Research Paper on:
Survivor Impact of Downsizing

Unformatted Sample Text from the Research Paper:
that takes place. Downsizing is often seen as the key to survival when it takes place, however the company may still face a threat even if the downsizing is technically  successful. This is due to the response of the employee that remain; the survivors. The responses of the survivors are mixed, they may be positive, or as more commonly reported  negative. Negatively, lack of trust and motivation are all responses that may be expected when redundancies are announced, but for those left it may be perceived that these individuals would  feel relieved that they still have a job. Unfortunately the human psyche is not this straightforward, and as such there are a range of emotions, which unless understood cannot be  comprehended plans developed to overcome any obstacles that these responses may create. The evidence appears to indicate that the survivors will also suffer. There is a range of literature  that outlines responses. Mishra and Spreitzer, (1998), identify two dimensions, those of constructive/destructive responses and those of active or passive. The actual manifestation of response will result from a myriad  of influences, one of the major impacts being the interpretation of the success and handling of the downsizing itself (Mishra and Spreitzer, 1998). The reasoning behind this may be seen  as logical, as negative responses such as fear and the perception of threat may be minimised in a well organised downsizing (Armstrong-Stassen, 2002, Mishra and Spreitzer, 1998). There is a  process that survivors will traverse when a downsizing takes place. These are described by Misha et al (1998) as "grief, resistance to change, fear, distrust, denial, lack of loyalty,  and distrust". In addition to the psychological stresses that the situation creates, there are also the physical manifestations that can impact on health of the survivors, such as high