Wednesday, December 26

One of you two gets sacked; You choose the

One of you two gets sacked; You choose the

A. Pavlovsky, NBC News contribution
She could the redundancies-a how to "hunger games" call, the a big thumbs down from workplace experts always.

Recently two journalists, Karen Dillon and Dawn Bormann the Kansas City star said, only one of them could your job-keep and the workers themselves had to decide who, should leave the company according to the media blog.

Dillion confirmed the report in an E-mail to NBC News, but offer no more details. The investigative reporter worked for the Kansas City Star since 1991, according to her LinkedIn profile.

Bormann did not respond to email comment a search. She leaves the company, allegedly after KC confidential, a blog that covers topics of Kansas City.

On Monday announced MI-AI Parrish, President and publisher of the Kansas City Star, in a memo to employees is a new round of Entlassungen--the third since joined the company in 2011, according to MediaKC, a blog that covers media problems.

In a statement via e-Mail to NBC News late Wednesday, Parrish said that cut the paper of its workforce by 17 positions was.

"These are always tough decisions, we occasionally allow employees to voluntarily for a severance package, if we reduce areas are where there are two or more of the same types of positions," Parrish said.

She added that if an employee in a group do not voluntarily, "then the person with the least tenure in the severance program is included."

Parrish turned more personal decisions to comment.

Workplace experts said, that it is almost unheard for a company this approach when deciding who is to quit - for good reason.

"I warn strongly any organization from insourcing dismissal decisions to employees." There is a reason why they pay people in management positions, more than they pay their direct reports, '' said Bob Kelleher, CEO of the Group of employee engagement and author of the new book"Creativeship: a novel for evolving Guide. "

"Guide for these difficult decisions should make responsible," said Kelleher. "I don't think that it staff, which should be implemented in the location, these decisions."

Company questions sometimes workers in a situation voluntary dismissal step forward, but a person to an other pitting is not the way to go, said Nan Russell, host of the radio show "Work matters" and author of "titleless Guide."

"Personally, I think it is very frightening that individuals would be, that such situation-not only from the emotional point of view for them to have left to make this decision, but also for the people, what happens and their lack of respect for the leaders in this organization, now" she said.

Management guidelines usually occurred when it comes layoffs, whether the call depending on the performance or other factors, said Russell. Employees expect in return, that their leaders are fair, hard decisions, and if they do, they respect and trust workers earn.

But two people choose, who will leave the indicating that someone was missing the courage that choice, she added. Beyond the pain of employees can create problems that involved.

"Not only she feel awful, no matter what the decision is, but left is the people behind it, also, and wondering what happen to them... will." Choose you next get?" Russell said.

Any action that always closely monitored in connection with dismissal by the remaining employees, says Kelleher. A company must always assess what impact any decision for the people, as well as the Organization and the brand will have been involved, he said.

"Every action has a reaction," said Kelleher.

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