Effect of EU Employment Policy on Management

Effect of EU Employment Policy on Management EU Legal Regulations in the Areas of Employment and Social Policy and How These Have Impacted Managers/Organisations Introduction/Background The influence of the European Union has been pervasive, and this is particularly true of developments in the areas of employment law and associated social policies. These policies have been aimed at augmenting the employment rights of workers within organisations, as well as improving their working conditions. Intersection points between social policy and employment regulations are a nuanced and complex subject area and this topic is an ideal focal point for the researcher interested in how European policies have impacted the roles and responsibilities of managers in the United Kingdom. The areas of employment policy regulations and social policy regulations are often symbiotic in nature. Therefore if one decides to embark upon a research initiative investigating the situation of workers within organisations within the European Union, it is difficult to conduct credible research without considering the areas of employment and social policy simultaneously. The writer proposes to examine how managers and other actors in similar roles have responded to this arguably more onerous and paternalistic conception of their duties[1]. A particular focus will be taken in the research and this will be health and safety legislation. This is a concept which has been influenced by both legal regulatory efforts within the European Union. Health and safety legislation also reflects the wider social policy goals of the European Union. Indeed as Randall ((2000) p34) has noted: ‘Promoting safety at work and protecting and improving the health of workers appear among the fundamental objectives for which the EC†¦.[2]’. Therefore, the theoretical research objectives of this project are twofold. Firstly, the role of the European Union in terms of social policy and employment regulation will be looked at, and at a more micro level the area of health and safety at work will be looked at in terms of the role played my managers at operationalisi ng European policies in the area of health and safety within organisations. The Research Question Therefore to recap the main thrust of the proposal for research; the writer feels that a good focal point for this project will be where social policy and employment regulation intersect. Therefore, the question of health and safety at work in the European Union will be the specific focus of the project, but this research focus will be contextualised with a wider examination of the role of the European Union in terms of social and employment policy. The literature review will focus on these two levels of analysis, and this will be used as a platform to introduce an original primary research orientated study on the impact of EU health and safety regulatory initiatives on managers within organisations. The research question will build upon this analysis by surveying the views of mangers in British corporate organisations in an effort to gauge how successful the EU have been in operationalising their social policy objectives in the area of health and safety employment policy. Other acto rs with expertise in this area will also be consulted. A key question here will be what effect the operation of the doctrine of supremacy has had upon the effectiveness of EU oversight of health and safety at work. Therefore one of the central research questions will be aimed at finding out whether the centralisation of control of health and safety policy (with the European Commission) has impacted upon the effectiveness of its implementation within member states such as the United Kingdom. This will enable the writer to principally gauge the opinions of those charged with the day to day implementation of health and safety employment policies, and to in doing so to identify any systemic or policy failures that may serve to reduce the overall effectiveness of health and safety employment policy. This will allow the writer to formulate a model of recommendations which may be able to address any specific failures in the implementation of health and safety employment policy and make suggestions as to how the system may be improved. Literature Review The literatures which will be used are those which will provide instruction on the development of the EU’s role in the implementation of social and employment policy, with a particular emphasis on the development of health and safety employment policy. These texts have been chosen as they will provide a comprehensive background to the study, adding depth and structure. Roberts and Springer ((2001) p152) have made the following comment upon the role of the European Union in terms of social policy and the regulation of workers in the workplace: ‘As the European Union prepares for the twenty-first century, it has a social policy adapted to the prevailing conditions and expectations of its citizens†¦..social policy no longer has an important advocate in Brussels or an ambitious agenda†¦.It is an interactive policy in which diverse actors participate in all aspects of it. The EU operates as a regulatory state and shares its roles in policymaking and policy implementation with numerous actors in a process best described as multilevel governance. Traditional European social values blended with the market values†¦.[3]’. Therefore, it is clear that the European Union recognises the importance of formulating an approach to social policy which is co-operative and aims not to thwart business and corporate actors in the European Union setting. This is a rationale which is clear also, at a micro level in terms of the implementation and regulation of health and safety employment policy at European Union level. A more in depth analysis of this topic and how it has evolved historically will follow below, in order to explain this rationale more fully. Article 3e (Title 1) of the ECSC Treaty contained the first indications that the health and safety of European Union workers was to be a concern dealt with at European Union level. These measures were incorporated into the Treaty of Rome and this incorporation invested the European Commission with specific competencies in the determination of the European Union’s approach to health and safety policy. The EURATOM Treaty, which was ratified in 1957 created the first initiative which was aimed at protecting the health and safety of workers uniformly at European Union level. Article 118 of the Treaty of Rome advocated co-operation between member states on the subject of health and safety legislation, and the role of the European Union was to facilitate partnerships between various actors responsible for health and safety policy. These actors included trade unions, governments, employers and international organisations. Randall ((2000) p34) has explained the rationale of the European Union in this consultative process: ‘The architects of the European Community (EC), not just contemporary Commission historians, had concluded that one of the principal requirements for developing a multinational agreement on health and safety†¦.was the presentation of proposals strongly endorsed by expert opinion. While the ECSC had sought, for some time, to draw experts into its work to reduce accidents in the mineral-extracting industries the High Authority (forerunner to the European Commission) had also learnt how important it was to work with the grain of member state opinion†¦.†¦.[4]’. In a more contemporary setting, the European Union continues to regulate the health and safety of workers at European Union level, however this regulation is now directed in a more centralised setting, as the European Commission grows in power and influence. Arguably, therefore the emphasis on consultation which (as we have seen explained above) was historically such a central tenet of heath and safety policy at European level, has become a less popular method of building consensus among member states and corporate actors. The area of health and safety at work is also governed by legislation at domestic level, within each member state. In Britain the Health and Safety at Work Act 1974 mainly requires employers to carry out risk assessments and to appoint qualified and competent individuals to oversee health and safety in the workplace. Emergency procedures must be implemented at individual organisation level and these must be communicated to staff in a clear manner. Staff must also receive health and safety training[5]. The next section will look at how a research design may be implemented to evaluate both the effectiveness of the EU’s role in terms of formulating social policy and to evaluate how those whose responsibility it is to implement these policies at grassroots level (i.e. within organisations) have responded to increased EU regulation in this area. A Research Design The research design will involve a methodologically pluralistic design. This essentially means that both qualitative and quantitative methods will be used to facilitate the gathering of information[6]. A semi structured interview usually involves the trading of information on a two way basis, and this method will be relied upon as the main method of research. The main reason for this particular choice of method is that this subject is one that lends itself to qualitative discussion. This method will be complemented by the use of a survey which will add depth and a degree of perspective to the methodology. The writer decided to rely on the semi structured interview as the main method of qualitative enquiry as opposed to the focus group for example, for practical reasons. Within corporate organisations such as the targeted publics of this research proposal, confidentiality is a primary concern. The success of the writer’s project will be contingent upon the ability of particular individuals to be frank and open about their views, and this is not always possible in a focus group setting. Also, there is the practical consideration of where the focus groups might have been carried out, given the fact that the writer’s proposed research will involve a consultation of a diverse range of actors within differing locations within the UK. Therefore, semi structured interviews and surveys are the best way for an individual to solicit the viewpoints of those managers or other actors who are responsible for the implementation health and safety policies within corporate organisations. The writer will also approach organisations, such as trade unions and employers organisations such as the Confederation of British Industry to gather information which may be used to formulate a detailed chronology or EU interventions in terms of health and safety policy, and this can be used to compliment the literature which will form the theoretical basis of the study. A survey of mangers within organisations will be used to firstly gauge the views of managers and other actors responsible for the implementation of health and safety employment policy as to how successful European Interventions have been in the area of heath and safety employment policy and secondly, to gather a body of opinion on how health and safety legislation may be improved. These results will enable the writer to form views, for example on whether the role of the European Commission in the oversight of health and safety legislation has been an effective one. The next section will detail a breakdown of the implementation of this research design. A GANNT chart for Project Management and Discussion of Implementation Outline of Chapter Headings Introduction: EU Employment and Social Policy: The Role of the Commission Literature Review: Case Study: Health and Safety at Work; The Impact of EU Measures on British Corporate Organisations Methods Conclusion and Recommendations Evaluation: Possible Problems and Barriers to Completion Limited resources will possibly be a barrier to completion; however the writer intends to address this by adherence to a strictly organised and pre-planned research plan. The writer anticipates that this will also allow for cost minimising strategies to be implemented (for example letters will be sent out inviting respondents to interview, rather than reliance on telephone communication which is more expensive). Another possible problem and barrier to completion is that the respondents interviewed may not be necessarily representative of the entire body of corporate actors who implement health and safety employment policy. This problem will be addressed by the writer in two ways. Firstly, it is anticipated that appropriate planning will allow for the body of respondents to be selected in such a way as to allow an equal number of men and women, and an appropriate distribution of respondents in terms of race and age to be included in the study. Also, the writer feels that it may be necessary to travel to more than one location for the purposes of conducting interviews. The writer is also aware that health and safety legislation is implemented by a number of actors, not just corporate actors. However, these limitations will be justified throughout the research and as long as the writer does not attempt to make unjustified generalisations, and as long as the writer acknowledges the limitations that the research encountered, problems and barriers to research should not negate the importance and relevance of the proposed project. In conclusion this project intends to evaluate the effectiveness of the European Union as an overseer of health and safety employment legislation. It will be targeted at gathering the views of actors who implement health and safety employment policy, and it will also be aimed at gathering the viewpoints of those individuals such as trade associations and employers who have first hand experience of implementing the social policy objectives of the EU. This will enable the writer to critically examine how the system of health and safety employment policy operates and to suggest possible improvements. Bibliography Books Buse. K., Fustukian, S. and Lee, K. (2002) Health Policy in a Globalising World. Publisher: Cambridge University Press. Place of Publication: Cambridge, England. Frankfort-Nachmias, C. and Nachmias, D. (1996) Research Methods in the Social Sciences. Publisher: Arnold Publishers. Place of Publication; London. Randall, E. (2000) The European Union and Health Policy. Publisher: St. Martins Press. Place of Publication: New York. Roberts, I. and Springer, B. (2001) Social Policy in the European Union: Between Harmonization and National Autonomy. Publisher: Lynne Rienner. Place of Publication: Boulder, CO. Article Health and Safety Executive (2003) Health and Safety Regulation. Available at: http://www.hse.gov.uk/pubns/hsc13.pdf >>. 1 Footnotes [1] P3. Buse. K., Fustukian, S. and Lee, K. (2002) Health Policy in a Globalising World. Publisher: Cambridge University Press. Place of Publication: Cambridge, England. [2] P34. Randall, E. (2000) The European Union and Health Policy. Publisher: St. Martins Press. Place of Publication: New York. [3] P151. Roberts, I. and Springer, B. (2001) Social Policy in the European Union: Between Harmonization and National Autonomy. Publisher: Lynne Rienner. Place of Publication: Boulder, CO. [4] P34. Randall, E. (2000) The European Union and Health Policy. Publisher: St. Martins Press. Place of Publication: New York. [5] P1. Health and Safety Executive (2003) Health and Safety Regulation. Available at: http://www.hse.gov.uk/pubns/hsc13.pdf >>. [6] See Chapters One and Two of: Frankfort-Nachmias, C. and Nachmias, D. (1996) Research Methods in the Social Sciences. Publisher: Arnold Publishers. Place of Publication; London.

Free Great Gatsby Essays: East and West :: Great Gatsby Essays

The Division between East and West in The Great Gatsby  Ã‚   The division between East and West is a significant theme in The Great Gatsby. The author has projected the historical East/West division of the States on the division of class and society in the 20th century. The Mid-West, which represents the new territory of hope and the old pioneer spirit, corresponds to West Egg in New York. For Fitzgerald, there was a certain old-fashioned stability resting on the old, unchanging values and close relationships. Some of these values are: honesty, human respect, divinity, idealism, romanticism, faith, ambition, community, and other spiritual values which are all personified in Gatsby. The novel mirrors the East-West divide of the whole country in the division between West Egg and East Egg. Nick and Gatsby live on West Egg, which means that they have retained their closeness to western values. The Buchanans on the other hand have become Easterners, they represent the corruption of the East. The main characters, Daisy, Nick, Gatsby, and Tom are all from the Mid-west. While Tom and Daisy Buchanan live an East Egg, being attracted by its glamour, excitement and promise of success, Nick enjoys living on West Egg. He mentions the friendship between Mid-Westerners, who are brought together by their extremely long and cold winters (in contrast to the New York summers' heat). Nick's neighbor Gatsby is a wealthy person, who spends a lot of money giving parties for strangers only to meet Daisy, the dream of his life. He is seen as representing "new money" because he has no good education and no family background over several generations, he is self-made, invented by himself. For this reason, he is not accepted as being dignified enough to enter the exclusive "old money" upper class. Tom and Daisy are "old money", rich and from old established families living on East Egg, which the millionaires inhabit. The East symbolizes fashionable life, sophistication, the "modern society" and the land where anything can happen. This is the world of brutality, corruption, carelessness, materialism and failure of emotion. By moving to the East, the Buchanans lose contact with the deeper values. They are superficial, aimless, irresponsible, empty and lonely. They have no desires, their talks are meaningless and their spiritual values are forgotten or dumped. Another symbol of the East is the Centre of New York.

Poem Analysis

Year 12 english communications External Folio Where the Sidewalk Ends|   | by  Shel Silverstein| There is a place where the sidewalk ends And before the street begins, And there the grass grows soft and white, And there the sun burns crimson bright, And there the moon-bird rests from his flight To cool in the peppermint wind. Let us leave this place where the smoke blows black and the dark street winds and bends. Past the pits where the asphalt flowers grow We shall walk with a walk that is measured and slow,And watch where the chalk-white arrows go To the place where the sidewalk ends. Yes we'll walk with a walk that is measured and slow, And we'll go where the chalk-white arrows go, For the children, they mark, and the children, they know The place where the sidewalk ends. Analysis: Shel Silverstein began writing at the age of twelve. He quickly grew his own style of writing and began to publish many stories. Where the Sidewalk Ends, Shel Silverstein’s first collection o f poems, was published in 1974 and attracted attention soon becoming a classic.The poem â€Å"where the sidewalk ends is about the journey of a better life. His poem is almost about the afterlife and heaven. When Silverstein says â€Å"and there the grass grows soft and white, and there the sun glows crimson bright† he is referring to the softness and unlikeliness of her world being that way. Silverstein uses the children as a representative for the beauty and innocence of the other world. Children are innocent enough enough to not see the dark road of life but the see the bliss at the end (the grass).Silverstein is trying to get us to imagine a place without the black smoke and dark street winds and bends. He is telling us to free ourselves from life’s horrors and dramas and instead telling us to go to the place where the sidewalk ends. The tone of this poem give the impression that if we try to â€Å"go where the chalk white arrows go† we can be better off. S ilverstein is saying that the children know how to be innocent and how to enjoy the better things in life. Silverstein uses darkness of the alley as a way to personify the bad things we encounter in life.Children are the representative of the innocence and the good that guides us in life. Silverstein believes that we want to be as happy and pure as children at the end of the tunnel. He believes that if we live life through a child’s eyes we will enjoy the better things and not worry so much about the bad situations. Imagery is a main feature in the poem. As a descriptive piece Silverstein uses the power of words to show not tell. Personification illustrates human qualities of nature; Silverstein shows many examples of this in the poem.Using poetic techniques help to display the setting of the place we are living in and how it differs to the place we should and want to be in; the better place. The poem seems to have a set audience of adults. The idea of the poem is to express an experience with others. Silverstein’s motive for writing the poem stems from his lonely innocent childhood and the beauty he sees within the world. Silverstein’s ability to watch the world around him and have an   deep emotional connect with the places he comes across and portray them in his poetry is one of his many talents. Poem Analysis Year 12 english communications External Folio Where the Sidewalk Ends|   | by  Shel Silverstein| There is a place where the sidewalk ends And before the street begins, And there the grass grows soft and white, And there the sun burns crimson bright, And there the moon-bird rests from his flight To cool in the peppermint wind. Let us leave this place where the smoke blows black and the dark street winds and bends. Past the pits where the asphalt flowers grow We shall walk with a walk that is measured and slow,And watch where the chalk-white arrows go To the place where the sidewalk ends. Yes we'll walk with a walk that is measured and slow, And we'll go where the chalk-white arrows go, For the children, they mark, and the children, they know The place where the sidewalk ends. Analysis: Shel Silverstein began writing at the age of twelve. He quickly grew his own style of writing and began to publish many stories. Where the Sidewalk Ends, Shel Silverstein’s first collection o f poems, was published in 1974 and attracted attention soon becoming a classic.The poem â€Å"where the sidewalk ends is about the journey of a better life. His poem is almost about the afterlife and heaven. When Silverstein says â€Å"and there the grass grows soft and white, and there the sun glows crimson bright† he is referring to the softness and unlikeliness of her world being that way. Silverstein uses the children as a representative for the beauty and innocence of the other world. Children are innocent enough enough to not see the dark road of life but the see the bliss at the end (the grass).Silverstein is trying to get us to imagine a place without the black smoke and dark street winds and bends. He is telling us to free ourselves from life’s horrors and dramas and instead telling us to go to the place where the sidewalk ends. The tone of this poem give the impression that if we try to â€Å"go where the chalk white arrows go† we can be better off. S ilverstein is saying that the children know how to be innocent and how to enjoy the better things in life. Silverstein uses darkness of the alley as a way to personify the bad things we encounter in life.Children are the representative of the innocence and the good that guides us in life. Silverstein believes that we want to be as happy and pure as children at the end of the tunnel. He believes that if we live life through a child’s eyes we will enjoy the better things and not worry so much about the bad situations. Imagery is a main feature in the poem. As a descriptive piece Silverstein uses the power of words to show not tell. Personification illustrates human qualities of nature; Silverstein shows many examples of this in the poem.Using poetic techniques help to display the setting of the place we are living in and how it differs to the place we should and want to be in; the better place. The poem seems to have a set audience of adults. The idea of the poem is to express an experience with others. Silverstein’s motive for writing the poem stems from his lonely innocent childhood and the beauty he sees within the world. Silverstein’s ability to watch the world around him and have an   deep emotional connect with the places he comes across and portray them in his poetry is one of his many talents.

Management Challenge - Free Essay Example

Sample details Pages: 7 Words: 2232 Downloads: 7 Date added: 2018/12/19 Category Management Essay Type Case study Level High school Tags: Leadership Essay Organization Essay Did you like this example? The case presented here, James management challenge is a complicated case where he is faced with a myriad of issues. Firstly we have introduced to James, a graduate of in finance and accounting, his specialist background. He lands his first job as a finance assistant. Don’t waste time! Our writers will create an original "Management Challenge" essay for you Create order It is here that he is sponsored to get more specialized with a CIMA qualification. It takes four years for him to get promoted and after two years he admits the issue at hand that there was not enough opportunity for growth of his career at the council. We see the problems playing as per Goal theory; James goals determine how he behaves and how his decisions are made. He would like to get a better salary and improve his position consequently, due to lack of motivation to go on with the job at the council and decided to resign and move on. He gets a new job at Northern Housing Management as a manager. The management post is a challenge since we are told he had not received any formal training as regards that post. The finance department was a demanding environment coupled with a demanding environment with a high expectation for service delivery. Despite the overwhelming challenge he excelled. Similar to (Rees and Porter, 2001, p. 5) he saw his specialist activities go down as his mana gerial activity increase with the new job. The case starts with the manager receiving an email confirming only a one present pay rise to be awarded and James is worried on the impact of the little pay rise on the morale of his workforce being that previous years did not see a better increase. James was young and therefore reduced the interaction with the workers inside and outside work, only focusing on work. He met the workers individually review their performances; give each the goals and objectives while correcting their failures finding a way to make each employee most efficient. This was a transactional leadership. This model of leadership has various challenges such as little motivational factor for the employees, dissatisfaction among employees and it does not encourage creativity. We see that James is the thought that often, the workers should be trained to improve their skills through training courses and to create a motivated workforce. However, the organization has not set up a fund provided for such activities, an d in coping with the situation, and James avoids the topic from the meetings. Another issue we are shown is the employees inability to focus on work, bringing their emotions to work. Mark exhibited this after his mother had a stroke. This saw a decrease in his performance not drawing his full attention to the workplace. Leaving work early and requesting fewer work hours. On the other hand James the manager not being considerate, despite the fact that Marks mother had an illness that would require attention from the son, James was not willing to give his employee a chance to deal with personal affairs this was due to his prejudice of part-time workers. There was also another inter-employee feud cooking up at the same time between Ben and Julie over Julies request to leave home early to pick up her child. This, by equity theory, people want to be treated the same, and failure to which may be a demotivating factor. Another employee Peter is sick and overly stressed; he takes off days to deal with that, workload in the office is piling up day by day. Personal matters here are seen to be affecting the work done and efficiency in the workplace. There is also the issue of some two vacancies still left, and there seems to be a delay in filling them, the people supposed to interview the candidates are stuck because of personal biases like the weight of the applicant. Another employee Paul is not managing all the demands and doing shoddy work. The epitome of their problems is that when James who is the ranking manager tries to address issues with the boss, he does not get the chance. This case presents us with many issues at hand, some which can be solved independently as the Manager in the case would like while others would need intervention from other branches in the organization. On the issue of formal training for managers, I argue that workshops and seminars should be organized for managers to educate the managers on better managerial skills and how managers should conduct themselves. Bringing a better view on how to solve problems a manager will face and how a manager should hold him or herself for the benefit of the organization. This would have also resolved the issue of James choice of not being social with the employee under him for fear of being looked at differently due to his young age. There was the major issue of little pay rise that seems to be a bitter pill for James to swallow. Given that money is the most readily accepted and most used token of appreciation or means of payment, the organization should, whenever possible, give a significant pay rise to its workers. If that is not an economically viable solution, other ways of rewarding the employees should be sort such as: extra off days, promotion of the junior officers who have done well, lunch with the bosses among others. This will see the employees feel well appreciated and more motivated to work. James was using a transactional model of leadership which is said to be so impersonal. Managers should explore other models of leadership that are less impersonal as this will make the boss seem more like a leader who should be followed rather than a manager who is feared. A balance should be struck between a transactional and transformational leadership approach. Leadership can occur within working teams and who le unit or organizations by people working together without a single leader (Gronn, 2000). James would like to see workers trained to improve their skills. I believe this is possible. Organizations should make a habit of providing training for their workers. This can be through partial or total sponsorships for the employees to seek further studies. It can also be through organizing workshops and seminars and inviting special speakers to train the workers on various skills that are helpful in the day to day work of the employees as they strive to improve their performance and that of the organizations. Furthermore, online classes can also be arranged for the employees to enable the work while at the same time studying. If the organization does not have resources to do so, it can simply provide an avenue for employees interested in getting further training to do so. This can be through giving part-time work to employees pursuing further studies so that they can have time to further their knowledge. This will show a sense of caring for the organization towards the well-being of their workers and this will definitely give a positive morale to employees. In a case like Marks where personal issues interfere with work, managers should take an initiative to shown concern for the employees well-being. Giving them off when certain unavoidable circumstances face them while being hard on employees that use excuses to avoid work. Human resource departments should be conscious of what is going on with employees in matters that affect the organizational performance in a significant way. There wi ll most likely always be Mothers within any organization, facilities like baby care centers should be provided so as to assist the mothers or fathers with the children and prevent that from affecting their work. Even though there are considerations given to parents, there should be some guideline set up by human resource departments that make for a good working environment for parents that prevent conflict. Furthermore, employees should be taught to prioritize work and get other ways of dealing with their affairs without interfering with their work. Human beings often get stress over troubles and tribulations they face and it is normal. Every organization should employ or seek the consultancy of a psychiatrist ever so often. This is so as to make sure all employees are always in a good state of mind free from stress and any other emotional turmoil that may prevent them from performing to the best of their ability. An organizational goal is always to be efficient and a good state of mind is the first step in that journey. We also see two vacancies that have taken too long to fill. I believe different departments should be in charge of hiring help while also supervised by relevant bodies. This will help reduce unnecessary biases that may stand in the way of organizations getting employees as soon as possible to enable all tasks to be completed within time without unnecessary pileups. The same departments can also solve the challenge of the inefficient workforce. Here they will be monitoring the performances of all employees. People being watched and monitored have the tendency to perform well and should they not reach the organizations expectations the human resource can warn them and dismiss those that do not comply. To be effective, agencies should hire, develop and retain motivated capability, people with can do and will do attributes. (Wilton, 2016, p.47). Employees were looking for other jobs. They should focus on a view of a new starter to get them to notice the new changes to be implemented. Finally, on the issues of insufficient management involvement, there should be an organizational structure set up where top company management meets to discuss on matters relating to the organization and help solve each others issues other than expecting everyone to be independent. In the case given there are challenges that James needs to be addressed by the assistant finance director Katherine about the broader management of the department to improve performance and staff engagement. James should discuss Katharine first on the issue of employee rewards. There should be a mechanism for rewarding workers on job well done. He should negotiate a more significant pay budget to facilitate better salaries for his team that has worked so hard and gained recognition among the seniors. This will help motivate workers and furthermore retain the good workers who were online looking for better jobs because of the pay. He should also request a more frequent meeting with the managers to address the issues at hand. As we have seen he has had problems communicating with her due to the distance she has kept away from him. He should request her to organize a seminar or workshop to train the employees. During the evening she should bring in speakers who can address the workers o n the issues that they face as employees within themselves and with the employer to straighten the few problems that have started to arise on their day to day work that may cause conflict within the organization. He should request her to make specific improvements to the human resource department this includes their role when it comes to hiring, they should do it fast with consultation with their department to replace the two vacant positions. The human resources staff should now start monitoring the performance of workers and dismissing those that do not perform well. This includes also employing people under a psychological contact to ensure people perform to their best and achieve the set goals and objectives. References Rees, W. and Porter, C. (2015). Skills of leadership and management: managing people in organizations. London: Palgrave Hersey, P. and Blanchard, K. (1982). Management of organizational behavior: Utilizing human resources (4th ed,). Prentice-Hall Jackson, B. and Parry, K. (2008). A very short, fairly interesting and reasonably cheap book about studying leadership. London: Sage Korac Kakabadse, A. and Korac Kakabadse, N. (1997). Best practice in the Australian Public Service (APS): an examination of discretionary leadership. Journal of Managerial Psychology. Kotter, J. (1990). A force for change: how leadership differs from management. New York: Free Press Local Government Management Board. (1993). 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The influence of authentic leadership behaviours on trust and work outcomes of healthcare staff. Journal of Leadership Studies. 3, 6-23 Purcell, J. (1987). Mapping management styles in employee relations. Journal of Management Studies, 24(5), 533-548 Oshry, B (2007). Human Systems. Seeing Systems: Unlocking the mysteries of organizational life. Berrett-Koehler Publishers Robinson, D., Perryman, S. and Hayday, S. (2004). The drivers of employee engagement. Report 408, Brighton: Institute of Employment Studies Rousseau, D. (1989). Psychological and implied contracts in organisations. Employee Responsibilities and Rights Journal, 2, 121-39 Saks, A. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-619 Schein, E. (1989). Organizational Psychology. Englewood Cliffs, NJ: Jossey-Bass Shields, J. (2007). Managing employee performance and reward: Concepts, practices, strategies. Cambridge: Cambridge University Press