The first generation of layoff paradigm initiated when systems owners compelled to implement mass layoffs in system frameworks due to business losses in recent years. The second generation of paradigm shift layoffs launched when systems owners implemented mass layoffs in system frameworks because of cost-cutting and systems restructure. Cost-cutting task force modifies layoff selection criteria and resource performances in system platforms. Parameter modification creates the third generation of paradigm shift layoffs. Systems owners perceive a new paradox for economic development and work performance during guideline layoff approach in the second generation. A single entity supposes to perform assignments instead of multiple entities in system operations. The new cost saving strategy model in the third generation of paradigm shift justify multiple layoff models in system frameworks. Inevitable complexity can generate on system platforms when a single entity encounters with an overburdened workload.
Lack of standardization surrounding structural performance factor challenges systems owners to implement multiple consecutive layoffs despite the fact that systems owners report unexpected high profits.
The contractual layoff mechanism has been exploiting for business losses and unexpected high profits on the evolutionary path of system performances.
According to observation study, complexity map of the third generation of paradigm shift layoffs create an array of functional disabilities in social mechanisms. Parameter array transfers biological systems to Crash Mode. At this juncture, systems owners cannot rollback changes in property of biological systems from Crash Mode to Complexity Mode.