摘要
在“谈裁色变”的今天，UT斯达康一改以往中国某些公司裁员时常用的“事前缺乏有效沟通、执行时手段强硬（裁你没商量）、事后低补偿（甚至无补偿）”模式，而是采用高额补偿与自愿离职裁员相结合的人性化方式。
出处
《管理@人》
2005年第8期78-79,共2页
Management@People
同被引文献12
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6Akdogan, A., & Cigoz, A. The effects of organizational downsizing and layoffs on organizational commitment: a field research [J], The Journal of American Academy of Business, Cambridge. 2009(2): 337-343.
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7Clair, J. A., & Dufresne, R. L. Playing the grim reaper: How employees experience carrying out a downsizing [J], Human Relations.2004(12): 1597-1625.
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8Gandolfi, F. Downsizing executioners and the experience of executing downsizing [J]. The Journal of American Academy of Business, Cambridge. 2008(1): 294-302.
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9Kim, H. Examining the Role of Informational Justice in the Wave of Downsizing from an Organizational Relationship Management Perspective [J], Journal of Business Ethics. 2009(88): 297-312.
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10牛雄鹰,时勘.中国国有企业裁员过程及其影响因素的案例研究[J].国际商务（对外经济贸易大学学报）,2002(4):32-36. 被引量：5
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