12 Angry Men Conflicts Essay - 628 Words

Twelve Angry Men (1957) showed several example of conflicts within the film. I will examine how each conflict was managed, which conflicts were resolved and how, along with the kinds of effects each of these conflicts caused in the film. 3 Types of Conflict There are three types of conflict are shown within the film Twelve Angry Men. Pseudo, simple, and ego are the three types of interpersonal conflict displayed by the twelve jurors. In the small group of twelve jurors, each member of the jury is involved in at least one of the three types of conflict. Beginning with juror number eight, the first man to vote not guilty in the case, he was the first to start a conflict. Davis, as he was identified at the end of the film, was the†¦show more content†¦Juror one, the foreman helped to keep the group orderly and the arguments from escalating further. The tenth juror was an obnoxious man with and prejudice towards people from the slums. His prejudice caused conflict with all of the other jury members and after some time he too changed his vote to not guilty. The stock broker with the glasses was the eleventh juror to vote not guilty. He was the fourth juror and self assured that his decision was correct and that the defendant had murdered his father. He was involved in simple conflict with the rest of the jurors. Juror 3 Juror three, labeled as the sadist, was the last man to vote not guilty and held on to his guilty decision because of his ego. Juror three was involved in ego conflict with most of the other men. However, juror three was especially excitable and in defense of his ego against juror eight. It was not until the end of the film that juror three finally realized that his ego was the only reason why he was voting not guilty. His troubled past with his own son was the cause of his disdain towards the young man on trial in the murder of his father. Juror three took the situation of the trial personally and therefore his own critical thinking was impaired by his basis. Once he realized he was not being attacked personally by the other jury members his ego broke down and he then changed his vote to notShow MoreRelatedTheme Of Conflict In 12 Angry Men988 Words   |  4 PagesIntroduction Conflict is defined as a state of ignorance and opposition that can be caused by the situation someone is surrounded with or a battle within their inner consciousness. The battle between inner conflicts and situational conflicts is explored in both the play Twelve Angry Men by playwright, Reginald Rose and the film On the Waterfront directed by Elia Kazan. Both Rose and Kazan utilises a variety of characters, as well as various literary and visual devices, to promote their ideas aroundRead MoreUse of Persuasive Argument in 12 Angry Men Essay1037 Words   |  5 PagesThe movie â€Å"12 Angry Men† examines the dynamics at play in a United States jury room in the 1950’s. It revolves around the opinions and mindsets of twelve diverse characters that are tasked with pronouncing the guilt or innocence of a young man accused of patricide. The extraordinary element is that their finding will determine his life or death. This play was made into a movie in 1957, produced by Henr y Fonda who played the lead role, Juror #8, and Reginald Rose who wrote the original screenplayRead More12 Angry Men: Jurys Conflict Involved on Verdict Essay example645 Words   |  3 PagesDan Bodson CMST 140 12 Angry Men Any jury trial is bound to have some sort of conflict involved when coming to a verdict. The portrayal of a murder case in the movie, 12 Angry Men, involves many different examples of conflict, as well as the approaches to conflict used by different characters. Almost every conversation in the film involves conflict, since the characters are all debating whether or not the boy being tried for murder is guilty or not, but there are a few scenes in which differentRead MoreThe Film 12 Angry Men875 Words   |  4 PagesWhen working with and leading teams, communication is the key to being successful. In the film 12 Angry Men, many of the pros and cons of group communication are highlighted. An overarching and obvious theme of communication in the movie is the impact that personality has on the way that individuals communicate with others. The members of the jury from the film run the gamut of communication and personality styles. There are some team members who are wise and empatheti c, but there are also otherRead MoreAnalysis Of The Film 12 Angry Men 917 Words   |  4 Pages While the good behaviors of certain team members can help the team to reach its goals, the way in which communication is done can also affect the team’s progress. In the film â€Å"12 Angry Men†, many of the pros and cons of group communication are highlighted. An overarching and prominent theme of discussion in the movie is the impact that personality has on the way that individuals communicate with others. The members of the jury from the film run the gamut of communication and personality stylesRead More12 Angry Men Leadership Essay1711 Words   |  7 Pages12 Angry Men is a film originally produced in 1957 by Henry Fonda and Reginald Rose. It is about the journey 12 jurors go on to determine if a defendant is innocent or guilty. 12 Angry Men is a classic movie that is great for people learning different leadership styles, verbal and nonverbal cues, constructive/destructive conflict, and how ‘sidebar’ conversations impact a group’s ability to achieve their goal. The goal of the 12 jurors is to make a unanimous decision the defendant is either innocentRead MoreCommunication in 12 Angry Men Essay793 Words   |  4 PagesReginald Rose’s â€Å"12 Angry Men† is a testament to the power and productivity of conflict. In the same way that conflict can both help and hinder us, the ego/identity and relational based conflicts, and the competitive and avoidance approaches to conflict interfere with the group coming to consensus, yet at the same time galvanize these 12 angry men. Many of the jurors’ personal biases, often the causes of relational or ego/identity based conflict, constantly undermine the voting. Throughout the entireRead MoreTwelve Angry Men By Reginald Rose1104 Words   |  5 PagesThrough Twelve Angry Men Flim, the author, Reginald Rose, paints a picture of a small portion of American society in the mid-1950s. At this time, the United States was envolving into an internal struggle, the Civil Rights Movement, which was concerned with ending racism discrimination and promoting freedom, respect and equality. Rose’s movie presents domestic conflicts which exist in a stereotypical American society and politic in 1950s in America. 12 Angry Men is the story of 12 jurors who mustRead MoreTheme Of Self Image In 12 Angry Men892 Words   |  4 Pages Title Every single person on this earth is unique unto theirself. Think about it! Each individual has their own personality, agenda and history. Such are the characters portrayed in 12 Angry Men. The movie 12 Angry Men was the first of fourty-three films in the career of director Sidney Lument, who often sought controversial issues (RE). This movie focuses on a jury’s deliberation in a capital murder case, where a guilty verdict means an automatic death sentence. As the deliberations unfold theRead MoreGroup Communication In 12 Angry Men935 Words   |  4 Pages12 Angry Men: Group Analysis Paper In 1957, the producers H. Fonda, G. Justin and R. Rose collaborated with the director S. Lumet to create the film, 12 Angry Men. In this paper, I will provide an analysis of the small group communication displayed by the main characters in the motion picture. I will discuss group communications, group development, group membership, group diversity, and group leadership. These topics will be dissected in order to properly examine the characters’ behavior. The

Quantitative Determination of Sulphate by Gravimetric...

CP4001: ANALYTICAL amp; PHYSICAL CHEMISTRY | | Formal Report of the Quantitative Determination of Sulphate by Gravimetric Analysis (Experiment 4) | Maryjo Lee Wei Min 1111107 DBS/FT/1A/01 | (A) Synopsis The amount of sulphate is determined quantitatively as barium sulphate by gravimetric analysis. This determination consists of slowly adding a dilute solution of barium chloride to a hot, unknown sulphate solution which is slightly acidified with concentrated hydrochloric acid. A white precipitate will formed and is then filtered off, washed with deionised water, dried in the oven and weighed as barium sulphate. The percentage of sulphate is calculated from the weight of barium sulphate. (B) Objective The purpose of the†¦show more content†¦F) Test for complete precipitation by adding a few drops of barium chloride to clear the supernatant liquid. 2) Washing and Filtration of Barium Sulphate Precipitation A) Pre-weigh a crucible. Ensure that the crucible has a filter paper that covers the base of the crucible completely. B) Decant the clear supernatant liquid by filtration at the vacuum pump into the crucible. C) Use a ‘rubber-policeman’ to dislodge any particles on the beaker, and then rinse the beaker with warm deionised water. Empty the contents into the crucible while the vacuum pump is at work. D) Further wash the precipitate with warm, deionised water at the vacuum pump twice more. E) Discard the filtrate. 3) Drying and Weighing of Barium Sulphate Precipitate A) Dry the crucible with the barium sulphate precipitate in the oven at 150 °C for about 30 minutes. B) Cool the crucible in a desiccator for about 10 minutes. C) Weigh the crucible when it has cooled down. D) The difference between this weight and the empty crucible (including the filter paper) is the weight of the barium sulphate precipitate. (E) Results and Calculations Weight of crucible with the precipitate: 14.0996 g Weight of crucible (with piece of filter paper): 13.9030 g ∠´ Weight of barium sulphate precipitate: 0.1966 g Ba2+ + SO42- ------------- BaSO4 (Moles of SO42-)/(Moles of BaSO4 ) =Show MoreRelatedQuantitative Determination of Sulphate By Gravimetric Analysis1637 Words   |  7 PagesCP4001) EXPERIMENT 4: QUANTITATIVE DETERMINATION OF SULPHATE BY GRAVIMETRIC ANALYSIS FORMAL REPORT NAME: CHIA KOK SIONG ADMIN NO: 1027325 CLASS: DFST/FT/2B/21 ï ¿ ½ SYNOPSIS The objective of this experiment is to determine the amount of sulphate by gravimetric analysis. The amount of sulphate is determined quantitatively as barium sulphate, BaSO4, by gravimetric analysis. For the experiment, a dilute solution of barium chloride was slowly added to a hot unknown sulphate solution slightly acidifiedRead MoreQuantitative Determination of Sulfate by Gravimetric Analysis2004 Words   |  9 PagesQuantitative Determination of Sulphate by Gravimetric Analysis Table of Contents: 1. Synopsis 2. Objective 3. Theory 3.1: Summary 3.2: Technique 3.3: Chemicals 3.4: Instruments 4. Procedures 4.1: Precipitation of BaSOâ‚„ 4.2: Washing and Filtration of BaSOâ‚„ Precipitate 4.3: Drying and Weighing of BaSOâ‚„ Precipitate 5. Results and Calculations 6. Discussions 7. Conclusion 8. References 1. Synopsis: This report is written about determiningRead MoreAnalytical Chemistri Intro1796 Words   |  8 PagesAnalytical Chemistry I 1 Course Outlines ï‚â€" ï‚â€" ï‚â€" ï‚â€" ï‚â€" ï‚â€" ï‚â€" ï‚â€" LU1 :Analytical Chemistry Overview LU2: Measurements and Data Treatment LU3: Stoichiometric Calculations LU4: General Concepts of Chemical Equilibrium LU5: Gravimetric Methods LU6: Acid-Base Equilibria LU7: Acid-base titrations LU8: Analytical Separations Course Assessment Laboratory reports (15%) ï‚â€" Assignments (15%) ï‚â€" MidTerm Examination (30%) ï‚â€" Final Examination (40%) ï‚â€" 3 References 1. Christian, G.D. (2003)Read MoreBiodegradation of Hydrocarbons from Crude Oil by Pseudomonas Putida4958 Words   |  20 PagesStrain 5.3 Preparation of SubCultures of Bacterial Strain 5.4 Centrifugation of Crude Oil 5.5 Subculturing Of Petri Plates with oil 5.6 Biodegradation Studies 5.7 Gravimetric Analysis 6. Results 6.1 Growth Analysis of Pseudomonas Putida 6.2 Gravimetric Analysis 7. Discussion 8. References 1. ABSTRACT Oil spills have become a serious problem with the ever-increasing resource exploitation, transportation, storage, and accidental leakageRead MoreContamination of the Turag River19368 Words   |  78 Pagesdifferent water quality parameters due to season change, i.e. dry and wet season 4. To assess the heavy metal contamination of the sediment of the Turag River 5. To analyze the Sediment quality of the river bed 6. Comparison of the data analysis according to different national and international standards If the sources of major waste disposal outlets into the Turag River can be taken care of, it is firmly expected that the river can get relieve from pollution to a great extent. So, it Quantitative Determination of Sulphate By Gravimetric... ANALYTICAL PHYSICAL CHEMISTRY ( CP4001) EXPERIMENT 4: QUANTITATIVE DETERMINATION OF SULPHATE BY GRAVIMETRIC ANALYSIS FORMAL REPORT NAME: CHIA KOK SIONG ADMIN NO: 1027325 CLASS: DFST/FT/2B/21 ï ¿ ½ SYNOPSIS The objective of this experiment is to determine the amount of sulphate by gravimetric analysis. The amount of sulphate is determined quantitatively as barium sulphate, BaSO4, by gravimetric analysis. For the experiment, a dilute solution of barium chloride was slowly added to a hot unknown sulphate solution slightly acidified with concentrated HCl. The precipitate is then filtered off by suction filtration, washed with water and dried in the oven at 150 degree Celsius for about half an hour and cooled in the desiccator, and†¦show more content†¦Cooling the precipitate in the desiccator is to prevent the capture of moisture in the outside air as the desiccator controls the level of humidity in it while the precipitate cools down. For the weighing of the crucible, it is done in a closed balance, so that it can measure a very accurate weight of the collected sulphate. ï ¿ ½ PROCEDURES PRECIPITATION OF BARIUM SULPHATE 25mL of the given sulphate solution was pipette into a 250mL beaker. 50mL of water and 5 drops of concentrated HCl was added. The solution was heated till boiling and vigorously stirred. 10mL of 10% barium chloride solution was added drop wise from a measuring cylinder. The beaker was covered with a watch glass and digested for 20 minutes. A few drops of barium chloride was add to the clear supernatant liquid to test for complete precipitation. WASHING AND FILTRATION OF BARIUM SULPHATE PRECIPITATE The filter paper was positioned to cover the entire base of the crucible completely. The clear supernatant solution was decanted by filtration into the pre-weighed crucible with filter paper. A rubber-policeman was used to dislodge any particles on the beaker and the beaker was rinsed with warm deionised water. The contents were emptied into the crucible while the vacuum pump was still at work. The precipitate was further washed with warm deionised water at the vacuum pump two more times. The filtrate was discarded. WASHING AND FILTRATION OF BARIUM SULPHATE PRECIPITATE The crucibleShow MoreRelatedQuantitative Determination of Sulphate by Gravimetric Analysis1582 Words   |  7 PagesCP4001: ANALYTICAL amp; PHYSICAL CHEMISTRY | | Formal Report of the Quantitative Determination of Sulphate by Gravimetric Analysis (Experiment 4) | Maryjo Lee Wei Min 1111107 DBS/FT/1A/01 | (A) Synopsis The amount of sulphate is determined quantitatively as barium sulphate by gravimetric analysis. This determination consists of slowly adding a dilute solution of barium chloride to a hot, unknown sulphate solution which is slightly acidified with concentrated hydrochloric acid. A whiteRead MoreQuantitative Determination of Sulfate by Gravimetric Analysis2004 Words   |  9 PagesQuantitative Determination of Sulphate by Gravimetric Analysis Table of Contents: 1. Synopsis 2. Objective 3. Theory 3.1: Summary 3.2: Technique 3.3: Chemicals 3.4: Instruments 4. Procedures 4.1: Precipitation of BaSOâ‚„ 4.2: Washing and Filtration of BaSOâ‚„ Precipitate 4.3: Drying and Weighing of BaSOâ‚„ Precipitate 5. Results and Calculations 6. Discussions 7. Conclusion 8. References 1. Synopsis: This report is written about determiningRead MoreAnalytical Chemistri Intro1796 Words   |  8 PagesAnalytical Chemistry I 1 Course Outlines ï‚â€" ï‚â€" ï‚â€" ï‚â€" ï‚â€" ï‚â€" ï‚â€" ï‚â€" LU1 :Analytical Chemistry Overview LU2: Measurements and Data Treatment LU3: Stoichiometric Calculations LU4: General Concepts of Chemical Equilibrium LU5: Gravimetric Methods LU6: Acid-Base Equilibria LU7: Acid-base titrations LU8: Analytical Separations Course Assessment Laboratory reports (15%) ï‚â€" Assignments (15%) ï‚â€" MidTerm Examination (30%) ï‚â€" Final Examination (40%) ï‚â€" 3 References 1. Christian, G.D. (2003)Read MoreBiodegradation of Hydrocarbons from Crude Oil by Pseudomonas Putida4958 Words   |  20 PagesStrain 5.3 Preparation of SubCultures of Bacterial Strain 5.4 Centrifugation of Crude Oil 5.5 Subculturing Of Petri Plates with oil 5.6 Biodegradation Studies 5.7 Gravimetric Analysis 6. Results 6.1 Growth Analysis of Pseudomonas Putida 6.2 Gravimetric Analysis 7. Discussion 8. References 1. ABSTRACT Oil spills have become a serious problem with the ever-increasing resource exploitation, transportation, storage, and accidental leakageRead MoreContamination of the Turag River19368 Words   |  78 Pagesdifferent water quality parameters due to season change, i.e. dry and wet season 4. To assess the heavy metal contamination of the sediment of the Turag River 5. To analyze the Sediment quality of the river bed 6. Comparison of the data analysis according to different national and international standards If the sources of major waste disposal outlets into the Turag River can be taken care of, it is firmly expected that the river can get relieve from pollution to a great extent. So, it

Constructive Relations at Top Trucking Company

Question: Discuss about the Constructive Relations at Top Trucking Company. Answer: Introduction Coworkers, supervisors, and employees in a company need to develop positive relationships for them to be able to enjoy their work and be productive. These connections are important as they may get into work references in the future which may have a positive or negative effect on career progression. For the development of effective working relations employees must build trust and work as a team. Communication is crucial to building relations among employees either horizontally or vertically in an organization. Wollongong experienced transformational change from a dictatorial leadership to a democratic leader who lets in employees on the decision. Employees were forced to endure mistreatment from George who did not care about their safety but cared for results. The oppressive atmosphere in the yard led to strikes and employees did not work to their full potential(Australian Trucking Industry, 2001). Transportation facilities were old, and the manager did not have any plans to purchase new ones. This issue made drivers make many stopovers while transporting goods, therefore, consuming a lot of time(SerslandNataraajan,2015).This article aims at critically analyzing the risks, practices and the sustainability of changes experienced by Wollongong yard. New company practices The practices introduced by the new yard manager have quickly changed the company operations. Some of the new changes include: Change in company operations The company was completely transformed from previously one mans directives to a consultative approach. The new management began the transformation by issuing new uniforms to the truck drivers. This changes the image of the company as the company's employees were clean and neat.The new management approach to problem-solving involves going to the cause of the problem and not blaming it on the drivers. Employee image and implementation of problem-solving strategies create a comfortable environment for employees to work as argued by Hecker (2002). The health and safety of the employees are factors that determine their productivity. Therefore, the new management has strategies to ensure that they became the company's priority. Technical and customer care service training is given to workers regularly to equip them with skills to navigate in the changing work environments(Apostolopoulos, LemkeSonmez, 2014). The new practices aimed at creating a work environment that would increase productivity. The new practices got aggressive reception as some employees were not comfortable with the new changes but with time they understood the benefits, and they changed their attitudes towards the new management. Employee consultations The new management makes the employees a priority to enhance and ensures employee satisfaction. The new management can achieve the goals it has set by combining different aspects of the company. Formulation of policies and governance require cooperation among employees from all ranks(Bensman, 2016).All employees in the management take part in decision making which is an important perspective as they understand well their areas of specialization.Their opinions matter to management in bringing and implementing change to their departments(Holloway, Kusy,2013). Eventually, George realized that the new management would bring benefit to the company and so he became part of change agents. The new management had a different approach in decision making; the new yard manager consulted all the employees before making a final determination on an issue.The sense of belonging to the company was consequently improved. Employees considered other employees as their second family because they spend quite a lot of time together(Hall Bensoussan, 2007). It is important therefore that managements in companies create an environment in which employees can interact freely and make connections with them(Williams, Thomas Liao-Troth,2017). Management need to realize that workers are the backbone and if not taken care of well could reduce productivity, and the overall image is damaged Risks Wollongong is going through a transformational phase, and it risks setbacks if the management is changed before the transition is fully implemented. Leaders have their style of giving orders and ensuring that work is done. The new management has brought changes to the employee relations which is a strategy to increase productivity. Change in management results in a change to policies and priorities which risk the current changes that have been brought to the yard. Change is inevitable, but it may cause setbacks to the company if the employees do not go in sync with them as explained by Jamaldeen, Bryant Joyeux (2015).New management should hold in-depth consultation with previous management to understand the working environment and how to navigate through. Some of the risks that may challenge the sustainability of the changes brought by the new yard manager include: Lack strategic disciplines A strategic discipline does change not only the operations of the company but also influences the culture. Most of the changes brought to the organization are based on an individuals effort to transforming the organization (Azab, Mostafa Park, 2016). The change of management is not predictable which put the management in a tight spot because change cannot fully take ground within a short period of implementation. Change requires monitors and indicators which measure the level of adoption of change(Lovegrove, 2015). The change brought should be fully assimilated in the company to avoid risks of being ignored by incoming management. Tools and infrastructure have to be fully exploited to avoid risking the changes made being ignored or modified without consultation. Misdiagnosing the scope of change The change brought by the new management has increased its clientele and employees are more satisfied with their work. The work dynamics has changed, and it has influenced all operations which may not be fully regulated. For example, employees, have been given freedom to decide their fate in the company, which to some extent may bring a clash between the management and employees. This freedom is risky as employees may demand treatment that the management may not afford and this may cause strikes and work slows, therefore, reducing production(Spiro, 2013).Some of the positive changes that management may want to implement may be opposed by the employees. The new yard manager should introduce the regulatory body to ensure that the scope of change does not hinder the progression of the company. Change influences crucial parts of an organization including the systems, decision making bodies, technology and the knowledge and skills of the employees. Communication with stakeholders Communication is essential to building relationships with the different stakeholders.The intensity of change affects all operations in the company and also the human dynamics. When the company is undergoing change, employees attitudes are influenced, and this may result in acceptance or retaliation. This demands the management to engage employees in implementing changes. Constant communication between the management and the employees should be fostered to ensure that they understand all aspects and therefore make informed decisions(Wilson, 2003).Naturally, when an employee is involved in structuring an idea, they get fully committed to executing it. Human dynamics When employees go through change, their mindsets take long to assimilate the changes and exhibit them. Employees have to internally process the changes and make sense of them before accepting them. The process of change is intense, and employees have to understand the nature of change and how it will influence their presence in the company(Wals Corcoran, 2012). When change is fully accepted, new managements have tough times making adjustments to the organizations operations. Changes made may not be flexible to accommodating further amendments proposed to them. Emotional transitions are the most difficult to influence, and reception to change may not be quick. Change in governance New managements bring their styles of leadership which may result in confusion of roles as and structures within the organization. The new yard manager prioritized changes in the decision-making process, strategies for operation and problem-solving in the company which may not be a priority with other managements. Although the benefits are measurable, new managements may not consider them as important factors that contribute to the output. The management should formulate policies that become part of the company such that when they move on, new management does not have a hard time taking over the process(Weybrecht, 2014). Workplace changes The new Wollongong yard manager provides a work environment for employees that give them an opportunity to define themselves through their abilities. The business started as a family business. Therefore, it did not give room for many structural changes to happen. Decision making was central to the management which does not allow for changes to happen frequently. The new company outlook is different, and structures changed to accommodate the operations of the national transport group in the enterprise. Transport workers unions bring equality to the workforce and regulate their operations. Workers rights are given a priority and companies are encouraged to promote safety at workplaces. Education has played a significant role in workplaces; drivers have access to training opportunities where they learn and understand their rights(Levvy,2015). These training also improve the productivity as the workers receive technical and customer care service training. Workers have a significant role in changing work dynamics through a change in operations and attitudes. It is evident that the wellbeing of the employees in this sector has evolved to encompass different human aspect. The formation of the transport workers union of Australia in the early 1900s has brought a lot of changes in the sector (Schulz, Luthans Messersmith, 2014). Since its inception, it has achieved a lot within the sector, for example, it has successfully fought for an increase in wages and improved working environments (Lee, Huang, Murphy, Robertson Garabet, 2015). Initially, it was formed to improve the working conditions of the drivers and to fight for their wages. The unions have a significant influence on the workplace as the employees depend on it for their survival and progression in the workforce.This union fights for the rights of employees and ensures that work environments are bearable(Coiquaud, 2016). Unlike public sector unions, transport sector dynamics differ in their operations because the nature of work is different. Government regulations imposed on the sector are minimal as many firmsare privatized and follow different rules as long as they do not conflict with the government policies(Wilson, 2003). Recommendations Transportation companies need to prioritize their employees wellbeing increased productivity is to be realized. Employees working conditions need to be constantly reviewed to avoid setbacks that may negatively affect their productivity(ThompsonStevenson,2014). Employees are an integral part of a company, and their contribution to the organization is important Conclusion The success of change introduced to Wollongong yard is as a result of a combination of forces that constitute an integral part of the organization. The yard manager could exploit the opportunities presented by the changes made to achieve goals set. The collective bargaining aspect of trade unions makes them appealing to workers. Therefore, companies should seek to be covered by it. Many companies have joined the Transport Workers Union of Australia considering the benefits that companies get for being members. References Apostolopoulos, Y., Lemke, M., Snmez, S. (2014). Risks endemic to long-haul trucking in North America: strategies to protect and promote driver well-being.New solutions: a journal of environmental and occupational health policy,24(1), 57-81. Australian Trucking Industry, (2001). Diesel: A magazine for the Australian Trucking Industry. Glebe, N.S.W: Intermedia Group. Azab, A., Mostafa, N., Park, J. (2016). OnTimeCargo: A Smart Transportation System Development In Logistics Management By A Design Thinking Approach. Bensman, D. (2016). Precarious Work in Drayage Trucking and Labor Action to Restore Labor Rights.E-Journal of International and Comparative Labour Studies,5(3). Brunello, L., Bunker, J., Fabbro, S., Migliorini, F., Ferrara, R., (January 01, 2012). High-Speed Rail and Regional Competitiveness. Wiley and SonsPublishers Coiquaud, U. (2016). The Obligation to Be Available: The Case of the Trucking Industry.International Journal of Comparative Labour Law and Industrial Relations,32(3), 322-343. Dannenberg, A. L., Frumkin, H., Jackson, R., (2011). Making healthy places: Designing and building for health, well-being, and sustainability. Washington, D.C: Island Press. Hecker, J. E. Z., United States, (2002). Surface and maritime transportation: Challenges and strategies for enhancing mobility. Washington, D.C.: U.S. General Accounting Office. Holloway, E., Kusy, M., (2013). Toxic Workplace!: Managing toxic personalities and their systems of power. San Francisco, Calif: Jossey-Bass. Hall, C., Bensoussan, B. E., (2007). Staying ahead of the competition: How firms really manage their competitive intelligence and knowledge; evidence from a decade of rapid change. Singapore: World Scientific Pub. Co. Jamaldeen, M., Macquarie University., Bryant, T., Joyeux, R., (2015). Agglomeration economies, diseconomies, and city size: The case of Australian cities. Lovegrove, H., (2015). The change manager's handbook: A step-by-step guide to sustainable change. Lee, J., Huang, Y. H., Murphy, L. A., Robertson, M. M., Garabet, A. (2015). Measurement equivalence of a safety climate scale across multiple trucking companies.Journal of Occupational and Organizational Psychology. Levy, K. E. (2015). The contexts of control: Information, power, and truck-driving work.The Information Society,31(2), 160-174. Schulz, S., W. Luthans, K., G. Messersmith, J. (2014). Psychological capital: A new tool for driver retention.International Journal of Physical Distribution Logistics Management,44(8/9), 621-634. Sersland, D., Nataraajan, R. (2015). Driver turnover research: exploring the missing angle with a global perspective.Journal of Service Management,26(4), 648-661. Spiro, J., (2013). Leading change step-by-step: Tactics, tools, and tales. San Francisco, Calif: Jossey-Bass. Thompson, J., Stevenson, M. (2014, November). A novel methodological approach for understanding the complex relationship between payment structures, enforcement response, and fatigue among heavy-vehicle drivers. InAustralasian Road Safety Research Policing Education Conference, 2014, Melbourne, Victoria, Australia. Weybrecht, G., (2014). The Sustainable MBA: A business guide to sustainability. Wals, A. E. J., Corcoran, P. B., (2012). Learning for Sustainability in Times of Accelerating Change. The Netherlands: Wageningen Academic Pub. Williams Jr, D. F., Thomas, S. P., Liao-Troth, S. (2017). The Truck Driver Experience: Identifying Psychological Stressors from the Voice of the Driver.Transportation Journal,56(1), 54-76. Wilson, T. B., (2003). Innovative reward systems for the changing workplace. New York: McGraw-Hill. Raelin, J. A., (2008). Work-based learning: Bridging knowledge and action in the workplace. San Francisco: Jossey-Bass. Constructive Relations at Top Trucking Company Questions: 1.How do the new workplace practices introduced by the new yard manager complement one another?2.Do you think tough blue collar unions like the Transport Workers Union are more of less likely to engage in workplace changes like these than public or service sector unions? Why? How would you find out if you are right? Answers: Introduction The topic revolves around the constructive relations within a business organisation named Top Trucking, UK. The topic will illustrate about the various management of employee relations and also how the manager of the company played a major role in it to improve the companys efficiency. George Psaros was assigned with the task of managing the transformation of the company and replace the existing infrastructure and management operations of the company with newer ones for the deriving of good business outcomes and also ensure that the organisation functions in a smooth manner. Previously the yard manager was autocratic and thus the opinions and responses of the employees were not considered while making business decisions. This not only resulted in lack of interest among the workers but also resulted in various accidents and degradation of organisations performance as a whole too (Ariely, 2012). The topic would illustrate about how the transformation would be made possible and also abo ut the new workplace practices which would be implemented by the new yard manager of Top trucking to complement one another. 1. From the case study, it could be clearly understood that the new practices within the workplace introduced by the newly appointed yard manager of Top Trucking company had brought fruitful results for the company and even transformed the way of working in a positive manner. It could be seen that previously the workplace practices were not up to the mark and also the yard manager was autocratic which showed an aggressive behavior and also not considering the opinions of employees in any cases while making effective decisions in business. The new workplace practices were implemented with the assigning of a new yard manager as the old yard manager retired. The new workplace practices have enabled the new yard manager to complement one another, as because the new yard manager has decided to transform the company from its existing condition and also spend more money for bringing enhanced organisational efficiency (Askenazy Caroli, 2010). The yard has been cleaned up and also new unifor ms have been arranged for the workers of the company so as to bring out something unique and innovative which was not the case previously. The new yard manager followed the democratic style of leadership which helped in gathering the opinions and responses of employees and then make decisions by selecting the most suitable option that would be favorable for the company. The organisational efficiency is dependent upon the performances of the workers and thus their interest and concentration on the tasks are essential. The new yard manager has managed to interact with the employees frequently and also guided them in the right direction through motivation and encouragement and this further helped in resolving certain issues too (Urciuoli, 2008). It was like a new breath of fresh air as because new computer systems were installed along with improvement of the health and safety measures so as to keep the workers safe and healthy and also prevent any sort of harm. New trucks were bought a s well, which created a positive mindset among the minds of the workers (Bienvenu Merkle, 2009). In case of any issues, the yard manager even without blaming the employees and staffs at first, got into the issue by following various rational methods and check the other things put which might be the cause of such kinds of issues. The yard manager also consulted with George about certain issues and then took the major decisions, which further resulted in improving the brand name and image and also enhanced the business operations and processes with ease and effectiveness (Cristini et al, 2008). What are the risks to sustaining these changes if George or the yard manager moves on? There are various risks of sustaining these changes within Top Trucking which can not only lead to transformation of the business from its effective business operations to weak organisational efficiency. The risks mainly occur when the transformation has already occurred and after that if he yard manager and George moves on to some other place leaving the transformation process not proceed further in a proper way (Yu Park, 2010). In order to maintain the transformation process properly, it would be essential for the manager of the yard and George to carry on the workplace practices that are new and innovative for some time just after the transformation process, otherwise the transformation process might fall apart with the absence of the yard manager and George who were considered as major individuals involved with the success of the company Top Trucking in UK. The risks could be the lack of link or connection between the organisational change efforts to the market and the business strategies which might clarify the various information among the minds of the stakeholders involved in business like the investors, employees, customers and even the manager (Fenwick, 2008). As soon as the changes occur like here the employees were provided with new trucks and also uniforms the employees would feel the pressure at first, though they would get habituated with those afterwards. This might also lead to some kinds of risks in case the yard manager and George moves on as because the employees would feel lost and would find it difficult to cope up with the changes and also move in the right direction. Without the influence the yard manager, the performances of the employees would likely get deteriorated, thereby resulting in deterioration of organizational performance too. The other reltead risks could be lack of vision and mission statement known to the employees and finding it complex to move on and improve the organisational efficiency (Grawitch et al, 2006). Leaders often experience this lack of commitment as resistance due to which the employees could also face issues in business. As the yard manager followed the democratic leadership approach, so there c ould be situations when the employees would be unable to discuss about their issues and also share their opinions with someone superior and ensure moving in the proper direction for coping up with the changes (Kuipers, 2013). The risks associated with the changes could also be the leadership issues where the leaders might not be able to predict the feasibility of these changes which might further result in downfall of the organization. If the yard manager and George moves on, then the corporate governance would also be changed and thereby result in improper functioning of the company too. If George and the new and effective yard manager move on, then the new leaders might be unable to provide strategic disciplines for managing the changes according to the change agenda, change process methodology and also inappropriate infrastructure of the business organisation Top Trucking, UK (Kiselyov et al, 2008). There could also be risks related to lack of resources and lack of motivation and encouragement of workers due to absence of George and yard manager that might further deteriorate the organisational efficiency. 2. Yes, my personal opinions are more inclined towards believing that the blue collar unions like the Transport Workers Union are more of less likely to engage in workplace changes like these than public or service sector unions. This is because the public service sector unions are involved with the management of business operations and processes by working within the organization while the blue collar unions are more focused on managing the hand held tasks. The white collar employees of organisations are found to work within offices, cubicles and within other administrative settings where the changes are often informed to them which make them easily consider those while working within the organisation. On the other hand, Top Trucking company is a reputed company and it has managed its transformation process with the involvement of union delegate George a nd the yard manager (Cronqvist et al, 2009). Here the blue collar unions like the Transport Workers Union are found to be working and they may be less concerned about the changes within the organizations workplace. The blue collar employees job roles include manual labor also handling certain machineries and equipments within Top Trucking, UK. The unions among the white collar employees are likely to get more engaged with the changes in workplace as because they are more focused with the office related tasks like administrative functions, and other related tasks within the office premises. Changes within the occupational and industrial structure as well as other workplace related changes could result in keeping the white collar employees more engaged as because they would be able to work in better working conditions and would also be able to move in the right direction with the involvement of the manager of the organisation (Frick, 2009). Based on the changes within the workplace including changes ij attitudes and values would also influence the behavior of employees and make them perform with much more dedication and commitment. On the other hand, the blue collar unions would be less involved with the changes in workplace as because their tasks would be concerned with the manual labor (Form, 2015). Within Top Trucking, th e changes experienced were buying more trucks and arranging uniforms for the workers through more investments and management of human resources in a proper manner. The changes would definitely make the employees gain interest in their roles and responsibilities and perform to their potential. This is because the opinions of employees would be taken into consideration also they would not be blamed like before without exploring the issues by the yard manager. Thus the new yard manager would explore the issues rationally and would even improve the effectiveness of security measures so as to keep the workers safe and healthy. Therefore, from this case study, it could be predicted that the blue collar unions like the Transport Workers Union would like to get involved in workplace changes within Top Trucking, UK (Ariely, 2012). Conclusion The topic covered the various aspects of constructive relations and also how the transformation process had been managed within the organisation Top Trucking in United Kingdom. It could be seen that the new yard manager and union delegate had worked in coordination so as to ensure good changes within the workplace by improving the leadership skills and manage the workers properly through motivation and encouragement (Lillie Sippola, 2011). New computer systems have been used along with buying of new trucks and uniforms for the workers. The manager also focused on the health and safety of workers which further created a positive mindset among the workers, thereby making them more interested in getting involved in the changes within the workplace of Top Trucking (Askenazy Caroli, 2010). The essay also included the various new practices within workplace by the yard manager and also the risks that could emerge while sustaining the changes and also in case the yard manager and union del egate move on. References Ariely, G. (2012). Globalization, immigration and national identity: How the level of globalization affects the relations between nationalism, constructive patriotism and attitudes toward immigrants?.Group Processes Intergroup Relations,15(4), 539-557. Askenazy, P., Caroli, E. (2010). Innovative work practices, information technologies, and working conditions: Evidence for France.Industrial Relations: A Journal of Economy and Society,49(4), 544-565. Bienvenu, L., Merkle, W. (2009). Constructive equivalence relations on computable probability measures.Annals of Pure and Applied Logic,160(3), 238-254. Cristini, A., Gaj, A., Leoni, R. (2008). Direct and indirect complementarity between workplace reorganization and new technology.Rivista di Politica Economica,98(2), 87-117. Cronqvist, H., Heyman, F., Nilsson, M., Svaleryd, H., Vlachos, J. (2009). Do entrenched managers pay their workers more?.the Journal of Finance,64(1), 309-339. Fenwick, T. (2008). Workplace learning: Emerging trends and new perspectives.New Directions for Adult and Continuing Education,2008(119), 17-26. Form, W. H. (2015).Blue-collar stratification: Autoworkers in four countries. Princeton University Press. Frick, K. (2009). Health and safety representation in small firms: a swedish success that is threatened by political and labour market changes. InWorkplace Health and Safety(pp. 154-176). Palgrave Macmillan UK. Grawitch, M. J., Gottschalk, M., Munz, D. C. (2006). The path to a healthy workplace: A critical review linking healthy workplace practices, employee well-being, and organizational improvements.Consulting Psychology Journal: Practice and Research,58(3), 129. Kiselyov, O., Byrd, W. E., Friedman, D. P., Shan, C. C. (2008, April). Pure, declarative, and constructive arithmetic relations (declarative pearl). InInternational Symposium on Functional and Logic Programming(pp. 64-80). Springer Berlin Heidelberg. Kuipers, T. A. (2013).From instrumentalism to constructive realism: on some relations between confirmation, empirical progress, and truth approximation(Vol. 287). Springer Science Business Media. Lillie, N., Sippola, M. (2011). National unions and transnational workers: the case of Olkiluoto 3, Finland.Work, employment and society,25(2), 292-308. Urciuoli, B. (2008). Skills and selves in the new workplace.American Ethnologist,35(2), 211-228. Yu, H. S., Park, M. K. (2010). The constructive relations of lifestyle, leisure attitude, leisure flow and life satisfaction of bowling participants.Journal of Korean Society for the Study of Physical Education,15(3), 109-122.