and energy savings to direct all efforts towards a single common goal. But these goals should be pursued meticulously, with important and specific penalties for those not within the parameters set. The Kyoto Protocol has the great demerit of not being able to raise awareness of all the states and was little more than an incomplete project on a piece of paper. all the world must change and should not be a decision made by individual states but by the entire community.
hey guys
i think to reduce the pollution is a very important point and companies should think about it and also do it.
to give a train and busabonnement to their staff will work in cities but not in the country side because their is not a good public transport system.
but when all the companies around the cities will do that a lot of pollution would be not produced.
and the companies in the country side can organice a "company bus" which collects the employees from different points and than all together can drive to the work. this cind of service is very commen in liechtenstein and the west part of austria.
In our opinion Carpooling is one good option. Not sure if that would work in practice in all companies but at least worth trying. When a company called Neste Oil relocated their main office to Porvoo (used to be located in Espoo), they organized a bus connection from Espoo to Porvoo so that all employees would have chance to go to work. However, the bus only picked up people from big main roads such as Kehä 3.
Pollution reducing is very good point especially in countries with high industrial development. And since Scandinavian countries doesnt face pollution that much its even more important to keep it up. One very good example is Denmark country where around 80% of people use bikes same as Netherlands and thats way quicker, easier and cleaner way of going from point A to point B. If companies themselves would invest and support also government to built the bike traffic system it would work out very well.
As far as we kno Nokia in Finland are supporting their employees using bikes and helping them to be green. Which actually is very big step in being socially responsible.
A very big dismiss is knowledge. Companies even dont know how to green at many points and this should be discussed between government and all business society!
Nokia in education sector. 2
First 280 students in six schools participated in October 2008 to June 2009, then it grew to 4000 students and 72 teachers in 30 schools in the second phase after a year. There were more than 180,000 visits to the service in the first four months with half of all students and two thirds of teachers participating, and those who used the service were very frequent visitors. Learners whose teachers did not take part in the programme still used the service independently. Remarkably, over 80% of all usage took place outside of school hours. The outcomes gives a clear picture that the mobile learning service increases retention amongst students whilst also boosting motivation for both learners and teachers.
Nokia says that mobile technology can help achieve education for all and its approach is aligned to UNESCO's Education for All goals. Nokia aims to use its products, services and technology to support those objectives and the program me’s 2015 timeframe. For instance, Nokia has been running a Mobile Learning for Mathematics project in South Africa since 2008 in the collaboration with the South African government, Nokia Siemens Networks, as well as operators and content providers. The service focuses on active learning by delivering interactive study packages to students' mobile phones and taking advantage of social networking. This service is free for the students through the country's two main operators, MTN and CellC, also it is available on all the phones, not only in Nokia. The results from the project are highly encouraging. First 280 students in six schools participated in October 2008 to June 2009, then it grew to 4000 students and 72 teachers in 30 sc
Corporate responsibility is one of the most integral part of Finnair. With the help of different companies and groups, it has maintained corporate responsibility through following activities:
- To avail clean drinking water to Indian children, Finnair has worked with UNICEF and succeed to raised over € 50,000.
- Finnair has used biofuel in its flight which is known as world's largest commercial biofuel flight from Amsterdam to Helsinki to make its flight environmentally friendly.
- Finnair has helped the Burmese refugees by donating 2000 blankets in Thailand.
- Finnair is the Finland's first company to sign the UN's women's Empowerment Principles which provide guidance regarding implementing equality policies and providing power to women in the workplace.
- About 46 percent waste generated on its board from flight has been recycled.
A suspension of employment contracts can be a good option because workers receive payment of unemployment and companies haven't to pay the salary or compensation. On the other hand, it also can promote early retirement, reductions in labor costs through payment in kind that allows tax savings, and a reduction in wages ... those are alternatives to dismissal and that wouldn´t affect of serious way the company as the dismissal.
A dismissal carries several negative effects such as pay indemnity, conflicts in the work, damages the image of the company and often leads to loss of access to credits and / or public funds.
The crisis don't last all life, and in future, when the situation improves, the company has to hire new workers. After seeing all the negative consequences, is necessary massive dismissal?
In our oppinion the worst thing is that a lot of companies fire their old staff to save money. This is very common in a lot of big companies.
To fight against this method we think that it would be a good idea if the companies have to pay a compensation to the employee and a fine to the country which have to pay the unemployment befefit for this employee for a long time, because most of the over 45 years old people wouldn`t find a job.
On the other side the country can also pay a benefit to a company which appoint over 45 years old employees.
Although a global evil we should not be pessimistic. We young people have it easier than others, employees over 40 years that companies do not want to work. This affects the employee fatally especially psychologically. But we have to be productive and think we can change this.
Ideally, this is not so, would be wonderful if people were recognized for their knowledge and expertise, as guaranteed by international declarations of rights of Man. But the reality is other.
I am agree with cristina, in own society each time, is more difficult find job if you are single women with children, disabled,homosexuals and why?i don't know but i think that the companys don't worry if the people have more capacities or no to work , or if they hard work or no. The companys look for a prototype of person that benefits image of company and at the same time, improve the company's situation but they don’t worry about helping the people, they only worried about themselves.
We do not support discrimination in any kind.Unfortunately it is true what you wrote,it is harder for some "social group" to land a job. Companies and organizations should be aware of this problem and should be active in minimizing this kind of situations where a certain social group are underestimated.
We are absolutely agree with this staitment. For example, in Russia we have a lot of same problems. People, who arrive to Russia for work, probably haven't got same advantages as russian people. Usually they have lower salaries, and less opportunities.
Another problem is about young women, because for example organizations prefer to take men as employees than young women, because they understand that women could take maternity leave for child care as soon after starting work. And the organization must pay for this, but it's not really profitable for organization, but it's totally women discrimination. Of course, it's not transparent rule, but this problem is in reality.
Maire Guillaume
Appendino Lodovica
Debecker Julie
Rantanen Hanna
You are right, it is more difficult to get a job for certain social groups. This situation is quite simply called discrimination that is punishable by the law in France. For example people who has a name which sounds arabian are often discriminated when they apply for a job. Some people proposed to make the application anonymous to avoid the discrimination but i think that it's not the solution. People should be abble to apply whatever their name is. The recruiters have to change their way of thinking.
Or reducing hours so that as many employees as possible will be able to keep their jobs. There is obviously numerous other solutions then just mass lay offs. Companies should be able to predict and be ready for situations like this. Lay offs could be avoided if companies would take an effort in trying to find a way to save beforehand for cases like this.
We agree with you, we think that there are other options before dismissing people, the company can try reduce cost in their production or reduce the salaries during a period of time until the company is not in good situation but never massive dismissal. The company is a part of society and it have to think in the people. Organizations have to help people when we are in bad economic situation, not do more difficult this situation.
All companies have a social responsability but major part of them only worries about your profits, for this reason we think that the thought of companies should change and think more in your environment.
The obvious easy choice for corporate companies is to grasp at large layoffs. That should not be the solution. How about pay reduction for the big bosses and higher paid employees?
jjuden i think this is a good idea. they should do that more often because when a company gets troubles the management didn`t worked well!!! When a normal worker fail his job they would also reduce his sallery.
yes and if you think about a management payment around 3millon euro a year it dosen`t matter if he just earn one million this year. he will have still a good life and a lot of other jobs will be saved.
This questions might be easy to ask, but the answer to this is quite hard.
If you think about that you would be a big boss of some company and you would be paid really well and then just like that your pay would be reduced and you would continue doing the same work? Would you like this? I believe that people are that selfish that even though they would now say that they wouldn't mind but when it comes to that you wouldn't like that.
But I also reckon there is a law in Finland that limits how many percents one's salary can actually be reduced, isn't there?
Also nowadays good salary is also a status symbol..how much you make in a year and so on...as in example a succesful Finnair manager could agree on reduced salary for "the greater good" but it is a demanding job with responsibilities and it is fair to be paid in what you do..
I personally think that this is only a temporary sulotion....
Today i visited Nordea bank in kamppi to deposit some money and i came to know that from the mid of november 2011(around), the cash deposit and withdraw service can only be done at the bank's branches in Rautatieasemalla and Mannerheimintie 7.
It seems that the services is being limited and it means the deduction in the employees as well.
Our team idea is to have the "temporary lay-off" clause discussed in the employment contract. Employees will sometimes be asked to temporarily stay at home with reduced pay. During recession period, employees will be asked to take turn. The point is to make it clear with the employees at the beginning and ensure that they will be "re-employ" after a fixed time period. With this system, the company can cut some costs at difficult time without making redundancy. Besides, its employees will feel more secured and ,therefore, be devoted to the work.
As an idea it sounds great, but the problem is that it would probably be quite hard to get employees to be okay with reduced salary. Reduced salary would mean tough times for the people and that would maybe increase depression rates etc. And it would probably also cause strikes and those would be harmful for the company.
We think also that it is very inconsiderably to fire so many, but it is also "business as usual" and unfortunately not really connected to any emotions, when the management decides to lay off people. They do not do it "just for fun". Of course, this creates negative emotions and reactions, but the unstable world economy at the moment is not really promising to anyone!
We think that companies such as Nokia or Finnair needed to have a better risk management-planning for the future opportunities of their employees in order to catch up with their corporate social responsibilities!
A solution for that could be an internal specialized human resource department (in-house) offering individual career plans and psychological support for those who are affected by unemployment and help tailoring a new career for everyone! It is obviously hard to realize individually, but it might be a very smart investment to the future.
Different employees within an organization get different levels of support during the outplacement process. And the three most common levels of support of outplacement process are group workshops, one-to-one and executive, through which employees get prepared for the task of finding a new job. Employees may get counselling from their consultants individually or in groups. Executive is designed for senior management, which offer much more one-on-one counselling together with other research and support services.
These free models have long been applied by outplacement firms. However, our team suggests that companies should consider offering tailored options which involve a mixture of the above. For example, one company might choose to support employees via a group workshop, followed up by individual surgery sessions with an outplacement consultant or on-site job shops. Group workshop programmes should offer individual
Team 8(Vo Thi Thuy Hong, Yue Liang, Zhai Zhe, Zhang Chenchen)
Our idea is companies should work with goverment, which companies should give laid off employees compensation, after that companies can work with government provide training progamme that can improve employees's working ability and also help them to find a new job. Companies could also join with government to help employees to find a new job when they decide to fire an employee. Employees could get more benefits when they are fired only if companies are under the certain laws.
Team 8 (Brunner, Anneli, Nancy)
We also agree, that additionally on future plans for the employees, companys need be observed by governments in order to provide a plan B for those that are affected by unemployment and to avoid a weak countrys economy in general. The more people are unemployed, the weaker the economy will be.
Team 8(Vo Thi Thuy, Yue Liang, Zhai Zhe, Zhang Chenchen
)
http://di.se/Templates/Public/Pages/ArticlePrint.aspx?pl=7244__ArticlePageProvider
http://www.va.se/artiklar/2009/02/03/sas-minskar-med-8-600-anstallda/
And about Mercedes:
http://www.emercedesbenz.com/Jan06/05MercedesJobCutsMovingQuick.html
They all had to face difficult choices during tough economic times but still they share the belief that employees are their most valuable asset. They have proved that by putting people first, companies can be innovative, creative, ahead of the competition and survive a recession.
If interested, you can read the whole article here: http://money.cnn.com/galleries/2010/fortune/1001/gallery.bestcompanies_layoffs.fortune/index.html
Your idea is really good. Companies should use more
imagination when the difficult economic time comes. Not always be content with the old solutions, which are often
bad. All employees understand that the bad times will come and when it comes companies have to react. Many will lover their wages rather than for example kicked out.
Companies have already studied the possibilities. They would not layoff if it wouldn’t be necessary. The primary reason for a company is to survive. If you don’t cut costs by layoffs the results would be even worse. The company would decrease profitability and result in more layoffs and cuts in other vital activities. We don’t think is a matter of whether a company must lay off employees or not, but more a question about how to reallocate this employees and which way governments’ actions can improve this flexibility of reallocation. It is a very serious and difficult matter, but companies can’t put in jeopardy its sustainability!!!
Exactly. Laying off people is a kind of lazy way to save money. There are so many better ways to save. Studies show that out of most corporations, 80% of their budget consists of small items that kind of get overlooked in the budgeting process.
For example, a certain telecommunications company buried their cables at a depth of two meters. When asked why they dug them so deep, they said that anything above two meters wouldn't last in a nuclear explosion. After the company realized that in the case of a nuclear explosion, telecommunication cables would be the least of their problems, they lifted their cables to a depth of one meter. Doing so saved the company $80 million a year.
Accepted severance pay will affect to the unemployment security and taxation, and unemployment compensation payments may be completely lost. Also re-employment to former company will be more difficult.
Severance pay removes all legal responsibility from the company, it should be concidered as a good thing only when re-hired immediately and the pay will be "extra money"
Maybe because of the fact that there are so many private companies that shape the employment process the way they want is when the lay off option is more often taken into consideration. Governments are always a safer choice but even in that case people get loose their jobs
Cases like this many of the cities wilt away because lack of jobs. Sometimes, everyone should go to himself and to think of others too.
In our opinion, outplacement should be provided by employers as part of a severance agreement. The process of a company assisting recently terminated employees with searching for other employment opportunities is a responsible action that accords with best practice in terms of corporate social responsibility.
Our team believes that it means a lot for terminated employees to see and feel that a company is here to help them beyond the decision to let them go and through the entire process. Moreover, companies can also benefit from outplacement services as they can help maintain or create a favorable public image for a company.
Outplacement can be done by bringing these services in-house or by getting these outsourced. Outplacement counselors should first assist terminated employees in dealing with the emotional issues related to termination and renewing their self-confidence. Then they shou
Sounds good for the employees, no doubt. But it requires a big company with a lot of money in their use. And in a bad economic situation a very few companies have that kind of money, especially if layoffs are needed. But for bigger companies that aren't struggling that much it is definitely a good and responsible idea.
We have all witnessed the economic growth the world faced till 2008-2010 for some countries. During this period productivity went up as never before and lots of companies expanded and created jobs. Now, when the economy struggles, the opposite of the same process happens: they lay off people, close factories and so on. To solve these problems is more a matter of legislation which maybe in the future will be implemented. Just as insurance companies have a bigger company or organization to back up and be responsible for the insurance company`s employees or products in case of a bed economic time, all companies should legally have back up company who will take over in case something happens. Either is dept, lay off employees etc.
Backing up govermental issues and decisions is a great idea. Just as EU is considering currently different kind of ways to support its members and their financial struggles without their decisions affecting the other member countries in a negative way. We are all aiming to the same goal, so there should be a back door for each situation, especially if it seems that the outcome will affect half of the world. Greater good should be kept in mind.
The newest example is Nokia Company which firstly informs to dismiss a lot of employees in this year. Actually, in the end, they arranged many of them into new working places so that the rate of fired employees was at least.
Team 6 (Rousku Antti-Ville, Salzano Sabrina, Shapkota Pashupati, Särkijärvi Jaakko, Thieu Nguyen Mai Ngan)
Sounds like exactly the kind of responsible rearranging that is needed for a company to stay competitive while trying to be good to it's employees. In some cases it might be a little useless since it sounds like a lot of expensive work and in the best case scenario, at least, not that many layoffs. But the example of Nokia proves that done right, it is effective.
Team 8(Vo Thi Thuy, Yue Liang, Zhai Zhe, Zhang Chenchen
)
You cannot reallocate a company’s employees to another company that works within the same field. What about competitiveness, corporate secretes, etc.? You would release the burden of the company in question, while increasing the troubles by losing competitiveness against competitors, which would result on lower revenue which would result on more layoffs!!!
Team 4
Team 1
Because if 2 companies in the same field share employees they may be rivals, how would that work?
Financing could be partially provided by the company responsible for the lay offs.
Team 3 (Veli-Matti Kivinen, Johan Korpi, Joni Kiukas)
It may sound as a good idea. However, it is quite impractical. Companies which wants to cut its costs by laying-off will not be willing to finance employees' business, not to mention if that potential business will bring competition for the company.
Team 8(Vo Thi Thuy, Yue Liang, Zhai Zhe, Zhang Chenchen
)
Financing could be partially provided by the company responsible for the lay offs.
This idea is certainly interesting and difficult to implement. If the economy is downturn is not profitable to set up new businesses. Still, it is good to encourage people to entrepreneurship, although it is not at the best time for that.
Team 4
)
TeamX: Petri Jurvanen, Niko Iskanius, Helmer Aasumets and Patrik Grönroos
TeamX: Jannika Järvi, Inka Kataja, Mikko Järvinen and Janimatti Karhu
But they don`t think about that they will loose a lot of knowledge when they fire all the old people.
)
Team 3 (Kiukas, Kivinen, Korpi)
Our suggestion is that instead of laying off employees, they should outsource the employees to their partners or other companies e.g. Nokia outsourcing employees to accenture.
Companies should offer other possibilities than laying off employees such as re-education - get a study place in a university etc, create a program which encourages the employees to start an entepreuner career in their own field of expertise and also offer their existing deals that could help new companies to get started e.g. Nokia's symbian developers who could use their skills to develope the symbian to companies that still use it.
Team 4 (Antti Kuulas, Markus Laine, Unto Kotilainen, Tuomas Laakkonen).
Team 1
Team 3: Kautiainen Niklas, Keturakyte Ernesta, Koskela Toni, Kuisma Gabriella, Larinkoski Essi
Team 3: Kiukas, Kivinen, Korpi
TeamX: Niko Iskanius, Helmer Aasumets, Patrik Grönroos and Petri Jurvanen
We suggest that companies should try to replace the employees (under the risk of laying off) into their business partners' companies. If this wasn't possible, there should be another company hiring all these highly educated employees. Hereby people wouldn't get unemployed. They would have a place where to work temporarily while they are looking for another job. This would prevent the people from going into unemployment spiral.
(Heljä Nokso-Koivisto, Anna Mäkinen, Mika Mustakari, Kai ?)
Team X : Jannika Järvi, Inka Kataja, Mikko Järvinen and Janimatti Karhu
We like the idea that instead of employees searching for new jobs, the companies would step up and try to offer an deal to the employees being laid off.
Team 4 (Antti Kuulas, Markus Laine, Unto Kotilainen, Tuomas Laakkonen).
We propose a system that is meant for the people who have been already laid off. There must be millions and millions of them all over the world, each one of them has their set of skills and knowledge which is just rotting away when they are unemployed.
Companies could start programs which could help these people by providing them some sort of activity. That way the companies would be acting in a socially responsible manner by giving something back to the people they’ve laid off.
Unemployed should use recruiting companies to get their jobs back. Usually it can be the fastest and the most reliable way to get a job back.
European Union European Globalisation Adjustment Fund should be developed into a better and faster process. This would provide quick aid to redundants. These days, processing the fund into target destination, can take over six months.
(Keijo Metsalu, Lauri Majuri, Jesse Lindholm, Roni Lusenius)
TeamX: Jannika Järvi, Inka Kataja, Mikko Järvinen and Janimatti Karhu
We agree that companies should be acting in a socially responsible manner. After all the employees being laid off have done something for the company, so the company should give them something back. We assume that Jesse is the mastermind behind of this great idea!
Team 4 (Antti Kuulas, Markus Laine, Unto Kotilainen, Tuomas Laakkonen).
For us to face the redundancy problem and act in a responsible way, we rejoin the team 1 idea. To be more socially responsible, the company should be as close as possible of employees informing them about all kind of problems the company is facing (productivity, sales...). So we would like to ad that it will be better to inform people from their future layoff in order to help them to be more organised and less lost. Then we also agree with the idea of "social security". Companies could for example provide some kind of internships or training.
(Team 8: Stenberg Juha Pekka, Wang Anqi, Vétillart Guillaume, Wosti Dagendra, Zhang Ji)
We believe that it is necessary for an organization to handle responsible when it comes to mass lay off. Thats why our idea for this issue is as following:
Organizations should put a lot of effort in outsourcing/outplacement to help their former employees to get a new job as soon as possible. Perhaps it would be a interesting idea if government and organizations share those costs and make it become like a "social security" system.
We also think it is very important that organizations should not fire employees based on age. They should, in case of mass lay off, fire certain percentages in different age groups. That way the lay off would be as fair and responsible as it could be. At least, that's our opinion.
Team 1: Aalto Ann-Marie Teresia, Ali Kashif, Breunissen Dirk Wessel, Bruggeman Luc
JONI KIUKAS
Team1 Dike Innocent
TeamX: Helmer Aasumets, Patrik Grönroos, Niko Iskanius and Petri Jurvanen
Team 6 (Heljä, Anna, Mika, Kai)
Nokia has been in the news now for a while concerning their massive lay offs. I think that there is no "media-friendly" way to do these kind of things. A company just needs to give reasons for the lay offs.If they dont do this, they seem like an EVIL CORPORATION!
Also informing the employees a few months in advance might cause your entire workforce to panic.
We think that in order for a good employee "transition" there should be a combination of the points you made. For example: Inform your workforce of the problems with the economy and specifically your organisation.
When the employees understand the problems they might be more understanding for the fact that their hours will be reduced.
Team 1: Aalto Ann-Marie Teresia, Ali Kashif, Breunissen Dirk Wessel, Bruggeman Luc
team 4 : Hämäläinen Tiia Helena, Jung Pureum, Karalar Onur, Koski Jori Eero Johannes
Team 3: George Hulsboch, Lari Hellman, Aleksi Hirvonen, Jouni Hietanen, Valentine Furet
Team 3: George Hulsboch, Lari Hellman, Aleksi Hirvonen, Jouni Hietanen, Valentine Furet
That's good idea, but they need also have meetings with customers and others. But it able that they can maybe work with people in other countries and companies. Or that could be that when employee can't come to work they can replace that by working home. And by working home they don't have to pay from trips or lose time to go to work.
team 4 : Hämäläinen Tiia Helena, Jung Pureum, Karalar Onur, Koski Jori Eero Johannes
TEAM 2 : Casota Alexandru Marius, Choi Jinho, Cosquer Camille, Festus Anyanwu Stanley
We also agree on what you already mentioned yourself, that is is not always so easy to get that fixed on short notice.
Team 1: Aalto Ann-Marie Teresia, Ali Kashif, Breunissen Dirk Wessel, Bruggeman Luc
The crisis is always a moment when we are confronted with a malfunction of the system, and it is precisely the time to put the question beyond its timely repair. If we only fix a logic, we will limit ourselves to fill holes. That is why I say that the crisis can be an opportunity to restrucuture the financial sector ( banks and finacial institutions) to ensure the quality and the transparency of this sector. Additional actions is needed to avoid a continued mismatch between finacial obligations and avaible finacial resources.
Like is happening now, and the population pay for others mistakes.
By guarantee the independence of the operational financial sector, is the only solution for the economic crisis and the medium-term economic growth.
TEAM 2 : Casota Alexandru Marius, Choi Jinho, Cosquer Camille, Festus Anyanwu Stanley
An example would be cutting expenses with the services provided in the Frequent Flyer lounges, maybe customers could choose another company.
Finnair has taken few steps to keep the responsibility for personnel. 1-management they start to use new systematic development of the whole groups. 2-new framework for internal and external recruitment.3-occupational safety evaluation of all tasks.4-occpational health and wellbeing.5-equality.
all those steps above has that Finnair take the personnel as key point to their business
From the same Yle page is Digia, a subcontractor to Nokia. Unfortunately digia is also laying off employees i.e. they are affected by Nokia's crisis as well. Yes it is also an opportunity for new companies to spring up but how much good will it do.
Reasons are that I have come to realize that big companies do business with companies.
Don't you think that companies are using too much the topic of being eco-friendly in the way to reduce costs?
Team 7: Rajbhandari Santosh, Roquet Carreras David, Savel Corentin, Sohail Aamar
Nowadays almost all the companies claim to be eco-friendly. This surely helps them to market themselves better and become more popular. Nevertheless, we never get any proof of how much these companies are "really" eco-friendly. Somewhere this strategy is also being mis-used and we are brain washed.
Team 6 : Paraschi Florentina Sabina, Pervaiz Faisal, Pichon Thibault, Pratap Janani
Did you read about what the union boss- Mäenpää- said about Nordea job cut? The company cited new regulations that would be put in place. According to Mäenpää, the regulations have been in place and the company can still boost of remarkable profit. Where is the profit going? According to Mäenpää again stakeholders?
Nokia decided to lay off 3500 from end of this year from different parts, I will say its better to improve quality of products and services other than job cuts, for stabilizing profit ratio.
Besides this I think it is really important to be clear to your employees about the ongoing problems with a company so they will not worry for no reason and they know what to expect. This way you can prevent your company from having the same problem as Nordea.
In the current state of the economy it is necessary for organisations to make difficult choices in order for the company to stay on top.
This company try to reduce the reject of CO2 in the atmosphere but we can go even further in the process by encouraging passengers to offset the CO2 rejects. it can be done simply by helping to finance a project that will reduce elsewhere in the world, CO2 emissions of the desired amount.
All this project is launch by the UN thought carbon credit.
So do you thinks it's a good idea to offset the Co2 reject?
team 6 : Paraschi Florentina Sabina, Pervaiz Faisal, Pichon Thibault, Pratap Janani
do you know other related rules in your country? how is your opinion?
On the contrary, it's hard in france to fired ineffective people, i will take the exemple of the national company of railway in france. There is a huge percentage of ineffective people inside but nobody can do anything. The law protect them....
Instead of firing lots of employees has the solution. We think that companies like Nordea, Nokia and Finair should consider the part time solution.
Our idea which is instead of firing we cut hours, so people that should be fire is not fire and started to work less hours and less days in a week. We are aware that salaries also may be cut, but it is better for these people receive some money then being unemployed.
So, big companies will start not firing but cutting hours in labor force.
For example: During the week, a part of employees can work Monday, Wednesday and Friday; and the other ones Tuesday and Thursday. In this way, the company in a half the salaries and expenses with the work force.
What do you think about that?
GOVERNMENT AND BENEFITS
We have thought another idea about the unemployment. The government could do it is give some benefits on taxes if the people that they fired get another job thank to them.
Team 5: Carlos Muñoz, Ricard López, Tiago Alm
Since the company haS always the fixed costs like rent, insurance administrational expenses etc, and the variable costs like salaries, electricity etc.
Maybe the variable costs will reduce but the fixed ones, doesn't matter if you work 10days/month or 22days/month it would be the same, so we don't see the point of the part-time work for all the companies.
TEAM 2 : Casota Alexandru Marius, Choi Jinho, Cosquer Camille, Festus Anyanwu Stanley
We don't agree with your comment because it's an irrealistic solution for us. You can't split up a company in 2 parts because there is an relathionship between all the departments on the enterprise. Moreover, if I had a Company, I would not damage the best employees saying them they only can work 3 days. The best employees should work as much as they can.
Group 7: Rajbhandari Santosh, Roquet Carreras David, Savel Corentin, Sohail Aamar
It's especially hard to find a new job for older (50+) people so a lot of them end up in that system. Main reason is obviously the current economy and the offer of less jobs.
Are there more countries that have this social system? If so, what are your thoughts about it?
This is a difficult problem to solve, and it cannot be solved within the EU, because instead of going to a different country within Europe, organisations would go to a country like China where labor is cheaper and the legislation is less important.
Try to help the lay offs by preparing a packet that outlines the resources available to them as they go back out into the job market. They will need to know about unemployment benefits, insurance issues, how to obtain letters of recommendation, and possibly counseling services.
And again, if a company really wants to get rid of you, it is very easy to do actually. I think all companies should do something like evaluation sessions with their employees. Together they can set certain goals and if an employee agrees with it, then it can be considered some kind of contract. If the employee fails once (or twice) it is normal for him/her to lose their job.
About the mass layoff; thats actually a very hard thing to judge. I think companies dont have any other choice, if they can't do things like that, it would mean that that particular company most likely will go bankrupt.
I do believe that they have to cut in their personnel in an honest way like;
Of course I also understand the important why companies lay-off people and its not easy either. But I feel a there has to be a balance, in which both company and employee can benefit.
At it's simplest, companies should take the time and help fired workers find new jobs.
When it comes to money, there are already companies that assure safe income after getting fired. One of these companies is called YTK (Yleinen työttömyyskassa). We think that the government should also introduce this way of helping people that get fired from their jobs: the government should pay a certain percentage of the salary that person had when he/she still worked at the company. Of course, there should be some limitations, for example a certain time the person has worked at the company before this money would be given (YTK has this policy).
The money would also, without question, be paid for only a certain amount of time (YTK pays for 180 days after losing the job).
For this to work, there would also need to be a lot of other limitations, so that nobody could misuse the service.
Antti Pohjanen & Ville Salomaa
Yes it's simple companies should help fired workers to find new jobs. But let's think about companies perspective. they are firing people to cut off their expenses. most probably company financial position is not good. SO, how can they spend their resources to helping fired workers until unless government make it obligatory by law for big companies.
Paraschi Florentina Sabina, Pervaiz Faisal, Pichon Thibault, Pratap Janani
We totally agree but in our countries, it is usually that the government pays a certain amount of money for a limit period until employee get another job. It's not the best way to think by giving the employee some month money the employee will be happy. they should better think about offering some special work, like parttimework or training opportunities.
Carlos Munoz, Christina Parche, Ricard Lopez and Tiago Almeida Lopes
TEAM 7: Rajbhandari Santosh, Roquet Carreras David, Savel Corentin, Sohail Aamar
team 4 : Hämäläinen Tiia Helena, Jung Pureum, Karalar Onur, Koski Jori Eero Johannes
Here in Finland, some people don't want to work because of the lousy salary that is offered to them in the job, as they can easily get the same amount - or more - of money from the government.
Alas, there should be better limitations for this.
I liked the idea of having the government helping people with smaller jobs. I think this is somehow already done, but not on a large scale. Maybe doing work for the government (cleaning the streets etc) should be a requirement for the, now pretty much 'free' money..? This idea does have it's flaws, though...
There would be a global network for every trade of work where companies actively announce about open jobs they have and what kind of workers they need. If for example a food inductry company has a difficult time financially and they must cut down the personel, the global food industry network helps the employyes get a new job. Firing company must help the employyes get a new posotion from different company which needs the professionals of the same spesific field.
Another company would give a job and employee can decide whether he takes it or not. We think this network would give a chance to do same job as the employee did before or announce himself as a jobseeker. It is clear that some people want to change their job after they get fired and this could be also a soluti
Global network as you said is almost impossible to do it, sine we are all different, cultural and religious aspects should not be forgiven when you talk about global network. We doubt that somebody will take a short term job over/out of his country since we are talking about family movement, it can be a dangerous phenomen.
The easiest way to find or creat job is to invest hard (even now in crisis time) in the 4 main column of an economy :
- agriculture
- Industry
- education and
- health.
TEAM 2 - Alexandru Marius Casota, Choi Jinho, Cosquer Camille, Festus Anyanwu Stanley
Team 5 IDEA
The Finnish government should encourage people in getting a better education, because the one thing the Finnish government doesn’t need is more useless, uneducated and jobless citizens. Encouraging people in getting a better education and not going work often means helping the people financially and spending the taxpayers’ money, but it should be considered as an investment to the future. A well educated workforce means more efficient and productive laborers which mean more money and economic growth both to the company and to the government.
TEAM 5: Sandström, Rantamäki, Niemiaho ja Paasipuro.
TEAM 5: Saarman, Pöllänen, Rantala, Pirhonen
The big problem, that Finland has and all the countries in Europe, is the recession that all the economics are having. All the companies have great difficulties to increase or maintain their revenues, for this fact a lot of companies are firing their workers. I don t think that people have not work due to they don’t have the enough knowledge to make the work.
Team 4
Team 8: Iida Vuokkovaara, Joonas Tattari, Davey Veenstra, Tytti Viitanen, Anna Virolainen.
We thought that this is a real good idea. And also very realistic! Why Finnish government isn't doing it already? The government should take cafe of Finnish employees more and be concerned about what fired people is going to do after they lose their job. We agree also with team 3. The government is using money wrong and that need to be changed! It is easier said than done.
(Team 7: Tiainen, Tiainen, Virtakoski, Thornberg, Tornberg)
Companies can`t avoid lay offs but they are able to ease out one`s life after that. Co-operation between employer and employee should ideally continue even after employment. Companies can help to find a new job or encourage people to study or anything which will keep them in the society. Still the responsibilty of surviving lays on the individual. Own motivation, ability to adapt changes and being open and curious for new possibilites are great qualities if one wants to success in the 21st century.Johansson,Kari,Kalaja,Kaartinen
Our vision of the future
Nokia’s corporate supports should collect back retroactively in different forms. In that way public sector could get an initial capital for creating and supporting new jobs. The government has an important task to tighten up its action towards big companies and especially towards their wholesale dismissals.
In my opinion everybody who has been fired or will be fired from those companies will not get a new job even though many of them have been told so. In other words more people will be unemployed in the future and due to that different kind of problems increase elsewhere.
What should be done to prevent that kind of development?
One solution is to cut down everyone’s salary of those companies. Then they might be able to keep their present employees and even hire more people.
Tiago Almeida Lopes
Team 2
In companies employers and employees should also talk about the situation together before decision-making. That way employees could now the reasons better, give their own ideas and understand results a little bit better.
It is true that cutting of jobs and transfers some operations to different countries are made because of the staff costs, in Finland 40% of companies. Sadly those decisions are made centrally by parent companies, not the bosses in companies which know how one works. Outsourcing usually increases company’s competitiveness.
The fact that for example Nokia is doing, we think, creates animosity towards Asian. As well as people should eat local food, companies should hire “local people” (by local people we don’t mean that immigrants shouldn’t get the jobs). Finnish people always talks about how Finland is a welfare state but today it’s only slogan to make Finnish people happy. At the end of the day it’s money that talks.
Team 1: Mirva, Vilka, Riina
Although I'm aware of the fact that it is more cost-effective to take the operations abroad. But companies should open their eyes and see how much damage their decisions cause to, not only Finland, but other countries too.
Because there is some ethical problmes when companies takes their operation abroad. For example in Asia and India people work under mininum salary and child labor is used. It is sad that in this capitalistic world humans welfare is a secondary matter and money talkes first.
The text continues as reply
Team 3: Liukkonen J, Lundgren M, Kärkinen S ja Lindström M
Team 2
Team 4.
-Team 3.
Sandström, Team 5.
Moving operations to the Far East I think is a bad idea. Finnish know-how is transferred to a cheaper labor force. Can we say that Nokia is the Finnish company, if all action is elsewhere ...?
I think Nokia also can develop itself more if it stays in Finland because there are educated people who can be really inventors when it comes to new futures softwares etc. I really hope that Nokia rise again...
Team 5 thinks that one solution for outplacement process could be a service offered by personnel Service Company for needs to re-employ the personnel laid off. This sort of service would help to responsibly adjust the number of staff while recognizing the needs of all sides (worker and the company that has to outsource, and the company that might need personnel at this time). This type of service would offer retraining as a concrete alternative to simple financial compensation for workers about to lay off. Such workers would be directed to a new career by top career planning and coaching. In the best case this would ensure the fastest possible re-employment.
TEAM 5: Sandström, Rantamäki, Niemiaho ja Paasipuro.
Some years ago Nokia closed one location in Germany,before they scoop subsidies of the german government. After that the trust and the loalty to this company dissapeard. German people didn't buy mobile phones of Nokia anymore (for a special periode) and the sales figures collapsed dramtically. So we think a company should think of the effects their behavior. The commerce with their employees has hugh effect on the coperate image of a company.
Carlos Munoz, Christina Pache, Ricard Lopez and Tiago Almeida Lopes
be quite successful. Atleast on the Nokia N9. With Microsoft they will
be doomed.
(Team 8:Stenberg Juha Pekka, Wang Anqi, Vétillart Guillaume, Wosti Dagendra, Zhang Ji)
Team 5 (Outi, Maija, Mirka, Anna-Maija)
Comments for team 3:
It is nice you got the point that usually weeks for employees are too heavy when we think personal`s energy. It is very difficult to organize that potential energy correctly. There should be more differens solutions for that what we have today, like outplacement!!!
Comments for team 6:
For example team 6 seems to be very smart because they are telling about network with other companies. It is a very good idea because that way employees feel they have more than one possibility to keep workplace. Also, they can think that they will get more interesting work than before,so that way they are more stimulated to work.
Building trust for employees by thinking management is an issue on which we must all work in future, when we think outplacement. That helps personnel for work long time.
For example, how to make personnel feel more confident about themselves? You have to make a mentoring-project that everyone who have been working for like three months would get a chance to tutor a new employee who starts at the company.( as in Finnair) This would show that the management has a faith on the employees - even the ones who haven`t been working there for long. This also makes them feel more confident if they get to train a new employee.
Also, of course the promise of long employment relationship that you don`t have to fear of being laid off.
Some activities outside the working grow up trust also, so the employees are stimulated to work. For example different parties and trips.
Activities outside the work doesn't only stimulate the employees to work but also improves their team spirit. They have more pleasant time at work when the colleagues are more familiar to each other.
Team 4 (Sanna Maukonen, Mariko Niemi, Annikki Mossberg, Marcel Mooij)
Team 2: Johansson, Kari, Kalaja, Kaartinen
Team: Iida Vuokkovaara, Joonas Tattari, Davey Veenstra, Tytti Viitanen, Anna Virolainen.
Team also thinks that it might be even more expensive to the company to have one worker more and to shorten the working week. It costs a lot to familiarize new workers and it will causes more work to do the rota of working. The team wants also add the fact that not in the every job workers have a slow power stroke. In some companies it's very hard to find time to do all works during five workdays a week.
Even though I’m not sure could this four-day workweek work, I think in Finland it should be something to try on. After all, we can’t know for sure without trying and it could get support among the employees.
The thought is good but one worker pays a lot to the company. The worker's salary is only half of the costs. Because of this the companies want to hold as few labour as possible in their company. Most companies think only of the victory.
The society takes the present from the worker impossible ones. The worker should be efficient, ideal, skilful in every work, the demands are loading mentally. The week will be heavier if the worker has to work at weekends because the week rhythm is not regular. The general state of the human creak in the long run and the possible cycle with sick leaves begins.
From the worker's point of view it would be really good if one free day per week were more. Many people must use one day off in order to return since the week and this way only one day off be left. For the sake of the people's welfare a really good four-day week would be and that the unemployed would make the work keep the mind lively.
Team 3: Mirja, Juuso, Mikael & Sini
Of course if company would have this kind of policy already when hiring people it could work, but changing the current situation with employees consent might be difficult..
And companies must also consider that if working days a week decrease by one, it would bring some negative affects for example in product manufacturing which again leads to lower cash flow. Nice idea but hard to realize.
TEAM 4 : Levoniemi, Nenonen, Lento & Magnier de Maisonneuve
Team 1: Vilka, Riina, Mirva
Team 1: Vilka, Riina, Mirva
Even if companies weren’t about to fire staff, all companies would be required to create or join unemployment to outplacement network. That is how people under the threat of getting laid off would be able to explore the network. People who weren’t under the threat of getting fired wouldn’t be able to join this network so their current company wouldn’t loose their workforce and all possibilities provided by the network would go to the ones who need it the most.
TEAM 6: Savilampi, Sepponen, Sola, Soratie
-Team 3: Mirja Lundgren, Sini Kärkinen, Juuso Liukkonen ja Mikael Lindström
Team 3: Klemetti, Kuokkanen, Kääriäinen
also the idea of the staff who can't participate the network when there is no danger of being fired is a good idea. However who will develop such a network and who will take the initiative to set up a network like this? Many companies will wait instead for other instead of taking the lead.
Team: Iida Vuokkovaara, Joonas Tattari, Davey Veenstra, Tytti Viitanen, Anna Virolainen.
Team 7: Thornberg, Tiainen, Tiainen, Tornberg, Virtakoski
TEAM 1: Haapalainen, Heikkinen, Hollstein, Hänninen
TEAM 5
it seems that it is so important to boost the leaders salaries, but not care about
the employees one bit.
TEAM 6
They could do a good one already now and could cut their salaries.
TEAM 6
Or some other idea: for example they could have possibilities to pay 0 € taxes, when they have one or more Employees. Then the workers are not unemployed but are working and having the money, they need from employer.
All the workers should to think the entrepreneur as their home that they get there their needs. Not to think them as they are some kind of Enemy, but a friend.
The cost of production, are often the reason that the entrepreneur cannot hire more workers. They must often sell their business to somebody, who has the money to pay the rent and salary as well as all kind of costs.
In proportion there should develop personnels benefits. Employers should invest in personnels wellness for example organizing different possibilities for employees. For example freetime activities gives employees something else to thing and is good for their wellfare so they have energy to be more motivated on their jobs.
I think also that employers should invest in personnels wellness, but it is also very important, maybe even more important, for employers to show that they are pleased with the action of the employee.
TEAM 1 -Riina, Mirva & Vilka