The Case Study Refers That “Aspiraid Company Took The Chance

The case study refers that â€Å"Aspiraid Company took the chance to help Frank Fleming, a fan who got a headache when he missed the baseball game of Bowling Green Yardbirds. After Frank Fleming started to complain and his videos went viral, the company acted in the situation by giving to him two tickets and a private car ride to the next game. The company public relations team took advantage of the situation to create promotions of their brand, and now they want to expand their marketing overseas, especially in Latin America and Japan.† The extension of their brand overseas would be a challenging situation for the company due to the language barriers that make difficult the interaction between customers. However, the extension of their brand†¦show more content†¦Another example is how time influence nonverbally behaviors, in high context cultures â€Å"lateness can be seen as a sign of concern about relationships.† In contrast, in low-context cultures such as the United States, â€Å"the punctuality is valuable.† Second, they should train their employees about teamwork and what goals must be achieved as a group in order to be in touch with people who have different values and social norms. The Group Evolution Model â€Å"a way to illustrate and track the development of groups or teams over time.† This model is a key point of the development of the teamwork. The main purpose of this model is to help the company to achieve measurable goals and avoid the misunderstanding between group members. The things to look out between the forming and performing stage of the group are language and context issues. Along with the group building blocks â€Å"A means of determining and then illustrating the most basic elements of a successful group or team.† The application of this model is to help team groups to achieve a better productivity in the organization. This model is based on three question: What, Who, and How. Since the employees of the company would be in touch with another culture, t he building block can help the company to have a clearly understanding of what specifically goals they want to achieve in a timely manner, who can work efficiently, and how they can get things done in

Unit 18 Database Design Oliver Taylor Resubmission

Unit 18 Task 1 - What are the benefits of a relational database? A benefit of a relational database would be that the data is only stored once. This means you don’t have to change multiple records and it doesn’t take up much storage space. For the veterinary practise this is ideal for them, as this is the main reason to why they’re changing from paper to Microsoft Access. Having everything on Access and not on paper means they can search for information quicker through the search bar and also it can all be stored on a hard drive. This will save money on buying filing cabinets, on storage space, time spent looking for information and on buying materials such as paper and ink. Another benefit would be its more secure. This is because†¦show more content†¦If the field size is ‘70’, that means the user can input up to 70 letters, numbers or symbols. It’s important that you change it field size if it’s the automatically the appropriate size. This is because if you have a field size of 70, that’ll take up 70 bytes of storage, which by itself isn’t a lot, but over a massive database that’ll take up a lot of room. So for a First Name for example, instead of leaving it as 70, it should be changed to around 10-15. One to One relationship A one to one relationship in a database is where each row in a database is linked with another database. Only one can be linked with another from another table. For example in Table A and Table B, each row in Table has to be linked with another row in Table B. In each of them, they must have the same number of rows, otherwise it won’t work. This does make it sound like you could just merge the two tables into one, which in theory is true. But the advantage of having two separate tables is that if you have columns of data that you don’t often use then you can separate them into another table. This will make information in the primary table easier to read as it will only have the relevant information in it. One-to-many relationships A one-to-many database relationship is where each row in a table can be related to many other rows in another table. With being able to do this you can use frequently used data from one data and reference it many

Common Law Company Law Position

Question: Describe about the Common Law for Company Law Position. Answer: Introduction From the outset it is important to underscore the fact that the terms of an agreement of a contract must be clear enough and should not reflect any ambiguity. The general position in contract law is that when the contract has been signed it becomes implicit that the one has read and understood the terms that have been reflected in the contract.[1] The courts in Australia have also applied this common law precept in Toll (FGCT) Pty Ltd v Alphapharm Pty Ltd[2] where the court affirmed the position that where a person does not read or understand the terms that that have been stated in a contract but has signed the contract, the fact that they did not read or comprehend becomes immaterial. The exclusion clause in a contract will be the key principle in discussion in this paper and its operation and effect after the contract has been signed. An exclusion clause can be defined as a term that is placed in a contract that excludes one of the parties in the agreement from liability incase harm or injury is suffered. However , as will be noted in this discussion there are rules that have been developed to protect consumers from the application of harsh exclusion clauses clause that take away a material benefit in a contract. Background Sydney City Council v West[3] West went to park his car at the council and before he did so he was issued with a ticket that contained an exclusion clause excluding the council from liability. Unfortunately somebody came with a similar ticket after West had packed the car and stole the car. On learning this West brought a claim fro breach of contract and the council sought to rely on the exclusion clause. The issue that was before he court was whether the clause was effective and operative and whether it covered the loss the injury and loss that had visited west. Thornton v Shoe Lane Parking[4] The plaintiff bought a ticket through a vending machine. The ticket stated in the terms that the defendant will not be liable for any harm that may be caused by their negligence. Unfortunately the defendant was harmed and the car was damaged to in this case the issue that was before the court was whether sufficient notice of the exclusion clause had been brought to the attention of the plaintiff before the contract was made. Point of Divergence and Convergence between the two cases It should be noted that the cases above involved a dispute in an exclusion clause that was in the contract however there were two different legal principles that were used in the two cases to determine the effectiveness of the exclusion clause. Scope and limit of the exclusion clause It is the legal position that for an exclusion clause to be operational it must have contemplated the loss that has been ben brought to question. The leading case that was ion the Sydney case is Andrews Bros ltd v Singer Cars[5] in which the defendant had put a clause in the contract that stated that they will not be liable incase they breach the implied terms of the contract. The clause expressly stated that the terms implied could either be implied by common law or by statute. The claimant had bough a car from the defendant and realized that the car was new. On bringing the claim against the defendant they sought to rely on the exclusion clause but the court held that the term that the car was supposed to be a new car was an express term in the agreement and therefore the exclusion clause did not cover such a liability. In the case of Sydney, the court also found that the exclusion clause that was stated in the agreement did not cover the loss that West and suffered and therefore t he council was liable fro the theft of the car. Another fundamental rule that was established in the case of Gibaud v Great Eastern Railway Co[6] is the Four corners rule that states that the exclusion clause in a contract will not cover a loss or injury if the defendant in such a claim does an act that is contrary to his contractual obligations. Further, the rule is to the effect that the exclusion clause will not cover an act of the defendant that has not been granted express authority by the contract. In the Sydney case it can be noticed the act of theft was not either permitted or authorized by the agreement and did the exclusion clause in the wording of its statement foresee such a loss or injury. Fundamentally it can also be stated, the exclusion clause that was in issue in the case of Shoe Lane Park only anticipated an injury to the person and not the property. In that case it was held that those defendants could only be liable fro the injury cause to the defendant and not the damage on the car. Reasonable Notice The general rule is that for the exclusion clause to be operative the notice explaining the existence of such a clause must be brought to the attention of the other party before the contract is made. In fact the fundamental question in the case of tickets is whether, the case that was used to persuade the court in the case of Shoe Lane Park is Chapelton v Barry UDC[7] where the plaintiff was injured by a chair that he sat on after purchasing a ticket. The ticket had an exclusion clause that excluded the defendant from liability when anyone is harmed by the chairs. The court held that the exclusion clause was not in the contract because any reasonable person would not expect that the ticket contained any clause. As such the court ruled that there was no sufficient notice of the exclusion clause. Similarly, in Shoe Lane Park case it can be stated that there was no sufficient notice of the exclusion clause because the ticket was issued after the contract was made. The same can be argued for the Sydney case because the tickets are issued after a sufficient consideration has been made. It can be stated that the terms of the agreement in both cases were introduced after the contract was made. The two cases applied the case of Oley v Marlborough Court[8] where the plaintiff booked into a hotel and paid for all the expenses but unfortunately lost his court during his stay in the hotel. The hotel management claimed that there was an exclusion clause at the behind of the door in the hotel room. It was held that the exclusion clause was brought to the attention of the claimant after the agreement was made and there was no sufficient notice of the clause before the agreement. Implied Terms The challenging question that is embedded in this discussion is whether an implied term of a contract can extinguish the effect of the exclusion clause. The Australia position is currently guided by the common law position that was set in Codelfa Construction Pty Ltd v State Rail Authority of NSW[9] that a term will be implied in the contract of it is just , reasonable and equitable to do so it must have been perceptible that there will be implied terms in the agreement. The Australian consumer law [10] has replaced the word implied terms with consumer guarantees and they have ben explained in section 54 and 55 that states that the service or goods must be of an acceptable quality. In this sense it can be argued that the terms will be applied in the case where the exclusion clause in the contracts takes away a material benefit of the contract. This means that the exclusion clause should have a deleterious effect on the contract rather a mutual benefit. Conclusion The idea inherent in both cases is that the law applicable the issue of ticket should be reformed and the terms that are normally placed in the tickets should be brought to the attention of the consumer before they make payments or before they enter into an agreement. This will help the consumers decide if they will use the service depending on the effect pof the exclusion clause that they will have learnt. Additionally, it is recommended that parties who seek to rely on the exclusion clause must ensure that the clause is clear and does create an ambiguity in interpretation so that the courts can easily deduce the limit and scope of the exclusion clause. References Cases Andrews Bros ltd v Singer Cars [1934] 1 KB 17 Chapelton v Barry UDC (1940) 1 KB 532 Codelfa Construction Pty Ltd v State Rail Authority of NSW (1982) 149 CLR 337 Gibaud v Great Eastern Railway Co[1921] 2 KB 426 L'Estrange v F Graucob Ltd [1934] 2 KB 394 Oley v Marlborough Court [1949] 1 KB 532 Sydney City Council v West (1965) 114 CLR 481 Thornton v Shoe Lane Parking [1971] 2 WLR 585 Court of Appeal Toll (FGCT) Pty Ltd v Alphapharm Pty Ltd [2004] HCA 52 Legislation Australia consumer law (2010)

Problem of the organization free essay sample

The purpose of this case is to understand the situation and the problem the organization has faced and gives possible solutions. The company is conducting work life balance concept to improve the employee satisfaction. Work life balance is intended to maintain the balance between work life and personal life. That is favorably effect to the organization as well as the employees. YTB Bank has faced high absenteeism situation. Even though absenteeism is the practice of regularly staying away from work, here I have identified the absenteeism as a main problem in the case. Therefor I have acknowledged what â€Å"Absenteeism Management† is?. There are many forms to prevent from the absenteeism. Here, I have identified a few of them. Since the organization has faced the problems regarding the absenteeism, I have identified the possible solutions to get rid from that. But there are benefits and difficulties that the manager and the employees can face. We will write a custom essay sample on Problem of the organization or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Here the implementation of work life balance has gone the wrong way. The reason is, employees do not understand the right implementation of the concept. Because of that they are requesting more flexibility from the manager. For the problem of the case, I have selected the best practices manager can implement. Apprentice employment is the best practice to solve the problem. But there are pros and cons of apprenticeship. There are financial, labor disputes and disadvantages of contract basis employment. I have given a possible solution to get rid of those problems. Finally, I recommend the possible solutions which can implement by the company. Problem Statement and symptoms The problem is four tellers out of seven, requesting leave at the same period. Mr. Gamini as regional manager is facing a problem with requests leave 4 of his tellers out of the 7 at the same time. A. One female teller (A) has already gone on maternity leave and after the cession of the said leave quota she has to report back by next week, yet since her newly born baby was a premature one still she is keeping the child in the Neonatal unit of the Colombo Hospital and meanwhile she has made written request from Mr. Gamini to extend her leave. B. The second teller’s mother has fallen in the house and fractured her leg and this teller being the one and only child of the family had to look after her (B) mother and request at least one month leave. C. The third teller (C) has two little ones in the year 1 and 3 respectively and needs to go early by 12pm to collect her little ones after school since there was no one to take care of them after school as they have come to Colombo recently and the other thing is her husband was a supervisor of a factory who is usually reaching home late. D. The fourth one (D), most competent teller to be a successor to Mr. Gamini after him with good knowledge, skills and experience as identified by Mr. Gamini is demanding to exempt herself for a few hours from daily work in order to continue her MBA. Symptoms Employees do not have proper knowledge about absenteeism. And there is no proper procedure to manage absenteeism. Polices of absenteeism is not carefully established. There is not any flexible work arrangement at the workplace. Literature Review Work-life balance is adjusting day-to-day activities to achieve a sense of balance between work life and personal life. There are benefits of work life balance management. Those have reduced stress levels, at work and at home, Greater focus and concentration, Higher levels of job satisfaction, The opportunity to participate more fully in family and social life, More time to pursue personal goals and hobbies and it is cause to Improve health of employees. Balancing the demands of a busy lifestyle is not an easy thing to do, but is best managed by regularly reviewing and assessing priorities. Setting goals around helps to identify what value highly. Managing time effectively is important. It can be done through reviewing job activities, give priorities and success factors and create a boundary between balancing work and personal time-leave work at work where possible. Build resilience and have a positive attitude is must. Avoid stress, mental exhaustion and burnout, fatigue affect to work productively. Maintain a healthy lifestyle, look after yourself, eat well, sleep well and set aside a little time to exercise or pursue an activity that can enjoy are other factors. Everyone experiences stress at some stage in their life. It is a way for us to know that something in our life is causing us concern and is affecting how we are thinking and feeling. Stress is not always bad. In small doses, it can help you perform under pressure and motivate you to do your best, but when you are constantly running in emergency mode, your mind and body pays the price. Managing stress is about making a plan to be able to cope effectively with daily pressures. The ultimate goal is to strike a balance between life, work, relationships, relaxation and fun. By doing this you are more able to deal with daily stress triggers and meet these challenges head on. Some strategies that can help to look after the mind and body, and in turn help to better control behaviors that result from too much stress. Consequences Consequences of absenteeism is not only harmful to an employees career, but the organizations bottom line. Alternatively, absenteeism could be an indication of managerial issues. As an example : low employee morale and toxic work environment. Regardless of the reason, there is no doubt that the effects of absenteeism at work are resoundingly negative. Absenteeism hits the financial aspects of the organization. The absent member of staff has the potential to be paid for not producing any product. This can be 100% wages for a period of time which falls pro-rate as the absent period continues. Workers who regularly miss work or show up late risk being let go, forcing employers to go through the time and cost of hiring and training alternates. Complicating matters is the cost of having to pay an alternative employee to complete. Especially if short staffing forces managed to pay that individual over time. Administration of the cover absenteeism, rescheduling other employee, possible extra pay for others to take on the added amount of work. The added workload for peers is another problem. This adds greater pressure to others, requires a faster volume of the peers work to make time for the absent employees responsibilities to be covered. Frequent absenteeism can cause tension among co-workers. Employees who show up to work regularly and on time feel frustrated that a chronically late or absent employee is giving them an increased workload by forcing them to fill in. They may also pass judgment on the persons perceived laziness. This anger can be aggravated further if no disciplinary action is taken. Great chance error due to added work load or adding new responsibilities to novice employees product quality deterioration can be brought about by work peers handling higher workloads. Dissatisfied customers may be resulted from that. Potential for other employees to become over-burdened and risk of them taking time off which of course adds to the circular effect. For those on long term absentees there is the possibility that their employment will be terminated. This requires recruitment to start, followed by interview, induction and training to bring the new employee up to that skill level of the terminated employee. Absenteeism impacts on the training and development of the employee base. If there is insufficient staff cover, employees may not be released for upskilling which adds to the poor performance of the overall organization. These are generic points, many employers will bring a wider range of issues specific to their environment If the employee is suffering personal problems, without a certain degree of flexibility and support from management, this can be even more detrimental than unexcused absences. If managers show zero tolerance for any absenteeism, workers will feel compelled to come in regularly, even if they definitely should not be there. Solutions To prevent difficulties like this, YTB Bank could have followed procedures. There are way outs which possible for the bank. A clear attendance policy. Flexible scheduling. Good documentation. Incentive programs should be tied to attendance. Tie promotions to attendants. The employee is in charge of their destiny. Look at the current scheduling guidelines. Peer pressure drives individual accountability. Let employees come up with their own schedules. Focus the real reasons for absence. Communicate regularly. Maintain contact with employees whilst they are absent from work. Take disciplinary action for unacceptable levels of absence. Include team games. Weight attendance on the scorecard. Share the statistics with departments/sections. Since the bank has introduced â€Å" Work-Life-Balancing-Dual-Responsibilities† process for the employees, managers can not restrict on the situation. Because of the he can adopt â€Å"Flexible Work Arrangements† to handle. Flexible work arrangements are alternate arrangements or schedules from the traditional working day and week. Employees may choose a different work schedule to meet personal or family needs. Alternatively, employers may initiate various schedules to meet their customer needs. There are flexible work arrangements can implement as the manager of YTB Banak. Since the teller is the employee of a bank who deals directly with most customers. There should be a proper schedule to satisfy the customers. The tellers should have experience in cash handling and should have pleasant character. To take a solution there are information to recognize. 1. How many tellers should be there at the same time Assume at least five tellers should be there to handle customers. 2. What are the days the number of customers is high. 3. Whether there are additional employees in other sections (Internal Recruitment). 4. What is the financial position of the company at the moment. Solutions for teller A According to the case, teller A should get leave because of the unconscious situation she has faced. And she has made written request too. As a manager, Mr Gamini can not give her solution. Because of that she should be released from the problem. It is possible if manager can manage the problem with other three tellers. Pros and cons of the solution Teller A satisfied about the leave and she is happy. And she will expect to report to the work as soon as possible. Other employees also expect more flexibility from the manager. Solutions for teller B Asks teller B to take a person or relation to take care her mother. Or tell her to take her own solution to solve the problem without taking leave. Pros and cons of the solution Teller B is getting disappointed about the workplace and she will demotivate to work. Solutions for teller C The manager can introduce flexible working schedule for the tellers. Teller C expecting go early to take her children. And teller D expects few hours of a day. Therefor, it is possible if D can come to work after 12 o’clock while C can go home to take care of the children. Pros and cons of the solution C and D are happy with the solution. And the tellers can treat customers successfully. B is not happy with the solution and she is disappointing. It is harmful to organizations god will and the policies of the company. Because if the employees are going early and come in the evening is will get the bad image for the people. Ask teller C to find out a day care center near to the office for children and manager can give half hour interval to take children and placed them in a day care center. Or manager can arrange a place to keep children within the office. And she can ask her relative to come and stay with them and take care her children. Solutions for Teller D Since the teller D required few hours of the day, it is better if the manager can give her one day leave for a week. Hence, she works four days in a weak and get one day leave. Pros and Cons of the solution Even though she is happy with the solution other employees also expecting excuses. Alternative Solutions 1. Discuss with the tellers at the same time and ask them to get together, discuss and come up with a solution. And the same time inform them, at lest there should be five tellers in the office same time. Pros and Cons of the solution That is motivating employees to take decisions and understand the importance of their attendance their own. According to that manager can arrange the work schedule. Other employee’s attitudes can be changed. They will discourage of work and they will come up with solutions and the reasons for absentees. 2. Delegation the workload with other tellers in preferable schedule is another solution. It is possible arranged teller C and teller D on a roster basis for morning and evenings and B to at be home. Then to fill the blank of a teller, delegate the work with another five tellers. Pros and Cons of the solution Teller C, teller D and Teller B also happy with the solution. Other tellers are getting frustrated. Because their workload is high. Other tellers getting pressure to finish work. And there is a big possibility to make mistakes. 3. Hiring new employees is another solution for that. The situation has not been going for a long time. Because of that manager can not recruit permanent employee. Because of that, the manager can hire a person for a short time period. There are possible employment types which possible: Probationers Apprentice Fixed Term Contract Casual Employees Seasonal Employment Outsourcing Pros and Cost of the solution There is an additional cost for the company. There are hiring cost, interviewing cost, salary and other administrative cost. But it is a long term investment to the company. New spirit of the company. Recommended Solution Since the attitude and the behavior of the employees are very hard to change, it is not perfectly work above most solutions. Because of that I suggest hiring an employee is the best practice for the problem. From the above employment types, â€Å"Apprentice† is the greatest practical solution. Apprenticeship Apprentice cannot be considered as a workman or an employee. Thus there is no contract of service between an employer and employee. An Apprentice is merely acquiring the knowledge of he/she is interested in and an employer merely undertakes to train him. However some statutes including Industrial Dispute Act, EPF Act and Termination of Employment Act, have brought in an Apprentice within the definition of a workman. Taking on apprentices and trainees can provide real benefits for the company. A new apprentice or trainee can contribute significantly to the bottom line, with practical skills and knowledge acquired through their training. Taking on a new apprentice may also mean eligible for a range of government financial assistance. They can be full-time, part-time or school-based. But that is a cost for the company. Apprenticeships are available in many occupations in a broad range of industries. It can be increased labor disputes. By providing apprenticeship company can spread their good will and company can a word the certificate after the period. That is beneficial for future recruitments. Precautions Training Needs Since the newcomer is an unskilled labor there should be orientation program and training program. For that manager can allow senior employees to train new employees. Pros and Cons : That is wasting the time of experienced employee but at the same time it is an investment for the company. Administration Cost There is an administration cost which should outflow of the company. For the personal file and training documents are included to the administration cost. Pros and Cons : Even though it is a cost should pay from the company, it is increasing the efficiency and effectiveness of the operations. Moral Issues Morale and employee relations problems arise when the temps working alongside permanent employees for months, doing the same work and putting in the same hours, but not receiving the same benefits afforded their permanent employees co-workers. So it is better to explain the beneficial side of the apprentices and make the team work schedules. Pros and Cons : Again there is a time waste, but still the manager can make a friendly environment to each and every employee. Legal Concerns Recent court decisions have highlighted the fact that the organization must be careful how they hire apprentices. There must be no doubt about the workers’ status and about the lack of eligibility for the benefits of permanent employees. And treat temp workers with the same respect and care the permanent staff. Pros and Cons : The manager has to pay more attention to the legal remnants. And that will hit to the efficiency of the operations. But by paying more attention to those problems, managers can prevent from complex situations. Conclusion Organizations are conducting updated techniques, methods and the process maintain the efficient and effectiveness of operations. Human recourse management is one of the most important concepts of the company. Since the technological equipment and methods increase the productivity, there are arrangements to process and maintain employee satisfaction. HR Managers are responsible for making policies, designing and devising human resource strategies, contributing to the corporate plan of the organization, integrating human resource activities to the main purpose of the organization. Work life balance concept is one of the best practices of HRM. Implementation of the work life balance concept is beneficial for both parties. Efficient, innovative and motivated workforce is an asset to the company. And having a flexible work arrangement is facilitating employee satisfaction. They can easy to handle the day to day works. Before implement the process the management of the company should have proper knowledge about the concept and should identify the requirement of the employee. And they should conduct program to train their employees to implement the concept. Management should have rearranged the policies and schedules to maintain the control the concept. Then only company can increase the bottom line. Otherwise employee may expect more excuses and the flexibility and then they will miss their works. Within the work life balance environment it should be careful to maintain the absenteeism. It is better if management can get a solution from the organization without taking solutions from the outside. Job sharing, rescheduling, job expanding, promotions and internal recruitment are the internal solutions for the absenteeism. Otherwise every time organization has to pay the big cost to solve problems. Then employees will use to get solutions from out every time. They will not be serious in their work. In this case I have selected apprentice trainee for the vacancy. Because the change is a pain for employees. May be it is not effective the internal recruitment process. There is no contract with the employee and the employer in apprentice. Since the problem is for a short time period, that is the most possible solution than others. References Dayarathne N W K D K. (2007) Human Resources Management Theory and Practice, Colombo: S. Godage Brothers Snell. Bohlander. Vohra. (2007) Human Resources Management,Delhi:Cengage Learning http://wiki. answers. com/Q/How_can_high_absenteeism_of_employees_affect_an_organization 8/12/2013 http://www. qld. gov. au/health/mental-health/balance/lifestyle/index. html 8/14/2013 http://www. chamberscolombo. com/types_of_employment 10/15/2013 http://www. apprentice-forward. org. uk/YoungPeople/AdvantagesDisadvantages. asp 8/15/2013 http://www. businessknowhow. com/manage/hire-temp. htm 8/13/2013 http://www. hrmagazine. co. uk/hro/features/1078051/is-business-flexible 8/13/2013 http://www. hrsrilanka. com/resources/articles/81-terms-and-conditions-of-employment-in-sri-lanka 8/16/2013 https://www. whoi. edu/HR/page. do? pid=14332ct=901cid=2248/16/2013 http://www. inc. com/encyclopedia/flexible-work-arrangements. html8/16/2013 Appendix Case Study Mr. Gamini is the regional manager of the YTB Bank regional office Kirulapone and very recently he is facing problems with 4 of his tellers out of the 7 in the office. One female teller has already gone on maternity leave and after the cession of the said leave quota she has to report back by next week, yet since her newly born baby was a premature one still she is keeping the child in the Neonatal unit of the Colombo Hospital and meanwhile she has made written request from Mr. Gamini to extend her leave. The second teller’s mother has fallen in the house and fractured her leg and this teller being the one and only child of the family had to look after her mother and request at least one month leave. The third teller has two little ones in the year 1 and 3 respectively and needs to go early by 12pm to collect her little ones after school since there was no one to take care of them after school as they have come to Colombo recently and the other thing is her husband was a supervisor of a factory who is usually reaching home late. The fourth one, most competent teller to be a successor to Mr. Gamini after him with good knowledge, skills and experience as identified by Mr. Gamini is demanding to exempt herself for a few hours from daily work in order to continue her MBA. Early time none of these kind of request was entertained by the management of the band and from recent past the management is adopting a more flexible procedure and practice with regard to this type of work-life-balancing-dual-responsibilities of workers. Thus the new trend demands the regional manager Mr. Gamini to become a flexible