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  1. What are the risks to sustaining these changes if George or the yard manager moves on?



In the paper, the purpose is to throw glimpse on managing the human resources. This serves to be the most important aspect as the human resources are the most valuable assets for an organization. They have the momentous contribution towards the attainment of the so-called goals and objectives and facilitates the company to thrive and flourish with due smoothness. In the case study, the company Wollongong Yard is the top trucking company. This particular trucking company comes out to be the high performing company within the region as well. The way company manages the human resources is really commendable and that plays the vital role in its growth and functioning.

At the very same time, the company feels the importance of the relations that stood in between the management and the workers. It can be understood in a way that the constructive relations brings management and the workers close to each other and hence results in positive working conditions. In addition to this, encouraging styles of working and having a two-way communication are the foundations for its continued existence. Trucking company gives significance to these aspects to make the workplace more of productive and favorable enough. This automatically encourages its members to give hundred percent towards the roles and tasks assigned (Berumen, Pérez-Megino & Ibarra, 2016).


New Workplace Practices

Under the respective heading, the need is to figure out the way new workplace practices introduced by the new yard manager complements one another or not. One cannot deny the fact that the new-fangled workplace practices definitely complements each other. These changes are dynamic and energetic and that makes the workplace full of life. Not only this, the workers also feels self-motivated and works harder than expected. Previously, the company was doing good, but the number of accidents was too much, and the drivers seem to be in the pathetic situation (Razalli, Ringim, Hasnan & Hassan, 2015).

From then and now, the situations changed drastically as the new manager believes to have a better and promising workplace ambiance. He worked very hard by concentrating on the things that were not up to the standard. Due to this, the trucking company’s performance goes up and ascends. Driver’s uniforms got changed and these are to go under a training program to raise their skills and competencies. Each aspect related to the company’s business use to be discussed with the union delegate and the concerning person. It gives them the feel that the company is really working in their best interests (Bussoli & Giannotti, 2015).

These new workplace practices complement each other as this help to have better employment relations and that brings forth give-and-take towards each other. The style of the management is democratic style. This shows that the managers’ shows equal concern to their workers and are considered in each crucial decision pertaining to the business. In this way, the workers feel close to the work and put in best for making the results much better than estimated.

In this new workplace practices, one can also feel the way positive communication add to great progress and achievement to the company. The company and the members obtain the highest possible advantage by the same. In this case, the manager believes to let employees know about the key areas in order to get best possible involvement from their part. In view of the fact, the new workplace practices facilitate the company to experience better present and a promising future (Nwosu, Igwe & Nnadozie, 2016).


Moving on to the next part, the aim is to figure out the possible risks to sustaining these above-discussed changes if George or the yard manager moves on. There can be risks if the yard manager or the George takes a back step from the current position in the trucking company. At an organizational level, the yard manager is the person responsible for bringing forth these changes at its best. The manager carries his own managerial style and approach in order to deal well with the complex circumstances. According to this, the present yard manager is very much aware of the working conditions and the way drivers are to be dealt in the best possible manner (AlBattat & Som, 2013).

If the yard manager moves on, there can be the possibility that the new manager may not accommodate well with the ongoing situations. This can create pressure at the workplace and can affect employment relations to the largest possible extent. It becomes very much requisite to make sure that the trucking company can go through issues and that is not good for its overall performance. The risks can be unfavorable working conditions, trouble in adjusting with the new manager, and an ineffective communication that directly leads to lower performance (Issa, 2015).

Most importantly, the employment relations can get badly affected. This is definitely going to affect the duo that rests in between the management and the workers. On the whole, the things would not be under control and can hit the working and functioning of the company. After going through the risks, there has to be proper management and planning in order to help the new manager to accommodate with the ongoing situations. The present manager has to figure out such a person that can be the best substitute for him. Then only, the trucking company can count more of the good days in the years to come (Kleynhans, 2006).

Moreover, the company has to do contingent planning in order to deal well with such critical areas. This seems to be an ideal way to get over with the problems can be faced at the part of the company. The risks discussed are really not good for the welfare and goodness of the company. It is very much necessary to understand and interpret the situation and to make a move accordingly. Proper communication, effective managerial style, and employment relations are the key to getting over with such terrible areas.


Engagement in Workplace Changes

In my opinion, the tough blue collar unions like the Transport Workers Union are more or less likely to engage in workplace changes like these than public or service sector unions. In the real sense, the union people have different ability and approach in a way that they do not adjust to the changes in the very fast manner. But, many times, it is very well seen that they show interest and involvement towards the changes brought forth as it is meant for their betterment and would help them in raising output levels. On that grounds, the involvement can be seen in the most active and favorable manner (Ho, 2015).

Favorable changes within the workplace encourage them to participate actively. It is believed to be very much hopeful and promising enough to receive growth and development at an individual as well as organizational level. This adds to greater growth and prosperity to the firm and guarantees successful attainment of the pre-determined goals and objectives (Wibisono, Nisafani, Bae & Park, 2016).

The favorable workplace ambiance signifies the way management and the workers shares a great linkage with each other. The style of the management stands out to be democratic and that affirms the workers to bring in the most valuable and out of the box ideas. Communication is also transparent that brings in far better performance on the part of the workers. This gives chance to the managers as well as the workers to maintain constant touch. In addition to this, the company has the possibility to work on areas that seems to be very much difficult and complicated to move with. New opportunities can also be explored in order to receive an immense level of growth and progress out of it (Amos, Ristow, Pearse & Ristow, 2009).

This can be very well figured out in a way that the engagement towards the workplace is good at both the fronts. From time to time, an organization, as well as the workers, will augment and enhance successfully. It gives them the chance to perk up their skills and competencies and also be able to withstand at any unfavorable circumstance. This effectively states the way engagement in the workplace is very much right and advantageous for the company and for the workers (Sabri & Rayyan, 2014).

Case Summary

After going through the case, it can be effectively concluded that the workers feel good for the workplace changes if it is related with their welfare. Positive and clear communication along with an impressive and notable managerial style adds more stars to it. Most importantly, in the case, the employment relations are given too much importance and significance. This results in greater growth and progress and helps the firm generate the most pleasant and optimistic returns and that make it acquire the top-most position also. The case study successfully tells the way constructive relations is the key to victory for the business (Maltz, Shenhar, Dvir & Gao, 2014).



Constructive relations between the management and the workers are a must to facilitate the firm grow and flourish with due smoothness. It looks forward to a favorable working environment that motivates the workers to put in the best possible efforts. Employment relations are found out to be reciprocal and that infuses positive energy to the company. Managerial style taken up by the manager is Democratic. Due to this only, the workers show active participation and works hard towards the attainment of the goals and objectives. Communication in between the management and the workplace stands out to be two-sided and that leads to raising the performance levels.



AlBattat, A.R.S. & Som, A.P.M. (2013). Employee Dissatisfaction and Turnover Crises in the Malaysian Hospitality Industry. International Journal of Business and Management, Vol. 8(5).

Amos, L.T., Ristow, A., Pearse, J.N. &  Ristow, L. (2009). Human Resource Management. (3rd ed.). Juta and Company Ltd.

Berumen, S.A., Pérez-Megino, L.P. & Ibarra, K.A. (2016). Extrinsic Motivation Index: A New Tool for Managing Labor Productivity. Int. Journal of Business Science and Applied Management, Vol. 11(1).

Bussoli, C. & Giannotti, C. (2015). Governance and Human Capital in Italian Co-operative and Popular Banks: Managing the Complexity. China-USA Business Review, Vol. 14(12), pp: 600-608.

Ho, J. Kim-Keung. (2015). A Multi-perspective, Systems-based (MPSB) knowledge compilation exercise on the notion of relationship-managing organization (RMO). European Academic Research, Vol. 2(10).

Issa, R.S. (2015). Managing Outsourcing Strategy in a Complex Project: A Case Study of a complex of Four Residential Towers Project. PM World Journal, Vol. 4(3).

Kleynhans, R. (2006). Human Resource Management. Pearson South Africa. 

Maltz, A.C., Shenhar, A.J., Dvir, D. & Gao, H. (2014). Success Comes in Many Dimensions: The Critical Role of the Human Capital and Preparing for the Future in Every Organizational Scorecard. American Journal of Scientific and Educational Research, Vol. 1(4).

Nwosu, M.C., Igwe, K.N. & Nnadozie, C.O. (2016). Managing Generational Diversity in the Workplace: Implications for the Digital Era University Library Management. International Journal of Applied Technologies in Library & Information Management, Vol. 2(2), pp: 28-44.

Razalli, M.R., Ringim, K.J., Hasnan, N. & Hassan, M.G. (2015). A Framework of Best Practices in Managing Business Reengineering for Islamic. Journal of Advanced Management Science, Vol. 3(1).

Sabri, H.A. & Rayyan, M. (2014). Managing human capital in arab countries’ the leadership and cultural challenges. International Journal of Economics, Commerce and Management, Vol. 2(12).

Wibisono, A., Nisafani, A.S., Bae, H. & Park, You-Jin. (2016). A dynamic and human-centric resource allocation for managing business process execution. International Journal of Industrial Engineering: Theory, Applications and Practice, Vol. 23(4).


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