VIETNAM GENERAL CONFEDERATION OF LABOUR

TON DUC THANG UNIVERSITY

FACULTY OF FOREIGN LANGUAGES

GENERAL BUSINESS ENGLISH

Student name: NGUYỄN HẢI VÂN

Student code: 01701525
Group: 02 St’s No: 45
Situation/Case No: 03
Lecturer in charge: NGUYEN THANH LONG

HCMC, November 2019

 ASSESSMENT

Total score Examiner’s Signature Examiner’s Signature 2

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In figure In word

Report score in detail:

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-        ORGANIZATION (2.0pts)
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-        LANGUAGE USE (3.0pts):
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Examiners’ comments:
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 Table of Contents
I.CASE STUDY.....................................................................................................................1
II.INTRODUCTION.............................................................................................................1
III.BODY...............................................................................................................................2
1. The redundancies in the department.......................................................................2
2. The working environment.........................................................................................3
3. A new director, was appointed..................................................................................3
IV.CONCLUSION................................................................................................................4
REFERENCES..................................................................................................................5
I.CASE STUDY
GVM merged with another company 18 months ago. The staff of the
department complain of being overworked and have to be suffered strain. There are
many people that lost their job and the result is fewer people have to do more work.
A new director who the staff members can not talk to and she doesn’t listen to what
they say. The director makes they feel uncomfortable when they work together so
they want to change that. They are serious problems that have to solve soon. I am a
member of the group of consultants studying the problems in the HR department. I
am responsible for creating solutions effectively to improve the problems and help
the employees have a better work environment to help the company maintain and
develop.

II.INTRODUCTION
GENOVA VENDING MACHINES (GVM) is a part of multinational
company, based in Zurich Switzerland. After GVM merged with another company
18 months ago that led into some changes of the company. However, the company
had some problems about cutting the workforce, introducing open plan offices,
being dismissal in the department if the company suggested staff recruitment by
outside companies.Most staff are stressed and they have been worried about the
reduction of human resources (HR). The HR staff suffer with the pressure from the
redundancy process because they have had to make many colleagues with other
departments redundant. Some staff are exhausted as having to do more work than
last year and the bureaucracy’s just unbelievable. Moreover, there has some
complaints of the staff in department about the noisy environment that makes they
feel uncomfortable and hard to concentrate on work. They also has problem with
their new director about that she never tries to listen their viewpoint. They says that
taking to her is like talking to a brick wall. This case study is one of the most
important problem of the company. Unless it has to be solved quickly, the staff will
not focus on working and dedicating all their talents to the company. Because of
being the cream of the company, these human resources can bring the benefits and
help the development of the company. It is the stress in workforce problem that
every company have more or less.

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 III.BODY
We have to know the root of the problems before solving them. To solve all
their problems are not easy, so it is the challenge that the management are facing.
We identified three main causes, including the redundancies in the department, the
working environment and about a new director was appointed. Specifically, we also
offer some solutions to improve the current situation and help department more
develop:
1. The redundancies in the department
The group of consultants studying the problems in HR department are
looking the ways that can improve the existing issues in the department. “Human
Resources are the people employed in a business, commonly referred to as
personnel. Employees provide the skills, knowledge, labor, and experience needed
to make a business productive” [1, p.257]. Because of GVM merged with another
company. Hargrave says: “ A merger is the voluntary fusion of two companies on
broadly equal terms into one new legal entity.” Merger lead to adjustment of human
resources that makes most staff lost their job. Many people have recently resigned,
they have to work more than last year since absenteeism is high. They feel less
freedom and are monitored, there are lots of control about their work that makes the
staff be more pressure. When that pressure becomes excessive or otherwise
unmanageable it leads to stress. Stress can damage an employees' health and the
business performance (World Health Organization). They have many work that have
to finish, don’t have enough time to work, not privacy that leads to poor mental and
physical health. The staff will not focus on working effectively; not have full energy
and enthusiasm to finish the job well. So I think that is the most serious problem that
should be solved soon. The management should bring policy out cutting down right
people who can not complete the assigned work and organize the colloquium that
help the staff can talk about their problems, their point of views and their wishes.
After redundancies of the department, the management should have the scheme to
recruit more personnel. “Recruitment means actively looking for qualified people to
fill a job” [1, p.259]. Essential positions should be filled that will help the staff
reduce the workload and help they reduce face with stress more. However, in the
recruitment process, it is necessary to reduce bureaucracy. ”Workplace Bureaucracy
can leave your company stagnant & demotivated.” (Woods, 2012). It means the staff
must work by their own ability not by acquaintance. The management have to
employee development plans as the orientation, training and evaluating employees

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in order to the staff can develop their ability to work and cultivate more soft skills
like “social skills, language skills, personal habits, and friendliness.” [1, p.263]
2. The working environment
Although many staff love what they do, they face difficulties when working
in the bad environment. Because of less people, a person have to work instead some
people, they have to answer many phone calls and especially when five telephones
start ringing at the same time that create a noisy environment. The noise in the
workplace may come from employees, machines, computers or phones also
contribute to discomfort, stress and distraction. Poor physical working environment
makes they can not have a good morale to work hard and working better. So changes
the work environment is essential. The management should change new telephones
which have small bell that avoid making noisy when they ring at the same time. In
addition, buying flowers or trees to decorate department and establish a the small
gym or cafeteria for the staff that will bring the fresh environment making the staff
feel comfortable, strong energy to work hard. Organize a picnic that help the staff
can relax after stressful working hours.
3. A new director, was appointed
The issue about a new director is also one of the problem of the department.
A director is a person from a group of managers who leads or supervises a particular
area of a company (Wikipedia). A successful director is aware of the extents of their
duties, their potential abilities, their responsibilities and has the ability to respect
other point of view of the staff. However, the new director of the department doesn’t
listen their viewpoint and never had words of encouragement to motivate employees
to do better that creates pressure when some staffs want to give their opinions about
the job. The new director need to learn listening skill of her subordinates and know
how to build relationships with employees through which they not only get the
necessary information, understand the feelings and aspirations of their subordinates,
to have appropriate policies and solutions in the management process, but also a
form of encouragement, great encouragement for employees to work better, being
able to inspire subordinates in a certain direction, obviously, will increase the trust
and loyalty of employees.

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 IV.CONCLUSION
According to statistic of [2], the redundancies in department becomes the
pressure of the staff in the HR Department because of overworked and several
stresses. “Pressure at the workplace is unavoidable due to the demands of the
contemporary work environment” ( World Health Organization). My group of
consultants studying the problems in the HR department offered the plans and had a
meeting to find ways to reducing the pressure at the workplace, ameliorating woking
environment conditions, helping the director has the better way to manage
employees better. “Employees: the key to success” [1, p.256]. In order to help the
company be more developed, the staff work hard to finish their tasks, the director
should have positive attitudes, be more sociable, encourage staff to make their
contributions. With the plans set out, I believe that the department will become more
stable, improve employee concerns and jointly develop the department in better
working.

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 REFERENCES

1. Brown, B. J., & Clow, J. E. (2018). Introduction to business. New York:

Glencoe/McGraw-Hill
2. Hargrave, M. (2019, May 3). Merger Definition. Retrieved November 26, 2019
from https://www.investopedia.com/terms/m/merger.asp
3. Wikipedia. Director (business). Retrieved November 25, 2019 from
https://en.wikipedia.org/wiki/Director_(business)
4. Woods, L. (2012, September 5) Workplace bureaucracy - Learn to break
through the red tape! Retrieved November 25, 2019 from
http://www.managingamericans.com/BlogFeed/Operations/Workplace-Bureaucracy-
Learn-to-Break-Through-the-Red-Tape.htm
5. World Health Organization. Occupational health. Stress at the workplace.
Retrieved November 28, 2019 from
https://www.who.int/occupational_health/topics/stressatwp/en/