People who have no say in the planning and operational decisions would more likely treat this as just another job or paid employment for services rendered. They would likely approach the Union or institute legal action against the firm if things got too unpleasant for them- one example is the low pay, longer hours and absence of holiday for up to 10 days at a time. This is not only inhuman but can be challenged legally under UK Labour Laws with severe penalties awarded to the offending firm.Added to the motivational factors we have the authoritative style of management and uncompromising attitude of the CEO. While her commitment and resolve might be excellent for business growth, her enthusiasm is clearly not shared by the staff. Such a state of affairs can cause an impasse between union and management, with all the bad consequences. The situation needs to be handled carefully and professionally so that it will meet legal standards as well as be beneficial for business continuity. Lack of training is also seen as a factor which frustrates employees and induces them to leave. So we have a real potpourri of issues that need to be handled with care.The remaining part of this paper will deal with the above cited issues one by one and seek to resolve them through the actions of the Human Resources Manager and Organization Behaviour expert, with a minimum of negative fallout.An organization is an amalgamation of systems, beliefs, work practices and values that make it display a certain culture or way of doing things. When an organization is created, the founders of the business and the key. Issues-Long Hours vs. Meeting Customer Needs.
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