Brand centric terminology during chapel, which is a time set apart to press into God & humble ourselves before him. The pulpit is a sacred place for God's word, a place where we thank God for God, not spend our time thanking God for World Vision. Rather, we should be thanking God that he would even use World Vision in the first place. Chapel is sacred time, not a World Vision infomercial. Announcements & such can be distributed via company email. My team went through some "reorganization" this year. The team was retitled in its job titles as well as rolls redefined. In doing so, they announced that we would meet with a team lead & HR Rep to discuss these changes, and that all we had to do was to re-apply through the org's Intranet & submit a cover letter declaring intent for the new position. It was also disclosed at that time that out of "X" number of people currently on the team, that a lesser "X" number of people would be retained. It was also noted as a bit of a reassurance that those retained would be rewarded with a significant salary increase. This really hurt the moral of the team as the team was now put into the position of having to compete with one another in order to retain employment. This went on for close to 3 weeks until lay off notifications were disclosed to those to whom they applied to. Along with that pre-disclosure, severance information was provided to each team member, down to the prospective final day of employment, how long their severance compensation would be per pay period, and the date to which they would exhaust, as well as the date eligible for filing for World Vision's internal Unemployment program (since they are a Non-Profit and do not pay into state Unemployment) and when that date would exhaust. Most of the team agree'd that we would have rather maintained our current compensation rates & forgo the salary increases in order to retain our current team members. This is where the children that World Vision serves can in turn, become an idol. WV does everything in the name of hungry children. What about my co-worker's hungry children. What about the disruption of his/her family as they now have to consider relocating from the community that they've invested themselves in simply so they can acquire employment? I've seen this happen with dozens of people during my time at WV. Many of these people were there for 20+ years and found themselves laid off, only to have to relocate after a time of job searching because they had to relocate to where they could secure employment. Many of these people were/are over 50 years old (higher medical risk bracket/401-k's with built up balances to maintain, higher salaries due to tenure). Now the trend is to hire young people fresh out of college at entry level rates, but it leaves a vulnerable age bracket clamoring for survival. Again, what about my colleagues' hungry children?
Food for thought.
