Competency 3. Decision-Making Paradigm. Recap of my leadership scenario

Competency 3
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Decision-Making Paradigm
Recap of my leadership scenario
Companies are facing tough times and are on the verge of collapsing due to the ongoing COVID-19 pandemic. The company’s management needs to take extraordinary measures to ensure the company does not collapse. The actions that I need to take as a leader to protect the company is the biggest problem for me. A tourism company is on the verge of collapsing. As a human resource manager, I will have two options to protect the company: to cut down human resources by half or slash salaries by half and maintain all the human resources in the company. This is a problematic situation considering that the company has grown without a problem with these employees. They all depend on this company to take care of their families.
After lengthy consideration and consultation with other stakeholders, the best step to take as a human resource manager is to lay down half of the human resource because the inflow of clients has drastically reduced. A second problem that comes with this decision is choosing whom to lay off and whom to retain. Hardy (2017) says it is painful to retrench employees who have been loyal to you. Every company always looks for the best employees to work with, and retrenching would leave a gap in the company. Ahmed (2018) argues that it is good to retrench the employees who receive hefty salaries and remain with those who get small pay. The problem is that most of the most paid people are always the best in the company. In my scenario, I would lay off the most senior employees and only keep the head of public relations. Since work is not much, the heads of departments have less work to do, meaning their absence would not affect the company much. The second target after the head of departments would be the tour guides and attendance. Without clients, it means their presence is not any productive. However, it feels terrible to send off the people you have worked together for a long time without any problems. Nonetheless, cutting down the size of human resources is the route that I would take. In case the problems persist, it would be easy to enforce a pay cut.
Critique of the scenario
Mill, J. S. (1966). On liberty. A selection of his works (pp. 1-147). Palgrave, London.
John Stuart Mill was of British origin. He was a civil servant, a philosopher, and a political economist whose effort was recognized in the political and social theories and political economy. John Start Mill (1966) developed the theory of liberty, which addresses the nature and limits of society exercising power over a person. However, Mill is very definite in his theory that liberty is not universal to every member of society. He believed in weighing the results of the action. He approves of a decisi...