Showing posts with label essay. Show all posts
Showing posts with label essay. Show all posts

Monday, July 7, 2014

Writing in ESL

In this essay, I will explore on different writing activities and writing feedback that would suit each of the 4 categories of student interest, as recognised by Lipstein & Renninger, and how their research, could be generalized for our own ESL students.

Introduction
Even though it is every teacher’s dream, to see all of their students becoming interested writers, but it didn’t occur to us that we can teach them to ‘love’ writing. But instead we chose to see interest in writing as something that a person was born with. Although interest plays a large role in motivation and confidence, we need a clearer misunderstanding of how teachers and classroom practices can influence student’s interest for the act of writing. Rebecca L. Lipstein and K. Ann Renninger studied the perceptions of 178 students in grades 7, 8 and 9 to develop this understanding. As a result, they had offer characteristics of students in four phases of interest and describe instructional approaches to meet students wants and needs.

Why does interest matters?
John Dewey (1913) explains that students that are interested in a subject will have more confident about their work in relation to that subject. Therefore it is effortless for them.
A person’s interest is said to the most powerful tool in learning. Because, interest can influence attention, goals and levels of learning.
“Even though interest has been recognized as an important condition for learning, educators continue to wrestle with the difficulties of working with academically unmotivated students”
(Hidi & Harackiewic, 2000)

Teachers didn’t know on how their role could help the students to flourish their interest. It is because that teacher’s often have thoughts that whether the students are interested or not, that they might miss to recognize that they could contribute in developing the student’s interest. A teacher’s dream is to see their students have interests in writing and becoming a good writer. But in reality, we find only few of our students with these traits.
As for writing, having an interest definitely affects the way how the students approach writing and the results that they receive.
“Research on writing and motivation indicates that students who have an interest for writing are more likely to set affective goals, make use of helpful strategies, and seek feedback as they work with writing tasks”
(Lipstein & Renninger, 2007)


Suitable writing strategy for each category of students.
Phase one students
Phase one students are students that are in primary school. These students are more likely to describe writing as ‘boring’ and needs a lo0t of work. Usually they are confused on how do they approach the task.
What they wants
§  Phase one students wants teachers to understand how writing is something that is hard for them to do.
§  They want writing to feel easier for them. Something they would enjoy and not hard work.
What they need
Teachers play the role of facilitating what the student wants. Teachers will need to facilitate them in receiving concrete suggestions and strategies for them to write.
Writing activities that could be done
1)      Creating sentence completion
§  Provide a worksheet that has a word written on it. For example, ‘Apples, Apples.
§  Ask them to write simple sentences to describe the word

Why?
§  Students can relate the words with what they know. So the task will not be a burden to them.
§  Students could trace the beginning part of the sentence and just add one or two more sentences to describe the word.
§  Students could build their grammar
2)      Create an organized and detailed writing prompts (this involves 4 worksheets)
§  1st worksheet
-          Give a worksheet with unfinished sentence. For example ; ‘When I grow up I want to be              .’
§  2nd worksheet
-          This worksheet will have an instruction. For example ; Let’s say the student wants to be a scientist. The instruction would be ‘What will I do if I want to be a scientist?’
-          Ask them to fill up the box with simple words explaining on what they will do if they want to become a scientist.
§  3rd worksheet
-          Prepare the worksheet for sentence completion. For example ; ‘When I grow up, I want to be a scientist
-          Provide 2 boxes in the worksheet and label them :
-          Box 1 – ‘First I need to do                             .’
-          Box 2 – Then, I will                            .’
-          Ask the students to fill up those 2 boxes in simple words / sentences.

§  4th worksheet
-          Give a blank piece of worksheet, have the students to join the words that they had provided to build up sentences.
-          During this exercise, teachers will need to walk them through it and have them help each other.
Why?
§  Students will know how to organize their writing, by which comes first method
§  They will be able to make up sentences by joining them together
§  Its fun and not pressuring, they will constantly have to use their imagination to make up words to complete their writing.

Phase two students
What they want
Phase 2 students already have the basics on how to write. At this phase they like getting feedback from the teachers. They take writing is to be done in order to please the teachers and getting back compliments / feedback.
What they need
These students have this impression of that the right way to do it is the teacher’s way. They need to be taught and encouraged to have their own say in their writing.

Writing activities that could be done
1)      Creative story writing
The teacher could either give them a topic or let them choose a topic on their own. Have them construct a story. During this session, the teacher will facilitate them on how they should write their stories, giving suggestion for them to ponder on or why they had chosen that particular topic. Have them give ideas to each other, while the teacher gives comments or feedback about those ideas.
Why?
§  Promotes creative writing
§  During the session, the teachers will facilitate, they like getting feedbacks on the article that they are currently doing, from what the teacher comments on, they improvise.
§  With active interactions between teachers and students during the sessions and getting instant feedback at the same time, they will put in extra effort, effortlessly.

Phase Three students
What they want
Students in this phase loves writing and consider it as a place where they can go and be free. It is fun for them because they get to make their own rule on what they wanted to write. And because they like writing they would revise and will gladly spends more time on writing. They do not prefer feedback and peer conferencing on telling them how to write.
What they need
To encourage them to write and to channel their enthusiasm and to broaden their awareness of writing conventions and audience expectations.

Writing activities that could be done
Because of their need to express themselves through their ideas, this kind of activity would suit them. In this phase, the students already know the different types of writing that they need to use when they are given a topic to write. (narrative, persuasive or expository).
§  Find an article for them to express their ideas. For example; write an expository essay on the topic ‘Heavier punishments for traffic offenders.’
§  Have them explain reasons to support this topic. Use several examples to support that reason.
Why?
§  As they love to express themselves in writing, by providing a topic and let them write it however they want it, could encourage them more.
§  They don’t mind the extra revision that they need to do, and by doing research ti expands their ideas.
§  They could read aloud their essays and take part in a teacher – guided discussions to defend their own point of view.
Phase Four students
What they want?
In this phase, the students wants to please audiences and themselves by showing balance between their personal standards to a more widely accepted standards of good writing.
What they need
They need to continuously be challenged in order to improve and they want and do not mind receiving constructive feedback about their writing.

 Writing activities that could be done
Research writing
§  The objective is to help the students incorporate sources in their essay
§  Why we use sources?
§  They will need to do some research as a way to sort out different reasons.
§  Facilitators need to emphasize that in order to prove that the ‘thesis’ is correct, they will need to go beyond and research all ideas.
§  Let the students look at the author’s use of sources. Asking some possible questions along with it. For example ; ‘What do quotes do?’, ‘How does the author use the quote?’, ‘What is the balance between the quotes and the author’s own voice?’
§  Outline to the students what are the ideal structures for quotes.
§  Break them into small groups and have them discuss from each other’s papers
§  Write out their essays.
Why?
§  As they do not mind peer conferencing, it will help them construct and improvise.
§  A more detailed topic was given because they are already good writers. And from that detailed topic, they will need to do a lot of revising as their writings will then be presented to audiences.


Suitable writing feedback
Phase one students – Indicidualised feedback
As they are not good in writing, they are a bit confused on how to approach the task. So, an individualised feedback is the best because they want a concrete suggestion type of feedback from the teachers, to tell them whether they are doing it correctly in a constructive manner. So, the suggestions are manageable and easier for them to digest, thus making the writing feels easier.

Phase Two students – Individualized feedback
These students most likely will accept suggestion given to them without any questions. And if they completely accept those suggestions, it could not progress them to be a good writer. Those suggestions could be posed as questions, such as,
‘What if ….?’
‘Why did you choose these?’
‘What did you choose these?’
‘What are you trying to state in the paragraph here ….. is that what you mean?’
By posing the suggestions as questions, it will make them think of other options that they can use.

Phase Three students – Individualized feedback
The problem here is for the teachers to give feedback without dismissing as contrary or intrusive to their way.
Feedback could be given through audience response. It is due to their desire to impress an audience.  For example ;
                  ‘Could you make the point clear to me, because I am not sure what
                  you mean?’

With this type of comments, these students most likely won’t dismiss it. The reason being is that these comments do not state negative comments about their writing.

Phase Four student – Individualized feedback and peer conferencing
Individualized feedback
It is important for comments or suggestions to be balanced. Adding in constructive suggestions, for their improvement. Reason is, it challenges them and help them grow as good writers.
Peer – conferencing
Constructive comments given by peers could help them realise what are other ideas that other people might have. Therefore by comparing their writing to their peers, they could stretch their writing in order to improve.

During the process of doing this assignment, I had read a few online journals and e-books that I found on the internet, regarding Lipstein & Renninger’s research. I am not an ESL teacher currently, but I can relate their findings to what I experienced during my school years. I still can recall on how I hate writing. But, from the activities that were used by my teachers to grab our attention and help us write, makes writing seems like we are not doing writing, compositions and sort at all. At the same time, we would actively participate in giving or voicing out our opinions and putting it into words. And at the end of the day, voila! We had written something.
If I were to ask from the point of view of an ESL teacher, I think that Lipstein & Renninger had helped all teachers by summarizing the phases of students and by what they prefer and don’t prefer. So, teachers could start building their lesson plans from there. According to types of phases that the students are categorized in.
It is important for all teachers to know the strength of their students. It will make activities be done much easier. 2 things could be accomplished, the student understands what they are learning because the teachers does not only teach but facilitates them on what they need. Teaches on the other hand achieved their teaching goals.
What I understand from their work also, is that to teach writing to student is age – related. Most important thing is interest. Because according to them, interest for writing affects the ways that students approach writing and the results they achieve. To have them be interested in writing is the first step to sculpt a good writer.
Student wants to be heard. So, by facilitating their needs according to the phases, it will deepen their interest for writing.
“It is worth noting that the needs of students in one phase becomes the wants of students in the next phase.”
(Lipstein & Renninger)

Therefore, by noting their needs, students will then develop more interest in writing, enjoying what was once hard for them.
Also, in their research, they had provide, the proper ‘what kind of feedbacks’ on student’s paper, according to their phases.
We cannot use only certain kind of feedback for all of the students. Certain phases might use or need more than 1 type of feedback in order for them to be a strong writers.

Advantages of peer – conferencing
Lipstein & Renninger spoke about peer – conferencing in their work. It is a successful ambition, students could learn a lot not just about what are their strength and weaknesses, but also how and what it takes to make a good story.
But not all phases likes peer – conferencing. Because to them, at that stage they don’t like to be criticise especially by someone whom they think who is not superior enough to be commenting their work.
But at certain phases, peer – conferencing are needed and could be useful because it helps  them see their work from other people points of view, not just one particular person.
There are many pros and cons of peer – conferencing, and every pros will have its cons.
The pros of peer conferencing are we get to view our own writing from other people’s perspective. From there we would know what did we do wrong, how do we correct it and so on. Peer conferencing is good because we get to share ideas with other people. No one can say the same thing as someone else; therefore, we get wide variety of opinions.
Furthermore, I do believe that the more students are actively engaged in something, the more and the better they learn. Through peer conferencing students takes an active role, because all these times, teachers and students worked in an isolated environment. A situation where students write and teacher’s grade. Therefore, students missed out on an opportunity to learn from each other, having conversations about their writing and read more. So, by having student participates in peer conferencing, they will take interest at other’s writing. Also a root for them, when they receive back their essays from their teacher’s.
Promoting peer conferencing will have the students understand that they are not being lectured to but they can teach each other. Students must know what is wrong before having to correct it. Therefore by viewing their peers work, the more they could learn and apply that knowledge to their own writing. They train their eyes to spot the mistakes, so that they won’t repeat that same mistakes.
Lastly, the pros of peer conferencing are less paperwork for teachers. When peers edited their work, teachers could concentrate more on the students.

Disadvantages of peer conferencing
Peer conferencing has no grading system on the qualities of peer review. Different journals have different sets of standards. We would not know the reviewer’s quality and expertise.
There might be chances that a good writing could get rejected, whilst a poor writing could easily pass. Because, maybe writing are judged whether the other peer likes them or not, rather than the results of the writing.
Students don’t really know how to evaluate writings. Perhaps more on minor, mundane mistakes, for example; grammar and punctuation mistakes rather than the content.
Having students to judge their peer’s work could be uneasy. Resulting to them not giving honest comments.

Can Lipstein & Renninger research be generalized.
After reading through their work, I would suggest their theories can and should be generalized. Because, we would just focus on the needs that they had stated, and enhance student’s interest in writing rather than making them feel like it’s a burden. Therefore, understanding of the student’s characteristic according to their phases could really help teachers.
By learning writing, students enhance their skills in grammar, spellings and learning new words, in their way as how they want it to be. Provided that lesson plans be carried out effectively, the results would be amazing.

Conclusion
I concluded that, and we all know that to educate people is a tedious process. Everyone has their own sets of mind and their own way of thinking. But in an overall manner, in writing, each phase of students has their own ways on how they need their lessons be taught to them. it is important for teachers to listen to their students need, to make them be successful and achieve the satisfaction of being a good educator.

REFERENCES
v  5 reasons student should be doing peer editing, viewed at http://secondarysolutionsblog.com/5-reasons-students-should-be-doing-more-peer-editing/ accessed on 12th Nov 2013.
v  Renninger, K. Ann, (2009)'Interest and Identity Development in Instruction: An Inductive Model', Educational Psychologist, 44:2, 105 — 118
v  Rebecca L. Lipstein and K. Ann Renninger (2007), Interest for Writing: How Teachers Can Make a Difference, The English Journal, Vol. 96, No. 4 (Mar., 2007), pp. 79-85,

vEngaging students in the writing process, viewed at http://engagingstudentminds.wordpress.com/author/bethanyalder/ accessed on 12th Nov 2013.

Friday, July 27, 2012

Professional ethics - ethical problem - workforce reduction


1.0     Introduction

Ethics, defined as a rule of conduct, to have the discipline with dealing in a right or wrong situation. What forms or compose a person’s ethical behaviour varies between one people with another. Although ethics are conformed towards individual in relating to what is right and what is wrong, but this does not include in an organizations. What forms ethic in an individual consists on these factors such as, family, peer and life experience, including the personal values and morals and also situational factors. Having ethical dilemma usually involves on the matter of having to do what we think is right although the outcome might have consequences.
The conflict does not only occur within a personal experience of an individual. Having ethical dilemma in a management can happen. Being in a managerial position, having ethical dilemma usually is when, there arise a conflict within or when it involves the organisation’s performances, economically and socially. The decision of a person in that managerial position must be balanced and to have the decision made without having to jeopardize either one of the above said performances.
There are five characteristics of ethical problems in a management.
1)      Extended consequences
-          This is when the decisions made by the managerial position affect not only within the organisations but also extended to the society outside, which is usually beyond their control. For instance, having to approve products that might affect other people’s health or taking in bribery. Therefore, decisions made on either of the situations or some other, must be done considerately.

2)      Multiple alternatives
-          Not all ethical issues depends on a ‘yes’ or ‘no’ decisions. Some ethical decisions can have multiple alternatives. Such as, should an employment agency use child labour or forced labour? Or, should an organisation ignores the health, environmental or safety standards? Therefore, the managerial position must consider on multiple alternatives before making decisions ethically.

3)      Mixed outcomes
-          Also, when a decisions made even unethically, the benefits would be return to the company or organisations itself, examples such as having good financial returns and social costs. Such as, by paying an amount of bribe, the company can maintain or get new sale contract with one organisation with a big account, with that they can have a permanent customer that will always purchase their products.

4)      Uncertain consequences
-          When a decision is made for this ethical dilemma, the consequences are uncertain. For example, after paying a sum of bribe to the organisation, you will have an account with the organisation and a permanent customer that will always purchase your products. But it might turn the other way. With every ethical decision, the consequences are uncertain.

5)      Personal implication
-          If not all, most of the ethical decisions will have personal implications. It is not supposedly thought that the dilemmas are not affecting the careers and lives of those in the managerial positions.




2.0     Background of the ethical problem
Back in year 1998, recession occurs in Malaysia. This is due to the Asian Financial Crisis. At that time, a lot of companies, big and small are having a tough time coping. A lot of people are ‘let go’ on a ‘last in, first out’ basis. It is definite that the impact of that year recession is felt through all stages of society, people and organizations alike.
With having one of their company values are its people and teams, which by their beliefs in order to deliver strong results which will be impossible to accomplish without a highly capable team. And through that all, their goal is to be the preferred employer within the industry that they are in.
One Human Resource Manager (will then be referred to HRM) from an international oil and gas company are put in the position to ‘let workers go’. The company had hired many expatriate engineers and for other professional positions. The management made a decision to lay off some of their staff. It is up to the judgement of the HRM on how and what are to be considered be it for the employer’s revenue or employee that will be lay off.  The HRM will need to choose whether to lay off the engineers or clerical staff. Clerical staff cannot be dismissed because they are needed to support on clerical duties that are necessary in order and to assist these upper rank positions. As there are a lot of paper work that will need to be done and the engineers will not always be in the office but at site. Same goes for the engineers, if they are dismissed, how are the company’s project be conducted on site? The HRM will need to make a decision on workforce reduction but at the same time to make the company balance and save revenue on paying salaries to the staff during those dire times.


2.1     Organization background
The company is an international oil and gas company. The branch in Kuala Lumpur, Malaysia is one of the branches opened worldwide. The main office is in Norway. The company specializes in oil well equipment supplies and services. It is also involved with downstream offshore projects and also oil and gas consultancy. It is a large scale global company that has the experience of 40 years on offshore and onshore drilling rigs. They also deliver drilling equipment’s and lifecycle services.  
The company believes on that, making money creates new opportunities and the resources for going forward, both for us and for our customers and partners.
The company’s values sets that they share a common set of values and that common set are used as guidance to how they construct their policies and behaviour, and on how they manage their operation.
Their values are they encourage an early and honest communication, open and direct dialogue; the management listens to their employees, hard and straight. No filters, no sugar coating.
The company also values early, accurate and reliable communication. This to their beliefs, when known earlier is easier to solve. The company opts from different opinions and cultures. In order to strive and excel, they challenge each other in a positive manner. The company expects from all of its staffs everywhere, to have the highest standards of ethical behaviour and integrity. They reward the employees on their performance- on what they achieve that is aligned to the company’s value and – how the employees behave. They believe that it is hard to achieve strong results without having a strong team.
The company’s mission is to be the preferred partner in solutions for the oil and gas industry through living up to their set up values and as the preferred employer within the industry. They wanted to strive as a responsible societal actor and see it as the key importance towards this.  They want it to be balanced in areas of people, integrity, and environment and to the community
The company organization consists of (Refer Appendix I).


2.2     Identified ethical problem

The ethical problem identified faced by the HRM is workforce reduction.
What is workforce reduction?
This is when an employer needs to reduce costs by instituting mass termination of employees. It is also known as reductions of force or downsizing. Workforce reduction usually involves in a permanent termination of employment, by shifting employee’s task in order to reduce number of positions of worker, reducing employees work hours or by having institute mandatory layoffs or furlough. Layoffs are permanent termination of employment whilst furlough is a temporary time off in which the company will not pay the employee.
The reasons of workforce reduction may occur due to changes to economic markets, change of management, poor management or other reason that might conflict to why a workforce reduction is needed to be conducted.
When an employer conducts a workforce reduction, which might take some time as several weeks or longer, the employees will be selected and assessed for the possibility of termination. The selection of employees will be based on the performance of the employees, although the terminating depends on the discretion of an employer’s budgets and needs. After the process of selection and assessments are made, the employees are then fired. The employees may be offered by the employer’s benefits in order to ease the transition period after their termination. The employers may provide their employees unemployment compensation or severance packages or in some case the employer will provide placement services. This service intends to assist their former employees in securing another job after they are terminated.



2.3     People involved
Usually during the process of selection and assessment, people involved are usually the Head of Departments, the Human Resource Manager and final approval by the CEO or COO.
The Head of Departments will gave assessment of their opinion on their departmental staffs by filing up a form provided by the Human Resources Department. These forms are usually similar to the appraisal form that is used to assess staffs performance by annual.
From there the forms are passed to the Human Resources Department for checking and selections. These are then compiled and they will be checked with accordance to the staffs MC’s, lateness and credibility. From the selections it will again be assessed by the Human Resources Department on whether the selected staffs are a liable asset to the company or not.
Final decision will be made and it will then be forwarded to the CEO or COO for approval, and finally be laid to the selected staffs that are to be lay off.


3.0     Classification of the problem as an ethical problem in management
There are several characteristics of an ethical problem in management.
1)      Extended consequences
2)      Multiple alternatives
3)      Mixed outcomes
4)      Uncertain consequences
5)      Personal implications
The decision of the employer to have workforce reduction as an act to keep their company stay within the budgeted revenue will always be a conflict for both the employers and employees. How the problem on workforce reduction does, classifies as an ethical problem in management? Explained within three characteristics taken from above:
1)      Extended consequences
To lay off employees will defy one of the company’s values of wanting to be the preferred employer within the oil and gas industry. And by doing or taking that decision, many will go jobless. And should there be one staff that might have a close relationship with one of the upper management or the Human Resources Manager itself, but he or she needs to be laid off, it might jeopardize that said relationship.

2)      Multiple alternatives
Before really deciding on workforce reduction, the management or the company should consider on other alternatives. Such as furlough, freezing of salary and increase of benefits and hiring freeze.


3)      Mixed outcomes
But, by having workforce reductions, the company stands better chance on balancing their revenue that has been budgeted for them by the headquarters. But if the decision is on keeping the staffs, the company will lose the budgeted revenues. But if the person mentioned above be kept, another conflict will be inflicted between the staff on the reasons why they are laid off.

4)      Personal implications
Every ethical decisions made by the management will always have personal implications. Having to make the decision to reduce workforce had to be done meticulously and the information will need to go and be understood by the employees, so that it will not be misjudged. Bad reputation for the Human resource manager might be inflicted by the staff on him or her and the ultimatum is that he or she will be left on having that guilty feeling on having to be the person responsible to execute the command given by the higher management. The people involved in this matter must have the character of being firm and knowledgeable on what the company is facing and why the decision must be made. They must have the courage to stand and face the chosen employees that are to be laid off.



4.0     Analysis of workforce reduction as an ethical problem in management
As mentioned earlier, ethical decisions are not only based on a ‘yes’ or ‘no’ decision. Or whether the decision made is to be right or wrong. To lay off staffs aren’t just merely picking up whom we hate or whom we feel that should be laid off or that the staff needs to be laid off just because of a simple and small typical reasons. Ethical decision needs to be made based on the balancing between both economic and social performance of an organisations.
There are three ways of analysis method of an ethical problems. Economic analysis, legal analysis, ethical analysis.
Here explained on the analysis of workforce reduction.
1)      Economic analysis
To reduce employees are not an easy decision. Laying off employees is costly. The company will need to pay some amount of compensation to the laid off employees. Therefore anther budget had to be opened for the matter. But by the positive side, even though the company might need to spend extra on VSS, but the bigger revenue that are to be concerned off are kept balance. And also the incompetent staffs will be dismissed, and better, stronger team can still continue to give satisfactory results. It is unpleasant for people to lose their jobs, but there will always be a demand on workforce and they will be employed, either sooner or later.
2)      Legal analysis 
Employments are usually done on an at-will employment. What this means is that an employee may be (so long that the termination is not considered illegal) terminated at any point or any reason. Therefore, employees who works on an at-will basis can be terminated should there occurs the need of workforce reduction or downsizing. Not to take matters alight, even at-will employed staffs have their rights to be free from the employments discrimination during the said termination process. The reduction of workforce must not be based on the employee’s race, religion, gender, age, disabilities and national origin. So if any of the above is detected to be violated, the employer can be held liable for employment discrimination. So they need to abide to the termination laws that govern for corporate layoffs. And should the decision is deemed necessary, it should be documented. So that should it becomes an issue, the employer can provide sufficient evidence that leads to layoff and that there has been other alternatives considered and tried. And should it results to litigation, the documented evidence would be sufficient to prove the reasons of layoffs that has been done and that being the only choice after all consideration made. The legal approach can always be one of the way should an ethical decision rises such as this arises, as a way to deal with the decision.
3)      Ethical analysis
By ethics of human feelings, dismissing staff are a wrong code. But the management will need to consider on the structure of normative philosophy in deciding what to do or whether it is right or wrong. Decisions on this kind of matter must take forth for the greater good of the company and by putting themselves as obeying instructions from the upper management as stated by their scope of work.


5.0     Proposed solutions
There are several ways of solving the matter before we concede towards the reduction of workforce. There is by way of furlough. Reduction of work time for the employees by constituting the company’s own schedule time. Such as giving them time off and off days, once or twice a week. Therefore the cost of salary payments can be cut off.
The management might want to take in consideration of having freezing the salary and benefits, and will continue back on track once the company is up on the regular state. But it will need to be implemented and explained by the managements to the employees in detail and updates are to be done periodically so that, no miscommunication would occur.
Should the solutions are not beneficial to the company and still needed to have reduction on workforce, then the company can pursue on laying off by VSS. But this needs meticulous calculations and series of in depth, checking, selecting and assessing are required before final decisions are made. Layoffs should be done by letting go the temporary staffs first before heading on to permanent staffs.


6.0     Summary
By norms, decisions made can be considered unethical for some people as they might not know the reason behind the decision made by the management. But if the decisions are made following the norms, it will certainly defy the mission and vision of the company. As in this case, that making money creates new opportunities and resources in order for them to move forward, both for the company and their customers and partners. So, if decisions are made by not considering this matter, it will be unethical by the side of professional views. By beliefs, the company can stand their balance in revenue in order for them to continue to grow. Employees can always find other occupation due to demands on labour market. But for an organization, they must continue to generate revenue to hold on to the competitive market they are in.
Therefore ethical training must be provided before an employee commences their work. When proper advice and guidance on policy, expectations and any relevant laws or social standard of the company, only then the employee will be well literated and when such situations occurs, they are prepared and able to evaluate the reasons from the action taken by their employer.

(2,921 words)
References
1)      Susan M. Heathfield; Before you do a workforce reduction; (2012)   retrieved on 7th July 2012; http://humanresources.about.com/od/layoffsanddownsizing/bb/cut_workforce.htm
2)      Ken LaMance; Furlough and layoffs differences; retrieved on 7th July 2012 http://www.legalmatch.com/law-library/article/furlough-and-layoff-differences.html
3)      Ken LaMance; Workforce reductions and downsizing; retrieved on 7th July 2012. http://www.legalmatch.com/law-library/article/workforce-reductions-and-downsizing.html
4)      Reference on organizational chart; retrieved on 4th July 2012. http://www.theofficialboard.com/org-chart/exxon-mobil
5)      Dr. H.J Ann (Universiti Putra Malaysia) & Dr K.K Tee (Open University Malaysia), (2012), Professional Ethics, version May 2012; OUM