Overstaffing: An Unsustainable Practice in the Workplace
Overstaffing is a common problem in the modern workplace. It has been defined as the situation in which too many people are employed in a single job or unit, with the result that wages and salaries are inflated, productivity suffers, and the quality of work is reduced (Bodie, 2000; Smith, 2001). Overstaffing can also lead to increased labor costs, decreased morale, and increased risk of accidents and injuries. In addition, overstaffing can create an environment of negative competition among employees, resulting in decreased efficiency and profitability (Lambert, 2006).
The causes of overstaffing are varied. One of the most common causes is poor forecasting of labor needs. When companies overestimate their labor requirements, they end up hiring more people than necessary (Bodie, 2000). Other causes of overstaffing include poor management of employee absences and vacation time, and a lack of management oversight (Smith, 2001).
In order to address the issue of overstaffing, organizations must take a proactive approach. This includes developing an accurate forecast of labor needs, as well as creating policies and procedures to manage employee absences and vacation time (Lambert, 2006). In addition, organizations should strive to create a culture of open communication and collaboration, in which employees are encouraged to communicate their needs and concerns (Smith, 2001). Finally, organizations must ensure that employees are properly trained and motivated to do their jobs (Bodie, 2000).
In conclusion, overstaffing is a common problem in the modern workplace. It can lead to decreased productivity, increased labor costs, and decreased morale, among other problems. In order to combat overstaffing, organizations must take a proactive approach by creating an accurate labor forecast, implementing policies and procedures to manage employee absences, and creating a culture of open communication and collaboration.
References
Bodie, Z. (2000). Investments. New York, NY: McGraw-Hill/Irwin.
Lambert, S. (2006). Human resource management: A contemporary approach. New York, NY: Routledge.
Smith, P. (2001). Managing human resources. Upper Saddle River, NJ: Prentice Hall.